Neuroinclusion for Colleagues

This program equips team members to confidently work with neurodivergent coworkers and to consider the implications of neurodiversity in workplace 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,” The 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: Collaboration

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.
Respond to ableism: Respond appropriately to the ableist or exclusionary comments or actions of others.
Provide clear, kind feedback: Offer constructive and validating feedback to neurodivergent colleagues before resentments or consequences build up on teams.
Establish consistent workflows: Identify reactive workflow patterns and establish stable, predictable processes. Plan ahead, give notice, and use collaborative strategies that work for everyone.
Support accommodation: Believe people when they disclose the need for an accommodation and look for ways to demonstrate support and inclusion.

	Snippet title	Topic covered
1	The Kitchen Sink	Demonstrates how to respond to colleague disclosures of neurodivergence. Shows how to support neurodivergent colleagues by being open to self-identification and approaching with respectful curiosity.
2	The Convention	Illustrates the importance of supporting colleagues who have sensory processing differences. Introduces “masking” as an intense pressure many neurodivergent individuals face in order to “fit in”.
3	I Wouldn’t Have Guessed	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	On the Same Page	Illustrates the importance of asking about communication preferences early on in a working relationship.
5	Lights, Camera, Action	Highlights the importance of supporting colleagues who request accommodations within appropriate boundaries and without forcing disclosure.
6	Who Will Lead?	Explores common approaches to assessing value and how they may create barriers for neurodivergent colleagues. Suggests techniques and approaches that favour “substance” over “style” to reveal and reward talent.
7	The Password Reset	Provides practical and constructive strategies for responding to ableist or exclusionary comments in the workplace to support neuroinclusion.
8	Drop Everything	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	Nervous About Numbers	Displays how to have “clear and kind” difficult conversations with colleagues. Encourages pointing out issues before resentments or consequences build up and providing constructive and validating feedback.
10	It’s a Bit Much	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.

Neuroinclusion for Colleagues

TOPIC: Collaboration

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