Do We Need to Think ‘Beyond the Box’?

Collecting socio-economic background (SEB) data is one of the biggest challenges organisations face in advancing social mobility. Traditional tick-box approaches often fail to capture the nuances of class background, leading to low response rates and incomplete insights. Employees hesitate to share because of concerns about career impact, data use, and lack of clear communication. To move the agenda forward, HR leaders need to think beyond the box - adopting creative, people-centred approaches that build trust, capture lived experiences, and translate data into meaningful action.

Key Discussion Points

• Rethinking Tick-Box Data
  Move away from standardised, one-size-fits-all questions that oversimplify class background and fail to reflect lived experiences.
• Improving Response Rates
  Address employee concerns by clearly communicating why SEB data matters, how it will be used, and how it connects to career development and equity.
• Asking Better Questions
  Use contextual and experience-based questions to uncover nuances — such as family structure, housing history, unpaid internships, or part-time work during university.
• Exploring Social & Economic Capital
  Go beyond education and occupation to understand the role of networks, connections, and financial resources in shaping career access and progression.
• Creating Safe Spaces for Dialogue
  Build trust by using listening groups, employee resource groups, and other forums where employees feel comfortable sharing experiences without fear of judgment.
• Turning Data into Action
  Only collect SEB insights if you intend to act on them. Translate findings into strategy, ensuring they inform recruitment, progression, and inclusion initiatives.