26.09.2025

The glass ceiling of class: Private schools still dominate UK's top

The UK’s top jobs remain disproportionately in the hands of the privately educated, according to new research from the Sutton Trust, sparking calls for employers to act now to unlock social mobility.

The Elitist Britain 2025 report reveals that while only six per cent of pupils in England attend independent schools, more than a third (36 per cent) of the nation’s elite were privately educated. Among FTSE 100 leaders, nearly four in 10 were privately educated, while only a third attended a state comprehensive - a figure unchanged since 2019.

Instant Offices believes the workplace is a key driver of social mobility, and employers have the power to change the story.

Pathways Beyond Private Education

Apprenticeships – Practical, paid pathways into industries, with leading firms offering degree-level apprenticeships that rival traditional university routes.
Internships & Mentorships – Paid placements coupled with structured mentoring help break down barriers to confidence, networks, and opportunity.
Higher Education Access – Widening participation programmes are essential for opening doors into elite professions.
Skills-Based Training – Digital boot camps and vocational qualifications provide alternative routes for ambitious candidates from diverse socio-economic backgrounds.

Breaking the Cycle with Role Models

State-educated leaders across the UK demonstrate that talent can thrive without private education. From Baroness Doreen Lawrence, a social justice campaigner and life peer who completed her education in south-east London before embarking on a career in banking, to David Beckham, a football icon who rose from a state school in East London to global business success. Sir Keir Starmer, Labour leader, attended a state grammar school and grew up in a working-class family. Deborah Meaden, entrepreneur and Dragon’s Den investor, state-educated and self-made and Marcus Rashford, England footballer and activist, who grew up on free school meals and now campaigns nationally for child food poverty.

Why It Matters for Employers

The Sutton Trust’s findings are a wake-up call: class remains a blind spot in many diversity, equity, and inclusion strategies.

Ben Wright, Head of Global Partnerships at Instant Offices, commented: “These findings reinforce what we see across workplaces globally: talent exists everywhere, but opportunity often does not. Employers who invest in mentoring, apprenticeships, and inclusive recruitment practices not only open doors for individuals but also unlock potential that drives business growth. Inclusive workplaces aren’t just fairer, they’re stronger and more innovative.”

Instant Offices encourages employers to:

Implement contextual recruitment, ensuring candidates are assessed relative to their background, not just on raw outcomes.
Collect and track socio-economic data, from free school meal eligibility to parental occupation, to measure progress meaningfully.
Go beyond representation by investing in mentoring, training and career development that allow employees from underrepresented backgrounds to rise through the ranks.

As Kerry Dryburgh, BP’s Chief HR & Communications Officer, noted in the report: “Talent exists everywhere, but opportunity does not. Advocacy, mentorship, and support change lives. Social mobility isn’t just a moral imperative; it’s a business one.”

Instant Offices echos that sentiment: "Creating inclusive workplaces isn’t just the right thing to do; it builds resilience, innovation, and long-term success."

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