Overview

"""Exclusion robs people of opportunities, and it robs organizations of talent. In the long run, exclusionary systems are lose-lose."" How do we build win-win organizational systems? From a member of the Thinkers50 2024 Radar cohort of global management thinkers most likely to impact workplaces and the first person to have written for Harvard Business Review from an autistic perspective comes The Canary Code-a guide to win-win workplaces. ""Exclusion robs people of opportunities, and it robs organizations of talent. In the long run, exclusionary systems are lose-lose."" How do we build win-win organizational systems? From a member of the Thinkers50 2024 Radar cohort of global management thinkers most likely to impact workplaces and the first person to have written for Harvard Business Review from an autistic perspective comes The Canary Code-a guide to win-win workplaces. Healthy systems that support talent most impacted by organizational ills-canaries in the coal mine-support everyone. Currently, despite their skills and work ethics, members of ADHD, autism, Tourette Syndrome, learning differences, and related communities face drastic barriers to hiring and advancement. In the U.S., 30-40% of neurodivergent people and 85% of autistic college graduates struggle with unemployment. Like canaries in the mine, they are impacted by issues that ultimately harm everyone. Lack of flexibility, transparency, and psychological safety excludes neurodivergent, disabled, and multiply marginalized talent-and leaves most employees stressed and disengaged. This unique book is a guide to change-making for CEOs, managers, HR leaders, and everyone who wants to contribute to building a more inclusive world. The authors' over 25 years of experience spanning global diversity to neurodiversity leadership and extensive research on innovative practices of uniquely inclusive organizations around the world inform this books'- Explicitly intersectional approach to (neuro)inclusion Holistic understanding of humans and their social, cognitive, emotional, and physical differences. Holistic approach to organizational talent practices, from creating job descriptions and recruiting to onboarding, performance management, and leadership development. A globally inclusive approach that centers, celebrates and invites multiple voices from the neurodivergent community. A ""lead from where you are"" approach to change-making. This groundbreaking book combines the lived experience with academic rigor, innovative thought leadership, and lively, accessible writing. To support different types of readers, academic, applied, and lived experience content is clearly identified, helping readers choose their own adventure."

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9781523005840

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Reviews

""" The Canary Code is a game-changing look at organizational leadership and diversity. This work is a paradigm shift in moving away from outdated practices and developing inclusive talent systems where everyone can thrive.""  –Dorie Clark, Wall Street Journal bestselling author of The Long Game and executive education faculty, Duke University Fuqua School of Business “The last several years have produced a sad spate of promises from companies to level the playing field, to make diversity, equity and inclusion a priority, and to create workplaces where everyone feels they belong.  Sadly, those promises proved empty. Many companies gave it the old college try, and some failed simply because our approaches to inclusion fail to account for how organizations actually change. You simply can’t campaign your way to an inclusive workplace.  Fortunately, Dr. Ludmila Praslova has shown up with a playbook that works. While embracing neurodiversity is a pioneering front, she throws open the doors of understanding to a world of intersectionality that arms us with strategies and approaches that actually work to design inclusive workplaces where we all can thrive.  Give everyone in your organization a copy of this, read it together, and then open your eyes to the magic of the multiple layers of diverse people with whom you’ve been gifted. Embrace them, welcome them, and ultimately, learn to include them.  None of us are included until we’re all included.” –Ron Carucci, Managing Partner, Navalent, best-selling multi-award winning author of Rising to Power and To Be Honest “I’ve been following Ludmila’s neurodiversity thought leadership and her writing for Harvard Business Review and Fast Company for a while. The Canary Code book is a roadmap to creating more compassionate workplaces that bring out the best in everyone. This is a must-read for all who want to be effective allies.” –Lan Nguyen Chaplin, Professor of Marketing, Northwestern University"

Author Information

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.

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