Avoiding Class Discrimination in the Workplace

In the UK, workplace discrimination on the basis of socioeconomic status, often referred to as “class discrimination”, remains a persistent challenge despite significant strides in promoting equality and diversity. Recognising and addressing this form of discrimination is essential for fostering diverse and inclusive workplaces. This article aims to provide employers with practical insights and guidance on how to identify, prevent, and address class discrimination in their businesses.

What is Class Discrimination?

Class discrimination refers to the unfair treatment of individuals based on their social or economic background. It can affect various aspects of employment, including recruitment, promotions, pay, and access to training and development opportunities. While employers have made progress in combating discrimination based on protected characteristics such as race, gender, and disability, class discrimination often remains less visible but equally damaging. Consequently, it has arguably become the moral duty of the employer to promote change and encourage class inclusivity in their business.

In a 2022 study carried out by KPMG, the career paths of over 16,500 employees and partners were analysed over a five-year period. This data revealed that individuals from lower socio-economic backgrounds took, on average, 19% longer to progress compared to those from higher socio-economic backgrounds. The study also showed that class and socio-economic background had the greatest effect on career progression than any other diversity characteristic.

Data Collection

Before employers can address class discrimination in their business, they will need to understand the scope of the problem. Collecting data on class and socio-economic backgrounds of employees may help employers determine specific actions they can take to increase socioeconomic diversity. For example, some employers may find that their recruitment criteria needs addressing, or others need to focus more on equal opportunities in regard to promotion.

Although collecting data on socio-economic backgrounds is not a requirement, the publication of this data creates a sense of accountability, similar to that of gender pay gap reporting data.

Employers should also keep in mind that all data collection and processing must be done in accordance with the UK GDPR.

Review and Update Policies

It is important that a robust diversity, equity and inclusion (DEI) policy is in place and employees are aware of this. Employers may wish to add that discrimination on the basis of socio-economic status is prohibited, same as discrimination based on any protected characteristic. This can be emphasised by clearly outlining the consequences of engaging in discriminatory behaviour and providing guidance on reporting procedures for employees who experience or witness class discrimination.

Provide Training and Awareness

Employers can implement comprehensive training sessions for managers and employees to raise awareness about class discrimination and its impact on the workplace. Training can offer examples of how class discrimination may manifest, its effects on individuals and the organisation as a whole, and how to prevent further detriment.

Including modules on unconscious bias training can also help employees recognise and mitigate biases that may influence their decisions and interactions with colleagues from different socio-economic backgrounds.

Promote Fair Recruitment

Implementing fair and transparent recruitment processes that focus on assessing candidates based on their skills, qualifications, and experience rather than their social or economic background can help combat any unconscious bias that may arise. This may involve training hiring managers on conducting competency-based interviews and evaluating candidates objectively.

Some employers have embraced class inclusivity by removing qualification barriers. In January 2023, Santander removed the requirement for a 2:1 degree in order to increase the intake of candidates from lower socio-economic backgrounds for more senior roles.  Likewise, if you normally require a specific level of qualification, consider whether an equivalent qualification or work experience would be sufficient instead. This shows a greater focus on the competency of the candidate rather than a blind obsession with qualifications.

Create Equal Opportunities for Advancement

Employers should strive to provide equal access to training, development programs, and promotional opportunities for all employees. They should ensure to establish clear criteria and procedures for career progression to ensure that advancement decisions are based on merit rather than favouritism or bias. By encouraging employees from diverse socioeconomic backgrounds to participate in mentorship programs or leadership initiatives, employers can help facilitate the employee’s professional growth and development.

By taking proactive measures to prevent and address class discrimination in the workplace, employers can create a culture of fairness, respect, and inclusivity. Compliance with the legal framework is essential, but fostering a genuinely inclusive workplace requires additional effort to challenge stereotypes, address biases, and promote equal opportunities for all employees. Ultimately, it is hoped that a more level playing field will create greater diversity within the workforce, breaking down the class barriers that have for too long held back those with great potential.

If you have any questions about class discrimination, our Peace of Mind Team can provide specific advice and our Document Audit Team can help draft relevant policies. Contact our employment law team by emailing employment@warnergoodman.co.uk or by calling 023 8071 7717.