Westminster Employment Forum

This conference examined next steps for improving health and wellbeing in the workplace in the UK.

It was an opportunity to discuss key issues at a time of heightened focus on relevant policy in the run up to the General Election.

Delegates discussed priorities for a potential new voluntary occupational health framework for businesses and options for the creation and implementation of a national baseline standard for health in the workplace, looking at addressing barriers to meeting demand, and priorities for investment into occupational health.

Sessions in the agenda assessed key issues and priorities going forward for businesses, including the way forward for tackling in-work sickness and inactivity, and the role and responsibilities of employers in safeguarding the physical and mental health of their workforce. The conference followed the government’s consultations for Tax Incentives for Occupational Health, and Occupational Health: Working Better, which looked at ways of increasing employer uptake of occupational health.

Further sessions discussed the way forward for improving mental health in the workplace, the future role of AI in this area and support for employees working from home.

The agenda also brought out latest thinking on enhancing the inclusion of people with physical and mental conditions, following the announcement of a £2bn package in the 2023 Spring Budget to support disabled people and those with health conditions to start and stay in work. Discussion also considered further options for policy and best practice to improve models of health-related employment support.

Keynote speakers who have agreed to take part include: Professor Dame Carol Black GBE, Chair, Centre for Ageing Better; Sarah Hughes, CEO, Mind; and Dr Sally Wilson, Principal Research Fellow, Institute for Employment Studies.

The conference was an opportunity for stakeholders to consider the issues in the presence of key policy officials who attended from DHSC; DWP; DLUHC; HSE; OLS; DBT; Department for Communities, NI; Department for the Economy, NI; DESNZ; DfT; DSIT; Estyn; FCDO; HMPPS; HMRC; Home Office; MoD; UKEF; The Scottish Government; and the Welsh Government; as well as parliamentary pass-holders from the House of Commons.

This conference discussed key emerging issues relating to the impact of AI on employment and workplaces in the UK, implications for employers and the workforce, and options for legislation and regulation.

Discussion brought out latest thinking on challenges and opportunities for job markets across a range of sectors, as well as for recruitment and employment practices.

It was an opportunity to assess issues emerging from The impact of AI on UK jobs and training report published by the Department for Education in November, alongside the AI Safety Summit 2023 organised by the UK Government. Delegates also examined the recently published AI and Employment Bill from the TUC AI taskforce, which put forward proposed measures for legislation and regulation to protect workforces and employers as the use of AI in businesses grows.

Key stakeholders and policymakers assessed options for policy, education and industry practice to address concerns relating to job security, and to ensure that the greater use of automation does not distort employment and sector markets.

Further sessions looked at priorities for education and training providers in helping prepare those in learning, entering the jobs market, and whose employment might be affected by automation to develop the skills needed for careers in the future.

Delegates also looked at how AI can best be integrated into business strategies to smooth the transition for the workforce and maximise productivity, efficiency and growth, as well as next steps for innovation to enable the UK to become a global leader in responsible use of AI in the workplace.

We are pleased to have been able to include keynote sessions with: Robert Bancroft, AI Policy Lead, Equality and Human Rights Commission; Stuart Morrison, Chief Researcher, British Chambers of Commerce; Professor Gina Neff, Co-Chair, TUC Special Advisory Committee; and Executive Director, Minderoo Centre for Technology and Democracy, University of Cambridge; and Nimmi Patel, Head of Skills, Talent and Diversity, techUK.

Overall, areas for discussion included:

• AI and Employment Bill: assessing policy priorities for regulating use of AI by both employers and workers
• regulation: approaches for responsive, reactive and proactive policies and regulation to keep pace with the rapidly evolving technology
• AI utilisation and impact: considering the issues of efficiency versus human experience - understanding implications for workplaces, employees and job markets - best practice for utilisation as ‘co-pilot’
• worker rights: minimising risks and anxieties for workers - establishing protection of job roles - ensuring AI technology does not widen inequalities in the workplace
• skills and innovation: strategic priorities for skills provision in the tech industry - upskilling for AI integration in wider sectors - enabling innovation in the UK and positioning as a global leader
• the future UK workforce: the role of automation in the workplace and strategies for improving processes and efficiencies - next steps for employment practices in the UK - assessing the impact and perspectives of different sectors

