Those from upper- or middle-class backgrounds, as well as people who attended private school or university, were overrepresented in creative industries, the A Class Act report, published on 13 November, revealed.
People working in creative occupations were more likely to have a degree qualification (69%) than the wider workforce (29%). Meanwhile, two thirds (66%) of people under age 35 from working class backgrounds had a degree, compared with 19% of the wider workforce.
We asked how HR can improve representation of young people from working class backgrounds in underrepresented industries.
“Every young person deserves a clear pathway into employment, and employers have a responsibility to ensure that young people are provided with the opportunities and support they need to reach their full potential,” said Ola Kolade, employment and skills director at responsible business charity, Business in the Community, speaking to HR magazine.
“To ensure they are reaching young people from all backgrounds, employers should work in partnership with organisations that support young people, especially those from working class backgrounds, into work, so that they can more easily access untapped and underrepresented talent.”
Read more: We must all help eradicate the class pay gap
Employers should also measure the socioeconomic background of their workforce to improve representation, according to Erica Holt-White, the Sutton Trust's research and policy manager.
Speaking to HR magazine, she said: “Measuring the socioeconomic background of the workforce is one of the first key steps in improving socioeconomic diversity across an organisation.
“This allows employers to see first hand where the issues lie within their organisation, whether it’s in who they are attracting to apply, a specific stage of the process or in progression routes within the organisation.”
HR could work with young people in education to ensure they had skills to enter the workforce, Kolade explained.
She said: “Through early interventions while young people are still in education, employers can provide work encounters such as careers talks and work experience, and promote other routes into work, such as apprenticeships or internships.
“By doing so, employers can ensure that young people have the skills and experience they need to enter the workplace.”
Electricity provider UK Power Networks works with young people from underrepresented backgrounds in schools and colleges to improve diversity in the workplace, Liz Nash, the company’s learning and development manager, explained.
“We host outreach programmes in schools and attend vocational colleges to provide career talks, workshops, and internships,” she told HR magazine.
“We also utilise social media to showcase success stories. In social mobility cold spots we support candidates through the application process, having made opportunities more accessible, particularly through an increase in the breadth and depth of our apprenticeship offering.”
Read more: Job ad for “underclass” applicants deemed “disturbing”
HR should use government data and partner with local organisations to work with areas that have young people from working class backgrounds, Nash suggested.
She continued: “By utilising government data on schools, employers are able to identify schools where there are higher than average levels of students who are eligible for free school meals to ensure their outreach activity reach those who may otherwise be overlooked.
“We partnered with This is Purpose, committing to their Levelling Up Goals in 2021 to focus on social mobility. The This is Purpose network plays a key role in allowing us to engage and crucially make connections with organisations that have links to the communities we are keen to support.
“Our 'Power Among Us' programme is a prime example. It has allowed UK Power Networks to successfully identify and offer opportunities to NEET individuals from our patch.”
Employers should ensure support is available to young people from working class backgrounds once they enter the workplace, Holt-White added.
She continued: “To ensure that individuals from all backgrounds are able to progress in their careers, employers should incorporate career development into roles, offering mentoring, facilitating networking, and signposting to training courses, with financial support available where possible.”
HR should ensure their culture is inclusive and provides training and development opportunities for young people from working class backgrounds, Nash advised.
She commented: “HR can support young people from working-class backgrounds by fostering an inclusive culture, offering mentorship, and creating support groups. Tailored training, regular reviews, and financial aid for further education encourage career growth.
“Showcasing existing staff success stories from diverse backgrounds can highlight the careers which are possible, so everyone can ‘see it to be it’ and demonstrate success is attainable, regardless of background.”
