Most business leaders agree that diversity, equity and inclusion (DE&I) is important – for business, for employee engagement, and for creativity. Not to mention that creating more opportunities for people from diverse backgrounds is simply the right thing to do.
Organisations that have embraced this have had to make many changes and follow through on statements and promises in DE&I policies. This could be switching to a more inclusive hiring process, forming employee resource groups, introducing flexible working practices, investing more in training and development, or publishing pay-gap data. It’s a lot of work, a lot of change – and it’s change for the better.
However, one thing that is rarely on the agenda when it comes to conversations, policies and plans around DE&I is social class. Yet class intersects all elements of diversity and, according to some studies, has a bigger impact on a person’s likelihood of success than even race or gender.
I grew up on a council estate and my parents were often on benefits. I wasn’t surrounded by people doing professional jobs and I had no idea what kind of careers could be available to someone like me. But I got lucky. I signed up to an admin temp agency and landed a placement at the BBC, which became a permanent job as an assistant in the press office. I didn’t know what PR was – but I liked it, and it turns out I was quite good at it.
I am an anomaly in my industry, however: 21% of people in PR – vs 7% of the general population – went to fee-paying schools. There is an 18.2% class pay gap across the marketing industry.
Employers, in all industries, need to do more to not only recruit talent from diverse working-class backgrounds, but also to make them feel that they belong and can progress, because a professional environment can feel lonely and alienating. I’ve seen and heard stories of peers mocked for their ‘common’ accents, for overindulging on the free food at meetings because they can’t afford much at home, for not understanding ‘high brow’ cultural references, or for mispronouncing words.
Time and time again, they receive a lesser pay rise than their middle-class colleagues because they don’t have a parent at home telling them to ask for more (or the safety net of their parents’ money if they decide to walk).
What can employers do? Quite a lot.
Education – Bridge gaps between schools in lower socio-economic areas and entry-level jobs by creating outreach programmes.
Opportunity – Offer internships/work experience to people exclusively from working-class backgrounds.
Internships – Commit to paying at least the Living Wage or London Living Wage for apprenticeships or internships, and cover interview travel expenses.
Remove education barriers – Unless essential to the role, eliminate degree or A-level requirements.
Mentoring – Mentor those from lower socio-economic backgrounds and open your professional contacts book to them.
Expenses – Don’t assume employees can front up expenses, even if it’s just biscuits for a meeting.
Pay-gap data – Publish your pay-gap data. Sign up to the Social Mobility Foundation Employer Index. Pay colleagues from working-class backgrounds the same as anyone else at their level.
This only scratches the surface, but it’s a start. Some of the most talented, hardworking, interesting and creative people I know came from working-class backgrounds. So do your business a favour – seek them out, let them in, and your output will be all the better for it.
Laura Burch is founder and managing partner of Work & Class.
This article is adapted from a feature first published in the autumn 2024 issue of Edge.
