Guest blog by Lulu Hobbs, Social Value and Bidding Knowledge Manager
In January 2023, McKinsey produced a report considering whether socioeconomic diversity merits consideration alongside other diversity factors such as gender, race and ethnicity on the UK corporate agenda.
Socioeconomic status is not currently a protected characteristic under UK Equality Law, as opposed to 20 out of 35 European countries which do provide protection from discrimination on the grounds of socioeconomic status.
So, the question is - should socioeconomic status be considered as a protected characteristic?
Recent events have reinforced socioeconomic disadvantages. COVID19, and the rising cost of living have all impacted social mobility, and this continues to affect employees, suppliers, customers, and communities.
McKinsey’s insights detail how social mobility is likely to have worsened since the pandemic. Those in lower socioeconomic groups were affected more in areas such as health, employment, and financial security during the height of the pandemic and lockdowns.
How can organisations play a part?
The corporate world can improve social mobility and economic inequality in the UK through responsible business: fair recruitment, personal and professional development, and pay and benefits equality.
Even by considering economic inequality when investing in operating locations, they can touch as many deprived communities as possible.
What is responsible business when it comes to social mobility?
Here are some ways organisations can make a positive difference:
-
Recognising that some of their workforce may not be reaching their full potential because they don’t feel good enough – imposter syndrome is real and prevalent amongst those climbing the social ladder.
-
Providing supported access and professional mentoring in development opportunities - recognising that psychological barriers affect those from lower socioeconomic backgrounds in their career progression.
-
Creating social value through work experience and work placement opportunities - understanding the lived experience of people from low socioeconomic backgrounds.
-
Building career pathways with socioeconomic status as an equality factor in mind, i.e., measuring merit on ambition and innovation rather than achievements and qualifications.
-
Adding value through skills development and apprenticeships, recognising that alternative options to formal education routes are often more accessible, but of equal value to traditional routes.
Equal opportunities and inclusion at Serco
Within Serco we have several programmes which support diversity and inclusion and although social mobility is not called out as an equality factor specifically, these programmes also support increased social mobility through their inclusive design. We have Inclusive Employer Silver status, and we are working towards achieving Gold status.
We have a successful mentoring programme, and we pride ourselves on delivering equal opportunities recruitment meaning that candidates are shortlisted and interviewed solely on performance and merit, not where they’ve come from.
