According to a Robert Walters study, socio-economic status has a significant impact on career satisfaction and advancement of UK white-collar workers.
The socio-economic background of a professional has a greater impact on their career progression, tenure, and salary than any other diversity factor. Working-class professionals are less satisfied with their career and compensation than those from upper middle-class backgrounds.
One third of white-collar workers with a background in the working class report that their employers fail to meet their expectations. Only 35 percent of white-collar professionals with a working-class background believe that their pay accurately represents the work they do, compared to 60 percent upper-middle class professionals.
Financial Strain Among Working-Class Professionals
Working-class professionals are more than twice as likely to live paycheck-to-paycheck, leaving them with no disposable income. Financial instability affects not only their quality of living, but also their ability to invest and reach long-term goals.
Andrew Powell, CEO at Robert Walters Outsourcing, said, “This study highlights how UK workplaces fail those who come from less privileged backgrounds. When it comes to providing those with working-class backgrounds with the tools, knowledge and confidence they need to succeed, there is a definite ‘laziness.’
“If those from less privileged backgrounds are living pay-cheque-to-pay-cheque vs counterparts in the same jobs – but from a different socio-economic group – then that means we haven’t done enough to break the cycle.”
Impact of Education Background
The educational background of professionals in the upper middle class is crucial to their career advancement. They benefit from attending universities and schools that are renowned. Over half of upper middle-class professionals believed that their academic background had a direct impact on their career success. Working-class professionals may not be able to access this advantage, as they might not have the same education opportunities or networks that can support their career progression.
Andrew Powell stated, “It’s important to note that the research was done on white-collar workers. We are therefore seeing data from people who have the same career or job, but very different experiences at work because of their socioeconomic background.
“Employers have a crucial role to play in creating more inclusive, equitable spaces where talent of all socio-economic backgrounds thrive. You must first examine why there are discrepancies in terms of overall satisfaction and advancement. Out of all the other forms of diversity, such as race/ethnicity and gender, socioeconomic is perhaps one of most invisible.
It may not be obvious at first glance that the majority of the management team attended a private school or “red brick” university, but our data shows that these individuals are given preference over those who went to state schools despite being equally capable. This is not acceptable.
Salary Negotiation Barriers
The difference in the confidence and success rate of negotiating salaries is a key factor that contributes to the disparity between the two. Professionals in the upper-middle class are the most satisfied, but they also have the highest success rates when negotiating for higher salaries. Working-class professionals are less likely to negotiate for a salary increase. This is mainly due to their lack of confidence, and their belief that employers will not give them a raise.
Research also revealed disparities between upper middle-class professionals and working-class professionals in terms of career advancement. The research found that upper-middle class employees were twice as likely to receive a promotion in their current employer, with 67 per cent reporting successful career advancement. Over half of upper middle-class professionals attribute the success of their careers to their academic background, which includes attendance at prestigious institutions.
Working-class professionals, on the other hand, often do not have access to the resources and support they need to progress in their career. Many professionals report not knowing how to develop or secure promotions, which can limit their career growth.
Andrew Powell said that socio-economic differences can take many forms. There is no one size fits all solution to help those with less advantaged backgrounds, feel valued at work.
“I feel that many companies are worried about their management structure. Have they been properly trained and do they really care to make changes? Companies must be aware of the people they are training as tomorrow’s leaders if real change is to occur.
