Neurodiversity in the Workforce: Olivia Lin On Why It’s Important To Include Neurodiverse Employees & How To Make Your Workplace More Neuro-Inclusive
An Interview With Eric Pines
Improve communication channels: Ensure that communication is clear, concise, and accessible for everyone. Utilize multiple communication methods such as written instructions, visual aids, and verbal explanations. This helps accommodate different communication preferences and enhances understanding.
Research suggests that up to 15–20% of the U.S. population is neurodivergent. There has been a slow but vitally important rise in companies embracing neurodiversity. How can companies support neurodiversity in the workplace? What are some benefits of including neurodiverse employees? To address these questions, we are talking to successful business leaders who can share stories and insights from their experience about “Neurodiversity in the Workforce: Companies Including Neurodiverse Employees”. As a part of this series, we had the pleasure of interviewing Olivia Lin.
Olivia Lin, a 45-year-old professional, has over 15 years of experience in the brick making machine industry. With expertise in quality control and a strong background in traditional machinery manufacturing and foreign trade marketing, she currently serves as the Partnership Manager at Tabrick（www.tabrick.com）. As a dedicated mother of two children, Olivia excels in balancing her personal and professional responsibilities. Her commitment, industry knowledge, and marketing skills make her a valuable asset to Tabrick’s success.
Thank you so much for joining us in this interview series! Before we dive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you ended up where you are?
Certainly! My name is Olivia Lin and I’m thrilled to be part of this interview series. My journey in the brick making machine industry started over 15 years ago when I entered the field as a young professional. With a strong passion for traditional machinery manufacturing and a keen interest in foreign trade marketing, I quickly found my niche in this industry. Throughout my career, I have honed my skills in quality control, ensuring that the products we deliver meet the highest standards.
Over time, I have gained valuable experience and knowledge in this field, which has led me to my current role as the Partnership Manager at Tabrick. In this position, I am responsible for driving the marketing promotion efforts and fostering strategic partnerships. It’s a dynamic and exciting role that allows me to leverage my expertise and contribute to the success of the company.
Beyond my professional journey, I am also a proud mother of two wonderful children. Balancing my personal and professional life has been a fulfilling challenge, and it has taught me the importance of effective time management and prioritization.
I feel grateful for the opportunities that have come my way and the experiences that have shaped my career. I am excited to share my insights and contribute to this interview series.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
As a successful leader, I believe that three character traits have been instrumental to my success: resilience, adaptability, and empathy.
Resilience: Throughout my career, I have faced numerous challenges and setbacks. One particular instance stands out when our company experienced a significant downturn in sales due to an economic downturn. Instead of succumbing to despair, I rallied my team and focused on finding innovative solutions. We reassessed our strategies, identified new market opportunities, and implemented cost-saving measures. By persevering through this difficult period and maintaining a positive mindset, we were able to navigate the crisis and emerge stronger than before.
Adaptability: The business landscape is constantly evolving, and adaptability is crucial for staying relevant and competitive. An example of my adaptability is when the industry experienced a shift towards sustainable practices. Recognizing this trend, I led our team in diversifying our product offerings to include environmentally friendly options. We invested in research and development, collaborated with eco-conscious suppliers, and educated our customers about the benefits of sustainable construction. This ability to adapt to changing market demands has not only opened up new opportunities for our company but also positioned us as leaders in the sustainable construction industry.
Empathy: Building strong relationships with team members and stakeholders is essential for effective leadership. I make it a priority to listen actively and empathize with the needs and concerns of others. This was evident during a major project where tensions arose between different departments. Instead of taking sides, I organized open dialogues and facilitated constructive discussions to address the underlying issues. By fostering a culture of empathy and collaboration, we were able to resolve conflicts, improve teamwork, and achieve successful project outcomes.
In summary, resilience, adaptability, and empathy have played key roles in my success as a leader. These traits have helped me navigate challenges, seize opportunities, and build meaningful connections. By continually developing and leveraging these qualities, I strive to inspire and empower others to achieve their full potential.
Can you share a story about one of your greatest work-related struggles? Can you share what you did to overcome it?
One of my greatest work-related struggles occurred when our company faced a major disruption in our supply chain due to unforeseen circumstances. The disruption resulted in a significant shortage of raw materials required for our production process. This posed a significant challenge as it threatened to delay our deliveries and jeopardize our customer relationships.
