Dumb luck and bias

Many years ago I was sat in a room with a number of senior politicians and business people discussing the challenge of improving social mobility. One of the advisors to the then coalition government made a point that has resonated with me for years, partly because of its obvious nature, but also because the infrequency of which it is made.

If you want some people to go up, by definition others need to go down. Which means the people that make the argument for change need to support the personal impact of their children potentially doing less well as a result.

I appreciate that there are some that will argue that there are ways and means by which this can be overcome on a macro level, however, for the sake of this argument I’m going to remain in the pragmatic rather than the idealistic.

This is a simple, but very compelling truth. In a system that is rigged in the favour of certain groups within society, change inevitably means the risk of them doing less well – which is one reason why it is incredibly hard to deliver. Because it means accepting that we might not have achieved what we have because of merit, but instead because of who we are.

At this point we all awkwardly look at one another and suggest the least competent in the room as perhaps the one that doesn’t deserve to be there, because it can’t be us, can it?

I’ve written so many times about how education is not a meritocracy. But there is also so much evidence that demographic factors and our social background influences our path throughout our lives. Add to this the random and untested nature of most recruitment and selection processes and you are more likely to be where you are because of dumb luck and bias than you are because of inherent talent.

If we want change, if we believe in change, then it means we have to accept that there will be losers as well as winners. For some of us, our children and grandchildren might need to accept places in schools, colleges or universities that we would previously never have considered. They may prosper less in the workplace, the housing market and in society as a whole. We have to look beyond personal self interest and to society as a whole.

And before you nod and walk away contently, remember that this isn’t just a small faceless elite sitting at the top of the pile, it applies to you, me and large swathes of corporate Britain too.

Here’s some things we can all do

I’ve spent the last couple of weeks talking about the societal impacts of the pandemic, the way in which it risks increasing injustice and widening the already significant gaps that prevent social mobility. And more than ever, organisations need to step into the breach and make real meaningful interventions and sustainable changes to the way in which they do business.

Whilst many of the changes are going to require substantial changes to our education system, our economy and our industrial policy. There are also practical steps that each and everyone of us can take.

  1. Stop asking for educational qualifications. This summer, for the fist time in living memory, hundreds of thousands of young people will leave school without having taken a single final exam – not to mention those that are graduating at the same time. The rest of the school system has been put on hold, risking significant disparity between different social groups. If you haven’t removed qualifications from your recruitment process already, now is the moment to do so.
  2. Invest in apprenticeships and retraining schemes. As people start to lose their jobs as sectors contract and the economy changes, we will need to create opportunities to retrain and re-skill. Where we’ve struggled to attract, to fill positions or to build succession. Now is the time to think about the opportunities to solve those problems  and provide good quality career prospects for people needing work.
  3. Think more broadly than working from home. There’s understandably been a lot of talk about flexible working, agile working, remote working and everything that we’ve learnt. Whilst of course we have some fantastic data and evidence, let’s not forget that not every one can work from home. And moreover, lots of jobs are based around people working in offices. Let’s think about all jobs when we’re making our plans.
  4. Engage with schools and colleges. When schools get back and running we need to double up our efforts to support them and build skills and confidence back into young people. Looking at how we can work better together as organisations, how we can reach those schools that need support the most and we can support the charities and organisation that act as intermediaries that will have struggled during this period of time. We need to create hope, as much as we do jobs.
  5. Consider jobs as well as technology. If there is one thing that we’ve learnt over the past few weeks is that we are better when people and technology come together, where they’re additive and not replacements of one another. Decisions that replace jobs with technology, without addressing the societal consequences will come back to bite us sooner or later.
  6. Be open to all, not just those you know. I’ve seen a number of people offering help to their connections either online or in person. Whilst well intentioned and well meaning, the problem is this only helps people you’re connected too. And we know one of the biggest challenges in terms of closing the social divide comes in the collateral that comes from personal relationships. It is no different to offering jobs or internships to your friends – find organisations and charities that will help you translate your offer to a wider group based on need.

