This is how to design inclusive legal offices for invisible disabilities

Rachel Houghton of Business Moves Group discusses how law firms can support neurodiverse individuals, and the benefits of creating a more inclusive workplace.

In an industry known for its demanding environments and high-stress workloads, law firms face increasing pressure to create inclusive and supportive workspaces. This isn’t just about attracting top talent but also about retaining it – particularly for employees with invisible disabilities.

As the competition for skilled workers intensifies, an inclusive office design becomes a crucial part of talent attraction and retention strategies. By making thoughtful changes to office environments, law firms can demonstrate their commitment to accessibility and inclusivity, enhancing their reputation as an employer of choice.

Understanding invisible disabilities

Invisible disabilities refer to conditions that are not immediately apparent but significantly impact an individual’s ability to function in everyday life. These can include neurological disorders such as autism and attention deficit hyperactivity disorder (ADHD), mental health conditions such as anxiety and post-traumatic stress disorder (PTSD), and chronic illnesses such as chronic fatigue syndrome and fibromyalgia. According to data from the Department for Work and Pensions, approximately 24% of the UK population reported having a disability in 2022/23, with many of these being invisible disabilities.

People with invisible disabilities often face unique challenges in the workplace, including difficulty navigating environments that are not designed with their needs in mind. For instance, a well-lit, open-plan office might seem ideal to most, but for a neurodiverse employee, this environment could be overstimulating and anxiety-inducing.

Research carried out by Bupa and the Reward & Employee Benefits Association found that a staggering 51% of disabled employees feel that their disability acts as a barrier to career progression, and many believe that employers could do more to accommodate their needs. This gap is where inclusive office design comes into play.

The business case for inclusive design

Creating an office that caters to individuals with invisible disabilities isn’t just the right thing to do; it makes good business sense. According to data from the Office for National Statistics, in 2023 the employment rate for disabled people in the UK was 54.2%, significantly lower than the 82% employment rate for non-disabled individuals. This gap highlights an underutilised talent pool that law firms could tap into by offering accessible and supportive work environments.

Inclusivity goes beyond physical accommodations such as wheelchair ramps. It involves creating an environment that supports neurodiverse individuals and those with mental health conditions.

In law firms, where precision, focus and high-pressure tasks are part of daily life, catering to the needs of all employees, including those with invisible disabilities, is essential for maintaining productivity and reducing staff turnover.

Practical steps to improve office design

1. Lighting and acoustics

Harsh lighting and excessive noise are common triggers for individuals with neurological conditions. The BBC Cymru Wales office redesign in 2019 used virtual reality to simulate how neurodiverse individuals experience everyday office environments. The exercise revealed how patterned carpets, flickering lights and loud spaces can cause confusion and anxiety.

Law firms can take simple steps to mitigate these issues. For example, adjustable lighting systems that allow employees to control the brightness and type of light in their workspace can be a game changer. Avoiding low-quality LEDs, which are known to cause discomfort, is crucial. Acoustically dampened zones, soundproof booths or quiet areas can also help reduce sensory overload, benefiting those with PTSD or anxiety-related conditions.

2. Flexible and ergonomic furniture

Offices designed with flexible, modular furniture can better accommodate employees with invisible disabilities. For instance, movable desks and soundproof panels between workspaces can help minimise distractions and create a more adaptable environment. Adjustable furniture also allows for standing meetings or seated work, providing options that can improve comfort and reduce stress.

3. Quiet zones and private spaces

Providing quiet zones or sensory-friendly rooms where employees can retreat during moments of overstimulation is an important feature of inclusive office design. These areas offer a place for people to recalibrate and regain focus, especially during high-pressure periods common in legal work. Law firms can create such spaces to reduce anxiety and support mental health, leading to improved productivity and wellbeing. In fact, many of these spaces are often appreciated by employees without a neurodiverse condition, who want a moment of quiet during their day.

The importance of communication and engagement

Creating an inclusive office is also about nurturing a culture where employees feel heard and valued. Research shows that disabled employees are willing to share their experiences if it helps employers understand and meet their needs.

Law firms should actively engage their staff throughout any redesign process, ensuring that everyone’s input is considered. This open dialogue not only helps design spaces that truly work for everyone but also promotes a culture of inclusivity, making employees feel more invested in the success of the project.

Conclusion

For law firms, the benefits of designing inclusive offices extend far beyond compliance with accessibility standards. They offer a tangible way to attract and retain diverse talent, reduce turnover and enhance overall workplace satisfaction.

Firms that prioritise inclusivity in their office designs will not only stay competitive in the talent market but will also build a stronger, more engaged workforce. By combining thoughtful office design with active communication, law firms can create environments where all employees, including those with invisible disabilities, can thrive.

Written by Rachel Houghton, managing director at Business Moves Group