Social mobility is recognized by nine in 10 (95%) HR leaders as a key component of DEI strategies, yet only half of organizations (46%) are currently utilizing apprenticeships schemes as a means to this goal, according to new research from Corndel, which surveyed 300 HR and learning and development decision-makers in UK businesses.

Despite 85% of organizations stating that apprenticeships are a key route for social mobility, around two in three (65%) are planning to use such mechanisms in the coming 12 months, labelled a “significant oversight” and “missed opportunity” by Corndel.

Social mobility, whereby an individual moves from one socio-economic classification from one social strata to another – for better or worse, can be a defining factor for employee experience and wellbeing.

In September, the Institute for Fiscal Studies found that the UK’s social mobility is at its worst level in fifty years, with those from poor or ethnic minority backgrounds finding it harder to attain a better socio-economic position than their parents.

Access to workplace training, skills experience and further career prospects can form a significant part of improving social mobility, with apprenticeships offering routes to the workplace for those that might otherwise be blocked.

“Social mobility in the UK is tragically going backwards. High-quality education, like professional apprenticeships, changes lives and can have a profound effect on social mobility,” said Corndel co-founder and chief executive officer, James Kelly.

The importance lies in embedding these apprenticeships within a broader strategic context that incorporates a range of equality and diversity initiatives.”

The research also found that around half (53%) of employment roles require a degree, however the majority of HR leaders are more focused on apprenticeships (83%) than on degrees (81%) as important criteria when assessing a potential candidate.

However, one in three (38%) of organizations currently don’t have a way of measuring social mobility internally, with difficulties in measuring (43%) and not knowing how (24%) being two of the main reasons.

“By combining apprenticeships with broader diversity and inclusion initiatives, HR teams can truly champion social mobility and foster a more equitable and dynamic workforce,” Kelly commented.