An employer's guide to social mobility

When talent is everywhere but opportunity isn’t, employers have a unique responsibility (and opportunity) to level the playing field. 

At FDM, we believe meaningful change starts in the workplace. That’s why we’re sharing five practical ways businesses can improve social mobility, along with five benefits that come from doing it right.

But first, what is social mobility?

Social mobility is how individuals move up or down the social and economic ladder compared to previous generations. In a company, it’s about growing within the organisation, climbing the career ladder, increasing income, and taking on more responsibility over time.

Five ways businesses can improve social mobility

Here are some actions you can take to create fairer opportunities:

1️⃣ Implement inclusive hiring practices

Remove conscious and unconscious bias by using blind recruitment and diverse interview panels, focusing on what really matters: skills and potential. You can also use AI tools to flag relevant experience and broaden your talent pool. The aim isn’t to replace human judgement, but to spot great candidates who might otherwise be overlooked.

2️⃣ Provide equal access to training 

Training shouldn’t be a “hidden” perk for those who know how to ask for it. Make learning opportunities available to everyone by clearly communicating them and encouraging participation at all levels. This helps employees from underrepresented backgrounds build the skills and confidence to grow.

3️⃣ Ensure transparency in pay and benefits  

Pay transparency builds trust and helps close the pay gap. A great way to start is by publishing an annual gender pay gap report, to hold yourself accountable and keep progress moving in the right direction. But transparency goes beyond reports—it means being clear about how salaries are set and reviewed, what benefits employees are entitled to, and using consistent frameworks to identify and fix hidden pay gaps.

4️⃣ Encourage diversity in leadership 

Increasing representation at the executive level means more inclusive hiring, better decision-making, stronger performance, and a workplace culture that truly supports growth for everyone. Representation at the top sets the tone and the standard for the rest of the organisation. 

5️⃣ Support young talent 

Young people from less advantaged backgrounds often face more barriers to getting their foot in the door. Businesses can help by offering structured support, through mentoring programmes, apprenticeships, and job shadowing opportunities. These initiatives help them build the skills, confidence, networks, and a clearer pathway into long-term careers.

Five benefits of supporting social mobility at work

Diverse teams bring clear and practical advantages:

• More creativity and fresh ideas. People from different backgrounds bring unique perspectives, often leading to more innovative ideas and problem-solving approaches.
• Improved decision-making. A wider range of viewpoints helps teams consider more outcomes, and makes for smarter and more informed choices.
• Greater adaptability. When teams have a mix of experiences and skillsets, they’re better equipped to handle change and navigate uncertainty.
• Stronger customer connection. Teams that reflect the communities they serve can better understand customer needs, and tailor products and messaging accordingly.
• Higher engagement and retention. A diverse and inclusive workplace creates a sense of belonging, leading to more loyal and motivated employees.

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We’re FDM, an award-winning global business and technology consultancy. For over 30 years we’ve been powering the people behind tech and innovation. We collaborate with world-leading companies to identify the expertise they need, exactly when they need it.  We have helped successfully launch nearly 25,000 careers globally and are a trusted partner to over 300 companies worldwide.