What is autism and why should it be part of inclusion conversations

The word “AUTISM” written in colourful chalk on a blackboard, with a hand drawing the final letter

Author: Sean Collins, Sofia Milici, Ursula Kearney

April, 2026

Autism is a neurodevelopmental condition, meaning it relates to how a person’s brain is developed and processes information. Autism is described as a ‘spectrum’ because no two autistic people are the same. According to the World Health Organisation (WHO), autism can involve differences in communication, social interaction and patterns of behaviour.

As noted above the work environment can be a major factor for autistic people. Ensuring discussions include space for bringing awareness to the needs of autistic people can lead organisations to recognise the additional strengths they can bring to a team by providing small adjustments to their environment. It is important to note that designing for autistic people is not to point out differences but to ensure environments get the best out of everybody. Organisations will benefit when all employees feel supported, which can be through involved discussions and inclusive practices.

The sensory experience

For the most part workplaces follow standard and repeated layouts, this includes open-plan layouts, set lighting, shared workspaces (hotdesking) and little variety or choice. For autistic people this can increase their sensory processing which can impact on how they may interact with their working day. Sensory processing is a term for describing how people respond to input from their senses. This varies from person to person; but for autistic people this can have adverse effect on their production and ability to carry out what seems like simple tasks. A well-designed work environment provides a stronger foundation for employees to exceed. Key sensory inputs within a work environment are:

· Sound

· Lighting and visuals

· Smells

· Physical environment

Sound

Work environments tend to be filled with a continuous stream of noise. This can be conversations, keyboards, heating and cooling systems and general office movement. This doesn’t include any additional sounds that an autistic person may pick up on if they are particularly sensitive to sounds. These sounds may be minor on their own but together they can have an unseen impact on an autistic person and where their focus is being drawn too.

Simple steps can reduce this overload, having dedicated quiet workspaces, quiet areas for employees to recharge, noise-cancelling headphones, advance notice of works that will involve additional sounds and dedicated quiet times. These are just some examples of where adjustments can be made to benefit all employees not just autistic people.

Lighting and visuals

An area that can have an immediate impact on someone is the visual. Having busy patterns, strong lighting, glare and light pooling can pull the attention away from what is required of a person. This can also add to fatigue as an autistic person is expending energy on deciphering their surroundings.

Small measures such as monitoring high areas of glare, allowing areas with more control of lighting and keeping busy patterns to minimum in key spaces, can have a significant impact for an autistic person. Allowing them to spend their energy on the required work rather than their surroundings.

Smells

Consideration should be given to the use of scented cleaning products, air fresheners, shared canteen spaces and communal fridges as smells can affect autistic people in a different way. This can be part of discussions and providing accommodations, such as sitting away from communal eating areas.

Physical environment

Sensory processing also includes the physical environment. This can include the temperature of their workspace, their chair and even feeling a breeze from a window or heating system. Clothes can also be a challenge for autistic people and finding suitable, yet comfortable clothing can be difficult. By adjusting dress codes on a one-to-one basis and variety in workspaces can lead an improvement in productivity and comfort with how a person interacts with their day.

Sensory Zoning

Sensory zoning is a design approach that organises spaces based on different levels of sensory stimulation, such as sound, lighting, movement and activity, so people can choose the best suited work environment. Rather than relying on a single, uniform office layout, it creates a range of zones, from quiet, low-stimulation areas for focused work to more active, collaborative spaces for discussion, alongside breakout and private areas that support rest, regulation and confidentiality.

This approach is particularly valuable for neurodivergent employees, including autistic people, who may experience differences in how they process sensory input. By giving employees greater choice and control over their environment, sensory zoning can improve concentration, reduce stress and support overall wellbeing, while also strengthening inclusion and accessibility across the workplace.

This approach benefits extend beyond neurodivergent employees, creating calmer, more usable and more productive environments for everyone, reducing distractions and supporting better performance across teams.

How OHAC can support you further with this

OHAC’s mission statement is ‘making everyday life fully accessible’. OHAC have 18+ years of experience in supporting organisations through work in accessibility consultancy, disability inclusion and training. OHAC’s expertise spans the built environment, workplace accessibility and wider organisational accessibility, with a focus on solutions that goes beyond minimum compliance and supporting meaningful participation.

OHAC is well placed to help organisations turn awareness into action. OHAC can support organisations to create environments and systems that are easier to use, more inclusive and effective in practice. This can include auditing current workplaces, identifying physical and hidden barriers, strengthening staff understanding and training, improving usability and embedding accessible design and thinking into the design and management of spaces and policies.

Join our mailing list to learn more about neurodiversity or contact us for more information.