Social Mobility Day is a timely reminder that talent is everywhere - but opportunity isn't. Here's how employers can step up and help change that.
What is Social Mobility - and Why Should Businesses Care?
Social mobility is all about ensuring that where you start in life doesn’t determine where you end up. In other words: your background, postcode, or accent shouldn’t hold you back from reaching your full potential.
But in the UK, the data still paints a different picture. Too often, job opportunities, pay progression, and leadership visibility are skewed in favour of those with access to the right networks, financial stability, or formal education.
For employers, improving social mobility isn’t just a “nice-to-do” - it’s a business imperative. A socially mobile workforce is more diverse, more innovative, and more connected to customers and communities.
1. Audit Your Hiring Process – Inclusively
Start by reviewing your recruitment practices. Ask yourself:
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Are your job descriptions written in a way that encourages a wide pool of applicants?
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Are you using unnecessarily high education or experience requirements as a gatekeeper?
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Could your interviews be more skills-based or anonymised?
AI can help reduce bias if used thoughtfully - for example, by removing identifiers in CV screening or tracking the diversity of your pipeline. But be careful: if your data reflects existing inequality, your AI might just automate it.
🔍 Tip: Use tools that highlight biased language or overly complex phrasing that might put off candidates from less traditional backgrounds.
2. Widen Access to Opportunities
Internships, work experience and early careers schemes are brilliant – but only if they’re accessible.
Make them:
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Paid (always!)
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Publicly advertised (no more “a friend of a friend”)
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Flexible for different life circumstances (think: school hours, remote options, shorter placements)
Apprenticeships, bootcamps, returner programmes and reskilling routes can be game-changers - especially for those who didn’t take a straight path into work.
3. Invest in Career Progression - Not Just Entry Points
It’s one thing to get your foot in the door. It’s another to thrive.
Social mobility isn’t just about getting hired - it’s about being seen, heard, and developed. That means:
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Fair access to training and mentorship
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Transparent promotion criteria
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Supporting line managers to spot and nurture potential, not just polish
🏗️ Question to ask: Are we building environments where talent is recognised over presentation?
4. Break the 'Culture Fit' Trap
When we hire for “culture fit,” we often end up with more of the same. That doesn’t mean these people aren’t brilliant – but if everyone went to the same uni or grew up with the same experiences, you might be missing out.
Instead, focus on culture add:
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What fresh perspectives could this person bring?
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How might their background connect with your customers in new ways?
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Are your leadership teams reflective of your wider workforce?
5. Track, Learn and Share
What gets measured gets managed. Collect data on socio-economic background where possible (e.g., type of school attended, parental occupation, eligibility for free school meals).
It might feel tricky at first - but transparency drives change. Don’t be afraid to admit where you are and share what you're doing. Social mobility improves when businesses work together.
📈 Use AI-powered dashboards to monitor social mobility alongside other Diversity and Inclusion metrics and keep things moving in real time.
In Conclusion: Doing Better, Not Just Doing Something
Improving social mobility is an ongoing journey, not a quick fix. It requires awareness, intentional action, and listening to people with lived experience.
If we want a fairer future of work, businesses must be part of the solution. Let’s build workplaces where your potential matters more than your postcode.
Ready to Start?
Outsource UK is proud to champion inclusive hiring and support our clients in building truly diverse, socially mobile teams. Want to chat about how we can support you? Let’s talk. 👇
