Building a diverse workforce is crucial for companies competing in today’s dynamic workplace. By removing barriers, we can allow employees to show up as their authentic selves, exercise individual talents and create more opportunities for marginalised demographics. It’s also the right thing to do.

Employees are demanding more from their workplace, and new research makes it increasingly clear that companies with more diverse workforces perform better financially – so why aren’t more organisations designing for diversity? 

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Diverse organisations perform better

• Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors. (McKinsey)
• Diverse companies are 70% more likely to capture new markets. (HBR)
• Diverse teams are 87% better at making decisions. (People Management)
• Diverse management teams lead to 19% higher revenue. (BCG)
• 2 out of 3 job candidates seek companies that have diverse workforces. (Glassdoor)
• 74% of millennial employees believe their organisation is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers. (Deloitte)

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What is inclusive design?

“Diversity means having a mix of people. Inclusion is about making the mix work.”‍

Anthony Were, Development Manager at Metropolitan Thames Valley Housing and Co-chair of UNIFY BAME

Inclusive organisations see value in differences, encourage a sense of belonging and enable all employees to do their best work. To create an inclusive workplace, leaders should consider how the environment supports people with different personality types, disabilities, faiths, mental illnesses, and much more.

What is neurodiversity?

noun

‍The range of differences in individual brain function and behavioural traits, regarded as part of normal variation in the human population (used especially in the context of autistic spectrum disorders).

People experience and interact with the world around them in different ways. Neurodiversity relates to differences in learning, attention, mood and other mental functions. ADHD, autism, dyspraxia, OCD and dyslexia are all examples of neurodiverse conditions. 

Studies show that neurodivergence affects almost one in five people. While diversity may not be the first thing you think of when considering office design, it’s actually hugely important. What looks like a visually appealing environment to some, might be overly stimulating and harmful to others’ ability to work productively.

Approximately 15–20% of people are neurodivergent.

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“Designing for neurodiversity means considering the workplace through all five senses. Everyone’s sensory experience is different, and so by giving employees variety and choice, they have the freedom to use spaces in ways that work for them.”

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To get a feel for what a day in the office can be like for neurodivergent people, watch the BBC CAPE project’s virtual reality immersive video.

If you’re interested in assessing your existing environment for cognitive accessibility, take a look at the BBC CAPE project’s Sensory Environment Checklist.

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New ways of thinking

It’s impossible to know what someone else is experiencing without asking them. To build an inclusive environment that nurtures fairness, engagement, productivity and innovation, leaders should challenge assumptions and understand the complex variety of needs, abilities and aspirations within their organisation. 

If a workplace only caters to limited conditions, it’s restricting the talents of the wider workforce. To leverage everyone’s unique skills, we need to discover how people interact with their surroundings on a daily basis. 

When designing for diversity, it’s important to assess how light, noise, texture, setting and spatial design can impact your workforce. Conducting surveys, asking for feedback and including staff in the decision-making process shows employees that you value their wants, needs and aspirations.

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Design considerations

A holistic design approach gives employees the freedom and flexibility to choose how and where they work. It may help to create personas for your employees to understand their needs better.

Key considerations when designing for a diverse workforce:

• Quiet zones to prevent sensory overload and accommodate solo focused work
• Social and collaborative spaces to support extraversion
• Low-traffic areas to reduce social anxiety
• Wellness rooms for recharging
• Spaces for activities and movement
• Wayfinding to create a sense of familiarity
• Physical accessibility to remove barriers
• Areas with sound, light and temperature control
• Colours and fabrics that influence mood
• Modular furniture and adaptable workspaces
• An array of soundscapes
• Biophilic design to support psychological wellbeing
• Air quality

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Diversity in action: Entain

By recognising and catering to differences, Entain empowered its workforce to contribute to their full potential. Entain’s agile working environment provides accessibility, choice and flexibility, allowing employees to work in a setting they feel most comfortable in.

The office is fully accessible, providing wheelchair users access to tea points, showers, toilets and the newly introduced amphitheatre. From the beginning of the design process it was vital that we factored in these components, allowing full access for every individual to seamlessly interact with the space. From automatic opening doors to braille on signage around the building, every factor was considered.

Creating physical work environments that allow individuals to thrive offers organisations a competitive advantage. Entain can now be hugely proud to invite staff clients and customers to a fully accessible and diverse workspace. 

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An inclusive workplace is a happy workplace

Designing for the workforce’s diverse needs inherently impacts employees’ happiness and well-being. Providing more choice and settings such as breakout zones, social areas and well-being rooms allows employees to feel fulfilled and inspired while reaching a better work-life balance. Read more about how sensory design can affect emotions, behaviours, health and well-being in our article Workplace well-being – Designing offices to support your people.