Dr Fleur-Michelle Coiffait, Clinical Psychologist and Associate Fellow of the British Psychological Society, Clinical Lead for Neurodiversity at Spectrum.Life
Lauren Taylor, Occupational Therapist, Member of the Royal College of Occupational Therapists and the Sensory Integration Network, Neurodiversity Practitioner at Spectrum.Life
It’s long been acknowledged that there is no one-size fits all approach to workplace design, yet human behavior and performance is known to be affected by the interaction between the person and the environment in which they carry out their daily activities. In recent years more focus has been given to creating and adapting environments that support the overall wellbeing of individuals in various contexts with consideration of the full range of neurodiversity in employees. With an increased awareness of neurodiversity, a term that encompasses the neurological variation in all our brains, a deeper understanding has been established that we all have our own unique sensory thresholds, processing styles, and preferences, that influence our perception and interaction with the environment. For neurodivergent people, whose sensory processing differences are often more pronounced, this can result in being ‘over sensitive’ or ‘under sensitive’ to sensory aspects of the environment or even becoming overloaded by sensory input. Consequently, organizations must carefully consider the impact of sensory aspects on the environment when designing their workplaces.
There is variation in people's attributes and experiences across all populations. Neurodivergent people, such as those identified with ADHD, dyslexia, dyspraxia, autism, or recognised sensory processing differences, may experience the world in ways that differ from the majority of people. Understanding these differences is key to understanding neurodivergence and how this influences differences in how neurodivergent people process and make sense of information and experience this in our daily lives.
People's experiences of neurodivergence differ for every individual, and it is common for neurodivergent people to have more than one identified form of neurodivergence as they overlap and often go together. For example, it is thought that around 40% of autistic people also present with features of ADHD. Approximately 15-20 percent of people are neurodivergent, e.g. have at least one form of neurodivergence, such autism, ADHD, dyspraxia or dyslexia.
In the UK, for instance, around 1 in 100 individuals are identified as autistic, although the true number is estimated to be much higher as many people may not have received a formal diagnosis as there are currently challenges to accessing assessments that formally identify autism and ADHD.
It is common for neurodivergent people to experience heightened sensitivity to certain sensory aspects of the environment, such as experiencing heightened sensitivity to visual stimuli, including bright lights, which is often as a result of having over activity in the areas of the brain that are responsible for visual processing. In workplace settings, the amount and intensity of certain lighting conditions can contribute to sensory overload or be uncomfortable for the individual, which can lead to increased processing demands, distraction, distress and even anxiety. Conversely, well-designed lighting environments can mitigate these challenges, fostering spaces conducive to focus, calmness, and engagement.
To enhance workplaces for neurodivergent employees, consider the following:
Most typical offices are not neurodivergent-friendly environments: buzzing fluorescent lights, kitchen smells, background noise from multiple sources, interruptions, expectations of small talk, uncomfortable clothing – these are just some sensory aspects of workplaces that neurodivergent people can experiences as challenging and overwhelming, particularly if these are outside of their control.
The virtual working environment presents a helpful alternative that allows a degree of control over sensory aspects of the environment as an individual can choose their preferred workspace, with familiar environments within their own home as an option.
Some colleagues may prefer to join meetings with their camera off or engage in face-to-face conversation rather than virtual. It is important to set clear guidance and expectations around virtual meetings which allows for a flexible and inclusive approach.
We all process information registered by our senses differently, but neurodivergence can mean that an individual is hypersensitive (extra sensitive) to light or hyposensitive (less responsive) to light. This can mean that particular colour types, or intensities of light can be experienced by the individual as overwhelming, uncomfortable, distracting, or even painful, which can ultimately impact optimal functioning and overall wellbeing.
Did you know that 70% of all the sensory receptors in our bodies are in our eyes?
Lighting serves as a cornerstone of our daily lives, shaping our mood, productivity, and overall well-being. However, its profound significance becomes even more pronounced for neurodivergent individuals, whose sensory experiences usually differ from the neurotypical norm. Unlocking the potential of lighting environments holds the key to enhancing comfort, functionality, and quality of life for everyone. Lighting is a pivotal factor in shaping these experiences, and it is crucial to recognize and accommodate sensory processing differences when designing spaces, with the aim of functionality and inclusivity for all.
