Noticing neurodiversities and the hidden phone booths
Do you manage a team or work with other people, and are some of them neurodiverse? That’s a joke question - of course, there are neurodiverse people in your work circles. (For context: research suggests around 15–20% of the population is neurodiverse.) So let’s talk about making a workspace people actually want to be in for the neurodiverse and beyond!
Unsurprisingly, it’s not a one-size-fits-all. But there are quick wins and easy tweaks that can make workspaces more inclusive. The bonus? Everyone else benefits too.
For this article, think Clark Kent, without a phone booth: there’s no switch into Superman. The work environment can hide phone booths from those who need them most. And when we don’t notice? That’s kryptonite. The invisible barrier that drains energy and blocks potential.
Image of a photo booth, in dim light
Let’s talk terminology!
Is it neurodiverse or neurodivergent? I tend to lean towards neurodiverse because there’s diversity in neuro-pathways, rather than a word that can imply lacking or wrong. That’s a personal preference, and others feel differently.
And the word superpower, specifically in association with neurodiversity? It can be complicated. Sometimes it’s embraced. Sometimes it’s rejected.
Neurodiversity as a disability? Personally, with ADHD, Anxiety, Dyslexia, and Dyscalculia, there are times I feel like I’m missing context or info - that’s kryptonite. Like Jamie Shields (someone you should definitely follow on LinkedIn here), I’d describe it as being disabled by society. Which brings us back to what this is all about: how leaders and organisations can reduce kryptonite and build better phone booths.
So, what could those hidden phone booths be in your office? Here are some simple swaps that give everyone a boost.
| Area | Action | Accessibility Outcome | General Outcome (Everyone Wins!) |
|---|---|---|---|
| Kitchen | Offer a variety of snacks (GF, DF, vegan, etc.) | People with intolerances and allergies aren’t excluded. | Everyone gets to enjoy lunch - no one left out of snack time. |
| Kitchen | Keep stock consistent week to week | Supports people who like routines and predictability. | Everyone knows their go-to drink or snack will be there. |
| Bathrooms | Provide sanitary products in all bathrooms | Removes barriers and awkward asks; people feel seen. | Normalises access, raises the baseline for everyone. |
| Bathrooms | Offer gender-neutral options (where possible) | People feel respected and safe. | Quicker access, fewer queues. |
| Office Layout | Create zones (quiet, creative, loud games with doors) | Gives choice: low-stimulation or fun/social when needed. | Everyone finds their fit - from puzzles to peace and quiet |
| Lighting | Install dimmable lights (where possible) | Helps with light sensitivity and migraines. | Flexible vibe that works for focus or relaxation. |
| Tech | Provide stipend for headphones or loop earplugs | Creates personal ‘quiet zones’ in noisy spaces. | Noise relief for anyone, anytime. |
| Tech | Keep captions on in all online meetings | Supports auditory processing and 2nd/3rd language speakers. | Missed something? Just check the captions. |
What are the benefits, and for whom?
People often think making spaces inclusive or accessible is some huge, heavy lift - or worse, that it means others will lose out. But the truth? Removing kryptonite or adding in another phone booth helps everyone.
The tweaks in that toolkit above aren’t just lifelines for neurodiverse teammates - they’re upgrades for the whole team. Better lighting, more snack options, quieter zones, captions on by default…those hidden phone booths create space for more people to thrive, not fewer.
And sometimes the most powerful examples aren’t grand gestures -they’re the everyday moments.
Everyday examples matter
At a previous company, pizza was ordered monthly for “lunch and learns.” The order was usually 8–12 standard pizzas, plus one lonely pizza that was dairy-free, gluten-free, and vegan. Unsurprisingly, people felt excluded or annoyed.
Next month, I mixed it up: GF meat, GF veggie, DF meat, one vegan, two veggie. Guess what? Nobody went hungry. And some of the alternative pizzas were the first to go!
That hidden phone booth was access to options. The kryptonite was the assumption that “one pizza is enough.” By changing the system, the people who needed options felt seen and included - and everyone else benefitted too.
The easiest way to find out where your office doesn’t meet the mark? Just ask!
And yes, I can hear you thinking — but how do you ask people who might need support without making them uncomfortable or forcing them to share a diagnosis they don’t want to?
Great question. And the answer is simple: don’t.
Ask everyone in the company where they’d like to see improvements or accommodations. Collect it all, break the list into a few categories, and then roll out some changes. Sometimes you don’t even realise a phone booth is missing until you ask — and when you do, you’re not just clearing kryptonite for a few, you’re building stronger spaces for the whole team.
Fish, above a matrix of easy, difficult; low or high impact.
The challenge
So here’s my challenge to you: what’s the easiest, most impactful phone booth you could roll out in the next week?
Clear out one piece of kryptonite. Build one booth. See what happens.
_ _ _
Hi, I’m Kim. I like to think on behalf of others, looking at whole people through intersectional lenses, to make spaces fun and places people want to be. Using knowledge from the UK, New Zealand, and Canada, I help you find and keep the best talent.
My superpower? To think of every possible outcome so you don’t have to.
If you’d like a chat about how to build better phone booths (and kick some kryptonite out of the way), reach out.