by Derek Cameron
As with much of the state's economy, Connecticut's manufacturing sector is suffering an acute labor shortage in the midst of the coronavirus pandemic. This phenomenon is best illustrated by Connecticut Business and Industry Association (CBIA) President Chris DiPentima's statement that, despite there being "thousands of job openings" in it, Connecticut's manufacturing sector has recovered a meager 38 percent of its COVID-19-related job losses. These anemic gains cannot be attributed to a lack of demand for workers in this sector, since consumer demand for American- manufactured goods has soared during the pandemic and—according to Connecticut Chief Manufacturing Officer Colin Cooper—anecdotal data suggests that approximately 10 percent of all manufacturing positions in Connecticut remain unfilled. As such, a shortage of available workers must be to blame.
In a similar vein to many other sectors' pandemic-related labor shortages, uncompetitive wages have served as a substantial contributor to the shortages plaguing the manufacturing sector. However, the manufacturing sector also faces unique challenges that do not confound other sectors. For instance, many prospective workers simply lack the necessary skills to enter the manufacturing sector, especially as it becomes increasingly oriented toward producing more complex products utilizing workers with specialized trades. In addition, a large volume of older workers in the manufacturing sector have retired, and replacing them is becoming a daunting task. Finally, manufacturing jobs are often (erroneously) perceived as tedious, grimy, dangerous, and lacking in opportunities for professional advancement. Needless to say, this misperception attaches a stigma to manufacturing jobs that discourages workers from pursuing them.
Various strategies for addressing these challenges have been devised, with state and local governments being key contributors. For instance, the Connecticut Manufacturing Innovation Fund Advisory Board voted last October to release $8.3 million in funding to support various technology and workforce initiatives—including increasing engineer internships for resident college students, establishing a matching grant program intended to reduce the cost of accessing digital readiness and cybersecurity assessments, developing an advertising campaign highlighting the manufacturing sector's career opportunities, and many others—intended to ensure that Connecticut's manufacturing sector remains competitive and staffed with an adequate workforce. This is merely one component of the Board's long-standing support for a variety of programs intended to strengthen Connecticut's manufacturing sector, which range from career activities for K-12 students to providing "pre-apprenticeships" and funding for tuition, books, and transportation for students enrolled in college-level manufacturing courses. Also, the Connecticut General Assembly has established a working group under the leadership of the Connecticut Center for Advanced Technology and the consulting firm CONNSTEP that will be tasked with creating legislative proposals to assist small- and mid-sized businesses with ensuring that their facilities are technologically up-to-date and, thus, suitable for today's workforce and industry demands. The state government has also supported training programs in technical and comprehensive high schools, colleges and universities, the correctional system, and online. At the local level, the City of Hartford has created two so-called "Walk-in Community Manufacturing Training Centers" to expand its talent pipeline for the manufacturing sector.
The federal government has also contributed. For example, a portion of funds from the American Rescue Plan Act are being allocated toward a short-term job training program referred to as CareerConneCT. Additionally, the National Science Foundation has provided a $7.5 million grant to Tunxis Community College and the Connecticut State Colleges and Universities College of Technology to house the nation's only National Center for Next Generation Manufacturing, thus further expanding the manufacturing sector's talent pipeline. These are just a few examples of the various programs being supported by both federal and state funding that seek to expand Connecticut's manufacturing sector workforce.
The education sector—including both higher education and technical and comprehensive high schools—has also contributed greatly to addressing the manufacturing sector's challenges, including in partnerships with employers. For example, a new Advanced Manufacturing Technology Center has been opened at Western Connecticut State University, wherein students may be enrolled at Naugatuck Valley Community College's two-semester manufacturing certificate program and earn an OSHA 10 Certificate and a nationally recognized credential for the National Institute for Metal Working Skills. In addition, Connecticut State Colleges and Universities (CSCU) and the University of Connecticut have partnered with GE Appliances to develop training programs for students with an interest in manufacturing and/or engineering at GE's new CoCREATE facility in Stamford. This will ensure that GE's current and future demands for appliance manufacturers are thoroughly satisfied. CSCU—along with Goodwin University—has also partnered with the American Association of Retired Persons (AARP) to further expand the talent pipeline for manufacturing by offering AARP members a 25% tuition scholarship and establishing a $10,000 scholarship fund for residents over age 50 enrolled in a manufacturing program at a higher education institution. Finally, Platt Technical High School in Milford is slated to open a new facility on its current property that will provide a much more advanced workplace for its students, giving them more of the necessary skills and tools to establish careers in today's manufacturing sector.
Despite these myriad actions, employers in the manufacturing sector must adjust their operations and encourage candidates to consider them for employment if they are to adequately address their woes, according to the Connecticut Business and Industry Association. Several actions are necessary to do so. First, employers must establish a company culture that reflects the values of today's workers. This includes increasing their social and environmental sustainability, hosting team-building outings, establishing flexible work hours, providing mentoring opportunities, and creating systematic progress reviews. Second, employers must publicly convey their use of advanced technology in their facilities, including utilizing social media to distinguish themselves from other employers and establishing why manufacturing is a rewarding career choice. More specifically, they must specifically establish and prove that manufacturing jobs are not the dirty, tedious, and dangerous occupations that they are often perceived as. Third, they must create a working environment that facilitates personal growth and advancement, encourages employees to share ideas and make suggestions that may improve the company, makes it evident that they value employees' contributions, and provides frequent feedback for and communication with employees. Fourth and finally, they must promote the importance of continuous education and job training (to encourage current and prospective employees to enroll therein) and make employees abundantly aware that they provide learning opportunities in order to further develop their job skills. If employers take these actions, the CBIA says, they will stand a considerable chance of securing the workers they demand.
Works Cited
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