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Our Mission

The biggest social mobility intervention of our time

Our mission is underpinned by our Theory of Change.

 

This is the blueprint for achieving our initial goal of improving the economic mobility of one hundred million people.

The time is now

Talent retention is at a crisis point. 87% of companies are struggling to retain talent (Wiley Edge, 2023) and 70% of the millennial and Gen Z workforce are planning to leave their jobs this year. (Linkedin, 2023).

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Twenty years ago, being employed was enough, but times have changed, and younger generations are demanding more from a significantly broader world of work.

 

Holding a mirror up to HR's role in preventing social mobility is long overdue. Redefining barriers to the job market is the biggest tool we have to curb the talent crisis.

Image description: The image visualises Clu’s Theory of Change. It is a pathway diagram broken down into seven steps, with steps 1-4 focused on our input and actions and steps 5-7 focused on our outcomes and impact. The steps are: Step 1: develop new universal skills language; Step 2: build partner network to reach all talent communities; Step 3: upskill employers in skills-based methodologies; Step 4: connect employer, government, partner and job seeker ecosystems; Step 5: diverse talent access more job opportunities; Step 6: employers find and retain skills-aligned diverse talent; Step 7: social and economic mobility is achieved at scale.

Making the working world work for everyone

A new paradigm

Our team are experts in behavioural psychology, AI and technology, and diversity and inclusion. 

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Whilst researching Clu, we discovered two fundamental realities in current HR processes:

1) Salespeople, not psychologists, designed recruitment as a process, and the methodology most commonly used today anchors to prioritisation metrics developed over 50 years ago.

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2) Neither job seekers nor hiring teams know what it takes to do a job well. 

Reducing barriers to entry

Clu helps employers widen the gate without lowering the bar, enabling meaningful social value at scale.

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Whether generated by employers themselves or via our network of trusted community partners, we ensure people find work that fits their unique skills and potential, raises their quality of life, builds their confidence, and sets them up for long-term success.

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Because TalentGPS nurtures these talent pools constantly, Clu enables employers to fill roles faster with diverse, skills-aligned talent who perform better, stay longer, and drive measurable impact.

Embracing the power of skills

When you get inclusion right, diversity will follow. But this does not work in reverse.

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By broadening the focus from your experience to the skills your experiences develop, we improve the understanding of what it takes to do a job well and who is capable of doing it.

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Building this literacy around a new universal language of skills enables individuals to better understand, showcase and develop their value, removing previously insurmountable barriers to the job market for people from the most overlooked and underutilised diverse talent communities.

Nurturing behaviour change

We know behaviour change isn't easy, so we incentivise the socially impactful outcomes we encourage.

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By tapping into intrinsic human motivators, we make doing the right thing easier and more rewarding. This creates an environment where the most inclusive results build the highest-performing teams.
 

The gamified approach propels adoption. For example, hiring managers using Clu are motivated to build higher-performing teams, and can do so autonomously using Clu's toolkits. This helps them achieve better results whilst also improving diversity, enabling a sense of purpose in their contribution.

Building the Cluniverse

Clu's Social Value Employer Programme helps organisations drive measurable community impact by closing skills gaps.

 

Employers opt-in to donate 5% of annual licence fees to help us build The Cluniverse, Clu’s free employability platform for the service users and students of our Partners.

 

The Cluniverse builds confidence by helping people understand and articulate their potential and only introducing them to employers who are actively looking for their skills - ending the trauma of rejection caused by applying for jobs you never stood a chance of getting.

Measuring
Impact

Getting more diverse people into meaningful work is our mission. But our long-term goals are:

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  • Employers navigate the transition to skills-based talent management confidently.

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  • Members can confidently articulate their value, and that value is universally recognised in jobs and companies that can set them up for success.

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  • "Top talent" is defined by capability, not experience or educational background.

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  • "Recruitment advertising" is retired in favour of more accurate and psychologically safe skills-based models.​

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