Blog: Effective Skills Strategies: Lessons…

Since the Chemical Business Association (CBA), launched the People & Skills Hub (P&SH) 18 months ago, we have continuously supported our members with strategies and solutions that support workforce development, attraction, retention, and adaptability.

As we approach 2025, we want to share some of the actions some of our members have taken on this year to ensure their organisation is well-prepared for the future, and how your business can utilise these strategies for effective workforce development:

Adopting a Comprehensive Skills Approach

To thrive in a fast-changing world, the chemical sector needs to address the entire skills ecosystem—covering development, utilisation, progression planning and governance. A holistic approach ensures that employees not only gain the right qualifications but also have opportunities to apply and grow their skills in meaningful way once they start work.  This is crucial for the chemical supply chain as we work towards de-fossilisation and digitalisation with key technologies such as AI becoming prominent within the workplace. .

Ensuring High-Level Commitment

Strong leadership is critical for advancing skills policies and for developing the whole workforce. Our P&SH supports our member organisations in aligning their skills development strategies with broader company goals, helping to ensure board-level buy-in and leadership support.

Engaging Diverse Stakeholders

P&SH is a virtual hub creating space for partners and stakeholders to share knowledge and guidance.  Successful workforce development strategies reflect input from a wide range of stakeholders, including employees, training providers, industry bodies, and government partners. For the chemical industry, this means collaborating with educational institutions, trade unions, and STEAM or STEM organisations to align training initiatives with industry needs.

P&SH can help you clearly define responsibilities and collaboration opportunities across business units and with external partners, ensuring that actions are aligned and efficient.

Using Evidence-Based Approaches

CBA members can benefit from industry reports, workforce analyses, and labour market trends to pinpoint skills gaps and inform training priorities.

Setting Realistic Priorities

Focus on what matters most. Defining achievable goals and prioritising actions can help companies make steady progress toward addressing critical skills challenges without overextending resources.  Apprenticeships have been increased across the membership this year due to the free training and development they can provide to new staff and existing staff, and any age.

Developing Implementation Plans

Developing our workforce needs detailed planning and P&SH is here as an extension to your team for support this. Implementation plans should outline timelines, allocate resources, and define accountability to keep teams on track.

Securing Sustainable Funding

Funding is often the make-or-break decision to train or not.   There are resources in many shapes and sizes; through government grants, industry partnerships, or internal investment—some or all support our workforce development programs.

Actions for CBA Members

As CBA members navigate workforce challenges, we are here to help, these are some steps to consider:

• Assess Workforce Needs: Conduct regular skills audits to understand current gaps and future requirements.
• Collaborate: Partner with education providers and industry groups to create training programs tailored to your needs.
• Be involved in Reviews: qualifications are continuously reviewed  and industry are invited to be part of this, ensuring that any changes are led by industry  demand and fit for purpose.
• Prioritise STEAM Skills: Invest in initiatives that encourage STEAM learning, particularly among young people, to build a pipeline of future talent. Provide clear pathways for future potential employees.  For more information join our Generation STEAM Ambassador programme or our Future Council.
• Engage in Policy Advocacy: Work with the CBA’s People & Skills Hub to advocate for government support in skills development, including funding and infrastructure.

Moving Forward Together

Through working together to develop strong and sustainable workforce development strategies and continuing to ensure the opportunities industry provides are led by industry demand, we can ensure that the chemical supply chain continues to stand at the forefront of innovation.

The People & Skills Hub is proud to work with our members to build talent pipelines prepared for future challenges, and we are looking forward to furthering this work in 2025 and beyond.

To find out more about what we’re doing, and how you can get involved, follow Generation STEAM on LinkedIn and contact heather.carroll@chemical.org.uk