Workforce and Education

In an ever-changing world, collaboration is more necessary than ever for solving the challenges facing our manufacturing workforce. Last week, in Charlotte, North Carolina, the Manufacturing Institute’s annual Workforce Summit united more than 300 industry leaders to do just that, tackling workforce challenges while redefining what manufacturing represents for tomorrow.

The backdrop: MI Chief Program Officer Gardner Carrick opened the summit by highlighting a shift in public perception. Americans view manufacturing more positively now, and attitudes toward education and career pathways are evolving. As confidence in the value of a traditional four-year degree declines, new opportunities are emerging for skills-based careers in modern manufacturing.

• But, Carrick noted, the industry must stay on the offensive. “The next generation of workers doesn’t need convincing that technology is exciting; they live it,” he said.
• “The story isn’t that we’ve changed; it’s that we’re leading,” Carrick concluded. “And that’s what will inspire the next generation.”

Quick insight: Participants at the summit, who came from dozens of manufacturing sectors and many nonprofit and partner organizations, discussed practical, transformative solutions in every session. Here are some of the big takeaways:

• Rethink education: ABB’s Jason Green emphasized the need to get technology into the hands of students early and to reimagine career and technical education, including real-world learning and applications. Apprenticeships built on company needs can help create talent pipelines that are both practical and custom-fit.
• Invest in culture: Lisa Winton of Winton Machine explained why she views culture as a competitive advantage, especially for small manufacturers. Her team leverages local training resources and encourages multigenerational learning, where mentorship flows both ways.
• Design for flexibility: Amatrol’s Paul Perkins urged companies to mold jobs around people, not the other way around. By creating fluid career paths and removing unnecessary barriers, manufacturers can use mobility itself as an attraction strategy.
• Focus on skills: Walmart.org’s Sean Murphy and the MI’s Sytease Geib highlighted skills-based strategies that strengthen pipelines, accelerate and validate learning, enhance retention and unlock meaningful career growth.
• Empowering the frontline: Jerry Dolinsky, CEO of Dozuki, and Dr. Rebecca Powers Teeters of 3M highlighted how AI-driven digital tools can help frontline workers. Connected workers can bridge skills gaps, boost engagement and drive productivity, while practical AI applications create smarter workflows, enhance safety and foster continuous learning and innovation.

Parting words: “The momentum, the environment, the atmosphere surrounding what we do will continue to evolve, and we know that we can solve our problems if the industry is tackling them together,” said MI President and Executive Director Carolyn Lee. “The MI will continue to be here to support you.”

Couldn’t make it this time? The MI, the NAM’s 501(c)3 workforce development and education affiliate, works year-round to help companies strengthen their workforce and deliver innovative solutions to workforce challenges. Here are some ways to get involved:

• Sign up for updates to the MI’s Solutions Center for resources, best practices and opportunities to learn from peers through the Solutions Series. Explore our regularly scheduled virtual convenings as part of the Solutions Series to see how manufacturers across the country are addressing workforce challenges.
• Get updates directly from the MI on the latest workforce insights and be among the first to receive information about upcoming events and to register for next year’s Workforce Summit, taking place in Indianapolis, Indiana.
• Want more labor data and insights? Sign up for the MI’s comprehensive Workforce in Focus newsletter to stay up to date on the latest workforce trends.

The GE Aerospace Foundation has made a $500,000 commitment to the Manufacturing Institute’s Heroes MAKE America initiative, which provides training and certifications for veterans and other members of the military community seeking new careers in manufacturing. (The MI is the NAM’s workforce development and education affiliate.)

The details: The grant will fund the creation of a new accelerated Federal Aviation Administration Airframe and Powerplant (A&P) Certification training program at Fort Bragg in North Carolina in collaboration with Fayetteville Technical Community College.

• The new A&P training program at Fort Bragg will launch in 2026 and will train transitioning servicemembers and veterans to earn the certifications they need to take in-demand jobs in the aerospace industry.
• Fort Bragg is already home to the HMA’s Department of Defense SkillBridge-approved logistics certification training course.

GE Aerospace says: “As we continue to advance the future of flight, it is critical that we invest in developing talent to help us build it and bring it to life,” said GE Aerospace Chief Human Resources Officer and GE Aerospace Foundation Chair Christian Meisner.

