Kada Research and GC Insights were commissioned by Rotherham Metropolitan Borough Council to shape it’s evidence-led, co-designed Employment and Skills Strategy for the next five years. The Strategy highlights the gaps and opportunities for Rotherham, providing a clear implementation plan to reduce inactivity, raise skills and build a more inclusive and resilient economy.

Rotherham has faced challenges in relation to its employment and skills landscape in recent years. Rising inactivity due to long-term illness, a higher proportion of residents with no qualifications than the national average and increasing numbers of young people who are NEET were identified as key challenges to be addressed through the Strategy.

To develop the Strategy, Kada and GC Insights undertook a comprehensive evaluation combining an in-depth desk review of labour market data, policy frameworks and benchmarking against comparator areas alongside extensive stakeholder engagement. This included consultations and workshops with council officers, employers, education and skills providers, health partners and voluntary and community sector organisations. With an emphasis on co-design, emerging findings, priorities and actions were frequently tested with stakeholders to ensure that Strategy was practical, inclusive and reflected Rotherham.

The strategy identifies three core missions:

1. Enable more residents to progress towards and into good work
   Supporting people to participate in the labour market, overcome barriers to employment and access fair, rewarding jobs with opportunities to progress.
2. Invest in residents’ knowledge and skills
   Ensuring residents can access lifelong learning and develop the skills, qualifications and competencies needed to enter, sustain and progress in work.
3. Secure a resilient, diverse and skilled workforce
   Helping employers attract, develop and retain the talent they need to grow, while building a workforce that can adapt to economic change and future opportunities.

To achieve these, Rotherham can build on its established partnerships and foundations and existing skills and employment support programmes, whilst harnessing the opportunities of Local Trailblazer activity and Connect to Work funding. It was found that residents facing health-related barriers to work, young people, and those with SEND require additional, tailored support. There are opportunities to align growth and better define transmission pathways with growth sectors such as advanced manufacturing and clean energy.

Education and access to high skilled training is a key driver of social mobility. Yet, there must also be the economic opportunities to utilise these skills and unlock higher wages. The low-skilled and low-growth economy of Wakefield provides shareable lessons for many de-industrial cities and demonstrates the importance of place-based understanding and responses.

The Wakefield Futures Commission brought together expertise in education, business leadership, public policy and employment and launched in December 2024. The Commission investigated the current and future economic and educational landscape in relation to higher-level skills, to identify barriers to participation, and to consider how to drive change in Wakefield. The Wakefield Futures Commissions work culminated in an evidence-based report with clear recommendations geared around three propositions: a commitment to change, a vision for innovation, and a coherent framework for change. The report was launched in September 2025 and welcomed by local leaders; it can be found here: Wakefield Futures Report – Wakefield Council

Kada Research supported the Commission including extensive primary and secondary research, evidence sessions, and secretariat support.

The research process included:

• A resident survey with nearly 800 responses
• Focus groups and interviews with young people, learners, and people out of work who live in Wakefield
• Interviews with stakeholders and local employers
• Extensive secondary research including data analysis and desk review

The research found:

• Wakefield’s recent economic growth has been driven by low-skilled industries. Increasing productivity levels in Wakefield to the West Yorkshire average would see an extra £533 million of GVA to the local economy.
• Wakefield’s economic strengths include advanced manufacturing, creative and cultural industries, logistics, and renewable energy, green construction, and the decarbonisation of the wider economy.
• Data analysis showed qualification levels within Wakefield’s adult population were significantly under national and regional averages.
• The resident survey found a strong appetite for learning from Wakefield residents, as well as a strong belief in the importance of education for improving life chances and increasing opportunities.

The final report presented bold solutions to tackle Wakefield’s low skilled, low productivity, and low wage economy. It outlined that to unlock Wakefield’s potential; a coherent and coordinated plan is needed. Changing the economy, employment and skill levels in Wakefield involves growing higher-skill employment and simultaneously building skill levels. The recommendations included the development of the ‘Wakefield Futures Centre’ which will lead innovation in the economy, support the development of skills in future-facing industries and encourage innovative delivery models which allow a wider range of people to access opportunities.

