NeuroReal Series: Episode 4: NeuroInclusion Starts with the Senses: Why Inclusive Design Must Be Neurological, Not Just Social

Georgina Brown (hershe)
4 days ago
2 min read

You can have the best EDI policy in the world. But if your office lights are giving someone a migraine, your inclusion strategy is already on thin ice.

Welcome to the unspoken world of sensory exclusion — where neurodivergent brains spend their days bracing against a storm of flickering lights, buzzing noise, clashing patterns, and unspoken rules.

Inclusion, it turns out, starts with sensory safety. And the brain has receipts.

Why Sensory Processing Matters for Inclusion

Most workplaces are designed around neurotypical norms: fluorescent lighting, constant noise, open-plan layouts, networking events in echoey bars. For neurodivergent employees, this isn’t just inconvenient. It’s neurologically hostile.

Sensory processing involves several key brain regions:

The thalamus, which acts as the brain’s sensory relay station
The insula, involved in interoception (internal body signals)
The somatosensory cortex, which processes touch, movement, and pain

In autistic, ADHD, and other neurodivergent brains, these systems often function differently. That means:

Increased sensitivity to sound, light, or texture
Heightened interoception (or, conversely, reduced awareness of internal states)
Difficulty filtering sensory input in busy environments

Result? Overload. Shutdown. Burnout. And a subtle, daily erosion of belonging.

The Cost of Ignoring the Senses

When we ignore sensory differences, we bake exclusion into our environments. Even when we don’t mean to.

It looks like:

Meetings in glass boxes with harsh acoustics
Dress codes that ignore sensory aversion to certain fabrics
Expectations to attend loud social events as proof of "team spirit"

The brain under sensory threat moves into survival mode. That means:

Reduced access to executive functions (planning, regulating emotion)
Less empathy and patience
Increased likelihood of withdrawal or conflict

So no, it’s not just about being picky. It’s about protecting the nervous system.

Three Ways to Neuro-Include Through Design

1. Audit Your Environment

Use sensory audits to assess how inclusive your space really is. Are lights dimmable? Are there quiet zones? Can people opt out without penalty?

2. Offer Real Choice

Neuroinclusion doesn’t mean one size fits all. It means flexible design. Let people choose how they engage — virtually, asynchronously, or in quieter settings.

3. Train Beyond Awareness

Awareness is a start. But organisations need to embed practical adjustments. That might include:

Sensory-friendly meeting norms
Quiet hours
Clear social scripts and expectations

Nudges, not noise. That’s what neuroinclusion needs.

What NIMM Brings to the Table

The NeuroInclusive Maturity Model (NIMM) includes sensory intelligence as part of its core pillars. Because:

Inclusion isn’t just cultural. It’s cortical.
Equity isn’t just policy. It’s neural design.

NIMM helps organisations:

Recognise invisible exclusion
Design spaces and processes that support neurological diversity
Build habits that reduce cognitive load, not increase it

This isn’t performative inclusion. It’s structural. Subtle. And built into how people actually experience the workplace.

Final Word

Neuroinclusion isn’t just about being nice.

It’s about rethinking how we design, communicate, and connect — from the nervous system up.

Because if your workplace gives someone a headache, don’t be surprised if it also gives them the ick.

Make it sensory-safe, and you make it smart, inclusive, and future-fit.

Next in the NeuroReal Series: Episode 5: You Can’t Include on Empty: Why Sleep, Snacks & Serotonin Matter.