• “We look forward to working alongside our partners to reinforce North Carolina’s long-standing leadership as the first in flight and keystone of the aviation manufacturing industry.”

The MI says: “We are thrilled to join forces with the GE Aerospace Foundation to expand Heroes MAKE America and ensure our veterans have the skills needed to integrate into the manufacturing workforce,” added MI President and Executive Director Carolyn Lee.

• “We are committed to providing the resources and opportunities to empower today’s American heroes to become tomorrow’s manufacturing leaders.”

This isn’t your grandfather’s workforce development training (Manufacturing Dive).

What’s going on: “Emerging programs are increasingly going beyond simple vocational training by targeting students early or in underserved communities, offering direct pathways to employment and exposing trainees to advanced tech skills.”

• The changes are a direct response to the longtime shortfall of manufacturing workers, which could reach 1.9 million if current trends persist, according to a Manufacturing Institute–Deloitte study cited by the article.
• The MI is the NAM’s 501(c)3 workforce development and education affiliate.

How it’s happening: Thanks to federal and state-level funding and private-company innovation, “prospective workers can now opt into a manufacturing career via multiple training paths.”

• Events such as those hosted by manufacturers during Manufacturing Month in October are allowing companies to get prospective workers in the door.
• At the events, manufacturers reinforce “that this is a sector where you can make a real impact and build a fulfilling career,” Laura Phillips, vice president of engineering and procurement for Pella Corporation, told the publication. “We get to tell our story, challenge outdated perceptions and spotlight the career pathways that exist in this industry.”

What else they’re doing: Pella uses a “multifaceted” approach to attracting talent, pairing interns with mentors and forming partnerships with schools to host plant tours and job shadows so students can see what modern manufacturing is really about.

• “Many of the students we have met through these interactions have joined the Pella team,” Phillips said.

The automation factor: Pella uses automation to supplement, not replace, human workers.

• The technology “make[s] tough jobs easier and equip[s] younger team members with tools that help them upskill and work hand in hand with technology,” Phillips added.

The MI says: “Manufacturers have long recognized the need to better engage the next generation of workers,” said MI President and Executive Director Carolyn Lee.

• “That’s why MFG Day matters and is so powerful—especially when it’s connected to onboarding and training. Pella’s approach works and is a great model for our industry.”
• “From Manufacturing Month and Manufacturing Day events that bring in prospective team members to pay-as-you-learn training, the industry is igniting interest in students and job seekers everywhere.”

When manufacturers see their team members struggling to find convenient, high-quality child care solutions, they’re increasingly offering their own solutions (Manufacturing Dive).

What’s going on: Sheffield, Iowa–based Sukup Manufacturing Co., a maker of farm equipment that employs some 600 people, saw just such a need a few years ago.

• So the company “formed a coalition with West Fork School District and United Bank & Trust Co. to raise money for a local child care center. The group applied for and received a state matching grant of $1.25 million for the estimated $3.3 million project. Following a year of construction, Bin Town Child Care officially opened November 2024.”
• Today, the center, which has capacity for 112 youngsters, also serves the local community. Currently about 60 spots are filled, one-third of those by the children of Sukup employees.

Expanding existing offerings: At Toyota, employees have been able to count on onsite child care since 1993, when the company opened its first center at its factory in Georgetown, Kentucky.

• In August, the auto manufacturer announced expansions to its care offerings at plants in North Carolina, Alabama, Mississippi and West Virginia. All will be open by 2027.
• Toyota also recently expanded its Princeton, Indiana, child care center “to accommodate up to 366 children over two shifts.”

Why it’s important: With manufacturing job openings still hovering around pre-pandemic levels, companies are keen to offer benefits that will attract and keep workers. One of the most prized benefits today is child care.

• “As we went through COVID and things like that, there was a lot of talk about child care, and the team members’ needs kind of shifted around,” Myriah Sweeney, general manager for people and property services for Toyota North America, told Manufacturing Dive. “They weren’t asking for child care prior to that … or it didn’t seem to be as big of an issue.”
• The article cites a 2023 study by the Manufacturing Institute, the NAM’s 501(c) 3 workforce development and education affiliate, which found that child care is a top concern for both employers and workers in the industry.

