Reaching a better understanding of the cost – and value – of inclusive spaces

COMMENT The benefits of a diverse and inclusive workforce are better understood than ever before. Multiple studies have shown that diverse workplaces create happier employees and better results. Conversations which started pre-pandemic around accessibility and flexibility, since accelerated by hybrid working, prove employers can offer greater elasticity around the environment in which we work. Organisations of all shapes and sizes are now compelled to match “home comforts” with the benefits of collaboration in an office environment. Beyond the social drivers for greater equality, there is a strong commercial imperative for such changes. Companies need to attract and retain a diverse pool of talent and those that best cater to a range of needs will have most success in this regard. Making adjustments The extent to which this issue is in the spotlight has been underlined by new Equality and Human Rights Commission guidance for employers of women going through menopause. That this remains a concern in 2024 is a stark reminder of how far we still need to travel on equality, but also tells us that these concerns are reflected in the political agenda and regulatory environment. The guidance covers adjustments that can be made to offices for common symptoms associated with menopause, including providing rest areas, temperature-controlled rooms and cooling systems. In a world of tight budgets and inflationary pressures, it is heartening to see many employers investing in their workforces by offering such spaces. However, there are many more that start with good intentions but do not necessarily have a long-term strategy for delivery. It is therefore vital to help occupiers understand the costs from the outset to ensure they are able to stick to the plan and deliver an inclusive vision. Cost premiums Within offices, the array of specialist and activity-based spaces is growing, but they have one thing in common – their cost premium. Contemplation, faith, mothers’ and quiet rooms come at some of the highest costs per sq m in office fit-out plans, according to Turner & Townsend’s 2023 Global occupier fit-out report. In London, these amenities can account for as much as 20% of the overall cost, particularly for high-spec fit-outs. Quiet rooms with controls for heating and cooling have the single highest price tag at around £6,400 per sq m – almost double that of meeting rooms. The picture becomes more complicated when we consider the implications for wider scheduling and design. Tension between budget and timescale priorities often leads to inclusive measures being stripped back or, worse, removed completely. Culturally, the damage of raising and dashing expectations can be significant. These spaces aid talent attraction, retention and career progression. They contribute to employer brand and support the collaboration and productivity drive that many businesses count on to maximise the benefits of co-working. The EHRC’s guidance also highlights that employers could be sued for disability discrimination if they do not make accommodations for staff. Inclusive fit-outs do not have to involve a trade-off between cost and comfort. A comprehensive, early and ongoing understanding of the costs involved will equip teams to make the case for these spaces. This comes down to getting better data and finding smarter ways of reporting the benefits. Digitalising cost models helps itemise and understand inclusivity line items, enabling them to be built into business cases early. Better data use for forecasting also helps to give insight into what is to come, allowing teams to mitigate risk and ensure programmes are kept to budget and schedule. Once projects are underway, digital platforms allow for real-time data collection, retrieval and analysis. Costs can be benchmarked against projects globally, helping teams to see how programmes shape up in the wider market context. Transformative vision An example of a UK scheme leading the way is Barclays’ Glasgow Campus, representing one of Scotland’s biggest inward investments. Home to 5,000 employees, the campus comprises 46,000 sq m (495,000 sq ft) of sustainable office, training, wellness, amenity and community facilities across three new buildings and two renovated listed buildings. Social value and inclusion are front and centre in the design, with flexible space for enjoyment and relaxation alongside work, as well as community exhibition spaces and a street food market offering fresh and healthy food options. Barclays’ vision from the outset was to create something transformative that would have a long-lasting impact on Glasgow, its people and the local economy. Examples like this should both reassure and galvanise occupier clients. Inclusivity does not need to be trade-off – we can make the workplace work for everyone. Nadia de Klerk is director and global head of occupier at Turner & Townsend Photo © Turner & Townsend