Opening Doors: unlocking talent to improve productivity
If the UK was made up of 100 employers, 22 would close their doors to disabled people, 35 would close their doors to school leavers and 55 would close their doors to people with convictions. For employers, addressing these barriers isn’t just about diversity – it’s also about creating solutions to improve productivity and the economic landscape.
As a response to the Government’s early release scheme in September and October 2024, Department for Work and Pensions (DWP) and the Ministry of Justice are working with employers and partners, such as BITC, to provide clearer pathways into work for ex-offenders.
Debbie Woodcock, Deputy Director Strategic Relationship Team at DWP, said: “Employers play a vital role in helping ex-offenders realise their potential, have a purpose and make a positive contribution to society through the security of employment, breaking the cycle of reoffending. For any employer interested in recruiting ex-offenders, Jobcentre Plus offers expert advice and support”.
Reoffending accounts for a significant portion of the total yearly £59 billion cost of crime in England and Wales.1 Employers can work with their local Jobcentre Plus office, sign up to BITC’s Ban the Box Campaign or partner with an organisation, such as the Fair Chance Business Alliance, in order to open up more job opportunities for people with criminal records, which is proven to significantly reduce re-offending rates 2. Nobody should be shut out of work because of their background or life experience.
BITC’s‘Opening Doors, What Works 2024 report highlights that over 50% of jobseekers from low socioeconomic backgrounds still feel overlooked in the UK job market. In an increasingly competitive labour market, fostering inclusion and social mobility is not just a moral imperative; it has become a strategic advantage for businesses looking to improve productivity in the workforce by broadening their talent pool.
Improving social mobility through recruitment
The report made three recommendations for employers to improve social mobility through recruitment:
Build Social Mobility into Your Diversity, Equity and Inclusion (DEI) Strategy
More employers are embedding social mobility into their broader corporate strategy. In July 2024, Co-Op became the first retailer to publish its pay gap report specifically on socioeconomic background. This was launched alongside a new Social Mobility, Inclusion, and Belonging strategy. By broadening the scope of DEI, to include socioeconomic factors, employers can develop more comprehensive and effective strategies, that benefit both individuals and communities.
Embrace an Intersectional Approach
Focusing on social mobility can have a transformative impact on improving gender, race, and other protected characteristics, because these issues are often deeply interconnected. Social mobility, particularly when examined through an intersectional lens, addresses broader issues that disproportionately affect people from diverse backgrounds, such as women, ethnically diverse people and individuals with disabilities.
Lead with Data
The report emphasises the need for employers to collect and analyse diversity data throughout the recruitment process. Currently, only 16% of employers collect data on socioeconomic background, which limits their ability to develop evidence-based interventions. By gathering comprehensive data on applicants’ backgrounds, businesses can identify what stage of the recruitment process they might be closing doors to diverse talent and tailor their strategies to break down these obstacles.
The Way Forward
We are on a mission to make two million jobs more inclusive through our Opening Doors Campaign. 84 employers to date have committed to using the five keys to inclusive recruitment, to help us achieve this goal. By signing up to the Opening Doors campaign, employers can incorporate actions that improve social mobility into their DEI and recruitment strategy. This isn’t just a matter of fairness—it’s a business imperative.
Businesses that succeed in doing so will benefit from a larger, more diverse talent pool, increased innovation, and improved employee retention. Employers must take bold steps to ensure that talent and potential—not background—define access to opportunities. By doing so, they will create a more dynamic workforce that mirrors the diversity of the society in which we live. On a macro-economic level, we find greater social mobility leads to greater productivity.
Next steps
Read the full BITC report here and download the toolkit.
interested in improving social mobility in your workforce?
References
1 Home Office, The economic and social costs of crime, 2021 report
2 Ministry of Justice, The impact of employment on reoffending rates, 2013
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