A recent report from the Social Mobility Commission didn’t hold back: “Class privilege remains entrenched as social mobility stagnates.” Essentially, professional jobs are still largely in the hands of those born into professional families, who benefit from better education, unpaid internships, and well-connected networks that give them a head start. While the Commission rightly emphasizes the need for more investment in education, especially for 16-18 year olds, there’s another key element to consider: the role of employers. And what does this mean for the young people who come through our doors at the YMCA?
More employers are starting to see the importance of tackling social mobility, particularly in cities, where companies are finding ways to attract and hire diverse local talent. While graduates from privileged backgrounds often have the advantage of being highly mobile, those from working-class backgrounds tend to be the most dedicated employees. But for those from truly disadvantaged backgrounds, just getting a foot on the ladder can be a huge challenge, despite their best efforts.
Hiring from disadvantaged backgrounds isn’t just about doing the right thing socially – it’s actually a smart strategy for the long haul. But to make it work, employers need to understand the unique hurdles these young people face.
Consider the work done by ‘We Rise in Brixton’ with young people in Lambeth, many of whom are at risk of unemployment due to poverty. Black Caribbean boys, in particular, face significant challenges, especially after age 16. These young people grow up in tough environments – families struggling to make ends meet, dealing with sick or distressed parents, caring for siblings, and attending under-resourced schools where they’re often labelled, stereotyped, and/or excluded.
Yet, despite all of this, the young people they work with – and those we see at YMCA Leicestershire – are bright, funny, enterprising, and ambitious. They have a deep understanding of life and an incredible resilience.
In contrast, kids from middle-class families often have a safer, more secure upbringing, with parents who guide them, create enriching experiences, and invest in their cultural and conversational development. On the other hand, children from disadvantaged backgrounds or those in our care face insecurity, neglect, emotional turmoil, fear of violence, and limited exposure to the city’s rich culture. This makes it harder for them to achieve good grades, and it often takes them longer to find the right path after GCSEs.
So, recently it’s been a huge win for two of our residents who not only achieved fantastic A-Level results but have also decided to pursue further education at university.
Employers need to realise that even the brightest and most talented young people from disadvantaged backgrounds might have gaps in their knowledge and experience compared to their middle-class peers. They come from a different cultural context and might not be familiar with the “usual work chat” about topics like Brexit, climate change, or the latest movies and music.
This is why traditional interviews and selection processes, which focus on personal presentation and “polish,” often put working-class kids at a disadvantage. The typical “Tell me about a time when…” or “Give me an example of…” questions can be particularly tough for them to navigate.
On a related note, through several conversations with my generation (50+) and recent reports about retailers regretting the move to self-scan checkouts, the topic of ‘Saturday Jobs’ came up. Many of us remember starting out as paper delivery kids, checkout operators, shoe sales assistants, record store clerks, and babysitters. But where did all those entry-level jobs go? That might be a topic for another post, but it’s worth noting that a new ONS dataset reveals that economic inactivity among 18-24-year-olds (those not seeking work or getting interviews) has risen from 28% ten years ago to over 33.3% in 2024. Opportunities have dried up, and with the social gap widening in the UK, young people from disadvantaged backgrounds are finding it harder and harder to access meaningful work and careers, despite their potential.
But there’s an even deeper issue at play: a profound, often hidden, and sometimes crippling lack of self-belief. These young people have ambition, but deep down, they often don’t think they deserve much or have much to offer. Many of the young people we work with never even consider the opportunities that big companies provide. They don’t hear about these opportunities, and even when they do, they often think, “That’s not for me. I’m not good enough/smart enough/experienced enough” (you can fill in the blank with their reasons). Too often, they rule themselves out before they even try.
Navigating the world of opportunities can be incredibly confusing, especially without parental support. But when given a chance, these young people are eager to grab it. It’s amazing how powerful a simple, genuine conversation can be.
So, how can we have more of these meaningful conversations with young people?
Today’s youth learn about the world through social media and often feel a personal connection to the bloggers they follow. This creates huge opportunities to connect on a more human level. Yet, we often find that communication from big companies fails to resonate with these kids.
If we want diverse young people from disadvantaged backgrounds to apply for these opportunities, we need to take a different approach. Companies, businesses, and their recruitment teams need to speak in a way that resonates with these young people, actively seek them out, and make it clear that they are wanted.
So, the question is… Are you ready to try something different?
