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Enhancing the FE Workforce Strategy: Key Priorities for Recruitment, Retention, and Diversity

The FE Workforce Strategy for England aims to understand and develop the workforce within Further Education and ACL communities. Key priorities include gathering comprehensive workforce data to inform planning, attracting diverse talent, retaining and developing a professional workforce, and embedding equality and diversity in all strategic initiatives. The strategy emphasizes the importance of professional development, leadership training, and promoting a supportive working environment to meet future workforce needs effectively. A call to action encourages collaboration and feedback to enhance workforce outcomes.

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Enhancing the FE Workforce Strategy: Key Priorities for Recruitment, Retention, and Diversity

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  1. The FE Workforce Strategy for England

  2. FE and ACL CommunitiesWFS – Partnership Working • 157 Group,AoC, 6th Form College Form: survey, consultation focus groups • Holex / NIACE/ UCUsurvey, consultation focus groups

  3. The Workforce Strategy Priorities • Understanding the nature of the workforce • Attracting and recruiting the best people • Retaining and developing the modern, professionalised workforce • Ensuring equality and diversity are at the heart of strategy, policy-making, planning and training

  4. Priority 1: Understanding the nature of the Workforce Themes • Gathering robust data on the workforce • Using data to understand the workforce and improve future planning • Using data to understand workforce diversity and target actions

  5. Working as a governor – data use At your governor meetings how is data used: • To inform workforce development? • To inform legislative / contractual requirements regarding equalities issues?

  6. Data Collection SIR SSA OLAP

  7. Data and the OLAP tool: Evan Williams AoC ‘for the first time we will be able to understand what our workforce looks like in relation to the rest of the sector. It has the potential of being a useful planning tool and will also enable colleges to analyse their own information and make comparisons at local, regional and national level’

  8. Priority 2: Attracting and recruiting the best people • Recruiting the people we need • Increasing the diversity of the workforce • Improving and promoting the workforce image

  9. Priority 3: Retaining and developing the modern, professionalised workforce • Professionalising the workforce through relevant training and CPD • Identifying, planning and delivering the required skills needs of the workforce • Ensuring appropriate leadership and management development exists at all levels throughout the organisation • Ensuring there is a flexible, fair and supportive working environment for the workforce

  10. Priority 4: Ensuring equality and diversity is at the heart of strategy, policy making, planning and training • The ‘Core’ Priority • Underpins and embedded in all themes

  11. The Equalities Framework Members Pilot Dates & Timeline Structure Initial Findings

  12. A Call to action: examples from the NATSPEC WFS Natspec will: • Encourage ISCs to feedback issues on IfL via the ISC representative, in particular around categories of membership • Promote further Equality and Diversity recruitment activities in collaboration with LSIS, linked to the Equalities Manifesto, and with Niace regarding improved employment opportunities for disabled staff • Continue to offer a wide range of training events to members

  13. Workshop Activity Identify the key support needs your college requires to ensure it has the workforce it requires over the next 3 years Who may be able to support colleges to meet their workforce development needs?

  14. Watch out for … The refreshed FE Workforce Strategy document on the Lifelong Learning UK website The FE College Workforce Strategy - actions to make a difference

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