Are we really responsible?

If we point that out, are we responsible?

Specifications entail much more than one might think: Matteo Bonotto, Design Manager at Agilité, discusses what responsibility truly means in the real estate sector.

Specifications have always carried considerable weight in the construction industry. Drawings, bill of materials, and performance criteria determine what is manufactured, purchased, and installed. But in an industry facing increasingly tight budgets, fragile supply chains, and growing ethical scrutiny, a more difficult question lies behind the technical details: if we specify it, are we responsible for what follows? 

Earlier this year, Matteo Bonotto, Head of Design at Agilité, joined More The A Building’s NextGen group for a roundtable discussion on this very topic—and here are his key takeaways.

The honest answer is unsettling for many of us. Because responsibility doesn’t end with intent or documentation. It manifests itself in procurement discussions, design review meetings, on-site pressures, and, ultimately, in how a building functions and is treated long after it is completed.

The Specification: A Starting Point—Not an End in Itself

Sustainability is often defined right from the design phase—through material selection, carbon targets, and commitments to ethical sourcing—and, on paper, everything seems to add up. But in reality, that’s where accountability can start to fall apart. 

Program constraints shorten deadlines, costs fluctuate, products become unavailable, and, as a result, specifications are quietly scaled back—sometimes for reasons that seem justified at the time. Ethically sourced wood becomes a less expensive alternative. Locally sourced, handcrafted products are replaced by imported but readily available ones, because this “keeps things moving.” Responsibility is not measured by what we demand; it is measured by what we accept.

When sustainability, cost, and scheduling clash 

Of course, compromises are inevitable, and anyone who claims otherwise hasn’t completed a project recently. The question, then, isn’t whether compromises are made, but to what extent they are visible.  

All too often, the industry treats sustainability as an issue to champion in public but to negotiate discreetly in private. A more responsible approach is simpler, though less comfortable : honesty. If a product cannot be delivered on budget or on schedule, say so—early and clearly. Present the alternatives along with their real-world implications—such as cost, carbon footprint, sustainability, and working conditions—and enable informed decision-making. 

In recent years, certification standards such as B Corp have gained prominence across the industry. When misused, they can be reduced to little more than a token of virtue, but when used wisely, they offer something far more valuable: a way to frame decisions when conflicting pressures come into play. 

The most valuable contribution of frameworks like B Corp isn’t a logo for your website, but the establishment of a discipline focused on asking better questions and striving for continuous improvement. Who bears the risk further down the supply chain? What happens if this material fails prematurely? Are we optimizing for short-term delivery or long-term performance? Who benefits from this decision, and who bears the negative consequences? 

It is important to note that these issues apply just as much to procurement and supplier relationships as they do to the selection of materials. Responsibility is not limited to certificates; it is reflected in behavior, contracts, and the way responsibilities are allocated.

A shared responsibility, not a blame game

The industry has a deeply ingrained tendency to shift responsibility down the chain. The client looks to the designer. The designer looks to the company. The company looks to the supplier. When a problem arises, responsibility is so diluted that no one feels capable of—or obligated to—take action.

At Agilité, we believe in shared influence and responsibility. Designers define the scope of possibilities. Clients set the priorities. Companies translate choices into action. Suppliers determine what can be delivered responsibly. No one controls the outcome alone, but everyone helps shape it. Recognizing this changes the nature of the conversation: teams stop looking for someone to blame and start asking how to make it work in practice.

Suppliers: Partners in Knowledge, Not Just in Supply

If liability extends beyond the statute of limitations, suppliers can no longer be pushed to the bottom of the chain. They are key players who possess valuable knowledge: they know where social risks lie, what deadlines are realistic, and which certifications are robust and which are purely cosmetic. But they must feel empowered to speak up.

If every issue raised is perceived as a weakness or a business risk, suppliers will quickly learn to say what we want to hear. Conversely, early engagement, clear expectations, and open communication allow problems to be brought to light while there is still time to act.

With this in mind, Agilité organizes supplier forums at each of its European locations: spaces where companies and suppliers can freely discuss opportunities, challenges, ideas, and feedback.

