Office Fit out & Refurbishment - Inclusive Workplaces · 2019-11-11 · Inclusive Workplaces: The...
Transcript of Office Fit out & Refurbishment - Inclusive Workplaces · 2019-11-11 · Inclusive Workplaces: The...
Inclusive Workplaces:The Future of OfficeDesign & Culture
Our new report, in partnership with YouGov, demonstrates that we
are now on the verge of a pivotal movement in commercial design
and corporate culture. Our findings suggest that if employers fail to
provide an inclusive workplace, they now risk losing both their top
talent and their competitive advantage.
Contents:
Executive Summary
What is an inclusive workplace?
Our research: the facts & figures
Mental wellbeing & neurodiversity
Physical ability & accessibility
Lifestyles & the different generations
Why invest in an inclusive workplace?
Conclusion
Sources & disclaimer
02
03-04
05-06
07-12
13-18
19-24
25-27
28-29
30
Executive Summary:
The 2019 Benefits and Trends survey carried out by Aon revealed that nearly all
(97%) of employers believe that expectations around employee experience are
changing. This, when placed alongside Gallup’s finding that only 15% of the
workforce are currently engaged, proves that we’re at a crucial turning point in
modern workplace design and culture.
At Penketh Group, we are committed to putting research and knowledge at the
heart of everything we do. As a company which stays ahead of the curve and atop
of trends, we have a keen eye for shifts within the commercial design
industry. When we spot something that is creating waves, we make it our mission
to investigate further and report our findings.
The latest trend identified by our team of experts is the growing importance of
inclusive workplace design and culture for offices of the future. In fact, we would
go as far as to say that this is less of a trend and more of a movement. We’ve got
the latest statistics to prove it and design solutions to respond to it too.
It’s time to re-engage the modern workforce and it seems, an inclusive
workplace is the key.
Executive Summary
What is an inclusive workplace?
Our research: the facts & figures
Mental wellbeing & neurodiversity
Physical ability & accessibility
Lifestyles & the different generations
Why invest in an inclusive workplace?
Conclusion
Sources & disclaimer
Page 02
What is an inclusive workplace?
It’s a workplace designed with equality in mind and a
corporate culture which is accepting of an
increasingly diverse workforce. It’s a workplace in
which attitudes, behaviours, resources and the
physical environment all accommodate people of all
genders, ages, beliefs, lifestyles and abilities.
Inclusive workplace design correlates closely with
the concept of ‘Universal Design’ coined by architect
and designer, Ronald L. Mace in the early 1970’s.
Inclusive workplaces are the modern-day
development of this notion in a world which is
diversifying further all the time.
It goes beyond building regulations, Health &
Safety requirements and WELL standards by
combining legal and moral obligations to facilitate a
divergent workforce.
Physical and cultural barriers posed by
traditional attitudes and workspace design now need
to be broken down. The workplace of today and
offices of tomorrow need to encourage equal
participation and universal accessibility.
An inclusive workplace should easily meet all needs
through company values, furniture and work settings
so that everyone feels welcome, supported, valued
and physically able to navigate the space.
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Universal Design:
“Designing products
and the built
environment to
be aesthetic and
usable to the
greatest extent
possible by
everyone, regardless
of their age,
ability or status
in life.”
59% wouldconsider or have left a job due to a lack of inclusive company culture or facilities
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The concept of inclusive workplace design can be summarised as: “The accessibility and usability of a product”.
- Forbes
When considering employment options, inclusive workspace design is now a top priority for UK workers:
81% of 18-24-year olds want to work for an inclusive company
Inclusive design
Privatehealthcare
Socialevents
Free gymmembership
Our research:The facts & figures
Page 05
More thana trend...
Wanting to work for an inclusive
company was unanimous across
all age ranges surveyed (18-24,
25-34, 35-54, 55+).
However, we identified a clear
upward trend towards more
diverse design facilities in the
younger demographics.
This proves that we’re at the
very beginnings of a new,
major milestone developing
within commercial design
and culture.
As part of our research, we partnered with
global public opinion and data company,
YouGov. We conducted a survey of more
than 900 employees to gain insight into
how inclusive the country’s workplaces
currently are.
