Designing Office Spaces for Neuroinclusivity

The way we work is constantly evolving—and so is our understanding of what helps or hinders it. 

• What draws our attention—and what derails it? 
• How do we balance comfort with alertness? 
• And what does a modern office actually need to foster focus, connection, and wellbeing? 

At Circadia, we ask these questions every day, because designing for neurodiversity, productivity, and human-centered experiences isn’t just about aesthetics—it’s about intention. 

We’re lucky to collaborate with partners who are asking the right questions. 

Steelcase and HOK, global leaders in design and architecture, are teaming up to explore how we shape spaces that support the diverse ways people work. Their latest research dives into what it means to design for a neurodiverse workforce and how thoughtful environments and office design can unlock focus, comfort and belonging. 

Before we can design for neuroinclusivity, we must understand what it really means. Kay Sargent, principal and director of thought leadership in HOK’s Interiors group, recently joined us in Kansas City and St. Louis to unpack the intricacies of neurodiversity in the workplace. Her sessions helped our design team explore how to better support our clients in creating environments that work for everyone. 

What is Neurodiversity? 

Roughly one in five people are considered neurodivergent. Think about your office, your teammates, your clients. At Circadia, we design with this in mind, because creating environments that support different ways of thinking, processing and working is essential.  

Neurodivergent conditions encompass a range of cognitive differences, including Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia, Dyspraxia, Dyscalculia, Dysgraphia, Tourette’s Syndrome, and Asperger’s Syndrome. These conditions influence how individuals perceive and interact with the world, affecting aspects such as time management, organization, attention, direction-following, and workplace interactions. Many of these conditions are non-visible, and research indicates that over half of neurodivergent individuals may be unaware of their neurodivergence.

At Circadia, we know that designing for neuroinclusivity means recognizing the full spectrum of sensory experiences. Whether someone identifies as neurodivergent or not, every individual has unique sensory thresholds. Some may be hypersensitive—easily overwhelmed by noise, lighting, or movement—while others may be hyposensitive and seek out more stimulation to stay engaged. 

When these sensory distractions go unmanaged, they often lead to cognitive distractions, reducing focus, engagement, and productivity. That’s why our interior design team sees every project as an opportunity to create environments that support the way people work—across the full spectrum of neurodiversity. 

The History of Designing for Diversity 

Designing for diversity isn’t a new concept in commercial office design. In 1990, the United States passed the Americans with Disabilities Act (ADA). 

The ADA led to changes in how architects designed building entries, doors and hallways, public-use furniture and office spaces to set those with physical disabilities up for success. Today, 18% of the U.S. population has a physical disability. The ADA not only protects those individuals from discrimination but also gives them equal opportunities to succeed.  

Early research suggests that more than 20% of Americans are neurodivergent. Yet despite the prevalence, neurodivergent individuals often fall outside the scope of existing legal protections the Americans with Disabilities Act (ADA). While government regulations around accommodations for neuroinclusivity are still taking shape, neuroinclusive design doesn’t have to wait.  

Common Office Triggers 

At Circadia, we take a human-centered approach to workplace design, paying close attention to how people experience their environments, starting with recognizing the most common sensory triggers that can either support or sabotage focus and wellbeing. 

The most common office triggers fall into five sensory categories: 

Visual Triggers 

• Bright, harsh, or flickering fluorescent lighting or lack of appropriate lighting 
• Glare from windows or screens 
• Busy, cluttered, or high-contrast visual environments or empty, non-stimulating environments 
• Movement in peripheral vision, common in offices with open floor plans and glass walls

• Background conversations and chatter 
• Constant phone ringing or notification sounds 
• Noise from office equipment like printers, HVAC systems and keyboards 
• Open office acoustics with no sound dampening 

Tactile/Physical Triggers 

• Uncomfortable seating or furniture 
• Undesirable room temperatures 
• Airflow regulation 
• Overuse of textures in carpet, upholstery and desk materials 
• Clothing or uniform requirements that feel restrictive or irritating 

