office fit out & refurbishment - inclusive workplaces · 2019-11-11 · inclusive workplaces:...

Inclusive Workplaces:The Future of OfficeDesign & Culture

Our new report, in partnership with YouGov, demonstrates that we

are now on the verge of a pivotal movement in commercial design

and corporate culture. Our findings suggest that if employers fail to

provide an inclusive workplace, they now risk losing both their top

talent and their competitive advantage.

Contents:

Executive Summary

What is an inclusive workplace?

Our research: the facts & figures

Mental wellbeing & neurodiversity

Physical ability & accessibility

Lifestyles & the different generations

Why invest in an inclusive workplace?

Conclusion

Sources & disclaimer

02

03-04

05-06

07-12

13-18

19-24

25-27

28-29

30

Executive Summary:

The 2019 Benefits and Trends survey carried out by Aon revealed that nearly all

(97%) of employers believe that expectations around employee experience are

changing. This, when placed alongside Gallup’s finding that only 15% of the

workforce are currently engaged, proves that we’re at a crucial turning point in

modern workplace design and culture.

At Penketh Group, we are committed to putting research and knowledge at the

heart of everything we do. As a company which stays ahead of the curve and atop

of trends, we have a keen eye for shifts within the commercial design

industry. When we spot something that is creating waves, we make it our mission

to investigate further and report our findings.

The latest trend identified by our team of experts is the growing importance of

inclusive workplace design and culture for offices of the future. In fact, we would

go as far as to say that this is less of a trend and more of a movement. We’ve got

the latest statistics to prove it and design solutions to respond to it too.

It’s time to re-engage the modern workforce and it seems, an inclusive

workplace is the key.

Executive Summary


Our research: the facts & figures

Mental wellbeing & neurodiversity

Physical ability & accessibility

Lifestyles & the different generations

Why invest in an inclusive workplace?

Conclusion

Sources & disclaimer

Page 02


It’s a workplace designed with equality in mind and a

corporate culture which is accepting of an

increasingly diverse workforce. It’s a workplace in

which attitudes, behaviours, resources and the

physical environment all accommodate people of all

genders, ages, beliefs, lifestyles and abilities.

Inclusive workplace design correlates closely with

the concept of ‘Universal Design’ coined by architect

and designer, Ronald L. Mace in the early 1970’s.

Inclusive workplaces are the modern-day

development of this notion in a world which is

diversifying further all the time.

It goes beyond building regulations, Health &

Safety requirements and WELL standards by

combining legal and moral obligations to facilitate a

divergent workforce.

Physical and cultural barriers posed by

traditional attitudes and workspace design now need

to be broken down. The workplace of today and

offices of tomorrow need to encourage equal

participation and universal accessibility.

An inclusive workplace should easily meet all needs

through company values, furniture and work settings

so that everyone feels welcome, supported, valued

and physically able to navigate the space.

Page 03

Universal Design:

“Designing products

and the built

environment to

be aesthetic and

usable to the

greatest extent

possible by

everyone, regardless

of their age,

ability or status

in life.”

59% wouldconsider or have left a job due to a lack of inclusive company culture or facilities

Page 03

The concept of inclusive workplace design can be summarised as: “The accessibility and usability of a product”.

- Forbes

When considering employment options, inclusive workspace design is now a top priority for UK workers:

81% of 18-24-year olds want to work for an inclusive company

Inclusive design

Privatehealthcare

Socialevents

Free gymmembership

Our research:The facts & figures

Page 05

More thana trend...

Wanting to work for an inclusive

company was unanimous across

all age ranges surveyed (18-24,

25-34, 35-54, 55+).

However, we identified a clear

upward trend towards more

diverse design facilities in the

younger demographics.

This proves that we’re at the

very beginnings of a new,

major milestone developing

within commercial design

and culture.

As part of our research, we partnered with

global public opinion and data company,

YouGov. We conducted a survey of more

than 900 employees to gain insight into

how inclusive the country’s workplaces

currently are.

Additionally, we also wanted to research

and understand how future generations of

workers would like to see offices develop in

the coming years. We wanted to then share

our insights and advice on how

employers can provide for emerging

generations entering the workplace in

order to engage, entice and stay ahead

of the competition.

