Did Britain's elite all go to the same schools?

Probably, but this report doesn't prove it.

A report by the Sutton Trust for the Times (£) has been making waves due to its claim that "only ten schools produced 12 per cent of the country’s most senior businessmen, politicians, diplomats and leaders of the professions".

The breakdown varies significantly between professions. So, for example, the report claims that, of leading journalists, 25 per cent were educated at a grammar school and 52 per cent at independent schools (the rest were educated at comprehensive, secondary modern, direct grant, or other state schools, some of which may also be selective), while 37 per cent of leading politicians were independently educated and 27 per cent at grammar schools.

In some of the reporting that followed, the "leading" aspect of the report managed to fall away, making it seem like three quarters of all journalists were educated selectively. But it is also important to look at the methodology of the Sutton Trust report (pdf):

The study is based on 7637 people educated at secondary school in the UK, whose names appeared in the birthday lists of The Times, The Sunday Times, The Independent or The Independent on Sunday during 2011. These lists of names provided a snapshot of the country’s leading people across a range of sectors.

So the report lives or dies on how accurately the names on the birthday lists of four newspapers represent a "snapshot of the country's leading people". If there are any longstanding biases – if, for instance, journalists working online are less likely to be mentioned than journalists working in print, or if religious leaders from some religions are more likely to be mentioned than others – then that could severely reduce the usefulness of the report.

For instance, there's a very important point which nobody has made about this data set. It shows that the majority of leading journalists are independently educated – using a set of names put together by journalists. If those journalists are more likely to include people like themselves on the birthday lists – even unconsciously – then that could skew this report considerably.

Similarly, almost an eighth of the data set was cast out because schooling information was not available. Again, unless we are sure that that information being unavailable is uncorrelated with where someone went to school, a significant bias is introduced. It is reasonable to suggest, for instance, that Eton College keeps far better lists of alumni than most comprehensives do – so nearly everyone on the list who went to Eton would be included, while a number of state educated people may slip through the cracks.

None of which means that the conclusion of the report is necessarily untrue. In fact, given what else we know about the concentration of power in Britain, its broad claims are very likely to be correct. But it is an instructive example of how important methodology sections of studies like this are – and anyone quoting the actual figures ought to be aware that they need to be served with a hefty grain of salt.

Eton College. Photograph: Getty Images

Alex Hern is a technology reporter for the Guardian. He was formerly staff writer at the New Statesman. You should follow Alex on Twitter.

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There's nothing Luddite about banning zero-hours contracts

The TUC general secretary responds to the Taylor Review. 

Unions have been criticised over the past week for our lukewarm response to the Taylor Review. According to the report’s author we were wrong to expect “quick fixes”, when “gradual change” is the order of the day. “Why aren’t you celebrating the new ‘flexibility’ the gig economy has unleashed?” others have complained.

Our response to these arguments is clear. Unions are not Luddites, and we recognise that the world of work is changing. But to understand these changes, we need to recognise that we’ve seen shifts in the balance of power in the workplace that go well beyond the replacement of a paper schedule with an app.

Years of attacks on trade unions have reduced workers’ bargaining power. This is key to understanding today’s world of work. Economic theory says that the near full employment rates should enable workers to ask for higher pay – but we’re still in the middle of the longest pay squeeze for 150 years.

And while fears of mass unemployment didn’t materialise after the economic crisis, we saw working people increasingly forced to accept jobs with less security, be it zero-hours contracts, agency work, or low-paid self-employment.

The key test for us is not whether new laws respond to new technology. It’s whether they harness it to make the world of work better, and give working people the confidence they need to negotiate better rights.

Don’t get me wrong. Matthew Taylor’s review is not without merit. We support his call for the abolishment of the Swedish Derogation – a loophole that has allowed employers to get away with paying agency workers less, even when they are doing the same job as their permanent colleagues.

Guaranteeing all workers the right to sick pay would make a real difference, as would asking employers to pay a higher rate for non-contracted hours. Payment for when shifts are cancelled at the last minute, as is now increasingly the case in the United States, was a key ask in our submission to the review.

But where the report falls short is not taking power seriously. 

The proposed new "dependent contractor status" carries real risks of downgrading people’s ability to receive a fair day’s pay for a fair day’s work. Here new technology isn’t creating new risks – it’s exacerbating old ones that we have fought to eradicate.

It’s no surprise that we are nervous about the return of "piece rates" or payment for tasks completed, rather than hours worked. Our experience of these has been in sectors like contract cleaning and hotels, where they’re used to set unreasonable targets, and drive down pay. Forgive us for being sceptical about Uber’s record of following the letter of the law.

Taylor’s proposals on zero-hours contracts also miss the point. Those on zero hours contracts – working in low paid sectors like hospitality, caring, and retail - are dependent on their boss for the hours they need to pay their bills. A "right to request" guaranteed hours from an exploitative boss is no right at all for many workers. Those in insecure jobs are in constant fear of having their hours cut if they speak up at work. Will the "right to request" really change this?

Tilting the balance of power back towards workers is what the trade union movement exists for. But it’s also vital to delivering the better productivity and growth Britain so sorely needs.

There is plenty of evidence from across the UK and the wider world that workplaces with good terms and conditions, pay and worker voice are more productive. That’s why the OECD (hardly a left-wing mouth piece) has called for a new debate about how collective bargaining can deliver more equality, more inclusion and better jobs all round.

We know as a union movement that we have to up our game. And part of that thinking must include how trade unions can take advantage of new technologies to organise workers.

We are ready for this challenge. Our role isn’t to stop changes in technology. It’s to make sure technology is used to make working people’s lives better, and to make sure any gains are fairly shared.

Frances O'Grady is the General Secretary of the TUC.