Understanding Sensory Differences at Work
When organizations think about creating an inclusive workplace, they often focus on policies, benefits, and accommodations. Yet one important aspect of accessibility is frequently overlooked: the physical environment. For some neurodivergent professionals, everyday workplace conditions can create significant challenges. Sounds, lighting, smells, movement, and other stimuli can affect concentration, energy levels, and comfort in social interactions.
Imagine trying to concentrate while hearing multiple conversations, ringing phones, keyboard clicks, notifications, and the constant hum of office equipment. While these sounds fade into the background for some, others may experience them as equally demanding of their attention. Now add bright fluorescent lighting, coworkers walking by, strong perfumes, food aromas from the break room, and frequent interruptions. By lunchtime, someone experiencing sensory hypersensitivity may have already expended considerable mental energy navigating their surroundings.
𝗦𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀, 𝘁𝗵𝗲 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝗶𝘁𝘀𝗲𝗹𝗳 𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝘁𝗵𝗲 𝗴𝗿𝗲𝗮𝘁𝗲𝘀𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲.
Strong fragrances or cleaning products can trigger headaches or nausea. Bright lights may cause eye strain and fatigue. Busy visual spaces can make it hard to concentrate. Even office temperatures, certain fabrics, or constant movement nearby can contribute to discomfort.
Social activities can present another layer of complexity.
A shared buffet, team lunch, or networking event may seem like a simple opportunity to build relationships. Yet it can involve crowded spaces, competing conversations, unfamiliar foods, strong aromas, and the pressure to socialize while managing an already overwhelming environment. An activity that feels enjoyable and energizing to one person may exhaust another. Unfortunately, we often judge what we see without understanding what is happening beneath the surface.
✦ The employee who wears noise-canceling headphones may be viewed as unfriendly.
✦ The colleague who skips the potluck may be labeled as someone who isn’t a team player.
✦ The person who asks to move to a quieter workspace may be seen as difficult.
✦ The employee who leaves a loud company event early may be considered disengaged.
In reality, they may simply be managing overstimulation so they can continue doing their best work.
𝗧𝗵𝗶𝘀 𝗶𝘀 𝘄𝗵𝗲𝗿𝗲 𝗺𝗶𝘀𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗰𝗮𝗻 𝗯𝗲𝗰𝗼𝗺𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁.
Managers may question an employee’s engagement. Coworkers may assume someone is antisocial or inflexible. Performance conversations may focus on attitude while overlooking environmental factors affecting an employee’s ability to perform.
𝗔𝘃𝗼𝗶𝗱𝗶𝗻𝗴 𝗔𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 𝗚𝗼𝗲𝘀 𝗕𝗼𝘁𝗵 𝗪𝗮𝘆𝘀
We should interpret someone’s behavior carefully and avoid assuming that every neurodivergent professional has the same needs. One person may find background conversations overwhelming, while another thrives in a lively environment. Someone might be particularly sensitive to smells but comfortable with bright lighting. Others may actively seek certain types of stimulation. These experiences are highly individual and extend beyond neurodivergence. They can also fluctuate depending on stress, fatigue, and circumstances.
𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗯𝗲𝗴𝗶𝗻𝘀 𝘄𝗶𝘁𝗵 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝗿𝗮𝘁𝗵𝗲𝗿 𝘁𝗵𝗮𝗻 𝗺𝗮𝗸𝗶𝗻𝗴 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 𝗯𝗮𝘀𝗲𝗱 𝗼𝗻 𝗮 𝗱𝗶𝗮𝗴𝗻𝗼𝘀𝗶𝘀, 𝗹𝗮𝗯𝗲𝗹, 𝗼𝗿 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿.
Curiosity and open communication can reveal what helps each person work comfortably and effectively. Simple conversations about workspace preferences, collaboration, and environmental challenges can lead to meaningful improvements.
𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮𝗻 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝗪𝗵𝗲𝗿𝗲 𝗣𝗲𝗼𝗽𝗹𝗲 𝗖𝗮𝗻 𝗧𝗵𝗿𝗶𝘃𝗲
A more inclusive workplace begins with flexibility, awareness, and thoughtful choices. Small adjustments can meaningfully improve employees’ comfort, concentration, and productivity.
Organizations can take several practical steps:
- 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗾𝘂𝗶𝗲𝘁𝗲𝗿 𝘄𝗼𝗿𝗸𝘀𝗽𝗮𝗰𝗲𝘀. Offer areas where employees can concentrate with fewer interruptions and reduced background noise.
- 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗳𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝘄𝗼𝗿𝗸 𝗮𝗿𝗿𝗮𝗻𝗴𝗲𝗺𝗲𝗻𝘁𝘀. Give employees greater control over where and how they work when their responsibilities permit.
- 𝗕𝗲 𝗺𝗶𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝗹𝗶𝗴𝗵𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗳𝗿𝗮𝗴𝗿𝗮𝗻𝗰𝗲𝘀. Consider adjustable lighting, access to natural light, and fragrance-conscious workplace practices.
