The first actionable DEI framework for intersectional inclusion that embraces those with cognitive and emotional differences associated with neurodiversity.

In the U.S., 85% of autistic college graduates struggle with unemployment, but very few organizations have programs to support neurodiversity or disability hiring and success. Autistic people often face barriers to hiring and promotion because of evaluations based on outward “presentation” and more heightened vulnerability to disruptive work environments. Yet, like canaries in the coal mine, their struggles shed light on issues that are ultimately problematic for everyone.

Organizational psychologist and member of the autistic community, Ludmila Praslova, offers her framework for breaking the cycle of systemic discrimination and building a more inclusive workplace. Her “Canary Code” consists of 6 principles that must be embedded in the talent cycle:

• Participation
• Outcome focus
• Flexibility
• Organizational justice
• Transparency
• Valid Measurement

This book will explain why these principles are important, where they fit in the talent cycle, and what they look like in practice. For example, involving individuals in their own job-crafting, focusing on outcomes over methods, and removing arbitrary time, place, and work-style barriers. No other books combine the lived autism experience with cutting-edge academic and organizational thinking. Praslova combines the passion and relatability of lived experience advocacy with academic rigor to create a book that speaks to the mind and the heart of the reader—providing both motivation and practical tools for the long overdue change.