If you would like to work with us, talk through an idea or hear about this work you can contact us at sophie@kadaresearch.co.uk

The Money Guiders Programme supports public service, public benefit and not-for-profit organisations across the UK to hold conversations about money. The cost-of-living crisis and recent welfare reforms has led to more people seeking information and guidance, with conversations about money becoming increasingly common. Training covers a range of topics such as debt, pensions, and budgeting, supporting anyone who interacts with members of the public to hold open, helpful and honest conversations about money. Content is split across three tiers, with higher tiers consisting of more complex material.

Kada Research were commissioned by the Money and Pensions Service (MaPS) to assess how best the Money Guiders Programme can be tailored and localised to meet the needs of clients and partners to ensure long-term embeddedness within an organisation. This included assessing the adaptability of content and the whether the context was relevant to a specific region.

To assess the applicability, suitability and adaptability of the Money Guiders Programme, Kada analysed data provided by MaPS. Budgeting and cashflow support were the most frequently engaged with, followed by households and planning for later life. There was a wide geographical spread of partners involved, with Wales seeing the highest levels of participation and the East Midlands seeing the lowest.

Kada also engaged in conversations with system-level and non-system-level partners, such as Councils, credit unions and regional careers services to understand how their organisations have utilised training, their motivations for engaging and how they monitor progress.

The offer was viewed incredibly positively by all, with the professionalism and supportiveness of the MaPS team highlighted as a key strength of the training. As well as this, the training could effectively be adapted to suit the needs of a variety of organisations, including those working with young people who have never worked, those working with single parents who are managing debt, and those looking to understand their pension and retirement options. Additional support to monitor engagement and understand the impact of the training would be appreciated.

If you are thinking about commissioning an evaluation study or if you would like to talk through an idea or hear about this work, you can contact us at info@kadaresearch.co.uk.

Last year, the University of Sheffield Advanced Manufacturing Research Centre (AMRC) commissioned Kada Research to produce an Economic Impact Assessment (EIA) to capture the economic benefits generated by the operations of the Training Centre.

The AMRC Training Centre was established to train the next generation of world leading engineers. It works with employers to identify and provide the skills required to enable manufacturing companies to compete globally. Trends within the advanced manufacturing sector drive demand for greater technical proficiency and higher-level engineering skills, for both apprentices between Levels 3-6 and the existing workforce.

Kada were commissioned to undertake the EIA which could be used to inform potential expansion of the Training Centre and future bids to the public purse. The EIA report looks at the Training Centre’s activity over a five-year period (2018/19 to 2022/23).

The approach to assessing the economic impact of publicly funded interventions has evolved in recent years. Local places have often focussed on jobs and Gross Value Added (GVA) benefits that an intervention will deliver, because increasing local employment is often a key strategic objective of place-based initiatives (as acknowledged by the Department of Levelling Up, Housing and Communities’ Appraisal Guide). Such metrics are relatively visible and easy to measure.

However, HM Treasury’s default assumption is that any jobs created by a policy resulting from government expenditure do not increase employment at the UK level. As set out in The Green Book, these employment effects are assumed to be largely determined by macroeconomic decisions on the level of overall public expenditure (though they may have an important local impact). The Green Book approach therefore does not take jobs and GVA into account in the assessment of economic benefits.

What is taken into account is supply-side effects which have the effect of raising productivity – such as improvements to the skills of the labour force and movement into more productive jobs. The benefits of these improvements are generally seen through increases in wages rather than increased employment at a national level.

Considering the above, the assessment of the economic impact of the AMRC Training Centre provides three separate estimates:

• An estimate of the productivity uplift generated through the increased skills which the Training Centre generates within the labour force.
• An estimate of the local jobs and GVA benefits arising from AMRC TC apprentices moving into fully-skilled job roles following completion of their training.
• An estimate of the GVA benefits arising from the operation of the Training Centre, based on current levels of employment.

