{"id":9910,"date":"2026-02-17T00:00:00","date_gmt":"2026-02-17T05:00:00","guid":{"rendered":"https:\/\/www.restaurantscanada.org\/menu\/sarang-kitchen-a-toronto-restaurant-for-people-who-are-too-often-designed-out-of-both-the-dining-room-and-the-schedule\/"},"modified":"2026-10-20T13:47:06","modified_gmt":"2026-10-20T17:47:06","slug":"sarang-kitchen-a-toronto-restaurant-for-people-who-are-too-often-designed-out-of-both-the-dining-room-and-the-schedule","status":"publish","type":"menu","link":"https:\/\/www.restaurantscanada.org\/fr\/menu\/sarang-kitchen-a-toronto-restaurant-for-people-who-are-too-often-designed-out-of-both-the-dining-room-and-the-schedule\/","title":{"rendered":"SARANG KITCHEN: A Toronto restaurant for people who are too often designed out of both the dining room and the schedule."},"content":{"rendered":"\n

Located in the heart of Toronto\u2019s west end, Sarang Kitchen serves modern Korean comfort food\u2014crispy fried chicken, house-made sauces, and shareable dishes that draw both families and food lovers from across the GTA. Founded in 2022 by former educator Jennifer Low and her husband, Chef Deon Kim, the restaurant was built with dual intentions: to offer exceptional food and to create meaningful, sustainable employment for neurodivergent individuals. It\u2019s a place where the playlist<\/em> volume adjusts to the table with the lowest sensory threshold, where staff are trained through visual checklists and tailored supports, and where families who\u2019ve long avoided dining out can finally exhale. That\u2019s what makes Jennifer and<\/em><\/p>\n\n\n\n

Deon\u2019s project feel less like a feel-good story and more like an operator\u2019s case study\u2014a rigorous, system-first approach to hospitality that widens the hiring pool, stabilizes execution, and keeps guests coming back for the food as much as the philosophy behind it.<\/em><\/p>\n\n\n\n

Jennifer is not a restaurateur by training; she is an educator whose career took her from mainstream classrooms in Singapore to a specialist school in New Zealand. There, she watched neurodivergent students who excelled in school hit a cliff at graduation: supports were cut off, opportunities ran scarce, and social isolation was all too common. \u201cThey could be really happy in school. They could be thriving in school, but once they leave school, the supports drop off,\u201d she says. \u201cParents don\u2019t really know what to do, and many young people end up at home for the rest of their lives on an iPad. There\u2019s no connection with community.\u201d When she and Deon moved to Canada in 2022 (he with the ambition to open a restaurant with his own menu, she with the imperative to close a gap she\u2019d seen up close), they began designing a business with the mission wired into the operating system. \u201cInstead of just opening a restaurant with only, you know, good food\u2026I thought we could also do something for the community,\u201d Jennifer says. The concept was simple, but radical: employ neurodivergent team members alongside neurotypical peers and create a sensory-friendly experience so families could actually dine out together in comfort, without bracing for judgment or overload.<\/p>\n\n\n\n

Just two years in, Sarang Kitchen employs nearly 30 people and has opened a second location, a scale shift Jennifer acknowledges they\u2019ve had to work hard to stay on top of. Team lunches that used to seat ten now sprawl to twenty. Growth has forced her to hustle to protect culture, to coach faster when fit wasn\u2019t there, and to codify what works. Her educator\u2019s eye shows up everywhere in the operation, and checklists are the backbone: opening, mid-shift, close, and cleaning. Recipes are \u201cdown to the grams.\u201d Stations are labelled. Visual job aids translate ambiguity into repeatable steps\u2014photos for plating, pictorial guides for sauce tosses and garnishes, and short training videos that staff can replay on their phones. A neurodivergent prep cook might prefer to watch a video of Jennifer demonstrating how to break down a chicken on repeat at home or a front-of-house trainee might shadow a manager and then get a visual script for greeting, seating, and handling requests. The standard is the standard, but the pathway flexes to the learner. \u201cIf the employees say, \u2018Okay, I need a visual recipe for this. I need to see pictures of how this is done.\u2019 That\u2019s when I come in,\u201d Jennifer explains. \u201cEvery training aid is easily accessible on the kitchen walls.\u201d<\/p>\n\n\n\n

