A persistent issue among employers in nearly every industry is the workforce; the problem is with both numbers and talent. Industry partners have echoed this sentiment, resulting in a significant expansion of workforce development within Cornell’s Dairy Foods Extension. This includes the addition of two workforce specialists, Hannah Moyal and Taylor Pelcher. Hannah and Taylor aim to ask and answer urgent questions while addressing this seemingly insurmountable challenge. Recent accomplishments and lessons learned, plans for the upcoming year, and insights into potential solutions to the workforce crisis will be covered in this update.
The team aspires to host quarterly bootcamps, and due to the high demand, the 2024 workforce calendar is nearly full. There have been two successful three-day bootcamps in the last six months in Western New York. The bootcamp content remains relatively consistent, though each experience is tailored to the attending audience. Subject matter includes presentations on good manufacturing practices (GMP), food safety, sensory sampling, introduction to dairy science through a ‘composition of milk’ module, plant tours, a career panel with employees from dairy and food processing plants in the local area, and several other topics. The immersive educational experience in and out of the classroom effectively keeps the participants engaged and contributes to accelerated learning. Upon completion, participants earn a certificate which they can add to their resume. Though some participants may not immediately seek employment in the dairy and food processing industries, if and when they decide to do so, the certificate will give them an advantage in the candidate pool.
In August, the team traveled to Erie County, where they hosted a bootcamp tailored for under- or unemployed adults. 24 individuals successfully completed the bootcamp, gaining new skills and insights to help shape their professional trajectories. The program extended beyond the classroom setting, offering participants a unique chance to see day-to-day industry operations. Visits to Lactalis, Upstate Niagara, and Perry’s Ice Cream provided direct exposure and facilitated engaging discussions with plant representatives. Participants heard about their experiences and the benefits of pursuing employment within their companies. Amazingly, six of the participants applied for positions at the partnering plants and currently one of the participants is happily employed at Lactalis.
Again, in November, the team took the show on the road; this time to Genesee County, where they hosted another three-day Bootcamp targeting High School Seniors within the Genesee Valley BOCES region. 27 students completed the bootcamp, which provided them with ample opportunity to interact with industry representatives and encouraged them to seriously consider this career path. Partnering companies in this region included five local plants: HP Hood, Nortera, Yancey’s Fancy, Upstate, and O-AT-KA. Tours of the latter three plants added a practical aspect to their learning, allowing them to witness firsthand the work within the industry. These experiences go beyond traditional education, providing participants with tangible, real-world perspectives, and relevant experience in the food and dairy processing industry.
With the wisdom gained from experiences thus far, the team will be pivoting their future approach to facilitate even greater exposure to careers in food processing through a pilot program aimed exclusively at high school students. Hannah and Taylor will partner with a high school educator and spend a day with students to hold a condensed bootcamp. This strategy also allows for the longer bootcamps to be focused on the adult population, reaching a wider audience.
Through additional reflection, it is also clear that the commitment to providing individuals with knowledge goes hand in hand with the necessity for companies to offer support, ensuring potential employees make informed and positive career choices. The team has identified common barriers that hinder individuals from securing offered positions and sometimes even applying for work. The barriers include transportation, childcare, language barriers, and insufficient education. Many otherwise willing and able potential employees have these issues compounded by the lack of resources to help them achieve self-sufficiency.
It is important to note that these challenges do not affect everyone equally and can unfairly affect underprivileged groups, leading to disparities in employment opportunities and hindering overall workforce diversity and inclusion. Addressing these barriers requires strategies that encompass education and training initiatives, commitment to fostering an inclusive and fair work environment, and programs to aid employees who require additional support. Furthermore, the identification of these barriers emphasizes the need for companies to proactively address these challenges if they intend to successfully fill their vacancies and retain talent. Recognizing and working to lessen the burden these barriers pose is not just a moral imperative but also a strategy that is necessary for companies aiming to cultivate a skillful and diverse workforce. Companies that work towards eliminating these barriers not only contribute to a more equitable job market but also position themselves as leaders in creating an inclusive and supportive workplace. This includes investing in employee education and training and providing the necessary support structures to assist with transportation or childcare barriers. In doing so, companies not only break down barriers for individuals seeking employment, but also enhance their own organizational culture in a professional way.
The team’s ability to effectively advise on solutions is only proportionate to a company’s willingness to honestly acknowledge the workforce problems they face, whether within or outside of their control. This requires accurate assessment of shortcomings and a thorough plan to conquer them. The team’s mission is to serve the dairy industry to the best of their ability, priding themselves on completing cutting edge work, with the dairy and food processing bootcamp exemplifying that. The success experienced so far in the realm of workforce development only encourages them to continue improving as they look forward to proving their commitment to these evolving goals. Difficult problems require creative solutions and there are many exciting achievements waiting to materialize. Thanks for taking the time to read this update.