Nearly 4 in 5 employers (77%) prioritize personal connections over skillsets when making hiring decisions – with 68% of highly qualified candidates being overlooked in favor of those with better personal connections or networks.
According to a recent survey into diversity, equity and inclusion in the workplace from global recruiter Robert Walters, just 29% of employers said they value a candidate’s qualifications and skills in equal measure to the people they know.
An effect on employee workplace experiences
This type of judgment impacts employees significantly - 62% feel as though their progression opportunities are hindered, even though their skills or output qualify them for a promotion. 70% of employers admit that personal relationships also influence promotion decisions, with just 11% stating they have measures in place to prevent workplace nepotism.
Voices from the DEI survey respondents further illuminate concerns of nepotism:
Martin Fox, Managing Director of Robert Walters comments:
“As leaders, we have a responsibility to develop workplaces that thrive on merit and equal opportunities. These findings serve as a wake-up call for organizations to reevaluate hiring and promotion practices.
“Every employee, regardless of background, personal connections or class should be provided with the equitable resources and support that allow them to thrive in their career.”
Favoritism surrounding the upper-class
The study reveals a stark gap in career advancement between the classes - upper-class professionals have a 71% higher chance of getting a promotion than working-class counterparts. They also have a clearer vision of how to climb the career ladder, while 70% more working-class professionals are unsure of what they need to do to progress.
Martin continues:
“Our research shows that working-class professionals often feel neglected by managers - 1 in 5 feel their manager does not take the time to understand their personal circumstances.
“In the current hiring landscape - one of the most challenging in recent years - organizations are struggling to retain top talent. Our work into DEI underscores the pivotal role that inclusive workplaces play in achieving overall business success and retention. It is crucial for employers to proactively ensure that all members of their workforce feel supported, valued, and respected.”
Recommendations on removing inequitable hiring practices
Cara Collective, a workforce development organization which has moved people with employment barriers for over 30 years, offer insights on how organizations can create more inclusive hiring practices while promoting a more positive workplace culture.
Retention & advancement:
ENDS
Key notes
Within the context of this press release, the categorization of social classes is based on the occupation of the chief income earner, following the outlined system below. Professionals in the social class banding of A and B fall under the upper-class, while those in C1 and C2 fall into the middle-class banding. Meanwhile, the D and E categories represent working-class professionals.
Occupation of Chief Income Earner |
Social class banding |
Reference in press release |
Higher managerial, administration or professional |
A |
Upper-class |
Intermediate managerial, administrative, or professional |
B |
|
Supervisory or clerical, junior managerial, administrative, or professional |
C1 |
Middle-class |
Skilled manual workers |
C2 |
|
Semi-skilled and unskilled manual workers |
D |
Working-class |
Casual or lowest grade workers, pensioners and others who depend on the welfare state for their income |
E |
For Media Enquires Contact:
Georgia Peglar, Senior Marketing Executive
E: georgia.peglar@robertwalters.com
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