Additionally, we also wanted to research
and understand how future generations of
workers would like to see offices develop in
the coming years. We wanted to then share
our insights and advice on how
employers can provide for emerging
generations entering the workplace in
order to engage, entice and stay ahead
of the competition.
72% want to work for an inclusive company
Page 06Page 05
Steve Patterson
Head of Design
Penketh Group
“We’ve certainly noticed clients now
picking up on more workplace issues
which lead back to inclusivity – even if
they can’t explicitly name or identify
that that’s what it is they’re referring to.
It just goes to show that businesses are
becoming more aware of the need to
provide for staff from all different walks
of life and the benefits this
brings about.”
Let’s now look at our findings in more
granular detail to analyse how inclusive
design and culture (or lack of) are
impacting a number of variable
factors within today’s workforce.
We’ll explore the topics of
mental health and wellbeing;
physical ability and accessibility; and
how today’s wide spectrum of lifestyles
is being catered for in existing
workplaces and how all of this should
develop going forward...72% want to work for an inclusive company
24% 25%
An almost equal
split of men and
women consider
inclusive design
to be important
when thinking
about their
employment
options.
Mental health &neurodiversity
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Perhaps what first springs to mind when
considering how ‘inclusive’ a workplace is or isn’t
is how physically accommodating it is. Of course,
accessibility and navigation are of major
importance – something we will come to
next – but what we want to highlight here is how
influential design and culture is on staff mental
health and wellbeing also.
1 in 10 members of the UK population is thought
to be neurodiverse...
This means that their cognitive status or mental
health differs in some way from those who aren’t
‘on the spectrum’. With such a significant portion
of the population living (and working) with mental
health issues, modern workplaces need to be
doing more to support and integrate those people.
Neurodiversity
includes:
• Autism
• Anxiety
• Depression
• Dyslexia
• Dyspraxia
• Personality
disorders
• ADHD
33% of our respondents said their workplaceisn’t sensitive toissues aroundmental health
Additionally, poor provision of mental health support is costing the UK economy a vast amount of
valuable money every year. According to the Mental Health Foundation, nearly 13% of sickness
absence can be attributed to mental health conditions and if there was better mental health
support in UK workplaces, it could save up to £8 billion annually.
So, ensuring staff are satisfied, upbeat and motivated is paramount for the benefit of your
bottom line and company performance.
66%of 25-34-year olds want to
see more work settingsdesigned to support mental
health in workplaces ofthe future
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33% of our respondents said their workplaceisn’t sensitive toissues aroundmental health
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Mental health status impacts important
factors including concentration, motivation
levels, willingness to contribute ideas and
overall morale.
Workplace wellness expert, Jim Taylour
highlights the notion that in order to
maintain a certain level of positivity, a
workplace needs three positive people for
every one negative person.
To improve or increase positivity levels, 6
positive people are thought to be needed for
every one negative person.
When designing an inclusive workplace
which is accommodating of a
neurodiverse workforce, it’s also
important to remember those who aren’t
clinically diagnosed with a mental health
problem but still want to nurture their
mental wellbeing.
Stress levels, cognitive overload, lack of
sleep due to long hours and frustration are
all things which can damage an
employee’s mental wellbeing but don’t
necessarily have to be linked to any specific
medical condition. A strategic use of
furniture, technology and
workspace configuration can help
foster a far more positive and healthy
employee experience.
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Recommended
design solutions:Meditation spaces
According to our findings, 23% of 18-24-year
olds would like to see more meditation and
yoga spaces in workplaces of the future.
This can be accommodated by creating a
multifunctional space which can be used
for a variety of tasks such as lunchtime
yoga sessions or private meditation.
This should be a relatively minimalist setting
with plenty of space for mental clarity,
as well as some soft seating for
relaxation and comfort.
Private spaces
Worryingly, our survey revealed that 44% of
25-34-year olds haven’t currently got access to
any private spaces.
With nowhere to escape from noise or
distraction and nowhere to focus or find
confidentiality, frustration and stress levels rise.
Enclosed or semi-enclosed spaces are an
effective way to address this and these
typically come in the form of acoustic pods,
privacy booths and shielded seating away from
high traffic areas.
