<?xml version="1.0" encoding="UTF-8"?><rss xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:atom="http://www.w3.org/2005/Atom" version="2.0"><channel><title><![CDATA[Coaching Canary]]></title><description><![CDATA[Coaching Canary, is a owned by Jennifer Bakker, Coach for neurodivergent professionals and entrepreneurs.]]></description><link>https://www.coachingcanary.com/blog</link><generator>RSS for Node</generator><lastBuildDate>Fri, 22 May 2026 12:44:50 GMT</lastBuildDate><atom:link href="https://www.coachingcanary.com/blog-feed.xml" rel="self" type="application/rss+xml"/><item><title><![CDATA[Intersectionality is key to people-centric change management.]]></title><description><![CDATA[Reference: Ludmila N. Praslova asks the question: "Historically, most organizations have approached inclusion sequentially : gender this year or two, race next, then sexual orientation, and maybe someday disability and age. Or maybe class. Or neurodiversity. Generally, sequential inclusion is expanded from the power center  to bring in the next-most “acceptable” characteristic. But what happens if someone is an older, Black, visibly disabled woman? Or any other person who happens to have some...]]></description><link>https://www.coachingcanary.com/post/intersectionality-is-key-to-people-centric-change-management</link><guid isPermaLink="false">69826811e90da4b7522f19b8</guid><pubDate>Tue, 03 Feb 2026 21:30:32 GMT</pubDate><enclosure url="http://www.youtube.com/watch?v=w6dnj2IyYjE&amp;embeds_referring_euri=https%3A%2F%2Flibguides.capilanou.ca%2F&amp;source_ve_path=OTY3MTQ" length="0" type="video"/><dc:creator>Jennifer Kling</dc:creator></item><item><title><![CDATA[Summary: Neurodiversity at work -Bridging research, practice &#38; policies]]></title><description><![CDATA[Reference: https://www.acas.org.uk/research-and-commentary/neurodiversity-at-work-research-practice-and-policy/report Neurodiversity refers to natural variation in how people think, learn, and process information. Around 15–20% of adults  are neurodivergent, a figure expected to rise as awareness improves. Neurodivergent conditions are lifelong, often co-occurring, and unevenly diagnosed due to gender, race, and socioeconomic bias.  In the UK, some neurodivergent conditions may be legally...]]></description><link>https://www.coachingcanary.com/post/summary-neurodiversity-at-work-bridging-research-practice-policies</link><guid isPermaLink="false">698266ab51b22a564837459d</guid><pubDate>Tue, 03 Feb 2026 21:24:40 GMT</pubDate><dc:creator>Jennifer Kling</dc:creator></item><item><title><![CDATA[Summary: Breaking Down Barriers – Improving the Workplace Experience for Neurodivergent Canadians (2023)]]></title><description><![CDATA[Reference: Breaking Down Barriers – Improving the Workplace Experience for Neurodivergent Canadians  (2023). Feel free to download  here Despite strong evidence that neurodivergent employees contribute innovation, diverse thinking, and high-value skills, they remain significantly under-employed in Canada. The report finds that the single biggest barrier  is a lack of awareness and understanding of neurodiversity, which fuels stigma, bias, and exclusion throughout hiring, management, and...]]></description><link>https://www.coachingcanary.com/post/summary-breaking-down-barriers-improving-the-workplace-experience-for-neurodivergent-canadians-2</link><guid isPermaLink="false">69825cb9889819a51f07da2e</guid><pubDate>Tue, 03 Feb 2026 20:41:07 GMT</pubDate><dc:creator>Jennifer Kling</dc:creator></item></channel></rss>