Socio-economic status continues to have a profound impact on the career satisfaction and progression of white-collar professionals in the UK, according to a recent study by Robert Walters.
A professional’s socio-economic background was found to significantly influence their tenure, salary growth, career advancement, and overall work-related wellbeing more than any other diversity characteristic. Professionals from working-class backgrounds are notably less satisfied with their careers and compensation compared to those from upper-middle-class backgrounds.
One-third of white-collar professionals with a working-class background report that their employer fails to meet their expectations. Additionally, only 35 percent of these professionals believe their pay accurately reflects the work they perform, in stark contrast to 60 percent of upper-middle-class professionals who share this sentiment.
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. This financial instability not only affects their quality of life but also limits their ability to invest in career development opportunities and achieve long-term financial goals – ultimately, making it more difficult for those from less privileged backgrounds to achieve financial security and career growth.
Andrew Powell, CEO of Robert Walters – Outsourcing, commented, “This research highlights how much UK workplaces are failing those from less privileged or disadvantaged backgrounds. There is an identifiable ‘laziness’ within companies when it comes to giving those from working-class backgrounds the right tools, access, knowledge, and confidence to succeed.
“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 Educational Background
Educational background plays a crucial role in career progression, with upper-middle-class professionals benefiting from the advantages of attending reputable schools and universities. The report found that over half of upper-middle-class professionals believe their academic history has directly impacted their career success. This advantage is less accessible to working-class professionals, who may not have the same educational opportunities or networks to support their career advancement.
Andrew Powell said, “It is important to note that this research was conducted on white-collar professionals, so what we are seeing is data from individuals who do the same job or have the same type of career – but vastly different experiences in the workplace purely because of their socio-economic background.
“Employers play a critical role in creating more equitable, inclusive spaces where talent from all socio-economic backgrounds can thrive. To do so you have to first look at why such discrepancies exist in overall satisfaction and progression, as out of all other types of diversity – such as race/ethnicity, gender, and age – socioeconomic is arguably one of the most invisible.
“For example, it may not be that obvious to the naked eye that the large majority of your management team may have attended private education or ‘red brick’ universities – but our data showcases that such individuals are favoured over-and-above those from state schools, in spite of being just as capable of doing the job. That is simply not ok.”
Barriers to Salary Negotiations
A key factor contributing to the pay disparity is the difference in confidence and success rates when negotiating salaries. Upper-middle-class professionals are not only the most satisfied with their pay but also the most likely to negotiate for higher salaries and succeed in these negotiations. In contrast, 30 percent of working-class professionals have never negotiated for a pay increase, primarily due to a lack of confidence and the belief that their employers would not offer a raise.
The research also found disparities in career progression between working-class and upper-middle-class professionals. Upper-middle-class employees are twice as likely to have received a promotion at their current company, with 67 percent reporting successful career advancement. Moreover, over half of upper-middle-class professionals attribute their career success to their academic history, including attendance at prestigious educational institutions.
In contrast, working-class professionals often lack access to the same level of resources and support needed to advance in their careers. Many report having no clear understanding of how to secure promotions or develop their careers, which limits their professional growth and long-term career prospects.
“Socio-economic differences come in all different forms, and so there isn’t a one-size fits all approach to helping those from less advantaged backgrounds feel equally valued in the workplace,” said Andrew Powell.
“One thing that I feel that companies often overlook or are nervous about is their management structure – have they been trained, and fundamentally do they care enough to want to make a change? If real change is going to happen then companies have to be conscious of who they are training to become tomorrow’s leaders.”
Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
