Why does having a socially diverse workforce matter to your business?

The release of recent statistics in the press has pushed social mobility to the top of many employer’s agendas. Deliotte’s Fair Access to Work study in 2016 showed that students from less advantaged backgrounds earn an average of nearly 10% less than their more advantaged peers 6 months after graduating. By raising awareness of this inequality, we can hope to close this gap and make sure all students and graduates are given a level playing field when it comes to the world of work, regardless of their background.

  1. What does social mobility mean, and how does it currently look in the graduate market?

Socioeconomic backgrounds are difficult to pinpoint, but are usually characterised by post code lived in at the age of 14, free school meal eligibility, and parent professions. In 2016, only 10.3% of all UCAS applicants were made by those from most disadvantaged backgrounds, compared to 30% of those from the most advantaged.  Once students have completed university, there is a pay gap of around 10%. Employers are continuing to hire with the influence of unconscious bias, targeting their recruitment drives at elite universities and filtering out candidates who don’t meet high qualification brackets.

  1. Who is championing the change in social mobility?

Deloitte, Accenture, O2, Linklaters, KPMG, Barclays, EY, Baker & McKenzie, Grant Thornton, Teach First and the independent Bridge Group have committed to working with the government to create new national common measures which will help to boost social mobility in workplaces across the UK, in both private and public sectors.

  1. Why should bringing in a diverse workforce matter to me, and how can I tackle it?

There are a multitude of reasons why bringing in a diverse workforce can bring benefits to your business. It firstly widens your talent pool, giving you the chance to recruit potential rather than a tick box of grades and qualifications. Secondly, hiring people from different backgrounds will widen your skill set, bringing in fresh talent and other perspectives. It will also strengthen your employee engagement, opening doors for wider collaboration, development programmes and mentoring schemes.

There are several simpler changes you can make to your business to reduce the barriers for less advantaged candidates joining your organisation.

  • Banning unpaid internships will stop only graduates from privileged backgrounds gaining valuable work experience, opening the opportunity up to all candidates.
  • Look past grades and qualifications when filtering through your applications. Shift your focus towards their experiences and progression to understand where you can find potential.
  • Reimbursing interview travel costs, or hire locally. Less privileged candidates may be unable to attend interviews too far from their home due to high travel costs. Offering a reimbursement or targeting your recruitment drive locally can help to combat this barrier.

We are a long way away from abolishing all the barriers for graduates from disadvantaged backgrounds when entering the world of work. There are a lot of small steps many organisations can take to becoming a much more diverse and inclusive team, bringing with it a multitude of benefits to your company culture and collaboration. For more information on how you can reach out to students from all walks of life, simply get in touch.






WIN with the 12 Days of Christmas!


In this very speedy run up to Christmas, we’re offering you the chance to WIN PRIZES when you book your campaign with Milkround.

If this hasn’t already tempted you to enquire, here’s a list of the things we’re giving away…

DAY 1: 1st December: A lovely bottle of bubbly

DAY 2: 2nd December: £50 Odeon cinema voucher

DAY 3: 5th December:  £50 Amazon voucher

DAY 4: 6th December: a Champneys Spa Day with treatments for two

DAY 5: 7th December: Two tickets to A View from the Shard

DAY 6: 8th December: A cupcake delivery

DAY 7: 9th December: Wine tasting for two

DAY 8: 12th December: A festive hamper

DAY 9: 13th December: Hot air balloon ride for two

DAY 10: 14th December: Two night hotel break with dinner for two (various locations)

DAY 11: 15th December: £100 John Lewis voucher

DAY 12: 16th December: A three course meal for two at The Ritz

For every £1000 you spend with Milkround, you’ll get one entry into the raffle at the end of the day (i.e book a £5,000 campaign and you’ll receive five entries, giving you a higher chance of winning!)

