Kay Sargent is Senior Principal and Director of Workplace at HOK, a global design, architecture, engineering, and planning firm. She is also a key speaker at The Office Event, taking place on 30th April – 1st May at ExCeL London.
The Office Event is the UK’s definitive workplace experience and design show, bringing together experts and thought leaders to explore the future of workspaces and workplace culture.
In this interview, Kay shares a preview of the insights she’ll bring to her panel, “Designing Neuroinclusive Workplaces,” where she’ll discuss the importance of creating spaces that reflect the diverse makeup of organisations and support varying personality traits, work styles, and neurotypes. Don’t miss the opportunity to hear her speak in person at this unmissable industry event!
Could you share a bit about your journey into workplace design and what drew you to focus on neuroinclusive environments?
I’ve been a practicing, licenced, interior designer for 40 years, and over that time I have designed a wide variety of spaces – from courtrooms to healthcare facilities, workplaces to sports venues. So that gives me a deep understanding of how the built environment impacts people. I’m also a mother of five – with various cognitive and neuroprofiles. So eight years ago when a client asked us how to design space for someone that has ADHD, I had an answer, but I was intrigued and wanted to know more. That began a deep dive into research and a literature review on the topic. What we found was a gap of information related to how to design spaces for people that are neurodivergent.
What key message do you hope the audience takes away from the panel discussion on neuroinclusive workplaces?
The social model of disability suggests that disability is caused when a social structure or environment is not suited to meet individuals’ needs. We believe we can create inclusive spaces if we lean into our expertise, research and evidence-based design principles to remove the systemic barriers to help people with different abilities thrive.
Light touches will not suffice. Just as adding an accessible restroom to a building does not make it truly barrier-free, neither will adding focus rooms or providing headphones make a space neuroinclusive. Based on our research and experience we have developed a series of considerations for planning, zoning, and designing spaces to create more welcoming, inclusive environments.
Why do you believe designing workplaces for neurodiverse employees is more important than ever in today’s working landscape?
Creating inclusive environments that support neurodivergents, along with their neurotypical colleagues, is not just the right thing to do—it is great for business. Neurodivergents tend to think more independently, bring a different perspective, and challenge the norm. Their willingness to engage in an open examination of facts can lead to critical thinking and breakthroughs which, when welcomed by an organization, can derail groupthink. Employers increasingly recognize that accommodating individuals can provide a huge competitive advantage. A study by Accenture found that companies with the most inclusive environments for employees with disabilities significantly outperformed their peers.
What do you see as the biggest design challenges organisations face when striving for inclusivity, and how can they overcome them?
Neurodivergents perceive, process, filter, and organise stimuli differently not only from those who are neurotypical, but from each other. Individuals often have either over- or under-responsiveness to stimulation and in many cases, a combination of both. So we need to create environments that empower people with options, choices and some degree of control so they can find the right environmental fit that meets their needs. To do so, we need to develop a deep understanding of the factors impacting us, and incorporate that into our design solutions.
What advice would you give to designers or organisations starting their journey towards creating more neuroinclusive workplaces?
Physical, cognitive, and social exclusion occurs at a point of interaction between an individual and an environment where there was a misalignment between them. To create inclusive environments, we need to leverage our expertise, experience, and best practices while using a systematic approach. This is where our workplace design expertise and research on neuroinclusion and sensory processing come together to create viable solutions. Our approach extends beyond a simple “do no harm” philosophy. We are committed to creating fit-for-purpose, inclusive spaces.
What aspect of your work do you find most fulfilling, and how does that drive your approach to workplace design?
When we work with our clients to create inclusive environments, we always start with internal education and advocacy. Watching them have their “aha” moment is always inspiring and the catalyst for embracing the principles of inclusion. And, of course, after completion when we visit to do a post-occupancy assessment, feeling how the space has impacted individuals, teams and the organisational overall is truly fulfilling. As designers, we believe space can have a positive impact on individuals. Seeing that come to fruition is priceless.
You can meet Kay in person at The Office Event where she’ll be speaking. The Office Event is a unique and timely trade show with free-to-attend content that offers a one-stop-shop for organisations who are rethinking their approach to workplace design, workplace experience and facilities management. Now in its second year, The Office will take place on 30th April and 1st May 2025, at ExCel in London. Co-located with The Watercooler Event for the full 360-degree workplace culture and employee wellbeing experience. You can find out more here.
