Now Is The Time To Address The Manufacturing Labor Shortage BY TROY WILSON
In recent years, companies of all sizes have faced considerable challenges in recruiting and retaining employees. The manufacturing sector has not been immune to these difficulties.
Manufacturing job projections for the coming years are staggering. The Manufacturing Institute (MI), the nonprofit workforce development and ed- ucation arm of the National Association of Manufac- turers (NAM), has projected that 4 million U.S. manu- facturing jobs will need to be filled by 2030. Of those openings, it is anticipated that 2.1 million could potentially remain unfilled if hiring trends do not change.
Troy Wilson
This shortage, according to MI, could cost the U.S. economy $1 trillion in 2030 alone. To help address these employment difficulties, we must moti- vate more people to embark on manufacturing careers. MI is leading these efforts through initiatives such as MFG (Manufactur- ing) Day. Held annually on the first Friday in October, it is a day when man- ufacturing leaders across the country strive to inspire future generations of our workforce. Today’s manufacturing jobs are not the dangerous, dirty, low-paying and laborious careers of previous generations. At Domtar — and numerous oth- er manufacturing facilities throughout our country — employees engage in jobs that are innovative, high-tech, creative, collaborative, sustainable and safe. One way we can reset long-lasting, misguided perceptions about the manufacturing industry is by connecting with our communities, particular- ly high school and college students and educators. In recent years, the manufacturing sector has witnessed a declining interest in STEM careers and vocations among students. This trend underscores the importance of raising awareness of high-paying and gratifying careers in manufacturing. At Domtar’s Kingsport Mill, we are committed to doing our part to ad- dress this need. Recently, we welcomed engineering students from East Tennessee State University and a group of Virginia teachers to our facility. Through guided tours and question-and-answer sessions, we increased awareness of career options available at Domtar, and we laid the groundwork for on- going dialogue with students and educators. Company-wide, Domtar recruiters attend college fairs to find talent to fill full-time, intern and co-op positions. Both co-op and intern opportunities can lead to full-time employment upon graduation. We offer scholarships to assist students seeking a dual degree (chemical/pulp paper), and we part- ner with several institutions, including NC State University, Miami University (Ohio), Western Michigan University, University of Wisconsin-Stevens Point and Michigan Technological University. Manufacturers should extend their outreach beyond students and edu- cators, however. We also need to include those who have traditionally been underrepresented in manufacturing, particularly women. Currently, less than one-third of all manufacturing jobs are held by fe- males, and once in the industry, they are almost twice as likely to leave than their male counterparts. Encouraging STEM education interest in CONTINUED ON PAGE 16
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October 16, 2023
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