The MI says: “Access to child care has long been a major concern for manufacturing workers, which means it’s also been a major concern for manufacturing leaders,” MI President and Executive Director Carolyn Lee said.

• “These manufacturers are leading the way in innovative, generous and employee-first offerings, enabling more workers to build long-term careers in manufacturing.”

Howmet Aerospace Vice President of Procurement Gina Govojdean never doubted that she would have a career in manufacturing.

• “I was always interested in manufacturing, because I was drawn to the idea of making things that matter,” she said.

Govojdean’s breadth of experience within the industry has shaped the leader she is today—from her first internship at what was then Alcoa Inc. to more than a decade of leadership in procurement, internal audit, operations and plant management.

The beginning: Govojdean’s early career in procurement gave her a chance to hone her negotiation skills. But it wasn’t long before she asked herself: how do I compete with colleagues who have decades more experience? Her answer: diversify. After four years working in procurement, she moved into an internal audit role—a position traditionally held by accountants.

• “I saw it as an opportunity,” said Govojdean. “The internal audit team travels, and that was the first lens for me that showed I could get closer to the plants that make things. I’d see all these processes and all these operations. I decided to diversify my skill set—and that became a key theme for me.”

Learning on the job: Govojdean has held 13 roles in 13 years—each one helping her grow and get closer to the action on the factory floor.

• “Stepping away and diversifying what I was able to experience really made me a much better leader,” said Govojdean.

Lots of opportunity: Her experiences in different areas demonstrate the wide range of opportunities that are available in manufacturing, and she’s enthusiastic about encouraging others to join the industry.

• “There are so many different functions and so many important people when it comes to making something—there’s something for everyone,” said Govojdean. “It’s something that’s special about manufacturing, and something that should draw in the kind of people who chase opportunities and want different experiences. It’s there. Sometimes you just have to raise your hand and say ‘yes.’”

Leading the field: Govojdean is grateful to the mentors who have encouraged her throughout her career—and as a leader in manufacturing herself, she’s enthusiastic about mentoring others.

• “It’s a fast-paced environment, and things really need to go right when you’re serving such a critical customer base—but being tough and kind is not mutually exclusive,” said Govojdean. “You can lead with grit while also being kind.”
• “Really believing in people and empowering them—that’s one of the most rewarding things about being in manufacturing leadership.”

Gaining recognition: Thanks to her passion for manufacturing, her dedication to mentorship and her relentless pursuit of excellence, Govojdean was named a 2025 Women MAKE Awards (now STEP Ahead Awards) Honoree by the Manufacturing Institute. The awards honor 130 individuals who have achieved excellence in the manufacturing industry, everywhere from the shop floor to the C-suite, helping the next generation see themselves in modern manufacturing careers.

Filling a need: At a time when manufacturing faces a significant employment gap—with an estimated 3.8 million positions needing to be filled by 2033—Govojdean sees the breadth of opportunity as the industry’s strong suit.

• “I see every day as an opportunity to challenge outdated perceptions around the manufacturing workforce and open doors to others,” said Govojdean. “This field thrives when diverse voices are part of the conversation.”

Looking to the future: As manufacturing continues to evolve, leaders like Govojdean show what’s possible when talent meets opportunity. Her journey is a reminder that this industry doesn’t just build products; it builds careers, leaders and futures. And as the next generation looks to make an impact, manufacturing is ready for them.

Get involved: Do you know someone like Govojdean who is making an outsized impact on the manufacturing industry? If so, you can nominate your peer or colleague for the 2026 STEP Ahead Awards here.

The Manufacturing Institute’s recent Heroes MAKE America ‘Military to Manufacturing’ Career Fair at Fort Bragg in North Carolina highlighted Johnson & Johnson’s commitment to helping our nation’s heroes.

What’s going on: The day’s event, which also comprised an employer spotlight and was held last Thursday on the 107-year-old military base, delivered on HMA’s mission: connecting military members seeking jobs with national and regional manufacturers looking for talent. More than 20 employers attended, hoping to recruit top talent.

