Flourish is designed to:
- Help young people understand and map their existing skills & capabilities
- Connect them with relevant training and work opportunities
- Make pathways into green jobs clearer and more accessible
- Bridge the gap between education, employers, and career support

Our research with @ufitrust.bsky.social has revealed Cornwall's many regional strengths in the green industries - but also the skills gaps, low innovation readiness, and low uptake of vocational qualifications that act as barriers to local workers and young people transitioning into green jobs.

With the @eyfoundation.bsky.social , we've been exploring how motivation is key to improving receptivity to these kinds of skills, helping them to access good work in a rapidly changing labour market. Look out for a report of our full findings, to be published shortly.

Our research supports this. By analysing millions of job ads, we found that the skills most resilient in a technologising labour market are increasingly human-centric - critical thinking, communication, creativity, problem-solving, and collaboration all display enduring importance.

As the note points out, there is still a great deal we do not know about the true impact of AI on work and the labour market - pointing to the need for more of the kind of high-quality research that IFOW publishes, exploring how technologies are impacting work and working lives.

The note also uses automation archetypes to help classify AI use in the workplace, as well as considering levels of regional 'readiness' in relation to job creation and automation.

The mood music was clear: if 2025 was about clarifying what the challenges are, 2026 has to be about action - on trust and transparency, on remuneration and licensing models, and international interoperability. For a summary of Dr Clementine's research and findings, see here:

Traditional economic theories suggest that digital technologies favour high-skilled workers. Our findings reveal that AI adoption disproportionately benefits lower-skilled workers, especially when paired with mechanisms of employee voice and participation. Read more about the findings in this blog:

Thanks to @uni-of-warwick.bsky.social for hosting us at the Shard, as well as our other APPG partners - @communityunion.bsky.social, @prospectunion.bsky.social, Simmons & Simmons and Pearson.

The panel discussed how local employees, employers, communities, and regional leaders must be empowered to shape the future of work and sustained economic growth through technological transformation.

As the Government looks to support young people into work, a continued focus on the creation of good jobs across the UK is essential. The Good Work Monitor tracks trends in access to good work across all 203 UK local authorities, offering regional insights to local and national policymakers.

The Pissarides Review highlighted the importance of place when managing good transitions, starting with Combined and Strategic Authorities. We therefore particularly welcome the £140 million pilot where Mayors can connect young people, especially those who find themselves NEET, with local employers.

On human-machine networks, Algorithmic Affect Management (AAM) - the use of workers' affect and emotion data to feed into algorithmic management systems - also asks how close and sustained exposure to affective technologies could be changing how we see ourselves and our relationships to one another.