Improving social mobility in hiring becoming a strategic focus for UK businesses committed to building a truly diverse workforce and foster economic mobility. UK social mobility hiring practices can help organizations unlock untapped talent and drive long-term success. Ensuring that opportunities are accessible to individuals from all socioeconomic backgrounds not only enhances diversity but also fosters innovation, productivity, and employee engagement.
Yet many organisations struggle to measure and improve social mobility in their hiring processes effectively. Here’s how companies in the UK can move from intention to impact—using the right metrics, best practices, and data-driven solutions.
Why Social mobility matters in hiring is crucial for UK businessesÂ
Social mobility in hiring refers to an individual’s ability to progress in their career, regardless of their socioeconomic background. Research shows that people from working-class or low-income families often face barriers at every stage, from unconscious bias to limited access to professional networks.
According to the Social Mobility Commission‘s ‘State of the Nation 2024’ report, approximately 30% of children in the UK are living in relative poverty after accounting for housing costs. This affects educational attainment, early career choices and access to opportunity.
Companies that embed social mobility into their hiring strategy can:
- Tap into a broader talent pool and drive long-term growth
- Improve employee retention, morale and engagement
- Enhance corporate reputation and meet ESG (Environmental, Social, and Governance) objectives
How to measure social mobility in hiring
To improve social mobility in hiring, UK companies should first measure their hiring practices using key social mobility hiring metrics. These insights help organizations refine their recruitment processes and adopt more inclusive strategies:
Socioeconomic background data
Collect voluntary, anonymous data from applicants and staff. Recommended questions include:
- What was your parent or guardian’s occupation when you were 14?
-
Did you receive free school meals?
-
Did you attend a state or independent/private school?
Guidance on collecting this data is available via the UK Government’s Social Mobility Toolkit.
Application-to-Hire Ratios
Analyse conversion rates from application to final offer across different socioeconomic groups. Are candidates from disadvantaged backgrounds advancing at the same rate?
Pay Equity Audits
Evaluate starting salaries and progression pathways. Discrepancies may point to structural biases or unequal opportunity.
Retention and Promotion Rates
Track how long employees from lower socioeconomic backgrounds stay and how frequently they are promoted, compared to their peers.
Diversio’s platform help automate the collection and analysis of these metrics, allowing companies to benchmark progress and pinpoint gaps.
How to improve social mobility in hiring practices
Once organisations have gathered the data, the next step is designing a fairer recruitment process. These UK-focused strategies can help:
1. Rethink job requirements
Many job descriptions unintentionally exclude candidates from lower socioeconomic backgrounds. Consider:
- Removing blanket degree requirements unless essential
- Prioritising skills-based assessments instead of CV-led shortlisting
- Creating pathways through apprenticeships, traineeships or returner programmes
Social Mobility Foundation and Youth Futures Foundation offer strong examples of alternative hiring models.
2. Expand recruitment channels
Traditional hiring methods often favour candidates with privileged networks. Instead:
- Partner with local schools, colleges & job readines/social mobility organisations
- Host outreach events in underrepresented communities
- Advertise jobs on inclusive platforms that attract diverse applicants like Evenbreak or Bridge of Hope Careers
3. Implement blind recruitment
Removing identifiers such as names, educational institutions, and addresses at the screening stage can help mitigate unconscious bias and ensure fairer hiring decisions. The UK’s Civil Service has already rolled out blind hiring across departments.
4. Train hiring managers on socioeconomic bias
Equip decision-makers to spot and reduce unconscious bias related to class, accent, education and work experience.
5. Offer paid internships & work experience
Unpaid internships tend to exclude those who cannot afford to work for free. Ensure work experience opportunities are paid, widely advertised, and accessible to individuals from all backgrounds.
The role of technology in advancing social mobility
Technology can accelerate efforts to improve social mobility. Platforms like Diversio provide real-time diversity analytics, allowing companies to:
- Identify hiring disparities
- Track the effectiveness of inclusive hiring initiatives
- Benchmark progress against industry standards
It is not just about compliance. It is about building a stronger, fairer workplace.
Final thoughts
Improving social mobility in hiring is both a responsibility and an opportunity. By collecting the right data, removing systemic barriers and adopting inclusive hiring practices, UK companies can offer fairer opportunities to all and build a more resilient workforce.
Ready to strengthen your approach to social mobility? Talk to Diversio to learn how we help leading organisations build truly inclusive and socially mobile workplaces.
