Supporting First Generation Professionals in 2025

“The person who follows the crowd will usually go no further than the crowd. The person who walks alone is likely to find himself in places no one has ever seen before.” - Albert Einstein

First generation professionals bring unique perspectives, a fresh attitude, and incomparable drive to the corporate world. However, navigating an unfamiliar environment can be challenging, especially without prior exposure to corporate norms or the “unspoken rules” of professional life. If managers want first generation professionals to thrive in their workplaces, they must approach management through a new lens, one that empowers first-generation professionals to thrive by offering opportunities and fostering collaboration.

Here are five effective strategies to support first-generation young professionals in your workplace.

1. Establish Clear Onboarding Programs

A structured onboarding process is essential to setting first-generation professionals up for success. Ensure that your onboarding program includes a comprehensive overview of company policies, organizational structure, and role expectations, including providing the actual documents that your first generation professionals will need to understand and adhere to. As your first generation workforce begins their professional journey, be sure to include a glossary of industry-specific jargon or acronyms to help facilitate productive conversations and accurate deliverables.

Pairing first-generation professionals with a mentor during onboarding is important to the acclimation process. An onboarding pairing provides your new hire with a safe space to ask questions, seek guidance, and build connections. Regular check-ins during the onboarding period also allows managers to address concerns early and provide tailored support.

Tip: When conducting an onboarding day, during which your new hires will be attending back-to-back meetings, bake in 15 minute breaks to allow for comprehension and note taking. Allow your first generation professionals time to process all the new information and policies, so they can give to compose questions and further their understanding.

2. Provide Access to Professional Development Resources

Any new hire wants to feel like their company supports their success, from day one. Managers do not have to overpromise or hand-hold their professional journey, but proactively presenting potential paths through your industry is encouraging to high achieving young professionals.

Encourage employees to set long-term career objectives and discuss actionable steps to achieve them. Providing a development stipend for learning opportunities, workshops, and certifications will motivate first-generation professionals to invest in their skills and confidence. Highlighting free or low-cost resources such as online courses, webinars, and industry conferences will energize your new hires to expand their career reach (and potentially, their subject matter expertise, which adds values to your company). As far as company support, if your company offers tuition reimbursement or professional organization dues payment, be sure to discuss those options (the pros, cons, and guardrails) with your first generation hires.

3. Foster Open Communication and Feedback

Creating an environment of open communication is important when encouraging first generation professionals to share their perspective. Studies have shown that first generation professionals perform best in a more structured environment, with guardrails and clear expectations. Therefore, schedule regular one-on-one meetings to discuss their progress, challenges, and questions. Use these opportunities to offer constructive feedback and reinforce their contributions. Since the purpose of the 1:1's is to facilitate communication, they will begin to work within the system to find comfortable and effective communication techniques. With consistent 1:1’s, they will also become familiar with key questions and proactively bring answers and solutions to the conversation.

4. Build Inclusive Employee Resource Groups (ERGs)

Establishing ERGs can create a sense of belonging for first-generation professionals. These groups can focus on shared experiences, such as navigating corporate life for the first time or overcoming imposter syndrome. ERGs can also serve as platforms for networking, skill-sharing, and mutual support for shared experiences. If you have virtual meetings, consider asking your first generation professionals to share a short introduction to their culture or their family.

Understand that first generation professionals may appreciate unique workplace benefits. For example, flexible work arrangements can support those managing responsibilities outside of work, including contributing to the household or working a second job. First generation professionals may also be interested in financial literacy or financial wellness workshops, to learn more about setting themselves up for success. You may also consider resources for their families, including ESL workshops, social or cultural community groups, or other initiatives to show that your company values your first generation workforce as people first.

Partnering with external organizations or consultants to offer specialized support programs, such as mentorship initiatives, can address challenges that disproportionately affect first generation professionals, helping them feel seen and supported. Internally, you can establish formal mentorship or sponsorship program that connects first-generation professionals with experienced colleagues or leaders. Sponsors can advocate for their mentees’ career advancement, opening doors to promotions or high-visibility assignments. By actively involving first-generation employees in growth opportunities, organizations demonstrate their belief in their potential and commitment to their success.

5. Acknowledge and Celebrate Milestones

Recognizing the achievements of first generation professionals, both big and small, reinforces their value to the organization. Remember that first generation professionals may initially need more encouragement to bolster their confidence as they acclimate to professional life and find their work styles and rhythm. First, have a conversation with your direct reports and ask them how they want to be recognized: recognition in the company newsletter or private callout during a team meeting? A quick touchpoint during a 1:1 or a Teams message of affirmation? Or is it visibility to more challenging work?

While you may not have to call them out as a first generation professional specifically, public or private appreciation can boost morale and affirm their contributions. Acknowledging milestones fosters a sense of pride and belonging, encouraging continued engagement and effort. When appropriate, consider inviting your new leaders to present their work at team meetings, share insights or key learnings from their perspective, or participate in cross-departmental initiatives. These opportunities allow them to showcase their skills and build confidence in their roles, while showing the organization that your team is thriving.

By implementing these strategies, workplaces can empower first-generation professionals to overcome barriers and achieve their full potential. These initiatives not only foster inclusivity but also strengthen organizational culture, benefiting all employees. Supporting first-generation professionals is an investment in the future of your workforce and a step toward creating a more equitable corporate environment.

---

More Posts You May Like