• Since launching in 2018, Heroes MAKE America—an initiative of the NAM’s 501(c)3 workforce development and education affiliate, the Manufacturing Institute—has exposed nearly 50,000 participants searching for their next manufacturing careers through training and events.
• Johnson & Johnson Chief Technical Operations and Risk Officer and NAM Board chair and MI board member Kathy Wengel was on hand to give remarks to the audience, which consisted of HMA alumni, future class participants, active duty and transitioning military members, veterans, military spouses and state and military leadership.
• Wengel was joined by MI President and Executive Director Carolyn Lee, NAM President and CEO Jay Timmons, who serves as Chair of the MI’s Board, Johnson & Johnson Wilson plant manager and U.S. Army veteran Pete Goodridge, and North Carolina Department of Military and Veterans Affairs General Counsel Jimmie Bellamy.

Manufacturing needs you: A common theme among the manufacturing leaders’ remarks was the still-high number of open (and rewarding) jobs in the industry—currently at about 400,000.

• “We want even more people from across the nation to join this industry,” Lee told the crowd. “The skills you bring as transitioning service members—leadership, discipline, problem-solving, teamwork, technical expertise and more—are exactly what manufacturers are looking for. That’s what today is all about: connecting you with companies eager to meet you and that value your experience.”

Investing in the state—and the military: Timmons talked about the groundbreaking earlier this year of J&J’s new biologics facility in Wilson, North Carolina, as well as the health company’s announcement of its intention to invest $55 billion in U.S. manufacturing over the next four years.

• “That investment sends a powerful signal about the opportunities in store for those considering this career path,” Timmons added.
• Added Wengel, “In addition to our partnership with Heroes MAKE America, we have several initiatives at J&J to support military hires and the military community as a whole.”
• Through the Veteran’s Leadership Council, the group gives its workforce access to mentors and volunteers, leadership and development opportunities. It also has a strong military leave policy, which provides full pay and benefits to activated employees for up to three years. J&J partners with leading veterans service organizations to offer a wide range of services to veterans and their families.

Why Heroes? Heroes MAKE America—which has a Skillbridge Certified Logistics Technician course in partnership with Fayetteville Technical Community College, near Fort Bragg  also offers in-person and virtual training programs nationwide to assist veterans and transitioning military members in earning industry recognized certifications and skills needed in modern manufacturing.

• These include courses in manufacturing operations, industrial system maintenance, automation and robotics, and aviation maintenance.
• “These programs don’t just train you,” Lee told the audience. “They open doors.”
• More than 500 companies in 49 states have hired HMA graduates at salaries exceeding $72,000. The program has a 96% graduation rate and a 92% placement rate.

Dive deeper: Learn more about how your company can get involved with Heroes MAKE America here.

The Manufacturing Institute—the workforce development and education affiliate of the NAM—announced that Novonesis, a global leader in biosolutions, will serve as the platinum sponsor for MFG Day 2025, an initiative of the MI.

What it means: Novonesis will host the MI’s MFG Day event on Oct. 2 at their North American headquarters in Franklinton, North Carolina.

• In addition, Novonesis sites across the country will host other events in honor of MFG Day, a monthlong celebration of manufacturing excellence during which students, parents and educators can explore the industry’s many exciting career paths.
• Hundreds of other companies throughout the U.S. will join Novonesis and the MI in this celebration, hosting events that highlight a vast array of industry sectors, job types, educational opportunities and much more.

What they’ll see: Novonesis will welcome 200 local high school students, key educational institutions and biotech partners on Oct. 2, as well as state and national leadership for an in-depth, behind-the-scenes look at Novonesis’s laboratories and production facility.

• These visitors will get to see scientists developing biosolutions for use in food, fuel, household products, supplements, animal health and nutrition, agriculture and more.

What we’re saying: “As an innovative biomanufacturer, Novonesis is a perfect company to headline MFG Day. Its state-of-the-art labs and facilities showcase everything modern manufacturing has to offer as a career path,” said MI President and Executive Director Carolyn Lee.

• “In a study  co-written by MI and Deloitte last year, we found that the manufacturing sector will have more than 3.8 million job openings by 2033. This shortage is an existential threat to our industry. MFG Day is an opportunity for our industry to start building the workforce of tomorrow by educating students about rewarding career opportunities that they might not otherwise consider.”
• “We thank Novonesis for showing students everything our sector has to offer by opening its doors and inspiring students—not just in North Carolina, but nationwide.”

A long history: Manufacturers have been opening their doors on MFG Day since 2012, in one of the industry’s foremost efforts to attract and shape the next generation of talent.

