Office design as a competitive advantage

The labor market is undergoing significant change. Where employers once had the luxury of choosing from an abundance of talent, they now struggle to attract and retain the right people. One group, however, remains underutilized: neurodivergent talent. Employees with ADHD, autism, dyslexia, or other neurological differences make up 15 to 20 percent of the population, yet their participation in the workforce remains significantly lower. The solution lies not only in improved HR processes, but also in the physical work environment.

Office Design as a Strategic Choice

For many organizations, office design is primarily a matter of aesthetics and efficiency. However, when it comes to attracting and retaining neurodivergent talent, the work environment plays a crucial role. While traditional open-plan offices may be inspiring for some, they often present daily challenges for neurodivergent employees. Sensory overload caused by background noise, artificial lighting, and constant movement can lead to exhaustion, reduced productivity, and eventually burnout or absenteeism.

This is not about luxury or indulgence. For neurodivergent employees, adjustments such as sound insulation, flexible workspaces, and quiet rooms are practical necessities. Just as an ergonomic chair prevents back pain, a thoughtfully designed office helps prevent mental overload and burnout. Employers in the Netherlands who recognize this position themselves as attractive employers for a significant portion of the workforce.

The Diversity of Neurodiversity

A common mistake is thinking in stereotypes. There is no single blueprint for an “autism-friendly office” or an “ADHD-proof workspace.” Neurodivergent individuals form a diverse group with varying needs. Someone with ADHD may benefit from a dynamic environment with room for movement, while someone on the autism spectrum may require predictability and calm.

The key lies in flexibility and choice. Successful office designs offer:

• Different zones for focused work, collaboration, and relaxation
• Adjustable lighting per workspace or zone
• Acoustic solutions such as quiet rooms and sound-absorbing materials
• Clear wayfinding and predictable layouts
• Flexible workstations, with fixed desks for those who prefer routine

Location as an Overlooked Factor

When it comes to inclusive workplace design, employers often focus only on the interior. However, the office location is just as important. Neurodivergent employees may have specific preferences or limitations when it comes to commuting. A busy transport hub can be overwhelming for some, while others depend on strong public transport connections.

DRS Makelaars evaluates not only accessibility but also environmental factors such as noise levels, crowd density, and movement patterns around potential locations. An office above a busy restaurant or next to a construction site may seem attractive on paper in terms of price and space, but in practice it can be unsuitable for a diverse team. This location analysis, combined with flexible office design, determines the true usability and comfort for all employees.

The Business Case for Inclusive Design

Skeptics often view inclusive design as an added cost. However, the data tells a different story. Inclusive office design typically adds 5 to 12 percent to the interior budget, but this investment is often recovered within 18 to 36 months. This is due to lower absenteeism, reduced turnover costs, and increased productivity. Offices with strong acoustic solutions and flexible layouts experience 25 to 35 percent less unplanned absence.

Moreover, the benefits extend beyond neurodivergent employees. Good acoustics, natural light, and flexible workspaces improve the well-being and productivity of the entire team. Parents who need temporary quiet, employees doing focused work, or colleagues recovering from burnout all benefit from an environment that supports different working styles.

From Theory to Practice

Creating an inclusive office requires a structured approach. Successful projects begin with a thorough analysis of HR needs. What percentage of neurodivergent talent does the organization want to attract? Which roles are suitable? And most importantly, what sensory profiles exist within the current and future workforce?

In selecting office space, DRS Makelaars plays a key role. We assess not only square footage and rent, but also suitability for inclusive working. Is there room for different zones? Does the landlord allow modifications? How flexible is the lease if changes are needed later?

“Inclusive office design is not a final destination, but an ongoing process. The first months after moving in are crucial for gathering feedback and making targeted adjustments.”

Contractual Flexibility

An often overlooked aspect is the contractual flexibility for modifications. Standard lease agreements frequently limit the ability to make interior changes. DRS Makelaars negotiates specific clauses that allow for improvements without additional costs or penalties. This proactive approach prevents good intentions from being blocked by legal constraints.

Pitfalls and Realism

Enthusiasm for inclusive office design should not lead to unrealistic expectations. A “neurodivergent-friendly” label without a clear HR strategy can backfire. Office design alone does not solve the complex challenges of neurodiversity in the workplace. It requires a cohesive approach where workspace, culture, leadership, and working practices align.

There is also the risk of generalization. What works for one neurodivergent employee may hinder another. Continuous dialogue, feedback, and a willingness to adapt remain essential. The office must adapt to the team’s needs, not the other way around.

The Future of Work in Amsterdam and the Randstad

The Dutch office market is evolving alongside international trends toward human-centered design. In Amsterdam and the Randstad in particular, there is a clear shift from pure efficiency to workplaces that combine well-being and performance. Inclusion is increasingly becoming a requirement for suppliers, driven by both social responsibility and business considerations.

For growing organizations and multinationals looking to establish themselves in this region, inclusive office design offers a competitive advantage. It demonstrates social awareness and attracts talent that might otherwise be overlooked. In a tight labor market, this can make the difference between growth and stagnation.
DRS Makelaars understands this shift. With nearly 40 years of experience in the Amsterdam and regional real estate market, we know not only the buildings, but also the opportunities behind them. We help organizations find office space that meets their current needs and allows room for an inclusive workplace in the future. Because ultimately, real estate is not about buildings, but about the people who work in them.