In a special guest blog that is part of a series looking back at the Arfor Challenge Fund, Dr Cynog Prys, Dr Elen Bonner and Dr Rhian Hodges, School of History, Law and Social Sciences at Bangor University discuss the idea behind the Bilingual Workforce Recruitment Pack.
The core idea behind the Bilingual Workforce Recruitment Pack was the obvious contradiction characterising many areas of West Wales: on the one hand, the perception that there are not enough local jobs available, leading young adults to feel they have to leave to look for work; and on the other hand, the reality for employers who find it difficult to recruit bilingual individuals for positions where Welsh is a key skill. This tension between “lack of opportunities” and “lack of skills” underlines the need for a more strategic intervention linking young people with the opportunities that already exist.
As part of the ARFOR Challenge Fund Scheme, the package was developed to assist employers seeking to appoint staff with Welsh language skills. It is a direct response to a challenge that repeatedly emerges: how to ensure a skilled workforce capable of delivering high-quality services through the medium of Welsh, in a context where statutory demand and community needs intersect.
Under the Mesur y Gymraeg (Cymru) 2011, it is a statutory requirement for public bodies to provide services in Welsh. This is not a matter of policy choice, but a legal duty. Therefore, failing to recruit staff with the necessary language skills poses a risk not only to compliance with the law but also to the fundamental right of citizens to use Welsh when engaging with public services.
In addition to the risk to public services, an opportunity is being lost to promote the good career opportunities available to young adults within Arfor communities. It is not necessary to leave the area to develop a meaningful career; there are local opportunities that contribute to the economic and linguistic resilience of these communities, and which offer a real possibility of keeping Welsh speakers in the area.
As part of the package, interviews were conducted with employers across Arfor sectors and counties, and there was consistent feedback about the difficulty of attracting applicants with suitable Welsh-language skills. At the same time, recent research (Prys et al., 2024; Bonner et al., 2024) shows that some young people with strong Welsh skills believe there are no suitable opportunities available locally. This highlights a gap between perception and the reality of the labour market.
There are also concerns that the emigration of young people weakens confidence in and the use of Welsh, especially in formal contexts. According to the Welsh Government (2024), the loss of young people from areas of linguistic significance creates economic and linguistic disadvantage, undermining the sustainability of Welsh-speaking communities and intensifying the challenge of maintaining a bilingual workforce.
In light of this context, the aim of the Recruitment Package is to offer a practical, evidence-based solution. Examples of good practice have been gathered from employers who have successfully developed effective methods for recruiting Welsh speakers. The package shares these strategies, from creating attractive job advertisements and clearly outlining language requirements, to fostering relationships with educational institutions and offering structured work experience.
An innovative element of the package is the typology of different types of young adults that can be targeted. This acknowledges that young people are not a uniform group: some are determined to stay in their areas, others are eager to leave but open to returning, and others are uncertain about their future. By understanding these differences, employers can craft messages and opportunities that are more likely to influence decisions about staying, leaving, or returning to Ceredigion, Carmarthenshire, Gwynedd, and Anglesey.
There has been significant interest in the package since its launch, with county councils from all over Wales attending and a number now using it when planning their bilingual recruitment strategies. This suggests that the challenge is a national one, but it can be addressed through collaboration and sharing information.
In addition to the package itself, the research team has developed a new employability pathways plan in partnership with employers in the public sector in North Wales. From 2026 onwards, direct pathways will be available for BA Social Science students to gain work experience within local councils. Welsh is one of the core considerations of this plan, with the aim of creating a clear path for bilingual graduates to move into roles where there is significant demand for their skills.
Ultimately, the Bilingual Workforce Recruitment Package is an attempt to match individuals with Welsh skills to a labour market that is finding it difficult to attract and retain them. By supporting employers to develop an effective form of bilingual staff recruitment, we can strengthen the bilingual workforce and ensure that Welsh continues to be a living language in the workplace and in the community.
For further information follow the link – Bilingual Workforce Recruitment Package
