Employability support engagement event: Llandrindod Wells

This summary presents feedback gathered via Slido from attendees at the Llandrindod Wells engagement event held on 22 May 2025. This was the third event aimed at gathering feedback for the new Employability Support Programme. This series supports the Welsh Government’s commitment in the Employability and Skills Plan 2022, to create a seamless, integrated employability support system in Wales.

We invited diverse stakeholders to discuss good practice, lessons learned and innovations for helping people reach their employment potential in Wales.

This section summarises the main insights from Slido on how to shape the new programme.

Best ways for individuals to access the programme

This question focused on entry points and referral routes to ensure those most in need can access appropriate support. Key feedback included:

• local community engagement, using trusted local community organisations and peer ­led approaches
• digital outreach, social media and direct mailing campaigns
• existing service touchpoints, including integration with job centres, schools and other community services
• Welsh Government led campaigns coordinated at a national level
• face to face meetings, personal engagement at the community level
• peer support networks, utilising community mentors and word of mouth through family and friends

Delegates emphasised the importance of multiple communication channels to ensure the widest possible reach, recognising that one size does not fit all.

Most important factor in determining level of support

This question asked what should guide decisions about how much support someone receives. Delegates prioritised: 

• individual barriers (76%)
• additional support needs (20%)
• health barriers (4%)

This feedback strongly suggests that a personalised approach to assessment is essential, focusing on specific challenges faced by individuals rather than applying standardised criteria based on factors like age, qualifications, or length of unemployment.

Most important factors in an effective assessment

This question explored what makes assessments effective for participants. Key feedback included:

• a person ­centred approach, listening to individual needs, aspirations and circumstances
• a safe and supportive environment, creating a non-judgmental space where individuals feel comfortable
• holistic assessments, looking at the whole person including health, education, skills, and support networks
• accessibility, ensuring the assessment process is accessible and not overly onerous
• relationship building, establishing trust and rapport between assessor and participant
• a continuous process, assessment to be an ongoing conversation rather than a one off
• flexibility to adapt to different communication styles and needs
• peer involvement, using assessors with lived experience to build trust
• practical focus, a clear pathway and actionable next steps
• barrier identification to identifying key challenges facing individuals

There was particular emphasis on making assessments conversational rather than formal interviews. Many delegates suggested the process should not even be called an ‘assessment’ to avoid creating barriers.

Approaches or practices that have worked well

This question gathered insights on successful practices from existing programmes. Key feedback included: 

• individualised support, person­-centred approaches that are tailored and focus on individual needs
• one to one engagement, dedicated personal support with sufficient time for quality conversations
• peer support and mentoring, using those with lived experience of challenges to undertake assessments
• flexible delivery models with multiple entry points, open door policies and adaptable approaches
• community based delivery led by local, trusted people
• holistic support looking beyond employment to build confidence, community connections and volunteering opportunities
• simple processes, clear pathways and straightforward application routes
• collaborative approaches and joined up working across stakeholders
• childcare support and other practical assistance to enable participation
• mobile delivery taking services to rural areas
• coaching approaches that include active listening and supportive guidance

The feedback emphasises the value of approaches that build trust and provide comprehensive, accessible support that recognises the whole person.

Approaches or practices that have not worked well

This question identified challenges and ineffective practices from past programmes. Key feedback included:

• short term funding models creating instability and preventing long-term planning
• target driven approaches, excessive focus on Key Performance Indicators (KPIs) and job outcomes rather than individual progress and soft skills
• one size fits all approaches not recognising individual circumstances
• overly bureaucratic processes such as long, detailed and invasive referral processes
• inflexible eligibility criteria preventing people from accessing services
• lack of coordination and poor partnership working between agencies
• time constraints, not allowing sufficient time to work with individuals
• inappropriate locations
• mass approaches such as sending out large numbers of Curriculum Vitae (CVs) to meet targets
• lack of in-work support, supports ends once employment is secured
• benefit conflicts, where accessing one type of support means losing other benefits

There was particular concern about approaches that prioritise meeting targets over genuinely supporting individuals and helping them progress.

One wish for the new Employability Support Programme

This question sought aspirations for the future programme. Key feedback included:

• long-term and sustainable financial support to enable programme stability and continuous improvement
• flexibility, the ability to meet diverse needs and adapt to different circumstances
• collaborative approaches and better coordination between Welsh Government, local authorities, communities, and Department for Work and Pensions (DWP)
• simplified systems and streamlined processes
• focussing on meaningful outcomes rather than numerical targets
• inclusive provision and support for all individuals regardless of circumstances
• tailored approaches for different community groups
• practical support, including matched childcare provision
• neurodiversity awareness, better training on neurodiversity and the social model of disability
• a single point of access

The consistent theme was a desire for a programme that puts individual needs first, with the flexibility and resources to provide meaningful, long-term support.

