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The Leitch Review of Skills [report indexed at TD/IRD 88.157] has highlighted the need to up-skill the adult workforce if the UK is to remain economically competitive. Given the UK’s ageing population, the need to focus policy and funding on adult learners is greater than ever. ‘Adult training: focus and funding in the context of changing UK demographics’ presents the views of a range of key stakeholders on how this goal might best be achieved. The findings were gathered from a series of interviews and a roundtable discussion with experts including MPs [Members of Parliament], peers, civil servants, academics, employers, business representatives, skills agencies, learning providers, NGOs [non-government organisations] and unions. Participants evaluated existing provision for adult learners, identifying the major areas of concern, and proposed recommendations for change. [The following is a summary of the participants’ main comments:] Future skills gaps will be at level 3. This requires greater contributions now from employers and adult learners. Current funding targets are too ‘top-down’ and ‘blanket’ in nature, particularly the level 2 entitlement and emphasis on learners completing ‘full fat’ qualifications. Learner Accounts are a good vehicle for tripartite funding and should include: capacity for state contribution; ability for learners to save advantageously; opportunities for learners to borrow; and provision for employers to contribute to their employees’ training costs. There is a case for more public investment in apprenticeships for adults to up-skill or change career, but this must be preceded by a ‘sharper debate’ about the structure, purpose and outcomes of apprenticeships for adults. Low interest income contingent loan for adults would encourage take-up of higher level vocational courses and move some way towards parity with higher education. This should be preceded by research into returns on investment in high level vocational education and by assurances of the quality of training undertaken. More employers still need to engage in workplace training. Skills passports (portable documents which record all types of training) enable learners to assess their skill levels, identify areas for development and help foster a culture of lifelong, personalised learning. Skills policy and welfare to work policies are not sufficiently joined up. Up-skilling the older workforce (over 50s) is important given the ageing population and delayed retirement age. Current mechanisms for learners over 50 are insufficient as level 2 qualifications decay over time and do not always take into account prior work experience. Teacher training for older learners also needs revising. The Skills for Life programme must not lose its momentum, particularly in light of the impact of migrant workers in areas with a low skills base. The new Qualification and Credit Framework (QCF) will cater well for adult learners, providing greater flexibility and the ability to build up qualifications incrementally. Current vocational qualifications are too narrow and insufficiently responsive to employer needs. Current Information, Advice and Guidance (IAG) provision for adults is inadequate and fails to address the lifelong learning perspective.