As more employers push to have employees
According to Resume Builder, 90% of employers plan to implement a
"An inclusive office is created with all lived experiences in mind," says Alex Suggs, co-founder and partner at consulting firm Different DEI. "It's a space co-created with the folks who are going to be most impacted — those with disabilities, caregivers, those with neurodivergence. They should be able to come here and thrive and feel like they were top of mind when this workplace was created."
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For Suggs, who identifies as neurodivergent, queer and non-binary, they know there's a difference between accommodations and an inclusive
"An office should meet an individual's specific needs," says Jessica Harrah, chief people officer at childcare and early childhood education resource Kindercare. She notes that an office should make it clear they embrace caregivers with flexible work arrangement policies, quality nursing rooms and nearby or on-site child care centers. One term we use a lot at Kindercare is 'one-size-fits-one.' That's something we are really proud of, and it's a big part of our culture."
Go beyond accommodations
According to the nonprofit Disability:IN, just 4% of workers self-identify as disabled, but Boston Consulting Group found that number is closer to 25% in an anonymous survey, a signal that employees are choosing not to disclose a good portion of the disabilities they may be managing. That can leave employers in the dark, but there are basic features that should always be available in an inclusive office, notes Suggs.
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The office should be wheelchair accessible, including the desks, conference rooms, bathrooms, recreational spaces and evacuation routes. The office should be open enough to allow those with crutches, walkers or other aids to move through the space unencumbered — automatic doors, ramps, handrails and accessible parking should not be afterthoughts. Additionally, all meetings should be accessible via video with captioning for those who are deaf or hard of hearing, while the office space should be well-lit, with matte pale walls that bounce color back easily for visually impaired employees who may depend on contrasts in colors and light to navigate a space. And, if possible, offices should be built with materials that minimize background sounds, which can be a huge distraction for those who get overstimulated in noisy environments or use hearing aids.
Suggs notes that employers can take it a step further by providing ergonomic desks and computer accessories that are unique to what an employee requests when onboarded or beyond; those with chronic pain could especially benefit from a customized workstation. Suggs advises employers to design an office that offers options, with the goal of equity rather than equality.
"We shouldn't exhibit a one-size-fits-all mentality but rather apply an equity lens to set up every individual for success within realistic parameters," they say. "Often we think we just won't make exceptions so everyone gets the same thing, but ultimately that doesn't serve anyone."
Ensure caregivers feel seen
Whether workers are caring for children or elderly parents, they deserve an office built with them in mind, too. For working parents, Harrah recommends three vital spaces: a nursing room; a space where children can join their parents in the last few hours of work after school without disrupting co-workers; and an on-site child care center.
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Like Suggs, Harrah stresses that these spaces shouldn't feel like last-minute add-ons, and in the case of the lactation spaces — which are federally required of most employers by the PUMP Act — they should take the time to go above and beyond to ensure the space feels private and comfortable. Features like a footrest, plush seating, a sink, refrigerator and internet access can go a long way in ensuring nursing parents can relax while taking care of their needs.
"This actually helps the parent bring their full selves to work, making that parent feel like their employer cares about them as a human," says Harrah. "The employer didn't just make a closet into a nursing room, for example, but created a beautiful space as a way to say, 'We see you, and we're grateful that you've returned to us while also raising your beautiful new baby.'"
Harrah acknowledges that not every employer can afford an on-site child care center. However, many employers can help parents identify nearby facilities and offer financial assistance — the same can be said for those caring for elderly parents.
And as a working mom of two, Harrah reminds employers that no inclusive workplace is complete without flexible work arrangements.
"The flexibility to go to my son's games and then log on at seven to finish up emails or jump on call in the morning before taking my son to school is an important part of what has kept me at Kindercare for 18 years," she says. "That ability to integrate my family's life with a career I love."
Embrace diversity of thought
Neurodivergent talent can add a great level of creativity and perspective to a business — but they don't usually get to work under optimal conditions, notes Suggs.
"For me, it's really challenging to write or perform a complex task with any background noise. I need complete quiet," says Suggs. "So workplaces with open floor plans are not getting the best from me."
Suggs advises employers to designate certain areas in the office as quiet spaces, where employees can work without interruptions or background noise. Employers can also empower employees to provide a signal at their desks, like a stuffed animal or trinket, that lets coworkers know they can't be disturbed at the moment, as well as provide noise-canceling headphones.
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Beyond creating a more sensory-friendly environment, Suggs recommends employers with the means include mental health resources, like therapists or counselors.
"Mental health [challenges] and burnout can present differently for neurodivergent people," says Suggs. "Having accessible resources we can go to for support can be instrumental in our ability to succeed."
Notably, these features can benefit every worker, not just those who identify as neurodivergent — if employers ensure those with identities on the margins of the professional world are given what they need to succeed, their workforce will be much stronger for it, underlines Suggs.
The office never stops evolving
Suggs and Harrah agree that ultimately it's the employees who shape the workplace, not the other way around. They ask employers to survey and listen to what employees need to return to the office with confidence and enthusiasm — and to keep checking in beyond initial mandates.
"Oftentimes we are missing some of the voices and perspectives that are really needed when you're thinking about our workplace environment," says Suggs. "When you think about the choices that are made, are you involving your own employees in those conversations?"
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An inclusive office isn't built overnight, and if employers are truly listening, the space never stops growing alongside employees. But Harrah and Suggs know firsthand that employers' efforts pay off with a productive, loyal workforce.
"Continually gather feedback from employees across all lived experiences and identities because oftentimes our workforce will shift, but the workplace won't keep up," says Suggs. "Make that effort to ensure workplaces evolve."
