Workations for Every Brain: Unlocking Neurodivergent Talent Through Inclusive Offsites

Approximately 15–20% of the global population is neurodivergent, encompassing conditions like autism, ADHD, dyslexia, and Tourette’s syndrome, states recent research by the World Economic Forum.  What’s more, a recent survey indicates that 53% of Generation Z identify as neurodiverse. Global workforces are moving towards inclusivity within teams, understanding the benefits neurodivergent individuals contribute. Deloitte found that such teams can be 30% more productive than those without neurodivergent members.

But managers are failing to keep up. Congnassist identified a massive training gap in the managerial realm - only 28% of managers have received training related to neurodiversity, while 35% have had none, highlighting a notable issue in awareness and preparedness.

If neurodivergent minds can't do their best work within your organisation — what’s it costing you?

Neurodivergent inclusions: teams vs. outdated workspaces

Traditional office spaces can feel like navigating a landmine for neurodivergent individuals - think fluorescent lights, constant noise, and crowded open-plan layouts which trigger anxiety, fatigue, or shutdowns for people sensitive to sensory input.

Neurodivergent individuals often need decompression zones essential for self-regulation, flexibility from rigid schedules and a break from communication norms that overplay the need for small talk and never-ending meetings. 

Fully remote environments may offer a better solution, but still create problems with distractions at home, a lack of in-person social cues and hyper reliance on written communication.

How can leaders redesign the workplace to cater for all cognitive styles?

Workations - how a well-planned offsite benefit neurodiverse professionals

“If you don’t have an empathetic leader who can not only help those folks be successful, but bring out the uniqueness of their perspectives... then you’re missing the point of having them entirely.”

— Heather McGowan, myHRfuture Podcast

A carefully planned and intentional workation can create a transformative and safe space where different brains can feel respected, seen, and supported. Neuroinclusion is about progress through empathy and flexibility. Here’s how workations can bring out the best in your neurodivergent workforce:

1. Promotes mental wellbeing

Neurodivergent employees are often at higher risk of burnout and stress-related issues due to workplace challenges. Workations that prioritize elements of nature therapy, relaxation sessions and opportunities to disconnect from work can alleviate this stress.

2. Reduces sensory overload

When the right location for your workation is identified - a space with reduced sensory overload, natural light, in a quiet and relaxed setting - all employees are given the opportunity to work in a conducive space.

3. Increased psychological safety

Stepping away from the traditional workspace into a setting that feels safe and inclusive may give neurodivergent individuals the opportunity to advocate for themselves, give authentic feedback or contribute bold ideas.

4. Reframing productivity

Equitable and sustainable productivity is the goal of every future-forward company, and stepping out of the daily norm may help HR leaders reframe expectations for teams - shifting away from “how you work” to “what you produce”.

5. Testing inclusive work practices

Bold changes in workplace systems and design may feel scary for HR leaders without piloting them - and costly if staff buy-in is not guaranteed. Workations provide the perfect opportunity to test innovative policy changes with teams - from noise policies to flexible work hours.

6. Break from neurotypical norms in the workplace

Traditional workspaces often encourage conformity - small talk at the water cooler, rigid 9 to 5 working hours, back-to-back meetings, etc. Getting out of this standard setting can open up the conversation as to whether neurotypical norms are truly best-practice.

7. Incorporating stim-friendly breaks

Offering optimal breaks during a workation, which could include art therapy, hiking and other nature-focused activities provide spaces and moments for self-regulation - which is essential for a person with a unique neuroprofile.

8. Unlocking superpowers

Deep creative thinking and hyperfocus are some of the many superpowers found within the neurodivergent mind - the key is creating a space where your team feels safe and empowered to let their unique executive functioning shine. Workations can do just that when done correctly.

9. Informal communication leading to team bonding

Formal or virtual communication can be very taxing on non-neurotypical thinkers.  Team bonding can be fostered and deeper empathy and understanding between team members is created during informal chats that organically take place during in-person retreats.

Mind the Gap - make sure your efforts are not just inclusion theatre

"Good intentions aren’t enough — without strategy and care, even the most inclusive-sounding workation can backfire," says Founder at Driftawave, Gina Schinkel. "HR leaders must design workations and offsites with empathy and real input from their teams — otherwise, it risks becoming nothing more than performative inclusion.” 

Here are Gina’s top five tips for executives to consider when planning a neuroinclusive workation:

1. Include your team in the planning - but don’t tokenize

Gather the needs of your team and get to know what makes each of them happy and productive. This could be done through an online form or a one-on-one chat for those who are more concerned with privacy.  Be careful not to single-out neurodivergent team members - focus on preferences rather than diagnosis. Co-creating the experience will lead to better results.

2. Pick your location carefully

Choosing the right environment for your team is a make-or-break decision. Avoid busy locations, noisy spaces with loads of distractions and lean towards venues that have many private spaces, nature-oriented design and sufficient personal accommodation. 

3. Sensory regulation is important

Alongside the right location, giving staff the necessary tools and equipment will help make the most of their workation experience. Fidget tools, weighted blankets, adjustable lighting and noise-cancelling headphones can help individuals self-regulate and feel safe.

4. Design inclusive social activities - but don’t force participation

Be careful when planning high-energy events like karaoke and parties.  Rather focus on quieter activities and allow for opt-in participation.  Forcing socialization will only alienate neurodivergent employees.

5. Get facilitators who understand neurodiversity - or provide training if they don’t

Psychological safety is the key factor of whether your workation will be a success.  The facilitator you choose should be someone who has relevant and adequate training and experience with neuroinclusive teams to avoid unconscious bias.

Need help?

Feeling overwhelmed with planning your next workation or offsite experience for your company?  Need a fresh set of expert eyes to help you create a memorable and successful offsite for your entire team? 

If you are ready to futureproof your teams and truly support your neurodivergent workforce, Driftawave is here and ready to co-create transformational experiences rooted in the science of team psychology, accessibility, and the future of work.

TL;DR:

·       15–20% of the population is neurodivergent.

·       Workations and offsites can remove sensory, social, and cognitive barriers.

·       Driftawave shares strategies to make offsites inclusive, impactful, and innovation-friendly.

·       Inclusion = not a trend. It’s a strategy.

·       Start designing with every brain in mind.