Three in five British manufacturers are experiencing challenges in accessing a skilled workforce, yet almost half are doing nothing to attract younger generations. In a sector that demands very specific competencies, from heat pump engineering to electrical vehicle management, it is vital that businesses develop a new trained workforce to replace older employees retiring out of service.
To maintain growth and competitiveness, manufacturers need to target Generation Z and Generation Alpha (those born between the early 1990s and 2025). Leaders must be proactive and open minded to secure this next wave of talent.
Engage with skills providers
Though a lack of manufacturing training opportunities may seem like an issue for the government and educational providers, industry has its part to play. Employers should join forces with educational initiatives to create a guaranteed skills pipeline.
Manufacturers can make use of the Apprenticeship Levy, reinvesting this tax on large businesses into training new employees in hands-on skills. Choosing to onboard apprentices is a more attractive option now Higher Technical Qualifications (HTQs) are available for manufacturing, offering leaders more choice in how they upskill their new workforce. Partnerships with specific educational outfits can also be fruitful, such as that between the University of Birmingham and Rolls-Royce. The collaboration has resulted in a continuous supply of people highly trained in manufacturing advanced metallic alloys, a skillset the automotive firm desperately needed.
Embrace new technology
Gen Z and Alpha are the digital native generation, having grown up with internet access and a rapid rate of change in new technologies. As a result, they expect their place of employment to embrace digital innovation and evolve their legacy tech. Savvy business leaders are catching on, with 91% saying they will need to provide more advanced digital experiences to retain their young workforce.
In manufacturing, there is a stark contrast between the industry’s stereotypical image – dark and dirty factory floor, outdated machinery and repetitive tasks – and its bright future. Industry 4.0 heralds the automation of tedious labour, exciting new innovations in robotics, and wireless connectivity. Manufacturing is leading the way on hyped concepts like AI and 3D printing. Leaders must embrace the sector’s revolution not just for productivity, but to demonstrate how learning new skills can unlock a career on the cutting-edge for Gen Z and Alpha.
Provide safety assurances
Manufacturing’s image also suffers from horror stories of factory accidents, with a quarter of Gen Z believing that industrial work is not safe. As manufacturing sits only behind construction in the number of fatal deaths, it is vital that leaders have an active policy towards employee safety and communicate this clearly.
Luckily, developments in technology give manufacturers more ways to elevate workplace safety. One lumber supplier, for example, saw a 79% decrease in incidents after installing AI-enabled onsite video cameras, that alert managers in real time to potential issues. To appeal to Gen Z, it is not enough to simply follow baseline regulations. Instead, reassure potential employees by going above and beyond in safety measures and publicising your best practice.
Collaborating, embracing change and prioritising people will create a working environment ready for Gen Z and Alpha. Enshrine this drive for progression in company values and emphasise it in marketing. Prioritising future-readiness will attract the diverse and talented young people who have the skills, values, and aspirations to drive growth and innovation in the years to come.