I am always eager to celebrate Social Mobility Day (June 13th) as a reminder that we all must strive for equality in every aspect of our lives. This is particularly crucial for companies and their HR departments, whether large or small, which might lack a comprehensive equality, diversity, and inclusion (EDI) strategy or consider social mobility someone else’s problem.
But why should greater representation across race, gender, and class be a business priority? Diverse talent and inclusive management are intrinsically linked to innovation, collaboration, and creativity, which are essential elements of growth. Successful leaders view EDI through the lens of strategic growth. When applied effectively, EDI saves time and money by creating the right work environment that allows talent to reach its full potential.
Social mobility is about promoting a fairer and more equitable society—a goal that is becoming increasingly important. Studies consistently demonstrate that your background and your parents’ occupations significantly impact the opportunities you have in life, affecting everything from education and work experience to career aspirations and hobbies. I am particularly proud of our scholarship initiative supporting social mobility, facilitated by Blackbullion who provide digital financial advice to students.
Businesses are increasingly motivated to reflect the communities they serve by recruiting from a broader talent pool, thereby benefiting from the diversity of thought this brings. Although there has rightly been significant attention on ethnicity and gender, socio-economic background is often neglected.
Many of us can be guilty of obstructing others’ career advancement when we should be supporting their progress. Familiarity is one reason professionals often fail to assist others. Typically, those who receive the best projects are individuals whom leaders have previously worked with, making it harder for newcomers to secure such opportunities. We tend to gravitate toward the familiar because it feels comfortable. However, we need to step out of that comfort zone and make an effort to mentor or sponsor individuals who are different from us.
It’s important to empathise with others, to understand their experiences, and to avoid being judgmental, as you never know what people are going through. Organisations need to create workplaces where people feel a sense of belonging and where they can bring their authentic selves.
First and foremost, it is crucial to recognise that social mobility must be a top priority. Too many organisations across various sectors still overlook this issue. Some companies have yet to acknowledge their social mobility problem, while others admit to it but prioritise other challenges. Additionally, some are aware of the issue but are unsure how to address it. It’s time to make social mobility an essential part of any company’s agenda.
Most imperative is to make use of your workforce background data. This requires sincerity. Staff won’t share personal information unless they trust your intent. Social mobility is not a protected characteristic and hardly ever appears in standard diversity surveys. Without trust, questions about your parents’ jobs when you were growing up, the kind of school you attended, or whether you were eligible for free school meals can feel intrusive.
Business leaders and HR executives must become comfortable discussing social mobility. Some may need to recognise their own privilege and understand what they need to change. Conversely, those who were disadvantaged should feel empowered to be role models.
These are personal and often awkward topics for which people don’t always have a language. But once the conversation starts, it can be incredibly powerful and essential for success. I’ve seen it many times: when a leader openly discusses their struggles, staff members feel inspired and say, “I thought I was the only one.” This is why it is so important to foster these conversations to create a more welcoming and inclusive working environment.
By prioritising social mobility, business leaders can unlock the full potential of their workforce, drive innovation, and ensure sustainable growth. It’s not just about doing the right thing—it’s about creating a competitive advantage in an ever-changing business landscape. So, on this Social Mobility Day let’s embrace this challenge and lead the way in making our workplaces fairer and more inclusive for everyone.
