As the cost of a college education has ballooned to nearly $100,000 a year, a new generation of workers may be opting out of a four-year degree—and seeking out trade jobs instead. Among Gen Z, blue-collar jobs in industries like plumbing and construction have grown more appealing, promising job security and decent pay. A survey conducted by the Harris Poll last year found that Gen Z expressed a marked interest in moving into the trades, and that they were more likely to view those jobs positively when compared to corporate roles.
The trades are also desperately in need of younger workers, as they struggle to meet demand and find skilled workers. That’s especially true in the manufacturing industry: A new Deloitte report estimates that within the next decade, manufacturers may need to fill 3.8 million open roles, as people age out of the workforce and more jobs are created.
President Trump’s far-reaching tariffs could also drive up the labor shortage in the manufacturing industry. A recent Goldman Sachs analysis concluded that the tariffs are likely to create 100,000 new manufacturing jobs, according to Axios. In fact, the manufacturing industry has seen significant growth since the pandemic—in part driven by initiatives to create more semiconductor and clean-energy jobs.
But unlike other trades, the manufacturing sector may not be able to rely on renewed interest from a new crop of young workers. It seems manufacturing jobs don’t hold the same allure for Gen Z workers; in surveys, they have shown little desire to engage with industrial work due to concerns over wages and safety. A study by the workplace safety software company Soter Analytics found that one in five Gen Z respondents believed industrial work paid poorly, and a quarter of them also did not view industrial work as safe.
Another sticking point for Gen Z is flexibility, something young workers repeatedly cite as a major priority. As the Deloitte survey notes, manufacturing executives are aware this presents a challenge in an industry that typically relies on in-person work with fixed schedules—but many of them also reported that offering flexible arrangements like splitting or swapping shifts had helped increase retention. (By contrast, other jobs in the trades can offer more flexibility or allow workers to set their own hours.)
But perhaps the greatest hurdle to luring young workers to manufacturing jobs may be that that Gen Z often wants to feel a sense of purpose at work. Job satisfaction tends to be especially low among blue-collar workers: According to a recent survey by the Pew Research Center, only 43% of those workers said they were very satisfied with their jobs, as compared to 53% of employees in other industries. Younger workers were even less likely to be satisfied than their older counterparts—and also less likely to view their job as a career. If manufacturing employers can’t find a way to address issues like job satisfaction and flexibility, they may continue struggling to appeal to Gen Z workers.
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