Ealing Council's Workforce is Aging, Few Young Recruits

Ealing Council is addressing a demographic imbalance within its workforce, with a large percentage nearing retirement and challenges in attracting younger employees. This issue is not unique to Ealing, but understanding the specific challenges and strategies employed by the council is crucial for local residents and those interested in public sector employment.

The issue was highlighted in a Workforce Strategy Progress Report presented at the Strategy and Change Scrutiny Panel meeting on 22 July 2025. The report indicated that 60% of the council's workforce is over the age of 45, while only 2.6% are aged between 16 and 24. This age distribution presents potential challenges for succession planning and ensuring a diverse range of perspectives within the council.

The Ealing Council Workforce Strategy aims to address this imbalance through several key objectives:

• Developing the existing workforce
• Attracting and retaining hard-to-recruit technical and specialist staff
• Fostering a culture of continuous learning and improvement
• Aligning workforce development with the council's strategic priorities and community engagement goals

To achieve these objectives, which are funded through corporate budgets and the utilisation of the apprenticeship levy, the council has implemented several initiatives, including:

• Launching the People Manager Fundamentals programme for managers grade 15 and below.
• Reviewing and updating the induction process for employees and managers.
• Procuring leadership development programmes at Levels 3, 5, and 7 using the apprenticeship levy.
• Completing the first cohort for the Rise Up programme for aspiring managers.
• Committing to employ 30 apprenticeships per year.
• Supporting employees in adopting new technologies, including AI. All staff have access to Co-pilot with the introduction of Windows 11. Exploration on using Magic Notes in social care roles has been adopted by Adults, whilst Children's services are currently in the testing and pilot phase. The new applicant tracking system for recruitment is currently being built which will enable automation and AI in recruitment process, improving the experience for managers and candidates.
• Running an inclusive mentoring scheme for employees and managers.
• Creating pathways and career grades for hard-to-recruit professional roles. The Ealing Council Workforce Strategy aims to attract and retain hard-to-recruit technical and specialist staff. Pathways and career grades have been created for hard to recruit professional roles.
• Introducing rental deposit and childcare nursery deposit loans, along with other family-friendly policies.
• Launching a new graduate scheme aligned with professional bodies.
• Working to reduce reliance on agency and off-contract workers who have been with the council for over 2 years. An exercise to reduce reliance on agency and off contract workers who have been with us over 2 years is ongoing. This includes using temporary to permanent arrangements where appropriate, ending assignments, reduction in off contract assignments; and assignments to be through the council's preferred supplier which enable more attractive markup fees for the council.
• Introducing recognition certificates for staff who have completed 5, 10, 15, 20, and 25 years of service, in addition to the 25-year long service monetary award.
• Sending Welcome to Ealing cards to all new employees with a handwritten note from the Chief Executive.
• Developing Employee Awards.

The council is also focusing on attracting applicants at the beginning and mid-career stages. The Workforce Strategy Progress Report states that promotional and advertising materials include a policy statement that welcomes applications from candidates entering the employment market in the early stages of their careers.

Other initiatives include:

• Introducing a borough-wide work experience programme.
• Reviewing and enhancing family-friendly policies, such as maternity, paternity, and adoption leave.
• Reviewing or introducing policies on Neonatal Care Leave and Pay, Care Leaver and Kinship Policy, and registering as a Foster Friendly Employer.

Ealing Council is also committed to equality, diversity, and inclusion (EDI). Key updates in this area include:

• Reviewing and enhancing EDI content on the council's website and internal platforms.
• Reviewing policies on reasonable adjustments, bullying, and the guaranteed interview scheme for disabled candidates and care leavers.
• Maintaining eight established employee equality networks across the council.
• Introducing wellbeing days for all employees.
• Developing and publishing a new EDI Handbook for frontline staff.
• Considering and developing an EDI vision and mission statement with senior leaders, staff equality groups, and trade union representatives.
• Working towards White Ribbon Accreditation as part of the council's vision to tackle inequality and crime.

To enhance community engagement, the council is:

• Involving members of the HR community in the Youth Participation Group.
• Sponsoring a stand at the Westfield Jobs Fair.
• Attending West London University to deliver a guru lecture to HR students.
• Updating all role profiles to emphasise the connected community and partnership working.
• Exploring secondments with community partners.
• Promoting partner vacancies on the council's internal jobs page.
• Including partners and other stakeholders on recruitment panels.
• Working in partnership with Basics to create a Learning Hub for council employees, partners, and the community.

Kim Brown, Director of Workforce & Organisational Development, presented the Workforce Strategy Progress Report at the meeting.

Next steps for the council include launching the employee award in autumn 2025, developing and introducing a retention scheme for hard-to-recruit roles, exploring/introducing a job recommendation scheme, and attaining White Ribbon status.