The importance of inclusive, human-centric workplaces

By Amrit Sandhar, Founder and CEO, &Evolve

When we think about creating inclusive, human-centric workplaces, we need to consider two equally important dimensions: the physical and the psychological. While both matter, organisational attention often leans heavily towards the physical.

Workplace design has traditionally focused on aesthetics, and understandably so. If a space doesn’t look appealing, no amount of explanation about its functionality will persuade people to engage with it. Efficiency and workflow also dominate design decisions. Organisations want to reduce wasted time, so layouts are optimised for productivity and movement. Yet beyond the impressive entrance or statement feature, the spaces where people spend most of their working lives often look remarkably similar: rows of desks, storage cupboards, and the occasional piece of art attempting to soften otherwise sterile white walls.

So, what should organisations really be considering when designing inclusive, human-centric workplaces?

Physical aspects

Plants and green spaces can make a meaningful difference. Some organisations have introduced living walls, using plants as natural dividers between spaces. Research supports their impact. Kinnafick and Thøgersen-Ntoumani, in The effect of the physical environment and levels of activity on affective states (Journal of Environmental Psychology), cite earlier work by Van den Berg, Koole and Van der Wulp (2003), which found that even viewing images of nature can support mood restoration and reduce stress and anxiety.

Natural light is another critical factor. Exposure to daylight helps regulate circadian rhythms, making windows far more than an aesthetic choice. Beyond light, the materials surrounding us also matter. Natural materials such as wood have been shown to support stress recovery. Douglas et al. (2022), in a mixed-methods study from Stanford University titled Physical workplaces and human well-being, explored how materials, windows, and representation influence biobehavioural outcomes. Earlier research by Professor Alan Hedge at Cornell University (2018) found that employees exposed to natural light experienced an 84 per cent reduction in symptoms such as eyestrain, headaches, and blurred vision. Noise also plays a significant role in workplace wellbeing. According to the European Agency for Safety and Health at Work, 54 per cent of employees surveyed reported being bothered by workplace noise, defined as unwanted sound. Persistent noise can elevate stress levels and undermine concentration.

Temperature is often seen as subjective, as it is rarely comfortable for everyone. However, having some degree of control matters. Providing zones with warmer and cooler temperatures can help accommodate unique needs, rather than forcing a single ambient temperature on everyone.

These physical considerations may seem obvious, but how often are they all consciously factored into workplace design decisions?

Psychological aspects

Inclusive environments are not simply about bringing people together in open spaces. They are about avoiding segregation while still allowing individuals and teams to focus. Consider the typical meeting room. Many are designed around long rectangular tables, which can actively hinder communication. At opposite ends of a 30-foot table, meaningful conversation becomes difficult unless people raise their voices. The design itself works against engagement.

People frequently report being invited to meetings where their presence adds little value. If meeting spaces were smaller and more limited, there might be greater intention around who truly needs to attend. Round tables designed for smaller groups can encourage participation, improve communication, and reduce unnecessary meetings.

For those who work remotely, the office often represents something they miss: social connection. When people choose to come into the workplace, they want that time to feel worthwhile. One of the most consistently cited benefits of office working is the opportunity for spontaneous, informal interactions. Creating spaces that enable these moments matters. Social areas that are open, filled with natural light, constructed from sound-dampening natural materials, and designed to encourage casual conversation can play a powerful role in fostering inclusion.

The importance of culture

Even the most thoughtfully designed space will fail if the culture does not support interaction. Many people come into the office only to find their days filled with meetings, leaving little opportunity to connect with others, learn what is happening across the organisation, or build relationships. To be truly human-centric, cultures must allow space for conversation, reflection, and informal connection. While this may be perceived as unproductive time, it is often the very thing that strengthens commitment, collaboration, and trust.

Beautiful workplaces cannot compensate for cultures that are permanently “on,” where evenings and weekends are normalised, metrics drive every interaction, and people feel burned out or fearful. Russell’s Circumplex Model of Affect reminds us that thriving environments balance energy with wellbeing. We want workplaces that feel energising and pleasant, but we also need space to slow down, unwind, and create the psychological conditions for creativity and innovation.

Ultimately, culture will always determine how inclusive and human-centric a workplace truly is. No amount of investment in design can compensate for a culture that does not value trust, psychological safety, or genuine human connection. At &Evolve, we see time and again that organisations make progress when they stop treating inclusion as a design problem and start understanding it as a values and behaviour challenge. When leaders understand what truly matters to their people, and where misalignment exists, they can design workplaces and cultures that reinforce, rather than undermine, inclusion.

Inclusive, human-centric workplaces are not created by accident. They are intentionally designed from the inside out, grounded in values, supported by culture, and expressed through the environments people work in every day.