Breaking Down Barriers
Centre for Progressive Purpose
Policy Paper 1 - A Declaration to Break Down Barriers Jack Savage and Nick Forbes CBE 1
About
About the Centre for Progressive Purpose The Centre for Progressive Purpose is developing innovative ideas on the role of business to shape the future of Britain in a fairer, progressive way. Now is the time for fresh new ideas on how responsible organisations can play their part in making Britain a better placeto live. The Centre for Progressive Purpose led by Chair Nick Forbes CBE and Director Danny Davis - is part of the wider Purpose Coalition, Britain’s largest social mobility and equality of opportunity campaign that covers 700 organisations employing 5 million people and serving 2 million students.
Above: Danny Davis, Director of the Centre for Progressive Purpose
From left: Nick Forbes CBE, Jack Savage
About the Authors Nick Forbes CBE is the Chair of the Centre
Jack Savage is the Head of Research at
Director with the Purpose Coalition.
Research Lead at the Purpose Coalition.
for Progressive Purpose and an Engagement
Nick has a wealth of experience both
Since joining the Purpose Coalition,
nationally and locally. He was the Leader
Jack has worked with a wide range of
years as well as the Leader of Labour in
local councils - helping to improve their
of Newcastle City Council for over ten
local government, heading up the Labour
Group in the Local Government Association (LGA) representing the views of more than 6,000 Labour Councillors in Westminster. Nick also served in Kier Starmer’s
Shadow Cabinet for over two years,
representing the voices of regional and local government. 2
the Centre for Progressive Purpose and
businesses, UK universities, NHS trusts, and purpose-led approach to breaking down barriers. Before joining the Purpose
Coalition, Jack was involved in local
politics during his academic studies
at the University of Sheffield where he
was a member of the local Labour Party, canvassing in the run up to the 2019 General Election.
Introduction
Britain’s 5 challenges:
Reform healthcare, to cut waiting lists and get patients the care they need.
Get Britain building again
Build safer communities, rebuilding
productivity growth.
across Britain.
through good jobs and
the social fabric of communities
Transform the UK into a green-
Break down the barriers to
plan to reach net-zero.
chance to get on in life.
energy leader, with a sustainable
opportunity so everyone has a
Introduction For years, the next generation in the UK was
children’s homeownership is continuing to
to opportunity, regardless of background,
of their home becoming the clearest indicator
better off than the last. Equality and access
improved and became fairer year-on-year. This unwritten social contract as a shared
“significantly tighten” - with parents’ ownership of whether or not their children will own theirs3.
part of British identity is now broken, people
As we move through a period of social and
that lives will get better.
will be critical to the long-term health and
are increasingly untrusting and unbelieving
As a result, this process has, therefore,
stunted, as has the younger generation’s
belief that if they work hard and make the
most of their potential, in a career they enjoy, they will secure a good job and a stable
economic turbulence, equality of opportunity development of the UK. In an ever-changing labour market and economic landscape -
future Governments are likely to call on the expertise and resources of employers to
support one of the challenges of our time.
home for themselves and their children.
Despite overwhelming progress in
Adults with parents from an under-resourced
the public and private sectors, access
background are three times as likely to be in a lower-skilled and lower-paid occupation than adults with parents from a more
advantaged background1. This trend is also experienced across education, with people whose parents had degrees far more likely
- 64% against 18% - to obtain a degree than those whose parents had no qualifications2. The Social Mobility Commission also found, in 2023, that the link between parental and
approaches by organisations across
to opportunity is still unevenly distributed
across the UK. Socio-economic background all too often determines the barriers
people face, the height of the barriers, and their outcomes in life.
Employers across Britain responded and
transformed in response to the COVID-19
pandemic and, over the long term, achieving a step-change in equality of opportunity for all requires the same action.
