Of all the areas covered on this
site, social class is the hardest to categorise.
Traditional distinctions between
classes have blurred in recent years and activities like going to
university, once seen as a mainly middle class pursuit, have been
embraced by a much wider student populace. Laudable government
attempts to support students from lower socio-economic backgrounds
are often based on such unreliable indicators as the
student's postcode. As a result, universities that recruit more
students from such areas are provided with extra funding to help
these students complete their studies successfully.
However providing extra financial support may not fully address
the concerns of student/graduates from lower socio-economic classes
who are preparing to enter the wider graduate labour market.
What are the concerns?
- Fear of not fitting into an organisation eg through not having
the "right" accent, coming from the "wrong" school or university,
not having the same network of "contacts" within the labour market
etc..
- Lack of family history of higher education and graduate level
employment. In many cases such students may be the first
members of their family to either go to university or into a
graduate level job. They may feel isolated by not having enough
appropriate support and experience to fall back on.
- Concern about entering careers perceived to be dominated by
middle class values and selection methods. Some firms still use
rather antiquated methods of recruiting graduates which may sit
comfortably with their own particular world or middle-class
view.
Of course there is no legislation to prevent discrimination in
employment on the basis of class. Such discrimination would be very
hard to prove anyway. Be aware though of the various sources of
legal redress (mentioned throughout this site) as a possible
alternative avenue of support if you feel you have been treated
unfairly.
However, the world of graduate employment is changing. Remember
the following!
- Employers are more aware than ever of the business benefits of
recruiting a diverse workforce. Every organisation needs to
understand its customer base and will be more receptive to
recruiting a woirkforce that encompasses the widest social strata
possible.
- Recruitment methods have changed to accommodate this and are
scrutinised more carefully to ensure that they are not centred on
middle class values. Employers seeking to recruit on the basis of
equality will measure applicants objectively against a pre-defined
set of competencies.
Additionally, there are certain steps you can take to improve
your marketability to employers.
- Embrace any opportunities within University to develop your
social skills e.g., by joining clubs and societies, or by engaging
in work experience. Our website can provide you with several
sources of such opportunities. This experience will help you
develop confidence in your abilities and enhance development of the
skills employers are looking for such as interpersonal skills,
communication, team, problem solving, customer care etc. It is
these competencies that will mark you out as successful in the
world of work not your accent or background!
- Use your work experience and social activities to build a
network for the future. Any contacts you make through part-time
work, placements or leisure interests can be beneficial if nurtured
carefully. "Word of Mouth" is still a good way of identifying job
opportunities. Don't be afraid to call people you've worked with in
the past when looking for your first job.
- Be creative in your jobhunting! Research has indicated that
graduates from lower socio-economic classes are less likely to
apply for a job speculatively i.e. when one hasn't been advertised.
Up to 75% of jobs are not advertised through more traditional
routes so be ready to access the hidden job market
- Identify any mentoring opportunities, or similar, whilst at
University and beyond. Many universities and large organisations
operate buddy or mentor schemes: a mentor will break down any
preconceptions about the world of work. The University of
Westminster provides the National Mentoring Scheme for ethnic
minority students and also can provide you with access to
University alumni through the Alumni Association. Of course nothing
stops you from seeking out your own mentor either before or after
you graduate.
- Highlight to employers the advantages of recruiting from a
different background. You do not need to be explicit about the
class issue but emphasise the value of new perspectives and ideas
to an organisation emanating from experience of a range of
backgrounds as well as any barriers you may have overcome in
reaching University.
(Excerpts from this page appear in Hobsons Diversity
Handbook by the same author)