As universities and employers strive for greater socioeconomic diversity, understanding First-Generation, Low-Income (FGLI) status as a dimension of diversity is crucial. This review examines how FGLI individuals—who are the first in their families to attain higher education, achieve professional occupations and/or come from low-income backgrounds—are perceived and treated in academic and professional settings. Our review shows negative perceptions of FGLIs on traits like agency and cultural fit often lead to their exclusion. We explore the accuracy of these perceptions, finding that many perceptions do not correspond to reality, and other perceptions reflect biases and narrow standards of acceptability in upper-class, white-collar environments. Additionally, we investigate factors that shape perceptions and behaviors toward FGLIs, such as evaluators' beliefs and backgrounds. We conclude with several unanswered questions to guide future research, urging a more equitable focus that emphasizes FGLIs' strengths rather than perceived weaknesses. Addressing these gaps can create more inclusive environments for FGLIs in both educational and professional contexts.

中文翻译：

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对组织中第一代低收入个体的看法和行为


随着大学和雇主努力实现更大的社会经济多样性，将第一代低收入 （FGLI） 地位理解为多样性的一个维度至关重要。本综述研究了 FGLI 个人——他们是家庭中第一个接受高等教育、获得专业职业和/或来自低收入背景的人——在学术和专业环境中是如何被看待和对待的。我们的综述表明，对 FGLI 的能动性和文化契合度等特征的负面看法通常会导致他们被排除在外。我们探讨了这些看法的准确性，发现许多看法与现实不符，而其他看法则反映了上流社会白领环境中的偏见和狭隘的可接受标准。此外，我们还研究了影响对 FGLI 的看法和行为的因素，例如评估者的信念和背景。我们总结了几个未回答的问题来指导未来的研究，敦促更公平地关注 FGLI 的优势而不是感知的弱点。解决这些差距可以在 FGLI 的教育和专业环境中创造更具包容性的环境。