72% want to work for an inclusive company

Page 05

Steve Patterson

Head of Design

Penketh Group

“We’ve certainly noticed clients now

picking up on more workplace issues

which lead back to inclusivity – even if

they can’t explicitly name or identify

that that’s what it is they’re referring to.

It just goes to show that businesses are

becoming more aware of the need to

provide for staff from all different walks

of life and the benefits this

brings about.”

Let’s now look at our findings in more

granular detail to analyse how inclusive

design and culture (or lack of) are

impacting a number of variable

factors within today’s workforce.

We’ll explore the topics of

mental health and wellbeing;

physical ability and accessibility; and

how today’s wide spectrum of lifestyles

is being catered for in existing

workplaces and how all of this should

develop going forward...72% want to work for an inclusive company

24% 25%

An almost equal

split of men and

women consider

inclusive design

to be important

when thinking

about their

employment

options.

Mental health &neurodiversity

Page 07

Perhaps what first springs to mind when

considering how ‘inclusive’ a workplace is or isn’t

is how physically accommodating it is. Of course,

accessibility and navigation are of major

importance – something we will come to

next – but what we want to highlight here is how

influential design and culture is on staff mental

health and wellbeing also.

1 in 10 members of the UK population is thought

to be neurodiverse...

This means that their cognitive status or mental

health differs in some way from those who aren’t

‘on the spectrum’. With such a significant portion

of the population living (and working) with mental

health issues, modern workplaces need to be

doing more to support and integrate those people.

Neurodiversity

includes:

• Autism

• Anxiety

• Depression

• Dyslexia

• Dyspraxia

• Personality

disorders

• ADHD

33% of our respondents said their workplaceisn’t sensitive toissues aroundmental health

Additionally, poor provision of mental health support is costing the UK economy a vast amount of

valuable money every year. According to the Mental Health Foundation, nearly 13% of sickness

absence can be attributed to mental health conditions and if there was better mental health

support in UK workplaces, it could save up to £8 billion annually.

So, ensuring staff are satisfied, upbeat and motivated is paramount for the benefit of your

bottom line and company performance.

66%of 25-34-year olds want to

see more work settingsdesigned to support mental

health in workplaces ofthe future

Page 07

33% of our respondents said their workplaceisn’t sensitive toissues aroundmental health

Mental health status impacts important

factors including concentration, motivation

levels, willingness to contribute ideas and

overall morale.

Workplace wellness expert, Jim Taylour

highlights the notion that in order to

maintain a certain level of positivity, a

workplace needs three positive people for

every one negative person.

To improve or increase positivity levels, 6

positive people are thought to be needed for

every one negative person.

When designing an inclusive workplace

which is accommodating of a

neurodiverse workforce, it’s also

important to remember those who aren’t

clinically diagnosed with a mental health

problem but still want to nurture their

mental wellbeing.

Stress levels, cognitive overload, lack of

sleep due to long hours and frustration are

all things which can damage an

employee’s mental wellbeing but don’t

necessarily have to be linked to any specific

medical condition. A strategic use of

furniture, technology and

workspace configuration can help

foster a far more positive and healthy

employee experience.

Page 09

Recommended

design solutions:Meditation spaces

According to our findings, 23% of 18-24-year

olds would like to see more meditation and

yoga spaces in workplaces of the future.

This can be accommodated by creating a

multifunctional space which can be used

for a variety of tasks such as lunchtime

yoga sessions or private meditation.

This should be a relatively minimalist setting

with plenty of space for mental clarity,

as well as some soft seating for

relaxation and comfort.

Private spaces

Worryingly, our survey revealed that 44% of

25-34-year olds haven’t currently got access to

any private spaces.

With nowhere to escape from noise or

distraction and nowhere to focus or find

confidentiality, frustration and stress levels rise.

Enclosed or semi-enclosed spaces are an

effective way to address this and these

typically come in the form of acoustic pods,

privacy booths and shielded seating away from

high traffic areas.

Page 10

44%of our respondents said

that their workplace is currently lacking in spaces

to relax and rejuvenate

Page 07

Things to consider...

