Whether you’re an ambitious yet bootstrapped start-up or a multinational company, giving everyone the same opportunities is important. At Bond Williams, we really encourage social mobility and believe that it’s essential in recruitment.
Social mobility is founded on the belief that everyone should have a fair chance to improve their lives, achieve their aspirations, and contribute to society, regardless of who they are or where they’re from.
As an employer, fostering social mobility within your organisation is not just a moral tick box but an important step to having a more inclusive, fair workplace that is reflective of the real world.
What is Social Mobility?
Social mobility is the ability of individuals or groups to choose their own destiny and move within or between different social classes.
In the workplace, this means breaking down barriers and providing equal opportunities for all individuals to fulfil their potential and succeed based on their unique abilities, rather than their background.
Creating a Shared Vision of Socio-Economic Diversity
To improve social mobility within your organisation, it’s essential to cultivate a shared vision of socio-economic diversity among your leadership team and employees.
This involves recognising the value of diverse perspectives and experiences, regardless of one’s background. Start by initiating conversations about the importance of social mobility and its impact on business success.
By fostering a culture that celebrates diversity and inclusion, you lay the foundation for meaningful change.
Widening Your Talent Pool
Expanding your talent pool is crucial for promoting social mobility within your organisation.
You can begin the process by ensuring your recruitment channels can be easily accessed by a wide pool of potential employees. You could also consider implementing additional proactive strategies to attract candidates from diverse socio-economic backgrounds. This may involve partnering with community organisations, schools, or universities that serve underprivileged communities.
When you’re advertising roles, you could also offer different types of jobs that may attract a wider pool of people. Opportunities like internship programmes, apprenticeships, or work placements are great options to attract individuals who may not have access to traditional career pathways.
By casting a wider net, you not only tap into untapped talent but also contribute to levelling the playing field.
Creating a Diverse and Inclusive Culture at Work
Building a diverse and inclusive workplace culture is essential for fostering social mobility. It’s not just about hiring individuals from diverse backgrounds but also creating an environment where everyone feels valued, respected, and empowered to thrive.
Promote diversity and inclusion through policies, initiatives, and programmes that address unconscious bias, promote cultural awareness, and foster a sense of belonging.
Celebrate diversity through events, campaigns, and recognition programmes that highlight the contributions of employees from all backgrounds.
Having an Inclusive Progression Practice
An inclusive progression practice is vital for ensuring that all employees have equal opportunities for career advancement and professional growth.
This involves establishing transparent and meritocratic processes for performance evaluation, promotion, and succession planning.
Ensure that career development opportunities are accessible to all employees, regardless of their socio-economic background. Provide mentorship, coaching, and sponsorship programmes to support the advancement of underrepresented groups.