Injustice is at the heart of this crisis

I’ve written so many times over the past years about social inequality and the role that organisations need to play in starting to right the wrongs of many decades of looking the other way. Whether that has been through investment in skills and training, fairer recruitment or simply through the ways in which we contract and pay employees.  If it was an imperative before, it now becomes an obligation.

“People living in more deprived areas have experienced COVID-19 mortality rates more than double those living in less deprived areas. General mortality rates are normally higher in more deprived areas, but so far COVID-19 appears to be taking them higher still.”

Nick Stripe, Head of Health Analysis, Office for National Statistics.

The fact that the mortality rate is more than double in deprived areas is a stark reminder of the systemic issues the underly areas of deprivation.  And whilst there is no more sombre measure of inequality than death, The impact of the virus won’t be simply contained to mortality.

As schools are closed, there is a disproportionate effect on those children living in deprived areas. Their access to technology, the role of parents and relatives in home schooling and the greater risk of disenfranchisement has been raised by the inspector of schools. It won’t just impact on those taking qualifications, but could impact throughout schooling, leading to growing attainment gaps for a number of years.

And of course, we mustn’t forget the impact on the labour market. Which will disproportionately impact on those in low paid, low skilled jobs.

“Some workers are disproportionally economically impacted by the coronavirus outbreak. Low paid workers are more likely to work in shut down sectors and less likely to be able to work from home. According to the IFS, one third of employees in the bottom 10% of earners work in shut down sectors, and less than 10% of the bottom half of earners say they can work from home.”

Commons Research Briefing CBP-8898

Health outcomes, Educational outcomes, Employment outcomes. Three of the factors that are fundamental to restricting social mobility. And that is before we look at the disproportionate impact on BAME communities and the overlap between ethnicity and deprivation – which we absolute cannot ignore.

So when we are talking about the future of work, when we make statements about the structural change of workplaces, let’s try and take our thinking beyond the offices of the secure, educated and highly paid. Let’s put aside broadly inessential discussions about flexible and home working arrangements and how Zoom and Teams are going to be part of everyone’s lives. Instead let us start to debate the issues of fundamental, structural inequality and how we as businesses can step up and take our share of responsibility for the sake of our society, our economy and our future.

Increasing the divide

A few years ago I was debating the issue of unpaid internships and the effect of this on social mobility.  The common theme at the time was that paying for internships would solve the problem. It was a compelling argument because of it’s simplicity, but fundamentally wrong.

One of the biggest issues with internships is the availability and transparency of opportunity. When opportunities are only available to those that are in the know, that are connected, or that are referred, paying rather than solving the problem of access just exacerbates it. This isn’t to say that internships should be unpaid, far from it, but that it needs to be combined with other systemic changes.

There is a similar argument to be played out in relation to university fees. The simple argument goes that by charging for university you restrict the number of entrants from lower social classes. Again, it is a compelling one. But one that isn’t backed up by data. Simply, there is nothing that would suggest that free education, without means testing, would do anything that subsidise the dominant middle classes.

In 2015, when the idea was mooted, a total cost of £10bn per annum was suggested to introduce this measure, equivalent to 11.5% of the UK education budget. Which begs the question what could be achieved by investing this money in primary and secondary education in areas with the lowest social mobility?

If you are an 18 year old in London and the South East you are more likely to go to university than if you are an 18 year old in any other part of the UK, by quite a significant margin. In fact, when you start to look at the entrants by parliamentary constituency, there is significant correlation with the areas of the greater social mobility highlighted by the Social Mobility Commission.

Assuming there is a finite amount of money available to government, the evidence clearly suggests that the best bet for improving social mobility is investment in the compulsory education system in those areas where the outcomes of young people are the lowest. That’s before we consider the alternative routes into the labour market other than university, such as apprenticeships.

The idea of free university is an appealing one, but unless significant changes are made to the education outcomes of those in the social mobility cold spots, it will do little to benefit social change. Instead, it will disproportionately benefit those who already have better outcomes and continue to widen the social divide.