At GAIN, we’re strong advocates for the power of using universal design principles to foster neuroinclusive workspaces. The Curb Cut Effect demonstrates that adjustments made to benefit one group of people can have a positive impact on many others, and we encourage our members to consider ways they can make flexible changes for all in the workplace that reduce the need for individuals to raise adjustment requests that may be stressful or a source of anxiety.
Following this principle doesn’t have to involve a complete refit of the environment, and smart employers will make creative use of their resources to give their employees flexibility and space. Carla Henison, Diversity Equity & Inclusion Business Partner for Hymans Robertson, told us about a change they’ve made to the workplace that will improve working conditions for all their employees, by applying neuroinclusive thinking to the workplace.
The Neurodiversity Network Group at Hymans Robertson have introduced a Sensory Room in their Glasgow office and they’re also looking to create one in each office over time. It’s a calm and very quiet room for people to use if they’re feeling overwhelmed or stressed when in the office. It’s not to be used for work purposes, as it’s a place for people to decompress before returning to their day.
It’s open to everyone, whether they’re neurodivergent or not, and there’s a variety of offerings in the room which can help take people back to a more natural state of calm.
What’s in the room?
There’s a sign on the outside of the door which lets people know if the room is vacant or not.
The glass round the room is blacked out so no one can see in or out.
The room is lit with fairy-lights and can be adapted as people wish.
The temperature gauge is again adaptable.
There’s an aromatherapy oil diffuser and a selection of oils.
There are fidget toys and a lava lamp.
There’s a small blue tooth speaker to play calming music or meditation.
In addition to a small table and chairs, there’s a soft, very comfy bean bag and blankets.
Water is always available in the room.
It’s a work in progress and we’re taking feedback from people as to what else they’d find useful to have in there.
One of the things that stands out about this space is the focus on offering choices to employees. The lighting, temperature, soundscape and scent in the room can be adjusted according to the needs and preferences of the person using it. This will no doubt continue to evolve as a space as Hymans Robertson employees provide feedback and explore the possibilities of using the room.
I’m Carla Henison (she/her), DEI Business Partner at Hymans Robertson where I’ve worked for 16.5 years. I also set up and lead our ever-growing Neurodiversity Network Group.
Our Network Group has 3 strands: monthly support meetings for members, quarterly open meetings where we invite everyone into the conversation and a small working group who work with the business to improve neuro equity and inclusion.