Underprivileged youth who venture into software often face prejudices (at Wise Minds, we don’t really like the term ‘underprivileged’, see our previous blog). There are still many misconceptions about this group of people. What misconceptions?
1. They are not pitiful. They may be treated unfairly, and that needs to change, but they are not pitiful people. They are often talented, resourceful and hardworking individuals!
2. Underprivileged doesn’t necessarily mean poor.
3. Underprivileged does not mean lack of experience. On the contrary. Often these people are looked down upon, while they carry so much unique experience. The kind of experience we can learn from. I notice myself that these people understand very well how to interact with others in certain situations. And how to solve problems.
4. Within this target group, there is a massive variation. You can’t generalize them.
5. If someone comes from an underprivileged environment, it is not a reason to underpay them. This happens too often.
6. They fit right into your company culture. Because if you exclude people, your company culture is not worth anything.
7. Diversity need not be a compromise on quality.
8. You can find them.
9. Diversity and inclusion are not the same thing, but two different things. Diversity is about counting, about numbers. Inclusion is about feelings. If you have ten Moroccan-Dutch employees, your company may be diverse. But if all ten don’t feel at home, and have to act differently at work, you’re not inclusive. And then you also don’t benefit from their added value.
10. You need to invest. It’s not always easy to be inclusive. And maybe you’ll face resistance trying to become more inclusive, because people find it comfortable not to experience change. Going from non-inclusive to inclusive means that you have to grow. You have to undergo growth of the kind that perhaps not everyone will or can understand. But as with any change, good change management is needed.