Design is not neutral. For one in five people, it is a daily barrier.

Approximately 20% of the global population is neurodivergent. Yet most workplaces are still designed for a single cognitive profile ...  one that fits far fewer people than we think.

Sensory overload is not a preference. For many autistic individuals, those with ADHD, anxiety disorders, or sensory processing differences, an open-plan office with harsh lighting, unpredictable acoustics, and no refuge is not just uncomfortable. It actively impairs cognitive function, increases stress load, and erodes the capacity to do meaningful work.

Neuroinclusive design is not about creating special spaces for special people. It is about expanding the range of conditions in which all people can perform well. Choice, control, and sensory variety are not amenities, they are functional requirements.

The business case is not abstract:

• 1 in 5 workers identify as neurodivergent — most workplaces were not designed with them in mind
• 3–5× higher rates of attrition reported when sensory and cognitive needs go unmet
• 76% of employees say access to quiet space directly affects their ability to focus and perform

The fix does not require demolition. It requires intentionality: acoustic zoning, lighting variability, clear wayfinding, low-stimulus refuge, and genuine choice in where and how people work. These are design decisions, not design gestures.

Question for my occupier community - How many of you have conducted a neuroinclusive audit of your current portfolio ?

For those who have conducted a neuroinclusive audit, what was the single most overlooked barrier you found?

For those who have not conducted a neuroinclusive audit, what is stopping you from starting?