The Trump administration says its tariff policies will help revitalize the domestic manufacturing industry. However, it’s uncertain whether the industry has the workforce to increase production.

As of January 2025, more than 500,000 manufacturing jobs in the US were unfilled. In particular, employers are struggling to fill entry-level production positions. In a survey of employers by the National Association of Manufacturers, more than half said “attracting and retaining talent” was their primary business challenge.

At the same time, women, especially women of color, are underrepresented (PDF) in the industry. Women are almost two times more likely to leave the manufacturing industry than men because of challenges such as low pay, fewer promotions, sexual harassment (PDF), and poor work-life balance.

To expand and retain a qualified workforce, manufacturing employers could invest in registered apprenticeships. This “earn and learn” workforce training model can simultaneously reduce women’s barriers to working in the industry and address the industry’s ongoing labor shortage.

How registered apprenticeships can expand access to careers in manufacturing

Registered apprenticeships combine classroom instruction and structured on-the-job learning provided by a mentor. Upon completion, graduates receive an industry-recognized credential. Apprenticeships are associated with increased earnings and greater job satisfaction among graduates, and increased retention for employers.

Expanding apprenticeships in the manufacturing industry, where men make up 70.3 percent of the workforce, can open the door for more women to participate. This would not only address the labor shortage in manufacturing but also the inequities that have historically limited women’s ability to succeed in the industry.

Urban Institute research suggests apprenticeships can help increase the number of women in male-dominated occupations, which tend to pay more (PDF) than other jobs. An analysis of the American Apprenticeship Initiative found women in apprenticeships experienced faster wage growth (PDF) than men. Apprenticeships could also reduce discrimination (PDF) in these industries by challenging stereotypes and biases.

Cultivating a broader workforce through apprenticeship could have economic benefits for both employees and their employers. One analysis found that manufacturing companies that emphasized inclusive workplaces were more likely to have a stronger financial performance. Research shows the average employer experiences about a 44 percent return on investment in apprenticeship programs if both direct and indirect benefits are considered. Further, apprenticeships could help employers fill entry-level roles that are currently in high demand, such as skilled technicians.

Streamlining the apprenticeship registration process could also help expand the manufacturing workforce

Despite the benefits of registered apprenticeship, employers often face challenges in developing and implementing these programs. The registration process can be time-intensive and complicated, discouraging potential sponsors from starting new programs.

To address this issue, the Urban Institute’s Registered Apprenticeship Occupations and Standards Center of Excellence has created dozens of frameworks to help fast-track apprenticeship program development for occupations in high demand. Each National Occupational Framework is vetted by subject matter experts and includes the key building blocks needed to develop and register an apprenticeship program, such as the occupation’s core job functions, competencies, and coursework.

There are several frameworks for manufacturing occupations that sponsors could use to start their own registered apprenticeships and expand their labor force. These include frameworks for crucial entry-level occupations in advanced manufacturing—like semiconductor processing technicians (PDF), electrical engineering technicians (PDF), and mechanical engineering technicians (PDF)—that employers can adapt to fit their workplace’s unique needs.

In addition to helping fill key manufacturing jobs, registered apprenticeship can open the door for people from underrepresented groups to develop careers in other industries facing labor shortages, such as health care and professional services. By providing employers with access to new talent pools, registered apprenticeship could reshape the labor market and close workforce gaps.