Community Forum Series: The Intersectionality of the First Gen Experience: What Your Inclusion Strategy is Missing
You may not realize it, but you may be leaving out a significant group of your employee population when building and implementing your DEI strategies. First gen professionals face distinct challenges in navigating the professional environment. An inclusion strategy that focuses on addressing the needs of first-gen talent is one that can perforate across a multitude of communities in a unique way that has often been excluded from mainstream conversations about DEI in the workplace. In this session, we'll explore some of the challenges first gen professionals face and go over tactical strategies companies can fold into their DEI initiatives to positively impact the first-generation employee experience while also contributing to driving inclusion for all employees.
1. Learn about privilege and bias associated with identity at work
2. Understand what intersectionality is and why it’s important to DEI
3. Explore workplace challenges first-gen talent deal with and inclusion solutions that can support the needs of all employees
DEI Education Manager
Fadjanie Cadet, MBA(she/her) is a first-generation Haitian-American, Diversity, Equity, and Inclusion Strategist, Organizational Development Practitioner, and Talent Business Partner who has worked across the technology and consulting sectors helping to build high-performing teams, lead high impact change management initiatives, and create business-aligned diversity recruiting and engagement strategies and programming. She is currently the DEI Education Manager at Wayfair responsible for building and executing against a global learning roadmap.
Fadjanie always had a knack for writing, and the drive to share her knowledge, purpose and experience inspired her to become an author. Her newly released eBook "In First Place: How to Win Over First-Generation Professionals with Your Inclusion Strategy" encapsulates methods to effectively engage and retain first-gen talent by uncovering meaningful ways to scale an organization's DEI efforts. Fadjanie aspires not only to be an ally to those who struggle to feel seen
but a sponsor, advocating for them and creating opportunities. She aims to use her writings and experience to help bridge the gap between marginalized folk and employers, highlighting distinct needs and creative, sustainable approaches to address them at scale.