Analytics and metrics should always form part of a campaign or strategy, especially when it comes to reinvesting in future initiatives.
The challenge is identifying the most appropriate measurement for your objective. In terms of Socio-economic diversity, Trendance have shared the following as benchmarks for recruitment:
Category indicating low socio-economic background
Estimated share of students in this category
The candidate’s parents did not go to university
The candidate’s secondary schooling was government funded rather than privately funded
Free school meals
The candidate was eligible for free school meals at age 15 due to their parent/guardian being in receipt of specific benefits
The candidate’s highest-earning parent/guardian undertakes routine work, semi-routine work, or is long-term unemployed
A majority of graduate employers ask their new employees whether or not their parents went to university (53%) or the type of school they attended (51%); 4 in 10 also ask their current employees these questions. Nearly 30% ask whether or not you were eligible for Free School Meals, whilst 12% ask the occupations of your parents and the postcode you grew up in.
Organizations will need to decide how this data is collected and what tracking is appropriate for their business.
On the 11th July 2018, The Social Mobility Foundation published the Social Mobility Employer Index 2018, highlighting the 50 employers taking the most action to improve social mobility in the workplace (http://www.socialmobility.org.uk/index/). it's a great place to go for inspiration.
This year it finds having a workforce that is diverse in terms of social background is fast becoming as important to employers as being diverse in terms of gender and race. Research has consistently shown that people from more affluent backgrounds take a disproportionate number of the best jobs and that employers tend to disproportionately employ graduates who went to private schools and a small number of universities.