The ‘Parity Pursuit’ and the case for socio-economic status as a protected characteristic in business

Written by Matt Richardson, Head of Leadership, Skills and Social Impact @ GM Business Growth Hub & valued member of the pro-manchester Social Mobility Committee

In our ever-evolving world, the conversation around equity, diversity and inclusion (EDI) in the workplace has gained immense traction. While most discussions revolve around protected characteristics such as ethnicity, gender, and age, there is one crucial and often overlooked aspect left out of the picture – socio-economic status.

Socio-economic status is an individual’s standing in society based on factors such as income, education level, occupation, and social capital (your family, friends, colleagues and wider networks). Often overlooked, this aspect plays a significant role in shaping a person’s opportunities, experiences, and overall well-being. Therefore, due to the significant impact the above has on a person, do we think it’s time for us to consider socio-economic status as a protected characteristic, deserving the same attention and protection as other characteristics?

The Equality Act determines nine characteristics protected by UK Employment Law: Age, Disability, Gender reassignment, marriage or civil partnership (in employment only), pregnancy and maternity, race, religion or belief, sex and sexual orientation.

When we talk about EDI, we must recognise that individuals from different socio-economic backgrounds bring unique perspectives, experiences, and talents to the table. By acknowledging and valuing these differences, businesses can create a more dynamic and innovative workforce. Embracing socio-economic diversity can enhance creativity, problem-solving, and decision-making within organisations, ultimately leading to greater success and sustainability.

Moreover, considering socio-economic status as a protected characteristic is not just about equity; it is about social mobility, which is where myself and my fellow Pro-Manchester Social Mobility committee members challenge Greater Manchester with further developing this agenda. Social mobility refers to the “ability to move from a lower to a high social class, income group, occupational status or level of education” (United Nations). By recognising socio-economic status as a protected characteristic, businesses can actively promote social mobility within their workforce, creating a more inclusive culture focused on ability and talent rather than class, privilege and/or wealth.

As a reminder, here are some considerations you can embed within your organisation also, like us here as part of the Social Mobility Committee, to help drive the social mobility agenda forward and bridge the gap between aspiration and achievement.

1. Inclusive Hiring Practices: Implement recruitment strategies that focus on skills and potential rather than background or connections. This includes using blind recruitment processes and partnering with organisations that support underrepresented groups.
2. Work Experience Programs: Offer internships, apprenticeships, and mentorship programs to young people from diverse backgrounds. These programs provide valuable experience and networking opportunities.
3. Education Partnerships: Collaborate with schools, colleges and universities to provide resources, workshops, and career guidance. This helps students from disadvantaged backgrounds gain insights into various career paths.
4. Employee Development: Invest in training and development programs that support career progression for all employees, ensuring that everyone has the opportunity to advance.
5. Community Engagement: Support local initiatives and charities that focus on education and social mobility, demonstrating a commitment to broader societal impact.

By taking these steps, businesses can help create a more equitable and inclusive society.