5 Practical Steps to Boost Social Mobility in Your Workplace
Social mobility remains a crucial challenge in the UK. For employers committed to inclusion, there are clear actions you can take to tackle social inequality and create fairer opportunities for everyone.
What is social mobility?
People working
Social mobility describes the movement between social classes, like someone from a low-income background progressing into a higher-paying professional role. It’s often measured by comparing your opportunities and income with those of your parents. Despite being a developed nation, the UK struggles with social mobility — your background still heavily influences your chances in life.
Recent crises, including the pandemic and cost of living increases, have made upward mobility harder for many young people. Home ownership rates are falling and income mobility is predicted to drop too.
Businesses play a key role in breaking down these barriers. Inclusive workplaces don’t just do what’s right — they benefit from higher productivity, better employee engagement, and stronger financial performance.
How can your business promote social mobility?
Here are five practical steps to improve social mobility in your organisation:
1. Collect data on your workforce
Start by understanding your current team’s backgrounds. While many track ethnicity and gender, socio-economic status often gets overlooked. Collecting this data helps you spot gaps and barriers — for example, if few employees come from disadvantaged backgrounds or if they’re underrepresented in leadership roles.
Tip: Use the Social Mobility Commission’s toolkit to guide your data collection and analysis.
2. Engage with young people and schools
Social mobility barriers begin early. Connecting with schools and young people from underrepresented backgrounds broadens their awareness of different industries and career paths. Work experience placements, career talks, and mentoring can diversify your future talent pool.
Tip: Partner with programmes like Circl, where professionals learn coaching alongside underrepresented young people, creating meaningful connections.
3. Widen your recruitment channels
Traditional hiring often favours those with the right networks or degrees, shutting out talented individuals from lower socio-economic backgrounds. Review your recruitment to remove these barriers. Advertise roles openly, diversify interview panels, accept alternative applications, and consider paid internships.
Tip: Use virtual work options to reach candidates outside major cities like London.
4. Provide upskilling opportunities
Skills access is a major hurdle for social mobility. Many employees with lower qualifications miss out on training, especially digital skills vital in today’s remote work environment. Offering development opportunities internally and to the wider community helps close this gap.
Tip: Collaborate with educational bodies and charities to expand training reach.
5. Champion inclusive leadership
Inclusive leadership drives real change. Senior leaders must prioritise social mobility, spot bias, and support career progression for all employees. Assigning a dedicated leader ensures your social mobility efforts are owned, monitored, and effective.
Tip: Develop leaders with programmes like Circl, where coaching skills are paired with diverse leadership experience.
Ready to build an inclusive workplace that champions social mobility? Discover how the Circl programme can empower your team to lead diverse, thriving workplaces.