We’ve all seen this on TV. Shows like Industry and Suits show the fancy offices and sharp suits, and they show class privilege in action. They reveal who belongs and who doesn’t by background as much as by skill or talent. Secret clubs, private schools, an easy fit into the culture.

The thing is though, many people experience the same class divide in their real workplaces. It’s in how meetings go, who gets the big projects, who earns the bigger paychecks.

Today, we’re going to talk about “the class ceiling,” a hidden barrier holding back working-class talent from climbing the career ladder.

The numbers don’t lie

Research from the Social Mobility Foundation shows people from working-class backgrounds get paid £6,287 less a year than those from richer families, even when they do the same job. That’s a 12% pay gap.

But pay isn’t the only problem. New studies show working-class professionals get promoted less often. They’re less likely to reach top leadership jobs. The gap doesn’t just stay the same, it grows bigger the longer you’re in the game.

Class privilege is real. It’s not always obvious, but it changes pay, chances, and power in ways you can measure. If we want fair workplaces, we need to face these facts head-on.

Why class is the last DEI taboo

There’s a lot of social discomfort around class. No one likes to be called privileged or working class because it feels like a judgment. People worry about being labelled or misunderstood. That makes the whole topic hard to bring up.

At work, there’s another problem. Corporate culture often expects everyone to fit into their workplace culture. How they talk, what they like, even the jokes they get. If you don’t fit, you can feel out of place without anyone saying it out loud.

On top of that, class discrimination isn’t covered by UK law. Unlike race or gender, you have no legal protection if you’re treated unfairly because of your background. That means it stays quiet, hidden, and often ignored.

All these things make class the last big taboo in diversity conversations. But ignoring it means missing a huge part of the problem.

How class privilege shows up at work

Class privilege is everywhere at work, but it’s sneaky. It shapes who gets ahead in ways you might not notice, until you feel it yourself. Here’s what it might look like:

“Not a good culture fit”

This phrase sounds polite, but what it usually means is, ‘You don’t really fit in with our group.’ It’s a nice way of saying someone doesn’t share the same background, social habits, or unspoken rules.

Even if you’re great at your job, you might get passed over because you don’t know the right references or social rituals. These little things can matter a lot, even if no one says it out loud.

The problem is, culture fit isn’t about your skills. It’s about people feeling comfortable with who you are. People tend to hire or promote people who remind them of themselves. So, if you don’t sound, act, or hang out like the “usual crowd,” you might miss out.

That’s how culture fit ends up keeping things the same and stops workplaces from really being diverse.

Work socialising is a gatekeeper

Getting invited to golf days, ski trips, or after-work drinks might feel like just a bit of fun, or even optional. But actually, these are where a lot of the important connections happen. It’s where trust gets built, and where people really get to know each other beyond the office.

If you can’t join in (maybe because it costs too much, or you just don’t feel at ease in that scene) you miss out on those informal chats that can lead to new projects, recommendations, or promotions.

Sometimes these events are more than just about having a good time. They’re about being part of the group, the inside circle. If you’re not in that circle, it’s harder to get ahead.

Pressure to tone down your background

You might catch yourself changing how you pronounce certain words, avoiding mentioning certain hobbies, foods, or cultural references from home life, or laughing along at jokes that put down your community to avoid being seen as too sensitive.

This is called masking and it can be draining pretending to be someone else every day just to not stand out for the wrong reasons.

Microaggressions and jokes

Those little jokes or comments about your accent, where you’re from, or even your interests might sound like harmless banter to some people. But for the person on the receiving end, they can add up over time.

When people keep pointing out the “weird” of “different” things about you or your background, it wears down your confidence bit by bit.

Eventually, it creates this feeling that you’re on the outside looking in and that feeling can make it harder to speak up, take risks, or fully be yourself at work.

What employers can actually do

Talking about class privilege can feel daunting, but there are real steps employers can take to make workplaces fairer and more inclusive:

• Be open and start the conversation: don’t shy away from the topic. Create safe spaces where employees can talk about class and background without fear of judgment. Awareness is the first step to change
• Look beyond traditional hiring culture fit: instead of hiring people who just blend in easily, focus on skills, potential, and fresh perspectives. Challenge the idea that everyone should fit a single mould
• Make work socialising more inclusive: offer a variety of social activities that don’t all revolve around expensive hobbies or exclusive events. This way, everyone can join in and build connections without feeling excluded
• Provide mentoring and sponsorship: help people from less privileged backgrounds find mentors who can guide them and open doors. Sponsorship goes beyond advice, it’s about champions who actively promote talent
• Support authentic expression: encourage employees to bring their whole selves to work. Celebrate different accents, cultures, and styles rather than expecting people to ‘mask’ or change who they are

Employers who commit to these actions will build stronger, more creative teams and better workplaces where everyone can succeed.

Closing thoughts

The truth is, class privilege isn’t just about money. It’s about access. It’s about belonging.

If the only people who feel they truly belong in leadership are those who’ve always been there, then DEI is missing the point.

It’s time to stop treating class as the unspoken gap, and start closing it.

Part five of a six-part series.

Click here to read parts one , two, three, and four here.