Celebrating Global Diversity Awareness Month: The Power of the First-Generation Identity in the Workplace
October marks Global Diversity Awareness Month, an opportunity for companies to reflect on the richness of varied backgrounds and experiences in their workforce. While diversity is often discussed in terms of race, gender, and culture, one dimension that's sometimes overlooked is the first-generation identity—the experience of being the first in your family to attend and graduate from college. As a first-generation college graduate and doctorate holder, my journey into corporate America has been shaped by navigating spaces that weren’t designed with me in mind, and this has fundamentally informed how I think about diversity, equity, and inclusion (DEI) in the workplace.
For many of us who identify as first-generation graduates, we carry the unique responsibility of forging new paths. We may not have had the benefit of parental guidance on navigating academia or professional life, but we've learned to adapt, build networks, and acquire the tools needed to thrive. As we celebrate Global Diversity Awareness Month, it’s important to highlight how the first-generation identity contributes to the larger conversation around DEI and how it can be leveraged to create more inclusive work environments.
The First-Generation Experience: More Than a Milestone
Being a first-generation college graduate is more than a personal achievement; it’s a testament to perseverance in the face of systemic barriers. In my own life, the journey to obtaining a doctorate was marked by moments of uncertainty, a lack of familial guidance, and the constant challenge of understanding unspoken rules. College was never a given—it was something I had to actively pursue and navigate without a roadmap.
For first-gen professionals, the leap from academia to corporate life presents another layer of challenges. Much like in school, the workplace has its own hidden curriculum—unwritten rules, expectations, and norms that can be difficult to grasp without prior exposure. The corporate environment, much like higher education, often assumes a baseline level of cultural and social capital that first-generation professionals may not have had the opportunity to develop. This is where DEI efforts become crucial in ensuring equitable opportunities for all employees, including those from less traditional backgrounds.
DEI and the First-Generation Identity: Moving Beyond Surface-Level Diversity
When companies talk about diversity, the conversation often centers on visible characteristics such as race, gender, or ability. These are crucial components of diversity, but focusing solely on them can limit our understanding of the broader range of experiences that shape who we are. The first-generation identity is one such experience that cuts across many of these traditional categories of diversity.
First-gen professionals often bring unique perspectives that are shaped by resilience, adaptability, and resourcefulness. We’ve had to figure out systems—educational, financial, and professional—largely on our own. These experiences mirror the challenges that organizations face when it comes to problem-solving, innovation, and growth. First-gen employees have a distinct way of approaching these challenges because we’ve had to navigate unfamiliar landscapes our entire lives. As organizations strive to foster innovation and inclusivity, the first-gen perspective is an asset that can help drive DEI initiatives forward.
Building Inclusive Workplaces for First-Generation Professionals
Creating truly inclusive workplaces means going beyond checking off diversity boxes. It requires a deeper understanding of the challenges that underrepresented groups—like first-generation graduates—face, and actively working to create environments where everyone has the opportunity to thrive. Here are several ways organizations can better support first-gen employees while advancing their DEI goals:
Create Mentorship and Sponsorship Opportunities
Many first-gen professionals enter the workforce without the benefit of familial or professional networks. Unlike peers whose families might have had generations of college-educated professionals, we’ve had to build our networks from scratch. Mentorship and sponsorship programs can help bridge this gap by pairing first-gen employees with experienced professionals who can offer guidance, insights, and opportunities. These programs not only provide practical advice but also foster a sense of belonging and inclusion.
Organizations can go a step further by establishing formal first-generation affinity groups, where employees can connect, share their experiences, and support one another in navigating their professional journeys. These spaces are critical for creating a sense of community and helping first-gen professionals thrive.
Provide Professional Development and Leadership Training
For first-gen employees, professional development is key to building the social and cultural capital that is often second nature to those from more privileged backgrounds. Offering leadership training, public speaking workshops, and networking events can provide first-gen employees with the tools and skills they may not have had access to before entering the workforce.
Incorporating this kind of training into DEI initiatives ensures that first-gen employees are not just included in the workforce but are given the resources to advance in their careers. It also sends a clear message: diversity isn’t just about hiring people from different backgrounds; it’s about investing in their long-term success.
Foster a Culture of Belonging
Inclusion goes beyond simply hiring diverse candidates. It’s about creating an environment where all employees feel they belong. For first-gen professionals, imposter syndrome can be a significant challenge—feeling like we don’t deserve to be in certain spaces because we don’t have the same background as others. Companies can combat this by fostering a culture where diverse experiences are not only accepted but celebrated.
A key part of this is transparency. Open conversations about career progression, mentorship, and the unspoken rules of corporate culture can help demystify the path to success for first-gen employees. Creating spaces where employees feel comfortable sharing their unique experiences, without fear of judgment or marginalization, is essential to building a culture of belonging.
The Role of First-Generation Professionals in Strengthening DEI
As we celebrate Global Diversity Awareness Month, it’s crucial to recognize that first-generation professionals have much to contribute to the ongoing DEI conversation. Our experiences navigating uncharted territories, overcoming barriers, and creating our own pathways to success give us a unique perspective on how to build more inclusive and equitable environments.
First-gen employees are often natural problem solvers, accustomed to finding creative ways to succeed in unfamiliar environments. This mindset is invaluable to organizations striving to foster innovation and tackle complex challenges. By tapping into the strengths of first-gen professionals, companies can enrich their cultures and drive meaningful progress in their DEI efforts.
A Call to Action: From Awareness to Implementation
Global Diversity Awareness Month offers a perfect opportunity for organizations to reflect on their DEI strategies and consider how to better support first-generation professionals. However, awareness is just the beginning. For DEI efforts to be effective, they must move beyond simple acknowledgment and be implemented in ways that create lasting change.
First-gen professionals, like many underrepresented groups, bring unique skills and perspectives that can help shape the future of corporate America. By investing in their growth and creating environments where they can thrive, organizations not only enhance their own performance but contribute to a more inclusive, equitable workplace for all.
Empowering First-Generation Voices
As we reflect on Global Diversity Awareness Month, let’s remember that diversity isn’t just about who we are—it’s about the journeys we’ve taken to get where we are today. The first-generation experience is a powerful testament to resilience, adaptability, and innovation. By recognizing and supporting first-gen employees, we can strengthen DEI efforts and build workplaces that truly reflect the diverse fabric of our society.
So, this October, as we celebrate diversity in all its forms, let’s ensure that the first-generation identity is part of the conversation. Together, we can create workplaces where all employees, no matter their background, have the opportunity to succeed and make their unique contributions.
Additional reading: Check out First-generation Professionals in Higher Education: Strategies for the World of Work with Chapter 5 co-authored by Danni. Organized in three sections–Professional Identity, Purposeful Interaction, and Career Path—the book examines concepts such as imposter syndrome, politics, financial literacy, resilience, networking, mentoring, career progression, and more. Each chapter includes activities, exercises, and questions for reflection, offering readers an opportunity to discern strategies for their own professional development.
