Tackling the UK Manufacturing Skills Gap

The events of the last few years have had a drastic effect on the health of UK manufacturing. Britain’s exit from the European Union was already set to impact staffing levels in the manufacturing sector, ending the free flow of workers from EU countries. Many EU citizens already in the UK also left the country, creating a labour gap it has not yet been possible to fill.

Some experts also argue that the staff shortages associated with Brexit are an aggravating factor in the supply chain issues currently affecting the manufacturing sector. These issues are global, affecting economies around the world regardless of domestic policy. But the skills gap in UK manufacturing was already an issue before the crisis began, and it urgently needs to be addressed.

Future crisis

According to the ECITB, nearly 20% of the current manufacturing and engineering workforce in the UK will retire by 2026. In order to fill that looming gap, the government estimates that 186,000 skilled workers need to be recruited every year. And this, in turn, relies on talented young graduates actively pursuing careers in industry.

Right now, that just isn’t happening as often as it should. The result is that the average age of workers in UK manufacturing – traditionally an “older” sector to begin with – is continuing to rise. How can this gap be closed?

One major challenge is the way manufacturing is perceived. Writing in Investment Monitor, Ruth Strachan identifies “job snobbery” as holding young people back from exploring careers in the sector, with both graduates and their parents concerned about unskilled work, grimy conditions and a lack of prospects. As those in the sector know, such perceptions are outdated and inaccurate. However, they are very persistent among those who have not had direct experience of today’s manufacturing environment.

Focus on skills

The first and most obvious argument – and one many industry observers have made – is that perceptions need to change. Tailored recruitment campaigns, attractive starting packages and closer collaboration between employers and higher education providers will all help new graduates to see a career in manufacturing as a positive choice.

However, some believe more radical approaches are needed. British manufacturing has historically been devalued. Many people – including policy-makers – have continued to believe that technological advances will inevitably make the sector obsolete. Together with the increased emphasis on university education to the detriment of vocational and technical training, this has put the UK well behind some other countries. In Germany, for example, technical career paths are a valued and thriving alternative to the academic route.

One argument is that manufacturers need to be proactive, not reactive, in creating career paths. Industry 4.0 is going to require a substantially different set of skills from those used by the manufacturing workforce. This means that employers should think strategically now, to attract and retain the workers they will need in the decades to come.

Manufacturing is a dynamic, exciting sector with tremendous potential for growth. It should be very attractive to talented graduates who want a long-term career. A truly forward-looking recruitment strategy can bridge the skills gap and secure the future of UK manufacturing.