Inside Early Careers Newsletter -August Edition

Welcome.

With summer here and assessment centres in full swing, a lot is happening in early careers and DE&I. From AI disruption to shifting political tides, new challenges and opportunities are emerging. In this issue:

• Key takeaways from the Social Mobility in Early Careers Conference

• Five big themes from the ISE Conference

• Reflections from the IHR DE&I Conference

• Practical next steps to future-proof your approach

As global changes unfold, such as political shifts in the US and the rapid advancement of AI, the early careers and DE&I landscape is being redefined. These challenges also bring opportunities for transformation.

At May’s Social Mobility in Early Careers Conference, held at the beautiful Farrer offices with support from The Sutton Trust, we met a room full of optimistic, pragmatic voices. Each attendee shared the belief that social mobility is a collective responsibility.

Despite the weight of difficult topics, the tone remained hopeful-a reflection of the resilience many organisations are showing in the face of recent pushback.

This edition also shares insights from the ISE Conference in Birmingham and the IHR DE&I Conference, along with practical ways to evolve in the face of global shifts.

What We Learned from our Social Mobility Conference -and What We Can Do

1. Belonging starts where access ends.
Opening doors is vital -but so is what happens next. From interview to onboarding and beyond, fostering a sense of belonging is key to retaining diverse early talent.

2. Data makes the invisible visible.
Using tools like the Social Mobility Index, FSM mapping, and HESA data helps employers identify and address access gaps. It’s about turning insight into action.

3. Outreach is more than presence -it’s partnership.
Building meaningful relationships with sixth forms, widening participation teams, and societies like the 93% Club deepens reach where it counts.

4. Lived experience needs the mic.
The student panel, hosted by The Sutton Trust, was a standout -candid, powerful, and essential. These voices bring the why into focus for every what and how.

5. Every process tells a story.
Inclusive job descriptions. Jargon-free communication. Potential-first assessments. These aren’t ‘nice to haves’ -they’re strategic musts that shape candidate experience from the outset.

Five Themes from the ISE Conference

The ISE Conference in Birmingham offered a moment to reflect on how early careers is evolving and what others in the sector are learning. Through breakout sessions and informal conversations, we noticed five recurring themes:

1. AI in Hiring Is Here-But It Raises Important Questions

AI is gaining traction in recruitment, from automated screening to AI-led interviews. But concerns remain-particularly around fairness, especially if AI reflects historical biases.

Upcoming EU legislation (expected in 2026) may require employers to justify and audit their use of AI. Transparency and accountability will move from best practice to regulatory requirement.

Action to consider: Audit where AI tools are used in your hiring process and define what responsible oversight looks like for your organisation.

‍2. ROI Is a Friction Point

Many employers are still struggling to articulate the return on investment in early careers-especially to internal stakeholders.

Action to consider: Broaden your definition of success. Look beyond hire numbers to long-term indicators like engagement, progression, and retention.

3. Skills-First Hiring Is Gaining Momentum

There’s growing recognition that degrees and traditional credentials don’t always predict success-especially in fast-evolving roles.

Action to consider: Identify the core capabilities that truly matter, and explore ways to assess them without defaulting to qualifications.

4. The Small Moments Still Matter

FDM’s onboarding approach, which included parents and carers, stood out for its empathy. Clear communication and simple touches-like introductions and expectation-setting-made a difference.

Action to consider: Enhance visibility and reassurance during onboarding. Think pre-start check-ins, informal welcomes, or Q&A sessions.

5. Peer Voice Is a Quiet but Powerful Force

Student panels and peer-led stories consistently resonated. Hearing directly from those living the experience is uniquely compelling.

Action to consider: Pilot a small ambassador programme. Authentic stories, even a handful, can significantly impact how candidates perceive your organisation.

The main takeaway from ISE 2025? Not panic-but clarity. Many employers are navigating similar challenges, and that shared experience brings reassurance and direction.

Reflections from the IHR DE&I Conference

The IHR DE&I Conference brought one message into sharp focus: resilience.

Despite the turbulence of recent global events, the energy in the room was forward-looking. The tone was hopeful, pragmatic, and grounded in realism.

While political pushback-such as Trump’s rollback of DE&I policies-has sparked concern, the UK response felt more measured. We are affected-but not defeated.

Active allyship stood out as a recurring theme. As Iain MacLeod reminded us: Allyship is not an identity; it’s a visible, daily practice. Supporting data reinforced this: UK start-ups saw a 40% increase in workforce diversity when allyship was embedded in decision-making.

According to our post-event poll, the biggest barriers aren’t desire or intent. They are:

• Lack of clarity

• Inconsistent leadership buy-in

• Cultural fragmentation

These themes came up again and again:

• Challenging outdated hiring criteria

• Rethinking “culture fit”

• Recognising DE&I as an ongoing journey-not a checkbox

That journey requires energy, evidence, and brave leadership.
That’s where the work lies. And that’s where we must go.

Until Next Time

Thank you for being part of this conversation. Let’s keep learning, adapting, and moving forward - together.

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