Why 'One Size Fits All' Doesn’t Work for Office Design

One size fits all—it’s a funny concept, really. How often does it work anyway? In clothing? How about as a solution to a problem? It certainly doesn’t work when we think of designing a business space—not with a wide range of neurocognitive functions to consider in an average workforce. Kay Sargent, director of workplace at global design and architecture firm HOK said, “One size, or solution, misfits all.”

Let’s back up a minute and think about why one design approach can’t possibly work for all people, and why that point is so important. Neurodiversity refers to variations in human neurocognitive functioning—the different ways we think, process information, and relate to others. With one in eight people worldwide estimated to have a neurodiverse condition (ADHD, autism, dyspraxia [motor skill difficulties], dyslexia, Tourette’s syndrome, etc.), we must design spaces to accommodate neurodiversity.

In a 2023 report that surveyed neurodiverse adults in workplace settings, one overwhelming strategy for how to help them thrive rose to the surface: give them “a choice of different space options” so that they could select where they wanted to work at any given time. Staff need to be able to come together to collaborate, learn, and celebrate, but also need to be able to isolate and focus as needed.

Within the neurodiverse population, many individuals struggle disproportionately with sensory under- or overstimulation, which makes it difficult for them to thrive in a workplace designed for neurotypical individuals. It’s important to understand, however, that individuals can be both hyposensitive to some sensory stimulations while being hypersensitive to others. One person is rarely “defined” as one or the other. And a person characterized as neurotypical could also be hypersensitive to things like sound or temperature. Let’s look at the difference between hyper- and hyposensitivity.

Hypersensitivity vs Hyposensitivity: What is the difference?

Hypersensitivity is defined as being excessively or abnormally sensitive. According to the 2023 report, individuals with hypersensitivity:

• Dislike environments with excessive stimuli, such as bright lights, crowds, unfamiliar scents, textures, or temperature fluctuations.
• Prefer environments with controlled/less sensory stimuli, such as organic, simple patterns; light, neutral colors; clean, orderly spaces; little to no background noise; and personal space boundaries.

Hyposensitivity is defined as exhibiting or being marked by a deficient response to stimulation. Individuals:

• Have difficulty seeing, hearing, or feeling the acute sensory details in a given environment, and need more sensory stimuli to successfully process information.
• Prefer more sensory stimuli, such as layering of textures and planes; saturated, contrasting colors; plenty of visual interest; background chatter and/or music; and space to move or fidget.

Why is all this so important?

In 2023, a Gallup poll found that only 33% of employees were engaged at work. That’s not good news when you equate the “not engaged” (quiet quitters who do the minimum at work) and “actively disengaged” (loud quitters who actively undermine an organization’s goals and leaders) employees adding up to about $1.9 trillion in lost productivity. That’s a lot of money, folks. Compared with 2020, employees are “less likely to connect to the companies’ mission and purpose or to feel someone cares about them as a person.” But all hope is not lost. Companies that have a highly engaged workforce are proven to be 21% more profitable and 17% more productive than those with disengaged staff.

One way to contribute to employee performance is to improve their workspace. We know that the physical environment has been shown to affect mood, productivity, and well-being. A recent Gallup poll found that employees who are satisfied with their workplace are 12% more productive and 31% more likely to stay with their company.

So, we can now take the information we’ve learned about our varied workforce and find ways to make workspaces more equitable, functional, and welcoming to all:

• Design spaces that allow and encourage people to move.
• Allow employees to have their own dedicated space.
• Use warm colors within social/collaborative areas; cool tones should be used in calming/focus areas.
• Provide quiet spaces or areas to retreat to with comfortable seating. Use floor coverings with muted textures and colors to provide wayfinding to these areas.
  • Simple, understated patterns help reduce distraction and visual noise.
  • Muted and natural colors tend to be more calming and cause less sensory overload than vivid tones.
• Within all areas, provide adjustable, ergonomic furniture, such as desks, chairs, monitor arms, and keyboard trays. Research indicates that employees in well-lit, ergonomic environments make fewer errors, face fewer disruptions, and complete tasks more quickly.
• Give employees control over, or options of, various lighting, acoustic solutions, and temperature levels.
  • Allow for natural light as much as possible, intermixed with adjustable, dimmable, artificial light tailored for individual tasks.
  • Provide access to natural elements and daylight.
  • Carpet tiles and planks soften harsh sounds and create a quieter, more peaceful indoor environment.
  • Acoustic panels placed strategically around workstations can help block noise from other areas.
  • The use of white noise machines can help mask the sound of conversations and other typical office noise.
  • Studies have found that an optimal indoor temperature for productivity is around 72ºF (22ºC), but providing personal fans and heaters allow users to keep temperatures dialed in for personal comfort.

When office space does not support collaboration, focus, or comfort, it inevitably leads to a negative experience. It’s a given that different individuals—whether neurotypical, hyposensitive, or hypersensitive—will react to environments in different ways. But, when employees feel valued and comfortable, their engagement and motivation increase, benefiting the organization's overall success.

Editor's Note:  As the director of workplace segment markets for Tarkett North America, Derrell leads the organization’s strategic planning for market growth in corporate offices, life sciences, and multi-family projects. He believes collaboration is the key to any organization’s success and is passionate about supporting Tarkett customers with the research and design strategies needed for evolving the future of workplace environments.