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TRAINING & SKILLS
the initiative going forward will be even more successful.
While there is still much to be done to ensure the chemical supply chain has a sustainable talent pipeline, the initiatives implemented are engaging potential new employees, supporting businesses and changing perceptions of the industry
To improve retention and to ensure that businesses have the skills to move forward, industry associations have a responsibility to ensure their members gain stackable skills. Many of them, including the CBA, offer opportunities to share knowledge as well as providing industry-related training and qualifications in areas such as the carriage of dangerous goods, health & safety, legislation &
INITIATIVES ENSURE A SUSTAINABLE TALENT PIPELINE
Tim Doggett, CEO of the Chemical Business Association (CBA), explores the recruitment and skills issues facing the chemical supply chain and discusses the initiatives to address them
he future of the chemical supply chain depends on its ability to recruit and retain talented and passionate individuals. Given the vast range of roles and specialist skills required within the industry, this is a challenge at the best of times. This is further hampered by negative stereotypes and a young people’s lack of understanding of the importance of industry and awareness of the opportunities it offers. If the chemical supply chain is to adapt and evolve, it needs a sustainable workforce pipeline. To achieve this, it must attract and keep hold of people with the right skills. However, there are three issues in the way.
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Firstly, there are not enough young people studying STEM subjects (science, technology, engineering, and maths). Secondly, the industry generally has a poor perception that deters potential recruits, including concerns about sustainability and diversity within the sector; and finally, there is competition for the best talent that may cause workers to abandon the chemical supply chain for employment outside the sector. Alongside this, many of the industry’s most experienced workers will retire in the coming years, an issue that is already having an impact. To tackle the recruitment, retention and skills challenges, action is required from associations, the government, and the industry at large. Young people need to be encouraged to study STEM subjects; to learn about the essential and critical role that the chemical supply chain plays and its relatability to their everyday lives, and be given a better understanding of the range of career opportunities that it has to offer. Those already working in the industry, meanwhile, need clear career progression
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pathways and easy access to information, training and support in order to progress. At the same time, there needs to be active discussion and promotion around issues such as sustainability, inclusivity, and diversity to make the sector more attractive to young people. This is also relevant to those working in other sectors, who may be looking to switch careers, or return to work after a career break. Changing this perception, and effectively encouraging talent into the sector, requires action from businesses.
The chemical and wider supply chain has had to be proactive in addressing workforce issues and there are various associations, organisations and partnerships running and collaborating on initiatives that are already making a significant difference in all the areas mentioned above.
One of these is Generation Logistics. Backed by the Department for Transport (DfT) for a second year, this industry-wide initiative, involving over 40 sector-leading organisations, including associations like the CBA, seeks to highlight the diverse range of logistics careers. As a sector that is vital to the chemical supply chain, a key objective of the project is to address potential recruitment shortages by engaging with future logistics talent. This will involve raising awareness of career opportunities and highlighting the various routes into the industry, from entry-level pathways to graduate programmes. At the same time, the initiative aims to positively influence how young people perceive the sector through sharing real success stories. In the 12 months following its launch, Generation Logistics gained over 330 ambassadors and created over 822 million opportunities to see the campaign. It is hoped
compliance, and Carbon Literacy. For example, the certified training programme introduced by the Carbon Literacy Project enables companies to mitigate the impact of greenhouse gasses, and when rolled out across a business helps the entire workforce cut their carbon footprint. This also makes companies more attractive to the growing number of young people seeking careers within sustainable organisations. To date, over 72,000 people having been certified as Carbon Literate, and over 260,000 CO2 equivalent tonnes have been saved. With the aim of improving recruitment and tackling the skills gap, the recently launched People & Skills Hub (PASH) has been set up to engage emerging talent and nurture the existing workforce. It provides opportunities for training, outreach, and skills development and is an industry centre for knowledge sharing and collaboration.
With industry experts, thought leaders and aspiring professionals from across the chemical supply chain, the award-winning Hub is a space where people can collaborate, network and share knowledge, as well as access skills development and career progression opportunities and support. At the same time, the Hub seeks to improve equality, diversity and inclusion across the supply chain through initiatives like the Early Talent Pipeline. Plans have already commenced to meet the wide-ranging skills needs of the industry through the Generation STEAM initiative, which not only focuses on the traditional Science, Technology, Engineering and Maths, but also ‘A’ for Arts, Ability and Attitude.
Through STEAM, the CBA looks to encourage young people of all abilities to engage with the chemical supply chain and indeed the chemical industry. In addition, it is promoting inclusivity and diversity for the sector, removing the unconscious bias that only those with a particular set of skills and experience can add value.
Chemical Business Association
www.chemical.org.uk
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