The hidden barrier: How class drives inequities in frontline workplaces in the UK

In the United Kingdom, the population is often described across three broad classes: upper, middle, and working class. Class¹ and socioeconomic status (SES)² — commonly defined by income, education, and occupational prestige — are among the most overlooked drivers of workplace inequity,³ yet they directly determine who gets promoted, who is paid equitably, and who experiences inclusion.⁴

To address these class-based barriers, we surveyed 3,000+ frontline employees⁵ in the UK, and we found that working-class employees experience disproportionately lower pay,⁶ reduced career mobility,⁷ and higher exposure to workplace discrimination.⁸ These challenges are compounded by intersections with gender, race, ethnicity, caregiving responsibilities,⁹ and differences in social ties or support structures.¹⁰ In addition, class is not a legally protected characteristic, limiting options for redress for employees from lower-class backgrounds who face unfair job experiences. There is a real business consequence to these barriers: the loss of high-potential talent.¹¹

In this piece, we answer the following pressing questions:

• What are the strongest organisational drivers of class-based inequity in frontline workplaces?
• Which employees are most vulnerable to class-based discrimination, career stagnation, and dissatisfaction with opportunities to improve pay?
• What are the practical, high-impact actions that leaders can take immediately to unlock opportunity and reduce inequity?