Welsh Businesses Can’t Afford to Ignore the Learning Gap

The latest Adult Participation in Learning Survey tells a story of increased participation in learning in Wales but it also shows significant inequality in who is accessing learning opportunities.

The survey shows that nearly half of adults in Wales (47%) say they have taken part in some form of learning over the past three years. This is higher than the UK average of 42% – which is of course good news. The definition of learning in this survey is intentionally broad and extends beyond government or employer funded opportunities to include informal and self-directed learning.  Participation in learning in Wales appears to have risen since 2023, likely driven by more people receiving some form of workplace training, more self-led learning and a possible increase in people accessing part-time further education.

But a rise in workplace learning does not necessarily equate to more meaningful long-term benefits for employers and employees. Learning and Work Institute research suggests that job-related learning is increasingly dominated by compliance-based training and very short courses. We need to ensure that the conditions are right for businesses to consider long-term workforce needs and upskill accordingly, or learning at work risks becoming a tick-box exercise.

Businesses have a key role to play here as work remains the single biggest driver of learning. Most (58%) learners in Wales say their main motivation is work or career-related, and 43% report learning in a work-based setting. The best firms understand that investing in their workforce is essential for their future success.

When we look in more detail at who is learning, a picture of significant inequality emerges. Participation in Wales ranges from 55% among higher social grades to just 36% among lower grades. This gap is nearly twice as wide as in the UK overall. Similarly, more than twice as many full-time employees are learning (59%) compared to those who are economically inactive (28%). Those who could benefit most from upskilling, including those in lower-paid roles or outside the labour market, are the least likely to access it.

Wales has higher rates of economically inactive people than the rest of the UK and previous L&W research highlights the importance of taking action to enable people to access work and supporting them to stay there. Learning has a key role to play in this endeavour.

As working lives get longer our need to continue to upskill or reskill will become more pressing, but the survey shows that participation in learning decreases sharply as people get older. People aged 50–74 are half as likely to engage in learning as those aged 25–49. Yet this is precisely the group that will make up a growing share of the workforce as the population ages. It is also striking that even within the 25–49 age group one fifth of respondents reported feeling “too old” as a barrier to learning.

When adults do engage in learning, the benefits are clear and immediate. Nearly all learners (96%) report positive outcomes and work-motivated learners are particularly likely to see tangible career returns, including qualifications and job progression. You only need to look at some of the winners of our annual Inspire! Adult Learning Awards to see the impact learning has not only for the individual but also for their family, community and in many cases their workplace.

Increasing participation is not just about opportunity. It’s also about tackling barriers, both real and perceived. Among those who are not learning in Wales, the most common reasons are feeling “too old” (34%), cost (31%) and lack of interest (27%). Even among those who are learning, 71% face challenges such as time pressures, confidence and affordability. These are issues employers can help to address.

For Welsh businesses, the survey offers insights to support growth and to challenge some existing practices. We need to target training at those in lower-skilled roles or at risk of not accessing learning. Learning needs to be meaningful going beyond short, compliance-driven courses to focus on development that builds transferable skills. And we also need to normalise lifelong learning across all ages. With longer working lives ahead, the future workforce will need to reskill not once but many times, and we need structures and attitudes that support this.

Wales is a nation with a proud tradition of adult education, but it is time to look again at how we encourage and support adults both within and outside the workplace to enhance their skills. Learning must be truly life-long if Wales is to achieve economic growth, increased productivity, and a fairer society.