To be entered into the prize draw, simply quote ’12 DAYS’ when talking to a member of the team!*


*T&Cs: minimum spend of £1,000 with Milkround. Has to be booked on the day to be eligible to win the prize. Winners will be picked at the end of each day, and be notified by email no longer than 10 days after the competition closes. Competition ends at midnight 16/12/2016.

Missed our Millennial Insight Breakfast?

Milkround’s ‘Inside the Minds of Millennials’ report is a fresh look in to the minds of millennials told to us by the millennials themselves.

With this piece of research, we’ve gained an insight into this generation which, according to the BBC, will make up 75% of the global workforce by the year 2020.

We look at some common misconceptions around this generation of young workers and ask for their perspective on themes such as professionalism in the workplace, home ownership, travel, employer loyalty, and their close relationship with social media.

To see the key takeaways from the report, click here!


For more information, or to see the full report, just get in touch!


Perceptions of the employer assessment process – are you ahead of the game?


Has your method of assessing candidates been the same for years? Have you ever wondered if your methods of assessing influences a candidates impression of your business?

TMP Worldwide and Milkround are hosting an Insight Breakfast looking at the impact of employer assessment processes on quality of hire, diversity and inclusion and employer brand. We’ve conducted research with over 1,800 students to find out;

  • The impact of the assessment process on candidate perception of your employer brand
  • Candidate perceptions of different types of assessment processes
  • How self aware are candidates when it comes to key skills and do they really understand what employers are looking for
  • Designing assessment processes that help meet diversity and inclusion targets



Date:  1st November 2016

Time:  08.30am – 10.30 am

Venue:  Blue Fin, London, SE1 0TA



To Elizabeth.Hunt@milkround.com by 14th October 2016.

Milkround’s Freshers Week is here!

This week, from 5th – 9th September 2016, we’re celebrating the start of Freshers season by holding our very own Freshers Week, giving employers the chance to receive upgrades or discounts on their bookings.

This is your chance to boost your recruitment campaign by using the effective inventory we have on offer. Here are the different things we are offering each day…

Mon - Weds

Thurs - Fri

To receive one of these deals in your booking, simply get in touch with a member of the team today.

*Offers are valid for one day only. Milkround’s Freshers Week ends at 23:59 on 9th September 2016. Not application to bookings already made, or proposals already sent. 

How do you engage with Career Development Professionals and School Leaver parents?

Image for Milkround School Leaver Career Confidence Report 2015

We want to find out if engaging with key school leaver influencers is part of your recruitment strategy. We would really appreciate you taking the time to fill out this really quick, two paged survey.

If you leave your name and email at the end, you may also win a £100 Amazon voucher!*

Click here to take part.

*Winner will be chosen at random and contacted on 6th June 2016.


Latest edition of The Times Student Law supplement is here

Image for The Times Student Law Supplement - May 2016

Our latest edition of the Student Law supplement made in collaboration with The Times came out last Thursday.

This supplement delves into subjects like anonymity, shocking opinions by lawyers, pay level gaps, innovative bonus schemes, and much more.

View the full digital edition of The Times Student Law Supplement here.

Alternatively, you can find all featured articles below.

Milkround and SMRS’s ‘Women In STEM’ Insight Breakfast

STEM’s male dominated industry puts women off entering the sector, says Milkround and SMRS research

ONE third of women are put off pursuing a career in STEM industries, as they perceive it to be male dominated, finds new research which delves into the student mindset when it comes to choosing a career in STEM related roles.

With 54% of females believing that women will struggle to earn as much as men in this sector there appears to be a growing gap which employers must address when it comes to diversifying their annual graduate intake and satisfying increasing quotas.

With many companies operating in the Science, Technology, Engineering and Mathematics sectors and looking to take positive steps with regards to brand building and changing the status quo, Milkround the UK’s leading youth recruitment site and specialist recruitment marketing communications agency SMRS delved into the reasons behind the lack of women entering this industry.

Key findings:

  • 23% of female school leavers believe their male counterparts receive more support in choosing a STEM career than females
  • Over 50% of respondents believe that women struggle to earn as much as men in STEM industries
  • 18% more males obtained a STEM role upon graduation than females who had studied in the same field.