If the back of house is engineered for learning and precision, the dining room is engineered for control\u2014by the guest. Music is instrumental or low-stimulus by default, and the volume is responsive to the preference of guests. \u201cIf we get a whole dining room of 10 tables, and one table says that the music is too loud, we usually follow the lead of that table with the lowest sound threshold.\u201d If ambient noise or chatter still overwhelms, staff bring out sensory boxes stocked with noise-cancelling headphones and fidgets. A dedicated sensory room adds optional decompression with an aquarium, aurora lights, and calming audio. \u201cWe added a sequin panel wall guests can touch, change the colour and write on,\u201d Jennifer says. \u201cOur guests told us they wanted more tactile elements. We also added stepping stones and counting blocks for toddlers. They get restless waiting for food, and families need a safe place to ride out those minutes.\u201d<\/p>\n\n\n\n

Jennifer explains that accommodating neurodivergent guests is not about an expensive buildout; it\u2019s about empowering staff to respond without friction. If a guest asks for silence, the music goes off. If the room is busy and voices stack up, headphones come out. Guests are also learning at the same time. When a chatty employee\u2019s enthusiasm collides with a guest\u2019s need for quiet, a direct, polite cue solves it. \u201cHe really wants you to have a good time,\u201d she told the surprised diners. \u201cBut he also needs to be told directly that you want to have your food in peace.\u201d<\/p>\n\n\n\n

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The response from the neurodivergent community has been immediate and faithful. \u201cFamilies come every two weeks or so, or every month,\u201d Jennifer says, sometimes driving in from as far away as Milton and Barrie. \u201cThey feel seen when they walk into Sarang Kitchen,\u201d she says. \u201cThey feel like they can share their stories with us about the sensory difficulties, the challenges that they have. It\u2019s normalized here\u2026they feel safe.\u201d For neurotypical diners who discover Sarang first for the food, the mission becomes an extra reason to return. Some notice the restaurant discourages tipping and ask why, opening a conversation about values and equity.<\/p>\n\n\n\n

But Sarang Kitchen is not to be confused with a novelty or \u2019feel-good\u2019 restaurant. The food is amazing. They\u2019ve earned nearly 22K Instagram followers and over 2,200 Google reviews with a 4.7-star rating. \u201cPeople love the food,\u201d Jennifer beams. \u201cThey say it\u2019s the best Korean fried chicken in the GTA. My husband has done an awesome job with the chicken and the sauces.\u201d<\/p>\n\n\n\n

Hiring and training are where the model proves itself to operators. Sarang partners with groups like George Brown College\u2019s Augmented Education program to host work experiences and internships that work as gateways to permanent jobs. The training cadence is realistic and consistent. \u201cFor neurotypical staff, our training is three months, and within three months, 80 per cent of trainee staff will be able to get there.\u201d For neurodivergent team members, outcomes vary by role and supports needed. \u201cAbout 60 per cent of neurodivergent employees become able to work independently,\u201d Jennifer says. \u201cSome reach autonomy within three months; some need a year and a role change from kitchen to front of house to find the right fit.\u201d The retention story is where the business case comes into focus. \u201cI can definitely say that the retention rate is really high for neurodivergent employees,\u201d Jennifer says. \u201cOnce you train them, they\u2019re not going to leave because they love the place so much.\u201d<\/p>\n\n\n\n

Rather than a silver bullet, the Sarang Kitchen model is a living dialogue that shapes the structure and consistency behind sustainable success. Jennifer refuses to locate problems in people. She looks at the system first. \u201cIf issues come up, we don\u2019t immediately blame the person, instead we look at the system to see where there may be barriers,\u201d she explains, noting that this mindset forces daily refinement, and some messy, emotional, often unglamorous work. Checklists get rewritten when they come up short in practice. Communication paths get clarified when someone is unsure who to ask. Visuals are added when words aren\u2019t landing. The approach may be more demanding, but it also builds psychological safety: the permission structure to ask questions and to request a different mode of instruction.<\/p>\n\n\n\n

