Leaders in the manufacturing industry have the unique opportunity to attract more talent than ever, even as the workforce and job market continue to pose an array of challenges for many industries. Fewer Americans are attending traditional four-year colleges and are instead looking to pursue trade skills and career-connected pathways.
As an industry, we have the potential to fill gaps in our workforce by embracing the idea of knowledge work, creating educational partnerships and investing in untapped talent pools to support the future of manufacturing. With this, we can achieve two main goals: provide Americans with the necessary skills to obtain high-paying jobs now, without the extra time and cost associated with traditional higher education, and ease the ongoing workforce shortages in the manufacturing industry.
Every October, Manufacturing Month urges manufacturing leaders to educate the public by emphasizing the opportunities available and the benefits of choosing this rewarding and ever-evolving career path.
A knowledge worker is an individual whose biggest strength is the information they possess making them invaluable to the workforce. As older generations begin to retire the manufacturing industry is at risk of losing knowledge workers with longevity in the industry.
We must act now to innovate and strategically build talent pipelines to recruit the next generation of knowledge workers in manufacturing.
Education is key because there is a common misconception that manufacturing is a “low-skill” field of work yet, we know that manufacturing presents many opportunities for people to gain important, practical and real-world job skills while working in a fast-paced, growing industry. Manufacturing employees are highly trained and skilled individuals who use their knowledge and experience to help innovate and modernize operations. Additionally, manufacturing is made up of a combination of diverse roles as the equipment used varies greatly depending on the industry or manufacturing process used.
As manufacturing continues to evolve and our world becomes more automated, it is important to invest in workers who can maintain the expertise and knowledge necessary to move the industry forward.
One of the best ways to invest in knowledge workers is through education, but not everyone wants to attend a traditional four-year college. In fact, according to the National Center for Educational Statistics, from 2010-2021 the overall college enrollment rate for 18-24-year-olds decreased from 41% to 38%. By partnering with trade schools and career centers we can reach students and educate them on how viable and rewarding a career in manufacturing can be.
Milacron, a Hillenbrand operating company, has partnered with the Grant Career Center in Ohio to develop a capstone program for high school seniors enrolled in the technical school near the company’s global headquarters. Graduates from Grant learn a firm foundation in manufacturing through hands-on experience in machine mechanics that could transfer to full-time positions at one of Milacron’s neighboring facilities. Partnerships like these provide students with a direct line to future potential employment opportunities and firsthand experience in the industry, without attending a traditional four-year college.
Programs like the Grant Career Center, two-year trade schools and other educational partnerships provide valuable hands-on experience and integrate students into the workforce faster, which would reduce the current strain on our industry. Together, these partnerships are a win for the company, the career center or trade school and the individual pursuing a career in manufacturing.
While there have been numerous advancements across industries to create equality among women, manufacturing is currently behind. Women make up about 57% of the American workforce, but they account for just 29% of manufacturing positions. As industry leaders, we have the power to change this.
While college enrollment is down, we can’t forget the students who have chosen to pursue a traditional four-year college education because 59.5% of college students at the end of the 2020-21 school year were women. Women make up a large part of the college population, however, only three out of every 100 women working toward a bachelor’s degree will work in a STEM position 10 years post-graduation.
Gaps like these can be addressed early through intentional programs and partnerships with organizations that support women and young girls. It is important for industry leaders to work with organizations with goals like Girls Inc., a strategic partner of Hillenbrand. Together, we work to advance the next generation of female STEM leaders through education. Their programs support young girls in identifying, entering and thriving in STEM-focused fields beyond high school. This type of exposure and education can inspire girls to follow a manufacturing career path early by giving them a chance to envision themselves in a STEM career. Investing in and educating your local communities while building partnerships is key to targeting this demographic.
Modern manufacturing is transforming, but what is not changing is the impact it has on the global economy. Manufacturers produce everything we depend on to live our daily lives. As countless jobs remain unfilled and college-going rates decline, we are presented with a unique opportunity to think more strategically about how we can tap into new talent pools and build lucrative talent pipelines. Manufacturing Month is a reminder that it is possible for us to fill these in-demand roles, but it’s up to us to ensure we’re creating those pathways for the next generation.
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