Creating a Holistic Workplace

Ahead of my upcoming event with Suffolk Mind: Neurodiversity and Mental Health at Work, I’ve been thinking about the workplace (or my own distancing from it) and how we’re going to be discussing it at the event in November.

What is Neurodiversity?

The word neurodiversity gets used a lot these days — often as a shorthand for autism, ADHD, dyslexia or other specific diagnoses. But neurodiversity doesn’t mean “people with different brains”; it means all of us. Every brain, every way of thinking, every pattern of processing, is part of that wider ecosystem of diversity.

The challenge is that most workplaces still operate around “neurotypical defaults” — ways of working that suit the majority. It’s rarely intentional, but it can leave neurodivergent individuals (those of us whose brains sit outside the bell curve) constantly translating, camouflaging, or forcing ourselves to fit. That constant translation can be exhausting.

(I won’t spoil the surprise, but Ezra at Suffolk Mind has a great way to explain this to attendees at the talk in November)

Open plan spaces for neurodivergents like me

For me, the classic open-plan office was the perfect example of this. The hum of conversation, the unpredictable noises, the smells of food, perfume, coffee machines, and not forgetting having to try and navigate small talk — all of it formed a constant sensory fog. I used to think I was just bad at focusing. It took being diagnosed as autistic and ADHD to realise that the environment was the problem, not me.

Creating a holistic workplace isn’t just about lighting or seating plans — it’s about designing spaces, cultures, and rhythms that work with human difference rather than against it. For some, that might mean being surrounded by people; for others, it’s about solitude and control over sensory input. I’ve found my own space — quite literally — away from the traditional workplace. It’s quiet, it’s calm, and it allows me to think clearly, connect meaningfully, and do my best work. I know that won’t be the answer for everyone, but for me, it’s been transformational.

Understanding needs, perceptions and experiences

When I talk about holistic design, whether in workplaces or in brands, I’m really talking about the same thing: empathy in action. Understanding the needs, perceptions, and experiences of others — and then building systems that respect those realities. The best workplaces, like the best brands, create belonging. They don’t demand that people conform; they make space for people to be.

And here’s the magic: when you design for the edges, you improve things for everyone. Clearer communication, quieter spaces, flexible schedules — they don’t just help neurodivergent people, they help people, full stop.

For neurodivergent individuals, these shifts aren’t “nice to have”; they’re often the difference between surviving and thriving. Between masking and belonging. Between being tolerated and being truly included.

I’ve learned that when we stop forcing people into narrow definitions of how they “should” work and start designing around how they actually work, everything improves — culture, creativity, retention, and wellbeing.

That’s what I’ll be exploring with Suffolk Mind this November: how we can move beyond awareness and into action — building environments and cultures that nurture the full spectrum of human minds.

–

Pic: Israel Andrade, Unsplash