Rejuvenation spaces

More than 40% say that their workplace is lacking in spaces to relax

and rejuvenate but this is a crucial part of nurturing positive mental

wellbeing.

The modern-day workplace now needs to be providing purpose-built

settings with comfortable furniture in relaxed surroundings where

staff can go to socialise, refuel, unwind and destress. Designing this

type of setting with a resimercial look and feel will help make the

area feel more like a home from home. This will then encourage more

effective ‘down time’ and reduce the risk of burnout or mental

overload.

Technology-free settings

According to the most recent Psychiatric Morbidity

Survey, there are more than 6 million people with

some form of anxiety disorder in the UK right now.

Our constant connection to technology and social

media is believed to exacerbate these issues.

Providing spaces – either dedicated or as part of

another work setting – which are free of

technology and allow a disconnect from the digital

world is a great way to promote improved mental

wellness. Again, this is beneficial for both those

diagnosed with a mental health condition and those

who are just paying closer attention to

their general wellbeing.

Things to consider...

• Social spaces where staff

can communicate in more

relaxed surroundings.

• Adjustable lighting to tailor

brightness of the space.

• Collaboration spaces for

those who work best by

sharing ideas with others.

• Acoustic solutions to

limit excess noise and

audio distraction.

• Clear wayfinding through

floor design or digital

signage to avoid confusion.

• Portable space division to

combat visual distraction

and low concentration.

• Consideration of fabrics

and textures to avoid any

mental health triggers.

Page 08

Physical ability &accessibility

Many of the elements that make a workplace inclusive and accessible

to those of all physical abilities are called for by law and have been

for some time. The Disability Discrimination Act (DDA), for example,

has been put in place, alongside things like the Equality Act 2010 to

support equal access for all in the modern workplace.

This encompasses various elements you’re most likely already

accustomed to seeing in most non-residential buildings, such as:

clear traffic routes, unobstructed corridors of sufficient width, ramps

at exits and entrances, reception desks with lower sections and clear

marking of changes in floor level.

Should businesses fail to meet legal obligations and industry

standards Building Regulations, they risk being guilty of – and

penalised for – disability discrimination. The Equality and Human

Rights Commission outline one particular element of this

discrimination as being “[…] the existence of physical […] barriers

which make accessing something difficult or impossible”. It also

explains how “this discrimination does not have to be intentional to

be unlawful”.

The Equality Act 2010

defines a ‘disability’ as being

something which has a substantial,

long-term impact on a person’s ability

to perform routine tasks

“It’s more than just a box-ticking exercise”

- Shelley Hatton, Interior Designer, Penketh Group

Page 10

In the 2017 Health and Safety

Executive report, statistics revealed that

in 2016/2017, there were over 31

million working days lost in the UK due

to work-related ill health. Almost 9

million of those days were directly

related to musculoskeletal problems.

of 18-24-year olds said their workplace

doesn’t cater for varying physical abilities30%Page 14

Above & beyond the

call of regulation

What we want to highlight in our guide then, is that workplace design now needs to look

beyond mandatory rules and regulations in order to become truly inclusive. They need

to venture beyond basic industry standard into what might not be a legal requirement

but has now become a business’ moral obligation.

Doing so will not only directly improve the operability of the workspace for existing

staff, it will also help attract a wider pool of talent, boost morale and help you achieve

significant advantage over the competition when it comes to attraction and retention of

great staff.

A more inclusive working environment which is strategic about its accessibility and

functionality will also support improved physical wellbeing of its staff. A positive

consequence for the employer is that this will dramatically reduce absence due to ill

health and absenteeism.

Page 12

27%More than a quarter say

their workplace is currentlylacking in wheelchair access

Recommended

design solutions:

Ergonomic furniture

Activity-basedwork settings

A significant 33% of our survey

respondents said that their existing

workspace is lacking in ergonomic

furniture, despite this type of

product being instrumental in

physical comfort and mobility.

Incorporate things like task chairs

which intuitively adapt to the flow of

the human body and height

adjustable desks to make day

to day tasks more accessible across

the board.

This type of furniture will also help

lower the instances of back, neck and

spine problems due to

improved function and support.

