📢Is Class the Next Protected Characteristic?
- HRNews
- Feb 13
- 2 min read
A groundbreaking new report, "Class Ceiling," co-led by Nazir Afzal OBE and Avis Gilmore, has sparked a vital conversation about social mobility and fairness in the workplace. While the study focuses on the creative industries, its findings serve as a wake-up call for every sector.
A call for legal reform:
The inquiry found that class-based discrimination is remarkably prevalent, with 51% of respondents reporting they’ve experienced bias, bullying, or harassment based on their social class.
The central recommendation is bold: Recognise "working-class background" as a protected characteristic under the Equality Act 2010. This would put class on the same legal footing as race, sex, and disability, providing employees with a clear avenue for legal redress if they are overlooked for roles or promotions due to their background.
A Potential shift in the Equality Landscape:
While the Government has not added a new protected characteristic in 20 years, the momentum is shifting.
Even without a change to the Equality Act today, there is growing pressure to expand the "socio-economic duty" (currently in Scotland and Wales) to England.
With the recent Employment Rights Act 2025 already raising the bar for workplace protections, class-based inclusion is moving from a "nice-to-have" CSR initiative to a core compliance and talent retention issue.
Organisations that rely on "cultural fit" or informal networking for hiring may soon find these practices under intense legal and ethical scrutiny.
What this means for you:
For your managers and teams, it’s about unlocking untapped potential and building a truly inclusive culture:
It means moving toward "Class-Blind" recruitment—focusing on skills rather than polished accents or elite university names - fairer recruitment.
When 51% of people feel biased against, they don't bring their full selves to work. Addressing the "class ceiling" ensures that talent from all backgrounds feels safe to innovate and lead.
Employees are more likely to stay when they see that career progression is based on merit, not "who you know" or social signifiers.
Is your business ready to navigate the complexities of socio-economic diversity?
At LansburyHR, we help you audit your recruitment processes and train your leaders to spot and eliminate class bias before it impacts your bottom line.
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