STUDENT WORK - Steelcase NEXT 2021 by Mattia Purcell

Engagement

Transparent

Multifunctional

Wellbeing

STUDENT WORK - Steelcase NEXT 2021 Research by Kelli Merrit

Going Beyond Average With Inclusive Design

The workplace design was based around a philosophy that worked for most people, most of the time. This excluded people who did not fit into the average, namely the neurodivergent. People at work are now expecting and demanding diverse options that allow them to have the same opportunities as everyone else. Inclusive design offers strategies that allows everyone to reach their full potential without having to work twice as hard for the same result.

Autism At Work

To integrate inclusive design for those with autism, it helps to understand that people with autism have special skills and perspectives. Utilizing these can reach untapped potential for the organization and the people. The European Union estimated a shortage of IT workers, specifically in jobs that deal with data analytics and implementation. These jobs fit well with the unique abilities of neurodiverse people, such as those with autism, dyspraxia, dyslexia and ADHD. Allowing the job to evolve around the person is easier than molding a person to fit a job.

Case Studies

The German software company, SAP, intends to make 1% of its workforce neurodiverse, to reflect the global average of people that have autism. JP Morgan Mortgage Banking reported that within six months, workers with autism were doing the equivalent work of people with three years’ experience, and were doing it up to 50% more productively. However, not everyone offers inclusive design. 32% of 2,000 UK workers expressed that employers did not offer any additional support for those with neurodevelopmental disorders.

Solutions

Employing those with autism is extremely beneficial, but it does require adjustments to be made to become inclusive. Autism ASPECTSSS Design Index, the first evidence based autistic specific design guidelines, suggests noise reduction, clearly defined zones, logical spatial sequencing and wayfinding, and customizable spaces for respite. These changes help the neurodiverse to succeed, and they don’t affect the existing workplace structure in any ways that disrupt the working style of the neurotypical.

FINDING COMMUNITY IN CO-WORKING

Co-Working spaces have been rapidly increasing, and the 2019 Co-Working Resources Global Co-Working Report states there will be a 42% increase in these spaces by 2022. Co-Working spaces allow office space to be used as a service with social interaction and connections. What used to be a one-size-fits-all solution is evolving, as people are now needing spaces that address more specific needs. Creating more specific spaces allows for community and culture to build connections with people and have a common sense of identity.

Case Studies

A common co-working space that is becoming more prevalent is women’s only. This creates a space that is not overly masculine, and provides tools and connections for those who identify as female. A space just for seniors is available, providing connections to the generation that is living and working longer than ever. Trehaus, a coworking space in Singapore offers child minding facilities within the office. There are dedicated spaces for working parents, and a playschool is available for 2-3 year old’s with learning activities, such as dual language. Arebyte in London caters to artists and creatives, and co-working spaces throughout the US and in Melbourne offer a Jewish space that provides a sense of community and connection through shared beliefs.

Waking Up To The Need For Rest

Work styles today are different from the established 8-5 working hours. The work-life had blended together to create a less predictable work schedule. A more flexible work-style is demanded throughout the world. Studies have shown that a brief nap can clear and rejuvenate the mind, so workspaces are being designed to allow people to rest. To get away from the slacking stereotype, research is needed to convince employers and employees that designated rest spots are beneficial. The idea is to make napping as easy as going out for lunch.

Case Studies

A pop-up space in London allows people to rest in whatever way they see fit; napping, meditation, therapy, or even just working peacefully from a mattress. The Nestle Japan nap café provides coffee and a power nap to allow people to wake up recharged and ready to take on the day.

In Sum

Inclusive design introduces a new way of thinking about the workplace. It creates solutions that are human focused and centered. By implementing neurodiverse solutions into the workplace, it promotes individually and acceptance through the company. Every person has their own unique ideas and creative solutions, and when the working environment is conducive to the overall uniqueness, the quality of work is higher and the overall wellbeing is significantly improved. It just requires small changes and continual feedback.

Going Beyond Average with Inclusive Design. (2020, February 25). Retrieved October 05, 2021, from https://www.steelcase.com/research/ articles/topics/trends-360/going-beyond-averageinclusive-design/

The Environment And Social Behavior

Privacy, or the selective control of access to the self or to one’s group, is important in any workplace to Allow for social engagement in a beneficial way. The broader definition of privacy allows for a variety of social units to be considered and permits the analysis to be done in a bidirectional process. It implies an active and dynamic process in which privacy can change over time and with different circumstances.

Theoretical Approaches To Privacy

These approaches indicate how different size social units are involved in privacy and how settings make a difference.

Solitude

This privacy occurs when a person is alone and free from observation. It is the most extreme form of privacy, and it rarely attainable in a workplace environment.

