![]() Recent research from the commission has shown that working class people account for just over a third of the workforce in professional occupations, whereas 60% come from professional backgrounds. The challenge is how to find that talent in the first place, and then nurture it to ensure employees’ potential is fulfilled. Some of the best talent, particularly talent that develops over time, comes from less obvious places. Steven Cooper, Social Mobility Commissioner and CEO at C. Organisations keen to future-proof themselves are already embracing social mobility as the new diversity frontier. Overcoming these barriers has not been easy.īuilding a wide and diverse talent pool is critical to the success of organisations of any sector and size. When I was starting on my legal journey, I was told I wouldn’t become a lawyer because I didn’t go to the right university and I didn’t get the highest grades. Improving socio-economic diversity in the workplace is just as important as all other inclusion and diversity initiatives. Sandra Wallace, Social Mobility Commissioner and Joint Managing Director UK and Europe, DLA Piper says:Įmbracing social mobility isn’t just the smart thing to do, it’s the fair thing to do. Employers committed to broadening the social diversity of their workforces would then use the information to check the fairness of their application, recruitment and promotion processes. The suggested questions on social background would always be voluntary and anonymised. The data shows that employees educated at state schools are 75% more likely to feature in the top 10% of performers than those educated at independent schools. Research underpinning the toolkit includes a survey of 7 leading law firms. The aim is to help break through the traditional ‘old boys’ network’, where recruiters can favour candidates they know, or those with more privileged social status.īoosting representation from diverse social backgrounds is a powerful tool for employers in the constant struggle to attract and retain the best people. Under the guidelines jobseekers and staff may be routinely asked to give details of the school they went to, their parents’ occupations, and even whether they were on free school meals. The Socio-economic diversity and inclusion employers’ toolkit, created by the Bridge Group, gives practical and cost-effective recommendations to help ensure that talented and skilled job seekers from poorer backgrounds are not overlooked. ![]() The Social Mobility Commission launches a new guide to help employers attract and retain talented people from all social backgrounds today ().
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