Social Mobility: Early stage engagement and AI: inspiring the next generation

At EY’s stunning skylit auditorium in Canary Wharf, EY and WIBF’s Social Mobility team brought together industry leaders, advocates and young trailblazers for a panel discussion on the realities of social mobility and how organisations can drive meaningful, long-term impact.

The panel featured Amira Ismail, Programmes Manager at the EY Foundation, Nilesh Dosa MBE, Founder of social mobility charity ‘icanyoucantoo’, and Jennifer Eze, First-Year Software Engineer and Youth Voice at EY Foundation. Laasya Shekar, EY Account Manager led the panel for the evening.

The unspoken reality of Social Mobility

Opening the discussion on the day-to-day realities of social mobility, Nilesh drew from his early career experience to illustrate the subtle barriers faced by those without professional networks. Reflecting on his first day entering a top firm, he still remembers  the unspoken cultural norms. Unlike his cohort, Nilesh turned up in a brown suit and made small talk about football. He felt awkward and as though he didn’t fit in amongst his peers.

“Non-privilege is invisible to those that have it. You do not know that you are non-privileged, and you do not know what you don’t know.” — Nilesh B. Dosa MBE

Today, Nilesh reflects on the gap between young people’s ambition and reality – with three essential pillars for bridging this gap; providing visible role models, offering direct access to corporate environments and teaching practical skills (such as assessment centre preparation and interview techniques).

University isn’t always the right route  

Jennifer reflected on growing up in a household where higher education was seen as the single path to success. Her experience highlighted a significant gap in awareness regarding alternatives to university, such as degree apprenticeships.

“Why does your upbringing need to dictate where you feel like you could go in life? My parents instilled in me from a very young age that just because we’re in this environment right now doesn’t mean you don’t have the ability to reach past this.” — Jennifer Eze

Digital literacy and access to technology played a pivotal role in her journey, such as typing emails and correspondence for her parents who did not speak English as a first language. Building computer skills early on, is what influenced her towards a practical route – a degree apprenticeship.

Exposure builds confidence   

Addressing the systemic challenges facing young people, Amira discussed the critical barriers identified across EY Foundation programmes: exposure, networking, and confidence.

“Giving young people exposure to rooms like this, buildings like this, and professionals is the first step… Once you’ve got those things, it’s about building that confidence.” — Amira Ismail

Amira shared how structured skills training transforms students – taking them from being too intimidated to speak in front of a group to confidently pitching strategy ideas to senior partners. She also emphasized the success of place-based interventions like the Young Horizons pilot in Bradford, which demonstrated significant increases in students’ positivity about their future careers and local employer awareness.

Q&A from audience 

What are some of the Systemic barriers young people face?

In response to an audience question about why young talent from lower socioeconomic backgrounds often leaves large corporate firms, the panel emphasised that getting in the door is only the first step.

• Building a Culture of Belonging: Retention requires robust internal support systems. Amira highlighted that internal networks—such as EY’s Early Career Network—and ongoing coaching are essential for helping apprentices and graduates navigate corporate environments where they might otherwise feel like outsiders.
• Long-Term Mentorship: While one-off interventions inspire, long-term retention relies on continuity. Mentors (often senior partners) who stay connected with young employees through their first few years offer a vital sounding board for handling issues like imposter syndrome.
• “Social Currency”: Nilesh and audience members noted that unwritten cultural norms (from business attire to informal conversation topics) can create invisible friction. Normalising support across all career stages –  from fresh apprentices to managers stepping up to partner – is necessary so that no one feels isolated.

Is AI an opportunity or threat for young people?  

The panel examined how rapid technological advancement can be a double-edged sword with social mobility :

• Lack of transparency in AI based hiring: Jennifer called for greater transparency from employers regarding how AI is used in recruitment (such as automated CV screening), warning that young applicants without digital literacy might be filter-screened out without understanding why.
• AI tools and computers are expensive: Nilesh highlighted the digital divide, recalling how during lockdowns, 188 out of 200 students in one year group at a partner school had no device at home. He cautioned that premium AI tools could widen the gap if underrepresented youth only have access to basic versions or lack hardware altogether.
• AI could be an equaliser for companies: On the flip side, Amira shared how EY Foundation embeds AI modules into its work experience programmes, using tools like the AI Challenge Prize to showcase how technology can offer personalised career coaching at scale to students who lack access to 1-on-1 career advisors.