The economic impact delivered by five years’ operation of the AMRC Training Centre is significant. The Training Centre is a national asset but its location in South Yorkshire means that its impact is particularly significant for the local and regional economy. Over a 15-year period, the apprentices who completed their apprenticeships at the AMRC TC between 2018/19 and 2022/23 will contribute:

• £46m of productivity benefits, of which £38m will be in the South Yorkshire economy
• £280m of direct, indirect and induced GVA, of which £233m will be in the South Yorkshire economy.

The operation of the Training Centre also generates jobs and GVA. Over the 2018/9-2022/23 period, the Centre’s activities created £20m of GVA, of which £16m has been retained in South Yorkshire.

AMRC TC apprentices take a number of years to complete their training, with most starters from the 2018/19-2022/23 period still on their apprenticeship at the current time. This provides a pipeline of future benefits, which will be realised over the coming years.

If you are thinking about commissioning an economic impact assessment, have any questions about this piece of work or if you would like to talk through an idea and discuss how we can help, please contact us at info@kadaresearch.co.uk

Kada Research were commissioned by Barnsley College to undertake a desk review of the potential uses of mobile learning technology to facilitate onsite training for employers.

Having received LSIF funding to address local employer skills need, Barnsley College commissioned a review to explore how mobile learning technology delivered on employer premises (i.e., VR headsets, e-learning, skills hubs) could be used to upskill South Yorkshire. By drawing on good practice and considering the benefits and challenges of delivering training via mobile learning technology, Barnsley College allocated a portion of LSIF funding towards purchasing mobile learning technology.

Kada conducted an extensive literature review of the benefits and challenges associated with mobile learning technology and the importance of training. It embedded these findings within the context of South Yorkshire, considering the characteristics of the local labour market and the skills needs of the local area. Kada also consulted local training providers in care, construction and manufacturing to establish how mobile learning is, or could be, used in their sector. The findings from these interviews and the desk review enabled the development of a set of recommendations as to how mobile learning technology could be used to support onsite training by Barnsley College.

The study found that flexibility, rapid feedback, work experience opportunities and a reduction of safety concerns are key advantages of mobile learning technology and can make it easier to businesses to access training and connect their training with others. Mobile learning can facilitate the delivery of LSIF and LSIP priorities in larger businesses and SMEs and micros. Inclusivity, responsibility and procurement are key areas for consideration in adapting mobile learning technology as a resource for training in the workplace.

If you are thinking about commissioning a workplace training study or evaluation or if you would like to talk through an idea or hear about this work, you can contact us at info@kadareasearch.co.uk.

The South Yorkshire Mayoral Combined Authority (SYMCA) commissioned Kada research to develop a robust skills and employment evidence base to help inform their Skills Strategy which has recently been published (https://southyorkshire-ca.gov.uk/skills-strategy). Skills and education are an essential tool to achieve inclusive economies and the evidence base highlights the importance of securing a strong start in early years as well as the importance of lifelong learning.

Kada’s report provided a detailed picture of South Yorkshire’s skills, education, and employment performance. Themes for the evidence base were identified through extensive engagement with stakeholders, learners, young people, and jobseekers. The consultations reached over 100 stakeholders across South Yorkshire mainly through seven in-person workshops. Smaller sessions were held with learners, young people, and jobseekers to gain an understanding of the challenges they faced regarding skills and employment and their support needs.

The qualitative evidence gathered was used to inform the second stage of the research – the comprehensive desk review and quantitative data analysis. A range of official data sources predominately from the Office for National Statistics and various Government Departments were used to analyse South Yorkshire’s performance. Data and sources beyond traditional economic and skills analysis such as for health data was also used due to the breadth of themes included.

The evidence base demonstrates that whilst there are significant challenges for South Yorkshire there are also many opportunities for the people and places of the sub-region. The evidence base extends beyond the traditional and presents a more holistic picture of skills and employment which reflects the diverse nature of the skills system as well as the nuance of South Yorkshire’s geography and history.

Building on the baseline the South Yorkshire Skills Strategy outlines seven flagship programmes which aim to move those outside the labour market into work or help them to be ready for work. It also aims to raise attainment of core knowledge and skills, as well as increasing the supply of a high-skilled workforce.

If you are thinking about commissioning a employment and skills research or if you would like to talk through an idea or hear about this work you can contact us at sophie@kadaresearch.co.uk.