• By stepping inside manufacturing facilities, students experience—up close and in action—what modern manufacturing really looks like.
• Last year, MFG Day boasted more than 700 registered events nationwide, inspiring thousands of students to imagine themselves in a wide range of creative, high-tech careers.

The last word: “The future of manufacturing—and biomanufacturing in particular—depends on our ability to inspire and prepare the next generation for the high-tech, high-impact careers ahead,” said Tue Micheelsen, Novonesis North America president and head of global consumer health.

• “For decades, Novonesis has helped strengthen America’s manufacturing workforce by supporting STEM education, advancing training programs like BioWork, and creating hands-on learning opportunities that connect talent with real-world applications.”
• “Through Manufacturing Day, we’re opening our doors to students and communities across the country to spark curiosity, challenge outdated perceptions, and show that the innovations shaping the world can start in their own backyards. These efforts aren’t just about building a pipeline of skilled workers. They’re about helping the U.S. lead the future of biomanufacturing.”

Toyota has provided its manufacturing team members with high-quality childcare options for decades. This week, it announced a major expansion in its offerings, revealing plans for four new childcare centers for parents working at plants in North Carolina, Mississippi, Alabama and West Virginia.

How it works: The centers, which will all open by 2027, will be managed by third-party childcare providers and offer schedules that align with plant operations, so that team members can go to work confident that their children are well looked after.

• “At Toyota, we know it is paramount for working parents to have access to quality childcare, and manufacturing is not always a nine-to-five job,” said Denita Neville, vice president of Toyota’s corporate shared services.
• “Offering childcare motivates and empowers our team members, makes our industry more inclusive and helps our smallest learners of today become our biggest leaders of tomorrow.”

A long history: These four new centers will join two other facilities that have been in operation for years.

• Toyota’s Georgetown, Kentucky, plant has offered round-the-clock childcare since way back in 1993. Its Indiana center is also well-established, having opened its doors in 2003, and is undergoing an expansion that will be completed this September. (Check out our previous article on these centers here.)

• All of Toyota’s sites are or will be accredited by the National Association for the Education of Young Children, which establishes standards for high-quality childcare.

Other offerings: Toyota also provides other childcare options, partnering with Bright Horizons to help team members find regular childcare and backup options for emergency care, among other services.

Rave reviews: “As a working mom, it’s been such a relief to have childcare that supports my work schedule,” said Patricia Pastrana Arroyo, a group leader at Toyota Indiana, said about the Indiana center.

• “The early education program is exceptional. The teachers are nurturing, attentive and genuinely caring toward each child. They keep parents informed with daily reports, pictures and updates, which helps me feel connected to my son even when I’m not there.”

Partnering with the MI: As an active partner of the Manufacturing Institute, the NAM’s workforce development and education affiliate, Toyota has contributed to the MI’s efforts to bolster the manufacturing industry’s childcare offerings.

• Mazda Toyota Manufacturing, a joint venture between Mazda Motor Corporation and Toyota Motor Corporation, helped the MI formulate its influential whitepaper about childcare in the industry, “Flexibility Approaches for Manufacturing Production Workers,” which found that companies that provided workers with the flexibility to meet personal obligations, such as child care, reported greater success.
• Toyota also participated in an MI panel for manufacturing workforce leaders interested in expanding their own companies’ benefits.

The last word: “Toyota’s investment in childcare sets a powerful example of how manufacturers can meet the real needs of their workforce,” said MI President and Executive Director Carolyn Lee.

• “Access to quality, flexible childcare not only supports working parents, it strengthens our industry’s ability to attract and retain talent. By removing one of the biggest hurdles to workforce participation, Toyota is helping to ensure that more people can build meaningful, long-term careers in manufacturing.”

California’s manufacturing community has several reasons to celebrate.

What’s going on: On July 28, California marked a major milestone: the launch of the first-ever Federation for Advanced Manufacturing Education chapter west of the Rockies. Reedley College hosted both the chapter’s debut and FAME Signing Day, celebrating students who are beginning their journeys in advanced manufacturing.

• California Representatives Jim Fong and Jim Costa were on hand at Reedley on signing day, when the new Central Valley FAME Chapter was announced.
• Students in the new chapter will work part-time jobs this year at manufacturing companies while taking manufacturing-focused classes on campus.

