Plan to fix science and engineering skills shortage in the UK
Key Points
- UK Government launches 2026 GSE Strategy to directly tackle science and engineering skills shortages across civil, public and crown services
- New GSE reward framework and 10% annual growth target in professional registrations to improve attraction and retention of specialist talent
- Mid-career leadership scheme, deep specialist development offer and AI upskilling planned for 2026–2028 to build Senior Civil Service capability
- Measurable goals, biennial Skills Data Commission and annual progress reports ensure accountability starting April 2026
The UK government has unveiled a comprehensive new strategy aimed at tackling critical skills gaps in science and engineering posts across the country.
The strategy document sets out a clear plan to place “excellent science and engineering at the heart of government decisions for a better future”. It directly addresses longstanding shortages by strengthening career pathways, skills development, talent attraction, and retention.
The strategy comes as the Government Science and Engineering (GSE) profession, which has around 10,000 members, plays an increasingly vital role in areas ranging from AI and net zero to public housing, transport, and engineering biology.
Fixing the gaps
The new plan refreshes the 2021 GSE strategy, which achieved 62% of its objectives. Successes included launching the STEM Futures programme, Science & Engineering 101 learning modules, and the GSE Professional Recognition Offer.
However, an evaluation identified shortfalls in support for deep specialists, equity/diversity/inclusion (EDI), and communications.
The 2026 strategy aims to close those gaps while aligning with broader government priorities and is structured around four interconnected themes:
- Career development and leadership
- Skills, recognition and reward
- Talent and interchange
- Connection and community
Equity, diversity and inclusion are embedded across all four.
Targeting the skills shortage head-on
The most direct attack on skills shortages appears in the Skills, recognition and reward theme.
The strategy commits to:
- Conducting a biennial cross-government Skills Data Commission and maintaining the GSE Skills Taxonomy as the authoritative reference for science and engineering roles.
- Using that data to guide targeted learning and development.
- Promoting STEM apprenticeships to boost uptake across departments.
- Supporting members to achieve professional registration, with a target of 10% annual growth in registrations from 2026 to 2028.
- Working with departments to implement a dedicated GSE reward framework that specifically targets science and engineering skills shortages to improve attraction and retention, and move toward more consistent pay approaches.
On the leadership and capability side, the plan includes piloting a mid-career scheme by 2027 to develop scientists and engineers into Senior Civil Service leaders, launching a deep specialist development offer in 2026, and identifying AI upskilling needs tailored to GSE members.
Clear career paths and talent pipelines
To create visible progression routes, the GSE will publish a refreshed Career Framework and six diverse career journey stories per year on its careers site, highlighting department-specific skills.
Talent development measures include strengthening the Science and Engineering Fast Stream (SEFS), with ambitious targets.
This includes at least 70% of participants completing the scheme or securing a Grade 7 role by 2028, and 75% satisfaction with postings. The strategy also aims to increase postings outside London to 50% by 2030.
Interchange programmes such as the Royal Society Pairing Scheme and STEM Futures (which enables secondments, mentoring, and placements between government, industry, and academia) will be expanded and better promoted.
Measurable goals and accountability
Every commitment also comes with timelines and metrics. Examples include:
- Piloting new leadership learning for Senior Civil Service by 2028.
- Upgrading mentoring to support at least 50 mentor-mentee pairs annually.
- Achieving 85% satisfaction in leadership masterclasses.
- Publishing annual progress updates on the GSE members’ site.
The strategy explicitly recognises that diverse teams and evidence-based approaches lead to better policy outcomes for the public, from tackling climate change to harnessing transformative technologies.
“We need the very best science and engineering expertise to help us ask the right questions, provide evidence, and make decisions that will stand the test of time,” said Professor Dame Angela McLean, Government Chief Scientific Adviser and Head of the GSE Profession.
“Bringing together people with different experiences, skills, and viewpoints improves our profession and our science advice. Diverse evidence matters – it helps us see the full picture, challenge our assumptions, and make choices that are fair, inclusive and effective for everyone.”