Lifespan: A Key Aspect of Sustainability

The most persistent sticking point in the specifications is time. A project can boast excellent environmental metrics yet still be deeply wasteful if it is designed to be dismantled in three to five years. Conversely, simple materials chosen for their durability and adaptability can prove far more sustainable than options marketed as more “sustainable.”

Designing for adaptability, disassembly, and reuse is not a marginal option; it is a matter of fundamental responsibility. If we know that a space is bound to change, to freeze it in place permanently—or in a way that destroys value during transformations—is to betray the very intent of the project.

So, are we responsible? Most likely, but not in the sense that the question is often asked. It is not the act of prescribing a product that makes us responsible. It is failing to track its journey, allowing substitutions to go unnoticed without reacting, accepting compromises without acknowledging them, or designing spaces without considering their use, their evolution, or their end of life.

The specification has an impact. Responsibility lies in how it is exercised: collectively, transparently, and with an eye to the realities on the ground. The sector does not need more grand statements or more elaborate documents. It needs more candid conversations about what really happens when intentions collide with reality.

Because, ultimately, responsibility isn’t demonstrated by what we say we want to build, but by what we’re willing to defend when the pressure mounts.

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MILAN DESIGN WEEK 2026

Milan Design Week once again transformed Milan into its creative laboratory from April 20 to 26, 2026.

Milan Design Week, a must-attend global event for design and interior architecture, once again transformed Milan into a creative hub from April 20 to 26. Over the course of a week, architects, design firms, luxury brands, and commercial real estate professionals gathered to explore new trends in interior design and workplace environments.

As they do every year, the Parella teams traveled to Milan to identify the trends that will shape the offices and workspaces of tomorrow. From Brera to Tortona, this 64th edition confirms a major shift: materials, storytelling, and emotion are becoming the new cornerstones of workplace design.

Trends that are transforming workspaces.

SPATIAL DESIGN AS A STORYTELLING TOOL

Throughout the city, historic swimming pools, cloisters, apartments, and palaces have been transformed into immersive experiences that blur the lines between art and interior design. At Hermès, Gucci, Loewe, and Loro Piana, the installations did more than simply decorate the spaces—they told a story.

Gucci showcased 105 years of history in the cloisters of San Simpliciano through monumental tapestries. Aesop transformed a church into a luminous architectural space, while Margraf, in collaboration with Hannes Peer, recreated an apartment made entirely of marble, bathed in light and water.

An approach that directly addresses the new challenges facing workspaces: today, an office no longer serves just one purpose; it must foster a culture, evoke emotion, and strengthen a sense of belonging.

COLORS AND IDENTITY: TOWARD MORE EMOTIONAL SPACES

Carmine red, deep lilac, olive green, or Klein blue: vibrant colors were everywhere, breaking with the neutral color schemes that had long dominated offices and commercial spaces.

Promoted by brands such as Dedar, cc-tapis, Pierre Frey, and Élitis, they have become powerful drivers of identity and employee experience. Color brings warmth, contrast, and personality to work environments, while fostering more inclusive and engaging spaces.

Sustainable materials and reuse at the heart of design
The “A Matter of Salone” campaign explored the origins and impact of the materials used in objects and spaces. Reclaimed wood, artisanal ceramics, bio-based composites: the materials told the story of the object just as much as its form.

The Salone Raritas section, dedicated to limited-edition pieces that blend design and fine craftsmanship, has reinforced this trend. Reuse, responsible sourcing, and sustainability are no longer secondary concerns; they have become central criteria in the design of spaces.

THE CREATIVE PROCESS BEFORE THE PRODUCT

Under the theme“Essere Progetto”(translated as “Being the Project”), design was shown in motion: prototypes, sketches, and raw materials took center stage over finished objects.

This is a philosophy we share at Parella. The best interior design projects always result from close collaboration with users, with the goal of creating workspaces that are efficient, sustainable, and aligned with the company’s culture.

WHAT PARELLA TAKES AWAY FROM MILAN DESIGN WEEK 2026

These trends directly inform our approach to workplace strategy, office transformation, and space design.

Every project now raises the same questions: Does this space evoke emotion? Does it foster connection and a sense of belonging? Do the materials chosen reflect a commitment to sustainability?

From real estate strategy to space design, Parella helps companies create work environments that are more distinctive, engaging, and sustainable.

And we can’t wait to write this new chapter in design together with you.

