Understanding Social Mobility When Recruiting: Promoting Gender Diversity and Equitable Inclusivity

Having great employees and recruiting for the right talent is a cornerstone of any company’s success. The right employees bring unique perspectives, diverse experiences, and valuable skills that drive innovation and growth. In recent years, there has been a growing emphasis on understanding social mobility in the context of recruitment. We will delve deeper into the importance of social mobility, particularly focusing on gender diversity and equitable inclusivity, and provides insights into why companies should prioritise these aspects in their hiring processes.

Social mobility refers to the ability of individuals or families to move up or down the social and economic ladder within a society or between generations. It measures the extent to which people can improve their economic and social status, typically by achieving higher levels of education, income, or job opportunities than their parents and grandparents.

Social mobility is a concept that is often used to assess the openness and fairness of a society. A society with high social mobility provides relatively equal opportunities for advancement, regardless of their background, race, gender, or socioeconomic status. In contrast, a society with low social mobility tends to have barriers that make it more difficult for individuals to improve their social and economic circumstances, leading to greater income inequality and social stratification.

Social Mobility is a tangible measure of how accessible opportunities are for people from different backgrounds. In the context of recruitment, social mobility recognises that a person’s potential and talent should be the primary criteria for hiring, rather than their socio-economic background.

One of the key facets of social mobility in recruitment is gender diversity. It’s a critical issue that continues to shape the workforce and remains an important aspect of a companies corporate social responsibility. Gender diversity is not just about fairness; it’s about fully understanding that diversity drives better decision-making, enhances innovation, and improves a company’s overall performance. A McKinsey & Company report stated that “companies in the top quartile for gender diversity on their executive teams were 21% more likely to outperform their counterparts in terms of profitability.”

Equitable inclusivity goes hand in hand with social mobility. It means creating an environment where everyone has an equal opportunity to succeed regardless of their background, gender, race, or any other characteristic. This inclusivity is not only the right thing to do; it also makes good business sense. When employees feel valued, respected, and included, they are more engaged, productive, and committed to their employer.
Tracy Fletcher, Managing Director of Campbell & Fletcher Recruitment commented;
“We have believed for many years that understanding Social Mobility really matters when working in recruitment and HR. It has allowed us to tap into a broader pool of talent. When employers consider candidates from a wide range of backgrounds, they increase the chances of finding individuals with unique perspectives and skills that can drive innovation and creativity.
Alongside this we have always been huge advocates of seeking better gender diversity in their workforce, every company has the potential to create a more inclusive and equitable workplace. This not only attracts top talent but also fosters a culture of gender equality and provides role models for aspiring professionals.
Tracy added…
“Whilst many countries have laws and regulations in place to promote diversity and inclusion in the workplace there are still many challenges. Companies that are committed to social mobility, gender diversity, and equitable inclusivity tend to have better reputations. This can lead to increased customer loyalty, new employee attraction, investor interest, and positive media coverage. At Campbell & Fletcher we often implement blind recruitment processes which can help eliminate unconscious bias. This involves removing personally identifiable information from resumes and applications, such as names, gender, and addresses, along with details of schools and universities attended. This allows hiring managers to focus solely on a candidate’s qualifications and experience. We also encourage our clients to ensure they diverse group of interviewers on panels can help ensure that decisions are made without bias. Different perspectives can provide a more holistic view of a candidate’s potential.”

The Women In Finance Charter recent blueprint report encourages the use of mentorship programs to support employees from diverse backgrounds in their career development. Providing training on diversity, equity, and inclusion can also raise awareness and create a more inclusive culture. However most important is pay equality; regularly reviews ensure that employees are paid fairly for their work, regardless of gender or background.

Understanding social mobility in recruitment is not just a buzzword; it’s a fundamental shift in how businesses approach talent acquisition. Embracing social mobility means recognising the value that individuals from diverse backgrounds bring to the workplace and actively working to create inclusive environments where everyone can thrive. Gender diversity and equitable inclusivity are essential components of this paradigm shift, and companies that prioritise these aspects are better positioned for long-term success and sustainability. By fostering an inclusive workplace where individuals are judged on their abilities rather than their backgrounds, companies can harness the full potential of their workforce and drive innovation and growth in an increasingly diverse and competitive global marketplace.

For more information please contact Campbell & Fletcher Recruitment, one of our team here or call us on 07903 018 136.