Olfactory Triggers 

• Strong cleaning products or perfumes 
• Food smells in shared spaces 
• Stale or poor air circulation 

Spatial Triggers 

• Lack of private or quiet spaces for focused work 
• Crowded or constantly changing environments 
• Rigid layouts that don’t allow for movement or flexibility 

How to Design for Neurodiversity 

To design a neuroinclusive office space, it must be multimodal, giving options for individuals to select their working environment at any given moment to fit their sensory needs. We organize the types of spaces needed for an effective multimodal office design space following the 6 C’s: 

• Concentrate – focus areas with minimal distractions designed for deep, uninterrupted concentration (call rooms, focus nooks) 
• Contemplate – environments with limited distractions designed for people to digest information and refresh their minds after lively meetings (personal desks, small working rooms), 
• Commune – spaces for teams to engage in interactive processes (open air zones, brainstorming rooms) 
• Create – workspaces for creative ideation and inspiration (interactive working areas, meeting rooms) 
• Congregate – designated areas where teams come together to meet and explore ideas (meeting rooms, collaboration areas) 
• Convivial – gathering places where teams can socialize and develop relationships that fuel company culture (kitchens, outdoor areas) 

Spatial Zoning

When we create areas designed for different uses with different levels of stimuli, we need to organize them in a way that separates the stimuli appropriately. Instead of a one-size-fits-all open floor plan, spatial zoning creates a balanced environment where employees can choose the setting that best fits their sensory needs.  

Furniture to Support Spatial Zoning 

At Circadia, we offer workspace design, furnishings, technology, flooring and construction expertise to complement spatial zoning practices. From flexible architecture to functional furniture, we work with you to create the perfect space for your needs.  

Our Products 

“When we work with our clients, we always start by finding out what their unique needs are. We are all neurodiverse, and that understanding helps us to create spaces that meet people where they are help businesses succeed.” – Judith Shuey, Vice President of Design, Circadia 

Why Isn’t Everyone Doing This? 

Despite growing awareness of neurodiverse office design, office spaces that fully support neurodiverse needs are still rare. One major reason is the assumption that designing for neurodiversity is expensive.  

Many leaders believe that creating quiet rooms, flexible lighting or adaptable workstations requires major renovations or costly technology. In reality, research shows that 56% of workplace accommodations cost nothing to implement, and another 37% involve a one-time expense averaging only $300. 

Another barrier is lack of understanding and stigma surrounding neurodiversity. Because 70% of neurodivergent conditions are non-visible, many employees may not disclose their needs, and organizations underestimate how many people would benefit from sensory-conscious design. This leads to a “one-size-fits-all” workspace model that doesn’t reflect the true diversity of how people work best. 

When companies do invest in inclusive design, they often see higher engagement, productivity, and retention across the board, not just among neurodivergent employees. The real cost comes from ignoring it. Unaddressed sensory distractions lead to lost focus, reduced productivity, and higher turnover. These hidden costs far outweigh the minimal investment it takes to create a space where all employees can thrive. 

How Much Do We Really Know? 

We are still in just the beginning stages of understanding the conditions and unique needs of a neurodiverse population. Kay Sargent’s book includes groundbreaking research, but even she knows that it is just a start. As we continue to learn more about neurodiversity, architects and interior designers will be armed with more data to justify the need for inclusive design.  

“Good design doesn’t happen by mistake. Good designers may have an instinct to do something but might not have the ability to articulate why. We are giving them the reasoning and language for their design.” – Kay Sargent, principal and director of thought leadership, HOK and author of Designing Neuroinclusive Workplaces: Advancing Sensory Processing and Cognitive Well-Being in the Built Environment 

How Can Circadia Help? 

Like Kay, we are always learning. Our product line is designed to function on the spectrum of stimuli levels, giving interior designers the tools they need to create a neuroinclusive office space. 

To learn more about the furniture we offer to meet the unique needs of any office space, contact us today.  

If you're interested in Kay Sargent's book, click here!