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from DBT; DCMS; Defra; Department for the Economy, NI; Department of Education, NI; Department of Public Expenditure, NDP Delivery and Reform, ROI; DESNZ; DfE; DFHERIS, ROI; DfT; DHSC; DLUHC; DSIT; Dstl; DWP; IfATE; Education Scotland; FSA; GLD; GO-Science; HMRC; Home Office; HoC Library; Geospatial Commission; HSE; ICO; IPO; MOD; NAO; NCSC; Ofcom; Ofsted; ONS; Transport Scotland; UKEF; The Scottish Government; and the Welsh Government.

This conference focused on next steps for regional skills and local skills improvement plans (LSIPs), following the launch of the local skills improvement fund (LSIF).

It brought stakeholders together with policymakers to evaluate lessons learnt from the first phase of work, and to examine initiatives aimed at devolving skills and training provision to align with local strategies, as set out in the LSIPs published in August 2023.

Delegates assessed implementation priorities for the LSIF, looking at the way forward for employer and training provider engagement to ensure that the plans and fund remain relevant and dynamic to changing skills needs and regional strategies.

Discussion also focused on regional skills within the context of wider agendas in levelling up and devolution of powers, assessing next steps for promoting local growth and raising employment and skills levels.

Further sessions explored priorities for fulfilling the skills needs of different sectors, with a particular focus on the dispersion of green jobs in the UK.

We are pleased to have been able to include keynote sessions with: Nick Rashley, Deputy Director, Developing Programmes and Localities, Regions and Providers Directorate, Department for Education; Andy Burnham, Mayor of Greater Manchester; Parminder Kohli, Commissioner, Social Mobility Commission; Mark Hilton, Policy Delivery Director, BusinessLDN; and Suzanne Caldwell, Chief Executive, Cumbria Chamber of Commerce.

Overall, areas for discussion included:

• LSIPs: lessons learned from the first phase - next steps for implementation - priorities for adapting plans to local needs - implementation and allocation of the LSIF
• developing skills for the future: ensuring plans are dynamic and responsive to changing needs - addressing digital and innovation skills gaps - improving accessibility to training and upskilling
• net zero: regional green skills priorities in the UK - exploring dispersion of jobs and opportunities throughout England to achieve net zero targets
• devolution: strategic priorities for utilising devolved powers to develop skills policy - options for collaboration between private sectors
• regional inequalities: driving local educational attainment and social mobility - pathways to high quality employment - widening opportunities and access to training in disadvantaged areas 
• raising standards of skills provision: pathways to high quality skills training throughout England - maximising the UK’s potential in key sectors through regional skills

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the CCC; DBT; DCMS; Defra; Department for the Economy, NI; DESNZ; DfE; DfT; DLUHC; DSIT; DWP; HMPPS; HMT; Home Office; IPO; NICS;  Ofsted; and ONS - as well as parliamentary pass-holders from the House of Commons.

This conference focuseed on next steps for employment and inclusion of ethnic minorities in the workplace.

Bringing together key stakeholders and policymakers, it followed the Government’s publication of Ethnicity pay reporting: guidance for employers, and was an opportunity to discuss priorities for continuing progress on the Government’s Inclusive Britain commitments to improve occupational outcomes and in-work progression of people from ethnic minority backgrounds.

Delegates also discussed progress on the Parker Review’s aims of improving ethnic diversity on UK boards and strategies for companies to meet targets for representation in boards and senior management positions, in addition to broader policy priorities for career progression of ethnic minorities.

Further sessions considered wider issues facing ethnic minorities, such as the disproportionate number of insecure workers and the impact of heightened cost of living pressures. In light of this, delegates assessed priorities for recruitment processes and retention of workers.

Reducing discrimination was also a focus in the seminar, which explored latest thinking and best practice for employers in developing strategies for inclusion in the workplace, and for their implementation. This included moving forward priorities such as eradicating unconscious bias, adapting to changing cultures and promoting inclusion through leadership.

