Social mobility refers to the ability of individuals to move up the social ladder, something which is often influenced by factors such as education, employment opportunities, and economic policies.
In large organisations, fostering social mobility is crucial for creating a diverse and inclusive workforce.
But how can such organisations attract and retain talent from diverse backgrounds?
Attracting diverse talent
Attracting talent from diverse backgrounds is the first step in promoting social mobility within an organisation. There are simple strategies to follow to achieve this:
Inclusive recruitment practices: Implementing blind recruitment processes to eliminate biases related to gender, ethnicity, or socio-economic background can help in attracting a diverse pool of candidates.
Outreach programmes: Partnering with educational institutions, community organisations, and social enterprises to reach under-represented groups can widen the talent pool.
Scholarships and internships: Offering scholarships and internships to students from disadvantaged backgrounds can provide them with the necessary skills and experience to succeed in the corporate world.
Employer branding: Promoting the organisation as an inclusive and diverse workplace through marketing and social media can attract candidates who value these principles.
Strategies to retain diverse talents
Once diverse talent is attracted, retaining them is equally important. Here are some retention strategies:
Mentorship programmes: Establishing mentorship programmes where experienced employees guide new hires in their professional development and integrate them into the company culture.
Career development opportunities: Providing clear career progression pathways, training and development programmes can motivate employers to stay and grow within the organisation.
Inclusive workplace culture: Fostering an inclusive culture where all employees feel valued and respected is crucial for retention. This includes promoting work-life balance, offering flexible working arrangements, and ensuring equal opportunities for all.
Employee resource groups (ERGs): Supporting ERGs can provide a sense of community and belonging for employees from diverse backgrounds.
The power of data
Data plays a pivotal role in driving social mobility initiatives. Organisations can leverage data in a variety of ways:
Tracking data metrics: Regularly collecting and analysing data on the diversity of the workforce can help in identifying gaps and areas for improvement.
Employee surveys: Conducting surveys to gather feedback on the inclusiveness of the workplace can provide insights into employee experiences and areas that need attention.
Performance and progression analysis: Analysing data on employee performance and career progression can help in identifying any disparities and ensuring that all employees have equal opportunities for advancement.
Benchmarking: Comparing an organisation’s diversity and inclusion metrics with industry standards can help in setting realistic goals and measuring progress.
How social mobility is both a moral and business imperative
Promoting social mobility within large organisations is not just a moral imperative, but also a business necessity.
For example, as part of our work with one leading financial services organisation, Reed Talent Solutions tracks the following information as part of all our campaigns:
Whether the candidate received free school meals.
Whether their parents attended university or not.
What the highest level of education they attained was.
By doing this, we give the client the ability to track a candidate’s progress throughout their organisation against these metrics, and to ensure that opportunities are being shared and support given where needed.
By implementing inclusive recruitment and retention strategies, and leveraging data to drive these efforts, organisations can create a diverse and dynamic workforce that is well-equipped to meet the challenges of the future.
Looking to increase the diversity of your organisation? Get in touch with one of our equality, diversity, and inclusion specialists.
