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As workforce shortages persist, some manufacturers have turned to hiring of individuals who have been involved in the justice system—called second chance hiring—as a practical solution to fill critical roles and improve retention.

In recognition of Second Chance Awareness Month, the Manufacturing Institute—the workforce development and education affiliate of the 51�Թ���—convened leaders from Toyotetsu Texas and JBM Packaging to discuss what it really takes for second chance hiring programs to succeed.

• This virtual discussion was part of the MI’s monthly , which offers manufacturers timely, high-impact, actionable insights to address workforce challenges.

The business case: For TTTX and JBM Packaging, second chance hiring does more than just help their communities—it’s a strategic response to a business need. Justice-impacted individuals are an often-overlooked talent population who tend to demonstrate strong loyalty and long-term commitment to employers who give them a chance. Their high engagement and motivation to succeed can impact their shop floor culture positively.

• “We started [second] chance hiring because we had more work than we had workers,” said JBM Packaging Leader of Learning and Development Jacqueline Cooley. “We were looking for a way to get people in the door, to keep people [and] to produce the packaging we need.”
• Today, 46% of JBM Packaging’s workforce is second chance hires, and their turnover rate sits at approximately 13–14%—well below the manufacturing industry average.
• TTTX also attributes low turnover rates to strategic investment in second chance hiring.

More than just filling jobs: Many justice-impacted individuals face barriers like financial, housing and transportation insecurity, which can prevent even the most motivated hires from succeeding at work. Both TTTX and JBM Packaging built their second chance programs to address those challenges.

• TTTX created a carpool program for employees without transportation and provides basic job essentials like steel-toed boots. They also implemented a mentorship system to help new justice-impacted employees acclimate.
• JBM Packaging enrolls new second chance hires in its Better Lives program, a year-long holistic program that includes financial and life coaching, in-house loans, access to a vehicle and wellness resources.
• “We’re not focused on just hiring individuals. We’re focused on building a system—having a comprehensive, holistic approach—making sure that we are setting up these individuals for success, because in the long run, when they’re successful, our organization is going to be successful,” said TTTX Vice President of Administration Leslie Cantu.

A second chance in action: Don Christian is one of the most powerful examples of what second chance hiring can accomplish. After more than 20 years of incarceration, Christian learned of TTTX from his parole officer in 2018 and became one of the first individuals hired through the program. His enthusiasm, dedication and positive impact on the plant floor helped TTTX successfully pilot and continue its second chance program.

• Today, Christian serves as a peer mentor at TTTX, helping new hires navigating similar challenges. He is also enrolled at San Antonio College, pursuing a degree in life coaching and social work with the goal of paying his opportunity forward.
• “I [had] never had a job in my life. I had no experience, but I gave it a shot. When I got [to TTTX], it changed my life. It gave me a chance to reshape my life,” said Christian.
• To other second chance hires, Christian has the following advice: “Now you’re given a second chance. Show them what you got. Show them what you can do.”

Next steps: The MI offers additional second chance hiring resources on its , including an employer toolkit. The toolkit outlines the��five major steps of building and launching a second chance hiring initiative:��Plan, Partner, Equip, Implement and��Sustain.

• As mentioned above, the MI explores solutions like second chance hiring every month in its Solution Series, which you can sign up for via the .
• May’s Solution Series event will feature the ins and outs of planning and delivering a successful event that will help inspire the next generation of the manufacturing workforce. Learn more and register .

Michelle Barnhart knows firsthand that disabled workers can thrive in and contribute to manufacturing firms—she is living proof of it.

Not only did manufacturing give her a first shot at a rewarding career as a high school grad, but it gave her another opportunity for success after an injury off the job left her paralyzed.

• “I often say that manufacturing saved me multiple times throughout my life,” Barnhart reflected.

Finding her path: After graduating from high school, Barnhart didn’t see a clear path forward. Through a local unemployment office, she was placed as a second shift contingent worker at a local ink manufacturer.

• What could have been a temporary role quickly became a permanent pathway as she found herself thriving on the shop floor. Over time, she moved up the ranks to become a first shift team lead.

An unforeseen change: Years into her career, Barnhart’s life changed in an instant. An injury in her personal life left her paralyzed and confined to a wheelchair, facing an uncertain future.