What is the “1% Commitment” concept? 

When asked what single, practical action professionals and firms can take today to move the needle, the thought leaders urged us all to be intentional:

• The 67-Minute Challenge: Nilesh challenged professionals to dedicate just 1% of their weekly waking hours—roughly 67 minutes—to social mobility initiatives. By showing that giving back takes just over an hour a week, he dispelled the idea that mentoring requires an overwhelming time commitment, encouraging attendees to spend that brief slot delivering mock interviews, mentoring, or visiting state schools.
• Authentic Engagement: Amira encouraged volunteers to shed their corporate “armour” when speaking with young people, noting that showing vulnerability about early career anxieties builds instant trust.
• Become a mentor: the panel emphasised that time is the most valuable resource. Giving young people exposure to professionals who validate their experiences creates immediate impact. Daria noted that WIBF are actively looking for mentors and this is a great way to give your 1%.

““Shed your corporate ‘armor’ when speaking with young people… showing vulnerability about early career anxieties builds instant trust.” – Amira, EY Foundation programme lead 

Key Takeaways from the Discussion

• ‘Non-Privilege’ is invisible: Nilesh highlighted that just as privilege can be invisible to those who hold it, non-privilege is often invisible to those living it. Young people from lower socioeconomic backgrounds frequently face unwritten rules and a lack of professional “currency” that their peers acquire naturally from an earlier age.
• Alternative pathways exist: Jennifer shared her personal journey as a first-generation child navigating the UK system. She emphasised how crucial digital access and awareness are for non-traditional routes like degree apprenticeships, which remain lesser-known to both students and parents compared to traditional university paths.
• Young people are influenced at school: Amira noted that young people often decide what is “for them” as early as 12 or 13 years old based on representation and exposure. Addressing social mobility requires reaching students long before A-Levels or university.
• One-Off Interventions are not enough: While insight days offer valuable initial inspiration, the panel agreed that long-term impact relies on sustained support—including multi-day placements, ongoing mentorship, active alumni networks, and local, place-based community engagement.

WIBF reflection on ‘removing the mask’ 

To close the evening, Daria Preston, Co-Lead for Social Mobility at WIBF, brought the core theme of the event directly into the room. Grounding the discussion in lived experience, Daria engaged the audience with a series of poignant questions:

“How many of you in this room were the first person in your family to work in a big corporate or finance?” 

A sea of hands rose across the room-followed by hands from those who were first- or second-generation immigrants, or who spoke another language at home. 

Daria reflected on how finance vocabulary and unwritten rules were absent from her own upbringing in Dagenham, it took years to acknowledge her background and  stop masking. Like many people, coming from a low socio economic background may have fuelled her drive and ambition.  

“Looking around this room and seeing so many hands go up reminds us that we are not just the exception—we are the proof of what’s possible. Our job now is to make sure the next person doesn’t have to be the first.” 

Daria urged early-career professionals and young attendees to stop “masking” their backgrounds, reminding them that lived experience and overcoming struggle are strengths that build character and authenticity in the workplace. Young people are wary of this, and trust between large corporate and young people is hard to establish. Daria noted as Nilesh pointed out, this trust can only be built by employees of companies that commit time, consistently and frequently. 

Closing with a call to action, Daria invited attendees to join the WIBF Mentoring programme as mentors and channel Nilesh’s “1%” concept to ensure the door remains held open for the next generation. Use your CSR day. Better yet, encourage your organisation to sponsor young people through EY foundation and Icanyoucantoo. 

WIBF extends its sincere thanks to EY and EY Foundation for hosting the session including Juliet Charles for honest and open leadership opening remarks in support of this event. To Laasya Shekar for warm and thoughtful moderating, to Amira, Nilesh, and Jennifer for sharing their experiences and ideas. Thanks to Doyin Ojo from WIBF’s Thought Leadership team for managing the event and making this possible, and to Daria Preston leading on WIBF’s Social Mobility reflections and closing remarks.