000 04307cam a2200445 i 4500
001 on1417407534
003 OCoLC
005 20240904145208.0
008 231115t20242024caua e b 001 0 eng
010 _a 2023046667
020 _a9781523005840
_qhardcover
020 _a152300584X
_qhardcover
020 _z9781523005857
_qelectronic book
020 _z9781523005864
_qelectronic publication
035 _a(OCoLC)1417407534
_z(OCoLC)1389606087
_z(OCoLC)1433077960
040 _aDLC
_beng
_erda
_cDLC
_dOCLCO
_dTOH
_dGO3
_dOQX
_dYDX
_dOCLCO
_dPMC
_dXFF
_dCNR
040 _dCoBA
042 _apcc
043 _an-us---
049 _aCNRM
050 0 0 _aHD7256.U6
_bP737 2024
082 0 0 _a658.30087/4
_223/eng/20240116
100 1 _aPraslova, Ludmila N.,
_eauthor.
245 1 4 _aThe Canary Code :
_ba Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work.
250 _aFirst edition.
264 1 _aOakland, CA :
_bBerrett-Koehler Publishers, Inc.,
_c2024.
264 4 _c2024
300 _axii, 332 pages :
_billustrations ;
_c24 cm
336 _atext
_btxt
_2rdacontent
337 _aunmediated
_bn
_2rdamedia
338 _avolume
_bnc
_2rdacarrier
504 _aIncludes bibliographical references and index.
505 0 _aIntroduction: 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.
520 _a"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"--
_cProvided by publisher.
650 0 _aPeople with disabilities
_xEmployment
_zUnited States.
650 0 _aNeurodiversity
_zUnited States.
650 0 _aIntersectionality (Sociology)
_zUnited States.
776 0 8 _iOnline version:
_aPraslova, Ludmila N.
_tCanary code
_bFirst edition.
_dOakland, CA : Berrett-Koehler Publishers, Inc., [2024]
_z9781523005857
_w(DLC) 2023046668
942 _cBOOK
_2lcc
999 _c60338
_d60338