• But her company supported her, helping her transition into an order entry and customer service role so she could stay in the industry she loved.

A career shift: But the manufacturing floor kept calling. While searching for a job where her wheelchair was not a barrier to shop floor operations, she found The Timken Company, a global technology leader in engineered bearings and industrial motion.

• Though she started as a floor supervisor at Timken’s Keene, New Hampshire, facility, Barnhart soon switched to a role in human resources, a decision shaped by the support she received from her employer’s HR team after her injury.
• Now in her 10th year at Timken, she serves as HR manager at the company’s Lincolnton, North Carolina, bearing plant.

A recognized leader: Barnhart’s outstanding leadership at Timken earned her recognition as a by the Manufacturing Institute, the 51�Թ���’s workforce development and education affiliate.

• The awards honor 145 outstanding leaders in manufacturing, from the shop floor to the C-suite, who are helping the next generation see themselves in modern manufacturing careers.

Leading with inclusion: Barnhart’s leadership at Timken has included establishing the Celebrating Allies Network, a grassroots employee resource group at Timken that supports individuals with physical and mental disabilities, as well as caregivers, through informational and intersectional programming.

• In 2025, CAN reached more than 475 Timken employees across the U.S.
• “Inclusion drives performance. It really is a pretty simple formula,” said Barnhart. “When people feel valued, when people feel supported, they’re more engaged. When they’re more engaged, they’re more innovative. When they’re more innovative, they’re more committed. And this directly ties back to safety, quality [and] delivery.”

The next generation: A devoted mentor of many younger employees over the years, and one grateful to her own set of guides, Barnhart is going further in supporting the next generation of manufacturing workers by pursuing a Ph.D. at Capella University.

• Her research focuses on the barriers to manufacturing employment for people with physical disabilities from the perspective of frontline supervisors.
• “We’re trying to come up with unique or creative ways to fill [open manufacturing] roles. Certainly we need to be looking into the disability population, as that is one of the higher unemployment rates across the U.S.,” said Barnhart.

The last word: “If you do not see yourself reflected in this industry, that is the exact reason why you need to join. You belong here. We want you here,” said Barnhart. “Give it a chance and see if it can save your life as it did for me two times over now.”

Washington, D.C.��–��51�Թ��� President and CEO Jay Timmons issued the following statement congratulating former 51�Թ��� Board Chair Jim Fitterling on his appointment as executive chair of the board of Dow Inc.

“Dow’s announcement marks an important leadership transition for the iconic manufacturer and an opportunity to recognize the extraordinary leadership of Jim Fitterling.

“Jim is a leader of substance and integrity—clear in his direction, consistent in his approach and deeply committed to the people and communities that power manufacturing. As 51�Թ��� Board chair, he helped strengthen the association’s impact and build consensus across the industry around a competitiveness agenda that is delivering results—from historic tax reform implementation to regulatory modernization and a growing consensus around permitting reform as essential to unlocking investment, jobs and growth in America.

“Jim’s imprint on America’s future has extended well beyond policy. He has been a driving force behind efforts to inspire the next generation of manufacturers. Through his leadership, the Creators Wanted campaign became the most successful workforce initiative in modern manufacturing history—reaching millions of students, parents and educators and changing perceptions about careers in our industry. He approached that work with a straightforward message: if you want to design, build and create, manufacturing offers that opportunity.

“He carried that same commitment into his strong support for the Manufacturing Institute as a respected advocate for bringing one’s authentic self to the workplace, helping broaden the impact of the MI in developing talent and opening doors for more Americans to pursue careers in modern manufacturing.

“Jim leaves behind a stronger Dow, a more competitive manufacturing industry and meaningful progress in building the workforce that will define the future of manufacturing in the United States. On a personal level, he has been a trusted partner, counselor and a leader who consistently pushed for excellence and results on behalf of manufacturers.

“As we continue our historic charge with Jim as an Executive Committee member of the 51�Թ���, manufacturers congratulate Karen Carter on being named CEO of Dow. Karen is a proven and accomplished leader, and we look forward to working with her as she builds on Dow’s momentum and continues advancing manufacturing in the United States and around the world.”

