Neuroinclusive Leadership

This program equips leaders to confidently work with neurodivergent team members and to consider the implications of neurodiversity in management practices. It is based on the work of Ludmila N. Praslova, Ph.D, SHRM-SCP and her critically acclaimed book “The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work.” This program emphasizes neuroinclusive mindsets and practices that benefit neurodivergent team members and build better organizations for everyone.

The program highlights multiple forms of neurodivergence, including Autism, ADHD, OCD, Tourette Syndrome, Dyslexia, Dyscalculia, Dysgraphia, and learning disabilities (such as NVLD). It also emphasizes the significance of coexisting conditions and blended identities (e.g. “neuroqueer”).

TOPIC: Leadership

LEVEL: Intermediate

Core Skills & Behaviours

Use neutral, respectful language: Replace medical or negative language with neutral phrasing and mirror individual language choices regarding neurodivergence.
Decentre “neuronormativity”: Shift away from neuronormative assumptions and maintain an attitude of respectful curiosity.
Provide clear, kind feedback: Conduct performance conversations and feedback sessions with clarity and empathy.
Establish consistent workflows: Identify reactive workflow patterns and establish stable, predictable processes.
Address sensory needs: Evaluate physical environments and incorporate accommodations for a variety of sensory preferences.
Respond to accommodation requests: Process and implement accommodation requests promptly and appropriately.
Design inclusive hiring processes: Structure recruitment and interview frameworks to ensure neuroinclusive evaluation.

	Snippet Title	Topic Covered
1	Dirty Dishes	Demonstrates how to respond to employee disclosures of neurodivergence. Shows that leaders can support neurodivergent employees by being open to self-identification and approaching with respectful curiosity.
2	Open Concept	Demonstrates the necessity of ensuring access to work environments that suit employees needs. Introduces “masking” as an intense pressure many neurodivergent individuals face in order to “fit in”.
3	I Had No Idea	Emphasizes the role of language in reflecting and reinforcing beliefs about neurodivergent people. Suggests mirroring preferred language, speaking plainly, and avoiding assumptions, labels, medical terms, and patronizing language.
4	A Like-Minded Colleague	Illustrates the importance of asking about communication preferences early on in a working relationship.
5	Temperature Check	Highlights the importance of providing requested accommodations without forcing disclosure or requiring a formal diagnosis.
6	The Best of the Best	Explores common approaches to hiring and how they may create barriers for neurodivergent candidates. Suggests techniques and approaches that favour “substance” over “style” to reveal top talent.
7	From Day One	Highlights the importance of adaptability and inclusion throughout the onboarding process. Equips learners with methods to thoughtfully prepare for onboarding new employees and setting them up for success.
8	All Hands On Deck	Emphasizes the importance of creating predictability in situations that are changing or chaotic. Demonstrates the strain of uncertainty in the workplace, particularly felt by neurodivergent employees.
9	The Miscalculation	Displays how to have “clear and kind” difficult conversations with employees. Encourages pointing out issues before resentments or consequences build up and allowing the employee to collaborate in setting things right.
10	It’s Over The Top	Depicts intersecting identities such as coexisting conditions (e.g. AuDHD) and neurodiversity and 2SLGBTQIA+ identity (“neuroqueer”). Presents neurodivergent people as “whole people” with varied and overlapping identities and experiences.

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