Sensory-Friendly Workspace Assessment

As an IBCCES Certified Autism Professional who has also facilitated workshops and experiences across more than a hundred venues and workspaces, I have seen firsthand how profoundly the sensory environment shapes the performance, morale, and wellbeing of every employee in the room.

I created this assessment based upon research-grounded guidelines and peer-reviewed studies to help you evaluate your workspace and understand the impact it is having on your workplace. Across eight categories, you will get a clear, honest picture of what your environment is doing well and where there is meaningful room to grow.

Take the assessment below to discover exactly what your workspace is doing for, or to, your team.

Sincerely,

Ascendify Founder

Auditory Environment

How would you describe the overall noise level in your primary workspace during a typical workday?

It is generally quiet and calm, with noise levels that allow for easy concentration without effort.

It is consistently noisy, with overlapping conversations, equipment, music, or phone calls throughout the day.

It can get loud at times, but there are some quieter periods or areas throughout the day.

Does your organization offer employees control over the sound environment in their immediate workspace?

There are some options available, but they are limited or not consistently accessible.

Yes, employees can use noise-canceling headphones, adjust their workspace location, or move to quieter zones as needed.

No, employees have no individual control over the sound environment in their workspace.

How does your workplace handle sudden or unpredictable sounds, such as alarms, loud announcements, or unexpected equipment noise?

Sudden, unpredictable sounds occur regularly and are not managed or communicated to employees in advance.

We provide some notice for planned activities, but unexpected sounds are common and go unaddressed.

We minimize sudden sounds where possible and provide advance notice of any planned loud activities or drills.

Are there designated quiet zones in your workspace where employees can work without conversation, background music, or high ambient noise?

Yes, there are clearly marked, consistently maintained quiet zones that employees regularly use.

We have some quieter areas, but they are not formally designated, consistently maintained, or easy to access.

No, there are no quiet areas. Noise is consistent throughout the entire workspace.

Visual & Lighting Environment

What type of lighting is primarily used in your workspace?

Mostly overhead lighting with limited adjustability, with some access to natural light.

Primarily fluorescent overhead lighting with little to no natural light and no individual adjustment options.

A combination of natural light, adjustable LED lighting, or warm-toned fixtures that employees can dim or adjust.

Can employees adjust or personalize the lighting in or near their individual workspace?

Some employees have limited options, but lighting adjustability is not consistently available across the workspace.

Yes, employees have access to desk lamps, adjustable fixtures, dimmer switches, or the ability to work near windows.

No, lighting is fixed, centrally controlled, and cannot be adjusted by individual employees.

How would you describe the visual organization and clutter level of your workspace?

Workspaces are consistently organized and uncluttered, with clear, simple signage and minimal visual distractions.

The workspace is visually busy or cluttered, with disorganized areas, excessive signage, or competing patterns throughout.

The workspace is generally organized but has some areas with visual clutter, excessive signage, or competing visual elements.

Olfactory Environment

Does your organization have a fragrance-sensitivity or scent-awareness policy?

No, there is no scent or fragrance policy, and strong perfumes, colognes, or other scents are common in the workspace.

We have discussed or informally recommended fragrance awareness, but no formal policy is in place.

Yes, we have a clear, communicated, and enforced policy that limits or discourages strong fragrances in the workspace.

How are strong food and chemical smells managed in your workspace?

Some boundaries around food exist, but strong smells from cleaning products or shared food areas sometimes affect the main workspace.

Food is confined to designated areas, ventilation is strong, and cleaning products with strong odors are used during off-hours.

Food, cleaning products, and other strong scents regularly permeate the primary work area without management or mitigation.

Thermal Comfort

How would you describe employees' ability to regulate their personal thermal comfort at work?

Employees can adjust their own workspace temperature using fans, personal heaters, or have easy access to areas with varying temperature settings.

Temperature is centrally controlled but reasonably maintained, with employees having limited ability to self-regulate.

Temperature is inconsistent, poorly controlled, or a frequent and unaddressed source of employee discomfort.

Privacy & Spatial Environment

How would you describe the physical privacy available to employees in your workspace?

Some private spaces exist, such as glass-walled offices or partial dividers, but full privacy is limited and inconsistently available.

The workspace is entirely open plan with no meaningful privacy between employees and no enclosures available.