Kada Research were commissioned by the University of Essex to investigate the demand for and feasibility of expanding their apprenticeship offer. This followed the University receiving funding from the Office for Students aimed at supporting universities to further develop their existing apprenticeship offer. The potential expansion of 11 apprenticeship standards was explored from qualification Levels 4 to 7 across three thematic areas of health and social care, data science, and economics and business administration.

The University already has well-established higher and degree apprenticeship pathways in place focussing on standards in computer science and electronic engineering, health and social care and sport, rehabilitation, and exercise sciences. Building on these strengths, the aim of the research was to identify new opportunities for expansion aligned to these existing pathways but also in new subject areas and disciplines where apprenticeships were not currently offered.

The research involved a multi-methods approach and included consultations with academic leads in relevant disciplines within the University and a comprehensive desk review to explore local labour market needs, strategic priorities and skills supply. Local and national employers were also engaged via a survey and consultations to further understand employer needs within the region and beyond.

A final report and presentation were produced which each highlighted current skills needs, priority sectors and employer demand for higher and degree apprenticeships. Employer readiness to engage with apprenticeship development was also captured along with a suite of recommendations which identified the sectors and disciplines offering scope for apprenticeship development. The outcomes of the study provided an evidence baseline and practical next steps to help inform strategic decisions within the University about further development of its apprenticeship offer.

If you are thinking about commissioning market research to understand opportunities for the development of apprenticeship provision or to inform wider curriculum development planning, or if you would like to talk through an idea you can contact the study director Laura Lane at laura@kadaresearch.co.uk.

Kada Research were commissioned by The Sheffield College (TSC) to review the contribution to meeting skills needs. The purpose of the review was two-fold. Firstly, it was to assist the college’s Governing Body in fulfilling a new statutory duty introduced by the Department for Education (DfE) to review how well education and training provided by FE and sixth form colleges meets local skills needs. Secondly, it was to help inform the college’s first Accountability Statement for DfE, for which the scope of the study was expanded to include consideration of National Skills Priorities.

As a South Yorkshire anchor institution TSC is the sub-region’s largest provider of 16-19, adult and apprenticeship programmes. With nearly 13,000 students enrolled, TSC delivers basic skills through to higher level provision, including technical options such as T Levels and Higher Technical Qualifications (HTQs). TSC is South Yorkshire’s largest apprenticeship provider by market share offering apprenticeships aligned with key employment sectors identified in the South Yorkshire Mayoral Combined Authority (SYMCA) Strategic Economic Plan.

The study involved a comprehensive desk review alongside consultations with local strategic skills and economic leads, employers, and employer representative bodies to identify Sheffield and South Yorkshire skills needs. A systematic assessment was then completed to evaluate the extent to which TSC’s education and training provision addresses each of these needs. The review considered what provision was already in place, learner progression opportunities, collaborative arrangements (including with employers), and future plans for curriculum and capital development.

The review concluded that TSC’s strategic positioning within Sheffield and South Yorkshire means it is well-placed to respond to local and national skills priorities. Plans for curriculum development and growth directly address identified skills needs and the college’s extensive collaboration with employers and other organisations is helping to address technical and cross-sector needs, including via the college’s sector-leading Employer Skills Academy model. The findings also illustrated TSC’s important role in addressing community based and adult learning needs to support local priorities associated with economic inclusion.

If you are thinking about commissioning a review of your education and training provision to explore alignment with local skills priorities, or you are interested in research into local and national skills needs, including those articulated in Local Skills Improvement Plans (LSIPs), you can contact us at Laura@kadaresarch.co.uk

Kada comment (Dr Laura Lane, Study Director): This review was an important piece of work for TSC. It enabled the college’s governing body to complete its new statutory duty while also providing clarity about local skills needs setting out a baseline for future reviews and helping to inform curriculum planning decisions.

Andrew Hartley, Deputy Chief Executive, The Sheffield College, said: “Ensuring that the college is well positioned to respond to the skills needs of employers in the city and beyond is vital. It is a priority for governors and leaders, who commissioned the independent review.