To overcome this struggle, I immediately assembled a cross-functional team consisting of members from production, procurement, and logistics. We conducted a thorough analysis to understand the extent of the supply chain disruption and its potential impact on our operations. It became evident that traditional sourcing methods would not be sufficient to address the issue.
Thinking outside the box, I reached out to our network of industry contacts and explored alternative suppliers who could provide the required raw materials. After extensive research and negotiations, we successfully identified a new supplier who could meet our needs and ensure a continuous flow of materials.
Simultaneously, I initiated a series of collaborative discussions with our customers, being transparent about the situation and working together to find suitable solutions. We communicated openly, managed expectations, and implemented contingency plans where necessary. This helped to maintain trust and minimize the negative impact on our customer relationships.
Throughout this challenging period, I emphasized the importance of agility and adaptability within our team. We focused on optimizing our production processes to minimize waste, improve efficiency, and make the most of the limited resources available. By fostering a culture of innovation and continuous improvement, we were able to mitigate the effects of the supply chain disruption and ensure timely deliveries to our customers.
Ultimately, this experience taught me the value of resilience, creative problem-solving, and effective communication. It reinforced the importance of building strong relationships with suppliers and customers and the need to be proactive in addressing potential disruptions. By embracing challenges as opportunities for growth and maintaining a proactive mindset, we were able to overcome this struggle and emerge stronger as a team.
What are some of the most interesting or exciting projects you are working on now?
One of the most interesting projects I am working on involves the implementation of advanced data analytics and artificial intelligence (AI) technologies to optimize our business operations. We recognized the potential of leveraging data-driven insights to drive strategic decision-making and enhance our overall performance.
To achieve this, we have embarked on a comprehensive data transformation journey. We are collecting and analyzing vast amounts of data from various sources within our organization, including customer interactions, production processes, and supply chain operations. By harnessing the power of AI algorithms and machine learning, we can uncover valuable patterns, trends, and predictive insights.
One specific aspect of this project focuses on predictive maintenance. By analyzing historical equipment data and utilizing machine learning algorithms, we can identify patterns that indicate potential equipment failures before they occur. This enables us to schedule proactive maintenance activities, reducing unplanned downtime and optimizing our production efficiency.
Another exciting aspect of this project is the development of a personalized customer experience. By leveraging data analytics and AI, we can gain a deeper understanding of our customers’ preferences, behaviors, and needs. This enables us to tailor our products and services to meet their specific requirements, ultimately enhancing customer satisfaction and loyalty.
Overall, this data-driven project is not only exciting but also has the potential to revolutionize our business operations. By harnessing the power of advanced analytics and AI, we can make informed decisions, optimize our processes, and deliver exceptional value to our customers. It’s an ongoing initiative that continues to push the boundaries of innovation and drive our organization forward.
Fantastic. Let’s now shift to our discussion about neurodiversity in the workforce. Can you tell our readers a bit about your experience working with initiatives to include neurodiverse employees? Can you share a story with us?
In my experience working with initiatives to include neurodiverse employees, I have witnessed the incredible value that neurodiversity brings to the workforce. One particular story that stands out involves a young individual with autism who joined our company through a specialized internship program.
At the beginning of their internship, there were concerns about how they would adapt to the workplace environment and interact with their colleagues. However, we were committed to creating an inclusive and supportive space for them to thrive.
We provided personalized accommodations, such as clear communication guidelines and visual aids, to help facilitate their integration into the team. Additionally, we conducted training sessions for our employees to raise awareness and promote understanding of neurodiversity.
As the weeks went by, the young intern demonstrated exceptional skills in data analysis and problem-solving. Their attention to detail and ability to think outside the box were invaluable assets to the team. With time, they became more comfortable interacting with their colleagues and actively contributed to team discussions and projects.
Witnessing their growth and the positive impact they had on our team was truly inspiring. Their unique perspectives and strengths enriched our problem-solving processes and fostered a more inclusive and supportive work environment for everyone.
This experience highlighted the importance of creating a culture of acceptance and understanding. It reinforced the fact that individuals with neurodiverse traits have unique talents and abilities that can greatly benefit an organization when provided with the right support and opportunities.