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Foreword
Foreword by Nick Forbes CBE Chair of the Centre for Progressive Purpose. Britain - and the world - faces unprecedented challenges. Responding to these challenges, while restoring a sense of shared British identity, is crucial for prosperity and shared united moving forward. Across the country, the opportunity gap has continued to widen. Underrepresented people and communities in under resourced areas face the highest barriers to employment. Once in employment, barriers often remain in both progression and support. In my eleven years in politics, including in Keir Starmer’s Shadow Cabinet, as Leader of Newcastle City Council, and Leader of the Local Government Association Labour Group, I experienced first hand the desire of business, universities, and the wider public sector to break down the barriers to opportunity at every stage. With limited public finances, conversations and purpose-led solutions between businesses and policymakers will be critical to deliver the change that is so desperately needed. Breaking down barriers to opportunity is vital, not only to people who face hurdles but to the future of a prosperous Britain.
In this series of policy papers, the Centre for Progressive Purpose will offer
ideas and recommendations to policymakers on breaking down the barriers
to opportunity - informed by private sector best practice in the framework of promoting social justice.
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Executive Summary
Executive Summary British employers have taken strategic steps
Vital to truly breaking down the barriers to
groups. In recent years, this has included the
all backgrounds not only get into roles,
to boost equality of opportunity for specific
introduction of Gender and Ethnicity Pay Gap
reporting, as well as an increase in employee workforce tracking. Across the Purpose
Coalition, leading organisations are also
collaborating with key institutions across the
education system to reach out, offer training
and experience, as well as directly recruit from under-resourced areas across the country. It is time policymakers and any incoming
government centralise this work. We think this will be best reflected through a Declaration
to Break Down barriers. This will set out three key areas - Employment, Recruitment and
Progression - but allowing for local flexibility to local services.
opportunity is ensuring that people from but get on. Those from under-resourced
and underrepresented backgrounds often
encounter barriers throughout their working
lives and life stages - encouraging employers to set public commitments to increase
representation at every level will be critical to transforming Britain’s opportunity offering. While policymakers and an incoming
Government will encounter a wide range of
complex policy challenges, centralising and
driving forward the very best and innovative ideas purpose-led businesses have already begun to put into practice will ensure steps are taken to equalise opportunity from day one.
Some organisations are already leading
The Centre for Progressive Purpose is putting
metrics, including critically, socio-economic
a Declaration to Break Down Barriers.
reporting of socio-economic diversity,
but hold employers to account in the critical
in the tracking of a number of diversity
background. Through the tracking and businesses can identify any barriers to
employment or gaps in their workforce.
forward three key recommendations under
The Declaration works to not only support pathway to a fairer and more effective opportunity offering for Britain.
A critical step in boosting equality of
opportunity across Britain would be to
underpin the Declaration legally by making
socio-economic background discrimination illegal. Through an update of the 2010
Equality Act, an incoming Government could transform the protection of socio-economic background as a protected characteristic.
It is time policymakers and any incoming government centralise this work under a Declaration to Break Down Barriers.
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Recommendations
Why we need a Declaration to Break Down Barriers Too often, conversations around equality
more fortunate backgrounds are many
council estate becoming a CEO. While
what is considered ‘professional roles’
of opportunity centre on a child from a this is important and commendable,
the nature of this conversation outlines the need for action.
Fair, open, and equal opportunities
times more likely to find themselves in than those from under-resourced
backgrounds - with the odds increasing even further if either parent has one of these roles5.
that accurately reflect potential, skills,
However, it is not just important to deliver
for every young person - regardless
with less privilege who have the potential
and aspirations need to be created of where they are from or their particular background.
equality of opportunity for those born
and the drive to succeed, it is a critical challenge for Britain.
An illustration of the entrenched
The Social Mobility and Economic
our nation’s top office - the last five Prime
estimated that if the UK increased social
opportunity problem runs right through Ministers all went to Oxford University.
Professional roles - like medicine, law, journalism, and academia - all too
often remain a pathway for those from
privileged backgrounds4. The Class Ceiling
Report found that those from
Success Report by the Sutton Trust
mobility to the average level experienced across Western Europe, it would be worth £52 billion for the economy6. What has
been lost in the debate on opportunity
in recent years is that it is lives that are off track that cost the economy.
