The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work

by Ludmila N. Praslova

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.

Genres: Nonfiction, Psychology, Autistic Spectrum Disorder, Disability, Leadership, Business, Audiobook

1 pages, Audio CD

Published September 3, 2024

Reviews

[caroline stokes · Rating 5 out of 5]

Fortunately, as an executive coach, I received an advance copy from Ludmila several months ago, as I plan to write about her book on the topic of how leaders can better inform themselves on the broad range of brain power in their organizations.

I recommend The Canary Code for any leader that wants to understand people, performance, inclusion, psychological health that starts with understanding and moves quickly into understanding how to hire, onboard, grow your talent within ecosystems.

To be more blunt, I'm often asked by HR, technology, creative and business intelligence clients, "How do I handle my ADHD employees who burnout?", "I am scared to hire a person that seems autistic, what should I do", or "My employee isn't doing what I set out in the JD, do I do a PIP?". These are great tactical questions, however, understanding how to approach a neurodiverse culture will have you know the answers, and much more. The Canary Code is your short-cut to being the inclusive leader you say you are or want to be.

[Barbara R. Saunders · Rating 5 out of 5]

Ludmila Praslova, PhD, brings to the Canary Code all the intellectual rigor and compassion that characterizes her articles in outlets like Fast Company and Harvard Business Review. The thesis: Neurodivergent employees — those with ADHD, autism, TBI, dyslexia, and other non-typical variations in how they perceive and process the world — are like canaries in the coal mine. They are the first to show signs of distress from the kinds of environmental stressors that can actually harm *everyone,* such as cultures of cryptic, political communication, and excessive noise in modern open-office settings. Praslova doesn’t just identify the problems. She offers solutions for creating neuroinclusive workplaces. A strength of this book is the way the author provides multiple ways to engage with the content. Each chapter includes anecdotes, “deep dives” into research, suggestions for practice, and questions to explore.

[Karen Hummel · Rating 5 out of 5]

Adding to her many existing and highly valued contributions to the understanding of emotional inclusivity and belonging, especially as it relates to neurodiversity in the workplace, Dr. Ludmila Praslova has provided additional guidance and insight in her new book The Canary Code. Written in an easy to access style that is both engaging and informative, Praslova emphasizes the need for Holistic Neuroinclusion, acknowledging that people function on social, cognitive, emotional, and physical levels, and attention to varying needs across all of these human aspects is essential to maximize individual well-being and personal performance. Through her brilliantly presented concepts, Praslova encourages workplace cultures of respect, compassion, and dignity, which will empower individuals and transform work environments. The Canary Code is an excellent work with world-changing potential!

[Jeff Hittenberger · Rating 5 out of 5]

The Canary Code is essential reading for anyone who is a caring, competent, and responsible leader. Author Ludmila Praslova makes it clear that 'neurodiversity' is not a fad or a code word, but a non-negotiable for flourishing people, organizations, and communities. Neurodiversity is a fresh and empowering way to understand ourselves and the people around us. Praslova's research is profound and she weaves stories and studies together in a highly accessible way, integrating neurodiversity principles into a "choose your own adventure" format. For anyone who is aware that the concept of neurodiversity is important and the practice of inclusion is essential, this book is exactly the companion and guide you need!

[Christina Guthier · Rating 5 out of 5]

The Canary Code is, to my knowledge, the most holistic book on neurodiversity at work. It extends
the guidance that Dr. Ludmila Praslova has been providing in her numerous articles (e.g., published in Harvard Business School, MIT Sloan Management Review) on neurodiversity in the workplace. Her writing is, as always, engaging and evidence-based. If you want to start creating workplaces where everyone can truly feel respected and seen, grab the Canary Code and get inspired about how to foster change towards more humane work environments.

[Jessica · Rating 5 out of 5]

A ‘canary in a coal mine’ is a harbinger of danger: historically, they were caged birds whose sensitivity of air quality signaled to miners if the air became harmful. They did this by dying.

Ludmila N. Praslova’s The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work demonstrates that neurodivergent staff (including conditions such as ADHD, Autism, Tourette’s, dyslexia, and related neuro-differences) are workforce canaries. How they exist within a workplace not only signals issues that ultimately impact everyone, and especially other minoritized workers, but also represent a population that is underutilized and distressed, often exhibiting burnout long before other staff and are punished when trying to bring to light these challenges.

