Creating an adult social care workforce strategy for Cornwall

A rapid evidence review informing the development of a regional adult social care workforce strategy for Cornwall.

Key messages

  • adult social care makes a significant economic contribution to Cornwall 
  • workforce data show variation in pay trends by role since 2021 
  • turnover rates remain a challenge across parts of the sector 
  • the workforce is shaped by demographic factors including gender, age, nationality, ethnicity and disability 
  • skills gaps exist across training, qualifications and digital capability 
  • workforce characteristics vary across different areas of Cornwall. 

Policy implications

  • regional workforce strategies need to reflect local labour markets and demographics 
  • targeted action on pay, retention and progression could improve stability 
  • investment in training and qualifications supports workforce sustainability 
  • equality, diversity and inclusion should be embedded within workforce planning 
  • digital skills development is increasingly relevant to care delivery. 

Gaps

  • evidence reflects a specific regional context 
  • limited insight into longer-term workforce outcomes 
  • variation between local areas suggests need for more granular analysis 
  • rapid review methodology limits depth in some areas. 

Commentary

This review provides a detailed picture of the adult social care workforce in Cornwall, linking workforce conditions to the wider local economy. By bringing together data on pay, turnover, skills and demographics, it highlights the complexity of sustaining care provision in a geographically diverse area. 

The findings show how workforce challenges are unevenly distributed. Differences in demographics, skills and turnover across Cornwall point to the limits of one-size-fits-all approaches to workforce planning and the importance of place-based strategies. 

From a care equity perspective, the review draws attention to who makes up the workforce and how their experiences vary. Gender, age, nationality, ethnicity and disability all shape access to employment, training and progression within adult social care. Where skills gaps or low pay persist, these patterns risk reinforcing inequities within the workforce and, in turn, affecting the quality and continuity of care. 

Overall, the report underlines that workforce strategy is inseparable from equity considerations. Addressing disparities in pay, skills and opportunity is not only central to supporting workers, but also to ensuring that adult social care can meet the needs of communities across Cornwall in a fair and sustainable way. 

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