Through our initiatives to include neurodiverse employees, we have not only expanded our talent pool but also fostered a more diverse and innovative work environment. It is a testament to the power of embracing neurodiversity and creating a workplace that celebrates the strengths and contributions of all individuals.
This may be obvious to you, but it will be helpful to spell this out. Can you articulate to our readers a few reasons why it is so important for a business or organization to have an inclusive work culture?
Diversity of Perspectives: An inclusive work culture brings together individuals from different backgrounds, experiences, and perspectives. This diversity allows for a broader range of ideas, insights, and approaches to problem-solving. It fosters innovation and creativity, leading to better decision-making and a competitive advantage in today’s complex and fast-paced business landscape.
Enhanced Collaboration and Teamwork: Inclusive environments create a sense of belonging and psychological safety, where employees feel valued, respected, and accepted for who they are. This fosters positive relationships, trust, and effective teamwork. When people feel comfortable being themselves, they are more likely to contribute their unique skills and talents, leading to higher levels of engagement and productivity.
Attracting and Retaining Top Talent: Inclusion is a key factor for attracting and retaining top talent. In today’s job market, many candidates seek organizations that prioritize diversity, equity, and inclusion. A reputation for having an inclusive work culture can attract a diverse pool of qualified candidates, promoting a more competitive and talented workforce.
Better Problem Solving and Decision Making: Inclusive work cultures encourage open dialogue, collaboration, and the sharing of diverse perspectives. This enables organizations to address challenges and solve complex problems more effectively. Different viewpoints challenge assumptions, reduce biases, and help identify blind spots, leading to more comprehensive and informed decision-making.
Improved Employee Engagement and Well-being: Inclusive work cultures contribute to higher levels of employee engagement, job satisfaction, and overall well-being. When employees feel valued, respected, and included, they are more likely to be motivated, committed, and loyal to the organization. This leads to higher employee retention rates, reduced turnover costs, and a positive work environment.
An inclusive work culture creates a supportive and empowering environment where individuals can thrive, reach their full potential, and contribute their best to the organization’s success. It builds a strong foundation for innovation, collaboration, and long-term growth.
Can you share a few examples of ideas that were implemented at your workplace to help include neurodiverse employees? Can you share with us how the work culture was affected as a result?
Flexible Work Arrangements: We recognized that neurodiverse individuals may have unique needs and preferences regarding their work environment. To accommodate this, we introduced flexible work arrangements, such as remote work options or adjustable schedules. This allows employees to work in environments where they feel most comfortable and can maximize their productivity.
Sensory-Friendly Spaces: We created sensory-friendly spaces within our office to provide a calm and accommodating environment for neurodiverse employees. These spaces are equipped with noise-cancelling headphones, soft lighting, and comfortable seating to minimize sensory overload and promote a more focused and comfortable work experience.
Clear Communication Channels: We established clear and accessible communication channels to ensure that information is effectively shared and understood by all employees. This includes providing written instructions, visual aids, and utilizing communication tools that support different communication styles, such as email, instant messaging, or visual project management platforms.
Training and Awareness Programs: We implemented training and awareness programs to educate employees about neurodiversity and promote understanding and acceptance. These programs aim to reduce stigmatization, foster empathy, and equip employees with knowledge and skills to collaborate effectively with neurodiverse colleagues.
Employee Resource Groups: We established employee resource groups specifically focused on supporting and empowering neurodiverse employees. These groups provide a platform for sharing experiences, offering peer support, and advocating for inclusion within the organization. They have created a sense of community, fostering a more inclusive and supportive work culture for all employees.
As a result of these initiatives, our work culture has become more inclusive and supportive. Employees feel valued and respected, and there is a greater appreciation for the diverse perspectives and strengths that neurodiverse individuals bring to the table. Collaboration and teamwork have improved as employees are more understanding and accommodating of each other’s needs. There is a greater sense of belonging, leading to increased engagement and productivity across the organization. Overall, these initiatives have positively impacted our work culture and created a more inclusive and accepting environment for everyone.
What are some of the challenges or obstacles to including neurodivergent employees? What needs to be done to address those obstacles?
