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TRAINING
place that offers extensive, exciting and rewarding long-term career opportunities; however, it is becoming increasingly challenging to fill roles in the chemical supply chain with appropriately skilled people. Although some steps are being taken to address the growing skills gap, there needs to be a greater drive to showcase the opportunities that exist, also to attract and develop new, as well as existing talent.
A SHIFTING PERCEPTIONS
There appears to be three main reasons for the chronic shortage of talent in the sector: the imminent retirement of experienced employees; a perceived skills shortage among the generation that will replace retirees; and the general unpopularity of the industry as an employer of choice due to negative perceptions and lack of awareness. One programme launched to shift negative perceptions and encourage young people to engage with the logistics is Generation Logistics. The first of its kind, this industry-led campaign is aimed at bringing business together, shifting perceptions, and encouraging the next generation to optimise opportunities in the logistics industry. Logistics are an integral part of the chemical supply chain and as an official partner, the CBA is playing a leading role in promoting the programme which is a great example of boosting awareness and engagement. The association itself has launched various initiatives aimed at getting the younger generation interested and involved in the chemical industry, including setting up a Future Council. Having only recently joined the industry themselves and in the early stages of their
large and complex global supply chain – requiring a wide range of skills, job functions and ancillary industries – is in place to maintain and support the chemical industry. It is a
CHEMICAL’S GOT TALENT
TALENT ACQUISITION AND RETENTION IN THE CHEMICAL INDUSTRY
The chemical industry requires a workforce with varying skills and experience not just to operate, but to innovate. In recent years, the right talent has become increasingly difficult to find. Tim Doggett, CEO of the Chemical Business Association (CBA), looks at how industry can both retain and attract diverse future talent to create a sustainable skills pipeline.
own careers, they are well placed to best communicate to future and up-and-coming talent of what the chemical supply chain has to offer. In addition to promoting the chemical supply chain, encouraging future industry talent, and promoting STEM education, the Future Council’s objective is to help young professionals enhance their understanding of the chemical industry beyond their own jobs and enable them to contribute meaningfully to industry policies.
Another initiative facilitated by the CBA is the Young Person’s Award, which was introduced in 2019 with the aim of recognising excellence within the chemical supply chain. Additionally, the association and its
members have supported ‘Chemistry with Cabbage’, a programme set up by Lorelly Wilson MBE with the aim of engaging primary school students in practical chemistry, for many years.
DEVELOPING TALENT To ensure the chemical industry attracts the diverse and inclusive talent pool required to maintain its position as a vital contributor to the UK economy, it must be showcased as a desirable industry in which to build a career. As such, there is a vital need for the chemical supply chain to act now to attract future talent with the aim of providing industry with a steady stream of skilled workers. However, recruitment is just one step in the process. Employee mentoring, training and development are crucial elements to bridging the skills gap and companies in the chemical supply chain must commit to prioritising skills development, either by offering vocational training and skills programmes or by
20 JANUARY/FEBRUARY 2023 | INDUSTRIAL COMPLIANCE
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