ZANE Services

Work with HR  to create an create an inclusive process for addressing neurodivergent issues in the workspace including professional resources available locally. 

Create a safe space that enables staff members to feel they can be open in identifying as neurodivergent. When a staff member identifies as neurodivergent, help them work with their manager and HR to create an action plan for how to alleviate any challenges their diagnosis might be in the workplace. When a challenge occurs, sit down with the staff member to discuss ways to support them and how to accommodate the plan. 

Create a committee or a subgroup to an existing committee focused on belonging non-apparent disabilities, creating a safe space where neurodivergent individuals on staff know they belong and can share experiences with each other. 

Create a neurodiversity review board including self advocates that analyzes new exhibits, experiences, programs, etc. to make sure they are inclusive to all audiences no matter what their diagnosis. 

Create back-of-house spaces where neurodivergent individuals can retreat when they need a break and de-stress. 

Train leaders on duty about how different neurological disorders can look and prepare them to cope with any that might happen on their shift. 

Do a survey to neurodivergent individuals on staff about what works best for them and how they want their diagnosis to be approached in the workplace (we can lead the survey process.)

Create a training where members of staff can be named mental health advocates that can be identified as safe spaces familiar with how to be supportive.

Celebrating mental health awareness internally and externally to communicate it is a crucial value of the organization. 

 Check in on team members’ mental health on a periodic basis to see how strategies are working.