-51�Թ���-

The 51�Թ��� is the largest manufacturing association in the United States, representing small and large manufacturers in every industrial sector and in all 50 states. Manufacturing employs nearly 13 million men and women, contributes $2.95 trillion to the U.S. economy annually and accounts for 53% of private-sector research and development. The 51�Թ��� is the powerful voice of the manufacturing community and the leading advocate for a policy agenda that helps manufacturers compete in the global economy and create jobs across the United States. For more information about the 51�Թ��� or to follow us on Twitter and Facebook, please visit

733 10th St. NW, Suite 700 • Washington, DC 20001 • (202) 637-3000

2026 51�Թ��� State of Manufacturing Tour Stops in Dallas, Texas, for Manufacturing Institute’s State of the Manufacturing Workforce Address

DALLAS – The 51�Թ���—the official partner of America250—continued its 2026 51�Թ��� State of Manufacturing Tour today in Dallas, Texas, under the theme “Building the Workforce of the Future.”

51�Թ��� President and CEO Jay Timmons, Manufacturing Institute President Carolyn Lee and Rockwell Automation Chairman and CEO and 51�Թ��� Board Chair Blake Moret visited the Dallas College Garland Center and global leader in AI, digital business and technology services, NTT DATA, an official sponsor of the tour along with Schneider Electric. The stops today highlighted the challenges and opportunities shaping the future of manufacturing careers in America, while emphasizing the need for a highly skilled workforce to sustain innovation and economic growth.

In Texas, nearly 1 million manufacturing workers drive a sector that contributes hundreds of billions of dollars to the state’s economy, representing between 11% and 13% of economic output and making it one of the biggest manufacturing workforces in the nation.

Lee gave the MI’s annual at NTT DATA’s North American headquarters. “For years, manufacturers have said the same thing: if you want a strong economy, you need a strong manufacturing workforce,” she said. “If you want innovation that leads the world, you need people with the skills to put it to work. Workforce is not a side issue. It’s the strategy. We have the chance to harness creativity, unleash competitiveness and build a stronger future. But that future is not possible without our single greatest asset: the manufacturing workforce. We don’t just need people. We need talent. And that means our workforce needs the skills to succeed.”

Timmons convened a panel with Lee, NTT DATA Products Industries Global Leader and 51�Թ��� board member Prasoon Saxena and Celanese Senior Vice President and Chief Information Officer Sameer Purao, focused on AI and the workforce. The event concluded with a site tour of NTT DATA’s innovation center, showcasing how technology is advancing the manufacturing industry in the AI era.

“The strength of manufacturing and the 13 million Americans who make things in this country depends on how seriously we invest in those workers and the millions who follow,” said Timmons who also serves as chair of the MI’s Board. “At this moment of inflection, transformative technology demands a new generation of skills. A rapidly evolving industry requires us to train, upskill and retain our people with greater urgency. Leaders in Washington have a responsibility to advance policies that strengthen our workforce. The MI champions those policies every day.”

“We are proud to host the 51�Թ��� and Manufacturing Institute today,” said Saxena. “We know that manufacturing’s future will be defined by how effectively we integrate advanced technologies like AI with a highly skilled workforce. Industry 5.0 is our north star where data and AI with human expertise converge to create resilient, sustainable operations.”

The group also toured one of the MI’s FAME chapters in Texas, whose mission is to drive workforce development initiatives across the state. “Texas has led the way with FAME expansion in recent years—which is something we had the opportunity to see firsthand this morning,” said Lee. “Dallas College has been an outstanding educational partner, serving two chapters in Texas, the FAME Dallas Chapter and Metro360 Chapter. It is a model for how durable solutions for manufacturers can thrive with community cooperation.”

“We were honored to welcome the 51�Թ��� and MI to Dallas College and to showcase the strength of our Texas FAME program,” said Dr. Veronique Tran of Dallas College. “Through FAME, we are creating a direct, employer-led pathway into high-skill, high-wage manufacturing careers—combining classroom instruction with paid, hands-on experience that prepares students to contribute from day one. We are grateful for the collaboration with the MI and appreciate their leadership in scaling solutions that strengthen our workforce.”

