Attracting and retaining the workforce for the future

It was recently reported in EU Business News that three in five young people would be unlikely to consider a career in manufacturing. When we couple this with the fact that there has been a steady decline of traditional manufacturing apprenticeships in many European countries, it creates a real risk for a significant skills gap in our industry.
 
If manufacturing isn't attracting and retaining early talent, this will lead to a skills gap that will ultimately mean less innovation and lower productivity in one of our most vital sectors.
 
So, what's the scale of the problem—and what can we do about it?
 

The need for fresh talent

Welcoming new talent into manufacturing is increasingly vital to the sector's long-term success. As existing talented workers retire, we urgently need early talent to pick-up the baton and carry forward the industry, developing our future technologies and helping us continue our journey to work smarter, safer, and more sustainably.
 
As early talent enter the workforce, they bring new ways of thinking and different perspectives. While experienced professionals have embraced new technologies over time, early talent often enter the workforce already fluent in digital tools, data-driven systems, and platforms like AI. Together, these complementary strengths can drive innovation and adaptability across the industry
 

What we as an industry can do

To compete for the next generation of talent, manufacturing must evolve in how we present ourselves to new jobseekers.
 
First, learning and development opportunities are essential. As well as equipping new recruits with technical skills, they demonstrate that manufacturing takes ambition seriously and offers credible, long-term career paths that are dynamic and flexible. By the same token, structured mentorship programs give employees the feedback and support they need to grow, and ultimately, signal that they will be valued and invested in from day one.
 
We also need to ensure our hiring processes and workplace environments are attractive to jobseekers. That means offering a digital-friendly recruitment process, role models that we can truly look up to, and a focus on wellbeing within the workplace—creating an environment where people feel seen, supported, and inspired to thrive.

What we’re doing at ASSA ABLOY Opening Solutions EMEIA

At ASSA ABLOY Opening Solutions EMEIA, we’re constantly investing in our early talent programs. Since 2010, our EMEIA Graduate Programme has welcomed over 200 ambitious young professionals onto an 18-month development journey—one that offers real opportunities to learn, grow, and contribute meaningfully to the business.
 
I've been personally involved in shaping this program over the years and I’m proud to say it has achieved a 5-year retention rate of over 90% following completion. This is testament to the program’s effective support structures and real commitment to the long-term career prospects of all participants.
 
Since 2022, female representation in STEM roles across our business has grown by 20%, and women now hold 27% of management positions. We have ambitious targets to continue to grow female representation.
 
Further illustrating our focus on creating a workplace that is inclusive and has a real sense of belonging, 85% of our colleagues now say they feel comfortable being themselves at work. This is 3% above the industry benchmark, though our target remains 100%.
 
These outcomes reflect a meaningful cultural shift and the kind of company we are building for the future.
 

Looking ahead

Creating a truly future-focused business culture is an ongoing process. The world is evolving quickly—and so must we. This means constantly improving how we recruit, support, and retain our employees, while continuing to build an industry that reflects the values and expectations of the modern workforce.

Jack Robinson is SVP & Head of Human Resources at ASSA ABLOY Opening Solutions EMEIA