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The Workspace Expo, a leading European event for design and interior design, once again lived up to expectations from March 24 to 26.

Over the course of three days, the event brought together the entire ecosystem—visionary manufacturers, bold designers, technical experts, and strategic decision-makers—to shape the office of tomorrow. Against a backdrop of constantly evolving attitudes toward work, this edition highlighted concrete solutions that combine collective performance, individual well-being, and an increasingly refined aesthetic.

As we do every year, the Parella teams were on hand to explore these new frontiers in commercial real estate. Our presence is essential to decipher the transformations underway, pick up on emerging trends, and test the innovations that will fuel our future projects. Fully immersed in the latest trends, we refined our perspective on sustainable solutions and collaborative technologies, with a clear goal: to continue guiding our clients toward workspaces that are no longer merely places of transit, but true destinations with high added value.

The takeaway: The history of the office needs to be rewritten.

It’s becoming clear what employees are looking for in the office: learning, connecting, and creating together.

1. AI is reshaping work; the office fosters community
AI automates, accelerates, and takes over certain tasks. What it cannot do, however, is foster community. The office remains the place where collective intelligence is built, where knowledge is shared through physical presence, and where social connections cannot be delegated to a tool.

2. The Learning Space: A Central Focus
While the office should foster learning, it must also create the right conditions for it. In an environment where demands are constant and the flow of information is continuous, concentration has become a challenge in itself. Acoustics, booths, quiet zones, air quality: these factors, prominently featured at the trade show, are what make the office a place where people can truly learn.

3. A space where everyone feels at home
Disabilities, mental load, sensory sensitivities, and the need for solitude: inclusion in the workplace goes far beyond what meets the eye. Between 15% and 20% of the population has a neuroatypical profile. For these employees, the work environment can make all the difference.  Designing with everyone in mind from the start means creating a better space for everyone—a place where people feel safe, at home, and fully able to work.

4. Circular Furniture: From Concept to Practice
A section dedicated to the circular economy confirms that reuse is here to stay. Secondhand furniture, recycled materials: responsible sourcing is now integrated from the design stage.

For Parella, these findings directly inform our recommendations.

What we’ve seen fuels the questions we ask ourselves with every project: Is this space designed for learning, connecting, and growing?

From real estate strategy to space design, from project management to change management, we are involved at every stage of your project, guided by a steadfast belief: a well-designed space is a driver of performance and culture.

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Neurodiversity in Design

Neurodiversity in Design: How the Workplace Is Adapting to Its Employees

For years, workplace design has emphasized collaboration, culture, and experience.

More recently, he has turned his attention to well-being, flexibility, and choice. But one of the most important debates regarding the built environment is just beginning to gain traction: neurodiversity. Andrew Zacharias, National Director of Agilité Luxembourg, explores this topic in greater detail.

According to the CIPD, neurodiversity refers to natural differences in how the human brain functions and in behavioral traits, and estimates suggest that up to 20% of the population may exhibit some form of neurodiversity. Meanwhile, BSI’s PAS 6463 standard, the UK guide on neurodiversity and the built environment, clearly states that design must meet the needs of a neurodiverse society and create places that are “more inclusive for everyone.”

Workstation | Workspace Design Show 2026

Rethinking the Workplace: Why Is Neurodiversity So Important Today?

This last point is important because neurodiversity in the field of design is often portrayed as a niche issue, or a topic that concerns only a specific minority group. In practice, this frame of reference can be part of the problem. It makes the subject seem too specialized before people have even had a chance to understand it.

What is clear, both in research and in practice, is that it is not simply a matter of designing for a label. It is a matter of designing for people as they truly are: different from one another, different from one task to the next, and often different from one day to the next.

Create work environments that reflect the way people actually work

Offices have traditionally been designed according to a one-size-fits-all model, but many of the features now associated with neuro-inclusive design—such as quieter zones, clearer spatial cues, improved acoustics, and a wider range of layouts—benefit far more than just a single group of users.

This is consistent with the available data. Research on workplace design has repeatedly shown that there is no such thing as a truly “off-the-shelf” office, and that personality, preferences, and tasks all influence how people perceive a space and work within it. A 2018 research collaboration between the University of Bath, Bath Spa University, and Atkins specifically supported this thesis, highlighting that different spatial and environmental qualities—including density, views, and noise levels—shape the experience in different ways, and that activity-based environments can help support different tasks and user profiles.