Fair, open, and equal opportunities that accurately reflect potential, skills, and aspirations need to be created for every young person - regardless of where they are from or their particular background.
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Recommendations
Despite previous Government’s seemingly
Through our work with the Purpose
manifesto’s - Theresa May’s promise
transformative change businesses,
centering the opportunity gap in their
to prioritise every British citizen “whoever
we are and where we’re from”7 - it is time for a fresh approach, underpinned by
clear policy and legislative intervention, in partnership with business.
An incoming Government should take advantage of the best practice already underway in areas
Coalition, we have seen first-hand the universities, councils, and NHS Trusts,
can make when driving their resources behind an underpinning purpose.
An incoming Government should take
advantage of the best practice already underway in areas of the public and private sector, leading the way in formalising the UK’s approach to
equality of opportunity through a
Declaration to Break Down Barriers.
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Recommendations
Recommendation 1:
Socio-Economic Diversity
Tracking - Employment
Many businesses are already tracking
and monitoring employee demographics like ethnicity, religion, gender, sexual
orientation, and other protected characteristics. This is allowing business leaders to better understand their workforce and make reasonable adjustments to ensure
opportunities are more equal. However, leading businesses have begun to take the next step and begin tracking socio-economic diversity.
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Recommendations
Socio-economic background is the
combination of income, upbringing,
occupation, and social background.
It is a demographic characteristic that is a key determinant of access to
opportunity, employment progression, and outcomes.
The Centre for Progressive Purpose
recommends that, as part of the Breaking
• What was the occupation of your main household earner when you were 14?
Down Barriers Declaration, socio-economic
• What was the type of school you
businesses of a certain size.
the ages of 11 and 16?
diversity tracking is made mandatory for
attended for the most time between
Applying questions developed by the
• If you finished school after 1980, were
of Opportunity Coalition - employers
your school years?
Social Mobility Commission and the Equality can go even further in understanding
you eligible for free school meals during
the challenges that may arise once in
• Did either of your parents attend
to make the workplace for inclusive for all:
or equivalent) by the time you were 18?
employment for certain groups, and help
university and gain a degree (BA/BSc
Socio-economic background is the combination of income, upbringing, occupation, and social background. It is a demographic characteristic that is a key determinant of access to opportunity, employment progression, and outcomes.
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Recommendations
Recommendation 2:
Updating the Equality Act - Recruitment The Equality Act of 2010 required
public-sector organisations to consider
how their decisions “might help reduced the inequalities associated with socioeconomic disadvantage.”8 This step
forward has helped to break down barriers across the public sector to those from a
wide variety of backgrounds. The Act also
built on legislation from 1975, 1976 and 1995 replacing anti-discrimnation laws with a single Act legally protecting people
from discrimination in the workplace and wider society9.
As part of the Declaration to Break Down Barriers, policymakers should extend
and underrepresented backgrounds.
One example of this is accent. It is the primary signal of socio-economic
background10 and, under the current legal
the steps taken in 2010 and treat socio-
framework, is not illegal to be discriminated
characteristic in an updated Equality Act.
showing accent is still a key vehicle, or
economic background as a protected
This would ensure both public and, critically,
private sector organisations are considering how their decisions may help reduce
inequalities across the board, but also
will protect those from under-resourced
against. This has resulted in stark statistics
a barrier to opportunity. Research conducted by the Sutton Trust found that 45% of
employees in the UK have been mocked, criticised, or singled out because of their accent11.
backgrounds access and feel welcome
A Declaration to Break Down Barriers
discrimination throughout the workplace,
receive in accessing opportunities - making
within opportunities by protecting them from but particularly in terms of recruitment in. Feeling able and comfortable to access
opportunities is often a significant barrier
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to getting on for those from under-resourced
would scale-up the protection people
socio-economic discrimination illegal and ensuring all businesses not only protect
but take a proactive role in the creation of an accepting workplace.
