Hispanic. Women. Gay. Transgender. Neurodiverse. Black. All of these identities make up the rich mosaic of our workplaces. We know the data shows that diverse experiences drive better business decisions to identify unseen risks or opportunities, but have you considered this next group we talk about today - First Generation Professionals? This is a group that studies show exhibits a strong percentage of loyalty, motivation, and desire to pursue management positions. They should definitely be considered when looking at your talent pipeline.

My guest today is Michelle Hoover. We talk about who FGPs are and why investing in them is a win for your company. Michelle shares a little about what makes them tick (especially given her own identity as an FGP) and why understanding this will help you practice empathy if you misunderstand certain behaviors. We discuss the difference between experience and identity, what holds FGPs back, how to practice conscious curiosity, and, specifically, what you can do to harness their potential to help your organization succeed. You will leave appreciating the power of acknowledging diverse groups in your organization through mentoring and ERGs, instead of seeing such diversity as a burden.

To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.com 

Key Takeaways:

• Confronting your fears is a great way to grow, evolve, transform, and gain confidence.
• Especially with first-generation professionals, their background, family, and upbringing influence them in the business world. That's something important we need to recognize in terms of being empathetic in the workplace.
• 81% of first-generation college students cite financial stability as their reason for pursuing a college degree. They are motivated to achieve some level of financial success and stability.
• Many FGPs don’t know how to play the corporate games for promotion, they were never taught. Without empathy to see their side, leaders may see it as a lack of drive, proactivity, and initiative when that is far from the truth. 

"This is your leadership pipeline, and this helps with more early career retention strategies." —  Michelle Hoover

From Our Partner:

Download the 2024 Ninth Annual State of Workplace Empathy study from Businessolver: www.businessolver.com/edge 

Discover more valuable content from Businessolver on The Benefits Pulse vodcast: www.businessolver.com/benefits-pulse 

About Michelle Hoover, Principal, Baem Leadership

Michelle Hoover is a leadership development strategist, advisor, and executive coach. A trusted thought partner to CEOs and business leaders, she has designed, delivered, and facilitated talent-development programs for more than 15,000 learners across five continents in her 19 years in leadership development. 

Michelle is the founder of Baem Leadership, a strategic consultancy that advises global corporations, mid-stage startups, and purpose-driven organizations on empowering and emboldening their leaders — especially First-Generation Professionals — to lead themselves and their teams more effectively.

Connect with Michelle Hoover:  

Baem Leadership: https://www.baemleadership.com/ 

LinkedIn: <a href="https://www.linkedin.com/in/myhoover/" rel="noopener norefe