Recent statistics reveal significant disparities in promotion and pay between working-class and upper-middle-class women professionals.
- Only 26% of working-class female professionals receive promotions at their current jobs, highlighting a noticeable gap based on socio-economic backgrounds.
- Factors such as limited awareness of promotion requirements and inadequate career resources contribute to the challenges faced by these women.
- Working-class women are disproportionately affected by both class and gender pay gaps, exacerbating income inequality.
- Enhancing workplace policies and support systems is essential for offering equitable career advancement opportunities to all socioeconomic classes.
Only 26% of female professionals from working-class backgrounds have been promoted within their current workplaces, compared to 59% of women from upper-middle-class backgrounds. This stark contrast underscores the impact of socio-economic status on career advancement, further compounded for women by the overlapping challenges of class and gender disparities.
A significant barrier to advancement for these women is their lack of awareness regarding the necessary steps for promotion, with 32% of working-class women reporting they are entirely uninformed about the promotion process. This knowledge gap originates as early as their educational years, where they struggle to access career advice, internships, and mentorships, which are more readily available to their peers from higher socio-economic backgrounds.
The report highlights the persistent pay disparities that working-class women face, dealing with a 12% class pay gap and a 7.7% gender pay gap. These combined factors result in a significant percentage of these women feeling underpaid. While 50% of them experience a salary ceiling of £21,000, this rate is disproportionally higher compared to men and women from upper-middle-class backgrounds.
Financial instability remains a pressing issue, with many working-class women living paycheck-to-paycheck or relying on additional income streams. This, coupled with a general reluctance or lack of confidence in negotiating for raises, further entrenches their financial precarity.
Coral Bamgboye, Head of Equity, Diversity & Inclusion at Robert Walters UK, emphasizes the need for companies to create clearer pathways for advancement and to ensure transparency in promotion processes. Bamgboye advocates for mentorship programs and employee resource groups tailored to support individuals from lower socio-economic classes.
Addressing socio-economic and gender disparities in the workplace is critical for ensuring equitable career advancement opportunities.
