Do You Rate Well?

The WELL Equity Rating is an actionable evidence-based roadmap that empowers organizations to measure, track, and certify their actions focused on confronting and transforming the inequitable workplace experience affecting traditionally marginalized or underrepresented populations. In addition to celebrating representation and inclusivity, the rating, launched in November 2022, and still evolving, creates wellness advantages for all occupants of the built environment. As a framework, it is both human-centered and good for business since organizations with diverse populations have proved to be a third more productive and profitable than their peers.

Background

The new rating is the most recent subset of the WELL Building Standard (WELL), established in 2013 by the International WELL Building Institute (IWBI), a public benefit corporation. The IWBI provides evidence-based strategies as rating systems. Each system is focused on a key area to measure and improve the effects of the built environment on its occupants. When implemented, the strategies lead to certification in that area.

Based on scientific and medical research, the WELL Building Standard took several years to develop with input from architects and medical luminaries such as Cleveland Clinic and Johns Hopkins. To date, the IWBI has developed 500 evidence-based strategies focused on the design, policies, and operations of the built environment in key areas including health and safety, performance, and now equity.

The Equity Rating

The new Equity Rating defines a set of more than 40 strategies in six action areas (User Experience and Feedback; Responsible Hiring and Labor Practices; Inclusive Design; Health Benefits and Services; Supportive Programs and Spaces; and Community Engagement) to effect positive change in an organization’s culture and performance around DEI goals and employee health and well-being. An organization must meet at least 21 of 48 strategies to achieve certification and the WELL Equity Rating Seal, a visible acknowledgment of certification displayed at the organization’s site.

Developing the New Rating 

The Equity Rating evolved over a two-year period of extensive internal and external engagement with hundreds of organizations and participants from 26 countries. Research included roundtables, surveys, webcasts, and design competitions as well as input from the populations prioritized by the rating, including BIPOC (Black, Indigenous, and other people of color), first-generation immigrants, the LGBTQ+ community, primary caregivers, and neurodivergent and physically disabled participants.  

Inclusive Design

IA’s participation in developing the new standard has centered on the action area of Inclusive Design. Starting in 2023, IA participated in an in-person collaborative event in New York City followed by a virtual continuation and recap—focused on setting the design standards for neurodiverse populations. In May of this year, IA also attended the first official WELL Conference in San Diego, California. Highlights of designing for neurodiversity developed from these events are illustrated below, but first, what is meant by neurodiversity?

Defining Neurodiversity

In essence, neurodiversity refers to the way the brain works, with the understanding that no two brains function exactly alike, and there is neither a right nor a wrong way of working. Classically, in its more restricted definition, neurodiversity refers to autism, ASD, Dyslexia, Tourette's Syndrome, ADHD, Dyspraxia, OCD, Dyscalculia, and Anxiety. But even those conditions occur along a broad spectrum and affect each individual uniquely.

Moreover, it is estimated that 15% or more of the population is neurodivergent and that 50% of that population is unaware of the condition. Given the range of differences in the way all people understand and respond to the world, designing for neurodiversity, which focuses on well-being, will benefit the entire workforce.  

Designing for Neurodiversity 

Briefly summarized, here are the five design categories to support neurodiversity and some of the strategies for their implementation developed for the new WELL Equity Rating through research and collaboration.

Navigation/Wayfinding

Architectural sequencing and cues are key when designing for neurodiversity. Transitions into spaces should contribute to user orientation and psychological safety, prompting occupants for what is to come. Effective cues can include sightlines into spaces, lower ceiling heights, and the use of light, color, texture, and pattern.  

Planning/Cognitive Mapping

Multiple seating and standing areas in shared spaces (entryways, lobbies, foyers, etc.) will allow users to orient themselves. Distinctive focal points are a great help. Clear signage to identify amenities and floor plans displayed in multiple formats (e.g., digital, auditory, visual, and social) are essential.

Sensory/Choice

Sound plays a big part in designing for neurodiversity. To establish privacy and acoustical quality proven materials and targeted metrics that consider speech clarity, intelligibility, and radius of distractions need to underlie spatial layouts. A balance of sound will benefit both hyper- and hypo-auditory sensitivities, and sound as a stimulus for both types should be assured via a sound system design using a soundscape approach. Focused work, learning, test-taking, and recovery require acoustical privacy.

Create Diverse Spaces

A diversity of space types established through architectural and design elements (e.g., smooth/rough textures, various levels of color intensity, warm/cool lighting) are required to support hyper- and hypo-sensitivities.

Privacy and Psychological Safety

Seating choices must offer refuge, privacy, and psychological safety. This category extends to waiting and food service areas. Nooks and bays are desirable. Sightlines remain important.

Conclusion

In essence, designing to the new WELL Equity Rating is just good business. We know diverse workplace populations are a third more productive than peer populations. And, since neurodiversity occurs along a spectrum, we know that designing for neurodiversity benefits many more employees than those technically designated as neurodiverse. Overall, when employees feel supported and included in an environment that speaks to their needs, well-being, and preferences, they will do their best work. Simply put, that means well-being at work and the strengths of a diverse population aligned with the WELL Equity Rating are a winning combination.