The UK’s top jobs remain dominated by the privately educated, according to the Sutton Trust’s Elitist Britain 2025 report, prompting urgent calls for employers to tackle social mobility barriers. Despite only 6% of pupils in England attending independent schools, 36% of the nation’s elite hold private school backgrounds, a figure barely changed from 39% in 2019. The report, released on 18th September 2025, examined the educational paths of 6,000 leading figures across politics, business, media, and more, revealing persistent disparities in access to power.

Among FTSE 100 chief executives educated in the UK, only 34% attended state comprehensive schools, unchanged since 2019, while 37% went to private schools. FTSE 100 chairs are even less diverse, with 68% privately educated, up 15 percentage points from 2019. Senior armed forces officers (63%) and judges (62%) also show high proportions of private school alumni, far exceeding the general population’s 7% private school attendance. The report notes that Oxbridge attendance among elites has slightly declined from 24% to 21%, yet 66% of permanent secretaries are Oxbridge-educated, a 10-point rise since 2019.

Nick Harrison, chief executive of the Sutton Trust, said: “It’s a disgrace that most of the top jobs in Britain are still dominated by those from privileged education backgrounds, representing a small fraction of the wider population. Little progress has been made in opening up positions of power, with those from private schools maintaining a vice-like grip on the most important roles. In 2025 you can still buy advantage, massively increasing your chance of getting into the most powerful roles in the country. This is grossly unfair, and a waste of talent on a huge scale. If we want a fairer country and a stronger economy, employers and policymakers must take responsibility for levelling the playing field, where privilege is no longer a passport to power.”

Pathways to break the private school dominance

Instant Offices, a workplace solutions provider, highlights alternative routes to elite professions:

• Apprenticeships offer practical, paid pathways, with leading firms providing degree-level programmes rivalling university routes.
• Paid internships and mentorships build confidence, networks, and opportunities for underrepresented groups.
• Widening participation programmes in higher education are critical for opening doors to top careers.
• Digital boot camps and vocational qualifications equip diverse candidates with in-demand skills.

State-educated success stories inspire change

Role models like Baroness Doreen Lawrence, a social justice campaigner educated in south-east London state schools, and David Beckham, a global football icon from an East London state school, prove talent thrives beyond private education. Sir Keir Starmer, Labour leader from a working-class background, Deborah Meaden, a self-made entrepreneur, and Marcus Rashford, an England footballer advocating against child poverty, all rose from state schools to prominence. These leaders demonstrate that socio-economic barriers can be overcome with opportunity.

Why employers must act

Instant Offices emphasises that class remains a blind spot in many diversity strategies. Ben Wright, Head of Global Partnerships at Instant Offices, said: “These findings reinforce what we see across workplaces globally: talent exists everywhere, but opportunity does not. Employers who invest in mentoring, apprenticeships, and inclusive recruitment practices not only open doors for individuals but also unlock potential that drives business growth. Inclusive workplaces aren’t just fairer, they’re stronger and more innovative.”

Kerry Dryburgh, BP’s Chief HR & Communications Officer, echoed this: “Talent exists everywhere, but opportunity does not. Advocacy, mentorship, and support change lives. Social mobility isn’t just a moral imperative; it’s a business one.”

The Sutton Trust urges employers to adopt contextual recruitment, track socio-economic data like free school meal eligibility, and invest in mentoring and career development to support underrepresented groups. A YouGov poll for the Trust found only 9% of employers ask about free school meal eligibility, and 15% consider parental occupation, indicating a gap in addressing class-based disparities.