The book traces the harm that lack of flexibility, transparency, and psychological safety creates by bringing together personal stories, research, and examples from organizations with alternative, supportive solutions. She further provides a framework to counteract these toxic work environments, providing examples of how participation, outcome focus, flexibility, organizational justice, transparency, and valid measurement counteract these harms and create a more inclusive work environment.

Praslova’s writing is clear with a structure that really bridges the personal with the theoretical; a call to action to do better for not just neurodivergent staff, but for everyone.

On a personal note, this was an extremely painful book to read; so many times I saw myself in the struggles of others whose experiences were belittled or who were gaslit by managers, including experiences exactly as I have gone through them. All the more reason to highlight the importance of this book. Highly recommended.

[Amanda Gibson · Rating 5 out of 5]

The Canary Code is a refreshingly comprehensive approach to designing cultures, performance systems, roles, and leadership experiences that allow all human talent to flourish. I particularly appreciated the many examples it provides around how to keep your company from accidently creating a toxic culture and how to truly maximize productivity.

Read this book and you'll find that the key for better culture, collaboration, outcomes, and performance isn't about adding more initiatives. Rather, it's a simple shift in framing that allows organizations to connect its practices to the outcomes that matter most, create more strategic choices, eliminate churn in the process, - and bring those in your organization to life as a result.

[Nola Simon · Rating 5 out of 5]

It’s my favourite thing in the world when I notice someone working on publishing a book. I first noticed Ludmila Praslova about three years ago and was fascinated by her story of late diagnosis of autism. Her work on moral injury in the workplace is brilliant - check out this article - https://lnkd.in/eiTg9aYr.

It’s no surprise to me that she’s been named a LinkedIn Top Voice and a member of Thinkers 50. I knew for a while that I wanted to invite her to do the Hybrid/Remote Centre of Excellence podcast when her book published. Thankfully she accepted:)

The Canary Code is a leadership book, a lesson in how to design workplace culture. The lesson starts with the design of the book itself. During this discussion, Ludmila mentioned that many of the challenges people with ADHD encounter mirror the symptoms of overwork. So the inclusive design of the book means that it's easy to digest for anyone. And that's really the message - if you design for the people who need workplace accommodations because of neurodiversity, everyone benefits. Friction is reduced in all areas of the organization and belonging soars.

Inclusion is good management.

It requires brave leadership, willing to say no to the bias that is threaded throughout society.

This book is a resource unlike any other I’ve encountered. Please listen and share so we can amplify the message of inclusion. I’d love to see Ludmila The Canary Code present at the World Economic Forum next year. It’s that important.

[Dr · Rating 5 out of 5]

Autism made me. I am so over shame. I lead with values, resilience and authenticity. I was honoured to read this book for review.

I was born in Wigan in Lancashire, the UK where generations of my ancestors including children mined for coal. The concept of the Canary in a coal mine wasn’t new to me.

The idea that neurodivergent people can absolutely smell out trouble way ahead of time rang very true to me on so very many layers.

From Ludmila’s very relatable causal everyday workplace misogyny she experienced in her workplace in her 20s, to the carelessness of role profiles putting off Autistic talent, I read, shook my head and said, “Yup! Relatable content!”

The whole cultural fit with self-perpetuating elites propagating this cycle was laid out for what it is in practice; a constraint to real growth and new opportunities.

It wasn’t just the in-depth content and easy read of text that made it so good; I absolutely loved the concept of building your own book and navigating however you wanted to. It made perfect sense and I think allows for scaffolding of learning to be built; especially for those new to neuroinclusion at work and are wanting to start with the foundations first.

If any employers want a very quick induction jump to pages 63-64 on Points of Practice where you will find the best dos and don’ts of neuroinclusion at work to kick start your own thinking I have read anywhere.

The Canary Code is an outstanding book on everything you want a neuroinclusive body of work to be about employment. I even used the phrase, “I am your Canary” in a professional meeting this week. Everyone smiled. We all got my cultural reference.

Dr Shirley Woods-Gallagher

[Julia Armet · Rating 5 out of 5]

Dr. Ludmila Praslova's contributions to the field of neuroinclusion are monumental, and her guide serves as a powerful unifying resource for organizational and institutional leaders invested in creating holistically inclusive environments. From the introduction of key vocabulary to the powerful use of history and first-hand accounts, each chapter provides more than valuable content; the reading of The Canary Code is an accessible and empowering learning experience. Every leader who cares about fostering diversity, equity, and inclusion at work will take away such actionable knowledge from The Canary Code. Get ready for a transformational read!

