Perceptions and behaviors toward first-generation, low-income individuals in organizations.

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.