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)