The number of low-income students attending college is increasing, according to a 2016 report from the Pew Research Center. Only a small percentage of students in the bottom income group complete their degrees within six years.
This discrepancy should make you think. Why are so many low-income students not reaching their full potential in the workforce when they go to college? There is a lack of unique and targeted support and resources. In the tech sector, there is a lack of support due to a problematic environment that assumes privilege and affluence in its students and future employees.
These assumptions perpetuate a tech industry that fails to access a critical and fruitful talent pool by wrongly and consistently disqualifying low-income students from the educational and career opportunities that open doors.
We aren't talking about the tech education-to-career pipeline because it fails low-income students before degree completion and entrance into one of the highest-paid sectors in our economy. Socio economic status must be part of the diversity conversation.
Privilege and potential are conflated.
Tech recruitment happens before graduation in many industries. High-potential low-income students don't fit into the "ideal candidate" archetype sought by this recruitment structure, which overvalues and rewards characteristics that are often a better indicator of privilege than talent or potential. How can we stop it?
If you ask hiring managers what skills are needed to succeed in the tech industry, they may say that they are looking for new candidates.
Have good problem-solving skills.
Have shown time-management skills.
Are dedicated.
They are willing to endure difficult problems.
Are able to adapt.
A student who works full- or part-time while pursuing a technical degree gains a strong work ethic, time-management prowess and resilience. A first-generation student navigating the college experience on their own without the benefit of family knowledge or social networks is likely to have impressive problem-solving skills. These are skills that are very useful for succeeding in tech.
In recruitment practices, demonstrated skills are rarely part of the equation and are overshadowed by other things.
Privileged high school experiences, including test prep, high-quality advising, access to higher-level math courses, open doors to attending a prestigious college/university, and the many opportunities and supports that come with it.
The financial wherewithal and time are needed to participate in campus clubs and networks, attend hackathons, and attend conferences or networking events on weekends and evenings.
Money and knowledge are needed to navigate travel for an in-person job interview.
Privilege, such as access to expensive test prep courses, rigorous math preparation before college, and the freedom to focus solely on academics, are some of the factors that affect test scores and other quantitative measures.
Awards and recognitions are based on many factors.
The criteria are considered markers of potential. Privilege and affluence are unavailable to most students, so attaining these markers requires a certain degree of privilege. It takes time and energy for all of these experiences to keep one from attending to their family, the job that pays for their education and other important responsibilities outside the classroom. Most of the experiences require independent money, and most of them favor extracurricular networks.
This is a huge missed opportunity. The tech industry needs to separate event attendance, awards, and school from one's actual ability to succeed in the industry. If we continue to equate privilege with potential, we will fail to access this community of high-potential students, leaving us with an ongoing talent shortage and a less diverse tech sector.
Now what?
How can tech course-correct ensure that low-income students are supported throughout their tech journey?
The playing field for low-income recruits needs to be level.
More than half of college students experience housing issues. If you don't have a fast internet connection, it's nearly impossible to complete an assignment on time, and it's hard to ace your computer science exam when you can't pay your rent.
We need to understand the barriers and invest in resources to break them down.
First, support and invest in organizations that work to fill the gaps for students from low-income families. If you are a decision-maker or HR representative at a tech company, make sure you provide all interns and new hires with door-to-door support for relocation.
Students should not assume they have the credit or family funding to cover the costs upfront. Candidates can show up as their best self.
College students should be invested in diversity.
The tech sector tends to invest in the start of the tech program, with most of their funding going to K–12 programs.
K-12 investments are important, but need follow-through at the higher education level to yield the talent we need. We need to ensure students finish their degrees and support them throughout their journey to do so so that they can contribute to the tech innovations that elevate us all.
What does this mean in practice? If you hire a new employee who is still in their senior year, cover their spring term. Give your future employees the space to focus on the final, high-level classes that will better prepare them for the job, rather than leaving them to worry about paying tuition, rent and other expenses during those critical last few months.
The current population of students graduating with computing degrees does not mirror our society in many ways. Privilege and potential are conflated by the tech industry.
The result is a tech sector that doesn't serve everyone equally. It is time to support and invest in low-income students in the tech industry.
