Welcome to our panel discussion on Neurodiversity in the Workplace. On the panel we welcome –

Luke Ward, Experience Strategist at Gensler

Megan Dobstaff, Design Director at Gensler

Michelle Heath, Associate Director at TP Bennett

Wesley Bradshaw, Product Creative at Stansons.

Our objective is to empower and enable workplace strategists to lead change in the creation of inclusive spaces that unlocks everybody’s full potential. We gathered at Stansons showroom in Clerkenwell to explore the importance of embracing neurodiversity in corporate environments and how organizations can create inclusive spaces that support the unique needs of all employees. From accommodating sensory sensitivities to fostering flexible work arrangements, we’ll delve into practical strategies for promoting neurodiversity acceptance and empowerment. Our esteemed panelists, experts in the fields of design and advocacy, share their insights, experiences, and best practices for building workplaces that celebrate neurodivergent individuals.

Hello and welcome! We have Michelle ,TP Bennett,  Megan,  Gensler and Luke from Gensler. Welcome to you all, if you could start with some introductions.

My name is Michelle Heath, I work at TV Bennett, part of one of the design team and wanted to take part in this panel. Thank you for inviting me. I don’t claim to be an expert in neurodiversity, but it’s something that’s coming up a lot in my work. I’m sure a lot of the people in the room are also hearing it. So just really keen to learn more to advocate and just be better with what I do on a day to day basis and share what I’ve learned so far. And hopefully learn a tonne from everyone else as well. And just continuing that conversation.

Megan Dobstaff, Design Director at Gensler here in London. I’ve been with the firm for 14 years. So it’s my third Gensler office. I’ve done a little bit of work in London, but I’ve really been working all over Europe. I am really interested in neuro divergence,  as someone who had a semi recent diagnosis in life as someone who’s neurodivergent. As designers we naturally already care about every little sort of experience within place and space. So in a way, it’s really exciting that it’s coming to the forefront of the design industry because I think we are the people who are like perfectly capable of actually solving these problems

Luke Ward, I’m a strategist at Gensler. I’m autistic and ADHD, and a lot of other acronyms that add to the edge as well. So really, I’m here on this panel, because I tried to bring a lived experience perspective. So I’m an advocate within the firm as well. We have groups and advocacy groups where we try to get those stories permeating around the office and making sure that we can genuinely start to solve strategically some of those problems. My day to day work, looks at all spectrums. No pun intended, but from cities down to interactions, so cities a might be looking at livability strategies, stage zero for real estate, all the way down to some real estate. So retail and brand experience on the interaction side.

Wesley: As a as a good starting step. Luke, can you let us know about your day to day interactions, about some of the pitfalls, maybe some of the learnings of how it is day to day!

Luke: “It’s like a square peg, round hole scenario in life, and that’s how my entire career has played out as well. I’ve always tried different things out of necessity, as a survival tactic. Right now, I find myself wearing various masks that I’m not accustomed to, especially in different contexts like being with just a few people versus addressing a large crowd. Navigating this situation has involved a lot of post-rationalization, spending time reflecting on myself and identifying triggers. In our advocacy group, we’ve created a supportive space where people can share experiences and tools, rather than struggling alone. I’ve been able to articulate my experiences in a way that resonates with many. The employment statistics for autistic individuals are alarming, with less than 30% being employed, even part-time. There’s a growing effort to understand and accommodate not just autistic individuals, but all people. Inclusivity is a powerful tool for empowerment across various domains. It’s about learning from different groups and fostering teamwork to promote sustained employment.”

Wesley: Do you have any other sort of core primary examples of what you’ve seen or experienced in the workplace, that could change or need to be spoken about?

Megan: “I think I’ll share this one with you guys. Last week, one of the ongoing discussions on our hyperedge project involved accommodating people with dwarfism who work or will work in the building. We were considering lowering counters in the pantries to better suit their height. However, a tall team member expressed concerns about back issues from bending down to access sinks. This led to a conversation about potentially having different counter heights on different floors. It’s a reminder that there’s no one-size-fits-all solution. As designers, we play a crucial role in advocating for inclusivity and bringing new ideas to contractors who may not fully grasp the importance of accommodating diverse needs. It’s about sharing knowledge and explaining the rationale behind our designs, not just to clients but also to contractors on-site, to ensure that everyone who moves through these spaces can do so comfortably.”

Wesley: How can we integrate more inclusive design practices into our current design process and culture?

Michelle: Definitely, right now our designs tend to play it safe, aiming for a middle ground that’s inoffensive to most. But if we push the boundaries and design for the extremes of the spectrum, we can create spaces that truly cater to everyone’s needs. It’s about ensuring that our designs not only meet DDA standards but also prioritize inclusivity from the outset. I believe we should integrate this approach into our design process automatically. It’s a combination of actively driving change within our own practices and fostering a culture within our company that supports such initiatives. Ultimately, it’s about empowering ourselves and our community to advocate for inclusive design, even pushing back with clients if needed. Engaging with diversity and inclusion groups can provide valuable insights and support in this endeavor. By embracing this approach, we can create spaces that truly support and comfort everyone, and I’m eager to champion this in our client meetings and pitches. 

Listen to the full conversation on Space by Stansons – Navigating Neurodiversity by Design.

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