Kada research were commissioned by Sheffield City Council to develop a Skills, Training and Business Support Plan to help drive the South Yorkshire Innovation District (SYID) ambition for innovation-led inclusive growth to transform the South Yorkshire economy. The SYID is part of a Global Network of Innovation Districts boasting world class assets and businesses.

The Plan highlights existing strengths to build on in South Yorkshire alongside new priorities for boosting the skills pipeline for the innovation district and securing high quality business support and investment. These priorities are designed to underpin a competitive, productive innovation ecosystem for sustainable growth of the sub-region’s advanced manufacturing and advanced health and wellbeing sectors.

The plan includes a series of practical solution-focused interventions aimed at helping South Yorkshire to unlock its potential for job creation and prosperity by employing its existing innovation capabilities to address local and global challenges. The interventions are shaped around three core pillars of the Plan: fuelling future talent, turning great ideas into business growth, and realising innovation, all of which are essential to the future success of South Yorkshire’s innovation ecosystem.

Our research focussed on clusters within advanced manufacturing and health and well-being in South Yorkshire, including medtech and life sciences. The study involved consultations with over 70 stakeholders and drew on good practice locally, within the UK and internationally. Through workshops and group discussion interventions were co-designed to identify opportunities for scaling up existing activities and developing new initiatives to stimulate inclusive sustainable innovation for people, places and businesses across the sub-region. The study culminated in an implementation plan and three-year roadmap.

The research highlighted a need for bespoke support designed to meet the specific needs of the advanced manufacturing and health and wellbeing sectors. Aligned with South Yorkshire’s existing and emerging skills, business support and innovation strategies, including the Local Skills Improvement Plan and UK Shared Prosperity Fund Investment Plan, the co-designed activities sought to add value to more generic skills, innovation and business growth programmes.

The Plan was instrumental to a bid that led to South Yorkshire being named the first of 12 UK Investment Zones. The IZ is expected to generate 8,000 jobs across the sub-region and an estimated £1.2bn of funding, including £80m of Government investment.

If you are thinking about commissioning a study for an innovation district or research to support investment zone developments, you can contact our Director Cassie Houlden at Cassie@kadaresearch.co.uk

South Yorkshire was selected by the Department for Education (DfE) to be one of eight Trailblazers to determine how best to roll-out Local Skills Improvement Plans (LSIPs) across the country.

Led by Doncaster Chamber, in partnership with Sheffield, Barnsley, and Rotherham Chambers, the LSIP places businesses at the centre of the skills agenda to create a skills system which is agile and responsive to employer needs.

Kada was commissioned as research partners by Doncaster Chamber to support the development of the LSIP; a project undertaken in partnership with researchers from the Centre of Regional Economic and Social Research at Sheffield Hallam University, and Further Education Skills Consultants Eunoia.

The research included quantitative analysis themed by the context, labour market, economic projections, education, and skills, an employer survey, a series of consultation events, stakeholder interviews and sector specific engagement with seven key SY industries. Kada created dedicated a microsite (see here) with resources, reports and updates about the project.

The Kada team worked closely with the Chambers throughout the project and co-designed the research activities and tools. This iterative and flexible approach saw the focus of the LSIP develop its initial priorities to a more holistic vision of skills within the South Yorkshire
economy.

The robust evidence base highlighted the skills gaps in South Yorkshire including employability or soft skills (including communication, adaptability and resilience, collaboration, critical thinking, entrepreneurial skills, active listening, and problem solving), digital skills (technical and non-technical), and a range of technical skills (including construction, green skills, engineering, and technology).

The LSIP concluded with a series of bold evidence-based recommendations organised by five themes: navigation, proactive employer engagement, responsive provision, celebrating success, and promoting better pathways.

The South Yorkshire LSIP was submitted to the DfE at the end of March 2022 after a period of refinement. It has now been approved and the DfE is now rolling LSIPs out across the country. The learning and success of the trail blazer LSIP means South Yorkshire is well placed to now deliver the full LSIP.

If you would like to discuss a project with the team, contact us via karl.dalgleish@kadaresearch.co.uk or sophie@kadaresearch.co.uk.