Florida Manufacturing Faces Workforce Age Gap as Industry Growth Outpaces Talent Pipeline

Florida’s manufacturing industry is experiencing a demographic challenge that could affect production capacity and business growth over the next decade. More than half of the state’s manufacturing workforce is now 45 years or older, creating what state officials describe as a significant talent replacement challenge.

Florida Commerce Secretary Alex Kelly recently told state legislators that the manufacturing sector is aging out faster than new workers are entering the field. This trend stands in stark contrast to other workforce sectors across the state and presents a 10-year policy challenge that Kelly called for immediate attention.

Florida’s Manufacturing Growth Tells Two Stories

Florida ranks third nationally in total manufacturing companies but only 10th in manufacturing employees, with approximately 430,000 workers in the sector. The disconnect between company growth and workforce expansion reveals an underlying problem. While Florida successfully attracts manufacturing businesses, the state struggles to generate enough skilled workers to support continued industry expansion.

Secretary Kelly noted that the workforce imbalance may remain a concern until approximately 2035, when demographic trends are expected to shift. More than 50 percent of Florida’s manufacturing workforce is 45 years or older, a figure significantly different from that of most other workforce sectors in Florida.

Understanding the Skills Gap Beyond Salary

Speaking before the House Careers and Workforce Subcommittee on Tuesday, Secretary Kelly explained that young people often need more than competitive pay to consider manufacturing careers. High salaries are not always the driving factor in getting young people interested in working in a skilled labor environment.

Andy Norman, president and CEO of Lakeland-based GMF Steel, highlighted the training gap during his testimony before the committee. He said it takes a combination of public and private efforts to encourage young people to pursue careers in trades and construction management.

Building Talent Pipelines Requires Early Intervention

State Representative Allison Tant asked the committee whether businesses are doing anything specifically to draw younger people into industry, specifically middle school students, to avoid attrition in the manufacturing workforce before 2035.

Eddie Gonzalez Loumiet, chairman of the board at Ruvos, a Tallahassee IT services company, expressed concern about outdated computers in the K-12 school system. He said a real opportunity lies in teaching digital literacy to the parents of those students.

Tax Incentives Take a Back Seat to Workforce Quality

When asked about using tax incentives to recruit out-of-state manufacturers, Secretary Kelly emphasized that the two biggest drivers for companies considering coming to Florida are the quality of the workforce and the physical location. No company is going to relocate if you do not have the workforce and the site that can be a great host to that company.

While economic incentives played a larger role during former Governor Rick Scott’s administration from 2011 to 2019, Kelly suggested that when a company begins the conversation about moving to Florida by discussing tax incentives, that is an immediate red flag to his staff that the company may not be seeking to stay long in the state.

What This Means for Florida Manufacturers Over the Next Decade

The 10-year workforce challenge Secretary Kelly described may require coordinated efforts from business leaders, educational institutions and policymakers. Manufacturers cannot wait until 2035 to address talent pipeline issues. Companies should evaluate their current workforce demographics, assess succession risks and develop training programs that attract younger workers.

Florida manufacturers should also examine how automation, technology integration and process improvements can help offset workforce constraints while preparing for demographic shifts that may affect their operations through the next decade.

Workforce planning affects every aspect of your business, from production capacity to long-term profitability. Our advisors help manufacturers assess demographic risks, build succession strategies and identify financial opportunities that support sustainable growth. Connect with our manufacturing team.

All content provided in this article is for informational purposes only. Matters discussed in this article are subject to change. For up-to-date information on this subject please contact a James Moore professional. James Moore will not be held responsible for any claim, loss, damage or inconvenience caused as a result of any information within these pages or any information accessed through this site.