By David O’Coimin, Nookpod.

Talk of emerging from the pandemic into a ‘new normal’ is everywhere. But what should this new normal look like? If businesses in the banking and finance sector are determined to take this opportunity to do things differently then it is absolutely essential that practical consideration is given to supporting and nurturing neurodiverse employees.

Neurodiversity is a concept where neurological differences are to be recognised and respected as any other human variation. These differences can include those labelled with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Dyscalculia, Autistic Spectrum, Tourette Syndrome, and others. Pioneering corporations such as Microsoft, Ford, IBM, and others have recognized the competitive advantage of neurodiversity and begun to utilise the special gifts and talents of individuals with autism and other neurological differences to improve the workplace.

The banking and finance sector has been making strides for many years in terms of cultural diversity but where neurodiversity is concerned, banking and finance – in common with many, many other sectors – falls short.

This shortfall is particularly evident in terms of workspace design. And we understand why – it’s not always easy and obvious to know what to do. Different types of brains, different types of tasks (e.g. programming vs brainstorming), and different times of day (mid-morning vs immediately after lunch vs just before home time) form a three-dimensional matrix of conditions, and therefore workspace needs. The good news is, adapting this space to be inclusive for neurodiverse professionals does not mean a total re-design. As the sector re-thinks workspace to suit post-Covid guidelines, it can also become more inclusive at the same time.

Simple solutions

There are three top considerations when creating a workspace suited to neurodiverse individuals, and relatively simple solutions exist for each:

·         Noise levels

Noise is the number one issue because it permeates and impacts concentration, anxiety-levels and general wellbeing. Creating an environment that enables individuals to escape from noise is key. This might be done with acoustic wall panels, ceiling panels and room dividers which can not only be used to make sound reverb less in a space, but also to sub-divide areas with differing functions and noise levels (e.g. finance team vs sales team / programmers vs dining area).

Interestingly, an environment that is too quiet can also be an issue for many, preventing them from speaking up, making calls or expressing themselves fully. White noise can be used to create a base comfortable noise level into which people feel more open to be themselves.

·         Lighting

Light is proven to have a powerful influence on mood, energy levels and the ability to process information.

Light can be used zonally, creating pockets of space that are comfortable to individuals. Different colours create different moods and can help provide sensory support for autism, dyslexia and visual impairment.

·        Personal space

It is important to enable employees to regulate their own personal space without making them feel like they are in the spotlight for doing so. Creating withdrawal spaces is key – discrete areas that provide separation without totally isolating users from the workspace. Placing these close to work desks enables people to hop casually into the space for respite or for a more intimate conversation.

These are changes that can benefit all workers. In fact, any business failing to adapt in a post-pandemic world may quickly find themselves struggling to retain or attract top talent.

One size doesn’t fit all

The prevalent ‘one-size-fits-all’ nature of much of today’s open-plan workspace is unsuited to many employees – or potential employees. Everybody is to some extent differently abled – ways of thinking and operating differ from one person to the next. This neurodiversity cannot be shoehorned into one type of workspace. Indeed, to do so is a recipe for problems which can result in higher-levels of absenteeism and burn-out.

In considering the needs of the neurodiverse, businesses demonstrate responsibility towards individuals. And by thinking about individuals, companies start to perform better as a whole. Many of the workspace changes suggested for neurodiverse individuals focus on wellbeing, on delivering havens of calm and the opportunity to take a break from the hubbub without isolating completely from colleagues. These priorities are now also high on the wish-list of every employee – priorities formulated as they experience new ways of working in lockdown.

As the world emerges from the pandemic, businesses are thinking hard about how they occupy space. As well as making offices more hygienic and observing current social-distancing guidelines, leading firms are looking to future-proof premises for the benefit of all employees. If there is to be a ‘new normal’ in a post-Covid 19 world, now is the time to ensure that neurodiversity is a central part of that planning.