New research from
Manufacturing Technology Centre (MTC) has revealed the huge untapped potential of generational diversity in tackling the sector’s 47,000-person skills gap - but employers are missing out on the opportunity to harness cross-generation learning to support business and economic growth. The MTC research shows that 41% of the Baby Boomer generation (aged 60 to 66) working in manufacturing say their skills are not being utilised. Meanwhile, 91% of Generation Z (aged 18-27) say they are willing to learn from older colleagues.
These findings point to a clear opportunity for industry to embrace cross-generational learning and unlock the knowledge already within the workforce, before decades of experience retire. Doing so can accelerate the adoption of technology to improve resilience and boost productivity, both of which are vital to supporting the ambitions of the UK’s Modern Industrial Strategy.
However, the study reveals the opportunity is largely being overlooked by manufacturers. Around 60% of both younger and older workers are not collaborating in cross-generational skills sharing - such as peer-to-peer shadowing activities.
Common assumptions about digital learning preferences are also being challenged. Just 11% of Generation Z workers prefer digital-only training, signalling a clear preference for hands-on, people-focused learning – even among digital natives. But there is also a broader issue, only 35% of all manufacturing workers say their training includes both technical and interpersonal skills. This gap is felt most by younger employees, with 28% of Generation Z workers and 16% of 28 to 43-year-old millennial workers saying their development lacks essential soft skills training, like communication, resilience and strategic thinking.
Significant skills gapDavid Grailey, managing director of
MTC Training said: “We all know there is a wealth of knowledge already embedded in the UK’s manufacturing workforce, but too often it goes untapped. At a time when the sector is facing a significant skills gap, we need to realise the benefits of many different ways of skilling, upskilling and re-skilling workers, not just on bringing in new talent. Creating the conditions for employees of all ages to share knowledge on how to make the most of technological developments, and communicating the benefits is crucial."
Mr Grailey continued "Our research highlights just how much potential exists within cross-generation collaboration – and how the workforce is ready to embrace it. Through MTC’s training programmes, we’re helping our partners build inclusive, future-ready teams. The wider sector has the opportunity to do the same by recognising the value in every generation and the distinctive ways in which they prefer to learn.
“Generational diversity is a significant strength for every manufacturer. When manufacturers invest in training that connects people - blending technical and soft skills and encouraging collaboration between age groups – they unlock greater productivity, resilience and long-term competitiveness.”
One company that is embracing the generational diversity in its workforce is
Fanuc. Through an MTC apprenticeship programme, 20-year-old Generation Z engineer Jack Leonard has been working side-by-side with John Strisino, his 62-year-old Baby Boomer colleague for the past four years, focusing on robotics and automation. This hands-on collaboration has enabled the younger engineer to gain deep technical insights while contributing fresh perspectives to problem-solving.
Jack concluded: “Learning from previous generations has been a game-changer. Their deep understanding of robotics systems, control architectures and integration workflows goes far beyond what you get from textbooks. Working in parallel with the team has sharpened my ability to design and troubleshoot complex automation systems, all while making me more confident, technically capable and curious about pushing the boundaries of what our systems can do.”