Addressing the Skills Gap in the UK Metalworking Sector

Undoubtedly one of the biggest challenges facing the UK’s metalworking sector today is attracting new talent. A growing economy and an ageing workforce has left the industry in urgent need of a new generation of skilled metalworkers to meet increased demands.

Metalworking requires technical and specialist skills, so the ‘skills gap’ certainly isn’t a brand new phenomenon, but has been exacerbated in recent years due to myriad events, including Brexit, the coronavirus pandemic and the war in Ukraine.

As we embark on our latest training push, we wanted to understand how the skills gap is affecting the industry. We surveyed metalworking decision makers in the UK, asking them a range of questions to understand their attitudes towards training in their organisation and the role it will play in their company’s priorities over the next 12 months.

Attitudes to training

Our research revealed that training, for many metalworkers, is one of the favoured parts of the role, with over half (53%) of those surveyed citing it as one of the reasons that they like their job. Whilst training is beneficial for, and as our research suggests appreciated across all age groups, it seems that younger employees are particularly keen to undertake training. Of those aged 25 – 34, 56% said they like their job due to the training provided by their organisation, compared with 48% of those aged 45-54.

Training is often a costly process for employers but is vital if metalworking talent is to grow and succeed. As such, it is an investment into employees’ futures and the future of the sector as a whole. In fact, almost a third of those surveyed (32%) agreed that their company’s willingness to invest in training makes them feel valued by their employer. Those who feel most valued by employers that invest in training are employees at companies with smaller turnovers, with a vast majority (83%) of those working at companies with turnovers between £100,000 and £999,999 agreeing, compared with only a quarter (25%) at companies with higher turnovers between £100 million and £499.99 million. This could be due to numerous factors. For example, those with a smaller turnover may have tighter budgets, so how and where these budgets are spent is potentially more carefully considered.

Current efforts

Despite our research showing that employees are receptive to training opportunities, respondents were divided when asked if the industry is doing enough to address the skills gap. Over half (52%) of those surveyed said that their organisation provides sufficient training to help those entering the industry gain the skills they need to do the job efficiently. In particular, welding managers (69%) and fabrication managers (59%) were the most confident in their companies’ training efforts, which is positive to see given the specialist and technical nature of both disciplines. However, this still leaves just under half (48%) who do not feel that their organisation provides adequate training for those entering the industry. A further 51% also agreed that their organisation could be doing more to overcome the skills gap overall.

One of the most accessible ways for new talent to enter the sector and help overcome the skills gap is through an apprenticeship. Such schemes provide the opportunity to obtain real-world experience beyond the classroom, as well as being paid whilst they learn. Our research found that almost two-fifths (37%) of our respondents work for employers that employ apprentices. Whilst this is a great start, wider implementation of apprenticeships is essential if the metalworking industry are serious about attracting those new to the workforce or looking for a career change, and ultimately, closing the skills gap.

The year ahead

Despite the divide in opinion across the industry when it comes to training and the skills gap, it appears that the year ahead will see a concentrated effort to upskill the metalworking workforce. Of those we surveyed, 54% said that their company will be investing in upskilling in the next 12 months and 47% say that this is a priority for their organisation.

As well as upskilling, ongoing training will also be a focus for over half of metalworking companies in the next 12 months. Whilst having one-off training sessions will be suitable in certain circumstances, ongoing training provides structure to employee development, keeping employees both engaged and equipped to tackle the latest challenges.

Two-fifths of companies will also be seeking more training directly from suppliers in the next 12 months. This is something that we have offered to our customers for a number of years. Our team of experts provide tailor-made abrasive product training to each organisation to ensure those using SAIT products are confident in the processes and techniques. We cover everything from the broadest introductions to abrasives through to highly focused training on specific processes. Customers who do make use of this service have told us how beneficial this is, so it’s pleasing to see that more companies will be focusing on this over the course of the year.

Businesses have a vital role to play in upskilling the workforce, which sees real value in such training. On top of this, we need to ensure that this career is both attractive and accessible for those considering a role in the industry. It is promising to see that many do recognise this responsibility but we also need to leverage the options we already have available, such as collaborating with suppliers who often offer training for free.

SAIT UK prides itself not only on being knowledgeable, but also approachable – providing a practical grounding on its products, guided by the specifics of your business. If you have any questions about the training we offer, get in touch via our contact form.