Social mobility refers to the movement of individuals across socio-economic levels. Low levels of social mobility can result in ‘sticky floors’ and ‘sticky ceilings’.
This suggests that individuals from less privileged backgrounds may find it difficult to improve their socio-economic situation, be it in terms of wealth, health, education or occupation, whereas those more privileged have access to better resources and opportunities.
This challenge extends into the workplace. The decisions that organisations make in terms of recruitment and talent progression can serve to perpetuate social immobility.
We start the research process by communicating with your employees to ensure they are engaged. We then start collecting data – both quantitative through surveys, and qualitative through focus groups and interviews with groups of your employees.
This invaluable research provide insight to the extent of social mobility employees have experienced. This will be detailed across demographic variables such as gender, race, age, LGBT+, as well as across regions and business functions. This organisation-level data will be compared to the national population to recognise the socioeconomic backgrounds of employees.
Insights will be provided on factors that negate or enhance the experience of social mobility, in addition to employee perceptions of their experiences and opportunities at work.
Based on the research findings, recommendations will be provided on practical solutions that your organisation can engage in to improve social mobility within your workforce.
1. Gain an understanding of (i) socioeconomic backgrounds and (ii) social mobility across the organisation, including reference to demographic variables
2. Be able to compare the make-up of your organisation to the general population as a whole
3. Understand which departments and regions have experienced social mobility, and where in the organisation there is a possible bias towards those from more privileged backgrounds
4. Receive data visualisations of the results (keeping all data aggregated) that tell an in-depth story of social mobility at their organisation
5. Understand the opinions of their employees through the qualitative questions, and link this back to social mobility and access to equal opportunities
6. Gain information on recruitment, promotion, and learning and development practices, as well as gain additional insights on employee behaviour
If you’d like to know more about how our social mobility measure can benefit your organisation, please fill in the form below and we will get in touch.
Johanna launched In Diverse Company in 2019 out of a strong belief that there was a better way to create and measure inclusive cultures.
We set up our events programme to share some truly inspirational stories and provide evidence of the power of inclusion within the workplace, as well as an opportunity for networking, talking through issues and challenges and creating a community for those working along a D&I journey.
We live by our values, and our approach to our own recruitment policy, team and purpose reflects this. We are a tech company driven by a senior team that are experts in people, with one of the only female CEOs of a HR tech platform across the world.
Our Learning Platform, Include™ is the only LXP that combines Learning and Engagement. Include aims to create more inclusive working cultures and is underpinned by social and behavioural psychology principles.