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44%of our respondents said
that their workplace is currently lacking in spaces
to relax and rejuvenate
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Things to consider...
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Rejuvenation spaces
More than 40% say that their workplace is lacking in spaces to relax
and rejuvenate but this is a crucial part of nurturing positive mental
wellbeing.
The modern-day workplace now needs to be providing purpose-built
settings with comfortable furniture in relaxed surroundings where
staff can go to socialise, refuel, unwind and destress. Designing this
type of setting with a resimercial look and feel will help make the
area feel more like a home from home. This will then encourage more
effective ‘down time’ and reduce the risk of burnout or mental
overload.
Technology-free settings
According to the most recent Psychiatric Morbidity
Survey, there are more than 6 million people with
some form of anxiety disorder in the UK right now.
Our constant connection to technology and social
media is believed to exacerbate these issues.
Providing spaces – either dedicated or as part of
another work setting – which are free of
technology and allow a disconnect from the digital
world is a great way to promote improved mental
wellness. Again, this is beneficial for both those
diagnosed with a mental health condition and those
who are just paying closer attention to
their general wellbeing.
Things to consider...
• Social spaces where staff
can communicate in more
relaxed surroundings.
• Adjustable lighting to tailor
brightness of the space.
• Collaboration spaces for
those who work best by
sharing ideas with others.
• Acoustic solutions to
limit excess noise and
audio distraction.
• Clear wayfinding through
floor design or digital
signage to avoid confusion.
• Portable space division to
combat visual distraction
and low concentration.
• Consideration of fabrics
and textures to avoid any
mental health triggers.
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Physical ability &accessibility
Many of the elements that make a workplace inclusive and accessible
to those of all physical abilities are called for by law and have been
for some time. The Disability Discrimination Act (DDA), for example,
has been put in place, alongside things like the Equality Act 2010 to
support equal access for all in the modern workplace.
This encompasses various elements you’re most likely already
accustomed to seeing in most non-residential buildings, such as:
clear traffic routes, unobstructed corridors of sufficient width, ramps
at exits and entrances, reception desks with lower sections and clear
marking of changes in floor level.
Should businesses fail to meet legal obligations and industry
standards Building Regulations, they risk being guilty of – and
penalised for – disability discrimination. The Equality and Human
Rights Commission outline one particular element of this
discrimination as being “[…] the existence of physical […] barriers
which make accessing something difficult or impossible”. It also
explains how “this discrimination does not have to be intentional to
be unlawful”.
The Equality Act 2010
defines a ‘disability’ as being
something which has a substantial,
long-term impact on a person’s ability
to perform routine tasks
“It’s more than just a box-ticking exercise”
- Shelley Hatton, Interior Designer, Penketh Group
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In the 2017 Health and Safety
Executive report, statistics revealed that
in 2016/2017, there were over 31
million working days lost in the UK due
to work-related ill health. Almost 9
million of those days were directly
related to musculoskeletal problems.
of 18-24-year olds said their workplace
doesn’t cater for varying physical abilities30%Page 14
Above & beyond the
call of regulation
What we want to highlight in our guide then, is that workplace design now needs to look
beyond mandatory rules and regulations in order to become truly inclusive. They need
to venture beyond basic industry standard into what might not be a legal requirement
but has now become a business’ moral obligation.
Doing so will not only directly improve the operability of the workspace for existing
staff, it will also help attract a wider pool of talent, boost morale and help you achieve
significant advantage over the competition when it comes to attraction and retention of
great staff.
A more inclusive working environment which is strategic about its accessibility and
functionality will also support improved physical wellbeing of its staff. A positive
consequence for the employer is that this will dramatically reduce absence due to ill
health and absenteeism.
Page 08Page 12
27%More than a quarter say
their workplace is currentlylacking in wheelchair access
Recommended
design solutions:
Ergonomic furniture
Activity-basedwork settings
A significant 33% of our survey
respondents said that their existing
workspace is lacking in ergonomic
furniture, despite this type of
product being instrumental in
physical comfort and mobility.
Incorporate things like task chairs
which intuitively adapt to the flow of
the human body and height
adjustable desks to make day
to day tasks more accessible across
the board.
