“Organisations need to stop seeking for fit and start searching forvalue add! We need to redefine what we mean to talent and diversify the ways we attract and retain diverse talent.”
Hannah’s family was not poor. Her parents worked hard to ensure that her and her
brothers always had what they needed. She remembers one family holiday to
Nigeria. They also had free school meals and hand-me-down uniforms.
Hannah openly speaks about her humble beginnings, living independently since the
age of 15. Hannah has early recollections of having to budget her £15,000 annual
salary in her first banking job at the age of 16.
There are many negative connotations that come with originating from a lower
socioeconomic background. Even the term ‘lower socioeconomic class’ can be hard
for people to connect with. Is it because of the amount of financial, social and
professional capital one has compared to another that they should be viewed as
a lower class?
Shouldn’t this longer be an issue once a person gets a good job?
Coming from a lower socioeconomic background has lasting effects that impact
individuals in the workplace. Whether that is confidence, cultural fit, ambition, or
gratitude, there are many ways that a person’s socioeconomic status either positively
or negatively impacts their experience as a professional in the workplace and in
What do these professionals need?
Hannah Awonuga is an award-winning diversity, equity and inclusion senior
professional who uses her voice and perspective to share her experience coming
from a lower socioeconomic background, and the challenges that present in the
corporate world. Hannah addresses the connection between her race and
socioeconomic background and the compounding impact this has had on her career.