Learning and training have always been discretionary spends for corporations (The demand for skills should not be demand-led, peterskyte.computing.co.uk).

If the UK is not to fall behind the rest of continental Europe, never mind such countries as India and China, UK firms - some of which are subsidiaries of global corporations often with US-based headquarters - must stop regarding vital investment in learning and training as non-essential.

In lean times, target the spend on immediate and  urgent skills training. In better times, allow employees to broaden their knowledge beyond just the known technical or workplace skills.

For example, let them learn a new language, or  follow a course in environmental studies or even on how to direct a stage play. Maybe none of these would have a direct or immediate application at work, but they would equip an employee with knowledge and skills that will, inevitably, come into play at some time   during their careers.

Government can play a part by assisting companies, perhaps through the taxation system, to provide financial incentives to continually re-skill the workforce.

Mick Matysiak