Ludmila N. Praslova, Ph.D.

About

Ludmila N. Praslova, Ph.D., SHRM-SCP, uses her extensive experience with global, cultural, demographic, and ability diversity to help create inclusive and equitable workplaces. She is a Professor of Psychology and the founding Director of Graduate Programs in Industrial-Organizational Psychology at Vanguard University of Southern California. Prior to her academic career, she built and led successful intercultural relations programs in global organizations. Her current consulting is focused on supporting organizations in creating systemic inclusion informed by an understanding of neurodiversity. Her other areas of expertise include organizational culture assessment and change, workplace justice and civility, productivity and well-being, and training and training evaluation. She is the editor of the upcoming book Evidence-Based Organizational Practices for Diversity, Inclusion, Belonging and Equity (Cambridge Scholars).

Books by Ludmila N. Praslova, Ph.D.

Recent Posts

Why Autism Inclusion at Work Must Be Intersectional

If I were just autistic or just broke, I would have been fine. But I was both, so I started my new academic job sleep-deprived. Now I teach how to make inclusion intersectional.

Different, Not Difficult: Growth Mindset for Inclusion

How can leaders help solve the problem of neurodiversity exclusion and other forms of workplace inequities? Addressing the familiarity bias can be a crucial starting point.

How Thought Leaders Can Support Workload Fairness

The well-meaning “overdeliver to make up for the bias” advice perpetuates biases and the exhaustion tax on stigmatized individuals. Here is how thought leaders can do better.

How Managers Can Support Workload Equity

How can leaders ensure that stigmatized employees are not expected to work extra hard to make up for the effects of prejudice? This article highlights some best practices.

How to Reclaim Your Right to Rest—While Stigmatized

People from marginalized groups often overwork trying to override the impact of prejudice. We are also often pushed into overwork. Here, I share four principles that help me cope.

Debunking Disability Employment Myths

The data speak clearly: Disabled people are highly qualified and essential contributors to the workplace.

What Is Structural Neuroableism at Work?

Neurodistinct professionals work hard but often can’t get ahead. It is as if an invisible force were holding them back and pushing them out: structural neuroableism.

A Key Tool for Disability Employment and Neuroinclusion

Flexible work is disability justice. My research on companies that thrive while supporting disabled and neurodivergent workers demonstrates that it is also a win-win for all.

Disability at Work: The Forgotten Diversity

Fully including disabled individuals at work goes beyond individual–level accommodations. It calls for systemic change to make organizations more just.

Adult, Accomplished, Autistic: The Late Diagnosis Diaries

A late autism diagnosis can bring on a range of feelings. Sadness. Relief. The joy of finding “your tribe.” And there are many choices to make—including the choice to celebrate.