Understanding and Awareness: One challenge is the lack of understanding and awareness about neurodiversity among colleagues and management. To address this, organizations should provide education and training programs to increase awareness and promote a better understanding of neurodivergent conditions. This can help reduce stigma, foster empathy, and create a more inclusive work environment.
Accommodations and Support: Neurodivergent individuals may require specific accommodations and support to thrive in the workplace. It is essential to identify and address their unique needs. This can involve providing reasonable adjustments such as flexible work arrangements, sensory-friendly workspaces, or assistive technologies. Regular communication and feedback channels should be established to ensure that employees’ needs are met and that they have the necessary resources and support to excel in their roles.
Communication and Social Interaction: Challenges related to communication and social interaction may arise for neurodivergent individuals, such as difficulty with social cues or sensory overload. To address this, organizations can implement clear communication channels, provide training on effective communication strategies, and foster a culture of inclusivity and acceptance. Encouraging open dialogue and promoting understanding among team members can help create a supportive and collaborative work environment.
Career Development and Advancement: Neurodivergent employees should have equal opportunities for career development and advancement. To address this, organizations should offer training and mentoring programs tailored to their specific needs. Providing clear pathways for growth, setting realistic goals, and recognizing their unique strengths can help neurodivergent employees thrive and progress in their careers.
Workplace Culture and Acceptance: Building an inclusive workplace culture is crucial. This involves promoting acceptance, respect, and appreciation for neurodiversity. Organizations should foster a culture of diversity and inclusion, where all employees are valued for their unique contributions. Encouraging teamwork, empathy, and understanding among colleagues can help create an environment where neurodivergent individuals feel supported and empowered.
By addressing these challenges through education, accommodations, support, and fostering an inclusive workplace culture, organizations can create an environment where neurodivergent employees can thrive and contribute their valuable skills and perspectives to the success of the organization.
How do you and your organization educate yourselves and your teams on the concept of neurodiversity and the needs of neurodivergent employees? Are there any resources, training, or workshops that you have found particularly helpful?
In our organization, we recognize the importance of continuous education and learning to foster an inclusive and supportive environment for neurodivergent employees. Here are some of the ways we educate ourselves and our teams:
Workshops and Training: We organize workshops and training sessions focused on neurodiversity awareness and understanding. These sessions cover topics such as different neurodivergent conditions, common challenges faced by neurodivergent individuals, and effective strategies for supporting them in the workplace. We invite external experts or professionals in the field to share their insights and experiences.
Internal Resources: We have developed internal resources such as informational guides, manuals, and online courses to provide our teams with comprehensive information on neurodiversity. These resources cover a range of topics, including the characteristics and strengths of neurodivergent individuals, communication strategies, and creating inclusive work environments.
Collaboration with External Organizations: We collaborate with external organizations that specialize in neurodiversity and inclusive employment. This partnership allows us to access their expertise, resources, and training programs. We also participate in conferences and events related to neurodiversity to stay updated on the latest research and best practices.
Employee Engagement: We actively involve our employees in the learning process. We encourage open discussions, feedback sessions, and knowledge-sharing opportunities where employees can share their experiences, insights, and suggestions related to neurodiversity and inclusivity.
Continuous Improvement: We regularly evaluate and update our educational initiatives to ensure they align with the latest research and industry developments. This includes seeking feedback from neurodivergent employees themselves to better understand their needs and perspectives.
Some resources, training, and workshops that we have found helpful include online courses provided by leading neurodiversity organizations, webinars featuring experts in the field, and educational materials from reputable sources such as research institutions and advocacy groups. By leveraging these resources and continuously educating ourselves, we strive to create a work environment that is informed, empathetic, and inclusive for all employees, including those who are neurodivergent.
This is the main question of our interview. Can you please share five best practices that can make a business place feel more welcoming and inclusive of people who are neurodivergent?
- Create a culture of acceptance: Foster an inclusive environment where neurodivergent employees are respected and valued. For example, organize diversity and inclusion training sessions for all employees to increase awareness and promote understanding.
- Improve communication channels: Ensure that communication is clear, concise, and accessible for everyone. Utilize multiple communication methods such as written instructions, visual aids, and verbal explanations. This helps accommodate different communication preferences and enhances understanding.