This type of furniture will also help
lower the instances of back, neck and
spine problems due to
improved function and support.
With advancements in workplace
technology and innovative
developments in commercial
furniture design, staff no longer
need to be tethered to the
traditional desk and chair set up.
Where applicable, we always
advise our clients to implement an
ecosystem of different work
settings which can be used
according to task, requirement and
individual needs.
This strategic approach to
workspace design facilitates
movement around the space,
change of posture throughout the
day and optimum comfort to aid
productivity and wellbeing.
33% said that their
workspace is lacking
in ergonomically
designed furniture
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Page 08Page 14 Page 17Page 17Page 8
35%would like to see more
multi-height surfaces
in offices of the future
Multi-height surfaces
As well as height-adjustable desks in assigned
workstations or hot desk zones, we recommend
providing multi-height surfaces throughout the
workplace.
This includes collaborative work settings, meeting
rooms, training areas, toilet facilities, rejuvenation
spaces, kitchens and canteens. These are not only
more versatile solutions which provide for a more
diverse workforce, they also help increase movement
and improve physical wellbeing throughout the day.
Staff should be able to benefit from the versatility of
these spaces regardless of their physical ability.
Have you thought about...
n Sensor activated doors
n Handleswithclosed-fistpolicy
n Using two passing wheelchairs
to measure passages
n Multi-height storage
n Poweratnon-fixedheights
n Free-stand laptop tables
n Tables with centred legs
Page 17
31%Agree that their workplaceis currently lacking inheight-adjustable furniture
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Lifestyles & thedifferent generations
One of the other main points we want to bring to light in this guide
is how inclusivity and diversity in the workplace now needs to
extend beyond physical and mental health conditions. Today,
creating an inclusive workplace is also about lifestyle diversities
such as age, gender identity and religion, and building an
environment which is accepting and supporting of all variants.
26% 18-24-year oldswant to see gender-neutral toilets in futureworkplaces...
Compared to only 7% of employeesaged 55+
It’s also important to realise how closely lifestyle is connected to
mental wellbeing and therefore how direct the impact can be on
professional performance and employee experience.
For example:
GOV.UK’s National LGBT Survey of more than 108,000 people
in the LGBT (lesbian, gay, bisexual and transgender) community
revealed that nearly a quarter had accessed mental health
services in the 12 months previous. This is a clear demonstration
of how lifestyle and wellbeing are intrinsically connected –
something which doesn’t just stop when an employee enters the
workplace.
So, as the line between personal and professional lives continues
to blur, work-life integration becomes increasingly important and
something business owners now need to address in order to
foster a welcoming and inclusive workplace.
The work-lifestyle balance
Page 19 Page 20
40%of 25-34-year olds would like to see facilities for new mums (e.g. private spaces toexpress milk) in workplacesof the future
Page 08Page 14 Page 21
Chris Birchall
Workplace Strategist
Penketh Group
“The difference in opinion
between the age brackets
that we’re seeing here
supports our theory that
inclusive workplace design
isn’t just a trend - it’s
going to be more of a
pivotal movement in the
industry going forward.”
Our advice?Introduce a minimal, private space within the workplace which can be
completely shielded and acoustically enhanced for total privacy. This space should
provide soft, modular seating which means it is a comfortable, inviting space and
can also be easily cleared or reconfigured according to requirement.
What’s also clear is that acceptance of lifestyle
choices and personal diversity is increasing in
priority as we move through the workplace
generations and welcome the new eras of
young professionals.
When we surveyed our respondents, we found
that forward-thinking design elements such
as gender-neutral toilets, prayer rooms and
facilities for new mums (e.g. space to express
milk in private) were far more important
to younger UK office workers than
their older counterparts.
45
-54
35
-44
25
-34
Provision for new mums is
a growing priority in
workplaces of the future:
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Designed like this, the space could then
become multifunctional and be utilised by a
variety of people including new mums (to
express milk), staff who want to meditate
during their rejuvenation periods, or as a
prayer space for employees following religions
which call for prayer during working hours.
The space should contain biophilic elements
for wellbeing purposes and during the fit out
process, take measures to ensure complete
privacy. Acoustic solutions should also be
employed here (e.g. light shades enhanced
with sound-absorbing fabric) to minimise
disruption from excess noise and again,
maintain optimum privacy.
