“You can’t just give someone a job because they’re poor.”
Can’t you?
Because for decades, jobs in government, law, finance etc have gone to people whose dad played golf with the hiring manager. Whose uncles “knew someone”. Who were always in the right room at the right time. No one called that discrimination, it was just a fair head start. A helping hand from family or a mate.
So, let’s not pretend we’ve been operating on merit until now.
The Civil Service’s new internship scheme announced in 2025, open only to working-class students, is a long-overdue correction. It recognises that when access is shaped by networks, polish and unwritten rules, working-class talent is locked out without even making it through the door.
This scheme is a bold step in the right direction. It sends a message that class matters. That talent is everywhere but opportunity isn’t. That social mobility doesn’t happen by accident.
Let’s be clear on what this is and what it isn’t
First, this isn’t “positive discrimination” a phrase some critics have thrown around far too easily. It’s positive action, which is legal, justified and necessary when there’s a clear gap in opportunity. The data backs it up: only 11% of successful Fast Stream applicants last year came from lower socio-economic backgrounds. That figure should speak for itself.
Second, the intent behind this is serious. Pat McFadden said the Civil Service must better reflect the society it serves. I couldn’t agree more. Right now, it doesn’t and until it does, policy will continue to miss the mark for too many people and communities. If the government wants to lead social mobility nationally, it must start with itself.
The economic case is just as strong. Low social mobility costs the UK around £19 billion a year so programmes like this are common sense if we’re serious about improving the economy and the future for our children and grandchildren. It’s an investment in a better, fairer country.
But a foot in the door isn’t the same as feeling you belong.
If this scheme is going to deliver what it promises, four things need to happen.
1. Widen who qualifies
Right now, eligibility is based on the job your parent did when you were 14. That’s too narrow. It misses people who’ve grown up in poverty but whose parents had “respectable” titles. It misses care leavers. It misses those who’ve struggled with housing, trauma, or school exclusion but don’t tick the right ONS code.
We need a more honest definition of what it means to be working-class today. Life isn’t neatly categorised. Policy shouldn’t be either.
2. Track what matters
Don’t just count how many interns get an opportunity. Count how many get in, stay in and move up. Measure conversion into Fast Stream roles. Track how supported they feel. Don’t rely on assumptions get the data and learn from it.
This scheme will only succeed if leaders understand what’s working and what isn’t. And that means listening to the interns, not just those designing from above.
3. Culture is the real test
Dropping a working-class intern into an elite environment without the right support is setting them up to fail.
It’s not just confusing or uncomfortable. It can be damaging. To their confidence. Their mental health. Their sense of self.
They start believing they’re the problem – not the environment. They question whether they belong. They shrink, self-edit and disappear.
All while, the system congratulates itself for being “inclusive”.
Interns need:
- Clear, shame-free guidance on how to navigate professional spaces
- Support in networking, self-advocacy and navigating formality
- Mentors who are trained to bridge the class difference and not just tell them to act the same as everyone else
Otherwise, we’re asking working class talent to code switch to confirm instead of removing the real barriers.
4. Leadership must own this
This can’t sit as a side project, it needs strong leadership. Leadership that is ready to challenge what “potential” looks like to ensure it is truly inclusive.
That’s where most working-class professionals hit the wall. Not entry. Progression. They’re visible but overlooked. Trusted, but not sponsored. Talented, but never quite “ready” in the eyes of those making the decisions.
If leaders don’t change that culture, the pipeline will stay broken. And this scheme will just be a short-term fix without the long term intended impact.
Final word
This scheme won’t fix everything. But it’s a good start, a sign we’re willing to be bold and take action and hopefully, it sends a clear message to other employers: now is the time to act.
For every working-class young person who walks through the door, there are still hundreds more who were never told it was even open.
And if the Civil Service needs any guidance on how to get this right; culturally, structurally, or systemically, well… I know someone who can help 😉