Social Mobility Talent Strategy

Helping talent from all backgrounds build successful careers, and businesses to access new talent pools.

Organisations need to embrace talent from all social classes to achieve true diversity, equity and inclusion.

Businesses can improve workforce diversity by utilising knowledge and research on social mobility, enabling access to untapped talent pools. It is widely accepted that some talent populations have greater access to career opportunities because of their education and family networks.

The impact of Social Mobility on DE&I

Social mobility impacts representation, especially when the problem is exacerbated by organisations targeting a narrowly defined talent cohort from particular universities or backgrounds.

To effectively tackle this issue HR and talent teams need actionable insights to allow them to develop and implement practical solutions.

Speak to an Expert

Our expert team evaluates social mobility factors to identify emerging talent pools for your hiring managers to explore.

We locate talent, and then provide deeper insight, taking the time to understand the motivations, aspirations and behaviours of individual talent cohorts.

This information can then be objectively assessed and current hiring practices challenged to ensure the best potential talent is hired from the widest possible range of socio-economic backgrounds.

Partnering with your talent acquisition teams, we help underrepresented groups from disadvantaged portions of society enter the workforce and build successful careers within your business.

Why Social Mobility should be a priority.

  • Opportunity to give back whilst improving your business

Identifying talent from underrepresented groups or less advantaged portions of society allows a fresh wave of talent to enter the workforce.

  • Improve customer reach

By having a more diverse workforce, you are able to get closer to your customer base by ensuring your workforce better reflects and understands it. 

  • Understand talent motivations

Create an environment where talent from disadvantaged or underrepresented populations are welcomed and can thrive.

  • Accessing a wider talent pool

As competition for talent continues to soar, tap into new talent pools; thinking about transferable skills and potential. 

How We Help

We’re experts in sourcing talent, assessing new and different talent pools, and providing talent demographic research. We want to use our global reach to help improve representation, by including individuals from different backgrounds during our talent mapping and engagement processes.

We recognise that many hiring managers are under pressure to improve diversity and so, organisations need to embrace a wider population of underrepresented talent to achieve true diversity, equity and inclusion.

Latest Insights

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Working alongside leading TA & HR professionals

General Electric
London Stock Exchange
BBC
abbvie
accenture
SAP
AngloAmerican
ASDA
AstraZeneca
avanade
babcock
Balfour Beatty
BANK OF AMERICA
Bloomberg
bp
Canon
Capita
EATON
facebook
GlaxoSmithKline
IMI
intuit
JnJ
Kelloggs
LOTUS
MARS Petcare
MERCK
mimecast
Pearson
Providence
Schneider Electric
serco
Specsavers
stryker
coop
vmware
vodafone
Our company has used Armstrong Craven for over 10 years to source high quality talent. As we work to ensure our talent management strategy supports our business strategy, we are increasingly using AC to provide customised insights to inform our mid- to long-term talent planning. Our needs vary but overall, the information we get from AC ensures we create an employment offering that ensures we attract and retain the high calibre people we need, when we need them.
Global Pharmaceutical Company Global Talent Business Lead
The business really appreciates your support. Your Insights capability accelerated our knowledge transfer. Without partnering with Armstrong Craven, it would have taken us a year to get to the same point in our understanding of the market.
Global Biotech Director, Global Talent Acquistition
Armstrong Craven was recommended to me by the Group HR head of a FTSE 250 company in the UK. We were provided with a set of very viable candidates in each of the assignments and they helped us through the difficult selection process, as the finalists in both cases were all quite exceptional.
Innovative UK Start-up Interim CEO
We are increasingly retaining Armstrong Craven for roles at the highest levels and can rely on them to deliver the same level of service as Executive search firms using a much better cost model to the standard starting salary percentage model.
Asda Head of Resourcing
We have used Armstrong Craven on a number of occasions now for executive research at the very highest levels and on each and every occasion they have helped us locate the right candidate, all of whom have gone on to make a fundamental contribution to the health and development of our businesses.
Liquid Plastics Ltd Managing Director
We are increasingly using Armstrong Craven rather than traditional search or head-hunters to support us with innovative, timely and cost effective sourcing of candidates. Armstrong Craven take a different approach to executive search and talent planning and are a great supplier for a business like us who is moving to direct sourcing.
AstraZeneca plc Global Recruitment Partner
Thanks for all your help in scouring the field for talent. I think the mapping and search worked out very well! I’d be happy to work with you again on similar talent needs.
Major Pharma Company SLT Member
We thank you for the excellent support and will definitely come back to AC for future pipelining.
Major Medical Devices Company Global VP HR
Spot on and thorough project, Great job, looking forward to reaching out to the individuals Really great, very happy, good to engage in more work including pipeline, search and mapping.
Major Pharma Company TA Head
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