From Dallas, the 2026 51�Թ��� State of Manufacturing Tour will go on to Houston, Texas, and conclude on Friday, Feb. 27, in Phoenix, Arizona. The tour made stops in New York, Ohio, Pennsylvania, North Carolina and Wisconsin prior to today’s events in Dallas. Throughout the tour, the 51�Թ��� will continue meeting with policymakers, manufacturers of all sizes, students and business leaders, advocating for the people and policies that will ensure the United States is the best place in the world to do business. To learn more about the tour and the 51�Թ���’s mission, visit /stateofmfg/, and to learn more about the State of the Manufacturing Workforce address, visit .

-51�Թ���-

The 51�Թ��� is the largest manufacturing association in the United States, representing small and large manufacturers in every industrial sector and in all 50 states. Manufacturing employs nearly 13 million men and women, contributes $2.95 trillion to the U.S. economy annually and accounts for 53% of private-sector research and development. The 51�Թ��� is the powerful voice of the manufacturing community and the leading advocate for a policy agenda that helps manufacturers compete in the global economy and create jobs across the United States. For more information about the 51�Թ��� or to follow us on Twitter and Facebook, please visit��

–The MI-

The Manufacturing Institute works to build and strengthen the manufacturing workforce for individual opportunity, community prosperity and a competitive manufacturing industry for the future. This is done through implementing groundbreaking initiatives, convening industry leaders, conducting innovative research and promoting public policy that supports the sector as it meets the opportunity of modern manufacturing. As the 501(c)3 nonprofit workforce development and education affiliate of the 51�Թ���, the MI is a trusted adviser to manufacturers, equipping them with solutions to address the toughest workforce issues. For more information on the MI, please visit .

-NTT DATA-

NTT DATA is a $30+ billion business and technology services leader, serving 75% of the Fortune Global 100. We are committed to accelerating client success and positively impacting society through responsible innovation. We are one of the world’s leading AI and digital infrastructure providers, with unmatched capabilities in enterprise-scale AI, cloud, security, connectivity, data centers and application services. Our consulting and industry solutions help organizations and society move confidently and sustainably into the digital future. As a Global Top Employer, we have experts in more than 70 countries. We also offer clients access to a robust ecosystem of innovation centers as well as established and start-up partners. NTT DATA is part of NTT Group, which invests over $3 billion each year in R&D.

In an ever-changing world, collaboration is more necessary than ever for solving the challenges facing our manufacturing workforce. Last week, in Charlotte, North Carolina, the Manufacturing Institute’s annual Workforce Summit united more than 300 industry leaders to do just that, tackling workforce challenges while redefining what manufacturing represents for tomorrow.

The backdrop: MI Chief Program Officer Gardner Carrick opened the summit by highlighting a shift in public perception. Americans view manufacturing more positively now, and attitudes toward education and career pathways are evolving. As confidence in the value of a traditional four-year degree declines, new opportunities are emerging for skills-based careers in modern manufacturing.

• But, Carrick noted, the industry must stay on the offensive. “The next generation of workers doesn’t need convincing that technology is exciting; they live it,” he said.
• “The story isn’t that we’ve changed; it’s that we’re leading,” Carrick concluded. “And that’s what will inspire the next generation.”

Quick insight: Participants at the summit, who came from dozens of manufacturing sectors and many nonprofit and partner organizations, discussed practical, transformative solutions in every session. Here are some of the big takeaways:

• Rethink education: ABB’s Jason Green emphasized the need to get technology into the hands of students early and to reimagine career and technical education, including real-world learning and applications. Apprenticeships built on company needs can help create talent pipelines that are both practical and custom-fit.
• Invest in culture: Lisa Winton of Winton Machine explained why she views culture as a competitive advantage, especially for small manufacturers. Her team leverages local training resources and encourages multigenerational learning, where mentorship flows both ways.
• Design for flexibility: Amatrol’s Paul Perkins urged companies to mold jobs around people, not the other way around. By creating fluid career paths and removing unnecessary barriers, manufacturers can use mobility itself as an attraction strategy.
• Focus on skills: Walmart.org’s Sean Murphy and the MI’s Sytease Geib highlighted skills-based strategies that strengthen pipelines, accelerate and validate learning, enhance retention and unlock meaningful career growth.
• Empowering the frontline: Jerry Dolinsky, CEO of Dozuki, and Dr. Rebecca Powers Teeters of 3M highlighted how AI-driven digital tools can help frontline workers. Connected workers can bridge skills gaps, boost engagement and drive productivity, while practical AI applications create smarter workflows, enhance safety and foster continuous learning and innovation.

