Why upskilling staff is essential to remaining competitive in the dyeing industry

While advancing processes and technology generate new opportunities, they also create skills gaps.

It is well known that there is a global shortage in proficient dyeing and coloration operatives and as such, it is imperative that businesses look to upskill their workforce.

This will secure not only their own company’s long-term operational stability, but also the future of the wider, international dyeing industry.

There are many benefits to ensuring that staff members in dyehouses, and at laboratories as well as dye manufacturers, are professionally trained. Formal education will not only aid the employee’s career – but will also have positive results for several aspects of the business.

Keeping good people

Employee retention is a key positive outcome of educating a workforce. The cost of developing the skillset of an employee is far less than the expense of attracting new recruits – especially in a sector beset by a lack of suitable candidates.

So, upskilling great workers has the dual outcome of both improving employee retention – and avoiding expensive recruitment costs.

Staff members remain loyal when they can see that an employer is investing in their future and showing them a clear progression path within the business.

Better customer relations and productivity

More highly skilled and qualified staff also generate greater revenue, as they are able to provide an enhanced service to customers, clients and partners.

Employees who can demonstrate up-to-date knowledge of changing processes and technologies, as well as a solid understanding of science in dyeing, will ensure a business remains competitive in a constantly evolving industry.

Research has shown that upskilling a workforce can increase productivity by up to 25%. Formal training also promotes consistency in output when compared with relying on in-house training alone. Therefore, a qualified employee becomes a valuable asset to the business.

Enhanced reputation

Cultivating a reputation as an employer that invests in its people also attracts top talent. According to one study, 91% of young adults surveyed cited professional training as a critical factor when choosing a place to work.

Again, in an industry where rising stars are often scarce, being able to attract the right recruits will have a positive impact on the bottom line.

Employee expectations continue to evolve – and newcomers to the industry are likely to look elsewhere if they cannot see clear opportunities for progression.

The Society of Dyers and Colourists offers the only chartered education pathway in the world for dyeing professionals.

It begins with the entry-level Foundation Textile Coloration Certificate (FTCC), followed by the Textile Coloration Certificate (TCC), and finally, the degree-equivalent Associate of the Society of Dyers and Colourists (ASDC).

Together each level offers a framework for a promising technician’s whole professional development plan. Course fees are £1,605 for FTCC, £5,350 for TCC, and £12,000 for ADSC – and those in the UK can get assistance of up to 60% from the SDC’s Future Textile Dyers Fund for the first two qualifications.

The ASDC is a third of the cost of a university degree equivalent and provides more focused and specialist learning in the science of dyeing.

Technical manager at Holmfirth Dyers, Jason Sullivan commented: “Looking within for talent, rather than recruiting externally, is a way of succession planning.

“When someone nears retirement, you have to think about how you will replace them. I achieved ASDC in 1996 and have used the theoretical knowledge I learned ever since.

“It’s the same for all graduates – the combination of practical experience and theory gives you what you need to be able to do a very demanding job with a lot of responsibility.”