The Progression Paradox: why lower socio-economic background talent stalls and what you can do about it

What if the greatest risk to your leadership pipeline isn’t recruitment, but progression?

The accountancy profession has made significant strides in widening access. But new research from Access Accountancy (https://accessaccountancy.org/) and The Bridge Group (https://www.thebridgegroup.org.uk/) shows that talent from lower socio-economic backgrounds can progress faster early in their careers, only to stall when promotion becomes shaped by subjective expectations and unwritten rules.

The disconnect is striking: 81% of senior leaders believe their promotion process is fair, while only 30% of middle managers agree. What is driving this disconnect, and what does this progression gap mean for your leadership pipeline, talent retention and business performance?

Join business leaders, experts and professionals from lower socio-economic backgrounds for an interactive discussion exploring:

Why support drops away after professional qualifications and how social capital shapes progression

The ‘meritocracy shield’ and why leaders and employees can experience the same organisation very differently

Six practical actions to strengthen sponsorship, formalise work allocation and nurture talent more effectively

The session will be chaired by Dr Louise Ashley of Queen Mary University of London, a leading expert on social mobility and workplace inequality. Her acclaimed book, Highly Discriminating, is recognised as a landmark contribution to debates about class and inequality in the workplace.

Senior leaders, HR and resourcing directors, inclusion leads and practice partners are welcome. Places are limited, so book now to join the conversation.

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