Recommendations for developing a socio-economic strategy. Activities at each level are related, but distinguished by scale, detail or commitment.
Commit to broadening your recruitment pool by reaching out to education providers (e.g. FE colleges and schools) as well via non-school routes such as community and arts-based organisations for all ages.
Deepen as well as widen your talent pool. It’s important to stay in touch with applicants throughout the process – under-represented groups may need more support, as they are taking a bigger risk. Once they have taken the step to engage with you, its important you actively maintain that contact.
Connect with social mobility charities who can help you design, deliver and evaluate your outreach work.
Take advantage of the many existing mechanisms for outreach to schools – don’t re-invent the wheel.
Join efforts with other creative organisations and local networks aiming to achieve the same objectives.
Develop a clear overarching strategy for outreach work, and if applicable, with your partnering organisation involving:
- a strategic plan setting out clear and measurable targets that benefit the target audience
- activity focused on achieving specific outcomes for pupils (e.g. awareness of certain roles/professions, presentation, teamwork and problem-solving skills)
Maximise the opportunity of any activities (eg cultural) that you’re running with disadvantaged groups or in coldspot areas by thinking of participants as potential future staff – and treat them as such
Recommendations for optimising your approach. Activities at each level are related, but distinguished by scale, detail or commitment.
Target activities at people of all ages, based on their talent and potential, regardless of background.
Focus on social mobility ‘coldspots’ (areas of low social mobility) whenever possible (deprived areas, of traditionally low social mobility).
Involve ALL employees, in the design and implementation of the outreach programme. By matching your staff to participants, they can offer support to help them continue to access your talent recruitment process.
Ensure success measures are overseen and owned by senior colleagues.