"The Canary Code is a groundbreaking framework for intersectional inclusion and belonging at work that embraces human cognitive, emotional, and neurobiological differences-neurodiversity. Despite their skills and work ethics, members of autistic, ADHD, Tourette Syndrome, learning differences, and related communities face barriers to hiring and advancement. In the U.S., 30-40% of neurodivergent people and 85% of autistic college graduates struggle with unemployment. Yet, like canaries in the coal mine, they are impacted by issues that ultimately harm everyone. Lack of flexibility, transparency, and psychological safety exclude neurodivergent, disabled, and multiply marginalized talent-and leave most employees stressed and disengaged. This book helps CEOs, human resources and DEI leaders, managers, and consultants design neuroinclusive and thriving workplaces where everyone can do their best work. It draws on examples of pioneering organizations, human stories, academic research, and the author's decades of experience. Organizational psychologist and member of the autistic community, Ludmila N. Praslova, PhD., offers a comprehensive framework for building neuroinclusive workplaces. Embedding the 6 "Canary Code" principles across the talent cycle can unlock human thriving and productivity: Participation; Outcome focus; Flexibility; Organizational justice; Transparency; Valid Measurement. This unique book combines the lived autism experience with cutting-edge organizational thinking, academic rigor, and passionate, artful writing. Readers will experience organizational life through the eyes of neurodivergent individuals and find many tools for human-centric talent management and the inclusive future of work"--
"The Canary Code is a groundbreaking framework for intersectional inclusion and belonging at work that embraces human cognitive, emotional, and neurobiological differences-neurodiversity. Despite their skills and work ethics, members of autistic, ADHD, Tourette Syndrome, learning differences, and related communities face barriers to hiring and advancement. In the U.S., 30-40% of neurodivergent people and 85% of autistic college graduates struggle with unemployment. Yet, like canaries in the coal mine, they are impacted by issues that ultimately harm everyone. Lack of flexibility, transparency, and psychological safety exclude neurodivergent, disabled, and multiply marginalized talent-and leave most employees stressed and disengaged. This book helps CEOs, human resources and DEI leaders, managers, and consultants design neuroinclusive and thriving workplaces where everyone can do their best work. It draws on examples of pioneering organizations, human stories, academic research, and the author's decades of experience. Organizational psychologist and member of the autistic community, Ludmila N. Praslova, PhD., offers a comprehensive framework for building neuroinclusive workplaces. Embedding the 6 "Canary Code" principles across the talent cycle can unlock human thriving and productivity: Participation; Outcome focus; Flexibility; Organizational justice; Transparency; Valid Measurement. This unique book combines the lived autism experience with cutting-edge organizational thinking, academic rigor, and passionate, artful writing. Readers will experience organizational life through the eyes of neurodivergent individuals and find many tools for human-centric talent management and the inclusive future of work"--
Über den Autor
Ludmila N. Praslova, Ph.D., SHRM-SCP, is Professor of Psychology and the founding Director of Graduate Programs in Industrial-Organizational Psychology at Vanguard University of Southern California. Prior to her academic career, she built and led successful intercultural relations programs in global organizations. Her current consulting is focused on supporting organizations in creating systemic inclusion informed by an understanding of neurodiversity. Her other areas of expertise include organizational culture assessment and change, workplace justice and civility, productivity and well-being, and training and training evaluation. She is the editor of the upcoming book Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (Cambridge Scholars). She is a member of the Thinkers50 Radar Class of 2024, a cohort of 30 up-and-coming thinkers whose ideas are predicted to shape management in the coming years.