[Clare Kumar · Rating 5 out of 5]

The Canary Code is the book we need in this moment when DEI efforts are under stress but more important than ever. As a late-diagnosed autistic woman myself, who was designed out of the corporate world because of a lack of flexibility, it is heartening to find someone who writes so eloquently about the need for and benefits of inclusion.

This is a must-read for every leader who wants to invite the best from everyone on their team.
Thank you, Ludmila.

[David Lancefield · Rating 5 out of 5]

Occasionally books come around that define how we should think about a subject. This is one of them. For the first time, at least for me, we have a properly rigorous exposition of what neurodiversity is and what it means for the workplace. This book will open doors to so many talented people shut out by the system. This is a powerful, pragmatic, and beautifully written book. Highly recommended!

[Isabelle · Rating 5 out of 5]

I've read a few books on understanding neurodiversity that are more introductory in nature.
This book differs as it includes case studies from organizations and workplaces, the barriers for neurodivergent employees, tips and examples of organizational excellence, and cases of neurodiverse leaders.
It is more helpful and applicable in the real world scenario.

[Devan Hambrock · Rating 5 out of 5]

Incredibly validating, easy to digest concepts around justice, fairness, learning styles and the cult of personality that often leads the "good fit" conversation around empoyees

[Alejandro González · Rating 5 out of 5]

Este libro no lo deberíamos de leer las personas a las que nos afecta de manera directa sino aquellos que hacen esas afectaciones, a veces pedir el mínimo de conducta humana aplicable hacia el otro es una afrenta tan indescriptible que tiene que ser de alguna manera masticada, digerida y presentada de la manera más simple y sin esperar mucho o siquiera algo a cambio.

Fuera de eso, el libro es excelente y plantea de manera básica y precisa cosas tan inherentemente lógicas que hasta duele la cabeza el pensar por qué nadie las aplica.

[Jess · Rating 4 out of 5]

This is a useful book with different points targeted at different people within an organisation, and structured with neurodivergent readers in mind. It is nice to have a book which addresses neurodivergent people as leaders/managers, in addition to as employees - so many texts only deal with the latter, presumably on the (incorrect) assumption that there are not many of us in leadership positions.

[Sandy · Rating 5 out of 5]

The Canary Code: A Must-Read for Everyone in Business

The Canary Code is a groundbreaking book that I believe will help carve the way to healthier work environments, for everyone not only people who identify as neurodivergent. The core concept is The Canary Code which is centred around six core principles that can help organisations hire for neurodiverse teams and address the needs of individuals with brains that perceive and process information differently than the majority of people. 

Praslova delivers what she promises in the subtitle 'A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work' by organising the content in such a way that it becomes accessible to different types of readers, researchers or people who like to dip in and out of the topic. Real-life stories, deep and even deeper dives into theory and research as well as practical applications, key takeaways and questions readers can ask themselves to develop an understanding and inform their behaviour make this a handbook for everyone interested in creating healthier environments to drive productivity and innovation.

It is all there, whether readers want to learn more about neurodiversity, removing access and success barriers, or why leadership matters. Beyond insights, stories, theory and prompts for reflection, readers will also appreciate the practical steps, checklists, extensive literature references, index, glossary and easy content guide.

All in all, a book for everyone who is invested in organisational development, management and leadership.

[Book Reviewer · Rating 5 out of 5]

In The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work, Ludmila N. Praslova delivers a groundbreaking framework for rethinking workplace inclusivity through the lens of neurodiversity. At the heart of the book is the "Canary Code," a compelling concept that underscores the transformative power of supporting the most vulnerable individuals in an organization. By prioritizing their well-being, Praslova argues, workplaces can evolve into environments that benefit everyone. Drawing a vivid analogy to the welcoming and diverse atmosphere of Glastonbury, Praslova advocates for workplaces to emulate this spirit of inclusivity and open-heartedness. Rejecting the deficit-based approach that seeks to “fix” neurodivergent individuals, she instead challenges organizations to confront and dismantle neuronormative systems that marginalize these employees. Her perspective reframes neurodiversity as a systemic issue, shifting the focus to creating equitable conditions where all individuals can thrive.

One of the book’s most powerful contributions lies in its exploration of neurodivergent leadership. Often overlooked in conversations about workplace diversity, this section examines the unique strengths neurodivergent leaders bring and highlights actionable steps organizations can take to support their advancement. Praslova’s emphasis on inclusive leadership—centered on outcomes rather than rigid adherence to traditional behaviors—offers a fresh and forward-thinking perspective. Blending social science, case studies, and actionable strategies, this book is both informative and inspiring.

