EDI Spotlight
The impact of social class on our health and standard of living is well documented. To counterbalance this society has worked hard to encourage more of us to go to university however the success in tackling this inequality is then stifled as our class of origin is shown to influence not only our choice of occupation but also influences how successful we will be, hitting a ‘class ceiling’. This then shapes the pay gap as those from a privileged background are more likely progress to senior positions.
Reasons for this difference includes the behaviours and attitudes of those from a privileged group are more likely to be overconfident, narcissistic and having an entitled self-belief. This confidence can then drive their careers, with some of the recruitment processes for these positions being more suited for such attributes. It is also identified that if you are classified as included in another disadvantaged group (i.e. working class and a woman) the impact is double. Employers are encouraged to collate data on this matter (Social Mobility Commission Report, 2021) which could then assist in tackling this inequality. But if the issue is due to our family environment shaping our behaviours, then can employers offer training or mentorship programmes to turn the tide? As with other disadvantaged groups do these senior roles need to be more visible so that individuals can envisage themselves in such positions, putting the spotlight on role models that have pushed through the ‘class ceiling’?
For more information on the EDI Council please contact: EDICouncil@cices.org
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