Recommendations Analysis
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Recommendations
Lack of opportunity ignores talent and suppresses wages, it is economically and socially corrosive. Nick Forbes CBE, Chair of the Centre for Progressive Purpose
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Recommendations Analysis
Recommendation 3:
Employer Commitments - Progression Equality of opportunity should extend
throughout the employment timeline.
People of all backgrounds deserve to get in
and get on, feeling empowered to progress without bias or unnecessary obstacles. While many purpose-led businesses
What gets measured, gets done, and the
representation, especially amongst
committing to not only tracking but
have set specific goals on workforce
leadership positions, socio-economic background is often a hidden
demographic barrier to progression. As a responsible and socially conscious business, it should be a minimum ask
for all to set specific commitments on
workforce representation for all currently protected characteristics. In a new
reformed Equality Act, this would - critically - include socio-economic diversity.
Private sector trailblazers have already
begun to track, set, and achieve against
specific socio-economic diversity targets, however the barriers that still exist across all industries should serve as a call to
action for an incoming government to take transformative action.
A study, analysing the career paths of over 16,500 employees at KPMG over a five year period, found that employees from lower socio-economic backgrounds took an
around 19% longer to progress than those
from higher socio-economic backgrounds12.
whole of the private sector should be
progressing people of all backgrounds. As such, a Declaration to Break Down Barriers should call on businesses to
increase workforce representation of
those from disadvantaged socioeconomic backgrounds to a minimum of 25% of
the workforce, for organisations with over 250 employees, by 2030.
This is based on the trailblazing target set
by the BBC. In the Purpose Coalition’s work
with the organisation, it supported the BBC
in tracking and setting a target for colleague socioeconomic background, aiming by 2027 to ensure at least 25% of its staff are from a
disadvantaged socioeconomic background. One measure organisations - over 250
employees could be encouraged to take
to achieve these goals, is to begin publicly reporting their socio-economic pay gap,
as has been done with the Gender Pay Gap. This is a key way to identify levels within
the organisation that are acting as a barrier, and tracking annual progress on equality of opportunity.
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Summary
Summary The call for a Declaration to Break Down Barriers by the Centre for Progressive Purpose is an urgent response to the entrenched opportunity gap that still exist across Britain.
steps - mandatory socio-economic diversity tracking, an increase in the legal protection of socio-economic discrimination, and employer commitments to increase representation at all levels.
The pathway for those from under-resourced socio-economic backgrounds in accessing and progressing in successful careers currently faces a myriad of hurdles at each life stage. The Declaration calls on an incoming Government to prioritise access to equal career opportunities as crucial to addressing the stark socio-economic disparities prevalent across the country.
The Declaration serves as a vital policy framework for breaking down barriers and ensuring a fair, open, and equal-opportunity landscape for every individual, irrespective of their background.
The issue is not only a matter of fairness but a pressing economic concern, with estimates suggesting that improving opportunities could boost the UK economy by £52 billion. Against this backdrop, a Declaration to Break Down Barriers proposes concrete
The Declaration calls on an incoming Government to prioritise access to equal career opportunities as crucial to addressing the stark socio-economic disparities prevalent across the country.
Social Mobility Commission, State of the Nation 2023. “” 4 Celestin Okoroji, How can we address the stagnation of social mobility?, The RSA, 2023. 5 Sam Friedman, The Class Ceiling: Why it pays to be privileged, Policy Press, 2020. 6 Helen Jenkins et al., Social Mobility and Success, The Sutton Trust 2017. 7 Anne Perkins, Theresa May’s speech: what she said and what she meant, The Guardian, 2016. 8 UK Public General Acts, Equality Act 2010, 2010. 9 “” 10 Erez Levon, Speaking Up: Accents and social mobility, The Sutton Trust, 2022. 11 “” 12 Simon Wilson, Social class if the biggest barrier to career progression, KPMG UK, Press Release, 2022. 1
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Summary
Nick Forbes CBE speaking at Labour Party Conference 2023.
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