Perhaps the best place to start, then, isn’t “How can we design for neurodivergent people?” but “Why have we accepted workplaces that require everyone to work under exactly the same conditions?”

Open-plan offices are a good example. For certain tasks and certain personalities, they can foster energy, interaction, and visibility. For others, they are a constant source of distraction that hinders concentration. A recent systematic review of 55 studies (Design Research Society Digital Library) found that background noise and open-plan workspaces have a negative impact on workplace well-being, while views of plants and natural elements can improve it. Another 2025 study of 971 employees working in activity-based offices found that a greater sense of task privacy, a better fit between the individual and their environment, higher satisfaction with the work environment, and greater ease in changing workspaces were associated with better recovery, greater work capacity, a lower risk of burnout, and fewer symptoms of insomnia.

This helps explain why the debate over neurodiversity in design is gaining momentum today—not in isolation, but alongside broader questions about the future of the office itself. Since the pandemic, organizations have spent a lot of time wondering how to encourage people to return to the workplace. Generally, this debate centers on collaboration, hospitality, and community. These elements are important. But they are not the whole answer.

People don’t come to the office just for the atmosphere. They come for different reasons, depending on the day. Sometimes they need to connect with others. Sometimes they need to focus. Sometimes they need a sense of belonging. Sometimes they need a quieter place than their home. Sometimes they need a quieter place than the office where they already work.

That is why neuro-inclusive design should not be reduced to a simple list of technical specifications. It is not simply a matter of adding a rest room and considering the job done. It is about recognizing that everyone perceives space differently, and that good design offers them multiple ways to thrive within that space.

The BSI’s PAS 6463 standard reflects this diversity. It covers lighting, acoustics, thermal comfort, and wayfinding, but the fundamental principle is that poorly designed environments can cause avoidable stress and exclusion, while the best ones reduce friction and facilitate participation. This is not just a social argument; it is also a business argument. The World Health Organization notes that safe and healthy work environments are more likely to minimize workplace tensions and conflicts and improve staff retention, performance, and productivity. The CIPD also highlights the importance of neuro-inclusion for well-being, performance, and retention.

This is where the topic becomes particularly interesting from a conceptual standpoint. Because once we stop viewing it as merely an addition to inclusion, it begins to refine the entire set of specifications.

From Compliance to Experience: A New Approach to Inclusive Design

Workplace Lighting | Workplace Design Expo 2026

Lighting is no longer just a matter of compliance and lux levels. It is now about control, glare, contrast, and the impact of different types of light on attention and fatigue. Acoustics is no longer a secondary technical consideration. It is now essential for enabling people to think effectively. Wayfinding is not limited to signage. It is about reducing cognitive load and making a space legible. Space planning is not just about density and headcount. It is about offering both a refuge and opportunities for interaction, predictability, and stimulation.

If we collectively accept that different tasks require different environments, and that hybrid work has changed employees’ expectations regarding autonomy and concentration, it follows that the most resilient workplaces will be those that offer people more choice, greater clarity, and less unnecessary stress. This is certainly a good thing for neurodivergent colleagues. But it’s also beneficial for the finance manager trying to work on numbers without being interrupted, for the project team reviewing plans in a lively group setting, or for the person who simply arrived that morning feeling overstimulated.

This distinction is important because it shifts our perspective away from viewing design as something intended for a small group of people, and instead sees it as a response to the reality of human diversity. Our moods change. Our tasks change. Our abilities change. We are not robots, and our workplaces should stop acting as if we were. Some people prefer to be in the thick of things, others need a quieter environment, and many of us shift between these states depending on the day and the task at hand.

One of the challenges for clients is that neuro-inclusive design is ahead of the market in some respects. The intent is there, but the data is only just beginning to emerge. Compared to sustainability, where benchmarks and cost overruns are better understood, neurodiversity in design can still feel like venturing into uncharted territory. Clients understand the logic behind it, but it is harder to quantify the return on investment in the same way when the outcomes are human, behavioral, and long-term.