Groups that should be prioritised

This question aimed to determine which demographic groups the new Employability Support Programme should focus on, given limited resources (delegates had 3 choices). Delegates prioritised:

• long-term unemployed, over six months (66%)
• those experiencing redundancy (59%)
• 16 to 25 year olds (52%)
• all aged 16 and over (30%)
• unemployed for less than 6 months (28%)
• those over 25 (20%)
• 16 to 18 year olds (16%)

Biggest priorities

This question asked delegates to identify the most important areas for the new programme. Key priorities in order of delegate preference included:

• addressing barriers, reflecting the strong feeling that removing obstacles to employment is fundamental
• pre-engagement and ease of access, highlighting the importance of effective outreach and straightforward entry points
• targeting those with the greatest need, reinforcing the importance of focusing resources on individuals facing the most significant challenges to employment
• supported employment, highlighting the importance of continued assistance once individuals enter work to ensure sustainable outcomes
• equality and diversity, emphasising the need for inclusive approaches that serve all communities in Wales
• people into employment, suggesting that while employment outcomes are important, the foundational work needed to prepare individuals for sustainable employment should not be overlooked
• soft skills development, recognising that employability is about more than technical abilities and includes communication, teamwork, and other interpersonal skills
• work experience opportunities, indicating the value of practical workplace exposure as part of the employment journey
• support for the labour market, acknowledging the need to align programme design with employer needs as well as individual participants

Innovation and designing for success

This question was designed to capture innovative ideas that could make the Employability Support Programme stand out. It was framed as an opportunity to think about what could be different and how to future proof the programme, encouraging delegates to think creatively beyond current approaches. Key feedback included:

• co-production and user-centred design produced with service users
• employer engagement and partnership supporting businesses to create accessible posts
• collaboration and integration between third, statutory and private sectors at a local level, mapping provision to ensure services are not duplicated
• practical and personalised support, including help with transport and allowing the programme to purchase equipment (Personal Protective Equipment, digital tools, and others) to support progression into employment
• support for employers and participants while in work
• leveraging technology to help people have insight into their future employment but also knowing the value of the emerging technologies industry
• local and flexible delivery, adapt provision depending on area, local infrastructure and local need, and work with other sectors including the third sector
• being inclusive for all ages and abilities
• continuous improvement but learning from what has gone before, review and evaluate as we go
• early intervention to support engagement pre-16

Key insights from the Llandrindod Wells event.

Person-centred approaches

The feedback consistently emphasised the need for a genuinely person-centred approach. 

Sustainable funding models

Long-term, sustainable funding emerged as a critical requirement, with short-term funding cycles repeatedly identified as a practice that has not worked well. Delegates expressed frustration with the instability created by short funding cycles that disrupt service delivery, result in staff turnover, and prevent programmes from embedding effective practices.

Collaboration and integration

Stakeholders strongly advocated for better coordination between agencies and joined-up approaches. The feedback highlighted the need for streamlined referral processes, simple navigation through the whole system, and better data sharing between organisations.

Target groups and prioritisation

While support should be accessible to all, the feedback indicated a particular focus on the long-term unemployed, those experiencing redundancy, and 16 to 25 year olds. This recognises that certain groups face significant employment challenges and may require more intensive or targeted support.

Local delivery within a national framework

Delegates emphasised the importance of local delivery, responsive to community needs while maintaining consistency of quality across Wales. Suggestions included mobile delivery for rural areas, embedding services locally, and adapting provision depending on local infrastructure, while maintaining a pan-Wales, consistent approach.

Co-production and user voice

The innovation responses strongly advocated for involving service users in programme design from the outset. Suggestions included co-producing with service users, consulting user groups before design completion, and ensuring the participants’ voice is heard.

Balance between employment outcomes and broader development

The feedback reflected a desire to move beyond narrow definitions of success based solely on employment outcomes. Delegates emphasised the importance of soft skills development, and recognising small steps, not just the end goal of getting into work or further learning.

Employer engagement

Strong employer relationships were identified as crucial to programme success. Suggestions included working closer with employers, supporting them to create jobs, getting employers involved from the outset, and creating a programme that supports both individuals and the labour market.

Technology and innovation

While maintaining the importance of human connections, delegates saw potential in harnessing technology to enhance service delivery. Suggestions included using Artificial Intelligence and emerging technologies to help people gain insight into their future employment, creating a virtual career knowledge service, and bringing more virtual work opportunities to Wales.

Quality over quantity

A consistent theme across responses was the need to prioritise quality of service over numerical targets. Delegates advocated for quality not quantity driven approaches and criticised past programmes that were too focused on KPIs rather than participant journeys.