Jennifer also acknowledges that the culture at Sarang Kitchen must be nurtured and guarded. \u201cThere have been people who didn\u2019t fit with the culture, and it was hard the first few times I had to have difficult conversations,\u201d she admits. Protecting the team meant moving quickly when behaviours undercut the mission. It also meant absorbing the emotional burden of being the clarifier-in-chief. \u201cI always tell the team that I\u2019m open. They can text me any questions they have,\u201d she says. The boundary that keeps the work from swallowing the couple is a promise they made before opening day. \u201cWe promised to stay true to the mission we started out with, and so every decision we make is aligned with that.\u201d<\/p>\n\n\n\n

The restaurants\u2019 model specifically scales through contact. The couple built an inclusion approach, so neurodivergent and neurotypical staff work side by side. \u201cWhen neurotypical staff work with neurodivergent employees, their impression changes for the better and they reach a better understanding,\u201d Jennifer says. Diners ask questions like, \u201cWhat\u2019s the sensory room for?\u201d or \u201cWhat does neurodivergent mean?\u201d and staff learn to answer from a place of real understanding and experience. The idea is that normalization happens in the flow of service, not in a training manual.<\/p>\n\n\n\n

For operators considering this path, Jennifer\u2019s advice is to seek experienced partners. \u201cThere are a lot of nonprofit organizations that can help, and there are job coaches who help neurodivergent youth find jobs and work experience. They want their clients to be supported in the workplace, so they also help produce visuals and checklists and run training for you and your team.\u201d<\/p>\n\n\n\n

She also encourages operators interested in welcoming neurodivergent guests to start small, using the tools they already have. Many restaurants already have dimmable lights and a volume knob, so it\u2019s easy to let the \u201clowest threshold\u201d guest guide decisions on light and sound. Stocking a couple of sensory boxes and formalizing a quieter daypart as a \u201csensory-friendly hour\u201d are easy ways to get started. The upside is not theoretical. \u201cYou open a door to a whole new market of families who are dying to go out, but just need a place that gets it,\u201d she says, noting that when the food also lands, these guests become regulars.<\/p>\n\n\n\n

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The Sarang Kitchen team is young and diverse, ranging in age from the low 20s to 30 years old, with many neurotypical teammates also being new Canadians working toward permanent residency. That mix, plus Sarang\u2019s dual-track training, creates a talent bench that can grow into sous-chefs and managers. It also makes the operation feel like part of a bigger web of support. Regulars recognize one another; families connect and trade resources. Staff take pride in a place that insists they can succeed and then builds the scaffolding to make that happen. Jennifer sees the pattern and is hungry to push it outward. \u201cWe get so many emails, and a lot of people who walk in asking about jobs but, realistically speaking, Sarang Kitchen cannot hire all of them,\u201d she says. The solution she and Deon are pursuing is a training program in partnership with nonprofits\u2014templated checklists and photo-aided SOPs that restaurants can print and deploy, plus on-site coaching when needed. \u201cThere needs to be a successful training program that caters to employers as well as neurodivergent youth,\u201d she says. The goal is to bridge the gap and make adoption turnkey.<\/p>\n\n\n\n

As they continue to build, the couple keeps investing in their original vision, planning staff lunches to reconnect a team that\u2019s doubled, making small tweaks that remove friction, and fine-tuning a playlist or making it okay to turn the music off entirely if one table asks. The results show up in the small metrics that operators feel in their bones: guest loyalty, staff retention, and a product that validates the concept.<\/p>\n\n\n\n

It is tempting to sentimentalize Sarang Kitchen, but Jennifer and Deon refuse to. This is real work and their livelihood. The lesson for foodservice is that inclusion is an operational discipline housed within a set of design choices that reduce risk. Inclusion expands who can thrive on your team and creates spaces where a wider variety of guests can have a good time. \u201cOur mission is always the part customers remember,\u201d Jennifer says. \u201cIt brings heart into your food.\u201d<\/p>\n\n\n\n

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Follow Sarang Kitchen at: sarangkitchen.ca<\/a>\u00a0 |\u00a0\u00a0 @sarangkitchento<\/a><\/p>\n\n\n\n

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