This is a summary of the book titled “The Canary Code:  A guide to Neurodiversity, Dignity and Intersectional Belonging at work”  written by Ludmila Praslova and published by Berrett-Koehler in 2024.  This book is about how to foster an inclusive workplace that celebrates neurodiversity and intersectional dignity and where everyone feels valued and respected. Neurodivergent people with conditions such as autism spectrum disorder, attention deficit disorder, dyslexia, or obsessive-compulsive disorder that impacts the way brain processes information, have suffered to keep up with the rest of the workforce because they don’t fit the status quo. The flexibility provided during Covid-19 came to their rescue and more steps can be taken to promote inclusivity such as hiring and onboarding them by understanding their needs, heeding their input on office space design and workflow flexibility. Leaders should create psychologically safe workplaces by listening, communicating clearly, and aiming for objective performance reviews. When these same employees become leaders, they could pass on the same benefits to others.

Inclusive workplaces promote diverse interaction, communication, and productivity styles by challenging neuronormative standards. Neurodiversity acknowledges the vast variations in human cognition, emotion, and perception, including conditions like ADHD, autism, and dyslexia. Myths about neurodiversity perpetuate exclusion in the workplace, as they lump people together while ignoring neurodivergent needs and preferences. To enable neurodivergent employees to do their best work, organizations must create flexible, inclusive environments that respect individual differences in social, cognitive, emotional, and sensory needs.

The "Canary Code" framework promotes inclusivity for neurodivergent employees. It emphasizes the importance of involving marginalized employees in decision-making, focusing on outcomes, ensuring flexibility, promoting organizational justice, and maintaining transparency, and using appropriate decision-making tools. By adopting these principles, organizations can create a more productive and inclusive workplace.

Companies like Deloitte, Infinite Flow, Legalite, Call Yachol, Ultranauts, and Dell have implemented these principles to ensure a diverse workforce. These practices have improved onboarding processes, engagement, and overall performance. Companies like Dell have also implemented neurodiversity programs, allowing candidates to showcase their abilities. Overall, these principles promote a more inclusive and productive workplace.

To make hiring and onboarding more inclusive, organizations should understand the needs of neurodivergent employees and conduct thorough analyses to ensure job descriptions accurately reflect the position's requirements. This includes separating essential qualifications from desirable ones, using plain language, and focusing on outcomes rather than methods. Onboarding should integrate new employees into the organization, offering a quality "preboarding" experience, providing clear information, and tailoring training methods.

Inclusive office spaces should accommodate a wide range of sensory, physical, and cognitive needs, with employees' input in the design process. Flexible work arrangements, such as flexible schedules, remote work options, and hybrid models, can enhance productivity for neurodivergent employees. Psychologically safe workspaces should be created by listening, communicating clearly, and aiming for objective performance reviews. A toxic work environment features non-inclusive, disrespectful, unethical, cutthroat, and abusive behaviors, which can negatively impact all employees' well-being and performance. By implementing these strategies, organizations can create a more inclusive and supportive work environment for all employees.

Neurodivergent leaders can create more inclusive workspaces by overcoming myths and stigmas that limit recognition and development of diverse leadership talents. By leveraging individual strengths, creating growth tracks, and fostering a culture that values diverse perspectives, companies can unlock innovation, improve morale, and build more resilient leadership teams. Neurodivergent leaders can overcome biases by embracing unique experiences, fostering empathy, and fostering inclusivity within their teams. By remaining authentic, trusting in their unique perspective, and focusing on transparent communication, neurodivergent leaders can inspire others and promote a culture of acceptance and understanding.