- Design sensory-friendly environments: Create workspaces that consider sensory sensitivities. This may include providing noise-cancelling headphones, offering flexible lighting options, and allocating quiet areas for employees to take breaks when needed.
- Establish structured support systems: Implement mentorship programs, buddy systems, or designated support personnel to provide guidance and assistance to neurodivergent employees. This helps them navigate workplace challenges and ensures they feel supported and included.
- Promote flexibility and individualized approaches: Recognize that each neurodivergent individual may have unique strengths, needs, and work preferences. Encourage flexible work arrangements, reasonable accommodations, and customized approaches to tasks to maximize their potential and overall job satisfaction.
By implementing these best practices, businesses can create a more welcoming and inclusive environment for neurodivergent employees, fostering their success and contributing to a diverse and thriving workforce.
Can you please give us your favorite “Life Lesson Quote”? Can you share a story about how that was relevant in your own life?
One of my favorite life lesson quotes is “The only way to do great work is to love what you do” by Steve Jobs. This quote has been particularly relevant in my own life and career journey.
Early in my professional life, I found myself in a job that didn’t align with my passions and values. I felt unfulfilled and lacked the motivation to excel. It was a turning point for me when I realized that in order to truly thrive and make a meaningful impact, I needed to pursue work that I was passionate about.
I made the decision to pivot my career and pursue a field that aligned with my interests and values. It wasn’t an easy transition, and there were challenges along the way. However, the moment I found myself in a role that I loved, everything changed.
I became more engaged, motivated, and committed to my work. I poured my energy into learning and growing in the field that I was truly passionate about. As a result, I excelled in my role, made significant contributions to my organization, and experienced a deep sense of fulfillment.
This quote serves as a reminder that when we are passionate about what we do, it fuels our motivation, creativity, and perseverance. It pushes us to strive for greatness and make a positive impact in our chosen field. Choosing a path that aligns with our passions and values is key to finding fulfillment and achieving success in both our personal and professional lives.
You are a person of enormous influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
If I could inspire a movement that would bring the most amount of good to the most amount of people, it would be a movement centered around environmental sustainability and conscious living.
The movement would focus on raising awareness about the impact of our actions on the planet and promoting sustainable practices in every aspect of life. It would encourage individuals, communities, businesses, and governments to adopt eco-friendly habits and make sustainable choices that minimize their carbon footprint.
Through education, advocacy, and collaboration, this movement would strive to address pressing environmental issues such as climate change, deforestation, pollution, and resource depletion. It would emphasize the importance of renewable energy, waste reduction, conservation of natural resources, and preservation of biodiversity.
By inspiring people to live more sustainably, we can create a ripple effect that extends beyond individual actions and positively influences society as a whole. The movement would aim to empower individuals to make informed choices, adopt sustainable habits, and support businesses and policies that prioritize environmental stewardship.
Ultimately, the goal of this movement would be to create a global shift towards a more sustainable and harmonious relationship with the planet. By collectively working towards a greener future, we can ensure a better world for present and future generations, where both people and the environment can thrive in balance.
How can our readers further follow your work online?
Thank you for your interest! You can follow my work and stay updated on the latest developments through my social media channels and website. Here are the links:
Email: olivia@tabrick.info
Website: https://www.tabrick.com/
This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!
Olivia
Manager of Tabrick.com
Brick Making Machine Brand
Website: https://www.tabrick.com/
Headshot: https://drive.google.com/file/d/1UxvbpjJCuDa8fV0XDBbm06fUUGohNzR_/view?usp=sharing
This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!
About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.
While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.
Mr. Pines has also served as a mediator for numerous federal agencies including serving a year as the Library of Congress’ in-house EEO Mediator. He has also served as an expert witness in federal court for federal employee matters. He has also worked as an EEO technical writer drafting hundreds of Final Agency Decisions for the federal sector.
Mr. Pines’ firm is headquartered in Houston, Texas and has offices in Baltimore, Maryland and Atlanta, Georgia. His first passion is his wife and five children. He plays classical and rock guitar and enjoys playing ice hockey, running, and biking. Please visit his websites at www.pinesfederal.com and www.toughinjurylawyers.com. He can also be reached at eric@pinesfederal.com.
Neurodiversity in the Workforce: Olivia Lin On Why It’s Important To Include Neurodiverse Employees… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.