It’s clear to anyone working in the textile coloration industry that we’re encountering serious, global problems in attracting and training new blood to replace those seasoned experts who are retiring.
Young dyers, passionate about colour science, are just not entering our sector in sufficient numbers.
We at the SDC, plus our members and network, have discussed at length the reasons for this. They include fewer potential new recruits actively choosing a career in dyeing, and a lack of clarity about opportunities for promotion and advancement.
But the most important conversation to be having right now is, what do we, collectively, do about it? How can we close the textile dyeing skills gap?
We put the tricky question “What do you believe could make things better?” to over 100 respondents from several countries in our recent SDC Skills Survey 2021 which set out to examine the extent of the growing talent vacuum.
The answers were varied and thoughtful. Here’s a summary of what people said.
Part-time or online learning being made available globally
The Society of Dyers and Colourists offers internationally-recognised qualifications in the science of textile coloration — from beginner courses to degree-level professional certification.
Though ours isn’t the only route to greater knowledge and expertise, we’re now working to make more owners and managers aware of all of our educational opportunities, for their stars of the dyehouse, printworks, dye/chemical supplier or laboratory.
Incentivisation of young people with higher starting salaries
This is easier said than done but with qualified colour scientists often in a position to ‘call the shots’, employers may need to rethink their offer. This could include a review of pay scales, the possibility for flexible or negotiable working conditions, better perks and benefits, and transparent structures for progression. At the end of the day, qualified colour chemists offer more value and therefore although they may cost more, these will be recouped in the long-term.
More dedicated support from governments globally, such as subsidised training
Different governments have varying approaches to subsidising workplace training but if opportunities are potentially available, our industry must lobby for its fair share of financial assistance – and make sure we are among the first in the queue among sectors in need of this.
A more practical approach to learning, i.e. ‘earn and learn’
While full-time education has its important place in preparing colour scientists for their careers, workplaces that promote earning and learning simultaneously will reap the benefits of employees learning the latest theory and being able to put it straight into practice. This ethos also provides employers with the opportunity to ‘grow their own’ loyal specialists.
Those with key skills and knowledge taking up training or teaching positions
We know that great people are needed on dyehouse floors but there’s no way this can happen if inspirational teachers are not there to set them on this path – and enthuse them about their amazing career ahead!
Bridging the skills gap through more apprenticeship opportunities
Again, apprenticeship systems vary by nation – but whatever structure is in place, there needs to be robust opportunities for young professionals, who perhaps have not been through the university system to learn, grow and excel in their dyeing career.
In all, our international sector – and our friends, associates and allies – have plenty of ideas for how to tackle this difficult issue. Now the real challenge ahead is finding ways to work together, to start to put these promising theories into tangible practice.
04/05/2021