Let’s Make It Happen: Beyond Poverty as a Fault
20/01/25
Aporophobia, a term coined by the philosopher Adela Cortina, describes the rejection or disdain for the poor and those with fewer resources. This attitude, whether conscious or unconscious, contributes to a distorted worldview where wealth is seen as merit and poverty as a fault. It is a phenomenon deeply rooted in meritocratic culture, which tends to blame those who have not had the same opportunities.
Businesses have a responsibility to remove the invisible barriers that fuel aporophobia. The cultural shift needed to overcome these barriers is not just necessary—it is also an opportunity. When selecting candidates for roles, decisions are often influenced by social and cultural criteria, sometimes unconsciously. A candidate who has lived in a major city, attended a private university, or wears luxury brands may seem more appealing. Organizations often attribute greater value to young people who have traveled to exclusive destinations, assuming these experiences make them more suitable for prestigious work environments.
These biases, though not always explicit, shape hiring processes that favor individuals from privileged backgrounds. People from less affluent families, who have not had the same opportunities to study or access elite environments, often find themselves at a disadvantage in the job market despite their talent and motivation. This disparity, a form of social discrimination, extends beyond economic opportunity—it is about access to the social and cultural codes and networks that determine professional advancement. Social mobility, once a symbol of emancipation and progress, seems to have stalled. Companies can learn to recognize the value of individuals from diverse backgrounds—without being influenced by exclusive social codes—in order to contribute to a fairer and truly meritocratic workforce. Redesigning the HR processes is a fundamental step.