With advancements in workplace

technology and innovative

developments in commercial

furniture design, staff no longer

need to be tethered to the

traditional desk and chair set up.

Where applicable, we always

advise our clients to implement an

ecosystem of different work

settings which can be used

according to task, requirement and

individual needs.

This strategic approach to

workspace design facilitates

movement around the space,

change of posture throughout the

day and optimum comfort to aid

productivity and wellbeing.

33% said that their

workspace is lacking

in ergonomically

designed furniture

Page 16

Page 14 Page 17Page 17Page 8

35%would like to see more

multi-height surfaces

in offices of the future

Multi-height surfaces

As well as height-adjustable desks in assigned

workstations or hot desk zones, we recommend

providing multi-height surfaces throughout the

workplace.

This includes collaborative work settings, meeting

rooms, training areas, toilet facilities, rejuvenation

spaces, kitchens and canteens. These are not only

more versatile solutions which provide for a more

diverse workforce, they also help increase movement

and improve physical wellbeing throughout the day.

Staff should be able to benefit from the versatility of

these spaces regardless of their physical ability.

Have you thought about...

n Sensor activated doors

n Handleswithclosed-fistpolicy

n Using two passing wheelchairs

to measure passages

n Multi-height storage

n Poweratnon-fixedheights

n Free-stand laptop tables

n Tables with centred legs

31%Agree that their workplaceis currently lacking inheight-adjustable furniture

Lifestyles & thedifferent generations

One of the other main points we want to bring to light in this guide

is how inclusivity and diversity in the workplace now needs to

extend beyond physical and mental health conditions. Today,

creating an inclusive workplace is also about lifestyle diversities

such as age, gender identity and religion, and building an

environment which is accepting and supporting of all variants.

26% 18-24-year oldswant to see gender-neutral toilets in futureworkplaces...

Compared to only 7% of employeesaged 55+

It’s also important to realise how closely lifestyle is connected to

mental wellbeing and therefore how direct the impact can be on

professional performance and employee experience.

For example:

GOV.UK’s National LGBT Survey of more than 108,000 people

in the LGBT (lesbian, gay, bisexual and transgender) community

revealed that nearly a quarter had accessed mental health

services in the 12 months previous. This is a clear demonstration

of how lifestyle and wellbeing are intrinsically connected –

something which doesn’t just stop when an employee enters the

workplace.

So, as the line between personal and professional lives continues

to blur, work-life integration becomes increasingly important and

something business owners now need to address in order to

foster a welcoming and inclusive workplace.

The work-lifestyle balance

Page 20

40%of 25-34-year olds would like to see facilities for new mums (e.g. private spaces toexpress milk) in workplacesof the future

Page 14 Page 21

Chris Birchall

Workplace Strategist

Penketh Group

“The difference in opinion

between the age brackets

that we’re seeing here

supports our theory that

inclusive workplace design

isn’t just a trend - it’s

going to be more of a

pivotal movement in the

industry going forward.”

Our advice?Introduce a minimal, private space within the workplace which can be

completely shielded and acoustically enhanced for total privacy. This space should

provide soft, modular seating which means it is a comfortable, inviting space and

can also be easily cleared or reconfigured according to requirement.

What’s also clear is that acceptance of lifestyle

choices and personal diversity is increasing in

priority as we move through the workplace

generations and welcome the new eras of

young professionals.

When we surveyed our respondents, we found

that forward-thinking design elements such

as gender-neutral toilets, prayer rooms and

facilities for new mums (e.g. space to express

milk in private) were far more important

to younger UK office workers than

their older counterparts.

45

-54

35

-44

25

-34

Provision for new mums is

a growing priority in

workplaces of the future:

Page 22

Designed like this, the space could then

become multifunctional and be utilised by a

variety of people including new mums (to

express milk), staff who want to meditate

during their rejuvenation periods, or as a

prayer space for employees following religions

which call for prayer during working hours.

The space should contain biophilic elements

for wellbeing purposes and during the fit out

process, take measures to ensure complete

privacy. Acoustic solutions should also be

employed here (e.g. light shades enhanced

with sound-absorbing fabric) to minimise

disruption from excess noise and again,

maintain optimum privacy.