Key considerations:
Recognize that traditional office environments may overwhelm or distract individuals, hindering their productivity.
Engage with neurodivergent colleagues to understand how their environment impacts them and what adjustments could improve their experience.
Acknowledge and respect that we all process sensory input such as noise, lighting, texture, smells, and temperature differently and have different thresholds for what we can tolerate and what helps us settle and feel regulated.
Implement lighting designs that minimize glare or shadows, which is a common source of distraction and sometimes discomfort for some individuals.
Leverage smart lighting systems to offer personalized control and customization, accommodating a range of sensory preferences.
Incorporate natural and artificial lighting choices that align with individuals' preferences and sensory profiles.
7Provide flexibility and controllability in lighting systems to empower individuals to tailor their environment according to their comfort and activities.
Recognize the profound impact of lighting on wellbeing in educational and work settings, and design accordingly to enhance focus, productivity, and job satisfaction.
9Offer sensory breaks so that individuals can have space to regulate themselves from a sensory perspective or create designated areas in the workplace that are quiet and offer adjustable lighting.
Sensory spaces - Centering interior design on the different senses
Studies show that glare significantly impacts concentration and visual comfort, with up to 40% of office workers reporting discomfort due to glare in typical office settings. For neurodivergent individuals, this discomfort can be even more pronounced, and can affect ability to focus and increase stress levels. Implementing lighting fixtures with anti-glare properties and utilizing diffusers or shades can effectively mitigate this issue, promoting a visually comfortable environment.
Designing with diversity in mind
Technological advances have led to smart lighting systems that offer greater control and customization. These systems enable individuals to tailor lighting conditions to their unique sensory preferences, helping create environments tailored to individual preferences and the unique demands of a range of activities. Well-designed lighting can promote wellbeing and positive emotions, create ambience, and enhance the overall aesthetic of a space. By incorporating elements of biophilic design (increasing connectivity to the natural environment), such as natural light simulation and dynamic lighting effects, environments can be enriched, promoting a sense of connection with nature and improving mental well-being.
Tips for managing lighting factors which can affect different people differently:
Glare:
Glare from harsh lighting can be particularly problematic for neurodivergent individuals and may cause irritation, discomfort, and visual stress, which can lead to difficulties in focusing and processing information.
Glare can be minimized by using anti-glare coatings on screens and windows, choosing lighting fixtures that diffuse light, and having adjustable blinds or curtains that can also help control natural light.
Brightness:
Overly bright lighting can be overwhelming for some individuals, especially those with sensory sensitivities. It may contribute to feelings of discomfort, anxiety, or sensory overload.
Opting for adjustable lighting options, such as dimmer switches or lamps with variable brightness settings, can enable individual control over lighting and allow people to adjust brightness to suit their own preference and optimum lighting requirements for various activities.
Hue and Color Temperature:
Different color temperatures and hues affect individuals differently. Neurodivergent people may be sensitive to specific colors, while others may find certain hues calming or distressing.
Experimenting with different color temperatures can help individuals identify what works better for them and it can be helpful to choose lighting with warmer tones in spaces that multiple people use. Personalized lighting preferences do vary, so allowing individuals to choose their preferred lighting where possible is ideal.
Fluorescent Lighting:
Fluorescent lights can flicker and the color temperature may be uncomfortable for some individuals, leading to headaches, eye strain, and/or sensory discomfort.
Using alternative lighting sources such as LED lights, which are often more energy-efficient, means these can be adjusted to softer tones.
Providing adequate task lighting that is adjustable and focused for specific activities, such as reading, writing, or working on a computer, can help individuals maintain focus and reduce eye strain. Natural lighting can also be a good option.
Task Lighting:
Insufficient or uneven lighting can affect concentration and task performance, especially for those with attention-related differences, such as ADHD.
Thinking about each person’s lighting needs for specific tasks is important.
Routine and Predictability:
Establishing a consistent lighting routine can be important for neurodivergent individuals who may benefit from a predictable environment.