- 𝗢𝗳𝗳𝗲𝗿 𝗰𝗵𝗼𝗶𝗰𝗲𝘀 𝗱𝘂𝗿𝗶𝗻𝗴 𝘀𝗼𝗰𝗶𝗮𝗹 𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀. Provide alternatives to crowded buffets, noisy restaurants, or large gatherings so employees can participate comfortably.
- 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀. Noise-canceling headphones, movement breaks, alternative seating, or time away from busy spaces may help employees maintain focus and energy.
- 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗼𝗽𝗲𝗻 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀. Invite employees to share their preferences without judgment or pressure to disclose personal medical information.
These practices can benefit everyone, including employees who may never identify as neurodivergent or request a formal accommodation.
𝗔 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗧𝗼𝗼𝗹 𝗳𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀: 𝗦𝘁𝗮𝗿𝘁 𝘁𝗵𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻
Creating a supportive environment starts with asking thoughtful questions, listening without judgment, and recognizing that employees process information, communicate, and work effectively in different ways. You can incorporate these questions into regular one-on-one conversations with any employee.
𝗙𝗶𝘃𝗲 𝗡𝗲𝘂𝗿𝗼𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗪𝗼𝗿𝘁𝗵 𝗔𝘀𝗸𝗶𝗻𝗴:
- 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝗮𝗻 𝗶𝗱𝗲𝗮𝗹 𝘄𝗼𝗿𝗸 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝗹𝗼𝗼𝗸 𝗮𝗻𝗱 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂?
- 𝗔𝗿𝗲 𝘁𝗵𝗲𝗿𝗲 𝗮𝘀𝗽𝗲𝗰𝘁𝘀 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘄𝗼𝗿𝗸 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝘁𝗵𝗮𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗼𝗿 𝗶𝗻𝘁𝗲𝗿𝗳𝗲𝗿𝗲 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝗳𝗼𝗰𝘂𝘀?
- 𝗪𝗵𝗮𝘁 𝗵𝗲𝗹𝗽𝘀 𝘆𝗼𝘂 𝗺𝗮𝗻𝗮𝗴𝗲 𝘆𝗼𝘂𝗿 𝗲𝗻𝗲𝗿𝗴𝘆 𝗮𝗻𝗱 𝘀𝘁𝗮𝘆 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵𝗼𝘂𝘁 𝘁𝗵𝗲 𝗱𝗮𝘆?
- 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗽𝗿𝗲𝗳𝗲𝗿 𝘁𝗼 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗲 𝗶𝗻 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀, 𝘁𝗲𝗮𝗺 𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀, 𝗮𝗻𝗱 𝘀𝗵𝗮𝗿𝗲𝗱 𝘀𝗽𝗮𝗰𝗲𝘀?
- 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗼𝗻𝗲 𝗰𝗵𝗮𝗻𝗴𝗲 𝘄𝗲 𝗰𝗼𝘂𝗹𝗱 𝗲𝘅𝗽𝗹𝗼𝗿𝗲 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿 𝘁𝗼 𝗯𝗲𝘁𝘁𝗲𝗿 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗵𝗲 𝘄𝗮𝘆 𝘆𝗼𝘂 𝘄𝗼𝗿𝗸?
𝗧𝘂𝗿𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗜𝗻𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻
- 𝗔𝗴𝗿𝗲𝗲 𝗼𝗻 𝗼𝗻𝗲 𝗮𝗱𝗷𝘂𝘀𝘁𝗺𝗲𝗻𝘁. Identify a manageable change that reflects the employee’s preferences and work responsibilities.
- 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀. Establish a shared understanding of how the adjustment will support effective work and team collaboration.
- 𝗙𝗼𝗹𝗹𝗼𝘄 𝘂𝗽. Check whether the adjustment helps and stay open to refining it.
𝗔 𝗡𝗼𝘁𝗲 𝗳𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀
Give employees time to reflect and offer the option to respond verbally or in writing. Avoid interpreting eye contact, body language, response time, or communication style as indicators of engagement. Respect privacy, avoid assumptions based on diagnoses, and recognize that preferences and needs may change over time. If an employee requests a formal accommodation, follow your organization’s established process.
𝗔 𝘀𝗶𝗺𝗽𝗹𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗰𝗮𝗻 𝗼𝗽𝗲𝗻 𝘁𝗵𝗲 𝗱𝗼𝗼𝗿 𝘁𝗼 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗰𝗵𝗮𝗻𝗴𝗲: “𝗪𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗱𝗼 𝘆𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝘄𝗼𝗿𝗸?”
Food For Thought
Creating a workplace where people thrive requires awareness, flexibility, and a genuine willingness to understand individual experiences. When managers approach differences with curiosity, employees gain greater opportunities to contribute their strengths, collaborate effectively, and perform at their best.
𝗘𝘃𝗲𝗿𝘆 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗱𝗲𝘀𝗲𝗿𝘃𝗲𝘀 𝗮𝗻 𝗲𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆 𝗰𝗮𝗻 𝗱𝗼 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝘀𝘁 𝘄𝗼𝗿𝗸. 𝗘𝘃𝗲𝗿𝘆 𝘁𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗯𝗿𝗶𝗻𝗴𝘀 𝘂𝘀 𝗰𝗹𝗼𝘀𝗲𝗿 𝘁𝗼 𝗺𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲.