Book Review: “The Canary Code” by Ludmila N. Praslova, PhD

Friday, August 30, 2024.

In today’s rapidly evolving work environment, the concepts of diversity and inclusion are more critical than ever.

As organizations strive to create spaces where all employees can thrive, Ludmila N. Praslova’s book, The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work, emerges as an interesting voice.

This book not only challenges us to rethink inclusion but also offers practical strategies to transform our workplaces into spaces of true belonging.

Embracing Neurodiversity: Beyond Accommodation

At the core of The Canary Code is the concept of neurodiversity—viewing neurological differences such as autism, ADHD, and dyslexia not as challenges to be managed but as assets to be leveraged.

Praslova argues that neurodiverse workers bring unique strengths to the workplace, such as enhanced focus, working memory, creativity, and problem-solving skills. She emphasizes that inclusion is not just about making accommodations but about fundamentally restructuring how work is designed and how success is measured.

This perspective shifts the narrative from a deficit model—where neurodiverse employees are seen as needing help—to a strength-based model, where their contributions are recognized and valued. Organizations that embrace this view can unlock a broader range of talents and ideas, driving innovation and fostering a more dynamic work environment.

Neurodiversity should be celebrated as a strategic advantage. By recognizing and valuing different ways of thinking, organizations can create richer, more innovative teams.

Dignity as the Foundation of Inclusion

One of the most compelling aspects of Praslova’s work is her focus on dignity.

She argues that true inclusion goes beyond simply making room for neurodiverse employees; it requires recognizing and affirming their inherent dignity. This involves seeing neurodiverse folks as full contributors to the workplace, whose identities and experiences enrich the organizational culture.

Praslova’s emphasis on dignity challenges organizations to move beyond tokenism. It’s not enough to check off boxes for diversity; real inclusion means creating environments where every employee feels respected, valued, and integral to the company’s success.

Inclusion rooted in dignity transforms workplace cultures, ensuring that all employees, including those who are neurodiverse, feel genuinely valued and respected.

Intersectionality: Understanding the Whole Person

Praslova’s discussion of intersectionality is a critical addition to the conversation about workplace inclusion. Intersectionality, a concept coined by Kimberlé Crenshaw, refers to how different aspects of identity—such as race, gender, and disability—intersect to create unique experiences of privilege and oppression.

In The Canary Code, Praslova highlights how neurodiversity intersects with these other aspects of identity, leading to unique challenges and opportunities for individual workers to perform well within a work-life balance.

For instance, a Black woman with ADHD may face different biases than a white man with the same condition. Praslova urges organizations to adopt an intersectional approach to inclusion, recognizing and addressing the specific experiences of employees who navigate multiple forms of marginalization.

Effective inclusion must account for the intersecting identities of employees. By understanding and addressing these complexities, organizations can create truly equitable workplaces. For example the ability to interact with external AI may vary greatly.

Practical Strategies for Creating Inclusive Workplaces

Beyond theory, The Canary Code offers practical strategies for fostering inclusion.

Praslova provides actionable advice on everything from revising recruitment practices to designing sensory-friendly workspaces.

She emphasizes the importance of leadership in driving these changes, noting that leaders must model inclusive behaviors and be committed to continuous learning.

One of the strengths of the book is its passionate focus on creating environments that support and empower neurodiverse employees.

For example, Praslova suggests rethinking job descriptions to focus on essential skills rather than traditional qualifications, which can often exclude neurodiverse candidates. She also advocates for workspaces that accommodate different sensory needs, ensuring that everyone can work comfortably and productively.

Creating inclusive workplaces requires both thoughtful strategies and strong leadership. Organizations must be proactive in making their environments supportive and empowering for all employees.

Critiques and Areas for Further Exploration

While The Canary Code is an intriguing contribution to the discussion of workplace inclusion, it is not without critiques.

Some readers might feel that the book could delve deeper into the complexities of intersectionality, or provide more concrete case studies to illustrate how these strategies play out in real-world settings.

Additionally, while Praslova emphasizes the role of leadership, some may argue that more attention could be given to grassroots, employee-led initiatives that also drive significant cultural change.

While the book offers a solid foundation for understanding and implementing inclusive practices, some areas, such as the complexities of intersectionality and the role of employee-led initiatives, could benefit from deeper exploration.

Transforming Organizational Culture

Ultimately, Praslova’s vision in The Canary Code is about more than just making workplaces more inclusive—it’s about fundamentally changing organizational culture.

I’m not sure American workplaces are prepared to embrace neurodiversity and intersectionality.

It’s been suggested that companies can foster environments where diversity is celebrated, and every employee feels a sense of belonging. This cultural shift benefits not only neurodiverse employees but the entire organization, leading to more innovative, dynamic, and compassionate workplaces.

Consequently, they endorse embracing neurodiversity and intersectionality initiatives towards a cultural transformation that ostensibly benefits everyone in the organization.

Final thoughts

The Canary Code is an essential read for anyone committed to understanding the folks who are deeply invested in creating truly inclusive workplaces.

Ludmila N. Praslova, PhD, offers a thoughtful, but opinionated exploration of how organizations might decide to move beyond surface-level diversity efforts and create environments where all employees can thrive.

I’m becoming progressively more hopeful that workplaces will be more intentionally accomodating to neurodiverse employees. I’m less optimistic that intersectionality as a set of ideas in the workplace will find a curious audience.

But this book is not just about understanding neurodiversity in the workplace—it’s about refining and introducing notions of intersectionalty in a way that respects and celebrates the dignity of every team member, but also supports the aspirations of the wider enterprise.

Be Well, Stay Kind, and Godspeed.

REFERENCES:

Armstrong, T. (2011). The power of neurodiversity: Unleashing the advantages of your differently wired brain. Da Capo Lifelong Books.

Crenshaw, K. (1989). Demarginalizing the intersection of race and sex: A Black feminist critique of antidiscrimination doctrine, feminist theory, and antiracist politics. University of Chicago Legal Forum, 1989(1), 139-167.

Doyle, N., & Mervyn, K. (2020). Neurodiversity at work: Drive innovation, performance, and productivity with a neurodiverse workforce. Kogan Page.

Ferdman, B. M., & Deane, B. R. (Eds.). (2014). Diversity at work: The practice of inclusion. Jossey-Bass.

Jasanoff, S. (2005). Designs on nature: Science and democracy in Europe and the United States. Princeton University Press.

Sandel, M. J. (2007). The case against perfection: Ethics in the age of genetic engineering. Harvard University Press.

Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189. https://doi.org/10.1016/j.hrmr.2017.07.003