Parting words: “The momentum, the environment, the atmosphere surrounding what we do will continue to evolve, and we know that we can solve our problems if the industry is tackling them together,” said MI President and Executive Director Carolyn Lee. “The MI will continue to be here to support you.”

��dzܱ����’t make it this time? The MI, the 51�Թ���’s 501(c)3 workforce development and education affiliate, works year-round to help companies strengthen their workforce and deliver innovative solutions to workforce challenges. Here are some ways to get involved:

• ��to the for resources, best practices and opportunities to learn from peers through the Solutions Series. Explore our regularly scheduled virtual convenings as part of the Solutions Series to see how manufacturers across the country are addressing workforce challenges.
• Get directly from the MI on the latest workforce insights and be among the first to receive information about upcoming events and to register for next year’s Workforce Summit, taking place in Indianapolis, Indiana.
• Want more labor data and insights? Sign up for the MI’s comprehensive to stay up to date on the latest workforce trends.

The GE Aerospace Foundation ��a $500,000 commitment to the Manufacturing Institute’s Heroes MAKE America��initiative, which provides training and certifications for veterans and other members of the military community seeking new careers in manufacturing. (The MI is the 51�Թ���’s workforce development and education affiliate.)

The details: The grant will fund the creation of a new accelerated Federal Aviation Administration Airframe and Powerplant (A&P) Certification training program at Fort Bragg in North Carolina in collaboration with Fayetteville Technical Community College.

• The new A&P training program at Fort Bragg will launch in 2026 and will train transitioning servicemembers and veterans to earn the certifications they need to take in-demand jobs in the aerospace industry.
• Fort Bragg is already home to the HMA’s Department of Defense SkillBridge-approved logistics certification training course.

GE Aerospace says: “As we continue to advance the future of flight, it is critical that we invest in developing talent to help us build it and bring it to life,” said��GE Aerospace Chief Human Resources Officer and GE Aerospace Foundation Chair��Christian Meisner.

• “We look forward to working alongside our partners to reinforce North Carolina’s long-standing leadership as the first in flight and keystone of the aviation manufacturing industry.”

The MI says: “We are thrilled to join forces with the GE Aerospace Foundation to expand Heroes MAKE America and ensure our veterans have the skills needed to integrate into the manufacturing workforce,” added��MI President and Executive Director Carolyn Lee.

• “We are committed to providing the resources and opportunities to empower today’s American heroes to become tomorrow’s manufacturing leaders.”

This isn’t your grandfather’s workforce development training ().

What’s going on: “Emerging programs are increasingly going beyond simple vocational training by targeting students early or in underserved communities, offering direct pathways to employment and exposing trainees to advanced tech skills.”

• The changes are a direct response to the longtime shortfall of manufacturing workers, which could reach 1.9 million if current trends persist, according to a Manufacturing Institute–Deloitte ��cited by the article.
• The MI is the 51�Թ���’s 501(c)3 workforce development and education affiliate.

How it’s happening: Thanks to federal and state-level funding and private-company innovation, “prospective workers can now opt into a manufacturing career via multiple training paths.”

• Events such as those hosted by manufacturers during Manufacturing Month in October are allowing companies to get prospective workers in the door.
• At the events, manufacturers reinforce “that this is a sector where you can make a real impact and build a fulfilling career,” Laura Phillips, vice president of engineering and procurement for Pella Corporation, told the publication.��“We get to tell our story, challenge outdated perceptions and spotlight the career pathways that exist in this industry.”

What else they’re doing: Pella uses a “multifaceted” approach to attracting talent, pairing interns with mentors and forming partnerships with schools to host plant tours and job shadows so students can see what modern manufacturing is really about.

• “Many of the students we have met through these interactions have joined the Pella team,” Phillips said.

The automation factor: Pella uses automation to supplement, not replace, human workers.