We are pleased to have been able to include keynote sessions with: Raja Hanna, Head of Strategy, Department for Work and Pensions; Rebecca Thomas, Head of Employment Policy, Equality and Human Rights Commission; and Doyin Atewologun, Founder and CEO, Delta; Leadership Programme Advisor, Rhodes Trust, University of Oxford; and Committee Member, Parker Review.

Overall, areas for discussion included:

• policy:
  
  • assessing the next steps for Inclusive Britain proposals - what is needed from policy and key stakeholders if targets are to be achieved
  • ways forward for improving the educational outcomes of ethnic minorities - assessing the effectiveness of In-Work Progression for UC claimants
• ethnic minority pay gap reporting: options and strategic pathways for uptake of reporting measures - next steps for utilising evidence - improving inclusion of ethnic minorities in senior positions
• discrimination:
  
  • strategies for addressing unconscious and conscious biases in recruitment and workplace culture
  • implementing measures for tackling workplace discrimination, including a zero-tolerance culture and elevating experiences of microaggressions
• addressing intersectional barriers: priorities for reducing disadvantage for ethnic minorities with additional protected characteristics
• recruitment practices: reviewing and improving processes - exploring the role of digital tools in reducing bias and decision-making - embedding options for flexibility and accommodations
• wider socioeconomic considerations: adapting support for issues such as heightened cost of living - addressing barriers to work and progression - next steps for protecting gig economy workers

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the CCC; Defra; Department for the Economy, NI; DfE; DFHERIS, ROI; DLUHC; DPENDPDR, ROI; DfT; DSIT; DWP; HMPPS; HMRC; Home Office; HSE; IfATE; ICIBI; MOJ; NAO; OEP; Ofcom; ONS; The Scottish Government; and the Welsh Government.

This conference examined priorities to support the inclusion of people with disabilities in the workplace.

It was an opportunity to discuss key issues following the Chancellor’s spring budget announcements, including:

• the Transforming Support: Health and Disability White Paper - with proposed change to fit to work tests
• the Back to work Budget - targeting parents, over 50s, disabled people and their careers to fill labour shortages in the UK

The conference brought stakeholders together with policymakers to assess priorities in ensuring that both businesses and individuals have the resources, knowledge and opportunities to create an inclusive and safe work environment, where disabled people are able to succeed in fulfilling careers.

Sessions examined opportunities to support the recruitment, retention and return of employees with disabilities, and discuss ways to reduce barriers into employment.

Delegates also looked at lessons learned from the National Disability Strategy, and how the Disability Action Plan can be taken forward following its publication in July.

We are pleased to have been able to include keynote sessions with: Eleanor Gall, Employment Policy Manager, Equality and Human Rights Commission; Rick Brunt, Director, Engagement and Policy Division, Health and Safety Executive; and Mark Hodgkinson, Chief Executive, Scope.

Overall, areas for discussion included:

• policy:
  
  • assessing proposed government reforms to benefits and work assessments - alternative options for policy
  • implementation of key measures in the new Disability Action Plan - opportunities for representation in decision-making processes
• workplace support and priorities for employers:
  
  • strategies for employers to improve inclusivity - support for SMEs - flexible recruitment programmes
  • best practice for retention of staff with disabilities - supporting sickness-related absences and return to work
• reducing barriers for disabled people: understanding different conditions - innovation in accessibility - the impact of new flexible working reforms
• addressing employment inequalities:
  
  • creating opportunities for disabled people to progress into leadership positions
  • tackling the concerns surrounding digital accessibility and the disability pay gap

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the Department for the Economy, NI; Department of Public Expenditure, NDPD and Reform, ROI; Department of Social Protection, ROI; DfT; DHSC; DSIT; DWP; HMPPS; HMRC; Home Office; HSE; MOJ; NAO; The Scottish Government; and the Welsh Government.

This conference brought out latest thinking on the way forward for improving participation and diversity in apprenticeships in England.

