By Christy Martin, Ed.D.
Editor’s Note: This is part two in a three-part series
Current statistics and labor-market information about trades and skilled labor in the United States are alarming. Job openings now appear in areas we did not anticipate, and in some cases in fields we have not seen before. Forward planning has lagged; in many sectors we are already in catch-up mode.
The American public education model reflects our cultural and democratic ideals: K–12 schools offer opportunities for all young people to choose their path. Parents, counselors, teachers, and students themselves make decisions that influence future careers. For decades, we have judged schools by how many graduates go on to college or university, elevating the four-year degree as the primary marker of success. That emphasis, combined with the rising cost of postsecondary education, has diverted many talented young people away from careers that can be more lucrative and reliable than those offered by traditional college programs. At the same time, this focus has helped create critical shortages across infrastructure and essential services industries.
The pandemic exposed and intensified the need. Let’s examine the problem.
Baby boomers hold the majority of trades positions and are retiring in record numbers. The workforce in skilled trades is aging: the average master plumber is about 58 years old and the average electrician is around 61, compared with an overall U.S. worker average of 41.3 years. This demographic trend means a large, experienced workforce is exiting just as demand is rising.
At the end of June, even amid high pandemic unemployment, there were 5.9 million unfilled jobs. The U.S. Department of Education has reported an anticipated 68 percent increase in demand for workers in carpentry, electrical work, plumbing, sheet metal, HVAC, truck driving, and pipefitting in the coming year. Their data also indicate that those who complete trades training are more likely to be employed—and more likely to work in their area of training—than many of their college-educated peers.
Healthcare and technology continue to show strong growth. According to Business Insider (Sept. 2020), healthcare jobs are projected to grow by about 14 percent in the next decade and technology roles by roughly 12 percent. Construction companies report severe hiring difficulties—81 percent say they cannot fill salaried or hourly positions. The Bureau of Labor Statistics adds that the U.S. will need approximately 76,000 mechanics per year over the next decade to meet demand in that lucrative trade.
Manufacturing is another sector with a pronounced worker shortage. Many manufacturing roles require only a high school diploma and on-the-job training, yet companies struggle to retain employees despite offering competitive benefits—healthcare plans, paid holidays and time off, onsite clinics, and other incentives. Employers report challenges with workers’ readiness for the demands and self-discipline of steady employment: following directions, maintaining focus on job tasks, and committing to training long enough to acquire necessary skills. Modern manufacturing is often high tech; workers must be able to operate equipment and integrate it into continuously updated production systems.
If we are future-focused after surviving the pandemic, we must recognize that manufacturing—once the backbone of our economy—needs to revive in the United States. Overreliance on global suppliers has exposed vulnerabilities in our supply chains and national security. Returning manufacturing to domestic soil requires a skilled workforce capable of producing efficiently and competitively.
There is also a shortage of available employees in lower-skill job markets. The nation urgently needs more home health aides and personal care workers to support an aging population. Post-pandemic recovery will also revive demand for hospitality, food service, and motel staff. For many of these positions, employment accountability is a concern: attendance, consistency, and sustained work history are uneven among eligible workers.
Without targeted education interventions and community-driven efforts to develop a productive workforce, the country risks losing the economic resilience that supports democratic institutions. To remain competitive and independent in the global market, we must broaden our view of opportunity beyond the traditional college pathway. Young people deserve access to well-paying careers, meaningful skill development, and the pride that comes from mastering a trade. Reorienting our career paradigms will not be easy, but it is essential to prepare the next generation to be contributing adults in an unprecedented job market.
About the author
Dr. Christy Martin recently retired after more than 30 years as an educator in K–12 and higher education, plus six years in social services for foster youth. She regards advocating for at-risk youth as a calling. Since retiring in February, she has returned to writing, focusing on child welfare and school issues. She lives in East Tennessee, about 15 miles from the Great Smoky Mountains National Park.
This article was originally published by The Learning Counsel, a research institute and news media hub focused on the shift to digital curriculum in education.