Kenyan blue-collar jobs are changing in 2 major ways

The blue-collar workforce is undergoing a transformative shift, driven by advancements in technology and evolving labor dynamics. 

The year 2025 will see significant changes in industries like manufacturing and logistics, as automation, artificial intelligence, and labor reforms reshape the landscape. 

All this as hiring trends in the sector reveal that 69% of blue-collar hires are temporary, with limited conversion to permanent roles.

The average tenure remains short at 21 months, and companies increasingly rely on third-party vendors to manage costs and turnover. 

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Such developments are paving the way for a more resilient and empowered workforce.

1. Automation and the tech-enabled future

Technology advancements are part of the evolving dynamics of the blue-collar sector, as businesses adapt to meet the demands of a tech-enabled future.

While the industry is dominated by manual jobs, more and more these roles are transforming through artificial intelligence (AI) systems with the advantage of self-regulation.

For example, AI-enabled warehousing is powering the world of online ordering processes and shipment tracking. Experts predict that AI could, in the near future, be integrated to support mechanised retrieval and loading of packages.

As AI continues to improve, the blue-collar industry is looking at a future where manufacturing and production processes will only require human oversight.

The improvements on self-driving cars, though nascent at the moment, will likely reduce trucking jobs that run the blue-collar economy.

2. Upskilling as an advantage

Current demographic trends indicate variations in educational qualifications, experience levels, and age across the blue-collar workforce. 

However, the demand for skilled labor continues to rise, even as the sector grapples with skill gaps and increasing productivity expectations. Business and HR leaders are also aiming to attract, engage, and retain skilled blue-collar talent

With technical qualifications, such as industrial training institutes (ITI) or diploma holders, earn noticeably higher wages than their non-skilled counterparts, highlighting a significant pay gap within the sector.

An emphasis on skilled labour for blue-collar jobs is a call for those in the field to pursue additional training to compete.

As the sector continues to evolve, addressing these challenges will be crucial for building a sustainable and inclusive workforce.

These changes present opportunities to improve worker support through fair compensation, targeted upskilling, and enhanced health and safety measures. 

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