Intimacy

This approach to privacy occurs when a small group separates itself from the group to be alone. Smaller office areas could be implemented to achieve this level of privacy.

Anonymity

This privacy does not include seclusion of the self, but rather creates a feeling of “being lost in the crowd.” Other people are present, but the individual does not expect to be recognized.

Reserve

This privacy is psychological in the way that the privacy is dependent of the user’s ability to tune others out and turn the focus internal.

Functions Of Privacy

Privacy needs to allow for both individuals and groups to seek a balance between openness and closeness; however, too much or too little separation is undesirable. Meeting the desired level of privacy control requires an understanding of the different functions of privacy.

Personal Autonomy

This deals with the central core of the self and the important issue of self-worth, self-independence, and self-identity.

Emotional Release

This permits people to relax from social role and turn themselves off. It deviates from rules and customs in a protected fashion.

SELF-EVALUATION

This integrates the experiences and the opportunity to plan for future actions, and designing physical separations can help this function.

Limited And Protected Communication

This provides the opportunity to be alone with another person or small group of people and allows them to share confidences with the others.

Privacy Mechanisms And Functions

Behavioral mechanisms are used to attempt to implement the desired levels of privacy. They can change over time and are responsive to the situation at hand, providing optimal flexibility. Verbal privacy includes expressions of desired levels of interaction and assessments of outcomes. Non-verbal behavior includes using the body to communicate, however, when there is a lack of privacy, non-verbal cues display discomfort. Environmental privacy includes clothing choices and personal space. The clothing people wear can identify their roles throughout the work environment. Personal space, or the invisible boundary surrounding the self, is unique to each person. When this space is intruded, tension and discomfort occur. To achieve the desired level of privacy, it must first be expressed. With this information, a mix of behavioral mechanisms can be implemented to attain it. Privacy is not always easy to control and it must be adaptable.

Spatial Proximity

PRIMARY TERRITORIES

These territories are controlled on a relatively permanent basis and are central to the day-today lives of the occupants. Violation into the primary territory can negatively affect a person’s self-identity. It illustrates the close linkage of privacy regulation, territorial mechanisms and self-identity.

Secondary Territories

These territories are less central and have a simultaneous blend of public and semi-private availability. Because of this, they often have unclear rules regarding their use and are susceptible to encroachment by a variety of users.

Public Territories

These spaces have a temporary quality, and almost anyone has free access and occupancy right, however, there are still norms and rules attached to these spaces.

In Sum

The ideal acoustic level is different for everyone, but by taking into account the different types of privacy and how to implement, a workplace can be designed to allow for optimal privacy.

Altman, I. (1975). The Environment and Social Behavior: Privacy, personal space, territory, crowding. Monterey, CA: Brooks/Cole publ.-co.

NEURODIVERSITY AS A COMPETITIVE ADVANTAGE: WHY IT SHOULD BE EMBRACED IN THE WORKPLACE

People with neurological conditions often have extraordinary skills, such as pattern recognition, memory, mathematics and creative problem solving. However, these skills are often overlooked as these people struggle to fit the profile sought by workplaces. Creating a neurodiverse friendly workplace is harder work for managers, but the payoff to companies is beneficial as it accesses more of the employee’s talents and their diverse perspectives.

Why Neurodiversity Presents Opportunities

Neurological differences are just the result of normal, natural variation in the human genome. It does not need a cure, but rather needs accommodations. Neurodiverse people remain a largely untapped talent pool even though neurodiverse teams are approximately 30% more productive than others.

WHY COMPANIES DON’T TAP NEURODIVERSE TALENT

The lack of neurodiversity within the workplace comes down to the way organizations find and recruit talents. The behaviors of the neurodiverse also tend to contrast what employers are looking for. Neurological differences provide challenges such as solid communication skills, being a team player, emotional intelligence, persuasiveness, salesperson-type personalities and the ability to network. In general, the ability to conform to standard practices is impossible without special accommodations. There are two main reasons why companies overlook the neurodiversity; the interview process and the assumption that scalable processes require absolute conformity. HOW PIONEERS ARE

Changing The Talent Management Game

The tech industry has a history of hiring the neurodiverse, as they are hired to be an extension of the tendencies of a culture that recognizes their value. There are seven solutions that can help make this more commonplace.

TEAM WITH “SOCIAL PARTNERS” FOR THE EXPERTISE THAT IS LACKING

There should be work with companies that are committed to helping those with disabilities obtain jobs. They can provide mentorship outside of work hours to ensure that the neurodiverse and being completely cared for.

USE NON-TRADITIONAL, NON-INTERVIEW BASED ASSESSMENTS AND TRAINING PROCESSES

People with neurodiversity are better at demonstrating their abilities in a casual setting. Integrating “soft skill” classes can help familiarize people with the established norms of the workplace.