Praslova writes with clarity and compassion, balancing academic rigor with accessibility. Her structured, articulate prose makes complex social concepts easy to understand, while her use of real-world examples and anecdotes adds relatability to the narrative. Praslova’s passion for social justice shines through on every page. From debunking misconceptions about neurodiversity to advocating for inclusive recruitment practices, her coverage of the subject is comprehensive. Particularly notable is her integration of both quantitative data—such as the alarming statistic on UK managerial reluctance to hire neurodivergent individuals—and qualitative stories that humanize the challenges faced by this community. This dual approach provides a holistic understanding of the systemic barriers neurodivergent individuals encounter. Praslova’s advocacy extends beyond awareness to actionable change. The book includes detailed strategies for eliminating barriers to workplace success, from crafting bias-free job descriptions to designing quiet workspaces that support focus and productivity. Her step-by-step guidance ensures that readers not only understand neurodiversity but also see its value, fostering workplaces where diverse neurological experiences are celebrated rather than stigmatized.

With The Canary Code, Ludmila N. Praslova offers a bold and essential blueprint for transforming workplaces into havens of inclusion and respect. Her work is as compassionate as it is informed, demonstrating her commitment to dismantling systemic inequities and creating opportunities for all individuals to thrive. This is more than a book; it is a call to action. For leaders, educators, and anyone committed to advancing workplace equity, The Canary Code is a vital resource—and a beacon of hope for a more inclusive future.

[Anette J · Rating 5 out of 5]

tl:dr - read this book if you are
1) a manager/an HR person who wants to access neurodivergent talent in your recruitment + to be able to retain these employees once you have managed to attract them to your organization.
2) neurodivergent and want to feel seen and understood to a rare degree.

In a time of high employment and a decreasing number of people of working age, I highly recommend anyone involved in recruitment and management to absorb the important points of this book.

It is written for anyone curious about how to adapt their organization to all kinds of brains (and bodies and genders and cultural backgrounds etc) - the "intersectional belonging" of the title.

Personally, I am completely blown away by “The Canary Code”. As a late-recognized and late-diagnosed neurodivergent, Praslova's razor-sharp descriptions, observations and points about the work lives of neurodivergents really resonate with me and my lived experience.

I have been wrestling with this topic in my head for years, even long before I knew that my atypical way of being in the world is partly due to ADHD.

On the one hand, I've always known that I have exceptional skills. On the other hand, I've also been very aware that in the Danish labor market there's a narrative that if you do not thrive in an open-plan office from 9 to 5, then you're considered either weak or a bad worker. You're certainly considered difficult.

The standard solution doesn't work for me. I feel suffocated if I am stuck in a open-plan office from 9 to 5.

For many years I was privileged. I had my own office, I was allowed to work from home whenever I wanted, and I had tremendous flexibility. It worked really well for both me and my employer - and I did my best work at night/after 10 p.m.

In 2018, I lost my super flexible job and my office. I had a hunch that I would be unable to focus in a shared office but I was offered a job where turning down the shared office amounted to turning down the job. I agreed to give it a go. As expected, I was unable to function in that setting.

In her book, Praslova makes it clear that I'm a normal neurodivergent and not a delicate prima donna who just needs to get her act together, learn to enjoy open-plan offices and learn to go to bed early + get up early in the morning.

In Chapter 7, "WORK ORGANIZATION: Productivity and Purpose", Praslova tells the story of a work life that very much mirrors my own experiences:

"People thought she was an overachiever. A workaholic. Some applauded her “dedication” as they observed her stay at her desk late into the evening hours.

In reality, she had to work nights to get her job done. She had to compensate for not being able to do her work between 9 and 5 like everyone else…

[W]hen she could work, wow, did she deliver. People said she had an amazing ability to get work done three times faster than any of her colleagues. Her secret weapon was hyperfocus—but it was only useful when there was silence.

Every time the result was the same: she needed the silence to do the work, to ideate, and to finish the job."

Silence (and solitude + flexible work hours), yes please!

If I don't get it, I'll underperform, continuously overextend myself and eventually burn out.

🐥🔥

⭐️⭐️⭐️⭐️⭐️ + my neurodivergent stamp of approval for "The Canary Code" 👏🏼

[Aviva Hirschfeld · Rating 5 out of 5]

"The Canary Code" by Ludmila N. Praslova, PhD., emerges as a seminal work, meticulously weaving together the threads of academic research, organizational psychology, and the lived experiences of neurodivergent individuals. Praslova, both an organizational psychologist and a member of the autistic community, lends an authenticity and depth to this exploration of intersectional inclusion and belonging at work that is rarely seen in literature today.

