Breaking the CLASS Ceiling

Did you know that a child born into a working-class family is 80% less likely to become a CEO than their privileged peers?"

Have you ever looked around your workplace and felt a nagging sense that something wasn't quite right? That the same types of voices were always leading meetings, and the same sorts of backgrounds were praised and promoted? This isn't your imagination. Social mobility – that upward climb into leadership we promise everyone – is far from guaranteed in the UK.

Here's a hard truth: those from working-class backgrounds, especially when that intersects with other characteristics such as ethnicity, disability, and sexual orientation, can face invisible barriers that prevent them from reaching their full potential.

I believe these statistics are not just numbers. They're missed opportunities, untapped brilliance, and a reminder of the systemic bias that still exists.

I've definitely had moments where someone doubted my abilities, even my belonging, simply because I didn't fit their image of success. I've smiled through comments and microaggressions, always striving to prove that I "had what it takes" to be in that room. When you have a working-class background, you don’t always have the same frames of reference, experiences and toolkit to draw upon, and that can lead to be being overlooked and underestimated.

But this shouldn't be the normal experience for anyone. This fight for fair access isn't just about charity – it's about unlocking the vast potential of our workplaces and creating a truly just society where background doesn't dictate your future.

• People from working-class backgrounds are significantly less likely to reach management positions in the UK than those from more privileged backgrounds. [Source: Social Mobility Commission]

As leaders dedicated to diversity, equity, and inclusion, you must ask ourselves hard questions:

• Are you truly dismantling obstacles? Are you making it equally possible for everyone to access education, networking, and resources – the tools that fuel career growth?
• Are you crushing bias? Do you challenge your own unconscious assumptions about certain accents, backgrounds, and the "right" signals of success?
• Are you investing in hidden talent? Are you providing mentorship, skills training, and pathways to leadership for those who have been traditionally overlooked?

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The Hard Truth

Research paints a troubling picture. Lower socioeconomic status often correlates with lower perceived motivation, meaning fewer opportunities despite equal potential [Source: Fitzsimons research, Journal of Personality and Social Psychology]. This is a harmful and inaccurate stereotype!

Become Change Agents

It's time to move beyond awareness and into action. Here's how you can support social climbers in your workplace:

1. Mentorship Matters: Pair high-potential employees from diverse backgrounds with impactful mentors who can guide their upward journey.
2. Inclusive Networking: Create networking events open to all, breaking down the "who-you-know" barrier to advancement.
3. Build Financial Literacy: Provide workshops on money management to empower employees on their path to financial stability.
4. Level the Playing Field: Focus hiring on potential and transferable skills, not pedigree. Reassess policies that may unintentionally favour those with privilege.
5. Leadership for All: Nurture leadership talent through targeted programmes, ensuring your leadership team reflects the true diversity of your organisation.

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The Path to a Just Workplace

Breaking down barriers to social mobility isn't charity; it's smart business. It unleashes a wealth of untapped talent and potential within your organisation.

Let's commit to building a workplace where background never determines destiny and where everyone has an equal opportunity to reach their highest potential.

P.S. If this message resonates, check out our social mobility coaching programme

P.P.S. Do you know someone who should see this? Share this post and help spark change.

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