We are a pretty diverse group in the arts; culturally, physically and of course mentally. It is one of our great strengths. It can also be one of our biggest challenges. Whilst we've been in lockdown I've spent some of the extra time finally getting my ASD diagnosis. It was something I've been putting off for a long time, but now that I can proudly call myself autistic I feel that I've come home.
I'm really interested in how our organisations are using our neurodiverse strengths to inform the options we offer out audiences and consumers. And also how we use our diversity to strengthen us internally. I'm lucky that I'm at a company that celebrates and accepts difference (my CEO actually recommended the psychology clinic I ended up at). There were a few topics on the TLCC agenda (spoiler alert) about how we approach mental wellness and neurodiversity in our work - both for out patrons and for our peers. In lieu of TLCC I'd like to ask what have been your approaches, and your organisations, to celebrating and accommodating neurodiversity and enabling our art.
Hoping that you all are doing ok in lockdown. As always I'm here if you need me.
I'm so glad to see this post Heath! I'm always interested in how organizations are managing any kind of diversity. At Woolly, I know more of our "policies" center around mental health in general, not so much neurodiversity specifically, but wanted to drop what we do if nothing else.
All full time employees have 3 Personal Days per year to use. No questions asked. No explanation necessary. Just some extra "Freebie" days to take when you need them. Furthermore, many staff members take comp-time or work flexible hours in order to go to therapy/psychiatry appointments, just like standard eye doctor/dentist/etc. appointments. Folks just block off the time on their calendars and coordinate with their supervisor. This isn't so much a set in stone policy, but rather something we all adhere to.
Hope this helps for other orgs out there!
-Ashleigh
Thanks Ashleigh. That's a great point. We have a mental wellness policy and plan and from informal sentiment it seems to be well received from staff.
I love your personal days ... that's great. Our mental wellness policy has 3 appointments per year with our psychologist. I've used it for other things but it was invaluable for me to get assistance with an ASD referral.
Interestingly I hadn't considered the broader sense of how to make our workplace more inclusive for neurodiversity until 2 executives asked me on separate occasions (post "coming out"). Their point was well made. Making the working environment less disabling leads to greater happiness at work as well as higher productivity (less sick days, burnout etc). I'm not the only autistic at our small organisation and I'm certainly not the only non-neurotypical so it is definitely a great question to ask.
Having a more inclusive work environment seems to be a great way to strengthen the team.