💡 Our own research at UCL shows that applicants from working class backgrounds are 32% less likely to receive a graduate job offer than applicants from professional backgrounds.

Full press release: www.ucl.ac.uk/news/2025/ma...
Full report & recommendations: repec-cepeo.ucl.ac.uk/cepeow/cepeo...

💡 The SMF report that 94% of recent Index entrants said they re-entered because of tangible feedback leading to improvements in their organisation.

➡️ Register your interest for the Social Mobility Employer Index here: www.socialmobility.org.uk/employerinde...

And more blogs!

💥What explains the social class gap in accounting? blogs.ucl.ac.uk/cepeo/2025/0...

💥Why applying early matters for social mobility:
blogs.ucl.ac.uk/cepeo/2025/0...

💥Why are Black applicants not getting graduate jobs? blogs.ucl.ac.uk/cepeo/2025/0...

💥Full report with recommendations: repec-cepeo.ucl.ac.uk/cepeow/cepeo...

💥Key findings blog: blogs.ucl.ac.uk/cepeo/2025/0...

We have just published a report about 'Inequalities in Access to Professional Careers' using recruitment data from over 250,000 applicants (in a single year) to entry-level jobs in law, accounting/professional services and the public sector.

💥Full press release: www.ucl.ac.uk/news/2025/ma...

During the session I'll be sharing:

💡data insights from our employer collaborations using social mobility data (we have data on almost 2.5 million job applicants!)

💡tips on how to think creatively using your own social mobility data

❓ But if you're not sure where to start, why not check out some of the #data published by #PwC the #TimesTop100EmployerOfTheYear as an example:

www.pwc.co.uk/who-we-are/a...

⭐ publishing #socialmobility targets or a #PayGapReport by #socialbackground?
⭐ preparing #ethnicity #PayGapReports?
⭐ looking at barriers to entry or progression for #intersectional groups?

If you work for these employers, why don't you find out if they have started:
⭐ collecting data on the #socialbackground of their applicants and employees?
⭐ increasing response rates to build better #data & #evidence on barriers to access and progression?

So far, these proactive employers have shared anonymised data on over 2 million job applicants & employees with us at UCL, so we can help reduce inequalities in:

📊 access to entry-level jobs (who gets in?)
📊 career progression (who gets on?)

To achieve this, #data and #collaboration is key!