81% of 18-24-year oldswant to work for an inclusivecompany

Page 14 Page 23

Bridgingthe age gap

As the retirement age continues to rise and

the modern workforce spans more generations,

the era of unprecedented technological

advancements also continues to build

momentum.

Workplaces today employ older staff than in

previous generations of work and currently, a

significant percentage of these are feeling

isolated and marginalised by a lack of

experience or confidence with new technology.

Almost a quarter (24%) of our survey

respondents agreed that their workplace is

lacking in training in new technologies which

helps them feel included.

Recommended

design solution:

A high-performance

training space which is

optimised for use by a

wide variety of staff, of

all ages and abilities.

This should include

multi-height surfaces,

multi-user technology,

breakout areas for those

with an extrovert or

more collaborative

personality, and private

spaces for those who

prefer to concentrate

and digest or absorb

information alone.

31% of workers

aged 55+ feel excluded dueto a lack of training in technology

Page 23

The benefits of ‘Blended Learning’

We also recommend paying close attention to Steelcase’s concept of Blended

Learning, which promotes the idea of catering for both digital and analogue

work. Of course, absorbing, retaining and sharing information in various

different ways depending on personal preference and learning style isn’t a

new idea. However, there are fresh perspectives developing on how to best

facilitate all of these within one inclusive workplace.

Steelcase’s understanding of Blended Learning describes “an approach to

teaching which combines online and face-to-face learning” and means

traditionalists and those who feel outside of technological advancement can

still participate equally.

There are a number of products on the modern furniture market which

combine multiple elements in order to accommodate different learning styles

in one connected work setting. For example, screens on castor wheels easily

manoeuvred around the space to improve viewing and write-on walls or

collaborative pinboards to encourage those who prefer more tangible,

analogue methods.

Multi-user technology

Write-on wall

Pinboard

Portable technology

Adaptable furniture

Page 14 Page 25

Why invest in inclusive design?

The cultural, social and emotional arguments that

we’ve put forward so far are undisputable and

something many employers and business owners

can resonate with.

What can take more time to figure out is how

pumping time, money and the energy of managing

cultural change into creating an inclusive

workplace can deliver return on investment and

ultimately, have a positive impact on your

bottom line.

There is a multitude of advantages that come with

creating an inclusive workplace, all of which

benefit culture, employee experience and the

bottom line in some way.

54%

69%

40%

are more likely to

accept employment

off a company with an

inclusive space design

than one without

would turn down

a job opportunity

due to a poor

environment or

facilities

say an inclusive

culture is important

when considering

job options

Page 25

Fostering a positiveworkplace culture

A significant 56% of our survey respondents agreed that they would consider leaving or have

left a job due to an unaccepting culture; 65% said they would turn down a company due to a

negative perception of its culture. This negative workplace culture could potentially be as a

result of poor interior design or facilities.

We are firm believers that workspace design and workplace culture are two intrinsically

connected elements, with the look, feel and functionality of a space having a huge impact

on the behaviours and attitudes of those using it.

In their concept of the ‘6 Dimensions of Workplace Wellbeing’, Steelcase cites a sense of

‘Belonging’ as being one of the essentials pillars in creating a positive employee experience.

Breeding inclusivity through a combination of both design and culture is an effective way to

foster these crucial feelings of belonging, acceptance and inclusion.

Attract & retain top talentOur study revealed that 78% of 25-34-year olds want to work for

an inclusive company. This percentage increases to 81% in 18-24

year olds, which consolidates our claim that going forward, more

and more of the modern workforce are going to want to work in an

inclusive working environment.

An inclusive workplace therefore gives you competitive advantage

when attracting the emerging talent pool of aspiring young

professionals who quite clearly consider it a top priority. Improving

your attraction and retention will then reduce recruitment

requirements, absence rates and turnover of staff. It will help you

acquire the best talent in your industry, bolstering your offering

as a business and fortifying your brand.

Page 14 Page 27

Future-proofing

Making sure you’re looking ahead and listening to what the

younger employees want – without isolating other generations

of course – will give you a solid insight into the future of work.

