Why focus on socio-economic background?

Why focus on socio-economic background?

Competitive advantage

Raise your game. Employees from lower socio-economic backgrounds perform at least as well as their more advantaged colleagues, and often outperform them. In professional service firms, for example, trainees from lower socio-economic backgrounds are more likely to achieve the highest performance. 

Why restrict your talent pool? Diverse workforces give you access to a wider recruitment pool. You may also benefit from higher employee engagement and lower turnover. Greater diversity could make you a destination employer for the high-performing individuals that will drive your success in the future.

Work on your image. People want to see people who look like them, and they want to work for a business with a purpose. Building a visibly diverse workforce signals a commitment to inclusion and improving society. Companies interested in the long term recognise the benefits of this for their reputation and image.

The next frontier

Recent years have seen a drive to increase diversity in businesses. So far, these efforts have focused primarily on gender and ethnicity. However, forward-looking companies across industries are now looking at how to increase socio-economic diversity as part of this thriving agenda.

The socio-economic backgrounds of people in professional jobs From a professional background From a working class background

An untapped opportunity

Individuals from lower socio-economic backgrounds are a positive asset to businesses, but they are under-represented in professional occupations. People whose parents held professional jobs are more likely to be in a professional job themselves. Likewise, people from professional backgrounds are three times more likely to move
to London where the greatest concentration of professional jobs exists. However, larger employers are increasingly recognising the benefits of shifting this pattern, and are targeting the UK’s social mobility ‘coldspots’ to benefit from talent that exists there.

The power gap: the percentage of privately educated people in leading UK roles People attending independent schools Privately educated people in leading roles

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Latest news and blogs

Social mobility masterclass for employers #6: Data

Data – the foundation of any diversity & inclusion strategy, with the Bridge Group In the last of our masterclass series on 3 December, we explored Data with the Bridge Group. This session followed the launch of our new guidance, which makes measuring socio-economic diversity in the workplace easier than ever – and we also […]

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National Apprenticeship Week will take place from 8 to 14 February.

25/01/2021

It’s a week-long celebration, shining a spotlight on all work being done by #employers and #apprentices across the country. This year’s theme is ‘Build the Future’.

“Apprenticeships are a fantastic way to learn while you earn, opening up new and exciting #career paths that can transform lives. It’s been a tough year for everyone, but we want the theme for National Apprenticeship Week 2021 to be a springboard to look ahead to how apprenticeships can futureproof #workforces and boost #careers.” – Minister for Apprenticeships and Skills, Gillian Keegan.

Join the Social Mobility Commission at our #workshop for #employers on 10 February, to learn how you can maximise your current initiatives in order to drive social mobility and ensure access for all 👉 https://lnkd.in/gfjUixi

#socialmobility #NAW2021 #BuildTheFuture #education #jobs #employment

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