For many recent graduates, entering the workforce is both the combination of years of hard work and the beginning of a new chapter. However, for those from Widening Participation (WP) backgrounds—often meaning individuals from lower socio-economic status who have faced barriers to accessing higher education—the transition can come with unique challenges. One of the most critical areas where these challenges manifest is in salary negotiation. 

The Class Pay Gap: A Persistent Barrier 

Research detailed in The Class Ceiling by Sam Friedman and Daniel Laurison reveals a troubling reality: even when graduates from working-class backgrounds break into elite professions, they earn significantly less than their peers from more privileged backgrounds. The book uncovers a “class pay gap,” where individuals from working-class backgrounds in the UK’s top professions earn, on average, 16% less than their more privileged colleagues. This gap persists even when controlling for factors like education and experience. 

One reason for this disparity is that those from lower socio-economic backgrounds often lack the “cultural capital” that their more privileged peers take for granted. Cultural capital refers to the non-financial social assets—such as style of speech, dress, or physical appearance—that promote social mobility. For example, in many elite professions, there are unspoken codes about how to dress, speak, and behave, which are more easily navigated by those who have been socialised in similar environments from a young age. This cultural capital often translates into confidence during salary negotiations and the ability to advocate for oneself effectively. 

The Role of Social Networks 

Another factor that furthers the class pay gap is the role of social networks and informal sponsorships. Privileged individuals are more likely to have access to mentors or “sponsors” who can guide them through the negotiation process, offering insider tips and advocating on their behalf within the organisation. These networks are often lacking for those from WP backgrounds, leaving them at a disadvantage not just in salary negotiations but in career progression more broadly. 

Dr. Zoe Baker’s work at the University of York supports these findings by highlighting how WP graduates often enter the workforce with a disadvantage in understanding the unwritten rules of professional advancement, including salary negotiation. Baker emphasises the need for explicit training and support systems to help WP graduates navigate these challenges. 

Strategies for Overcoming These Barriers 

Despite these systemic barriers, there are strategies that WP graduates can employ to negotiate their salaries more effectively: 

1. Preparation is Key: Before entering negotiations, researching the typical salary ranges for the role and industry is crucial. Websites like Glassdoor Prospects can be valuable resources. 

2. Leverage Unique Experiences: While they may feel at a disadvantage, their background may also provide unique perspectives and problem-solving abilities. They can emphasise these strengths during negotiations. 

3. Seek Mentorship and Advice: Even if they do not have a ready-made network, recommend that they seek out mentors within their chosen industry. Professional organisations and university alumni networks can be valuable resources. 

4. Practice the Conversation: Recommend role-playing negotiation scenarios with a mentor or career adviser can help build confidence and prepare them for the real conversation. 

5. Know their Worth: It is vital to enter negotiations with a clear understanding of their value. If an offer is below their expectations, they shouldn’t be afraid to ask for more, but they should also be prepared to justify their request with evidence of their skills and contributions. 

Conclusion 

Salary negotiation is a crucial skill for all graduates, but for those from Widening Participation backgrounds, it’s often an uphill battle against entrenched class barriers. By understanding the dynamics at play and preparing accordingly, WP graduates can better advocate for themselves and ensure they are compensated fairly for their work. As both The Class Ceiling and Dr. Zoe Baker’s work demonstrate, challenging the status quo requires both individual effort and systemic change—but the first step is knowing that you deserve to be paid what you’re worth. 

References: 

• Friedman, S., & Laurison, D. (2019). The Class Ceiling: Why it Pays to be Privileged. Policy Press. 

• UK Data Service (2021). “The class ceiling: Social mobility and why it pays to be privileged.” 

• Baker, Z. (2020). “Widening Participation in Higher Education: What Works and Why?”