We’ve all heard the phrase, “It’s not what you know. It’s who you know.” Networking is often viewed as a skill that anyone can develop, and research consistently links it to career success through greater visibility, mentorship, sponsorship, and access to opportunities. But if access to those relationships and professional circles is not equal, networking becomes more than a skill; it becomes a source of inequality.
When All That Matters is Who You Know…
Networking is often framed as an individual responsibility, yet some people begin their careers with significant advantages that make building professional connections far easier than it is for others. While some enter the workforce with established networks, others are building those relationships from scratch. This disparity means that individuals without pre-existing networks are disadvantaged from the very start of their careers.
At the heart of this discussion is social capital: the opportunities created through relationships, referrals, and trusted connections. Research shows these relationships are often more influential than qualifications alone. The 2025 Cengage Graduate Employability Report found that 25% of graduates saw personal referrals as the most influential factor in securing employment, while only 17% felt their degree contributed the most. A candidate recommended by a trusted colleague is simply perceived to be a lower-risk hire than an equally qualified applicant applying on their own. Networking, therefore, is not simply about effort; it is also about access.
Data: 2025 Employability Report via Cengage
… the Hard Worker Loses to the Legacy
Access to professional networks is not equally distributed. People from wealthier families, graduates of prestigious universities, and those already connected to influential professional circles have advantages that begin to compound even before they enter the workforce. Legacy admissions at elite universities, for example, have long been criticised for helping wealthy families maintain access to institutions whose alumni networks provide internships, referrals, mentorship, and leadership roles.
Once inside these networks, opportunities simply generate more opportunities for the most privileged, while equally talented outsiders must work much harder to gain visibility. The pattern carries over after graduation into the professional realm. Exclusive professional networks reflect long-standing disparities, as those groups that have historically held the most social and economic power circulate opportunities among themselves and their peers. This is why conversations about the “boys’ club” remain relevant today, as women and people of color are typically excluded from such circles.
Without Equitable Access, Inclusivity Is Out of Reach
Organizations cannot eliminate the value of networking, but they can reduce its influence as an invisible gatekeeper. By making opportunities more transparent and creating intentional pathways for employees to build new professional connections, organizations can ensure career progression is not determined solely by existing networks. When members of the majority actively sponsor the development of minority employees, they can have a significant impact on career trajectory, but such promotion is most effective when paired with systems that broaden access for everyone, rather than reinforcing existing networks through individual support.
When those with privileged access to exclusive networks through legacy status, wealth, and gender simply suggest that minorities “network harder,” it shows their blind spot. The structural advantages that they had are not accessible through simple effort or force of will. If they were, leadership in our most prestigious universities and valuable companies would not be as homogenous as it is today. To promote true diversity, both individuals and organizations have a responsibility to ensure that talent is recognised and developed through inclusive systems, not determined by who someone knows or where they studied
This article was written by a guest contributor, F. Makoni.
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