Neurodiversity is a loaded term. It loosely refers to variations in mental function and how they affect our social interactions, ability to learn, concentration and moods. Coined in 1997 as a challenge to the dominant view of ‘normal’, it proposed that mental disability is a societal barrier rather than a pathology. This proved controversial within the disability rights movement, where some argue that the term downplays the medical intervention necessary for serious neurological conditions.
Nonetheless, the concept of neurodiversity has raised awareness around people with ADHD, autism spectrum disorders, dyslexia, dyspraxia and other neurological diagnoses. Inclusive workplaces recognize and embrace the unique and in-demand abilities these people can bring, such as out of-the-box thinking, high-level focus and problem solving.
Awareness around neurodiversity also draws attention to the mental nuances of the general population. Designer Victor Papanek in his seminal book, Design for the Real World (1971), noted that we are all physically handicapped at different times in life. By extension, we are all mentally somewhere on a spectrum at any given point.
GEYER VALMONT is evolving workplace design to respond to neurodiversity and embed greater inclusivity and equity into our clients’ physical spaces. More than a noble cause, this aims to enhance productivity, boost innovation and build culture by supporting everyone to do their best work. In a landscape radically altered by the pandemic – physically and psychologically – inclusive design is best practise for companies wanting to retain a competitive edge.
So, what does design for neurodiversity look like?
Read the full article here: Adam Mundy on neurodiverse workplaces | IndesignLive