Lighting can be an important external signal or cue that indicates parts of a routine or transition (e.g. turning lights off at bedtime)
Maintaining a consistent lighting schedule with certain levels of lighting at certain times of day can be helpful, especially in environments where individuals spend significant time.
Using visual cues or timers to signal changes in lighting, when necessary, can also help people understand why lighting might change and vary in the same space.
A competitive advantage
The importance of thoughtful and considered lighting for neurodivergent individuals should not be underestimated. By recognizing each individual’s unique sensory needs and preferences and implementing innovative lighting design strategies, we can create environments that are inclusive, supportive, and conducive to optimal engagement and wellbeing in that environment or space. Investing in lighting solutions that prioritize comfort, flexibility, and personalization not only benefits neurodivergent individuals but also enriches the experiences of all occupants, fostering environments that are responsive to diversity in sensory processing and preferences and ultimately empower everyone to thrive.
Equip your managers to better understand neurodivergent experiences
Beyond consideration of environmental factors such as lighting and how these may be experienced by everyone – neurodivergent or not – we encourage managers to open conversations with all colleagues about what they need to feel supported and thrive in their work. Creating a culture that recognizes and celebrates that all our brains are unique and bring different strengths, challenges and preferences to our teams and workplaces is an essential part of embracing neurodiversity and benefits all.
Understanding how neurodivergent brains may experience and process information differently as part of celebrating neurodiversity in the workforce is just as important as being aware of other forms of diversity, such as generational, gender and cultural diversity. If you would like further advice or guidance relating to how to understand neurodivergence in the workplace and support neurodivergent colleagues, reach out to your EAP program and speak to a trained and experienced counsellor for advice.
Dr. Fleur-Michelle Coffait is a Consultant Clinical Psychologist and Associate Fellow of the British Psychological Society, has been working with Spectrum.Life as the Clinical Lead for Neurodiversity over the past years. Fleur-Michelle is neurodivergent herself (ADHD) and mom to a young neurodivergent daughter and understands all aspects of neurodivergence from both - a personal and professional perspective. Fleur-Michelle has worked with a range of neurotypes from early on in her career as a psychologist, with her main passions and most of her experience focusing on autism and ADHD. Fleur has also worked with dyspraxic and dyslexic individuals, people with intellectual disability and those who experience sensory processing difficulties. It is common for different types of neurodivergence to often occur together and these all look different for each individual, even if two people are identified as having the same neurotype. Dr. Coiffait's 20 years of experience in working with neurodivergent individuals across various contexts, along with her commitment to a neuroaffirmative approach, will contribute to the development of Spectrum.Life's new Neurodiversity offering.
Lauren Taylor is a Specialist Occupational Therapist and Neurodiversity Practitioner. Trained and experienced in the administration of various autism and ADHD diagnostic tools alongside drawing on anecdotal experience through listening to the voices and lived experience of neurodivergent individuals. Qualified and experienced Ayres Sensory Integration Therapist. Extensive experience working with individuals across the lifespan, particularly within specialist education settings and clinical diagnostic settings, including the use of online assessment platforms. Passionate about using holistic, neuroaffirming diagnostic and therapeutic approaches, and highly value the role of a multidisciplinary approach to provide more bespoke, personalized experiences for individuals and their families. Experienced neurodiversity team leader and manager. Finds satisfaction in being productive and believes in a transformational leadership style by recognising and cultivating the potential in others in order to both uphold business objectives, as well as meet the needs of clients.
About Spectrum.Life: Spectrum.Life is a whole-of-health digital partner that guides organizations and their people to thrive, delivering clinically backed digital health, mental health and wellbeing solutions. Our HealthTech delivers digital transformation for Insurers, Educators and Employers through Co-creation or seamlessly integrated out-of-the-box solutions, that decrease digital fragmentation and engage, empower, and transform their people’s lives. Established in 2018 by Stuart McGoldrick and Stephen Costello, Spectrum.Life provides services internationally to over 7.2m insurance members, 3,000 corporate clients and 650,000 university students. Spectrum.Life currently employs over 260 people, including over 125 clinicians.