Catering for these preferences and evolving your workspace

accordingly will ensure you don’t get left behind.

Keeping your workspace up to date in terms of design and

facilities will hopefully help prevent major refurbishment

projects further down the line. Creating an inclusive workplace

will also encourage synergy between generations, as well as the

wellbeing and productivity of all employees going forward.

Communicatebrand values

Productivity &engagement

An inclusive workplace

can also be an effective

marketing and brand

tactic. Often, the

workplace is the first

thing a prospective

employee, client or

external party will see

of your business so it’s

vital that it sends out

the right signals.

A working environment

where all staff feel

respected, appreciated

and equally valued will

encourage more

participation, idea

sharing and interaction.

In order for employees

to perform to their full

potential and work

collaboratively, they

need the right habitat in

which to do so.

Page 27

So, what can be taken away from our exploration into

inclusive workplaces and offices of the future?

Conclusion:

Looking to the future...

As we mentioned earlier, it’s becoming increasingly apparent that inclusive

workplaces are going to be more than just a trend. These fresh perspectives

on workspace design mark a significant evolution within the industry – a

movement towards all-encompassing working environments which

breakdown the barriers and limitations previously posed by tradition.

Employers now need to consider inclusive workspace design and company

culture as part of their overall strategy in order to gain advantage in attracting

and retaining talent, as well as maximising the experience for existing

employees. Our survey proves how important inclusive working environments

and facilities are for the workforce of today and therefore, how instrumental it

is in optimising productivity, wellbeing and brand perception.

Key findings:

Inclusive design (25%) is now a higher employment priority than private healthcare (15%)

54% would accept a job over a company with inclusive space design over one without

72% want to work for an inclusive company

59% would consider leaving a job due to a lack of inclusive company culture or facilities

66% of 25-34-year olds want more workspaces designed to support mental health

Over a quarter (27%) say their workplace is still lacking in wheelchair access

Page 24Page 25

Thoughts?

Now we’ve shared our research, knowledge and

recommendations with you, we’d love to hear what you

have to say on the topic of inclusive workplaces and the

future of commercial design.

@PenkethGroup

facebook.com/penkethgroup

@PenkethGroup

linkedin.com/company/penkeths-limited

Page 18Page 18

Disclaimer:

This guide has been created through extensive research, expert opinions and

the guidance of organisations and official documents. Please be aware that

it does not reflect the full requirements of the law; nor should it be used as a

source of legal advice.

All figures, unless otherwise stated, are from YouGov Plc. Total sample size

was 2045 adults of which 984 were employees. Fieldwork was undertaken

between 1st - 2nd May 2019. The survey was carried out online. The figures

have been weighted and are representative of all GB adults (aged 18+).

Sources:

http://www.mixinteriors.com/

https://projects.ncsu.edu/design/cud/about_us/usronmace.htm

https://www.cipd.co.uk/about/media/press/150218-neurodiversity

https://www.sodexo.com/workreimagined/workplace-experience-employee-value-proposition

https://www.aon.com/unitedkingdom/employee-benefits/benefits-and-trends-survey-2019.

jsp?utm_source=Aon&utm_medium=website&utm_campaign=Employee%20Benefits&utm_ter-

m=Benefits%20and%20Trends

https://www.mentalhealth.org.uk/statistics/mental-health-statistics-mental-health-work

https://www.anxietyuk.org.uk/get-help/anxiety-information/frequently-asked-questions/

https://www.equalityhumanrights.com/en/advice-and-guidance/disability-discrimination#act

https://www.thoughtworks.com/insights/blog/building-inclusive-workspace

https://www2.gov.scot/resource/buildingstandards/2017NonDomestic/chunks/ch05s03.html

https://www.gov.uk/government/publications/national-lgbt-survey-summary-report/national-lg-

bt-survey-summary-report

https://www.steelcase.com/content/uploads/2015/02/Blended-Learning-Whitepaper.pdf

https://www.steelcase.com/eu-en/research/articles/topics/wellbeing/six-dimensions-of-wellbeing-

in-the-workplace-2/

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office fit out & refurbishment - inclusive workplaces · 2019-11-11 · inclusive workplaces:...

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