The start of August 2022 saw the UK Government launch Generation Logistics, an exciting scheme with the goal of future-proofing the logistics sector talent pipeline by challenging the preconceptions of what working in the sector is really like.
Sponsored by the Department of Transport, Generation Logistics collaborates with businesses on all sides of the industry to showcase the opportunities the sector has to offer, encouraging young talent to consider a career in logistics.
Background to the Scheme
President of Logistics UK, Phil Roe is spearheading the campaign and is on record saying that, ‘90% of the population has never considered working in our industry… yet it employs 2.6 million people.’
Mr. Roe goes on to state, ‘at a time when recruiting staff has never been more difficult, this campaign will lift the lid on the opportunities which logistics has on offer and encourage workers of all ages to investigate the careers which our businesses can provide.’
The initial focus of the scheme will be on attracting young adults (between the ages of 16-24 years), the evolving appeal to other potential employee groups – including people switching careers or those re-entering the workplace after maternity or paternity leave.
Generation Logistics is centred around a new platform designed to highlight the many benefits of working in the sector and outline how logistics can and will meet the ambitions of the next generation of talent. Sponsored by the Department for Transport and a welcome number of businesses across the industry, Generation Logistics is committed to raising awareness of the logistics sector, highlighting what the sector can offer.
In addition to a resource-rich online hub, partnerships with industry bodies, trade associations and core businesses like Amazon, DHL, Stobart and Tesco PLC will provide a framework for people to kick-start their logistics career.
Why Is this Important?
Let’s face it, the transport sector doesn’t exactly seem the most alluring sector to young professionals. Young people have a preconceived idea of the sector, often believing the sector to be less desirable than, let’s say the tech, marketing and sustainability sectors. This has left the sector grappling with the existential threat of an aging workforce.
The obvious drawback of an aging workforce is that they’re, generally, less open to or capable of evolving – especially in the face of disruption across our evolving digital landscape.
Think about it, someone with a 25-year career in logistics sector likely knows their role – and the sector – inside out. They’re likely to be less open to change in whatever form it takes.
The average age of HGV drivers working across the logistics sector in 2020 was 49.6 years, up 47.6 years in 2019. However, what was more concerning is that the number of people under the age of 24 training to be HGV drivers in Q2 2020 fell by a startling 57% to 2,742, compared to Q2 2019. It’s clear that the sector needed to address this lest the number of younger HGV drivers across the UK continue to fall.
Remember too that this is just one discipline. The reduction in younger people seeking a logistics career transcends disciplines across the whole sector. Action needs to be taken. Generation Logistics is committed to addressing this.
Evolving Economies and Workforces
The world is changing at an unrivalled pace than at any other time in history. Just think back to the turn of the Millennium. There was no social media – most of us didn’t even have an email address! The advent of the digital age has forever changed our world. The advent of the digital age may be the most profound change in a generation, but it’s hardly the sole societal change since the turn of the Millennium.
It has been estimated that before the end of the 2020’s, just 23% of the world’s population will live in Europe, North America and Australia. The remaining 77% call developing countries home. This redistribution of people will cause a redistribution of wealth. Global trade is one the rise. If trade keeps growing, logistics businesses will need to keep up with demand. Supply chains will evolve.
Why is this such a big deal? Simple. Developing countries have larger, younger talent pools. There’s just one problem: their growth is outpacing talent development. Educational infrastructure will need prepare the workforce. Businesses will need top talent to prosper.
Millennials and Generation Z Will Take Centre Stage
As older generations start to retire, Millennials will account for a greater proportion of the global workforce. And Generation Z isn’t far behind. It’s estimated that by 2025, Millennials and Generation Z will account for roughly 65% of the world’s labour force.
Why is this such a big deal? Millennials and Generation Z are changing the global landscape workforce more than any generation that came before them. Younger workers have a different ethos, different expectations than previous generations. They desire purpose, development and to know that they’re making a difference.
To compete with other sectors, employers in the logistics sector need to offer more than just money. They need to create attractive working environments that appeal to Millennials and Generation Z.
It’s Time for a Change
It’s not just the younger generations considered a career in transportation and logistics who believe the sector to be somewhat unappealing. The sector has been wrestling with negative press for a long while.
For instance, transportation and logistics has a rate of workplace injuries that’s second only to the construction sector. Highlighting workplace safety is paramount. Not only are injuries a danger to people’s health, but they also damage brand reputation.
Then there’s the issue that transportation and logistics is a male-dominated sector. For instance, just 19% of UK employees are female. This is indicative of a lost opportunity. For the sector to thrive, it needs to address this imbalance.
But that’s not all. Logistics and transportation is also plagued by a lack of career progression, personal growth and less than average pay. All these points must be addressed if the sector is to compete with other sectors for top-tier talent.
A Greater Sense of Purpose
Ask any Millennial or Generation Z and they’ll tell you that they want a greater sense of purpose from their role. Obviously, depending on your chose career it can be easier to identify that all-important sense of purpose than others, but that doesn’t mean that it’s not there.
However, if a purpose isn’t immediately evident, like for instance a frontline healthcare worker, businesses can cultivate one, and one of the best ways to do this is to cultivate a company vision.
Why is this so effective? It unites people around a common goal. Showcase achievements, show appreciation for your clients and customers, unite people behind your commitment to a worthy cause.
TOMS shoes, for example, puts profits back into the community by investing profits into grassroots enterprises, including community organisations to drive sustainable change.
Foster Employee Satisfaction
In an ideal world, employees should be brand evangelists, proud and passionate about working for their employers. This is how you’ll attract top-tier talent – the people you need to grow your business. Fast.
Why focus on employee satisfaction? It’s obvious. Meet employee needs and you’ll empower them, fostering loyalty and increasing daily productivity. Young talent will notice this, they’ll feel motivated and become better at their jobs.
What’s more, the better people are at what they do, the more likely your garner success – and attract candidates of a higher calibre.
Cultivating Employee Satisfaction in the Transportation and Logistics
The big question is how to secure employee satisfaction in the transportation and logistics sector? After all, it’s one thing attracting talent, it’s quite another to retain the same talent that’ll drive your business forward. Employee satisfaction is built around three main pillars:
Relationships
As simple as it sounds, building interpersonal relationships is the cornerstone of organisational flourishing. When all’s said and done, businesses that support and facilitate good working relationships have higher levels of employee satisfaction.
Role Value
Being appreciated and valued for the work you do is integral to, not only employee retainment but, attracting higher calibre talent. Everyone wants to feel valued, especially remote workers.
Career Progression
Any transportation and logistics business that can highlight career progression will attract high value talent. As we’ve previously said, young talent want to know that they’ll be able to achieve and prosper in their career. Any business that can offer this will immediately be attractive.
Recruiting Stellar Candidates is the Route to Success
As every business knows, attracting and retaining stellar candidates is the surest way to achieving commercial prosperity. Successful employers aren’t successful because they have an excellent, in-demand product or service (though it doesn’t hurt), they’re successful because they combine this value proposition with interdepartmental teams capable of undertaking every aspect of their role with dexterity and finesse – from senior management to office juniors.
It all starts with recruitment. Hire the right people and you build a solid foundation for continued success. It’s that simple.
Have you several vacancies that need filling? Looking for a shipping and logistics recruitment agency who can help you attract and retail stellar candidates? Get in touch with us today.
Sources:
https://logistics.org.uk/CMSPages/GetFile.aspx?guid=86764e99-6b36-4517-a93d-f567ebfa0ada&lang=en-GB
