The Work Foundation have provided a new guide to tackle workforce challenges in adult social care in partnership with Totaljobs. Informed by new research with care workers and candidates, as well as engagement with care providers and expert stakeholders, the guide sets out the following key findings:
Key findings
- A third (31%) of jobseekers are considering a career in care.
- Younger candidates are most likely to be planning to pursue careers in care, with one in four (25%) 16–25-year-olds expecting to pursue a career in the sector in the near future.
- Analysis of Totaljobs candidates found that the number of people applying for social care roles has increased by 39% between 2019 and 2021, with 56% of new starters in care joining from other sectors.
Recommendations:
For Government
- The Government should deliver on its commitment to produce a long-term strategy and deliver wider reform for the social care sector. Reforms should enable care providers to take responsibility for workers’ progression by offering financial incentives for taking on greater responsibility and more senior roles, based on merit and expertise gained through training and development.
For sector bodies
The social care sector bodies and regulators should coordinate with central Government and national governments to create a sector-wide, long-term strategy for workforce development that builds funding for training into contracts and helps establish a Continuing Professional Development Framework.
For care providers
- Care providers should create work experience opportunities to develop a pipeline of talent for the sector. This should involve close collaboration between sector bodies, colleges, schools and local authorities, and should align with national campaigns too, such as DHSC’s ‘Care for others. Make a difference’.
- Care providers should recruit candidates to entry level roles based on the values they hold rather than their skills or experience. This values-based approach could include scenario-based questions, or group assessment days. Care worker interviews should incorporate the ‘people-facing’ elements of social care work.
- Providers should conduct a workforce wellbeing survey and use this to shape both a wellbeing strategy and organisational strategy on mental health support and staff training. • Care providers should consult with their workforce to understand the rewards and benefits they would value most, and use this insight to develop a package of benefits that reflects staff preferences.
With an estimated workforce of 1.52 million, the adult social care sector plays a significant role in the UK labour market. Over the years ahead it will need to rapidly expand further to meet growing demand.
But the sector faces long-standing challenges which have been made more acute by the pandemic and recent changes to immigration policy. From attracting individuals with the right qualities to retaining skilled staff and developing routes to progression, care providers are struggling to build and sustain their workforce.
The guide aims to support care providers navigating these challenges, highlighting key insights from our research and offering recommendations for employers and government to create long-term solutions for a thriving workforce.
