Only a fraction of working-class female professionals have received promotions compared to their upper-middle-class peers.
- Just 26% of working-class women have been promoted, far behind other groups, highlighting significant inequality.
- A staggering 32% of working-class women report not knowing the steps required for career advancement.
- Pay disparities for working-class women are exacerbated by dual class and gender pay gaps.
- Negotiation challenges further hinder pay progression for working-class women.
In a concerning revelation, only 26% of female professionals hailing from working-class backgrounds have attained promotions in their current companies, starkly contrasting with 59% of their counterparts from upper-middle-class backgrounds. This data, highlighted in the Robert Walters annual Equity, Diversity, and Inclusion report, underscores the continued disparity in professional advancement opportunities amid International Women’s Day discussions.
The report further identifies a troubling lack of awareness among these women, with 32% not knowing how to progress within their organisations. This lack of clarity is higher than in any other gender or socio-economic group. The challenge often starts from higher education, where access to career advice and mentoring for working-class women is limited, impacting their long-term professional trajectory.
Compounding these progression barriers, working-class women face a dual pay gap issue. On average, they earn 12% less annually compared to others, effectively working unpaid for a significant portion of the year. This pay gap is further widened by the gender pay gap, affecting salary prospects as they attempt to move up the ranks.
Financial precarity is evident as working-class women navigate their careers. Half of these women find themselves capped at a £21k annual salary, a ceiling much more prevalent than for their male counterparts. Higher salary brackets see even fewer women, with only 1% earning between £55-100k, highlighting the lack of upward mobility.
A significant concern is the reluctance or difficulty in negotiating pay raises. Two-thirds have never negotiated for a pay rise, with barriers such as perceived employer refusal, lack of confidence, or organisational financial constraints impeding their efforts. Even when they negotiate, success is limited, with many receiving less than half of their requested increase.
The persistent ‘sticky floors’ require targeted organisational strategies to ensure equitable progression and pay for all women, regardless of socio-economic background.