Train Other Workers And Managers

Short sessions should be provided for existing employees to understand what to expect from their new colleagues. It can also help provide information as to why certain accommodations are being provided.

Set Up A Support Ecosystem

Two separate support systems should be available; one for the work-life and one for the home-life. Resources should be available to tackle problem areas before they become a big issue.

Tailor Methods For Managing Careers

The overall workspace should be designed to provide a safe environment to build skills that allow for integration into more mainstream jobs.

Scale The Program

Introduce more neurodiversity into the workplace and create an all-inclusive environment by designing as if everyone experiencing the space is neurodiverse.

Mainstream The Program

Talent process should be mainstreamed to automatically include neurodiversity. Direct corporate communications allow for misunderstanding to be lessened.

Challenges Of A Neurodiverse Workforce

Neurodiversity is often hard to identify because it could lead to issues of discrimination. Seemingly unfair situations need to be explained and stress can be handles by integrating places for calmness into the design.

In Sum

Companies and leaders need to shift to adopt a style of management that is beneficial to all employees. When design is calibrated for the most extreme type of neurodiversity, the whole workplace benefits. People need to be treated not as containers of fungible human resources but as unique individual assets. Neurodiverse skills are extraordinary, and they deserve a space that works for them, rather than having to accommodate for the existing space.

Austin, R. D., & Pisano, G. P. (2021, August 27). Neurodiversity is a Competitive Advantage. Retrieved October 06, 2021, from https://hbr. org/2017/05/neurodiversity-as-a-competitiveadvantage

STUDENT WORK - Personal Logo Design by Chloe Speas

GUIDED IN-CLASS EXERCISE - Concept Development

Three Dimensional Ideation

During the schematic phases, the ideation of the building exterior was explored with the inspiration of slats from the Yassam Healthcare Clinic precedent. The intention of the slats is to move with the sun during the day to let in light and support circadian rhythm while also being operable if shade is needed.

Organic architecture was explored with roof shapes and curvatures in the structure of the building. Incorporating organic elements and including repetition of the slats was thought through the interior as well. Areas of impact that were focused on were the community garden experience, the initial front desk impression, and wayfinding of the therapy rooms.

Process Sketches

Research Application

This section gives a look into some of the back of house spaces, for example, the clinician offices, the conference room, mechanical/ electrical, the storage room, and the financial office. The community garden, found in the bottom left, is focused on in this section as well, showcasing the different seating options that are provided. Throughout there are many curtain walls that bring in lots of natural light, and it creates an indoor/outdoor connection for the staff and patients.

125

THERAPY

127

Research Application

Therapy Room 1 allows for maximum prospect views to the ocean to make the room feel larger because the rooms have shorter ceilings. Larger sofa is placed with back to the wall and a clear visual to the door to help patients feel in control.

A custom controlled planter box in the window sill promotes connections to biophilia if the ocean becomes too overwhelming. Dimmable lighting provides a customizable experience for patients to be in control of their lives and feel better about themselves.

FURNITURE ARRANGEMENT

Connecting to specialists and other professionals with the use of telehealth is convenient.

Connection to the ocean with a large view helps calm patients during conversations that may be stressful.

Providing the opportunity to have a guest with during appointments creates a more flexible therapy experience tailored to patients.

Dual purpose telehealth availability is useful for any referrals or can be used by clinicians makes for a multipurposeful space.

THERAPY ROOMS TYPE TWO

129

RESEARCH APPLICATION

Taller ceilings create a larger space so patients feel comfortable and not confided.

Type Three

RESEARCH APPLICATION

Therapy Room type 3 is fully enclosed with no views to eliminate distraction for patients during therapy sessions if there is a trigger to the ocean. Taller ceilings help the space feel more open and less confined.

FURNITURE ARRANGEMENT

Operable exterior slats are moveable to follow the sun path and promote circadian rhythm for patients but can also be closed to shade the sun.

A more one on one therapeutic experience helps create an intimate connection between patient and clinician. Dimmable lighting provides a customizable experience for patients to be in control of their lives and feel better about themselves.

Dual purpose rooms with telehealth availability is useful for any referrals or can be used by clinicians makes for a multipurposeful space.

Providing a larger sofa for patients along with a larger room allows for a meditative room at the end of the corridor if patients need to lay down and relax.

FURNITURE ARRANGEMENT

Including artwork that relates to Dam Neck and the local community supports a positive connection for patients to feel as though they belong.

A larger room allows for the opportunity for service dogs to be present while including a waterer in the corner for long appointments. Dual purpose rooms with telehealth availability is useful for any referrals or can be used by clinicians makes for a multipurposeful space.

130

128

126