In this blog, Patty Nguyen, Clinical Director and BCBA at Lighthouse Autism Center (LAC) in Lincoln, Nebraska, discusses the importance of diversity, equity, and inclusion (DEI) in the workplace and the field of Applied Behavior Analysis (ABA). She shares her unique career journey, how she integrates cultural understanding into her work, and the powerful lessons she has learned about leadership and advocacy. Patty’s story is a testament to the value of adaptability and empathy in supporting both staff and learners in the autism community.
Conversation with Patty Nguyen, Clinical Director of Lighthouse Autism Center – Lincoln, Nebraska
Patty Nguyen, Clinical Director and Board-Certified Behavior Analyst (BCBA) at Lighthouse Autism Center in Lincoln, Nebraska, is leading by example when it comes to fostering an inclusive environment in Applied Behavior Analysis (ABA). Through her unique blend of cultural experiences and leadership philosophy, Patty is shaping a workplace that celebrates diversity while championing personal growth. Let’s dive into her journey and her insights on the importance of diversity, inclusion, and employee well-being.
Tell us a bit about yourself and your role at Lighthouse Autism Center in Lincoln, Nebraska.
My role as a Clinical Director involves supporting the growth of both our learners and staff. It’s about creating a culture of learning where both successes and challenges become opportunities to grow. I’m responsible for ensuring that we are constantly evolving, adapting, and improving our approach to supporting our clients and team members. I’ve learned the importance of being flexible, maintaining a growth mindset, and always being open to change.
What inspired you to pursue a career in ABA?
My journey into the world of ABA was unconventional. I started out studying international business, and through various professional experiences, I realized that behavior and its management play a huge role in almost every industry. After working as a project manager in the FinTech sector, I began exploring human services during the pandemic and found ABA. The values of supporting underrepresented groups and promoting growth resonated with me, and I enrolled in a master’s program for ABA. My background in business and cultural studies gave me a unique perspective on how ABA can benefit diverse communities.
What does diversity and inclusion mean to you in the context of ABA and your work at Lighthouse Autism Center?
Diversity and inclusion are core to our work at LAC. ABA should be accessible to everyone, not just those with autism spectrum disorder. It’s important to create an environment where all individuals—whether they are our clients, staff members, or community partners—feel valued and understood. We take pride in cultivating an atmosphere where everyone’s voice matters. As a field, ABA has expanded beyond psychology and education, and that opens doors for more diverse perspectives. It’s about embracing change and growth while respecting everyone’s individuality.
“I can’t teach kids their voices matter if mine doesn’t.”
Can you share some cultural experiences that have shaped your perspective on diversity and inclusion?
As a Vietnamese American, my cultural identity plays a significant role in how I view diversity. My parents immigrated to the U.S. after the Vietnam War, and they faced immense struggles to give us a better life. Their sacrifice and resilience have taught me the importance of community, opportunity, and compassion. These values guide how I approach my work at LAC and how I advocate for the children we serve. I want to ensure they grow up in an environment where they are respected, supported, and encouraged to succeed, regardless of their challenges.
What advice do you have for workplaces striving to be more inclusive and supportive?
Fostering inclusivity begins with open communication. Leaders must be proactive in educating and engaging their teams. At LAC, we emphasize creating opportunities for employees to learn and grow, especially around diversity and inclusion. It’s about acknowledging different perspectives and actively listening to employees, so they feel heard and valued. Whether it’s through activities, discussions, or employee engagement, it’s vital that the leadership listens to the needs of both the staff and the community they serve.
How can organizations promote diversity in ABA and beyond?
Promoting diversity in any field requires a willingness to adapt and learn. Organizations must actively recruit from a diverse talent pool, ensuring they create pathways for underrepresented groups. At LAC, we emphasize ongoing training on diversity and inclusion, ensuring that our staff is prepared to meet the needs of all our clients. Furthermore, perspective-taking is key—whether we’re addressing challenges in our clients’ behavior or in the workplace, empathy and humility are essential for creating solutions that are equitable and effective.
How has your experience with diversity positively impacted your career?
My career has been shaped by mentors and colleagues who valued diversity and took chances on me. A pivotal moment in my career was when a BCBA gave me the opportunity to grow, despite my unconventional background in business management. I’ve also worked with underrepresented communities, such as the Karen people, and that’s helped me understand how cultural differences affect behavior and health care. These experiences have given me a broader perspective on the diverse needs of individuals and how ABA can be applied in a variety of contexts.
Can you share advice for individuals from underrepresented backgrounds pursuing a career in ABA?
If you have a story or experience to share, others are likely willing to listen and learn. We all come from different walks of life, but it’s through sharing our knowledge that we foster understanding. For those from underrepresented backgrounds, don’t be afraid to seek mentorship and share your perspective. It’s important to recognize that we all have something to contribute, and sometimes our experiences make us uniquely qualified to help others.
What advice would you offer individuals advocating for diversity in their workplace?
Advocacy for diversity begins with self-awareness. Approach these conversations with empathy and respect. Reflect on the perspectives of others within the organization—whether they’re in leadership or in entry-level positions. Communicating your ideas thoughtfully and humbly increases the chance of creating positive change. Just as we encourage our learners to use their voices, it’s important to model this behavior in the workplace, always fostering an environment where dialogue can thrive. We must be able to adapt and find beneficial ways to share our perspectives so that others may hear. Take a step back to reflect. I remember what it’s like to be an RBT. Am I empathizing with RBTs in my center? It’s important to consider seeing things from different levels of understanding. It’s important to model empathy for our learners and their difficulties, humility is important. We all struggle so we may all need to be humbled.
Conclusion
Patty Nguyen’s career is a shining example of how diverse backgrounds, cultural empathy, and inclusive leadership can intersect to make a profound impact on both the autism community and the workplace. At Lighthouse Autism Center, her dedication to the principles of ABA, while fostering a supportive, inclusive environment for both staff and learners, is truly inspiring. Whether advocating for diversity in the workplace or teaching learners to find their voices, Patty remains committed to creating lasting, positive change.