This research stemmed from a noticeable rise in employer requests to target females studying particular industry subjects. Over 2,400 school leavers, students and graduates took the time to partake in this research, divulging their opinions and perceptions on the STEM industry.

Following the research, three focus groups were held for each audience- school leavers, students and graduates- to further qualify the results of the research. Another topic was discussed too- that of employer website branding, and how female STEM careerists engage with different types of branding and usability. Students who partook in the research noted that authenticity, friendliness and personalisation such as commuting distance were key factors in engagement, whist stock imagery, impersonal content, and poor user experiences through the application process, were most likely to put potential applications off.

The insight was revealed to graduate recruitment industry experts on the 18th of April 2016 at Milkround’s Insight Breakfast, held at their headquarters in London Bridge. Over 50 employees attended, including representatives from Sky, Thales and EY.

Carolyn Beadsmoore, Sales and Marketing Manager at SMRS said: “The focus on STEM careers, both in the UK and worldwide, is becoming vitally important to ensure organisations have the right talent and skill sets to support their future growth.

 “There are not enough individuals choosing to study STEM, and maybe, even more worrying as our research showed, is that about 50% of those, both male and female, studying STEM subjects are choosing career paths in non-STEM related roles. The focus for this latest research was to understand the choices, and identify any barriers, that women face when choosing a potential STEM career.

 “This has given us the insight to start looking at the opportunities and timings for organisations to connect with this audience through education, engagement and encouragement, with the ultimate goal of attracting more women into STEM roles.”

To see the full report, contact Milkround:

W: Recruiters.milkround.com

E: info@milkround.com

You’re invited: Opportunities for Women in STEM

Join us on the 18th April to find out the results from our latest research project with SMRS: Opportunities for Women in Science, Technology, Engineering and Mathematics.

Our research, conducted with over 2,400 school leavers, students and graduates, delves into how candidates feel about their opportunities in the STEM industries. The research specifically focused on women and their perceptions of the sector. The results establish:

  • Gaps in school and employer influence
  • Key motivations for school leavers, students and graduates
  • Work related opportunities they received while studying
  • Barriers for those who chose not to pursue a STEM career

SMRS will also be talking through their employer branding research, compiled from a series of focus groups conducted with graduate employers in mind. The focus groups produced some fascinating insights on the best ways to engage female candidates in the STEM space.

The details
18th April 2016
The News Building, 1 London Bridge Street, London, SE1 9GF
What time?
9.00am – 11.30am

Please RSVP to confirm your place at the event by 13th April 2016. To RSVP, email Elizabeth.hunt@milkround.com

Student Law Diversity Debate

This Monday, we partnered with The Times to stage the first Student Law Diversity Debate at The News Building on February 22.

More than 150 students, graduates and academics attended the event, sponsored by The Times and its daily legal affairs bulletin The Brief. The event followed the spotlight on diversity in February 2016’s edition of The Times’ Student Law supplement.

The debate panel was chaired by Baroness Brenda Hale, deputy president of the UK Supreme Court.

Panellist Charlotte Proudman, junior family law barrister and equality campaigner, said: “Thank you for organising a cracking event. I really enjoyed it. So very pleased gender equality in law is on the radar.”

Paul Gray, head of marketing at Brick Court Chambers, said: “That was an excellent evening in all ways – spirited discussion, engaging audience, great location and stellar panel.”

Chantelle Barton, marketing executive at Milkround, said: “It was a privilege to welcome over 100 students plus experts from the legal industry to our first Student Law Debate held in partnership with The Times and The Brief. Each of our panellists brought a very personal story about diversity in the legal profession to the discussion.

“Giving the next generation of lawyers the chance to hear from such highly-regarded professionals such as Baroness Hale, and encouraging them to engage with the issue of diversity, is key to a more inclusive future for the legal industry.”


Check out some pictures below: