A Solution for the Workforce Shortage: Diversity, Equity, and Inclusion

Manufacturers today are grappling with similar challenges from their counterparts in the 1950s, faced with staffing a reliable, productive workforce that is diverse, equitable, and inclusive. In 1949, the U.S. Chamber of Commerce and the National Association of Manufacturers drafted a report to U.S. employers urging them to consider employing workers in older age groups or with physical impairments and that these workers are valuable and competent employees.

70 Years Later and Room for Improvement

In the more than 70 years since that report, while there has been progress with the passing of the Americans with Disabilities Act, ADA, in 1990, there is still a lot more that can be done.  According to the Centers for Disease Control and Prevention, CDC, 53 million adults in the U.S., that is approximately one in five Americans, live with one or more disabilities.  Yet according to the Bureau of Labor Statistics, BLS, for the year 2020, only 17.9% of people with a disability were employed compared to 61.8% of people with no disability.

Workforce Shortage Provides Opportunities

Employers today must provide a workforce that focuses on Diversity, Equity, and Inclusion, DEI, and they can provide a potential solution to a workforce shortage. There are estimated to be as many as 2.1 million jobs that will be left unfilled by the year 2030, with job openings costing the U.S. economy roughly $1 trillion for the year 2030. Most employers feel that finding the right talent and skill level is at least 36% harder than it was in 2018 even with the higher unemployment rate that is nearly double the amount of available employees. 77% of manufacturers feel that they will have difficulties attracting and retaining employees throughout 2022.

Manufacturers have the ability to create pathways for tomorrow’s workforce today, which goes far beyond training and skills development. Employers can provide opportunities to underrepresented groups, people with alternate abilities, and help these employees evolve with programs that involve and engage. Some well-known companies in the service sector such as Walgreens and Target have a better track record than most other employers when it comes to recruiting people with alternate abilities and accommodating their needs, although companies of all sizes and manufacturers in particular have room for improvement.

Peoria Production Solutions: Forward Thinking for More Than 80 Years

Peoria Production Solutions, PPS, has recognized the massive potential of an untapped labor workforce which has a lot to offer when nurtured with a diverse and inclusive environment. PPS started in 1941 with the initial mission of providing employment for patients recovering from tuberculosis. 10 years later, PPS was incorporated as a not-for-profit company in 1951 and expanded the mission to include individuals with all types of alternate abilities.

Throughout the years our mission remains the same, to provide employment, training, and encouragement that provides financial and social independence to people with disabilities. PPS provides a safe and respectful work environment, where employees have a social network, job satisfaction, and enjoy coming to work. We find their strengths and focus on our workers’ abilities and what they do well.  PPS enjoys a loyal and skilled workforce with many employees with perfect attendance year-in and year-out, and an overall turnover rate of less than 3%.

PPS is a leading Midwest provider of secondary production services such as wrapping, packaging, commercial sewing, assembly, bagging, filling, shrink-wrapping and more. As a fully sustainable, not-for-profit company we offer flexibility and always provide high-quality centered on our ISO9001:2015 registration. Contact us to help meet your manufacturing or production schedules and experience the PPS difference from a highly skilled, diverse workforce.