Strömsund municipality is characterized by low population density and large distances. We have an ageing population and a relocation to mainly the metropolitan regions. These demographic conditions and problems mean that we need to think along new lines and solve the challenges that this entails. During the preliminary study "Inclusive Workplaces" co-financed by the European Social Fund (ESF), Strömsund Municipality has analysed in depth the challenges that we as employers face. The preliminary study concludes that our main problem consists of an increasing skills shortage due to large retirements and recruitment problems. We have difficulty recruiting people with the right skills. The lack of skills entails an increased risk of lower productivity, quality and cost-effectiveness. The skills gap that arises when we employ people without adequate training and experience and when new employees are to replace people with long experience who retire places new demands on us as an employer. The preliminary study included both external analysis and analysis of own conditions and came up with a number of development areas that form the basis for this application. The project will be called "Strategy 2032: Targeted skills provision" to highlight the importance of sustainability in the envisaged interventions. The strategies and developments that take place during the project period must therefore be sustainable until at least 2032, which is five years after the end of the project. Furthermore, the name should indicate that the work with competence supply should be done in a targeted manner. The main strategies to tackle skills shortages – and which have led us to the goals, activities and indicators written into the project – are to recruit more people, use skills properly and extend working life. This should include the organisation as a whole, which is ensured, among other things, by adhering to the horizontal principles of equality, accessibility and non-discrimination. This project has been designed through the pre-study, according to the LFA-method (Logical Framework Approach) and has the following goals that have been developed in broad collaboration and with ambitious anchoring: Main objectives: Address skills shortages caused by retirement and recruitment problems to maintain/improve productivity, quality and cost-effectiveness. Milestone 1: Improve the working environment for managers and employees. Milestone 2: Improve leadership and organizational governance. Milestone 3: Create common strategies to tackle skills shortages and ensure their implementation. Milestone 4: Improve the recruitment process and ensure its application. Milestone 5: improving accessibility, gender equality and non-discrimination; The project will run from September 2024 to August 2027 and includes cooperation with nearby municipalities, Suntarbetsliv, Arbetsförmedlingen, Akademi Norr, the Transition Fund and the Jämtland Coordination Association. The project will, among other things, reduce the workload for managers, provide extra support to workplaces with special needs, develop a skills needs analysis, design a management program, work out and activate joint plans and strategies for internal career and skills development, help us become better at attracting staff with the right skills and create and implement a plan for universal design of our workplaces.