People Strategy 2023 to 2028 (Plain Text Version)
Operating Context
In seeking to build the workforce we need to transform for the future, the People Strategy takes account of key challenges and opportunities we face in our operating environment.
Changing Labour Market
The UK has seen the emergence of large-scale skills shortages and a significant increase in unfilled vacancies. In addition to resourcing challenges in the health, social care and education sectors, the rapid adoption of technology and automation means many jobs now require digital skills and there is increasing demand of IT and data skills and knowledge. Upskilling and re-skilling the current workforce is therefore critical, as is attracting and retaining new talent.
Evolving workforce expectations
Alongside labour shortages are indications that a growing number of workers view work as transactional, but feel confident about their ability to finding new posts and seek increasing work-life balance. Consequently, employer branding, a positive candidate experience and adapting to the needs and expectations of the workforce has become increasingly important for talent attraction and retention.
Employers must also meet increasing expectations for socially responsible policies and practices that support mental health and wellbeing, diversity and inclusion, career progression and professional development. And with a large share of the UK workforce having caring responsibilities, supporting flexible working has become an increasing priority.
Mental health impacts
An increasing prevalence of mental health problems has seen high levels of mental health related absenteeism and attrition. The workplace is an important setting where action can be taken to support and protect mental health through proactive and holistic interventions that support people to remain at, or return, to work.
A robust approach to risk management, reflecting best practice Health and Safety management standards, also remains critical for minimising work-related stress.
Cost of living crisis
The increasing cost of living has put further strain on mental health, with many falling into financial hardship. Alongside skills shortages, this has led to a greater focus on pay and conditions in many sectors and a growing Fair Work agenda in Scotland including promotion of the Real Living Wage.
Local population
West Lothian is expected to continue seeing fast growth in the local population, with particularly high growth in the number of people aged between 65-74 and over 75 in the next five years. This will generate increased demand for essential services. In addition to the ageing population, the school age population continues to require investment in education infrastructure.
With the majority of the West Lothian population between 16 and 64, and a projected increase of 5.5% in the number of 16-24-year olds and 7.7% in 25-44 year olds between 2018 and 2028, there are opportunities to improve local talent pipelines and support community wealth building plans.
