Municipalities' health and social care are facing extensive challenges in relation to demographics and reduced resources, such as the transition to Good and Close Care (national reform), skills provision, changing skills requirements and professional roles, and the implementation of a new Social Services Act for a sustainable social service. Digitalisation and welfare technologies are seen as a way to meet these challenges, but in themselves constitute a challenge that will entail a major transformation. Digitalisation in municipal health and social care can be about automating or simplifying administrative processes, facilitating communication, monitoring/self-monitoring or using other welfare technology that improves the quality of life or independence for the user. Concrete examples of welfare technology are medicine robots, motion detectors that alarm in case of deviations and night cameras for surveillance. The work in municipal health and social care requires both a general digital competence to understand how to use digital solutions and welfare technology, and complementary non-technical competences to enable implementation and development to take place in a way that is good for both users, staff and operations. The general digital competence means that you have a basic practical and theoretical knowledge of the technology - how to use different devices, login, security aspects and understanding of concepts. Complementary non-technical competence is, for example, about ethics, communication, innovation, understanding of the interaction between people and technology and, not least, change management. The reasons why the digitalisation of health and social care is slow or does not have the expected effects may be that one remains in old ways of working, that decisions on and design of new technologies do not involve those who will use the technology and have knowledge of the problem the technology is expected to solve. It may also be that employees do not receive training or that the training focuses on instructions for handling applications and tools and disregards the complementary non-technical skills. As an assistant nurse or care assistant, digitalisation and welfare technology can lead to new unexpected situations and conflicts. Fear or resistance to the technology may exist among users, relatives and colleagues. The fact that the large group of care workers consists of about 90 per cent women, many of whom are foreign-born, poses an important gender equality challenge, as they feel that they have little opportunity to participate in decisions and design of new technology and to influence how working methods and tasks change. Digitalisation and welfare technology itself, as well as the changes in working methods and organisation that will be required, mean a great need for new skills. Employees in municipal health and social care in Östergötland need general digital skills as well as complementary non-technical skills in order for digitalisation and the introduction of welfare technology to lead to expected effects such as increased productivity and improved efficiency, which at the same time provides a good quality of life for users and a good working environment for employees. Digital skills are needed at all levels of the organisation – from service assistant to management. The objectives of the project are to: Increase the overall digital competence of participants. Increase the complementary non-technical competences of participants. Increase the conditions for participating employees to participate in the implementation of new technology. This is a gender equality goal as it is not least about women's ability to influence decisions regarding new technology and changes in tasks. Increase participating managers' ability to implement new technology and change working methods in the business. Everyone should have the opportunity to participate in EviDig based on their circumstances. Improve the capacity of participating activities to deploy digital technologies. The EviDig project will apply the methods for competence development developed within Evikomp. The Evikomp model is based on interactions between the following components: a digital learning platform, support and resources for co-creation and the opportunity for municipalities to develop their own training, leadership support for managers/leaders, competence coordinators who support workplaces with information, planning and follow-up in their competence development, pedagogical support at learning sessions and networks for different professional groups. The core of Evikomp is to promote workplace learning where the development of the individual and the business go hand in hand. A unique method that has been developed within Evikomp is dilemma films. Evikomp works for learning where the whole working group participates in joint learning sessions with room for reflection. With Evikomp, there is a ready-made infrastructure to deliver comp