Designing workspace concepts to improve diversity and inclusion 

From increasing profit margins to access to a bigger talent pool, improved employee retention, and better decision making; the case for improving diversity and inclusion in the workplace has been well made.

But as companies invest in recruitment which encourage a more diverse workforce and redefine company vision and values, the physical workplace can struggle to keep up.  

Whilst diversity is about what makes people different to each other, be that sex, gender, race, socio-economic background, physical differences or neurodiversity, inclusion is about making every one of these individuals feel welcome, safe, and supported. Getting the workplace concept right is foundational to this.

User-centred workplace concepts 

When it comes to improving diversity and inclusion in workplace concepts, starting with the people that use the workplace is the essential first step. Gathering the perspectives of a diverse range of team members is something we see as key to our workplace concept design process. 

Tailoring workplace concepts or integrating adaptations for current employees is one thing but as companies progress through a transition to a more diverse workforce, so does the need to consider and guide them through a wider range of inclusive workplace measures. 

For all buildings, new and old, some areas are increasingly regulated e.g., the width of doorways, the provision of step-free access or additional spaces such as lactation, prayer, or meditation rooms. But the difference between providing what is stipulated in law and really focusing on meeting the needs and comfort of the user is where the potential for a truly inclusive workspace lies.

Improving inclusivity through a multi-disciplinary approach 

With new buildings the scope to incorporate adaptation from the start of a project is an opportunity that companies cannot afford to pass by. Early engagement between architects, interior designers and workplace concept consultants will deliver the most successful solution. Measures such as the placement of stairs and lifts is one example of the need to balance the various disciplines.  

Whilst a central staircase makes for an impressive entrance atrium – and may encourage physical exercise and wellbeing – pushing the elevators to an out-of-the-way area will not make wheelchair users or those with other physical difficulties feel welcome. Likewise, prayer or lactation rooms that lack natural light or are small, cramped and resemble a storage room will not signal inclusivity.  

Working with architects and other specialists at an early stage allows us to ensure that many more design elements or adaptations for inclusivity are considered – such as sightlines, wayfinding, and acoustics.

Not just about the way people work, but the way they live 

Since Covid, workplaces have been through a shift. Remote and hybrid working are widespread and embedded into company cultures and the expectations of team members. When the European Central Bank’s Consumer Expectations Survey asked workers about their preferences regarding working from home once the COVID-19 pandemic was over they found that around two-thirds indicated that they would like to work remotely at least one day per week and around 25% showed a preference for a work from home regime of between two to four days per week. 

Hybrid working has itself encouraged a more diverse workforce – not just for those who find commuting to work physically challenging but also allowing those who work better with some flexibility, or in a less sociable environment, to thrive. In-office working is frequently seen as an opportunity to interact with team members and spark creativity rather than time for detail work. This has had an impact on workplace concepts, from adjustments to the size of meeting rooms to the need to create spaces to facilitate inclusive hybrid meetings where some attend in person and some online.  

But alongside facilitating in-person interactions, there must also be consideration of the needs of those who prefer to work without excess stimulation; from lighting and acoustics to décor, there are numerous techniques and opportunities to meet neurodiverse needs and ensure that everyone can find the work environment that suits them on any given day. 

Cultural diversity is also a key consideration and not just for international firms. Individual or cultural diversity can affect areas such as mealtimes and expectations of a canteen provision. For instance, ensuring team members fasting for Ramadan feel safe to adjust their working days to suit their needs should be more than a task for the human resources department. Similarly, post pandemic policies that give staff more scope to shape their working day to suit wellbeing or family commitments must be matched by the physical working environment. Considerations such as building and system access, security and food provision are all part of this.   

Delivering a safe, welcoming workplace 

From multinational companies to agile startups, defining company values to encourage a diverse workforce is the first step in meeting that goal. A workplace concept that nurtures this ambition and provides the support and welcoming atmosphere that team members require is the next step. Making sure that every employee or building user feels valued and heard is a challenge that companies need to overcome and we’re here to guide you through the process. To deliver a workplace where everyone feels safe, welcome, and able to perform at their best. 

For more information about including diversity and inclusion in your workplace concept get in touch with us.