塑造地方政府劳动力的未来：来自techUK技能小组调查的关键见解

Shaping theFuture of theLocal GovernmentWorkforce:Key Insights fromtechUK’s SkillsGroup Survey December 2024 Introduction The landscape of talent acquisition and staff retention within localgovernment is undergoing significant changes, driven by shifts intechnology, diversity initiatives, and evolving work environments.A recent survey conducted by techUK’s Local Public ServicesCommittee (LPSC) Skills Group offers a deep dive into the currentchallenges and opportunities faced by local authorities in attracting,retaining, and developing technology talent. Here, we unpack thekey findings and what they mean for the future of public sectoremployment. At its core, techUK’s Local Public Services Committee (LPSC) aimsto be the trusted voice of the tech sector for local government.By opening channels for collaboration, the committee seeks tounderstand and address pressing challenges faced by councils,leveraging the power of technology and data. The Committee’scentral theme is “digital ambition,” with a focus on helping councilsrealise the full potential of digital transformation to tackle criticalbusiness and community issues. The LPSC is comprised of fourworkstreams: skills, innovation, influence and procurement. Theskills workstream is focused on working with the sector andindustry to overcome the skills gap and provide insight on the skillsof the future to ensure councils are equipped for future tech anddata jobs. The high-level recommendations as a result of this survey, take intoaccount the current challenges and opportunities local governmentface, in attracting, retaining, and developing technology talent andaim to create a starting point for fostering skills, talent and retentionin digital careers at a local government level. Recommendations: •Establish an employee value proposition•Invest in training and developing employees•Focus on the candidate experience The Changing Face ofTalent Acquisition Technology continues to evolve and how organisations grapple with innovation and acquiring theskills needed for the future is driving the anticipation of new roles in emerging technologies suchas AI. With 15% of respondents expecting to recruit for AI roles in the next 12 months, and 13%respectively looking to fill positions in architecture, cybersecurity, and software development, localauthorities are clearly gearing up to meet the demands of an increasingly and evolving digital andfuturistic world. This shift aligns with broader industry trends, where these occupations are becomingtop choices for engineering graduates across the UK (Ipsos Report, 2023). As organisations across Public Services innovate,talent retention is becoming a key challengewith competition for skilled workers remainingthe biggest barrier, with 29% of respondentsidentifying it as a key impact on retaining talent.Additionally, the shortage of suitable applicantsand the cost of qualifications or training were citedby 18% and 12% of respondents, respectively. Thishighlights a growing need for local authorities tonot only attract but also nurture and retain talentthrough comprehensive training and developmentprograms. When engaging with employees over74% of staff felt they didn’t have the support andtraining they needed to excel and evolve their skills,so in a competitive landscape reshaping yourtraining and upskilling across staff communitieswill be key. Diversity:A Core Focus but Challenges Remain Diversity remains a central theme, with 89% of respondents emphasising its importance. Yet, thesurvey reveals significant challenges, particularly in gender diversity, with 30% of respondents findingit difficult to attract female talent. Despite these challenges, there is a clear commitment to buildingdiverse pipelines: 88% of respondents are already implementing or planning to set up processes toensure diversity at various career stages, although these efforts are most concentrated at the entry-level and management stages. Apprenticeship programs also play a crucial role in this diversity strategy, with 83% of local authoritiescurrently offering such initiatives. These programs are essential for creating a more inclusiveworkforce, providing opportunities for individuals from varied backgrounds to enter and progresscareer paths within the public sector, however its key to consider not just new entrants to Technologybut how we can progress career paths withinour organisations Hybrid Working:A New Norm withMixed Reviews The pandemic has permanently altered theway we work, and hybrid working has certainlybecome the new norm in local authorities, with allrespondents confirming its availability. While 73%of participants agree that hybrid working addsvalue to their roles, the survey also sheds light onsome of the downsides. Increased video meetings,blurring of work-life boundaries and lack ofinteraction with colleagues were cited as the threemost significant negative aspects, highlightingthe need for the better management of remoteworking. In