• The technology “make[s] tough jobs easier and equip[s] younger team members with tools that help them upskill and work hand in hand with technology,” Phillips added.

The MI says: “Manufacturers have long recognized the need to better engage the next generation of workers,” said MI President and Executive Director Carolyn Lee.

• “That’s why MFG Day matters and is so powerful—especially when it’s connected to onboarding and training. Pella’s approach works and is a great model for our industry.”
• “From Manufacturing Month and Manufacturing Day events that bring in prospective team members to pay-as-you-learn training, the industry is igniting interest in students and job seekers everywhere.”

When manufacturers see their team members struggling to find convenient, high-quality child care solutions, they’re increasingly offering their own solutions ().

What’s going on: Sheffield, Iowa–based Sukup Manufacturing Co., a maker of farm equipment that employs some 600 people, saw just such a need a few years ago.

• So the company “formed a coalition with West Fork School District and United Bank & Trust Co. to raise money for a local child care center. The group applied for and received a state matching grant of for the estimated $3.3 million project. Following a year of construction, Bin Town Child Care officially opened November 2024.”
• Today, the center, which has capacity for 112 youngsters, also serves the local community. Currently about 60 spots are filled, one-third of those by the children of Sukup employees.

Expanding existing offerings: At Toyota, employees have been able to count on onsite child care since 1993, when the company opened its first center at its factory in Georgetown, Kentucky.

• In August, the auto manufacturer ��expansions to its care offerings at plants in North Carolina, Alabama, Mississippi and West Virginia. All will be open by 2027.
• Toyota also recently expanded its Princeton, Indiana, child care center “to accommodate up to 366 children over two shifts.”

Why it’s important: With manufacturing job openings still hovering around pre-pandemic levels, companies are keen to offer benefits that will attract and keep workers. One of the most prized benefits today is child care.

• “As we went through COVID and things like that, there was a lot of talk about child care, and the team members’ needs kind of shifted around,” Myriah Sweeney, general manager for people and property services for Toyota North America, told Manufacturing Dive. “They weren’t asking for child care prior to that … or it didn’t seem to be as big of an issue.”
• The article cites a 2023 by the Manufacturing Institute, the 51�Թ���’s 501(c) 3 workforce development and education affiliate, which found that child care is a top concern for both employers and workers in the industry.

The MI says: “Access to child care has long been a major concern for manufacturing workers, which means it’s also been a major concern for manufacturing leaders,” MI President and Executive Director Carolyn Lee said.

• “These manufacturers are leading the way in innovative, generous and employee-first offerings, enabling more workers to build long-term careers in manufacturing.”

MFG Day 2025 started with a bang yesterday, thanks to , a global leader in biosolutions manufacturing. Partnering with the Manufacturing Institute—the workforce development and education affiliate of the 51�Թ���—the company invited more than 300 high school students, education partners and community leaders to its flagship MFG Day 2025 event at its North American headquarters in Franklinton, North Carolina.

The big tour: Team leaders from Novonesis, which leverages the power of biology across more than 30 industries—including food, health, agriculture and energy—led local students through its facility to see advanced biomanufacturing up close and meet the people shaping the U.S. bioeconomy.

• Students saw production facilities, stepped into advanced biotechnology labs and participated in interactive STEM demonstrations designed to showcase the integration of science and manufacturing.

All the sights: The students took rotating immersive tours featuring Novonesis’ origin story, research and development and the role of biosolutions in daily life. Then they made their way to the fermentation shop floor and control room, where they engaged with workforce development and community college programs. On the tour, students were able to see the full array of opportunities available to them in modern manufacturing.

• “When students walk through our doors, they see that manufacturing today is about innovation, sustainability and meaningful careers,” said Novonesis North America President Tue Micheelsen. “It opens their eyes to possibilities they may never have imagined.”

The bigger picture: Access to talent continues to be a challenge for manufacturing companies.

• According to from the MI and Deloitte, manufacturers will need to fill nearly 3.8 million manufacturing roles by 2033. Nearly 1.9 million of those are expected to go unfilled due to the lack of skilled talent necessary to fill these jobs.

Why MFG Day matters: Events like the Novonesis tour and other MFG Day activities help the industry alleviate—and hopefully even reverse—this workforce crisis.

