There are still class-based barriers facing UK workers, according to new research from Zurich UK, with one in five adults (20%) saying they’ve experienced discrimination in the hiring process because of their socio-economic background.
The issue is even more pronounced among certain groups. Those living in London (37%) and individuals from Black ethnic minority backgrounds (40%) are nearly twice as likely to experience discrimination.
The findings highlight how despite growing awareness of inequality, many still feel excluded from opportunities. Almost a quarter (23%) say their background limits the types of roles they feel confident applying for.
Culture fit or unconscious bias?
More than a quarter (27%) of those who experienced discrimination say they were directly told their socio-economic background influenced hiring decisions. Others point to subjective feedback that can mask bias; 24% were told they weren’t the right ‘culture fit’ and 23% were judged for their ‘communication style’.
Zurich’s findings echo concerns raised by the Social Mobility Foundation around a lack of so-called ‘class polish’ which excludes talented candidates. Nearly one in five (17%) reported negative comments about their education during interviews, while 16% experienced jokes or stereotypes about their background. One in seven (14%) were told they weren’t ‘polished enough’ and one in ten (10%) even said they had been laughed at.
Hidden social rules and cues in corporate environments
More than half (53%) of UK adults say workplaces are filled with ‘unspoken social rules’, with one in three (33%) struggling to navigate them. As a result, one in five (21%) say they often feel like they don’t belong at work.
Understanding these unwritten rules is often shaped by upbringing and who you know. Nearly two in five (38%) say no one in their immediate family has worked in a corporate role – rising to nearly half (49%) among those from lower socio-economic backgrounds.
The research highlights how barriers start long before someone is hired; three in ten (29%) say people from their background are underrepresented in senior roles, while one in three (28%) believe recruitment processes are designed to “weed out” working-class candidates.
Traditional and non-inclusive interviews can become barriers to social mobility
Interviews can become barriers to social mobility if inclusivity is not considered. A quarter of job seekers said they’d been judged for their appearance or how they’d dressed at a job interview before (26%) while 11% had cancelled an interview because they didn’t have anything appropriate to wear.
Financial affordability can also be a barrier; one in nine said they didn’t have access to technology needed for interviews such as a laptop (11%) while one in four had declined an interview because the location was too expensive to get to (24%). Meanwhile, 42% say they cannot afford to take on unpaid internships – a key stepping stone for many careers.
A lack of representation and access to networks compounds this issue; more than a quarter (28%) say they’ve struggled to access professional networks or mentors. One in nine (11%) have abandoned applications due to lack of representation in interview panels, rising to 24% among Black ethnic minority candidates.
Zurich UK’s Chief HR & Sustainability Officer Steve Collinson said: “Talent and potential exists in every community, yet too many people still face barriers before they even enter the workplace. Employers have a clear responsibility to challenge outdated assumptions, broaden access to opportunity and ensure people are judged by their skills and ambitions, not their background.”
You can learn more about Social Mobility in the workplace in our dedicated section here.
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