Social Mobility – why should your socioeconomic background shape your future?

Climbing the social ladder, the class divide, blue collar vs. white collar work: these colloquialisms outline the deep-seated difficulties in social mobility that have built up in our society over many decades.

Ronnie Barker, Ronnie Corbett and John Cleese once created a sketch to highlight (with perfect comedic insight) the unspoken implications of the class system, as summarised below:

Cleese: ‘I look down on him because I am upper class.’

Barker: ‘I look up to him because he is upper-class; but I look down on him because he is lower-class. I am middle-class.’

Corbett: ‘I know my place. I look up to them both; but while I am poor, I am honest, industrious and trustworthy. Had I the inclination, I could look down on them. But I don’t.’

Social mobility refers to the ability of individuals or groups to move within or between pre-defined social strata. This movement can be vertical (a change in social status or economic position) or horizontal (movement within the same social level). It is also a key indicator of a society’s health and fairness, revealing the extent to which individuals have equal opportunities for achieving success regardless of their background.

Social Mobility Factors

In the UK, several factors influence the degree of social mobility, including:

• Education – often considered the most critical factor in promoting social mobility. Access to quality education can provide individuals with the skills and knowledge needed to improve their socioeconomic status. However, disparities in educational opportunities can hinder mobility for certain groups. Employer school outreach programmes that are set up to address issues such as the attainment gap between private and state school students play a significant role in advancing mobility. Ensuring equal access to quality education is fundamental for enhancing social mobility: this includes addressing disparities in funding, resources, and opportunities for underserved communities.
• Government and employment policies/initiatives – Government policies such as taxation, social welfare programmes, and labour market regulations (e.g., National Living Wage) are also important factors in shaping social mobility. Employer policies that promote equal and fair treatment of employees, progression opportunities that are open to all, and succession planning are also necessary.
• Community support – the networks, relationships, and social norms that facilitate cooperation and mutual support within a community. Individuals with strong social capital often have better access to opportunities and resources that can aid upward mobility. Employer initiatives to boost community engagement and social participation/collaboration can prove meaningful in improving social capital.
• Location – Social mobility can vary widely across different regions of the UK. Areas with higher levels of economic deprivation often face greater challenges in achieving upward mobility, and targeted regional development programmes can help address these disparities.
• Discrimination and bias – based on race, gender, ethnicity, or other protected characteristics can create barriers to social mobility. Addressing these issues is crucial in fostering a more equitable society. Implementing policies and practices that combat discrimination and promote diversity/inclusion are essential for removing barriers to social mobility. This includes enforcing anti-discrimination laws and engendering inclusive environments in educational institutions and workplaces.

“Improving social mobility is not only a matter of fairness, but also essential for the overall health and prosperity of a society.”

Help entering the social mobility employer index and social mobility awards

Entering any awards can be time-consuming, and entries are often over 100 pages of content.

We’ve been helping businesses enter and climb through the Social Mobility Employers Index and other DEI rankings since 2006 – some up more than 50 places in a year into the top 10 – and helping our clients to win sector and industry-wide DEI awards. Not only can we do all the work on the entries, but we also continue on the journey with you, suggesting learnings to implement either for the entry or subsequently for the following year – helping continuous improvement in your social mobility strategy and initiatives. We are more experienced than any other agency in the world when it comes to these awards and rankings.

We can also help you gather the necessary data and measurable impacts to ensure your entry rises above the crowd. Through our award-winning sister company Boost Evaluation we can offer a range of services, including employee engagement surveys, research and a real-time DEI tool. Visit https://boost-evaluation.co.uk/  

I have personally helped companies enter and win many of the awards outlined above and would be happy to give you a call to help you double-check your chances of success and explain our pricing options. You can email me directly at emma.turnbull@boost-awards.co.uk 

I look forward to hearing from you.

Emma

Social Mobility – why should your socioeconomic background shape your future?

Climbing the social ladder, the class divide, blue collar vs. white collar work: these colloquialisms outline the deep-seated difficulties in social mobility that have built up in our society over many decades.

Ronnie Barker, Ronnie Corbett and John Cleese once created a sketch to highlight (with perfect comedic insight) the unspoken implications of the class system, as summarised below:

Cleese: ‘I look down on him because I am upper class.’

Barker: ‘I look up to him because he is upper-class; but I look down on him because he is lower-class. I am middle-class.’

Corbett: ‘I know my place. I look up to them both; but while I am poor, I am honest, industrious and trustworthy. Had I the inclination, I could look down on them. But I don’t.’

Social mobility refers to the ability of individuals or groups to move within or between pre-defined social strata. This movement can be vertical (a change in social status or economic position) or horizontal (movement within the same social level). It is also a key indicator of a society’s health and fairness, revealing the extent to which individuals have equal opportunities for achieving success regardless of their background.

Social Mobility Factors

In the UK, several factors influence the degree of social mobility, including:

• Education – often considered the most critical factor in promoting social mobility. Access to quality education can provide individuals with the skills and knowledge needed to improve their socioeconomic status. However, disparities in educational opportunities can hinder mobility for certain groups. Employer school outreach programmes that are set up to address issues such as the attainment gap between private and state school students play a significant role in advancing mobility. Ensuring equal access to quality education is fundamental for enhancing social mobility: this includes addressing disparities in funding, resources, and opportunities for underserved communities.
• Government and employment policies/initiatives – Government policies such as taxation, social welfare programmes, and labour market regulations (e.g., National Living Wage) are also important factors in shaping social mobility. Employer policies that promote equal and fair treatment of employees, progression opportunities that are open to all, and succession planning are also necessary.
• Community support – the networks, relationships, and social norms that facilitate cooperation and mutual support within a community. Individuals with strong social capital often have better access to opportunities and resources that can aid upward mobility. Employer initiatives to boost community engagement and social participation/collaboration can prove meaningful in improving social capital.
• Location – Social mobility can vary widely across different regions of the UK. Areas with higher levels of economic deprivation often face greater challenges in achieving upward mobility, and targeted regional development programmes can help address these disparities.
• Discrimination and bias – based on race, gender, ethnicity, or other protected characteristics can create barriers to social mobility. Addressing these issues is crucial in fostering a more equitable society. Implementing policies and practices that combat discrimination and promote diversity/inclusion are essential for removing barriers to social mobility. This includes enforcing anti-discrimination laws and engendering inclusive environments in educational institutions and workplaces.

“Improving social mobility is not only a matter of fairness, but also essential for the overall health and prosperity of a society.”

Help entering the social mobility employer index and social mobility awards

Entering any awards can be time-consuming, and entries are often over 100 pages of content.

We’ve been helping businesses enter and climb through the Social Mobility Employers Index and other DEI rankings since 2006 – some up more than 50 places in a year into the top 10 – and helping our clients to win sector and industry-wide DEI awards. Not only can we do all the work on the entries, but we also continue on the journey with you, suggesting learnings to implement either for the entry or subsequently for the following year – helping continuous improvement in your social mobility strategy and initiatives. We are more experienced than any other agency in the world when it comes to these awards and rankings.

We can also help you gather the necessary data and measurable impacts to ensure your entry rises above the crowd. Through our award-winning sister company Boost Evaluation we can offer a range of services, including employee engagement surveys, research and a real-time DEI tool. Visit https://boost-evaluation.co.uk/  

I have personally helped companies enter and win many of the awards outlined above and would be happy to give you a call to help you double-check your chances of success and explain our pricing options. You can email me directly at emma.turnbull@boost-awards.co.uk 

I look forward to hearing from you.

Emma