Not Your Parents' Trades: Making Way For The 'Toolbelt Generation'
Jim Pauley, President and CEO, National Fire Protection Association.
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From a labor standpoint, the skilled trades are at a pivotal junction. Many veteran workers are retiring or planning to retire in the coming years, but the volume of projects isn't decreasing—in fact, I've found that the rising demand for smarter, safer and more sustainable infrastructure is causing the number of workloads to soar.
There is also a high level of rebuilding underway across the nation in the wake of large-scale disasters like wildfires, hurricanes and flooding. This has created a sense of urgency to not only fill open roles but fill them with workers who are ready and willing to tackle the industry's next generation of trials and demands. For example, workers entering today's trades workforce will have the opportunity to solve new challenges in emerging markets while also serving as advocates for safety amid a regulatory landscape that's constantly threatening to deprioritize it. As more state legislation is passed that weakens or eliminates longstanding fire and life safety codes, the need for young workers who are trained and passionate about reversing these trends is high.
Thankfully, Gen Z appears to be open to answering this call. The media has even labeled Gen Z the potential 'toolbelt generation,' noting that many people in this age bracket are considering trades careers for the hands-on opportunities, high earning potential and job security in cutting-edge fields.
While Gen Z's current excitement about the trades inspires hope, I don't believe just piquing their interest is enough—we in the industry also need to instill in them the critical knowledge and values that will help them drive positive change in the industry. To this end, I believe quality training programs will be key to transferring knowledge and skills to the next generation of workers, helping them promote safety, compliance and trust over the course of their careers.
This is especially important in light of a variety of concerning trends that are picking up pace. My organization and I have observed a growing number of safety decisions being made by people other than safety experts, fewer safety codes being updated and pushed out and other safety standards being lowered or bypassed. When creating or adopting training programs for your industry, make sure they explore why safety codes were created in the first place, the dangers of complacency and why safety always needs to come before profit or special interests.
Once members of Gen Z are trained and ready to enter the trades, it's equally important to retain them. After all, if their initial interest was sparked by the desire for active, dynamic and impactful careers, employers need to ensure they are delivering on those promises. Here are a few ways to keep young workers engaged for the long haul:
With pioneering markets like lithium batteries and sustainable infrastructure growing at a fast pace, there are plenty of new challenges that will require fresh minds and more hands on deck to solve. In my experience, presenting the members of Gen Z in your workforce with opportunities to tackle critical issues and provide essential services is a great way to give them a sense of purpose in their careers.
They can also help communities rebuild safer and stronger after natural disasters. With the right training, young workers can balance communities' need to rebuild quickly and affordably with the need to rebuild safely. Equip them with the power to fight misconceptions, such as the idea that building to safety codes is unattainable or more expensive than the alternative, and advocate for long-term over short-term sight.
With as many as six generations participating in today's workforce, employers need to avoid leaning too far into the preferences of one generation over another or stereotyping workers by age. However, to make room for Gen Z and eventually Gen Alpha in your trade, keep a pulse on the trending expectations of these workers—such as their expectations for a high level of technology integration in daily workflows, trainings and certifications, or for more work-life balance and career advancement opportunities.
Fortunately, there are a wide variety of resources available that can help employers track generational and industry-wide trends. For example, 31% of respondents (registration required) to my company's 2024 Industry Trends Survey believed AI will spur industry growth and make the trades more attractive to younger workers. And 46% of respondents to this year's survey plan to adopt more digital tools within their day-to-day operations than last year.
Training, upskilling and certifying your workforce, especially fresh talent, is an important step in offsetting the loss of veteran workers' skills and knowledge during workforce transitions, but it's also important to deliver this content in a way that's appealing to digital natives. For example, consider integrating tools like virtual reality that provide safe and interactive learning simulations. I've also found that digital codebooks can heighten collaboration and knowledge-sharing between experienced and junior workers, promoting a more skilled workforce.
Although the media paints a hopeful picture of Gen Z's potential role in closing labor and skills gaps in the trades, the industry isn't out of the woods just yet. In order for these young workers to truly become the toolbelt generation, industry leaders should optimize their entire talent lifecycles—from awareness-building to training to retention efforts—to equip them to tackle the challenges of tomorrow.
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