Skills shortage in the plastics industry

The shortage of skilled labour poses considerable challenges for the plastics industry. In an interview with K-Mag, Sven Weihe, member of the management board of the German Plastics Processing Industry Association (in German: Gesamtverband Kunststoffverarbeitende Industrie e.V. - GKV) specialising in ‘education policy, vocational training and business administration’, explains the main causes of the shortage of qualified specialists and what measures the association is taking to counteract this.

Weihe emphasises the importance of training, further education, and diversity. He makes it clear that creative approaches and increased advertising for technical professions are necessary to secure the future of the plastics industry in the long term.

Mr Weihe, many sectors of industry are complaining about the current shortage of skilled workers. In your opinion, what factors contribute most to the shortage of skilled labour in the plastics industry?

Sven Weihe: One of the main causes of the skills shortage is demographic change. The baby boomers of the post-war era are gradually retiring, while significantly fewer young people are joining them. Enthusiasm for scientific and technical professions is also waning in society in general - yet it is precisely on so-called STEM graduates that our industry depends. At the same time, many young people believe that they absolutely have to go to university. But this is not the case. Our dual education system, for which we [in Germany] are admired all over the world, offers many exciting training opportunities for young people. As an industry, we need to promote this even more so that young people want to join us.

What measures are you initiating as an association to counteract the shortage of skilled labour?

Weihe: The GKV, i.e. the German Plastics Processing Industry Association, and its four supporting associations, including pro-K, are making a major contribution to counteracting the shortage of skilled labour in the industry: Not least by renaming the vocational training for plastics technologists, we have strengthened the job profile and upgraded and modernised it with new content on digitalisation and sustainability aspects. The GKV aims to draw attention to the professional fields in our industry through a wide range of activities. We also do this with activities at the K tradefair or by awarding the Günter Schwank Prize to the ten best trainees in the plastics sector in Germany.

What role do further training and retraining programmes play in combating the shortage of skilled workers?

Weihe: The importance of further training, qualification and retraining programmes should not be underestimated in the search for young talent. This can be another important step in attracting people from other professions to the plastics processing industry. They can acquire the necessary qualifications for a career in the plastics industry through targeted retraining programmes. Unfortunately, small and medium-sized enterprises (SMEs) often find it difficult to access further vocational training. Although the state provides a wide range of subsidies for further training, SMEs that want to provide further training still face a variety of legal, infrastructural and organisational challenges. However, there is often a lack of the necessary resources in the company to fulfil these.

How important is the topic of diversity and inclusion in the context of the shortage of skilled labour in the plastics industry?

Weihe: Diversity is often understood and approached too one-sidedly in companies. It's not just about equal rights for women, but also about differences in culture, origin, age, socio-economic background, professional experience, education, sexual orientation, mental and physical abilities. People with disabilities are often neglected. However, diversity and inclusion can be economic success factors for companies. Companies with a diverse workforce benefit from the varied perspectives, life experiences, knowledge and mindsets of their employees.

What long-term strategies do you see as necessary to sustainably combat the shortage of skilled labour in the plastics industry?

Weihe: It is not only the plastics processing industry that is affected by the shortage of skilled labour and trainees and competition for trainees is intensifying within the industry. Today, companies must be much more active in recruiting young people so that they can secure the next generation of skilled workers and labour. For many companies, there is no way around training marketing in order to present themselves as an attractive employer. Unusual activities such as applicant casting, speed dating or promotional days in the company attract attention and arouse curiosity. In this way, motivated young people who might not have received an invitation based on their certificates may also make it to the interview. As with product marketing, creativity wins.

How important is the K trade fair for dialogue and networking within the plastics industry and what role does it play in finding solutions to the shortage of skilled workers?

Weihe: K is the ideal place for direct encounters and personal dialogue between companies and young professionals. As the meeting place for the global plastics and rubber industry, it is THE industry showcase for sophisticated technical solutions and innovations. This is where corporate groups meet medium-sized companies and start-ups as well as trade visitors meet the specialists of tomorrow. That is why the tradefair is an absolute ‘place to be’ for our industry. With the ‘Club of the Best’, to which all winners of the Günter Schwank Prize are admitted, we offer the top young professionals in our industry exclusive insights into premium K-stands as well as a great platform for dialogue and exchange.