The Brokerage The Overlooked Advantage - Flipbook - Page 5
What is this report about?
When it comes to describing and defining the identities of young people from working class
and/or minoritised ethnic backgrounds we commonly hear language such as ‘disadvantaged’,
‘less-advantaged’ or ‘under privileged’, which describe an individual’s deficits. Rarely is attention
paid to the strengths and capabilities they can develop as a result of the systemic inequalities
they face in all areas of life. This report intends to plug that gap.
It is widely acknowledged that adversity can foster strength; and as a result, people who face
challenges in life are often able to adapt and learn from these experiences, building capabilities
that can set them up for growth and success. However, what does that mean in a professional
context? How do these personal experiences translate into the workplace? And how can
employers ensure they are set up in a way that ensures these talents are not ‘overlooked’.
Whilst it is critical that more is done to tackle the root causes of inequalities, it is also important
to recognise that individuals are far more than the disadvantages they experience. In particular,
when it comes to the ever-evolving skills and attributes required for the modern workplace,
employers must understand that such strengths can exist because of, not in spite of challenging
circumstances.[1]
At The Brokerage we know this first hand: having worked with ambitious, talented young people
from working class backgrounds for 25 years. Our candidates are/were state educated, from
lower socio-economic backgrounds and a large majority are also from minoritised ethnic groups.
All groups that are typically ‘underrepresented’ in business and society as a whole. Our
candidates are also high achieving academically but do not have access to the same networks
and opportunities as their better-off peers - we exist to help address that gap. While we have
helped thousands of people access opportunities in high level professions (such as finance, law
and insurance) we know that there is still a mindset shift that needs to happen in a lot of
organisations. Our candidates are just as skilled and capable as their financially better off peers
but employers are failing to recognise their strengths by relying on out-dated recruitment
channels and practices that are biased against them.
The status-quo
New outcomes require new actions and failing to take them will allow the status quo to remain.
In the context of ‘professional jobs’ in particular, children born into the highest earning families
will continue to be among the higher earners [2]. More privileged individuals will continue to be
60% more likely to be in professional roles [3] and only 20% of people working in industries such
as law, management consultancy or financial management will come from working class
backgrounds.[4]
[1] Ellis, B. J., Abrams, L. S., Masten, A. S., Sternberg, R. J., Tottenham, N., & Frankenhuis, W. E. (2020). Hidden talents
in harsh environments. Development and psychopathology, 1-19.
[2] Elliot Major, L, Machin,(2018) Social Mobility And Its Enemies
[3] Social Mobility Commission (2021). State of the Nation 2021
[4] Friedman, S, Laurison D, Macmillan, L, (2017). Social Mobility, the Class Pay Gap and Intergenerational
Worklessness.
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