Social Mobility Audits

It’s possible for charity and commerce to coexist.


The Early Careers Group combines charity and commerce to create real world solutions to early talent and social mobility challenges. Our clients are improving lives with every hire they make.


The Early Careers Group has designed an objective and data-driven approach to measuring the DEI within your organisation, applied through a unique social mobility lens.

Combined teams of people and talent experts from The Early Careers Company, and social mobility experts from The Early Careers Foundation, will undertake a full audit of your people and talent infrastructure, and DEI strategy.

Through the audit process, we’ll provide you with a comprehensive understanding of where you are now, where your organisation is succeeding, where you can improve and crucially – how.

An SMA is the first step in the process of becoming a truly socially inclusive employer.


Diverse workforces are more innovative, productive and ready for the future. In driving the social mobility agenda, businesses can drive commercial interests, help reach key ESG goals and increase racial, religious and ethnic diversity – all while making a positive impact on social mobility.

In seven leading law firms, employees
educated at state schools are


more likely to feature in the top performer’s decile.

McKinsey reported that organisations in the bottom quartile for top team diversity are


more likely to underperform compared to their peers.


of young people within the UK would decline to join a business that is primarily made up of middle and upper-class employees.


is cited as one of the top three priorities by CEOs of major corporations across Europe and the US.

By ensuring your organisation is a place where people from different socioeconomic backgrounds can succeed, you will gain access to more talent, improve diversity, retain top performers, improve quality of decision making, drive employee motivation and satisfaction and improve your company’s global image.



Over 10-12 weeks, we collect, process
and analyse a range of quantitative and/or
qualitative data to do with the talent and people lifecycle in your organisation.

This can be focused on some or all of the audit areas, for some or all corporate functions, and national or international.

Attraction & Engagement.

What sort of individuals are you attracting and how do they engage with your brand?

Recruitment & Hiring.

Are your recruitment processes socially inclusive? How do you capture socioeconomic background in your application process?

Progression & Pay.

Once they’re in the door, do people from socially diverse backgrounds experience the same trajectory? What is your class pay gap?

Culture & Support.

Is your culture one in which people from all backgrounds can thrive? How do you support those from a wide range of socioeconomic backgrounds?

Attrition & Change.

To what extent are those from low-income backgrounds retained in the business? Are changes in the business delivered in a socially inclusive way?



Gathering what we need for the audit across the five areas via anonymised surveys, interviews and a data room.


Analysing the collected data and assessing your policies, processes, strategies and communications.


Establishing a vision and targets for social mobility and wider DEI, and building an internal and external comms strategy.


Reporting on where you’re performing, where you’re not – and why – across all five areas.


Delivering how you become a socially inclusive employer – both though quick wins and long-term strategies.