“I’ve dedicated my career to advancing social mobility and creating opportunities for talented young people to explore their options and take their next steps – whether into higher education or the world of work. As a Trustee of Access Accountancy, I have a unique platform to collaborate with employers committed to building a diverse and inclusive sector. This role allows me to champion young people across the UK who often face barriers to professional careers due to their background, location, or lack of connections. I’m passionate about ensuring that practices and initiatives within the profession open doors for everyone, regardless of socio-economic circumstances.
“My personal journey has shaped my commitment to improving social mobility. Moving to the UK as a teenager, I attended a low-performing school with limited progression to higher education. Despite having dedicated teachers who supported me to adapt culturally; I didn’t have access to the information or guidance which would have helped me to understand my post-18 options. I feel this affected my ability to make informed, long-term decisions on how I wanted to shape my career. This experience drives my dedication to change the system, ensuring young people are aware of their options and have the support they need to make the right choices for them and their families.
“The accountancy profession needs to support smaller, regional firms to create inclusive opportunities across the UK. There needs to be a cohesion within organisations, ensuring the links between outreach and recruitment are followed through to retention and progression. This will help to ensure that individuals are supported appropriately at every stage, enabling their progression and realising their full potential.
“As a trustee from an organisation outside of the sector I feel I have a unique perspective and can bringing learnings from elsewhere to enable the accountancy profession to progress effectively. I keep young people from lower socio-economic backgrounds at the heart of discussions, ensuring the profession remains open and accessible to them.
“For employers looking to improve their social mobility footprint, my advice would be:
- Make social mobility a key strategic priority, including leadership buy-in
- Connect and work with people who have knowledge and expertise in the area, you don’t need to know and do everything yourself
- Engage staff at all levels to bring about the most effective change.”