In a country that prides itself on ‘the fair go’, why do so many workers still feel held back by their class background?
At Diversity Council Australia (DCA), we’ve long known that workplace inclusion can’t be fully achieved without naming and addressing every barrier to equality. Our pivotal Class at Work report revealed that social class was one of the most powerful indicators of workplace inclusion, yet it remains largely overlooked in D&I policy.
Later this year, we’ll be building on our social class research with a new report – Class Inclusion at Work. This new resource will give an updated state of play for class inclusion in workplaces across Australia and provide practical ways for employers to reduce class-based exclusion.
A hidden barrier: the ‘class ceiling’
Early insights from the report have revealed a persistent ‘class ceiling’ limiting career opportunities for workers who are marginalised by their social class (class marginalised). The data shows:
- only 44% of class marginalised workers have been offered career development opportunities in the past year, compared to 76% who are privileged by their social class (class privileged)
- just 4% of leaders identified as class marginalised, compared to 40% who reported class privilege.
- only 22% of class marginalised workers feel valued and respected in their team – nearly half the rate of their class privileged peers (41%).
This unfair treatment likely persists because many people in positions of power don’t see how social class affects workers. In fact, only 24% of leaders recognise that social class makes a difference in Australia.
However, the data also showed that workplace inclusion does make a difference – class marginalised employees who work in inclusive organisations are more than twice as likely to have participated in career development opportunities. They’re also:
- nearly 10 times more likely to be satisfied with their job
- 5 times more likely to feel work positively impacts their mental health
- 5 times more likely to report their team works effectively together
- 4 times more likely to provide excellent customer service.
Turning data into action: join the conversation
On Friday 22 August, DCA will bring social class to the forefront during a panel discussion at our flagship event.
Following DCA’s 2025 Anna McPhee Oration, where the Governor-General of Australia will reflect on her first year in office, a panel of leading experts will set the scene for DCA’s upcoming Class Inclusion at Work report. The powerhouse panel will unpack why class matters at work and how we can begin dismantling the structures that hold people back.
Our panellists include:
- Travis Lovett (he/him) – Former Deputy Chairperson and Commissioner, Yoorrook Justice Commission
- Gwladys Ngo Tedga (she/her) – Partner, Risk Advisory, Ashurst
- Doug Taylor (he/him) – Chief Executive Officer, The Smith Family
- Farhana Laffernis (she/her) – Research Manager, DCA.
Shifting the narrative: hear from our expert panel
“Social class is a colonial design, it was never our creation. It wasn’t built for us, it was imposed to divide, exclude, and control. We’ve always known that dignity isn’t tied to wealth, and leadership doesn’t come from titles, it’s measured in how we care for Country, mob, and each other. If employers truly valued that, they’d stop measuring worth by resumes or titles and start listening to the voices that carry community, not just credentials. They’d redesign the workplace to honour lived experience, not just polished presentation.
“If we are serious about building equitable and inclusive workspaces, we have to talk about class. It’s not always as visible as race, gender or culture, but it shapes opportunity in profound ways. Employers who take the time to understand how class impacts education, career pathways, and even confidence at work can start to dismantle those barriers. When we do this, we don’t just create fairer workplaces, we unlock the full potential of people and send a message that everyone belongs, no matter where they start from.” – Travis Lovett, Former Deputy Chairperson and Commissioner, Yoorrook Justice Commission
“For years, corporate recruitment and talent development processes have not sufficiently reflected the impact of social class. Concurrently, the gaps created by social class differences have widened, driven primarily by increases to the cost of living and other socio economic factors. It is time for corporates to overhaul their approaches in the context of the current economic climate.
“Mentorship and representation have proven to be impactful but isolated levers in bridging the gap between social classes. They have the power to make individuals feel seen and to create a credible blueprint to improve social mobility. Changes to the ways of working mean that the traditional models of mentorship are disrupted. Organisations have a unique opportunity to come up with innovative approaches to solve this, in an increasingly digital world dominated by AI.” – Gwladys Ngo Tedga Partner, Risk Advisory, Ashurst
“At The Smith Family we support over 73,000 young people from low income families. As I meet these young people I see that their potential is universal but their opportunities are not. Businesses can play a win-win role in providing these young people with opportunities whilst also strengthening their organisations with a workforce that reflects and understands their customer base. The most effective businesses develop targeted initiatives to ensure these young people are fully engaged in their workplace.
“One of the least focused on elements to Diversity Equity and Inclusion is the socio economic background of employees and particularly for people who have experienced disadvantage. Young people commencing employment in businesses with these backgrounds may not have the same levels of workplace awareness as their peers, have different social networks, not had access to digital resources, and at times experience shame and stigmatisation. Business that want to make the most of their potential would do well to understand how these factors influence their team members.” – Doug Taylor, Chief Executive Officer, The Smith Family
“Our research shows that social class is one of the most powerful indicators of inclusion in the workplace, but this isn’t yet widely acknowledged in Australian workplaces’ systems, processes, or policies.
“We hope our work will support organisations to understand that class isn’t just about income and economic capital, but to also recognise the social and cultural factors that contribute to employees’ experiences.” – Farhana Laffernis, Research Manager, Diversity Council Australia
Event details
When: Friday 22 August 2025, 11:30am – 2:30pm (AEST)
Where: Zinc at Fed Square, Melbourne
What’s included: Networking, canapés, two-course lunch, keynote speech by Her Excellency, and a panel discussion with expert speakers.
Join us for this significant event to celebrate diversity and inclusion at work. Find out more and register here.