Florida’s Manufacturing Workforce Is Aging Out, Commerce Secretary Warns

Florida’s manufacturing sector is facing a significant demographic challenge, according to Florida Commerce Secretary Alex Kelly. Speaking before the House Careers and Workforce Subcommittee on October 14, Kelly warned that more than 50 percent of the state’s manufacturing workforce is 45 years or older—a proportion “very disproportionately different than most of our other workforce sectors in Florida.”

According to a report, Kelly described the situation as a “huge challenge” in attracting young people to skilled labor careers, noting that retirements are outpacing new entrants into the manufacturing sector.

The Numbers Behind The Challenge

Florida is now third in the nation in total manufacturing companies but only tenth in the number of manufacturing employees, with approximately 430,000 workers in the sector. Since 2014, Florida has increased manufacturing employment by 23.3 percent. According to the 2023 Florida Manufacturing Report, the average annual wage for manufacturing jobs in 2022 was more than $74,000.

Despite competitive wages, Kelly said high salaries are not always the primary factor in attracting young workers to the industry. The aging workforce trend is expected to continue until approximately 2035, when demographic patterns will “arc back in the other direction,” according to Kelly. “But that’s a 10-year challenge for us that will definitely require a lot of policymaking thought,” he told the committee.

Workforce Pipeline Gaps

State Representative Allison Tant (D-Tallahassee) asked business leaders testifying before the committee whether they were taking specific steps to attract younger workers, particularly middle-school students, to avoid further attrition before 2035.

Andy Norman, president and CEO of Lakeland’s GMF Steel, said attracting young people to trades and construction management would require coordinated public and private efforts. He noted that Florida’s five state universities graduate only 250 students per year in construction management, with the University of Florida producing the largest cohort at just 65 to 70 students annually.

As the largest producer of structural steel in Florida, Norman said his company must “train every single aspect” of its operations because “there’s no formal training” at either four-year or technical institutions for the required skills.

Eddie Gonzalez Loumiet, chairman of the board at Ruvos, a Tallahassee IT services company, expressed concern about outdated computers in K-12 schools. He suggested that teaching digital literacy to parents of school-age children could help bridge the technology gap.

Incentives And Business Recruitment

Committee Chairwoman Tiffany Esposito (R-Fort Myers) asked Kelly about his approach to offering tax incentives to recruit businesses to Florida. Kelly responded that workforce quality and physical location are the two biggest factors companies consider when evaluating Florida.

“No company is going to go somewhere in the time that we’re in if you don’t have the workforce and the site that can be a great host to that company,” Kelly said. He added that when companies begin discussions about relocating to Florida by focusing on tax incentives, it raises a “red flag” that the company may not intend to establish long-term operations in the state.

Implications For Florida’s Economy

The aging manufacturing workforce presents both immediate and long-term challenges for Florida’s economic development strategy. With more than half of manufacturing workers approaching retirement age over the next decade, the state will need to develop comprehensive workforce development initiatives that engage students earlier in their educational careers.

Manufacturing remains a critical component of Florida’s economy, offering above-average wages and supporting supply chains across multiple industries. Addressing the workforce age gap will require collaboration between state agencies, educational institutions, and private sector employers to create training programs and career pathways that appeal to younger workers.

The challenge is particularly acute in specialized manufacturing sectors such as aerospace, advanced manufacturing, and technology-driven production facilities that require significant technical training and skills development.

Managing workforce planning for your manufacturing operation?
James Moore provides specialized accounting, tax, and advisory services for manufacturing companies. From workforce cost analysis and succession planning to operational efficiency and financial forecasting, our team helps manufacturers build resilient organizations. Learn more about our manufacturing services.

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.