Strategies for Prioritizing Social Mobility in Organizations
Gartner: Emma, can you tell us a bit about your background and the journey you’ve taken to get to where you are today?
Emma Parry: I’m from a little town called Oban-by-the-Sea. You may have heard of it if you’ve been to Scotland and taken a ferry to the islands, or because you drink the local whiskey, also called Oban. But it’s a small town in the middle of nowhere on the West Coast of Scotland, about a hundred miles north of Glascow. I went to Oban High School, which is the only school for about 50 miles around. So, everybody goes there, a very comprehensive state school. So, a perfectly ordinary background in which to grow up.
Gartner: What would organizations miss by not having someone with your experience?
Emma Parry: It’s a difficult thing to think about what would be missed without me at the firm, because there are so many special people with exceptional experiences and interesting backgrounds. But I think one of the things that’s perhaps different about me is that I grew up with a pretty ordinary background, that frankly, is not uncommon for the vast majority of people living in the UK and beyond.
My first job was selling pastries in a bakery and mopping the floor at the end of the day. My second job was working on the checkouts at Tesco. I did engineering jobs where I sat in freezing cold portable cabins recoding the numbers on different instruments, commuting back and forth to work every day in the north of England.
I think those experiences enable me to bring that real life to some of our client situations. I think it helps me be—or I hope it helps me be—approachable to a bunch of our clients who are not sitting in offices in London, just pouring over spreadsheets and PowerPoint presentations all the time.
Gartner: What actions can organizations take to prioritize social mobility?
Emma Parry: There are some actions which are good for all seasons that every organization can be getting on with if this is a priority for them, which I hope it is. First, make it really clear that getting people from different socioeconomic groups is a priority. That means understanding how to attract those people. Where are they and what are they looking for? How do make your organisation seem accessible? But also making it very clear that this is a priority and speaking about that loudly and proudly.
The second is making sure that you tell the stories of the people from different backgrounds and show that they can be successful in your organization. Make their stories well known so the whole organization feels more welcoming for people from the outside, who might otherwise be looking in and thinking, “I’m not sure that’s for me.”
The final thing is, once people are in the organization, think about some of the things folks might struggle with or find unfamiliar. Buddy them up with successful people from similar backgrounds, so that they’ve got people to help them navigate settings that could be new and different.
Market Trends in Social Mobility Prioritization
Organizations are increasingly recognizing the importance of social mobility and diversity in their workforce. A diverse workforce brings a variety of perspectives and experiences that can drive innovation and creativity within the organization. In today’s competitive market, companies that prioritize social mobility are better positioned to attract top talent and retain employees who feel valued and included.
Impact of Social Mobility on Organizational Performance
Research has shown that organizations that prioritize social mobility tend to have higher employee engagement, lower turnover rates, and increased productivity. Employees from diverse backgrounds bring different skills and perspectives to the table, leading to more effective problem-solving and decision-making processes. Additionally, a diverse workforce can better understand and serve a diverse customer base, leading to increased customer satisfaction and loyalty.
Strategic Recommendations for Organizations
- Develop a clear strategy and commitment to prioritize social mobility in recruitment and talent development processes.
- Provide training and support for employees from diverse backgrounds to ensure they have equal opportunities for growth and advancement within the organization.
- Create a culture of inclusion and belonging where all employees feel valued and respected, regardless of their background or identity.
- Measure and track progress towards social mobility goals to ensure accountability and transparency within the organization.
FAQ
Q: How can organizations attract talent from diverse socioeconomic backgrounds?
A: Organizations can attract talent from diverse backgrounds by actively seeking out candidates from different socioeconomic groups, utilizing diverse recruitment channels, and promoting a culture of inclusivity and belonging within the organization.
Q: What are the benefits of prioritizing social mobility in organizations?
A: Prioritizing social mobility in organizations can lead to increased employee engagement, higher productivity, better problem-solving capabilities, enhanced customer satisfaction, and a more inclusive and diverse workplace culture.
Conclusion
In conclusion, prioritizing social mobility in organizations is not only the right thing to do ethically, but it also makes good business sense. By attracting and retaining talent from diverse backgrounds, organizations can drive innovation, improve performance, and create a more inclusive and welcoming workplace culture. By following the strategic recommendations outlined in this article, organizations can take concrete steps towards prioritizing social mobility and reaping the benefits of a diverse and inclusive workforce.