81% of 18-24-year oldswant to work for an inclusivecompany
Page 08Page 14 Page 23
Bridgingthe age gap
As the retirement age continues to rise and
the modern workforce spans more generations,
the era of unprecedented technological
advancements also continues to build
momentum.
Workplaces today employ older staff than in
previous generations of work and currently, a
significant percentage of these are feeling
isolated and marginalised by a lack of
experience or confidence with new technology.
Almost a quarter (24%) of our survey
respondents agreed that their workplace is
lacking in training in new technologies which
helps them feel included.
Recommended
design solution:
A high-performance
training space which is
optimised for use by a
wide variety of staff, of
all ages and abilities.
This should include
multi-height surfaces,
multi-user technology,
breakout areas for those
with an extrovert or
more collaborative
personality, and private
spaces for those who
prefer to concentrate
and digest or absorb
information alone.
31% of workers
aged 55+ feel excluded dueto a lack of training in technology
Page 24Page 23
The benefits of ‘Blended Learning’
We also recommend paying close attention to Steelcase’s concept of Blended
Learning, which promotes the idea of catering for both digital and analogue
work. Of course, absorbing, retaining and sharing information in various
different ways depending on personal preference and learning style isn’t a
new idea. However, there are fresh perspectives developing on how to best
facilitate all of these within one inclusive workplace.
Steelcase’s understanding of Blended Learning describes “an approach to
teaching which combines online and face-to-face learning” and means
traditionalists and those who feel outside of technological advancement can
still participate equally.
There are a number of products on the modern furniture market which
combine multiple elements in order to accommodate different learning styles
in one connected work setting. For example, screens on castor wheels easily
manoeuvred around the space to improve viewing and write-on walls or
collaborative pinboards to encourage those who prefer more tangible,
analogue methods.
Multi-user technology
Write-on wall
Pinboard
Portable technology
Adaptable furniture
Page 08Page 14 Page 25
Why invest in inclusive design?
The cultural, social and emotional arguments that
we’ve put forward so far are undisputable and
something many employers and business owners
can resonate with.
What can take more time to figure out is how
pumping time, money and the energy of managing
cultural change into creating an inclusive
workplace can deliver return on investment and
ultimately, have a positive impact on your
bottom line.
There is a multitude of advantages that come with
creating an inclusive workplace, all of which
benefit culture, employee experience and the
bottom line in some way.
54%
69%
40%
are more likely to
accept employment
off a company with an
inclusive space design
than one without
would turn down
a job opportunity
due to a poor
environment or
facilities
say an inclusive
culture is important
when considering
job options
Page 26Page 25
Fostering a positiveworkplace culture
A significant 56% of our survey respondents agreed that they would consider leaving or have
left a job due to an unaccepting culture; 65% said they would turn down a company due to a
negative perception of its culture. This negative workplace culture could potentially be as a
result of poor interior design or facilities.
We are firm believers that workspace design and workplace culture are two intrinsically
connected elements, with the look, feel and functionality of a space having a huge impact
on the behaviours and attitudes of those using it.
In their concept of the ‘6 Dimensions of Workplace Wellbeing’, Steelcase cites a sense of
‘Belonging’ as being one of the essentials pillars in creating a positive employee experience.
Breeding inclusivity through a combination of both design and culture is an effective way to
foster these crucial feelings of belonging, acceptance and inclusion.
Attract & retain top talentOur study revealed that 78% of 25-34-year olds want to work for
an inclusive company. This percentage increases to 81% in 18-24
year olds, which consolidates our claim that going forward, more
and more of the modern workforce are going to want to work in an
inclusive working environment.
An inclusive workplace therefore gives you competitive advantage
when attracting the emerging talent pool of aspiring young
professionals who quite clearly consider it a top priority. Improving
your attraction and retention will then reduce recruitment
requirements, absence rates and turnover of staff. It will help you
acquire the best talent in your industry, bolstering your offering
as a business and fortifying your brand.
Page 08Page 14 Page 27
Future-proofing
Making sure you’re looking ahead and listening to what the
younger employees want – without isolating other generations
of course – will give you a solid insight into the future of work.