What sets this book apart is not just its groundbreaking framework for neuroinclusion—articulated through the six principles of the "Canary Code"—but the rigor with which Praslova supports her assertions. Each chapter is a testament to the meticulous research that underpins the narrative, with references that span pioneering organizations, academic studies, and compelling human stories. This depth of evidence provides a solid foundation for the book's propositions, making it an indispensable resource for CEOs, HR, DEI leaders, managers, and consultants aiming to cultivate neuroinclusive and thriving workplace environments.

Despite its scholarly underpinnings, "The Canary Code" remains remarkably accessible. Praslova has a unique ability to distill complex ideas into clear, actionable guidance without sacrificing nuance or depth. Her writing, infused with passion and artfulness, invites readers to view organizational life through the eyes of neurodivergent individuals, enriching understanding and empathy.

The book brilliantly highlights the often-overlooked potential of neurodivergent individuals, who, like canaries in the coal mine, signal systemic issues that affect all employees. It brings to light the stark realities of employment barriers faced by this community, while also offering hope through the lens of organizations that have successfully implemented neuroinclusive practices.

"The Canary Code" is more than just a book; it's a movement towards a future where workplace diversity is not just acknowledged but embraced. Praslova's framework for building neuroinclusive workplaces is a blueprint for unlocking human thriving and productivity, making it a must-read for anyone committed to the inclusive future of work. This unique blend of academic rigor, lived experience, and passionate writing makes "The Canary Code" a beacon for those seeking to navigate the complexities of creating truly inclusive workplaces.

[Christine O’Neal · Rating 5 out of 5]

A systems-level reframing of neurodivergence as early warning, not exception

The Canary Code is one of the clearest and most disciplined books I’ve read on neurodiversity—not because it softens difference, but because it takes it seriously as signal.

Praslova’s core contribution is reframing neurodivergent people not as “edge cases” to be accommodated after the fact, but as structurally informative members of systems. The “canary” metaphor is doing real analytical work here: neurodivergent individuals often register stress, incoherence, overload, and misalignment earlier than neurotypical systems do—not because they are fragile, but because their sensory, cognitive, and regulatory thresholds are different.

What makes this book strong is that it resists the usual traps. It does not romanticize neurodivergence, and it does not reduce it to individual coping or workplace wellness. Instead, it consistently points to system design failures—incentives, feedback loops, communication norms, and legitimacy structures—that produce harm long before collapse is visible to the majority.

Reading this through a systems or risk lens, the implication is larger than DEI or inclusion: when organizations, institutions, or societies ignore the signals neurodivergent people surface, they are effectively disabling their own early-warning systems. The cost of that blindness shows up later as burnout, attrition, governance failure, or crisis that appears “sudden” only because the signals were dismissed.

This is not a book about being nicer. It’s a book about not flying blind.

Highly recommended for anyone interested in organizational design, institutional resilience, or why so many failures are labeled “unpredictable” when they were, in fact, sensed early by people no one listened to.

[Lawrence Chan · Rating 5 out of 5]

Ludmila Praslova’s The Canary Code is a remarkable contribution to the conversation around workplace inclusivity, and as a faculty member in her department, I’ve had the privilege of witnessing her passion for creating equitable environments firsthand. In this book, she translates her wealth of knowledge into an accessible and compelling guide for fostering workplaces where neurodivergent individuals—and indeed all employees—can thrive.

What makes The Canary Code particularly impactful is its blend of scholarly rigor and practical application. Drawing on her deep expertise, Praslova provides actionable strategies for building psychological safety and systemic inclusion. Her use of the canary metaphor is especially powerful, reminding us of the unique sensitivities and strengths neurodivergent individuals bring to organizations, as well as the responsibility leaders have to address underlying structural challenges.

As a fellow practitioner scholar, I appreciate her commitment to evidence-based practices and her ability to communicate complex concepts in ways that resonate beyond the classroom. This book is not only a valuable resource for HR professionals and organizational leaders but also a call to action for educators and researchers to rethink how we support neurodiversity in all spheres.

The Canary Code is an essential read for anyone invested in designing more inclusive spaces. It has certainly inspired me to reflect on how we can apply its principles in our own academic and professional settings.

