“In the pursuit of creating additional Ohio Manufacturing jobs, U.S. policymakers confront a concerning reality: a significant portion of adults obtaining manufacturing degrees in Ohio do not ultimately find employment within the state’s manufacturing sector.
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Ohio Manufacturing Job
Despite Ohio Manufacturing Job reputation as a manufacturing powerhouse with over 690,000 jobs, a recent report from the RAND Corporation revealed that less than 40 percent of adults earning manufacturing-related credentials from Ohio public colleges between 2006 and 2019 were working in manufacturing within the state a year after graduation.
This disparity underscores a surplus of highly skilled manufacturing workers, with their numbers growing by 17,000 in September alone. A key factor contributing to this phenomenon is the lack of diversity within the industry. The majority of higher-paid manufacturing workers are male, and approximately 80 percent are White. Women and individuals from diverse racial backgrounds, especially Black, Hispanic, Latino, and Native American workers, experience higher attrition rates, lower pay, and less frequent promotions.
Ohio’s experience offers valuable insights into the evolving challenges and opportunities in manufacturing, with notable highlights from the study including:
High attrition rates, particularly for women and workers from diverse racial backgrounds, who also face lower pay and fewer promotions.
Identifying strategies to reduce attrition in the transition from manufacturing education to the workforce is critical for expanding a diverse workforce and cultivating a pipeline of highly skilled workers.
Projections indicate a growing demand for skilled American manufacturing workers, surpassing the available supply, with an estimated 2.1 million unfilled jobs by 2030. The industry grapples with a tight labor market, struggling even to fill well-compensated entry-level production positions. To address these challenges, industry and policy leaders must:
Enhance pay and benefits for diverse workers.
Combat attrition through upskilling opportunities, a rarity within the industry.
Attract workers from diverse backgrounds, including initiatives such as offering “second chances” to individuals with criminal records through workshops like those organized by the Manufacturing Institute.
While there is more work to be done, these studies serve as a starting point for progress. At Lumina Foundation, we remain committed to leveraging research, ensuring quality credentials lead to promising employment, and supporting adult learners eager to contribute their diverse talents to a better world through learning and earning opportunities.”