That is why this discussion is so important to us today. We are working on a major project in Luxembourg where neurodiversity is not an afterthought, but a fundamental design principle. This is already changing the nature of the questions we ask—and rightly so. Not “What does a standard office look like?” but “What kind of environment helps more people perform at their best?” Not “What is the bare minimum we need to provide?” but “How can we design a workplace that is intuitive, supportive, and accessible to as many people as possible?”

In fact, this is a question that strikes me as particularly relevant to the future of work, because in reality, the office is no longer just competing with other offices, but also with the home, autonomy, comfort, and people’s growing willingness to say—quite reasonably—“This environment isn’t right for me.”

What I’ve learned over the past few months is that neurodiversity in design isn’t about creating special accommodations, but about taking into account what people have been telling us—both directly and indirectly—for years: the environment shapes behavior, concentration, mood, and a sense of belonging.

Workplaces that take this reality into account will not only be more inclusive; they will be better.

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Building Change

Building change through a more inclusive sector.

Despite decades of advocacy and investment, women remain severely underrepresented across the construction industry. According to a study conducted by Simian Risk, women account for only 14% of the total workforce in the UK construction industry, and only 1% hold manual labor positions on construction sites.

Following Women in Construction Week and International Women’s Day, we spoke with our Country Manager for Germany, Sara Purvis, to hear her perspective on the challenges and opportunities ahead.

I’ll be honest: until recently, I hadn’t really taken the time to think about the importance of WIC Week. Perhaps, like many, I thought things were gradually improving. Yet the more I looked into it, the more I felt that progress was stagnating—and that, in some areas, we were even seeing a step backward.

In our industry, leadership roles remain disproportionately held by men, with women occupying just 7% of executive positions and board seats. And although 15% of apprentices in the construction sector are now women—an improvement from less than 10% a decade ago—progress remains slow. Only 13% of construction companies in the UK are owned by women, and the sector continues to have a 20% gender pay gap—one of the highest across all sectors.

These statistics highlight an undeniable reality: this must change. Not only because equality is a matter of principle, but also because the sector is facing significant shortages of skilled labor that cannot be resolved as long as 50% of the population remains underrepresented.

Photo of several people in a meeting room looking towards a screen or a main speaker who is off-camera.

Looking back over 30 years (from a personal perspective)

In 2026, it will have been thirty years since I first set foot on a construction site. At the time, I was a student on a gap year and was working as an assistant on the land planning team at Wimpey Homes. I remember feeling no sense of being at a disadvantage—only optimism, enthusiasm, and the confidence that my resolutely feminist high school had instilled in me.

Throughout my career, I have often (though not always) been the only woman in the room. And yet, I felt like an equal among my peers. I felt like I belonged. I realize today just how lucky—and privileged—that makes me. So the question I ask myself is this: “If it seemed so simple three decades ago, why does the construction sector still have the lowest female participation rate of any industry in the UK today?”

Photo of a group of four people engaged in conversation, in front of a red wall and some posters.

The broader context – the United Kingdom versus Germany

Some answers can be found in history. In Germany, for example, women were legally barred from many construction trades until 1994—the same year I was taking my first steps on construction sites in North Yorkshire. It’s hard not to see an echo of that law in the current very low representation of women in German manual trades.

But the situation in the United Kingdom raises other questions. Women now make up a much larger proportion of the workforce in construction-related professions such as architecture, engineering, and project management—but not in manual trades.

Is Germany’s highly regulated and formalized apprenticeship system part of the problem there? And is the United Kingdom facing a similar situation because the culture on construction sites has evolved more slowly than that of the liberal professions?

Looking ahead…

Faye Allen’s book, *Building Women*, sheds new light on the realities faced by women in the construction industry today. Drawing on the results of a survey of more than 1,000 participants, it highlights the obstacles women still face—whether it’s inadequate facilities on construction sites or hostile micro-cultures—and offers suggestions for improving the situation.

Above all, the improvements the industry needs are not simply “women’s issues.” These are issues that affect everyone, because a safer, more inclusive, and more professional environment benefits all staff, improves retention, and strengthens the industry’s reputation.

At Agilité, we are committed to being part of this change. Currently, women make up 40% of our leadership roles, compared to 60% men, and our goal is not simply to celebrate this representation, but to create environments where women can thrive, advance, and shape the future of our industry.

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