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The canary code : a guide to neurodiversity, dignity, and intersectional belonging at work / Ludmila N. Praslova, PhD.

By: Publisher: Oakland, CA : Berrett-Koehler Publishers, Inc., [2024]Copyright date: �2024Edition: First editionDescription: xii, 332 pages : illustrations ; 24 cmContent type:
  • text
Media type:
  • unmediated
Carrier type:
  • volume
ISBN:
  • 9781523005840
  • 152300584X
Subject(s): Additional physical formats: Online version:: Canary codeDDC classification:
  • 658.30087/4 23/eng/20240116
LOC classification:
  • HD7256.U6 P737 2024
Contents:
Introduction: unincludable talent -- Part one: foundations. Neurodiversity primer: a treasure in around your head -- Holistic inclusion: the key to belonging -- The canary code: radical inclusion for holistic belonging -- Part two: removing barriers to employment access. The hiring process: on bias, barriers, and doing better -- Starting off right: onboarding, training, accommodations, and compensation -- Part three: removing barriers to success. Work environment: flexible spaces -- Work organization: productivity and purpose -- Psychological work environment: detoxifying work -- I just want to be myself: performance evaluation and performance management -- Part four: leadership matters. Leading for inclusion: the why -- Leading for inclusion: the how -- Leadership practices: breaking the neuroexclusion ceiling -- Leadership practices: leading while stigmatized -- Conclusion: every changemaker.
Summary: "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"-- Provided by publisher.
List(s) this item appears in: NaN Accommodations Library
Holdings
Item type Current library Call number Copy number Status Notes Date due Barcode Item holds
BOOK BOOK NCAR Library Foothills Lab HD7256 .U6 .P737 2024 1 Not for loan Part of the NaN Accommodations Library Collection. 50583020029801
Total holds: 0

Includes bibliographical references and index.

Introduction: unincludable talent -- Part one: foundations. Neurodiversity primer: a treasure in around your head -- Holistic inclusion: the key to belonging -- The canary code: radical inclusion for holistic belonging -- Part two: removing barriers to employment access. The hiring process: on bias, barriers, and doing better -- Starting off right: onboarding, training, accommodations, and compensation -- Part three: removing barriers to success. Work environment: flexible spaces -- Work organization: productivity and purpose -- Psychological work environment: detoxifying work -- I just want to be myself: performance evaluation and performance management -- Part four: leadership matters. Leading for inclusion: the why -- Leading for inclusion: the how -- Leadership practices: breaking the neuroexclusion ceiling -- Leadership practices: leading while stigmatized -- Conclusion: every changemaker.

"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"-- Provided by publisher.

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