Graduates from ethnic minority backgrounds and those from low-income families are significantly less likely to secure entry-level professional roles in the UK compared to their wealthier white counterparts, according to a new report led by UCL researchers.
The study, funded by the Nuffield Foundation and conducted by the UCL Centre for Education Policy & Equalising Opportunities (CEPEO) alongside Oxford Brookes University, found that ethnic minority graduates from a low socio-economic background are 45% less likely to receive a job offer than white applicants from more privileged backgrounds. Black graduates are particularly affected, being 45% less likely to receive an offer, while Asian graduates are 29% less likely.
The Recruitment Gap
Analysing nearly two million applications over the past decade from 17 major UK employers—including leading law and accounting firms—the study reveals a stark disparity in recruitment outcomes. Despite being well-represented in applicant pools, graduates from low-income backgrounds are 32% less likely to receive an offer than their wealthier peers.
Professor Lindsey Macmillan, lead author and Director of CEPEO, said the findings highlight that “underrepresented groups are applying for these roles, yet they’re being recruited at a much lower rate even when they have attained the same level of education.”
The report attributes these disparities to multiple factors. For low-income graduates, half of the gap stems from failing initial online application sifts and psychometric testing, while the other half emerges in face-to-face interview stages. Black applicants, however, face even greater challenges at the online screening stage, suggesting bias in employer decision-making.
Internships and Apprenticeships Also Show Disparities
The report also examines access to apprenticeships and internships. Low-income applicants are 17% less likely to secure an apprenticeship than their wealthier counterparts, while Black and Asian candidates are overrepresented in applications but 43% and 35% less likely, respectively, to receive offers. Even within graduate internship schemes, privately educated applicants are twice as likely to apply as their state-educated peers and have higher success rates.
Interestingly, internships show a more positive trend for Black applicants, who are 20% more likely to receive an offer than white or Asian candidates. Researchers suggest this reflects targeted diversity efforts by some firms, using internships to broaden their future talent pool.
Employer Bias and the Need for Change
The study focused on large employers that already have proactive social mobility strategies and perform well in the Social Mobility Employer Index. Despite their efforts, bias remains deeply embedded in recruitment processes.
Co-author Dr Claire Tyler highlighted the economic impact, stating that “employers who can access untapped talent pools to attract, hire, and retain the best UK talent will be better prepared for skills shortages, longer-term declining birth rates, and the forecast growth in professional jobs over the coming decade.”
Policy Recommendations
The researchers are calling for major reforms in how employers and universities approach recruitment. Their recommendations include:
- Tracking socio-economic background data alongside gender and ethnicity.
- Reviewing recruitment processes for unconscious bias.
- Ensuring diverse applicant pools are maintained throughout hiring stages.
- Expanding outreach to state-educated candidates and young women.
- Encouraging universities to better prepare disadvantaged students for job applications and internships.
Dr Emily Tanner from the Nuffield Foundation stressed the need for action: “This important research shows that closing education attainment gaps is not enough to improve social mobility. Identifying where in the recruitment process disparities occur is an important first step in designing fairer hiring practices.”
With professional jobs expected to grow in the coming decade, the report makes a clear case that employers must act now to address systemic inequalities. If companies fail to do so, the UK risks losing out on a vast pool of skilled and diverse talent.
For further details, visit theUCL Centre for Education Policy & Equalising Opportunities.