Breaking Barriers, Building Futures: Tina Feng’s Journey to an Inclusive Bio-Economy

The path to a fulfilling career can often resemble a complex scientific experiment — a process of trial, error, adaptation, and discovery. For Tina Feng, a former Reagent Manufacturing Scientist at Standard BioTools Canada Inc., the pursuit of knowledge and professional success was not just about mastering molecular biology; it was about dismantling barriers and proving that accessibility and excellence can go hand in hand.

Her journey into the world of bioscience began with an unexpected source of inspiration — a movie. “My journey began when I first encountered the term biotechnology in the movie The Hulk, sparking my curiosity,” she recalls.

That spark transformed into a fire when she realized the inequities in education between her Deaf and Hard-of-Hearing classes and the regular science curriculum. Determined to bridge that gap, she pushed for access equal to that of her hearing peers, even taking summer school and night classes to earn the necessary credits.

“I pursued three science majors from college to university at the National Technical Institute for the Deaf (NTID) and the College of Science, both part of the Rochester Institute of Technology (RIT),” she explains. “My first major was NTID’s Laboratory Science Technology (LST), an Associate of Applied Science (AAS) degree founded by Todd Pagano. I later earned a Bachelor of Science in Biotechnology and Molecular Bioscience and pursued a Master’s in Bioinformatics.”

Despite her impressive credentials, breaking into the workforce presented another set of challenges. “In 2015, I returned to Canada to work and volunteer at various non-science related jobs due to the challenges of securing employment in the life sciences industry,” she says.

That changed in 2017 when she learned about BioTalent Canada’s Opportunities Fund Wage Subsidy Program. “The program granted me the opportunity to work on an eight-month R&D project at Mirexus Biotechnology Inc. in Guelph, Ontario,” she shares.

The experience was more than a career stepping stone; it was an opportunity to honour her late grandfather and friends who had passed away due to health complications, fueling her passion for research that could make a real difference.

Addressing Workplace Barriers

Navigating the workforce as a Deaf scientist meant encountering systemic barriers, particularly in communication. “I faced challenges in accessing information during in-person meetings when ASL Interpreters or closed captioning were unavailable,” she explains. “I often felt excluded from discussions and decision-making.”

Determined to create change, she advocated for workplace accommodations. “I informed Management and Human Resources about the need for workplace accommodations. Having an ASL Interpreter, written communication, and/or closed captioning available ensured better inclusivity and effective communication.”

She also played a role in guiding her employers toward more accessible workplace practices. “One example was connecting them with the Canadian Hearing Services (CHS) to collaborate on creating a more inclusive workplace,” she says. “The CHS staff facilitated discussions and encouraged the organization to participate in Deaf Awareness Training.”

Even in her day-to-day work, she identified small meaningful changes that could improve accessibility. “When I joined a new employer during the COVID-19 season in 2020, I informed my manager via email to switch business software to Microsoft Teams for team meetings, which enabled me to read closed captioning,” she shares. “I also recommended upgrading the company website to add an Accessibility feature.”

Changing Employer Perceptions

One of the biggest obstacles in hiring Deaf employees, she notes, is employer hesitation due to misconceptions about accessibility and communication. “Bioscience jobs often require specific skills, and misunderstandings about what Deaf employees can do may cause them to be overlooked,” she explains. “Employers should make the hiring process more inclusive by offering sign language interpreters or video relay services during interviews.”

Another common challenge of Workplace inclusivity. “Many bioscience workplaces have only a few Deaf employees, which can make them feel left out or misunderstood,” she says. “Employers can improve inclusivity by training staff about Deaf culture and communication.”

To help bridge these gaps, she points to practical solutions. “Employers can provide interpreters, captions, and visual aids like written instructions and diagrams,” she suggests. “Useful tools include Otter.ai for live captions, Interprefy for AI-powered live captions and subtitles, and Canada VRS (Video Relay Service).”

A More Inclusive Future

By pushing for accessibility in her career, Tina has helped pave the way for future generations of Deaf and Hard-of-Hearing professionals in biosciences. “Implementing accessibility supports led to a noticeable shift in workplace culture,” she reflects. “Communication barriers were significantly reduced, improving collaboration and understanding between Deaf employees and hearing colleagues.”

Her story serves as a powerful testament to the untapped potential within the disability community — a reminder that talent knows no barriers, only the limitations imposed by outdated systems and assumptions. “Hiring a Deaf person brings unique strengths to the workplace, such as exceptional focus, problem-solving skills, and creative thinking,” she says. “By hiring Deaf professionals, you inspire younger generations to see themselves in these roles, proving that they, too, can pursue careers as Deaf scientists.”

Much like Bruce Banner’s transformation into The Hulk, Tina’s journey has been one of resilience, adaptation, and breaking through limitations others imposed on her. But in her story, strength isn’t about anger — it’s about advocacy, persistence, and the power of inclusivity.

To learn more about how the EnAbling Change program is helping create a more inclusive bio-economy, visit biotalent.ca.