Social Mobility in Hiring: How UK Companies Can Measure and Improve Equity in Recruitment

Improving social mobility in hiring is becoming a strategic priority for UK organisations focused on equity, inclusion, and long-term performance. Ensuring that opportunities are accessible to individuals from all socioeconomic backgrounds not only strengthens diversity but also drives innovation, productivity, and employee engagement.

Yet despite growing awareness, many organisations lack the tools and metrics to measure social mobility effectively. Moving from intention to impact requires data, action, and a more structured approach. Here’s how UK companies can take meaningful steps to embed social mobility into their recruitment strategy.

Why Social mobility matters in hiring is crucial for UK businesses 

Social mobility in hiring refers to an individual’s ability to progress in their career, regardless of their socioeconomic background. Research shows that people from working-class or low-income families often face barriers at every stage, from unconscious bias to limited access to professional networks.

According to the Social Mobility Commission's 'State of the Nation 2024' report, approximately 30% of children in the UK are living in relative poverty after accounting for housing costs. This affects educational attainment, early career choices and access to opportunity.

Companies that embed social mobility into their hiring strategy can:

• Tap into a broader talent pool and unlock new potential

• Improve employee retention, morale and team cohesion

• Enhance corporate reputation and meet ESG (Environmental, Social, and Governance) objectives

Workforce equity and performance are not separate goals, they are interdependent.

How to measure social mobility in hiring

To improve social mobility in hiring, UK companies should first measure their hiring practices using key social mobility hiring metrics. Key metrics include:

Socioeconomic background data

Collect voluntary, anonymous data from applicants and staff. Recommended questions include:

• What was your parent or guardian’s occupation when you were 14?

• Did you receive free school meals?

• Did you attend a state or independent/private school?

Guidance on collecting this data is available via the UK Government’s Social Mobility Toolkit.

Application-to-Hire Ratios

Analyse conversion rates from application to final offer across different socioeconomic groups. Are candidates from disadvantaged backgrounds advancing at the same rate?

Pay Equity and Progression Audits

Analyse starting salaries and promotion timelines across socioeconomic lines. Are certain groups routinely offered lower pay or slower advancement?

Retention and Promotion Rates

Measure how long employees from underrepresented backgrounds stay and how frequently they move into leadership or stretch roles.

Platforms like Optimo help organisations automate data collection and benchmarking, offering real-time dashboards to identify hiring gaps and measure progress.

Five ways to improve social mobility in hiring

Once you've established baseline metrics, targeted interventions can be designed to support fairer access and advancement. Strategies for UK-based organisations include:

1. Rethink job requirements

Over-reliance on academic credentials or prior industry experience can disadvantage capable candidates. Consider:

• Removing blanket degree requirements unless essential

• Prioritising skills-based assessments instead of CV-led shortlisting

• Creating pathways through apprenticeships, traineeships or returner programmes

Social Mobility Foundation and Youth Futures Foundation offer strong examples of alternative hiring models.

2. Expand recruitment channels

Traditional hiring methods often favour candidates with privileged networks. Instead:

• Partner with local schools, colleges & job readines/social mobility organisations

• Host outreach events in underrepresented communities

• Advertise jobs on inclusive platforms that attract diverse applicants like Evenbreak or Bridge of Hope Careers

3. Implement blind recruitment

Removing identifiers such as names, educational institutions, and addresses at the screening stage can help mitigate unconscious bias and ensure fairer hiring decisions. The UK’s Civil Service has already rolled out blind hiring across departments.

4. Train hiring managers on class-based bias

Equip decision-makers to spot and reduce unconscious bias related to class, accent, education and work experience.

5. Offer paid internships & work experience

Unpaid internships tend to exclude those who cannot afford to work for free. Ensure work experience opportunities are paid, widely advertised, and accessible to individuals from all backgrounds.

How workforce intelligence supports equity in hiring

Technology can accelerate efforts to improve social mobility. Optimo's culture and performance intelligence platform enables UK organisations to:

• Track disparities across the full hiring funnel

• Identify where bias or drop-offs occur

• Benchmark equity across teams and industries

• Get data-backed recommendations to refine recruitment

It is not just about compliance. It is about building a stronger, fairer workplace.

Final thoughts

Embedding social mobility into hiring is not a one-time campaign. It is a system-wide shift that begins with clear metrics and continues through inclusive, accessible recruitment and career pathways.

By collecting the right data, identifying friction points, and committing to action, organisations can expand opportunity and unlock real business value. Optimo helps leading organisations create data-informed hiring strategies that improve fairness, reduce attrition, and build stronger teams.

Ready to strengthen your hiring strategy? Talk to Optimo to learn how we help you integrate workforce intelligence and equity metrics into your recruitment process.