Catering for these preferences and evolving your workspace
accordingly will ensure you don’t get left behind.
Keeping your workspace up to date in terms of design and
facilities will hopefully help prevent major refurbishment
projects further down the line. Creating an inclusive workplace
will also encourage synergy between generations, as well as the
wellbeing and productivity of all employees going forward.
Communicatebrand values
Productivity &engagement
An inclusive workplace
can also be an effective
marketing and brand
tactic. Often, the
workplace is the first
thing a prospective
employee, client or
external party will see
of your business so it’s
vital that it sends out
the right signals.
A working environment
where all staff feel
respected, appreciated
and equally valued will
encourage more
participation, idea
sharing and interaction.
In order for employees
to perform to their full
potential and work
collaboratively, they
need the right habitat in
which to do so.
Page 28Page 27
So, what can be taken away from our exploration into
inclusive workplaces and offices of the future?
Conclusion:
Looking to the future...
As we mentioned earlier, it’s becoming increasingly apparent that inclusive
workplaces are going to be more than just a trend. These fresh perspectives
on workspace design mark a significant evolution within the industry – a
movement towards all-encompassing working environments which
breakdown the barriers and limitations previously posed by tradition.
Employers now need to consider inclusive workspace design and company
culture as part of their overall strategy in order to gain advantage in attracting
and retaining talent, as well as maximising the experience for existing
employees. Our survey proves how important inclusive working environments
and facilities are for the workforce of today and therefore, how instrumental it
is in optimising productivity, wellbeing and brand perception.
Key findings:
Inclusive design (25%) is now a higher employment priority than private healthcare (15%)
54% would accept a job over a company with inclusive space design over one without
72% want to work for an inclusive company
59% would consider leaving a job due to a lack of inclusive company culture or facilities
66% of 25-34-year olds want more workspaces designed to support mental health
Over a quarter (27%) say their workplace is still lacking in wheelchair access
Page 08Page 24Page 25
Thoughts?
Now we’ve shared our research, knowledge and
recommendations with you, we’d love to hear what you
have to say on the topic of inclusive workplaces and the
future of commercial design.
@PenkethGroup
facebook.com/penkethgroup
@PenkethGroup
linkedin.com/company/penkeths-limited
Page 18Page 18
Page 08
Disclaimer:
This guide has been created through extensive research, expert opinions and
the guidance of organisations and official documents. Please be aware that
it does not reflect the full requirements of the law; nor should it be used as a
source of legal advice.
All figures, unless otherwise stated, are from YouGov Plc. Total sample size
was 2045 adults of which 984 were employees. Fieldwork was undertaken
between 1st - 2nd May 2019. The survey was carried out online. The figures
have been weighted and are representative of all GB adults (aged 18+).
Sources:
http://www.mixinteriors.com/
https://projects.ncsu.edu/design/cud/about_us/usronmace.htm
https://www.cipd.co.uk/about/media/press/150218-neurodiversity
https://www.sodexo.com/workreimagined/workplace-experience-employee-value-proposition
https://www.aon.com/unitedkingdom/employee-benefits/benefits-and-trends-survey-2019.
jsp?utm_source=Aon&utm_medium=website&utm_campaign=Employee%20Benefits&utm_ter-
m=Benefits%20and%20Trends
https://www.mentalhealth.org.uk/statistics/mental-health-statistics-mental-health-work
https://www.anxietyuk.org.uk/get-help/anxiety-information/frequently-asked-questions/
https://www.equalityhumanrights.com/en/advice-and-guidance/disability-discrimination#act
https://www.thoughtworks.com/insights/blog/building-inclusive-workspace
https://www2.gov.scot/resource/buildingstandards/2017NonDomestic/chunks/ch05s03.html
https://www.gov.uk/government/publications/national-lgbt-survey-summary-report/national-lg-
bt-survey-summary-report
https://www.steelcase.com/content/uploads/2015/02/Blended-Learning-Whitepaper.pdf
https://www.steelcase.com/eu-en/research/articles/topics/wellbeing/six-dimensions-of-wellbeing-
in-the-workplace-2/
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