[Amii Barnard-Bahn · Rating 5 out of 5]

As a neurotypical person who has worked to be an ally (as a young law student, I helped lobby through the Americans with Disabilities Act), this book is a critical addition to increasing awareness and action for neurodiverse people everywhere.

Written in an engaging style, the book is illustrated by memorable and impactful stories and backed by evidence and research. I recommend it for several audiences: CEOs, leaders, teachers, and parents, to gain an appreciation of the range of challenges facing their workforce, students, and children.

For neurodiverse people, Dr. Praslova is up close and personal regarding her experience with autism, and I believe neurodiverse people would feel a kinship with her journey, and be inspired by her dogged determiniation to make the world more inclusive.

Grateful for this addition to my education — it is insightful and inspiring.

The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work

[Noreen Dulin · Rating 5 out of 5]

As a psychology professor at a university and a mother of a son with Tourette Syndrome, I was excited to receive an advance copy of this book. Dr. Praslova is an expert in her field, and I was eager to explore this resource that includes neurodiversity in the workplace. I was surprised and, of course, happy to see that Tourette’s had been included alongside other neurodivergent diagnoses in her examination of workplace diversity and inclusion. Individuals living with Tourette’s are often subject to stigmatization from others misunderstanding the condition. I appreciated that this author included case studies in this book to provide a deeper understanding of what it feels like to navigate the workplace as a neurodivergent individual. I hope hiring managers and leaders of companies who read this book will better understand how neurodivergent people can enhance their company and create a work environment where all their employees feel valued.

[Tristan Lavender · Rating 5 out of 5]

"The Canary Code" offers a compelling blend of lived experiences, organizational case studies, and actionable frameworks for business leaders seeking to unlock the value of neurodiversity at work.

As a neurodivergent person, I found myself nodding throughout the book. And in my role as a neurodiversity advocate in a large organization, I found it immensely valuable in laying out the principles for fostering holistic neuroinclusion at work.

The chapters on neuroinclusive leadership resonated with me in particular. Ludmila argues that "The romanticized notion of the 'ideal' leader clouds most people’s ability to perceive the reality that effective leadership can be embodied in many forms and by people with different abilities." A truth well spoken, and the stories she features in her book are a testament to this.

[Sekar Writes · Rating 5 out of 5]

An insightful and thought-provoking read that uses the powerful metaphor of canaries in coal mines to explore the challenges of work environments. Just like canaries once warned miners of danger, individuals with heightened senses often first feel the impacts of unfairness and bullying in organizations. The book discusses the idea that "normal" is a myth, urging us to embrace neurodiversity.

What sets this book apart is its practical and engaging writing style. It offers real-life stories, practical advice, and scientific insights, making it accessible to all readers who interest in various perspectives. Whether you're an employee or employer, "The Canary Code" provides valuable insights on creating inclusive workplaces. This is a must-read for anyone interested in fostering a fairer and more supportive work environment. Highly recommended!

[Roberta Matuson · Rating 5 out of 5]

This book is a must read by anyone who is a parent, spouse, or leader of someone who is neurodivergent.

I've read a ton of books on leadership, and have written a few leadership books myself, and have never seen this topic covered with such clarity. Not only does Ludmila highlight the many challenges faced by neurodivergent workers, but she also provides practical tips on how organizations can optimize the amazing talent this pool of people brings to the workforce.

I especially appreciate the key takeaways and tools that she provides to make this book truly useful.

Note: I was provided an advanced copy of this book and am thrilled that I was given the opportunity to rethink the world of work in a new way that works for all.

[Ir Zatloukalova · Rating 4 out of 5]

A good read for anyone trying to build an inclusive company culture. The book opens a conceptual framework, but leaves the practical tips and "how-to" make the concept a real life experience to a great extent up to the reader.

I loved the book for the preaching tone. Was a bit sad as it felt like gliding on the surface. It cannot be the only book you read on Neurodiversity in a workspace, but it can be a good start :)

[Ron A. · Rating 5 out of 5]

The world remains dangerously confused about how to navigate neurodiversity in our workplaces. Our misassumptions and biases are causing undue harm. Fortunately Ludmila Praslova has gifted us with a caring guide for how to make the most out of the beautiful array of intellectual capacity among the people we work alongside. You'll be so glad you read this insightful and poignant work.

[Books books books! · Rating 5 out of 5]

This is a great book - full of wisdom, evidence, experience and insight.

It felt like reading a manual of me at work - brilliant revelations about some of the successes and challenges that I've faced.

Highly recommend for neurodiverse employees, employers and anyone interested in intersectional inclusion.