The Sutton Trust’s new Opportunity Index paints a stark picture: where you grow up in England still has a huge impact on your chances in life. From school results to job prospects, the gap between London and many other parts of the country is wide—and growing.

For those of us from working-class backgrounds, the concept of Social Mobility isn’t just about getting a better job or earning more. It’s about navigating a world that often feels unfamiliar. The emotional toll—feeling like you don’t belong, second-guessing yourself, or constantly trying to ‘fit in’—can be just as challenging as the practical barriers. 

Research backs this up. A 2021 study by Friedman et al. shows that upward mobility often comes at a personal cost. It’s not just about learning new skills—it’s about decoding a whole new set of unspoken rules that can easily lead to imposter syndrome. 

Hidden advantages: Access and social capital

One of the biggest barriers is access to networks. If you don’t have the right contacts, mentors, or role models, it’s much harder to figure out how to get ahead. The Sutton Trust highlights how working-class young people often miss out on career advice and professional connections that others take for granted.

And the higher up you go, the more this matters. The Bridge Group found that in financial services, 89% of senior roles are held by people from higher socio-economic backgrounds. That’s not just about talent—it’s about “polish.” The ability to present yourself in a certain way often matters more than your actual skills. And that polish is usually learned, not earned.

Providing transparency for all 

To coincide with Social Mobility Day on 12^th June 2025 with the theme of #ShiftMindsets, AMS are proud to launch an internal ‘Unwritten Rules of the Workplace’ Playbook, co-developed with our Social Mobility Employee Resource Group and Skills Creation (Talent Lab) business. 

The purpose of this playbook is to provide greater transparency on the unspoken codes and expectations of professional environments that many people aren’t taught through their upbringing or culture – from networking, to communication styles, to advocating for yourself.

Examples include: 

• Tips for effective networking – skills not everyone has access to
• Self-promoting/ shouting about your achievements – when this doesn’t come naturally 
• Seeking feedback or sponsors as a growth tool – when many would be afraid to ask

In essence, it’s a guide to overcoming imposter syndrome. Colleagues may refer to it when going through a change in career – whether they are new to AMS, moving roles, newly promoted, or returning after some time out. It also offers practical learning resources available at AMS and a glossary of ‘corporate speak’. 

What needs to happen next

To create true inclusion, organisations need to go beyond hiring people from different backgrounds, and create environments where all can thrive without having to hide or change who they are.

That means investing in:

• Mentorship and sponsorship programmes for underrepresented talent
• Access to career advice and role models
• Educating businesses to move away from ‘polish’, instead focusing on skills and potential
• Reskilling and talent creation to provide opportunities to those who face barriers, building confidence and social capital

Our playbook will be used as a basis for dedicated Social Mobility mentoring to help our colleagues navigate the unwritten rules to progress in their career. 

When we make the rules clear, we level the playing field—not just for those from lower socio-economic backgrounds, but for everyone who’s ever felt like they don’t quite fit the mold.

AMS currently rank #12 in the Social Mobility Foundation Employer Index, up from #39 the previous year. Last year, our Skills Creation (Talent Lab) business won the Highly Commended Gold Award in the Social Mobility Awards (SOMOs). If you’d like to view a copy of the Unwritten Rules Playbook, or collaborate with us to drive change in this area, do reach out.