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The importance of a strategic approach
Socio-economic diversity cuts across teams, functions and levels. Increasing it in your organisation requires actions and initiatives that work together as part of a strategic approach. But it’s not just about who gets in, but also who gets ahead. Our research shows that without an equal focus on inclusion, increasing diversity can create as many challenges as it does benefits.
The figure below highlights the key aspects of a diversity strategy that you can follow, drawing on best practice from the most successful employers.
The following pages provide guidance and inspiration for how to implement these elements, whether your organisation is starting out on this journey or has ambitions to be among the best.
A successful strategy combines several linked elements:
Analysis of data, to understand the current situation, indicate opportunities for action and enable you to measure change. Consistent collection and analysis in the context of your organisation and against relevant external benchmarks should be a central element of your strategy, underpinning all other aspects.
Attention to culture, with leadership and communication from the most senior levels, to ensure a compelling, shared vision across the organisation. A narrative about why socio-economic diversity is important to your business, the steps being taken to increase it and the goals you aim to achieve should be widely communicated, with clear and visible commitment at senior levels.
The employee journey, to support all key stages from outreach activities to hiring, to progression and reward. Activities which maximise engagement with a wide range of prospective applicants, hiring practices which emphasise competence rather than qualifications, and support to provide all staff with opportunities to develop and progress; these should be in place to ensure those from lower socio-economic backgrounds are able to get in and get on in your business.
Advocacy and collaboration, to share practice, support peers and drive sector-wide change. Playing a visible role in guiding and inspiring action to improve opportunities for people from lower socioeconomic backgrounds in your industry will enhance the image and performance of your sector and benefit all businesses.
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In our recent Social Mobility Data Masterclass, we explored the importance of collecting data on employee’s socio-economic backgrounds for creating effective diversity and inclusion strategies. You can watch the recording of the Social Mobility Data Masterclass here. We were joined by Andrew Young, Workforce Diversity Lead at the BBC; Cliff Sale, Social Mobility Programme Lead, […]
Opportunity: Could you be the next Chair of the Social Mobility Commission?
We are looking for our next Chair to make the case for #SocialMobility in England and hold the government and other leaders in the public sphere to account.
This week the Equalities Hub in the Cabinet Office has begun recruitment for a new Chair of the Social Mobility Commission (SMC). The chair will lead the SMC in promoting social mobility both within and outside Government, oversee work to strengthen the evidence base and improve public understanding of how opportunity is created and made accessible to all.
HOW TO APPLY
Applications are open from now until 11 June 2021. If you’re interested in becoming our next chair, or know someone who would be, you can find all the details needed to apply here ➡ https://lnkd.in/dNvvQZE
The Social Mobility Commission exists to create a United Kingdom where the circumstances of birth do not determine outcomes in life. We are an advisory non-departmental public body that has become the responsibility of the Cabinet Office. Read more on the work we do here ➡ https://lnkd.in/dC4aMnZ
#SocialMobility #SocialMobilityCommission #OpportunityFind out more