The print and graphics industries are facing an ongoing employment crisis. This is a major problem because our industries are essential to the economy. The factors driving this shift have been a long time coming—and vary widely—yet solutions are close at hand.
Technology, globalization, and employee demographics are shifting print
One reason is that the industry is changing rapidly. As machines become more sophisticated, they can do many of the tasks that were once performed solely by human workers, and the jobs now available to workers have changed. New technologies are constantly emerging, and it can be difficult for workers to keep up and learn the necessary skills. At the other end of the spectrum, jobs in the industry are sometimes seen as low-paying, low-skilled, or lacking growth opportunities. We know this is not the case, but it is a perception that can be difficult to overcome.
Globalization is another factor. Many large US organizations are purchasing less expensive print products produced overseas, with lower labor costs, which puts pressure on domestic printers. At the same time, opportunities for remote work have exploded, presenting potential employees with nearly unlimited options.
Changing demographics are also playing a role in a shifting print industry. The number of young people entering the workforce is declining, and many of those who are entering the workforce are choosing to pursue remote or flexible positions.
All of these factors contribute to a shortage of workers, making it difficult for commercial printers to find qualified employees.
Men, ‘prime age’ workers, and traditional print employees are elusive
Manufacturing—including printing, prepress, and packaging production—has long been male-dominated. However, in recent years, there has been a steady decline in the number of men working in these jobs, and those numbers were exacerbated by the pandemic. While the U.S. labor market remains incredibly tight—with the economy adding another 517,000 jobs at the end of 2022—around 7 million men between the ages of 25 and 54 are sitting it out, according to recent reports.
The Minneapolis Federal Reserve Bank also found that 25% of “prime-age” Americans aren’t currently working — and while some say they’re looking for jobs but can’t find any, others are opting out due to caregiving responsibilities, health concerns, pursuing new skills or schooling, and early retirement.
This shift presents an opportunity to diversify print and graphic communications. But increasing diversity, equity, and inclusion in pre-media, print and packaging, media production, bindery, and finishing will depend on fresh ideas and industry collaboration.
What is DEI anyway?
SME Senior Director of Membership Sheronda Carr defines diversity, equity, and inclusion in her post, The New Faces of Manufacturing: DEI at Work.
DEI encompasses policies and practices designed to make people of various backgrounds feel welcome and ensure they have support to perform to the fullest of their abilities. Here’s what the three components mean:
- Diversity refers to the presence of differences within the workplace, including ethnicity, race, gender, sexual orientation, gender identity, age, and socioeconomic background.
- Equity is the act of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for everyone.
- Inclusion is the practice of making people feel a sense of belonging at work.
Together, they can provide substantial and lasting benefits for both employees and employers, as well as society at large. The goal is to create a more equal playing field while providing a diversity of experience and opinions for a better overall team environment.
Creating a sense of belonging is the newest evolution of DEI—now becoming known as DEIB. Research shows that fostering the five pillars of belonging—feeling welcomed, known, included, supported, and connected—in workplace culture helps create psychological safety and real inclusion, which in turn leads to higher productivity and results.
Manufacturing, which print falls under, is a key part of the global economy, and it is important that the industry reflects the diversity of the people it serves. In Brinda Murty’s article, Addressing Manufacturing’s Diversity Problem, the global transformation services leader for Genpact’s High-Tech, Manufacturing, and Services vertical stresses that transforming manufacturing companies to include a diverse workforce can have an enormous benefit.
Murty points out that “companies in the top quartile for gender-diverse executive suites are 15% more likely to generate above-average profitability compared to the bottom quartile of companies with predominantly white and male executive teams.” There are several reasons why diverse companies can easily outpace others:
Increased innovation. A diverse workforce brings a variety of perspectives and experiences to the table, which can lead to new and innovative ideas.
Improved problem-solving. A diverse team can solve complex problems better because they can draw on a broader range of knowledge and experience.
Elevated employee satisfaction. Employees who feel they belong and are valued are more likely to be satisfied with their jobs.
Better customer service. A diverse workforce enhances understanding and meets the needs of a diverse customer base.
Attract, hire, and retain workers from diverse backgrounds
Print is facing a challenge, but it can be overcome. Leaders can do—and are doing—all kinds of things to transform hiring and retention, such as offering more training and development opportunities to help workers keep up with the latest technologies and develop new skills. By engaging underrepresented groups, the industry can ensure its future success. In addition, companies and professional organizations in our industries can:
- Promote the industry as a good career choice for women and minorities.
- Highlight the industry’s commitment to diversity and inclusion.
- Offer scholarships and other financial assistance to underrepresented people interested in pursuing careers in print and graphics.
- Partner with organizations that work to promote diversity and inclusion in the workplace.
- Invest time and money in creating a more welcoming and inclusive workplace culture.
- Offer a more flexible work environment and remote work opportunities to the people statistically more likely to be the primary parent, caregiver, and, evermore often, breadwinner in their families.
As the hiring landscape changes, we can and must change with it. Engaging a diverse and forward-focused workforce is the key to print’s future.
Hiring takes considerable investment from leaders – we know it can be tricky! It’s the core of our business as the go-to staffing partner on behalf of the graphic communications, printing, and packaging industries. When you need a partner to create a team that works, seek out Semper Workforce Solutions. We offer short and long-term direct hire and ready-to-work flex staffing solutions.
Register as a client today, or email us directly: always@semperllc.com. When you need to fill 1 or 100 permanent positions, PrintWorkers has job postings and resume packages sorted by skills and regions to fit your timeline and budget.