WORKFORCE
opportunities arise. For organisations that have not yet started using
the ‘pathway’, implementation does not need to feel overwhelming. The most effective approach is often to start with what already exists. Most providers already have recruitment processes, induction programmes, appraisal systems, learning and development plans, supervision arrangements and workforce strategies. The ‘pathway’ can be used to strengthen these processes rather than replace them.
Smaller and medium-sized providers should
not assume the ‘pathway’ is only for larger organisations with dedicated HR teams. Its strength is that it can be used flexibly. A small provider might begin by using it in one-to-one meetings, induction discussions or informal career conversations. Even modest changes can help staff feel more valued and better supported. Looking ahead, the organisations most prepared
for reform will be those that already understand their workforce, invest in development and support people to progress. Future policy decisions may bring new expectations, but the foundations providers need are already clear: strong leadership, skilled teams, clear career routes, effective workforce planning and a culture that values learning and development. The ‘pathway’ gives providers a practical way to build those foundations now. It helps create a shared language for progression, supports more meaningful development conversations and shows staff that
Lindsey Dawson
Lindsey Dawson is Care Workforce Pathway engagement programme head at Skills for Care. She has extensive experience in workforce development, leadership and organisational improvement across adult social care, having previously held regional and area leadership roles within Skills for Care. Lindsey and her team works with employers, system partners and stakeholders to support workforce planning, career development and skills development across the sector. She advocates for inclusive leadership, coaching and workforce transformation in helping organisations build, develop and retain a skilled and sustainable adult social care workforce.
there is a future for them in adult social care. For provider leaders, the question is not simply whether the ‘pathway’ will become more important as wider reforms develop. The more immediate question is whether they are making full use of it today. Organisations that embed the ‘pathway’ into
workforce planning, recruitment, supervision, development and succession planning will be better placed to respond to change. More importantly, they will be better placed to support their people, strengthen their services and create workplaces where staff can build rewarding careers. At a time when workforce reform is moving higher up the agenda, the ‘care workforce pathway’ offers something practical, timely and useful. Rather than waiting for reform to happen, it gives providers a way to act now by preparing their organisations and their people for the future.
Find out more about The Care Workforce Pathway with our getting started guide here:
https://www.skillsforcare.org.uk/Developing- your-workforce/Care-workforce-pathway/
Getting-started.aspx
40 THE CARE HOME INDUSTRY HANDBOOK 2027
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