Employees have access to private or semi-private workspaces with meaningful visual and auditory separation from others.

Does your organization offer a designated decompression or quiet room, separate from restrooms and break rooms, where employees can take a sensory break during the workday?

No such space exists, and employees have no option to retreat from sensory stimulation during the workday.

Yes, there is a clearly designated, consistently available, quiet and low-stimulation space that employees can access freely.

There are informal quiet spaces employees sometimes use, but no formally designated decompression room exists.

How is crowding and workspace density managed in your primary work area?

Workspace density is thoughtfully managed to avoid crowding, and employees have adequate personal space between workstations.

Space is somewhat limited but generally adequate during standard hours, with crowding occurring during peak times.

The workspace is consistently crowded, with employees in close proximity and minimal personal space between workstations.

Culture, Training & Communication

Have your leadership team and managers received any training on sensory diversity, neurodiversity, or inclusive workplace design?

Some informal learning or exposure has occurred, but no formal training program is in place.

Yes, leadership and managers have completed formal training or education on sensory needs and neurodivergent inclusion.

No, leadership has not received any training or education related to sensory diversity or neurodivergent inclusion.

How does your organization handle employee requests for sensory accommodations?

No formal accommodation process exists, or employees are generally unaware that sensory accommodations can be requested.

Accommodations can be requested, but the process is unclear, inconsistent, or employees may feel hesitant to ask.

There is a clear, confidential, and supportive process for employees to request and receive sensory accommodations without stigma.

How would you describe your organization's overall culture around sensory needs and neurodiversity?

Our culture is openly inclusive and actively celebrates neurodiversity, with leaders modeling sensory awareness in daily behaviors and decisions.

Sensory needs and neurodiversity are rarely, if ever, considered in our culture, policies, or day-to-day practices.

There is general awareness and good intentions, but sensory inclusion is not yet embedded into culture or operational practices.

Flexibility & Predictability

How much advance notice do employees receive before significant changes to their physical workspace or daily routine?

Changes to the workspace or routine are made with little to no advance notice given to employees.

Employees are given clear advance notice and an explanation for any significant changes to their environment or schedule.

Advance notice is provided inconsistently, sometimes with little lead time or explanation.

Does your organization offer flexible work arrangements that allow employees to modify when and where they work to support their sensory and focus needs?

Some flexibility is available but it is limited, inconsistently offered, or depends heavily on individual manager discretion.

No meaningful flexibility exists, and all employees are required to work from the same space during fixed hours regardless of individual needs.

Yes, flexible arrangements such as remote work, flexible hours, or choice of workspace location are consistently available.

Physical Comfort & Sensory Tools

How would you describe the seating, furniture, and physical ergonomics available in your workspace?

Employees have access to varied seating options and ergonomically designed furniture that supports different physical and sensory needs.

Standard ergonomic furniture is provided, but there is limited variety or ability for employees to personalize their physical workspace setup.

Seating and furniture are uniform and non-adjustable, with no meaningful ability for employees to modify their physical setup.

Does your organization provide or actively support access to sensory regulation tools, such as noise-canceling headphones, desk lamps, fidget tools, or visual privacy screens?

Some tools are available or tolerated, but their use is inconsistent and there is no formal policy or organizational provision.

Yes, sensory tools are either provided by the organization or employees are openly encouraged and supported in using their own.

No sensory tools are provided, and employees have not been encouraged or supported in using them.

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Research Sources & References

The following verified sources informed the questions and scoring criteria in this assessment:

Ben-Sasson, A., Hen, L., Fluss, R., Cermak, S. A., Engel-Yeger, B., & Gal, E. (2009). A meta-analysis of sensory modulation symptoms in individuals with autism spectrum disorders. Journal of Autism and Developmental Disorders, 39(1), 1-11.
IBCCES (International Board of Credentialing and Continuing Education Standards). (2024). Certified Neurodiverse Workplace Program.
National Autistic Society. (2023). Accessible environments: Guidance for making spaces autism-friendly.
NHS England. (2023). Sensory-friendly resource pack: Supporting autistic adults in workplace settings.
Weber, C., Krieger, B., Häne, E., Yarker, J., & McDowall, A. (2022, September 6). Physical workplace adjustments to support neurodivergent workers: A systematic review. Applied Psychology, 73(3), 910-962.