Dawn Shaw reflects on her journey as a First-Generation Professional (FGP), sharing how persistence, motivation, and a love for learning shaped her career. From higher education to corporate life at Oracle, Shaw discusses overcoming challenges, the value of intrinsic motivation, and the importance of recognizing the potential in First-Generation Professionals.

 As a First-Generation Professional, receiving feedback to "keep doing what you’re doing" might seem like a sign of success. However, this vague feedback can hinder your growth. Discover why detailed, actionable feedback is crucial for your career advancement and how to seek it effectively to ensure continuous improvement and meaningful progress in your professional journey.

Discover Jonathan Howard’s reflections on being a First-Generation Professional in a candid conversation with Michelle Hoover, Baem Leadership founder. Jonathan discusses his journey from growing up in Arizona to playing college basketball to working as a teacher to transitioning to a career in recruitment. He shares insights on the unique experiences of FGPs, the impact of access to resources, and his vision for supporting future generations in building professional networks and achieving career success.

Discover the role and impact of First-Generation Professionals (FGPs) in the workforce. Learn how FGPs, who are among the first in their families to earn a degree or advance to higher-level positions, face unique challenges and opportunities. Explore why this often-overlooked group is crucial for talent development and retention, and how companies can better support and leverage their potential.

Explore the reflections of a First-Generation Professional (FGP) on navigating school and career challenges shaped by cultural and professional expectations. Discover how early experiences— from kindergarten to the workplace—influence professional behavior, and learn how companies’ strategies to support and develop FGPs can lead to mutual gain for employers and employees.

Explore Cesar Grisales's journey from Cali, Colombia, to Winston-Salem, North Carolina, and his reflections on identity and education at Wake Forest University, where he is assistant director of First Generation Success Programs. Gain insights into his experience navigating social codes, professional challenges, and the nuances of being a first-generation college student at Wake turned First-Generation Professional. Discover how his upbringing and cultural background shape his perspective on career, community, and personal growth in this engaging interview with Baem Leadership founder Michelle Hoover.

 Baem Leadership is dedicated to advancing the visibility and potential of First-Generation Professionals (FGPs), trailblazers in achieving higher education and professional milestones within their families. As thought leaders in this evolving field, we offer five reasons employers should consider FGP-centered strategies for talent retention and leadership development. Our research, in progress, aims to empower companies in identifying and developing FGP talent, enhancing workplace inclusivity, and fostering robust talent pipelines.

Rafael Flores grew up in Puerto Rico and the South Bronx. At sixty-two, he has had a long career with the US Department of Defense. Flores recently shared with Baem Leadership Founder Michelle Hoover how, after graduating from Vassar College, he felt he had to leave New York City to find his way as a First-Generation Professional.

Diverse teams drive better decisions, boost employee morale, and enhance profitability. Despite these advantages, executive leadership remains predominantly homogeneous. Learn about the untapped potential of First-Generation Professionals (FGPs) as a solution to diversifying leadership pipelines and achieving organizational growth.

Cindy Campbell, 64, grew up in rural North Carolina. She graduated from college in 1981 with a degree in education, later found herself working in IT, and ultimately landed in executive development. Baem Leadership founder Michelle Hoover sat down with Campbell recently to discuss her experiences as a First-Generation Professional.

Summer internships are about to begin, which means thousands of first-generation college students will enter the white-collar world for the first time. Here are some suggestions for these soon-to-be First-Generation Professionals–and their employers–on how to make the most of this experience for mutual benefit.

Early indicators in Baem Leadership’s research on First-Generation Professionals suggest FGPs may serve as committed people leaders, even if they pursue those roles later in their careers.

First-generation college students perceive receiving more mental health support from institutional resources rather than friends and family. Filling that gap for First-Generation Professionals can serve as an employee-retention strategy.

Baem Leadership is conducting a research study on the inhibitors and enablers of workplace performance of First-Generation Professionals to guide companies’ talent strategies and succession planning initiatives.

Talent strategies that focus on First-Generation Professionals can help companies with employee retention and succession planning initiatives. 

First-Generation Professionals encounter ongoing challenges throughout their careers, grappling with less access to information about career paths, less confidence in communication and negotiation, and less established professional networks. Acknowledging the persistence of these challenges and taking proactive measures to address them is vital for companies to unlock the potential of FGPs and nurture them as promising leaders.

Gaps in FGPs’ prior experiences and exposure can continue to create challenges when they are asked to move into leadership roles, particularly in the areas of building relationships and a leadership identity. Ensuring that leadership-development approaches recognize these differences can smooth the transition for an increasing number of tomorrow’s leaders.

Though First-Generation Professionals provide powerful advantages for companies, unconscious bias and systemic barriers hinder their entry into the workforce. Learn how prioritizing strengths and inclusivity in interviewing First-Gen Professionals can enable your talent-recruitment, talent-acquisition, and hiring teams to recognize top-tier talent and engage with diverse candidate pools more effectively.

Revisiting job descriptions through the lens of First-Generation Professionals can reveal both unintentional bias in the wording and requirements that are no longer relevant for evolving roles of the future. Changes to both could help open more doors for FGPs in the workforce and provide a broader, more diverse applicant pool for employers.

Each year, more than half of all college students are first-gen, and 60 percent of those first-generation students enter the workforce after graduation. The rise of First-Generation Professionals signifies a pivotal moment for organizations to access a growing pool of talent and perspective. Organizations need to pay close attention to FGPs’ increasing numbers and critical role in tomorrow’s workforce.