Overcoming the challenges facing social care employers
Table of Contents
- Boosting the careers of social carers
- Download the Totaljobs social care report
Skills for Care predict the social care industry will need another 650,000 workers by the year 2035. Yet, new Totaljobs research reveals that one in three social carers plan to leave the industry within the next five years, meaning the sector could be facing a major staff deficit of over 1.2 million workers by 2024.
Skills for Care predict the social care industry will need another 650,000 workers by the year 2035. Yet, new Totaljobs research reveals that one in three social carers plan to leave the industry within the next five years, meaning the sector could be facing a major staff deficit of over 1.2 million workers by 2024. One in five social carers are currently searching for roles outside of the industry. The same number expect to leave within two years – the figure jumps to 57% for those looking to leave the industry within the next decade.
The staff shortage is exacerbated further, as few people would consider working in social care. Over half (56%) of Generation Z wouldn’t consider a career in the sector. 53% also state they’ve never discussed social care as a career option with teachers, parents or friends. Generally, the UK population has favourable associations with the role social carers play in society. 90% of the UK’s general population believes social care is essential and the majority also note a profound respect for these workers. However, 67% of the population wouldn’t consider pursuing a social care career themselves. They cite low pay (42%), emotionally challenging work (41%) and perceived unappealing work (29%) as their reasons.
Boosting the careers of social carers
Current social carers pointed to actions they’d like to see their employers take, in order to enhance their careers and ultimately encourage them to remain in the social care industry.
10 ways social carer careers can be enhanced
Social carers point to the following as ways their careers can be enhanced:
- Feeling more valued by their employer (59%)
- An increase in salary (51%)
- Greater support from management (46%)
- Strong leadership (42%)
- Greater career progression (41%)
- More training and development opportunities (40%)
- More flexible working hours (37%)
- Reduced stress (35%)
- Job security and stability (31%)
- Funded qualification (28%)
68%
of social carers would recommend working in social care – even those who plan to leave the industry in the coming years
The majority are also passionate about the work they do, with 81% stating they are proud of their role. For social carers, the best parts of the job include the relationships they build (60%) and the ability to give back to society (58%). There’s opportunity for employers to work with employees to add further value to their experience of working in social care, to boost retention. Alongside this, tapping into industries such as healthcare, retail and hospitality for candidates with transferable skills could help to boost the number of social carers. Likewise, engaging with younger generations to increase awareness and consideration of social care as a career path can further help to future-proof the industry and meet demand. Alexandra Sydney, Director at Totaljobs commented:
Totaljobs has seen a growing interest in social care roles, with applications up 13% compared to August 2018. However, our research highlights that there is more to be done to protect an industry in demand. Despite the challenges they face, the vast majority of social carers would still recommend a career in social care. With this, 81% of those who plan to stay in the industry say they’re proud of the work they do. Employers should promote this passion to attract entry-level talent into the sector. Generation Z are known for being driven by careers with purpose, but very few have considered a career in social care. By building awareness and consideration among those entering the workforce, employers have the opportunity to tap into a goldmine of talent, future-proof the industry and ensure people get the care they need.
Alexandra Sydney, Totaljobs
Download the Totaljobs social care report
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Recruiter’s FAQs
What are the main challenges facing social care employers in the UK?
The biggest challenge for social care employers is the growing workforce shortage. Research shows that one in three social carers plan to leave the sector within the next five years, creating a potential staff deficit of over 1.2 million workers by 2024. Employers also face difficulties attracting new talent, as over half of Generation Z would not consider a career in social care. Low pay, emotionally demanding work, and a lack of career progression are the top reasons why candidates are reluctant to join or remain in the industry.
How can social care employers improve staff retention?
Social care employers can boost retention by making carers feel more valued, offering competitive pay, and providing stronger leadership and management support. Research highlights that social carers also want more opportunities for career progression, training, funded qualifications, and flexible working arrangements. Reducing stress and ensuring job security are key steps in helping staff feel supported and motivated to stay in the sector.
How can the social care sector attract new talent?
To attract new talent, employers should highlight the meaningful and rewarding aspects of social care, such as building strong relationships and making a difference in society. Promoting career opportunities to younger generations, particularly Gen Z, is vital, as many have never considered social care as a career path. Employers can also recruit from industries with transferable skills, such as healthcare, retail, and hospitality. By raising awareness of career progression and the purpose-driven nature of the role, employers can encourage more people to consider careers in social care.
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