It was an opportunity for stakeholders and policymakers to discuss how key longstanding issues can be addressed in the context of two significant new initiatives:

• the Institute for Apprenticeships and Technical Education’s Equity, Diversity and Inclusion Strategy, which outlines a framework for building a more inclusive skills and apprenticeships system
• the UCAS and Sutton Trust joint report Where Next: What influences the choices of would-be apprentices?, which found that current provision is not meeting increased demand, with young people encountering issues accessing opportunities, due to both location difficulties and a lack of apprenticeships in their chosen career area

We are pleased to have been able to include keynote sessions with Ben Jordan, Head of Policy, UCAS; and Carmen Watton, Head of Priority Projects, Institute for Apprenticeships and Technical Education.

Areas for discussion at this conference included:

• increasing participation:
  
  • tackling barriers for would-be apprentices across all age ranges and levels 
  • meeting the needs of employers, and options for supporting providers and apprentices from deprived backgrounds
  • priorities for careers advice and helping students to explore options
  • methods for increasing availability of places, growing the profile of apprenticeships and raising awareness 
• improving diversity:
  
  • boosting ethnic minority inclusion and recruitment of female apprentices
  • closing the disability gap in apprenticeships and increasing opportunities for care leavers
  • promoting the apprenticeship route as a late career retraining option, and the way forward for the Government’s returnerships initiative
• advancing the societal role of apprenticeships:
  
  • supporting social mobility and improving regional growth
  • targeted help for apprentices from disadvantaged groups to enable them to meet the challenges they face

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from CMA; Defra; Department of Education, NI; Department for the Economy, NI; Department of Public Expenditure, NDP Delivery and Reform, ROI; DESNZ; DfE; DFHERIS, ROI; DfT; DHSC; DLUHC; DSIT; DWP; GLD; HMPPS; HMRC; OLS; VOA; and the Welsh Government - as well as parliamentary pass-holders from the House of Commons.

This conference focused on the practical way forward for tackling shortages in UK labour market, filling skills gaps and securing the workforce pipeline.

The agenda brought out the latest thinking, policy developments, case studies in best practice, and implications for key stakeholders - looking at:

• the education, skills and apprenticeships system
• labour migration, visas and the Review of the Shortage Occupation List
• re-entry into the labour market, and occupational health
• improving workforce retention
• the future for the technology sector, AI and automation

It took place with:

• research from the ONS suggesting that the UK workforce has shrunk by around 177,000 people since a pre-pandemic peak, and high vacancy levels despite low unemployment
• reform to the technical education system and government measures to increase the role of employers, including the introduction of T Levels, alongside reforms to qualifications at level 2 and below, and level 3
• heightened focus on the impact of migration on the domestic labour market, as the Migration Advisory Committee conducts a Review of the Shortage Occupation List, with the call for evidence now closed

We are pleased to have been able to include keynote sessions with Professor Brian Bell, Chair, Migration Advisory Committee; David Freeman, Head of Labour Market and Households, Office for National Statistics; and Anna West, Deputy Director, Skills System & Oversight,  Institute for Apprenticeships and Technical Education.

The agenda brought out latest thinking, policy developments, case studies in best practice, and implications for key stakeholders, looking at:

• the UK labour market: data on economic inactivity and current shortages - forecasts on future demographic change and economic impacts
• education and skills: priorities for reform to respond to current and future shortages - technical education - the future of the apprenticeship levy - improving careers education and guidance
• migrant labour: immigration and visa policy - the future role of international talent in filling labour market gaps - the ongoing Review of the Shortage Occupation List
• labour market re-entry: addressing long-term sickness - strategies for prevention - workplace culture and practices - access to workplace health checks, occupational health services and support
• retention: changing employee expectations - labour market competition - recruitment strategies and offers - workforce participation - job quality, pay, benefits, conditions and progression
• automation: the future role of AI, machine learning and innovative technology in tackling labour market shortages
• priorities: next steps for policy and stakeholder action - tackling labour market shortages and promoting economic activity

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the CCC; DAERA, NI; Dstl; DBT; DfE; Department for the Economy, NI; DESNZ; DSIT; DfT; DWP; Department of Finance, NI; FCDO; HMPPS; Home Office; IPO; MAC; NCA; The Scottish Government; and the Welsh Government.

This conference focused on priorities for growing the green skills economy in the UK.

Taking place against the backdrop of the net zero transition, delegates assessed key opportunities and barriers to meeting current and future workforce needs.

