INDUSTRY 4.0/IIoT
‘STEAM’ING AHEAD TO CLOSE THE GAP
Tim Doggett, CEO of the Chemical Business Association (CBA), explains how a raft of new initiatives will improve industry’s challenging skills gap
lthough it has been widely reported that the UK economy is suffering from an acute shortage of workers, there is not necessarily a shortage in the chemical supply chain. However, there are many experienced professionals within the workforce who are approaching retirement and there are skills shortages and retention issues in the cohort that will step into their roles.
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Tackling these issues requires all sectors across the chemical supply chain, including the processing and control industries, to embrace a multifaceted outreach and upskilling approach that focuses on a range of existing and aspiring chemical supply chain professionals. This will ensure maximum retention rates and address false perceptions about the chemical supply chain, particularly regarding sustainability and diversity. Action is needed to ensure there is a current and future sustainable pipeline of skilled employees, which has resulted in several associations and other stakeholders launching a number of important initiatives, both individually and through partnerships. Founded and led by the CBA, Generation STEAM, for instance, aims to encourage young people to study the subjects the future workforce will need in the hopes of curbing any upcoming skills gaps.
The acronym STEAM takes the traditional STEM thinking and adds an A for arts, attitude,
ability and ambition, highlighting the need to fill not just traditional STEM roles, but those in areas like finance, IT, HR and sales. It also recognises the importance of creativity and problem- solving, particularly in the processing sector, which stands to benefit from diversity-driven innovation while increasingly using advanced modern technologies, such as AI. Generation STEAM also seeks to challenge the false preconception that the chemical supply chain offers only STEM-centred careers through expanding awareness of the wide variety of roles and the many pathways into them. It also challenges misperceptions around sustainability and diversity by highlighting the chemical supply chain’s leading approach to inclusivity and the positive contributions employees can make to society and the environment. This is particularly pertinent when considering the processing industry and its links to the petrochemical sector, as the perception is there is a lack of interest in sustainability, something that may well be off-putting for the incoming generation of talent.
Processing and control manufacturers and distributors cannot rely solely on recruitment to eradicate the skills gap. Equally important is upskilling and supporting the development of existing employees. One initiative already delivering positive outcomes is the CBA’s People & Skills Hub (P&SH).
A centre for outreach that focuses on engaging and developing both emerging and existing talent, the P&SH provides a network where businesses from across multiple different sectors can collaborate with stakeholders including government and education providers, to share knowledge and access expertise. As a result, it offers access to training, research and professional development resources, as well as facilitating internships, job placements and project collaboration.
The P&SH not only promotes the chemical supply chain as an employer of choice, highlighting the variety of fulfilling careers and
14 NOVEMBER 2024 | PROCESS & CONTROL
positive contributions employees can make, it also undertakes outreach to promote the industry’s equality, diversity and inclusion approach, and attract talent from a broader range of backgrounds, acknowledging the value of a diverse workforce in innovating the chemical supply chain.
Another talent-nurturing initiative is the CBA Future Council. Launched in 2022, it brings together young professionals from different areas of the chemical supply chain, enabling them to expand their understanding of the wider industry through project collaboration and knowledge sharing. This work includes outreach in educational institutes, where the Future Council members act as role models, promoting the supply chain and its diverse career opportunities.
While career development encourages retention, initiatives like the CBA’s 5050Vision recognises the knowledge and expertise of the over 50’s already in the industry, while encouraging others looking for a career change into the chemical supply chain. Wide-ranging CPD is also essential but needs to be delivered in a way that meets the needs of modern businesses. In response, associations now provide a variety of accessible digital courses and resources that are relevant to the process and control industry, such as Online Clinics and Best Practice Workshops covering a range of topics. To maintain a skilled and sustainable workforce, associations, along with other stakeholders, are working to address all aspects of the skills challenge, from engaging the emerging workforce and altering negative perceptions, to upskilling the existing workforce and improving retention. To achieve this, they have implemented initiatives that offer wide- ranging and accessible development opportunities, while showcasing the chemical supply chain, as one that provides long-term, viable and opportunity-filled careers.
Chemical Business Association
www.chemical.org.uk
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