Accommodating the neurodiverse in the work place: interventions by individuals, designers and employers

 

           Edward Hopper: Office in a Small City (1953)

I had intended to pursue research to explore how we can make the work place better for the neurodiverse, and ultimately better for all.  I am no longer pursuing this topic; however, I wanted to put it on the record and share my thoughts as I might come back to it one day, or it might spark an idea in someone else.  Either way, it was gathering virtual dust on my hard drive so here it is...

Outline

My research will investigate the sensory and communication difficulties the neurodiverse face in the work place and define the problem in a tangible sense so practical solutions can be found. I will explore through the petri dish of the office environment the dichotomy of collaboration space and concentration space and how there can be no “one-size-fits-all” solution, regardless of neurotypical or neurodiverse status and regardless of job description. Other work places, for example retail, hospitality and health care, will be explored for their individual impacts on the neurodiverse.  My research will look at accommodations the neurodiverse may need to function effectively and the impact of work place design on outcomes for neurodiverse employees.  It will look at the role of designers, and the important role that employers have, both as design “sponsors” and in developing work place policies and practices.

Links to research at xxxxxxxxxxx University

My research will bridge several research themes and priority areas in health; natural and built environments; and, society and culture. My research will link interventions to optimal health across the lifespan with neuroscience; investigate human-environment interactions; and, lead to diverse, equitable, informed and productive work places. For neurodiverse individuals it will lead to increased economic independence and be socially transformative.

Project aims, significance and impact - Context

Much of what is written about neurodiversity focuses on autism in children and adolescents. Studies by Mostafa (2008) concentrate on childhood education and factors that impact on learning and development in a classroom environment. Mostafa (2008, 205) concludes that “the autistic user identifies the architectural environment around him or her in accordance to sensory zoning rather than conventional functional zoning.”  However, adults are largely ignored in the literature and it seems forgotten that children and adolescents become adults. In adulthood the difficulties the neurodiverse experience fitting into a neurotypical world remain – and become more profound as individuals aim to move from dependence to independence and from the classroom to the work place and seek employment. Unemployment is high amongst the neurodiverse – Cassidy (2018) reports that 40% of high-functioning autistic adults are unable to find employment; amongst the wider neurodiverse population it may be much higher.  Lopez and Keenan (2014, 3) refer to studies that claim unemployment rates may be as high as 75% and that this has “consequences on mental health, lack of independence and the associated economic costs.”

Past research looked at how people work and grouped activities to inform the spatial and sensory profile of workplaces.  Work place patterns of work are described by architect Francis Duffy in Bechtel and Churchman (2002) as either a HIVE, CELL, DEN or CLUB – with variables in employee tasks, autonomy, focus, independence and collaboration.  This has relevance for the neurodiverse as they all have an impact on human interaction and productivity.  An outcome of other past research by Mostafa (2008) was the Sensory Design Matrix - for use as a tool to aid design – which looks at sensory inputs (auditory, visual, tactile, olfactory and proprioceptive) and architectural inputs (structure, balance, quality and dynamic) and derives a series of “Design Guidelines” for neurodiverse persons; for example, “High enclosure and containment” and “Noise and echo proofing”. This may be a useful starting point, for adaptation to the work place for adults.

Current research aims to determine what can be done to increase the workforce participation of neurodiverse people.  Hayward et al. (2019) describes “collegial understanding, the physical occupational environment, and circumstances that limited contact with others” as likely enablers. Khalifa et al. (2020) reach a similar conclusion and note the role of technology, minimising distractions, reducing noise and predictable job duties as work place strategies.

Project aims, significance and impact – Research questions

1. What are the sensory and communication difficulties faced by the neurodiverse in the work place?
2. How does the built environment contribute to the success of the neurodiverse in the work place?
3. What impact do work place policies and practices have on outcomes for the neurodiverse?
4. How can accommodations be made by individuals, designers and employers to enable the neurodiverse to function effectively in the work place?

Project aims, significance and impact – Contribution to new knowledge

The research will provide a greater understanding of the difficulties the neurodiverse experience in the work place and open a dialogue between the neurodiverse and employers. It will reduce the knowledge gap and find ways in which neurodiversity can be accommodated in the work place. This will involve an assessment of the both the built-environment and how this influences outcomes, and the structure of a person’s employment – i.e., how they work and how they are managed.  The research will help to define parameters that need consideration in designing work places for the neurodiverse (and by default the neurotypical) and lead to a built-form design guide allowing tangible outcomes.

Project aims, significance and impact – Importance

The neurodiverse are grossly over-represented in unemployment statistics and this can be addressed if work places can make the right accommodations and barriers to employment are removed. Employment leads to independence and empowerment and can be socially transformative. An inclusive work place with employees working more effectively and able to harness their strengths and work to their best ability is good for employers too.

Methodology – General research approach

The research will comprise an extensive literature review and examination of several case studies.  Following this, after determining tangible metrics for study and testing – for example background noise, office layout etc. - it will be necessary to interview and/or survey a sample of neurodiverse and neurotypical people to document their responses to inhabiting a work place. The survey will incorporate questions to assess where the respondent sits on the spectrum (as neurotypical or neurodiverse) to determine how responses are influenced by lived-experience.  It is expected that a greater understanding of the range of human experience and sensory sensitivities will enable accommodations to be designed for the neurodiverse and neurotypical – and that we will be able to establish parameters that can be applied to work place design – with the physical setting; and, applied to job design - with policies and practices. As part of the research a hypothetical work place might be designed, considering accommodations the neurodiverse may require. 

Other factors – Special resources

It is not expected that any specialised software or equipment will be required for the fieldwork; however, technology that is commonly used in practice may be utilized to collect tangible sensory data (e.g., light meters and sound level meters etc.).

Other factors – Ethical considerations

Informed consent and approval for all survey-work will be required, which will be undertaken in accordance with xxxxxxxxxxx University’s Framework for Responsible Conduct of Research.

Other factors – Field work

Several work places may be inspected with data collected as part of the research. These work places may include office, retail, hospitality and healthcare environments.

References

Bechtel, Robert B., and Arza Churchman, Handbook of Environmental Psychology, New York. John Wiley, 2002.

Cassidy, Mary Kate. "Neurodiversity in the workplace: Architecture for autism." PhD diss., University of Cincinnati, 2018.

Davidson, Joyce, and Victoria L. Henderson. "Chapter Five - The Sensory City: Autism, Design and Care." Care and design: Bodies, buildings, cities (2016): 74.

Hayward, Susan M., Keith R. McVilly, and Mark A. Stokes. "Autism and employment: What works." Research in Autism Spectrum Disorders 60 (2019): 48-58.

Khalifa, Ghaidaa, Zonera Sharif, Madiha Sultan, and Briano Di Rezze. "Workplace accommodations for adults with autism spectrum disorder: a scoping review." Disability and rehabilitation 42, no. 9 (2020): 1316-1331.

López, Beatriz, and Liz Keenan. "Barriers to employment in autism: Future challenges to implementing the Adult Autism Strategy." Autism Research Network (2014): 1-17.

Mostafa, Magda. "An architecture for autism: Concepts of design intervention for the autistic user." International Journal of Architectural Research 2, no. 1 (2008): 189-211.

Samuel Fardoe, 2021