ASSA ABLOY Opening Solutions EMEIA is calling on the wider manufacturing and security technology sectors to rethink how they engage with the next generation of talent. Jack Robinson, SVP & Head of Human Resources at the company, said that without urgent action, the industry faces a serious skills shortage.
Referencing data recently published by EU Business News, Robinson pointed to the worrying statistic that three in five young people would be unlikely to consider a career in manufacturing. Combined with the long-term decline of traditional apprenticeships across Europe, this trend could significantly undermine the sector’s future capacity for innovation and productivity.
“If we’re not attracting and retaining early talent, we’re heading for a skills gap that will impact our ability to innovate and remain competitive,” said Robinson.
According to ASSA ABLOY, younger professionals entering the workforce bring with them a fluency in digital tools, data-driven systems, and platforms like AI — skills that complement the experience of seasoned professionals and help drive transformation across the industry.
Meeting the challenge: development, mentorship, and culture
To reverse the trend, Robinson argued, manufacturing and security technology companies must offer more than just a job. Learning and development opportunities are essential, he said, as they signal a clear pathway for growth and long-term career progression.
Structured mentorship schemes are also a key part of the equation, providing feedback, encouragement and real engagement from day one. “New recruits need to feel they’ll be supported and invested in,” Robinson explained. “And that means creating workplace cultures where people are seen, heard, and inspired to thrive.”
Recruitment processes also need updating to match digital expectations — from mobile-friendly application systems to showcasing role models that candidates can identify with. Wellbeing, inclusion and flexible working are no longer ‘nice to haves’, ASSA ABLOY noted, but standard expectations for the modern workforce.
ASSA ABLOY’s commitment to early talent
The company highlighted its own Graduate Programme as an example of how sustained investment in early careers can pay off. Launched in 2010, the 18-month scheme has welcomed over 200 young professionals to date, with a retention rate of more than 90% five years after completion.
Robinson, who helped shape the programme, described it as a core part of the company’s strategy: “We’ve built strong support structures that genuinely set people up for long-term success. That’s what today’s talent is looking for — not just a first step, but a future.”
In parallel, ASSA ABLOY said it has made progress in improving gender diversity within STEM roles. Since 2022, female representation has grown by 20%, and women now hold 27% of management positions. The company has set ambitious targets to push those figures further.
Internally, 85% of employees report feeling comfortable being themselves at work — three points above the industry benchmark. While this is seen as progress, the company reiterated that its target is 100%.
“These aren’t just statistics,” Robinson said. “They represent a shift in culture — and the kind of business we’re building for the future.”
Looking ahead
ASSA ABLOY said the work is far from over. With rapid changes in technology, working habits, and employee expectations, businesses must keep evolving to stay relevant. The company underscored the need for continuous improvement in how talent is recruited, supported, and retained.
“Creating a truly future-focused culture is a journey — and we’re committed to leading the way,” Robinson concluded.
For more information on careers at ASSA ABLOY Opening Solutions EMEIA, visit:
www.assaabloy.com/career/en/open-positions