The skills deficit in the UK is not a new challenge. As reported in our recent skills-focused white paper, in 2019 a quarter of all vacancies were skills-deficit related, with 60% of these in medium- and high-skilled roles. ONS data from October 2021 reveals a record high number of job vacancies between July and September 2021, indicating the re-opening of many sectors. Yet, as pointed out in the Big Issue, much of the positive news around employment relates to low-skilled, temporary and insecure work; a gap is preventing people from finding secure employment to match their skillset and their needs.

This article explores a pan-sector skills gap, the influence of Brexit and coronavirus on the skills gap, the current talent pool, and the future of employment in the UK.

The government has taken a sector- and skills-specific approach to tackling unemployment across the UK, rather than forming their response to specifically meet challenges as they are presented at a local level. So, how have these schemes performed locally? Have local authorities and businesses been provided with the tools they need to successfully kick-start local economies? And what should their next steps be?

Announced on 27 October, Rishi Sunak’s autumn budget is as interesting for what it includes as for what is omitted. Given the proximity of the announcement to COP26, the budget has been criticised for a lack of emphasis on green initiatives and the government’s net-zero plan. The cost of long-haul flights is set to rise (with climate change cited as the reason), yet duty on domestic flights has been cut. Overall, as reflected in this particular example, the budget is a mixed bag, offering some causes for celebration, and others for commiseration.

The government introduced traineeships in 2013 as a stepping stone for young people leaving school to either get into an apprenticeship, or directly into work. They offer a means for school-leavers to gain valuable work experience while filling in any academic gaps with the core subjects of maths and English. Provided by businesses and aimed at young people who are unemployed or have little or no work experience, traineeships give 16- to 24-year- olds a clear pathway into work.

Analytics are essential to deliver on defining characteristics of high quality learning programmes. Here, we explore how and where analytics can play an important role in the delivery of effective learning programmes.

Following the Employment and Skills Convention 2021, Richard Alberg, Chief Executive Officer at Aptem reflects on the event and the heightened focus required to connect more jobseekers to the right provisions, at the right time.

Data rich, insight poor Mark Abrahams, Head of Research at Aptem, joined Kerry Boffey from the Fellowship of Inspection Nominees …