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Health and care training, education and workforce model feasibility study – Bridlington
This document is a feasibility and evidence report about developing a place-based health and care training, education and workforce model in Bridlington, within the East Riding of Yorkshire. It asks if Bridlington could support a new local model to help more residents enter, stay and progress in health and care jobs, while also helping address local workforce shortages and health inequalities.
The documents related to this study can be accessed below.
Key points from the document include:
- Bridlington has high and growing health and care needs, driven by an older population, poorer health outcomes, higher levels of long-term illness, mental health need, unpaid caring, emergency admissions and deprivation.
- Health and care is a major local employment sector, but employment growth in health locally has lagged behind East Riding and national trends.
- Local labour market conditions are weak, with low employment, high economic inactivity, above-average unemployment, lower qualifications and lower household incomes than wider comparators.
- Demand for health and care workers is strong across East Riding, with health and care roles making up a higher share of job postings locally than nationally.
- Recruitment demand is concentrated in frontline care and nursing roles, especially care workers, home carers, nursing auxiliaries and assistants. Bridlington shows a particularly high reliance on care roles.
- There are fewer intermediate, professional and specialist roles locally, reflecting the configuration of services, including the limited acute and specialist provision at Bridlington Hospital.
- Progression pathways exist in theory but are constrained in practice, because the local labour market offers relatively limited opportunities for people to move into higher-skilled health and care roles.
- Current provision and recruitment initiatives provide a foundation, but the report suggests there is no coherent strategic model coordinating entry, retention and progression locally.
- Barriers are systemic, place-based and personal, including transport, coastal geography, deprivation, low pay, insecure terms, limited qualifications, low confidence and limited awareness of career routes.
- A new place-based training, education and workforce model is strongly supported, particularly if it can connect employer demand, local residents, education providers and progression pathways into a more coherent offer.