By Buzz Powell, Contributing Author
The COVID-19 pandemic had a far-reaching impact on the asphalt industry. As the world continues to recover and adapt to new realities, one of the major concerns for the asphalt industry is the ongoing workforce challenge and the urgent need for effective recruitment and training programs.
The industry faces a perfect storm of retiring workers, a shortage of skilled labor and rapid technological advancements reshaping the labor landscape. These sweeping changes impact agencies and industry in a significant way.
The asphalt industry already faced workforce challenges before the pandemic. Many skilled workers were nearing retirement, and the industry struggled to attract younger talent. Historically, construction and civil engineering sectors, including asphalt paving, have been prone to workforce shortages due to the physically demanding nature of the work and a lack of awareness of the diverse opportunities available in the industry.
Training programs for the asphalt workforce have struggled to address these issues. Many legacy programs focus on traditional methods and do not always keep up with the rapid technological advancements in asphalt production, paving techniques and maintenance strategies.
The pandemic accelerated these challenges and created additional barriers to training and workforce recruitment.
The COVID-19 pandemic led to widespread disruptions in construction projects across the globe. The shutdown of many projects, combined with social distancing measures and remote working requirements, delayed or completely halted essential training programs for the workforce.
This interruption resulted in an immediate shortage of skilled labor, particularly for more specialized roles in the asphalt industry, such as equipment operators, paving technicians and quality control inspectors.
Workforce challenges were further exacerbated by health concerns. Many older workers, who were at a higher risk due to COVID-19 complications, chose to retire. At the same time, the pandemic caused a shift in work culture, with many workers opting for industries perceived as safer or more stable, leaving the asphalt industry struggling to fill critical positions.
As the world continues to work through the post-pandemic recovery, the demand for efficiency and quality in asphalt production and paving has led to a rise in automation and the integration of new technologies.
Innovations like automated heavy equipment, smart sensors and artificial intelligence (AI)-driven maintenance techniques have the potential to improve productivity and reduce the dependence on a large workforce. However, these technological advancements also present new challenges.
The need for a workforce that is skilled in operating advanced technologies is critical. Traditional training programs may not be sufficient to equip workers with the skills needed to manage and maintain new machinery and software systems. The lack of such training can lead to a widening skills gap and hinder the industry’s ability to fully leverage the potential of these innovations to increase productivity.
The post-pandemic workforce demands an entirely new approach to training in the asphalt industry. To address the growing skills gap, there must be a concerted effort to develop and implement modern training programs that not only address the need for basic skills but also provide workers with exposure to the latest technologies and best practices in the industry.
With restrictions on in-person interactions during the pandemic, the asphalt industry embraced virtual training platforms and e-learning solutions widely available on smartphones, tablets and laptop computers.
These platforms continue to play a vital role in training because they offer flexibility for workers to learn at their own pace from anywhere, making it easier to reach a broader pool of potential employees. Virtual simulations and online modules can be tailored to specific job functions, such as asphalt mix design, quality control and equipment operation.
In addition to virtual learning, on-the-job training and apprenticeship programs are essential to developing a skilled workforce. Apprenticeships provide hands-on experience that can’t be fully replicated through online training. By pairing less experienced workers with seasoned professionals, these programs ensure that the knowledge and expertise of the industry’s veterans are passed down to the next generation of workers.
Collaboration between industry associations, asphalt contractors and educational institutions is crucial in developing the workforce of the future. Many universities and technical schools now offer specialized programs in asphalt technology, civil engineering and construction management.
The National Center for Asphalt Technology (NCAT) at Auburn University is the flagship example of educational partnerships in the asphalt industry. The Professor Training Course (PTC) and Road Scholars program are supported by the National Asphalt Pavement Association (NAPA) Research and Education Foundation (NAPAREF) to expand access to specialized programs in asphalt technology at other universities and promote workforce development, respectively.
Partnerships with institutions like NCAT and others allow the asphalt industry to create a direct pipeline of well-trained, job-ready workers.
One of the most pressing challenges the asphalt industry faces in the post-pandemic world is attracting a new generation of workers.
The younger workforce is often unaware of the opportunities available in the asphalt sector, and many perceive the industry as outdated and physically demanding. To reverse this perception, the industry must engage in proactive recruitment efforts.
The industry needs to effectively market itself to potential workers, emphasizing the modern, high-tech aspects of asphalt production and paving. Outreach programs in high schools, vocational schools and community colleges can help students understand the opportunities available in the asphalt sector, including the potential for career growth and advancement.
One of the main reasons younger workers are not attracted to the asphalt industry is the perceived physical demands of the job. By adopting more advanced machinery and improving safety protocols, the industry can make the work environment more appealing to younger, tech-savvy workers.
Additionally, offering competitive wages, benefits and career progression opportunities can make the industry more attractive to new recruits.
Historically, the asphalt industry has been dominated by male workers, but, because of the labor shortage, there is a growing emphasis on hiring qualified workers who represent different demographics. By promoting equal opportunities for women, minorities, and underrepresented groups, the industry can expand its talent pool and tap into new sources of skilled labor. The Women of Asphalt (WofA) is a national coalition championing women in all roles that does a great job of promoting career opportunities in the asphalt industry.
The future of the asphalt workforce will depend on the industry’s ability to adapt to new technologies, improve training programs and attract a diverse, highly skilled workforce.
Post-pandemic, the industry must focus on developing training programs that balance traditional skills with the latest technological advancements. Moreover, the industry will need to embrace a more flexible workforce structure, with a combination of virtual training, on-the-job learning and partnerships with educational institutions.
Attracting a younger, more diverse workforce will require the industry to rethink its image and demonstrate the many opportunities for career growth, innovation and technological advancement in the asphalt sector.
The challenges posed by the COVID-19 pandemic have highlighted the urgent need for a more effective, adaptive and modern workforce in the asphalt industry. While the pandemic accelerated existing workforce shortages and training gaps, it also presented an opportunity to reimagine how the industry trains, recruits and retains its workforce.
By embracing new technologies, updating training programs and attracting a diverse pool of talent, the asphalt industry can overcome its post-pandemic workforce challenges and emerge stronger, more efficient and better prepared for the future. RB
Buzz Powell, Ph.D., P.E., is the technical director of the Asphalt Pavement Alliance, and he serves as an expert on materials, asphalt mixes and construction for the National Asphalt Pavement Association.