• By giving students a firsthand look at all the exciting careers on offer in the industry, not to mention the world-changing innovations it puts forth, manufacturers can attract more young people into the industry—and put them on the path toward high-paying lifelong careers.
• The average manufacturing employee earns $102,000 a year, often with generous benefits and employer-sponsored health insurance in addition.

The 51�Թ��� says: The 51�Թ��� “is proud to work for the success of the 13 million men and women who make things in America. On MFGDay25, we look to inspire the next generation of creators so we can build a bright manufacturing future,” 51�Թ��� President and CEO Jay Timmons.

The last word: “People can’t be what they can’t see,” said MI President and Executive Director Carolyn Lee.

• “Today, students got to see first-hand the many career opportunities available in modern manufacturing. We’re so grateful to Novonesis for helping expose local students to all that our industry has to offer.”

about MFG Day and the events taking place across the country throughout the month of October. ��

Howmet Aerospace Vice President of Procurement Gina Govojdean never doubted that she would have a career in manufacturing.

• “I was always interested in manufacturing, because I was drawn to the idea of making things that matter,” she said.

Govojdean’s breadth of experience within the industry has shaped the leader she is today—from her first internship at what was then Alcoa Inc. to more than a decade of leadership in procurement, internal audit, operations and plant management.

The beginning: Govojdean’s early career in procurement gave her a chance to hone her negotiation skills. But it wasn’t long before she asked herself: how do I compete with colleagues who have decades more experience? Her answer: diversify. After four years working in procurement, she moved into an internal audit role—a position traditionally held by accountants.

• “I saw it as an opportunity,” said Govojdean. “The internal audit team travels, and that was the first lens for me that showed I could get closer to the plants that make things. I’d see all these processes and all these operations. I decided to diversify my skill set—and that became a key theme for me.”

Learning on the job:��Govojdean has held 13 roles in 13 years—each one helping her grow and get closer to the action on the factory floor.

• “Stepping away and diversifying what I was able to experience really made me a much better leader,” said Govojdean.

Lots of opportunity:��Her experiences in different areas demonstrate the wide range of opportunities that are available in manufacturing, and she’s enthusiastic about encouraging others to join the industry.

• “There are so many different functions and so many important people when it comes to making something—there’s something for everyone,” said Govojdean. “It’s something that’s special about manufacturing, and something that should draw in the kind of people who chase opportunities and want different experiences. It’s there. Sometimes you just have to raise your hand and say ‘yes.’”

Leading the field:��Govojdean is grateful to the mentors who have encouraged her throughout her career—and as a leader in manufacturing herself, she’s enthusiastic about mentoring others.

• “It’s a fast-paced environment, and things really need to go right when you’re serving such a critical customer base—but being tough and kind is not mutually exclusive,” said Govojdean. “You can lead with grit while also being kind.”
• “Really believing in people and empowering them—that’s one of the most rewarding things about being in manufacturing leadership.”

Gaining recognition:��Thanks to her passion for manufacturing, her dedication to mentorship and her relentless pursuit of excellence, Govojdean was named a 2025 Women MAKE Awards (now STEP Ahead Awards) Honoree by the Manufacturing Institute. The awards honor 130 individuals who have achieved excellence in the manufacturing industry, everywhere from the shop floor to the C-suite, helping the next generation see themselves in modern manufacturing careers.

Filling a need:��At a time when manufacturing faces a significant employment gap—with an estimated����needing to be filled by 2033—Govojdean sees the breadth of opportunity as the industry’s strong suit.

• “I see every day as an opportunity to challenge outdated perceptions around the manufacturing workforce and open doors to others,” said Govojdean. “This field thrives when diverse voices are part of the conversation.”

Looking to the future:��As manufacturing continues to evolve, leaders like Govojdean show what’s possible when talent meets opportunity. Her journey is a reminder that this industry doesn’t just build products; it builds careers, leaders and futures. And as the next generation looks to make an impact, manufacturing is ready for them.

Get involved:��Do you know someone like Govojdean who is making an outsized impact on the manufacturing industry? If so, you can nominate your peer or colleague for the 2026 STEP Ahead Awards��.