A new report from Totaljobs and the Social Mobility Foundation has shown how a lack of career confidence among people from lower socioeconomic backgrounds is holding millions back from applying for the record number of vacancies currently available. Of those that started their first job in the last two years, only 50 per cent from lower socioeconomic backgrounds said they were confident about eventually being able to do the job they want. This contrasts with the 71 per cent of those from more privileged, professional backgrounds. This gap has widened since the pandemic.
The research has found that people from professional backgrounds are 47 per cent more likely to have benefited from family connections when securing their first job, with over half receiving financial support during the job seeking process as well. In turn, the report highlights a growing gap in starting salary between those from different socioeconomic backgrounds and how factors like location, ability to work remotely and educational background significantly impacts how confident people are in applying for a broader range of jobs.
Research has also shown that people from lower socioeconomic backgrounds earn less than half of what their more privileged counterparts do in their first job after full-time education (£11,595 versus £23,457).
As the UK continues to face severe labour shortages, and the government pledges to create a ‘high wage economy’, the study of 5,000+ people found that overall, those from lower socioeconomic backgrounds put themselves forward for 35 per cent fewer roles after full-time education (on average, submitting 6 applications in comparison to 9 applications by people from professional backgrounds).
The report also highlights the factors that negatively impact those from lower socioeconomic backgrounds as they job search, including; limited jobs in their local area that are relevant to their skillset or experience (19 per cent); not having qualifications that meet the requirements of roles they want to apply for (16 per cent); not being confident in writing a CV (15 per cent); and not being able to travel outside of their local area for work (13 per cent).
What’s more, the likelihood of relocating for work decreases for those from lower socioeconomic backgrounds, with 76 per cent of those from professional backgrounds prepared, or able to move, compared to 64 per cent of those from lower socioeconomic backgrounds.
Despite the rise in remote working, geographical location continues to be a major barrier for some workers in the UK – 35 per cent of those who live in social mobility ‘cold spots’** feel that where they’re based has a negative impact on their job prospects and 16 per cent of this group say that the lack of secure work in their local area negatively impacts their job search.
“Social mobility is a long-standing, complex issue and there are many barriers that exist for those from lower socioeconomic backgrounds,” said Jon Wilson, CEO of Totaljobs. “But limited family connections or the professions of someone’s parents should not impede their search for the right job.
“Businesses, now more than ever, need to implement a multi-pronged approach when it comes to boosting opportunity in the workplace, by reaching potential candidates in social mobility ‘cold spots’, engaging candidates with career advice and monitoring the diversity of their applications,” he added. “With record numbers of job vacancies in the UK, the ability of employers to find and hire the right people is vital. By assessing hiring strategies to make them as inclusive as possible, employers can not only begin to remedy some of the inequality we see in employment, but reach a larger, more diverse pool of talent to hire from.”
Sarah Atkinson, CEO of The Social Mobility Foundation added: “The stark reality is where you grew up and what your parents did still has an impact on your opportunities and your earning potential. Employers can play a huge role in improving social mobility in the UK.
“We urge firms of all sizes to take a look at the recommendations within this report and take their first steps to improving socio-economic background in the workplace,” Atkinson says. “Whether implementing contextual recruitment or reporting on the socio-economic background of staff, there is practical advice on the changes you can make to ensure you’re open to the biggest pool of talent and applicants with the most potential, not just polish.”
Totaljobs has launched “Equality Boost” technology that will allow employers to target their job adverts to those in social mobility cold spots, measured by the number of free school meal recipients within the area.