The background: FAME is the highly successful workforce development program founded in 2010 by Toyota and now run entirely by the Manufacturing Institute, the NAM’s 501c3 workforce development and education affiliate.

Years in the making: The new chapter’s establishment was the result of four years of collaboration and commitment.

• Four years ago, Fresno County Economic Development Corporation was part of a cohort that received technical assistance from the MI, learning how to apply for the Good Jobs challenge grant from the U.S. Economic Development Administration.
• Three years ago, Fresno County EDC was awarded $23 million, allowing it to expand its work with the San Joaquin Valley Manufacturing Alliance and other regional partners.
• In 2023, Reedley College piloted a short-term manufacturing training program and started a regional listening tour for potential employers.
• Last year, dozens of manufacturers in the valley gathered to determine their training needs and start a local FAME chapter.

The MI says: “This milestone proves what’s possible when education and industry work together: a stronger talent pipeline, better career pathways and a brighter future for manufacturing in California and nationwide,” said Gardner Carrick, chief program officer at the Manufacturing Institute. “It’s proof that when industry and education come together with a shared vision, we can transform communities.”

Get involved: Learn more here about FAME and how you can tap into this global-best training resource. And don’t forget to follow FAME USA on LinkedIn.

Manufacturers are leading the charge on artificial intelligence—but unlocking its full potential depends on training workers to use AI technologies and expanding the talent pipeline. By embracing AI and equipping people with the right skills, the industry can help fill hundreds of thousands of open jobs, the NAM told Axios in a recent interview (subscription).

What’s going on: NAM President and CEO Jay Timmons and Manufacturing Institute President and Executive Director Carolyn Lee spoke with Axios’ Ben Berkowitz about the current “glittering need” for manufacturing employees and how the sector can attract, train and keep team members. (The MI is the NAM’s 501(c)3 workforce development and education affiliate.)

• “These are high-tech, 21st-century, well-paying, rewarding roles,” Timmons said. “Some require advanced degrees, some a four-year degree and some just a high school diploma.”

Why it’s important: Manufacturing has been averaging about 450,000 open positions every month for the past year, Timmons continued.

• “Looking ahead, if we don’t act now, we’re facing about 2 million unfilled manufacturing jobs by 2033,” he told Berkowitz, citing a recent study by the MI and Deloitte.

What must be done: The answer? Training and partnerships—the right kind, Lee said.

• “Manufacturers … recognize that we need new forms of training and that schools—K–12, higher ed and postsecondary institutions—need to integrate AI into their curriculums. And we are seeing that happen in parts of the country.”
• The MI is working with companies to create programs to train both the current and future generations of workers.
• “The reality is, today’s AI will be surpassed quickly,” Lee continued. “So we need people who are ready now—with skills like prompting, systems thinking and the ability to work alongside AI.”

Misperceptions: Though it pays well and offers exciting, cutting-edge career opportunities, manufacturing still suffers from outdated perceptions among the general populace, according to Timmons and Lee. But that can be fixed, they said.

• The FAME USA apprenticeship-style program, founded by Toyota and now operated by the MI, has chapters in 16 states, Lee told Berkowitz.
• “[W]hen we go out to recruit for these roles, the interest is huge—because students realize they’re learning high-demand, cutting-edge skills in a job with long-term security and strong pay,” she said, adding that a 2020 study found that members of the original FAME class in Kentucky were earning an average salary of $95,000 within five years of completing the program.
• “When Jay and I go out and talk to students—especially during Manufacturing Day events—once they hear the pay potential and understand the work, interest skyrockets.”

Not on the sidelines: When it comes to AI, manufacturers aren’t simply watching events unfold, the NAM and MI told Axios.

• “We’re helping shape the future of AI,” Timmons said. “We’re using [AI] tools to expand capacity, drive investment, create jobs and grow wages right here in the U.S.”

A lookback: According to the latest report from the Manufacturing Leadership Council—the digital transformation division of the NAM—51% of manufacturers stated they already use AI, but 82% cite a lack of AI-ready skills as the top workforce challenge. The NAM recently proposed a series of policy recommendations for policymakers to drive AI development and adoption in manufacturing, which includes a recommendation on developing the manufacturing workforce of the AI age by supporting training programs and career and technical education institutions.