Should first generation students hide from potential that they’re the first in their families to attend college?

For first-generation college students—those who are the first in their family to attend and graduate from college—entering the job market can bring unique challenges. They may face hurdles that other students, particularly those with more established family networks, don’t have to contend with. One question many first-generation students grapple with is whether to disclose their status to potential employers. Could it help them stand out, or could it unintentionally lead to bias in the hiring process?

Here’s a closer look at whether first-generation college students should share their background and the factors they should consider:

1. Highlighting Perseverance and Resilience

Being a first-generation student often means navigating uncharted territory. These students may not have had family members to guide them through college applications, financial aid, or career planning. The skills they develop in overcoming these barriers—such as resilience, determination, and resourcefulness—are highly valuable in the workplace.

In some cases, first-generation students may find that sharing their background can highlight their ability to overcome obstacles and succeed despite challenges. Employers may appreciate candidates who have demonstrated grit, persistence, and a strong work ethic—qualities that are often closely associated with first-generation students. If framed correctly, disclosing this aspect of your background can differentiate you from other candidates.

2. Company Culture and Inclusivity

As with any personal detail, the company’s culture plays a significant role in deciding whether to disclose your first-generation status. Some organizations have made significant strides in fostering diversity, equity, and inclusion (DEI), and being open about your background could be seen as an asset. Companies that value diversity may actively seek out first-generation students as part of their commitment to hiring individuals from a wide range of experiences.

Look for signs that a company values socioeconomic diversity. Do they have programs or initiatives for first-generation employees? Do they actively recruit from organizations that support underrepresented groups? These can be indicators that the company appreciates the unique perspective first-generation students bring to the table.

On the other hand, in companies or industries that may not have an explicit focus on DEI, students might consider whether it’s necessary to disclose this aspect of their background during the hiring process. Ultimately, it’s a personal decision, and it may come down to the company’s visible commitment to inclusivity.

3. Framing Your Experience

For first-generation students, the key to deciding whether to share their background lies in how they frame their experiences. You don’t necessarily need to label yourself as “first-generation” in your resume or during an interview, but you can still discuss the qualities and experiences that come with being one.

For example, you could highlight your ability to navigate complex systems, whether it was applying for college, balancing work and academics, or securing scholarships and internships without a family support system. These experiences can be framed as examples of leadership, initiative, problem-solving, and adaptability. By focusing on the skills you’ve developed, you can share your first-generation story in a way that resonates with employers without explicitly labeling yourself unless you choose to.

4. Bridging Social and Cultural Gaps

First-generation students often develop strong interpersonal skills by learning to bridge social and cultural gaps, both on campus and at home. These students frequently act as liaisons between their families and the unfamiliar academic environment, honing their communication and cultural competency skills along the way.

These attributes can be extremely valuable in the workplace, especially in roles that require cross-functional collaboration, customer service, or managing diverse teams. Sharing your background as a first-generation student can help demonstrate how you’ve developed empathy, negotiation, and communication skills—traits that are important to many employers.

5. Potential Concerns About Bias

While being a first-generation student can be a strength, there’s also the reality that not every employer may understand the value of this background. Some hiring managers may have unconscious biases or preconceived notions about socioeconomic status or educational background. They may assume that first-generation students lack the same resources or opportunities as their peers and therefore may be less competitive in certain job markets.

In these situations, students might prefer to focus on their skills and experiences without explicitly mentioning their first-generation status. Rather than drawing attention to the challenges they’ve faced, they can emphasize how they’ve succeeded in the face of adversity. This approach can help avoid any potential bias while still highlighting the strengths that come with being a first-generation college graduate.

6. Leveraging Resources and Networks

Many colleges and universities have established resources specifically for first-generation students, and employers may have partnerships with these programs. By tapping into these networks, students can find companies that are actively seeking to hire individuals from diverse socioeconomic backgrounds.

If the employer has a history of hiring first-generation students or supporting them through internships, scholarships, or mentorship programs, disclosing your background might be more comfortable and even advantageous. Leveraging these resources can also help you connect with like-minded individuals who have navigated similar challenges and found success in the workplace.