Vital Signs MK 2025 - Report - Page 18
Work
Overall, Milton Keynes demonstrates a balanced employment
market, o昀昀ering roles across multiple sectors and skill levels.
From managerial positions to community services, the city
supports a broad range of employment opportunities.
Looking closer at the data reveals that ethnically diverse
individuals in Milton Keynes experience a lower employment
rate of 68.2% compared to the overall population, alongside
an economic inactivity rate of 30.2%. These 昀椀gures suggest
possible barriers to labour market access and highlight the
importance of inclusive employment initiatives.
Employment among ethnically diverse communities is
concentrated in a few key sectors, with the largest proportion
(26.2%) working in public administration, education, and
health, followed closely by distribution, hotels, and restaurants
(25.6%). Professional occupations (22.2%) and roles in
banking, 昀椀nance, and insurance (15.5%) also account for a
signi昀椀cant share. Meanwhile, 13.1% are employed in elementary
occupations, and 13.0% in transport and communications.
While many hold professional and public sector roles, a
signi昀椀cant proportion are also employed in service-based and
elementary occupations. This distribution may re昀氀ect broader
trends in sector-speci昀椀c opportunities, skills development,
and career progression, reinforcing the need for inclusive
employment strategies.12
In conclusion, Milton Keynes has a dynamic and resilient
workforce with low unemployment rates and a strong focus on
skilled occupations. However, addressing economic inactivity
and promoting equity across demographic groups remain key
priorities to sustain inclusive growth for the city.
OU Barometer Findings
The latest edition of an annual report published by The
Open University, in partnership with the British Chambers
of Commerce, has found that longstanding skill challenges
remain which hinder organisations in a number of ways.
A UK-wide employer survey of more than 1,300 employers
found that 62% of organisations are currently facing skills
shortages. The report shares a number of recommendations
to tackle these challenges proactively and sustainably.
Skills Shortages
•
Prevalence of Skills Shortages:
» In the South of England, 31% strongly agree and 34%
somewhat agree that their organisations are currently
experiencing skills shortages.
» This totals 65% of respondents in the South of England
acknowledging a skills shortage, slightly higher than the
total of 62% across all regions.
•
Disagreement with Skills Shortages:
» Only 8% strongly disagree and 20% somewhat
disagree in the South of England, indicating lower
resistance to the idea of a shortage.
•
Uncertainty:
» A small percentage (6%) of respondents indicated
they don’t know, which is consistent with the average
across other regions.
Skills shortages are a recognised issue in the South of
England, with approximately two-thirds of organisations
experiencing this issue.
Vital Voice:
“Whilst some businesses do engage with schools,
colleges, and universities, to support the growth of
a diverse and skilled workforce, many more do not.
Inevitably, this results in our community missing
chances to maximise the development of all our
talent, due to a lack of universal opportunity. As a
business community, we have our part to play. We
cannot, and should not, take a backwards step and
then be surprised if the alumni of our educational
system do not match our precise requirements.”
Nicholas Mann, Chair of
Milton Keynes Business Leaders Partnership
12
Nomis (2024) Labour Market Statistics: Milton Keynes. Available at: https://www.nomisweb.co.uk
Notes: Numbers and % are for those of 16+ % is a proportion of all persons in employment.
18
Vital Signs MK - 12th Edition 2025
13
(South East Midlands Local Enterprise Partnership (SEMLEP). (2023). SEMLEP Business Survey 2023 Report: December
2023. Public Perspectives Ltd. Section 4: Employment, Skills and Training, p. 50.)
14
(https://www.centreforcities.org/data/data-tool/)
