UK Charities Favor Privilege Over Potential in Hiring, Report Finds

A new report by the EY Foundation has revealed that UK charities are more likely to hire staff based on privilege rather than potential, with working-class people less likely to secure jobs compared to the public and private sectors. The report highlights a concerning lack of diversity and representation within the charity sector, where candidates from privileged backgrounds are often favored over those from working-class backgrounds, even when they possess the necessary skills and qualifications.

According to the report, charity chief executives are twice as likely as the general population to have attended private school, a figure that rises to three times as likely for the largest charities. Duncan Exley, the report's author, stated that charities are missing out on talent by hiring within their own social circles and class bubbles. The report also found that most charities do not track the social class of their staff or board members, further perpetuating the issue.

Working-class individuals face various obstacles in the charity sector, including a lack of progression from volunteering roles, limited advocacy, and restricted access to London, where most large charities are based. Even when working-class people secure professional positions, they often struggle to navigate the unwritten rules for career advancement. Many charities express a desire to improve their class diversity but lack the resources or knowledge to effectively address the problem, and there is a general discomfort surrounding discussions about class.

Why this matters: The lack of diversity and inclusion in the charity sector's hiring practices raises concerns about its commitment to social inclusion and equal opportunities. As organizations dedicated to serving diverse communities, charities have a responsibility to ensure their workforce reflects the people they aim to support.

Exley warned that charities risk complacency and losing talented working-class individuals to social enterprises or businesses with a social mission if they fail to address these issues. The report calls for charities to review their hiring practices and focus more on assessing candidates' skills and potential rather than their background or connections. By prioritizing merit and potential over privilege, charities can create a more diverse and inclusive workforce that better reflects the communities they serve.

Key Takeaways

• UK charities hire based on privilege, not potential, favoring those from privileged backgrounds.
• Charity leaders are 2-3 times more likely to have attended private school than the general population.
• Charities lack diversity and representation, often failing to track staff/board social class.
• Working-class individuals face obstacles in the charity sector, including limited progression and advocacy.
• Charities must review hiring practices to prioritize merit and potential over privilege and connections.