Designing and delivering public services is an important job and to do it well, public bodies need skilled leaders and teams with a rich mix of experience and perspectives, able to think critically and innovate to solve problems. Yet we know that in the public sector, and particularly at senior levels, people from higher socioeconomic backgrounds are significantly over-represented. Social Mobility Commission research in 2021 showed that only 18% of senior civil servants come from a lower socioeconomic background – and that figure hasn’t changed since the 1960s.

While the educational attainment gap between those on higher and lower incomes is undoubtedly one driver of this under-representation, evidence shows that dominant behavioural codes, support from networks and senior sponsors, and the ability to understand and navigate organisational cultures are just as significant – maybe even more so. The Social Mobility Commission research highlighted that for example, having the ‘right’ accent helped individuals progress at every stage of their civil service career.

Lack of socioeconomic diversity can promote organisational groupthink, affecting the quality of design and decision-making – and it also weakens confidence in public bodies to be serving the public interest. The OECD found that fostering diversity helps to strengthen trust in government by portraying it as responsible, responsive, and legitimate.

Action on social mobility can also be helpful in strengthening and accelerating existing priorities: supporting other diversity and inclusion work by fostering a ‘whole person’ approach, unlocking the potential in people already working in the public sector and improving staff engagement and retention, and highlighting the value of skills and attributes like cost consciousness, resilience and plain speaking.

Since its inception in 2017, the Social Mobility Employer Index has become the leading authority on employer-led social mobility. It is an assessment and benchmarking tool, giving employers access to personalised advice on their social mobility strategy.

The public sector is well represented in the Index – in 2022, providing 15% of entrants, making it the second most represented in the Index behind the law – although ministerial departments have made up a greater proportion of the public sector entrants in the past than public bodies.

The value of taking part in the Index can be shown by the return of top employers such as the Bank of England, the BBC and the City of London Corporation who enter regularly to benchmark their performance and gain feedback on their progress and advice on areas for improvement. Making a public commitment to social mobility by entering the Index can also be helpful in showing key stakeholders – including current staff and future recruits – that you are serious about creating an inclusive workplace.

Although some of the organisations who take part in the Index are very large and well-resourced, many of the changes that we urge can be simple and inexpensive.  The number one ranked employer in the Social Mobility Index in 2022, law firm Browne Jacobson said: “We do not have limitless resources, yet our success has been achieved through a change of approach that everyone can adopt”. Every organisation can change their business for the better and unlock their potential talent, they just need to be committed enough and willing to innovate.

On Thursday 25^th May, Sarah Atkinson CEO of the Social Mobility Foundation will be joined by Mike Adams OBE, CEO of Purple and Lisa Pinney MBE, CEO of Coal Authority, to discuss how public sector leaders can continue to improve social mobility in the workplace.

Together we can solve the diversity puzzle in the public sector to better serve all members of our communities.

The 2023 Employer Index is open for entries: https://www.index.socialmobility.org.uk/