By Lauren Gant, PhD, CPE, WELL AP
Diversity, equity, inclusion and belonging (DEIB) considerations are gaining the (long overdue) attention of corporations, in part because they are becoming a major consideration for CSR reports and in part because true DEIB has become a prerequisite for job seekers and current employees, especially necessary in the minds of millennials and Gen Z1. Commitments to DEIB efforts are additionally supported by the expectation that creativity and innovation are fostered when different voices are heard, and disparate perspectives are considered.
However, representation is not the same as belonging.
If we expect to reap the benefits of a diverse workforce, we must put in the work to fully support and welcome diversity – all types of diversity.
What does it mean to fully support and welcome diversity? Culture and unwritten rules2 are imperative to foster psychological safety and belonging. Additionally, the physical environment should thoughtfully be designed so that, to the extent possible, all people can navigate their day with ease and reduced anxiety about accommodations. Inclusive Design is an important requirement to support diversity in the workforce.
Here, we will give a brief introduction to Inclusive Design and the currently known pillars of diversity that should be considered.
Inclusive Design When holistically integrated, Inclusive Design fosters support for a vast array of individual needs, communicates a sense of security, and permits employees to navigate easily.
Inclusive Design inherently requires us to empathize with individuals and recognize that, in any group of people, there exists a vast array of requirements and needs. Inclusive Design does not require us to understand specifics about the conditions or histories that have produced any individual’s needs, however it does require that we have an understanding that these needs exist and are real.
Designing with empathy for diversity encourages comprehensive and intentional considerations for how the environment is perceived, how individuals navigate throughout the space, the variety of spaces required, and an understanding of meaningful adjacencies of spaces.
Universal Design vs. Inclusive Design Inclusive Design is not the same as Universal Design. Though many designers are well versed in Universal Design, these inclusions are not sufficient to support today’s workforce. Where the goal of Universal Design is to create a single solution or experience that is accessible to most without adaptation, Inclusive Design promotes and welcomes multiple solutions and variations to promote a suitable outcome3. Inclusive Design does not require an equal experience of all spaces – instead, it promotes a differentiated experience of the holistic space, based on individual need, that produces an equitable outcome – a feeling of comfort, safety, inclusion, and well-being.
It is important to emphasize that differences in needs are not deficits. There is no singular ‘normal’ way to exist or perceive our surroundings. Our individual experience is ours alone. It is important to understand the ways diversity of needs may influence workplace requirements.
The pursuit of appropriate accommodations for a diverse set of needs includes consideration of different types, or pillars of Inclusive Design. This list is non-exhaustive and not mutually exclusive. We propose that consideration of these pillars are prerequisites to creating comfortable and inclusive spaces.
Neurodiversity is an appreciation that there are vast differences in the ways our brains process inputs. Discussions about neurodiversity often focus on considerations for cognitive disabilities but may also include considerations for more subtle differences in the way we respond to inputs from the world – inputs like color, sound, smell, and space. Designing for a neurodiverse population involves consideration of sensory integration and the variety of interpretations of inputs for all five senses. Read an article about Neurodiversity here.
Trauma Informed Design
Trauma Informed Design principles focus on constructing environments that are mindful of common trauma responses (fight, flight, freeze, and fawn). An individual’s history, culture, and trauma experiences may result in persistent hypervigilance about safety, privacy, and ability to escape, causing activation. The intention of Trauma Informed Design is to minimize the risk of activating trauma responses and to allow individuals the spaces and tools to recover and regulate if needed. The ultimate goal is to foster a sense of safety, well-being, and empowerment.
Physical Diversity
Humans come in all shapes and sizes. We have differences in our strength, mobility, visual acuity, and age. These continuums may impact the ability to navigate the space easily and to use furniture as intended. Thoughtful consideration of ergonomics, accessibility, and work geometry can be applied to meet the needs of a physically diverse group of workers.
Psychological Safety It is important to note that Inclusive Design is necessary but not sufficient to creating environments that welcome and support diversity; Psychological safety is also required to make places feel safe and inclusive. Psychological safety is an individual’s perception and internalized assessment of their immediate surroundings, including their assessment of risk associated with interpersonal communications.
Employees need to feel comfortable voicing their opinions, ideas, and concerns. We must trust that we are not going to be judged, belittled, embarrassed, or penalized for ideas that are genuinely made with genuine intentions. Without this security, it is impossible to express discomfort about the current environment or when accommodations for unique needs are required and when we show up as our whole and true self. This is when diversity and representation can shift to inclusivity and belonging.
Learning More We are committed to continuous learning about psychological safety and Inclusive Design. We look forward to engaging in conversations about neurodiversity, accessibility, trauma informed design and implications for workplace culture and work points. We are committed to continuing to strive toward fostering well-being, nurturing connections, and supporting individuals and teams.