Project overview

A global games studio commissioned Tilting the Lens to carry out an access audit of their office in Ireland, to identify and address areas that could be challenging for people with mobility and accessibility concerns, and/or neurodivergent access needs.

Tilting the Lens assessed the space and delivered a full audit and report with best practices and pragmatic solutions, from easy alterations that could be implemented quickly, to longer-term plans that will improve the company’s working culture.

The challenge

Tilting the Lens’ role was to audit the office space, taking account of the varied functions of different spaces, provide suggestions for improvement, and to establish best practices in accessibility across the client’s workspaces and events. This work would grow their inclusive working culture, resulting in greater employment opportunities for disabled talent, as well as strengthening the company’s position as a leader in accessible practices. 

Our client’s initial concern was specifically around physical accessibility, citing the weight of the doors within the office. The site visit and audit also identified other issues, most notably that the floor plan was extremely complex for a single-level office, while many of the office areas were similar in design, making navigation confusing. In addition some of the company branding used as interior decor could have compromised accessibility for people with sight loss.

The approach

Tilting the Lens audited the client’s offices with reference to both local, national, and global building standards. We also used best practice accessibility standards, particularly taking the access requirements of Neurodivergent communities into consideration. This approach ensured that recommendations would take account of the general welfare of all staff and visitors to the site.

This informed our pan-disability recommendations across physical, digital, sensory and wayfinding elements of the workspaces. We applied each of these elements to different accessibility requirements and inclusion frameworks. We also looked at the use and purpose of the space and furniture. For example, whether employees use an area to work, share, or assemble, knowing that within these uses, some people might prefer high stools or sit-stand desks, comfortable armchairs, chairs with high backs, or chairs with low arms.

Outcome and impact

We delivered an accessibility audit and report with quantifiable metrics and tangible feedback that focused on particular areas for improvement.

Built environment

There were some quick wins that could be implemented immediately in the space, such as colour-coding sections of the office, so that open-plan spaces were easily differentiated from each other. 

Use of colour contrast can be a building regulations requirement and is sometimes misinterpreted with garish results. The contrast can be subtle and remain effective for people with sight loss and neurodiversity, as well as creating a more inviting space for all employees and visitors.

There were also more complex solutions that would require additional resources, or coordination with the landlord. These were clearly stated with advice on how to approach the landlord regarding shared spaces such as entrance lobbies and fire evacuation stairs. 

Signage and navigation

Navigating the office was noted as particularly challenging for first-time visitors and Neurodivergent employees. We made recommendations around communicating the layout of the space, and revising the room-naming strategy to be more readily and independently understood. In particular for first time visitors, putting up more strategic signs, assigning room numbers, and putting a visitor plan in place. 

Biophilic design

Biophilic design is a concept used in buildings to connect the occupants to natural elements. We advised on how to apply the principles of biophilic design, employing a palette of natural colours and materials, and adding plants to the space, with care not to trigger allergies or sensitivity to fragrance.

Communication

As well as the physical workspace, we recommended the client assess the accessibility of their internal communication channels, and we offered advice on assistive technologies. 

Policy and culture

It’s important that a commitment to accessibility is reflected in company policies and the shared mindset, and where necessary, this means addressing a lack of awareness and training.

The client has put quick wins into effect, and has begun the next stage of making the space more accessible. They have a clear action plan in place to help them to budget for long-term goals.

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