Seven in ten people from lower socioeconomic backgrounds in the UK – equating to 7.42 million individuals – are missing out on career and educational opportunities due to their background, according to new Co-op research .
As a result, over a quarter (27%) feel compelled to downplay or hide their socioeconomic background in job interviews or in the workplace, reflecting a deep-rooted social stigma.
Young people are particularly affected, with 82 percent of those aged 16-34 reporting limited access to opportunities due to their background. In this age group, 39 percent feel pressured to conceal their origins at work or in interviews. The Social Mobility Commission’s latest report echoes these concerns, showing that educational attainment gaps for students from disadvantaged backgrounds have widened, marking the largest gap for 16-year-olds since the 2011-2012 academic year.
Barriers to Career and Education Progression
The report identifies several obstacles that people from lower socioeconomic backgrounds face in advancing their careers or pursuing further education. The leading barrier, reported by 21 percent, is a lack of access to financial support for further education and training. This issue has become more urgent following the Government’s recent decision to increase tuition fees, potentially placing higher education further out of reach for lower-income families.
Ishitha Islam, 21, from London said, “Growing up in a family without formal qualifications, entering the workforce was a daunting thought. I still feel like I don’t fit in at prestigious organisations because there is no one like me reflected in the higher ranks – something that is backed up by the statistics. While we’ve made steps in this country towards social mobility, a broader impact still needs to be made.”
Other common barriers include limited confidence or a sense of belonging in professional environments, financial constraints that make relocating for work difficult, and the high cost associated with unpaid internships and work experience. Many respondents also report that living in regions with fewer job opportunities restricts their career options, as well as a lack access to career advice or mentorship.
The findings also show a perception of bias in the recruitment process, with some respondents feeling that their background places them at a disadvantage compared to candidates from more affluent backgrounds. For example, there are costs associated with preparing for interviews, such as acquiring appropriate clothing and materials, which can serve as a barrier to entry for individuals from lower-income households. Moreover, respondents often felt that their life experiences, such as limited participation in certain social activities, affected their ability to relate to colleagues, making workplace integration more difficult.
Socioeconomic Background as a Protected Characteristic
Co-op’s People Officer, Claire Costello, described these findings as a ‘wake-up call’, urging the Government to recognise socioeconomic background as a protected characteristic under the Equality Act.
“These shocking figures show the true extent to which people are missing out on opportunities in education or at work due to their background. This should be a wake-up call to businesses and the Government. Millions of people are being held back from reaching their true potential or access the opportunities everyone deserves,” she said.
“We know that promoting social mobility isn’t just the right thing to do, but a huge economic opportunity which could boost UK GDP by billions. It is no coincidence that countries with greater levels of social mobility are much better at promoting job matching success and greater productivity. That is why the Government must make socioeconomic background a protected characteristic as a matter of urgency.”
Co-op contends that a legal framework protecting people from class-based discrimination could have far-reaching social and economic benefits. According to a report commissioned with Demos, increased support for individuals from disadvantaged backgrounds could potentially add £200 billion to UK GDP over the next decade.
Ishita Islam added, “Businesses should realise that social mobility is not a one-way street that brings benefits only to people from disadvantaged backgrounds. Hiring people from disadvantaged backgrounds can bring creative ideas, increased representation that reflects the population, and so much more.”
