How learning and development opportunities are building the future of social care

Jane Brightman, Director of Workforce Development, Skills for Care discusses why learning and development is key to building the social care workforce of the future.

What makes adult social care such a rewarding and dynamic sector, is the people who bring it to life every day - and learning and development is central to supporting those people to flourish.

Right now, is a particularly exciting time for growth and development in social care with opportunities emerging across the sector - opportunities driven by a clearer national direction, more structured career development, and a stronger emphasis on professional growth.

The Workforce Strategy for Adult Social Care in England sets out a vision for the social care sector built around attracting, retaining and training a workforce equipped for the future. It emphasises the need for the right skills, development support and opportunities for people to thrive in their roles.

To realise this vision, we need structures that give people clarity, purpose and a sense of progression. That’s why the Care Workforce Pathway has been developed. The Pathway is the first universal career structure for the adult social care sector.

It outlines defined role categories—from those new to care through to registered managers, setting out the knowledge, skills, values and behaviours required at each level.

This supports people to understand not only where they are but where they want to go. It strengthens professional identity, opens the door to more purposeful progression and makes social care a more attractive long‑term career.

Alongside clearer career routes, there’s also growing enthusiasm for the role digital tools can play in enhancing care. To support leaders with this, the Level 5 Award in Understanding Digital Leadership in Adult Social Care has been developed. The award helps managers build their confidence in using technology to support care delivery, make informed decisions about digital investment and encourage their teams to develop digital skills. It’s designed to help leaders create positive, supportive environments where digital approaches can enhance the experience of both people working in care and people who draw on support.

At the same time, foundational learning remains just as important. The Statutory and Mandatory Training Guide provides welcome clarity on the training every worker should receive as part of their induction and ongoing development. It outlines the difference between statutory requirements and organisation‑determined mandatory training, helping employers ensure their teams have the right skills, confidence and understanding to deliver safe, effective care from the start. By aligning refresher expectations with recognised qualifications, the guide also helps avoid duplication and keeps learning purposeful and relevant. This practical and proportionate approach supports a more streamlined, positive learning experience.

From new innovations to foundational skills, as the needs of our communities grow more complex and the demands on the workforce continue to rise, our best route forward is to equip people with the right skills, the right knowledge and the right opportunities to progress. When we invest in our people—whether they’re just joining the sector, moving into leadership or looking to strengthen their day‑to‑day practice—we invest in the future of social care itself. The tools, frameworks and pathways now in place give us a strong foundation to build on, but it’s the ongoing commitment to learning and development that will ensure we have a confident, capable and compassionate workforce for years to come.

Discover more learning and development support with our #KeepLearning spotlight.

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