With the Government committed to creating two million green jobs across the UK by 2030, and the recent publication of the Net Zero Review by former Energy Minister Chris Skidmore, the conference was a timely opportunity to consider what is needed to address immediate and long-term primary skills shortages across areas including:

• low carbon heating
• sustainable aviation
• renewable energy supply chains
• environmental land management

Delegates considered what is needed from government, and educational training and industry stakeholders to help businesses attract new talent, retrain the existing workforce, and develop new curricula and training pathways. They will also focus on opportunities for, and barriers to funding, with local authorities calling for a national framework for green jobs.

Overall, the agenda included discussion on:

• current labour workforce priorities: assessing immediate skills gaps - long-term plans to grow the green skills economy - fulfilling future job requirements
• training and upskilling:
  
  • developing education and vocational training providers to effectively equip the future workforce
  • opportunities and challenges involved in retraining workers across energy intensive sectors - potential entry into new lines of work
  • improving access to training opportunities - addressing inequalities
• funding: attracting public and private finance - investing in services to help reduce existing skills gaps - preparing for future workforce needs 
• policy: priorities reforming the skills system - growing the UK green skills economy - working towards long-term net zero and levelling up ambitions

We are pleased to have been able to include a keynote session with Amy Jenkins, Deputy Director, Net Zero Investment and Workforce, Net Zero Strategy Directorate, Department for Energy Security and Net Zero.

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from  the CCC; CMA; CCS; DAERA, NI; Defra; DBT; Department for the Economy, NI; DfE; DESNZ; DLUHC; DfT; DWP; HM Treasury; HSE; MCA; NSO; OBR; ONS; Ofsted; VOA; The Scottish Government; and the Welsh Government.

This conference brought policymakers and stakeholders together to consider latest thinking on policy and best practice to promote workplace equality.

It took place following the publication of the updated FTSE Women Leaders Review, which found that the 2025 target for FTSE 350 boards has been met three years early, with 40.2% of FTSE 350 board roles now held by women. Delegates discussed the way forward for achieving the Review’s next ambition, 40% of women in FTSE 350 leadership teams by 2025.

It also followed the DHSC Women’s Health Strategy for England, and the government response to the House of Commons Women and Equalities Committee report into menopause and the workplace.

The conference was a timely opportunity for delegates to examine and address potential issues in the implementation of the strategy’s ambitions, as well as priorities for occupational health services, the way forward for ending workplace taboos, and improving openness and cultural acceptance.

Attendees also assessed next steps for improving recruitment, progression, and experiences and safeguards within the workplace, alongside measures to aid the accessibility and provision of childcare, with recent studies suggesting that two-thirds of women with childcare responsibilities believe they have missed out on career progression as a direct result.

Further sessions explored the creation of workplace strategies and policies designed to support women through challenges such as the menopause and pregnancy loss, what is needed from employers, colleagues and supporting services to promote continued participation, and to reduce barriers to employment and career development.

Overall, the agenda brought out latest thinking on:

• workplace culture: considering the principles of productive and inclusive workplace culture - driving cultural change - breaking taboos - measures for monitoring progress 
• pay: tackling disparities in pay - priorities for disclosure and reporting
• tackling barriers to progression: developing effective and accessible routes - implementing flexible working options - considering the long-term impacts of the pandemic - designing changes to workplace practices, conditions and culture
• childcare provision: improving accessibility and provision of childcare - considering the impact of and options for parental leave and flexible working policies
• wellbeing: improving awareness of health challenges - taking the recommendations in the Women’s Health Strategy forward - design and implementation of menopause, mental health and menstrual polices
• recruitment: the impact of recruitment processes and strategies on female participation and experiences - utilising evidence and lived experience to inform strategy - tackling bias and discrimination in the hiring process
• talent pipelines: embedding mentoring and support into workplace practice and policy - providing CPD and advancement options - setting appropriate progression targets - monitoring performance and experience

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the DBT; DfE; DESNZ; Department for the Economy, NI; DfT; DWP; Department of Public Expenditure, NDP Delivery and Reform, ROI; DHSC; GLD; HMPPS; HMRC; Home Office; VOA; The Scottish Government; and the Welsh Government.