With the “Baby Boomer” generation leaving work in the next two to five years, an important proportion of the workforce will be retiring – taking their experience and knowledge with them. Meanwhile, it is becoming more difficult to attract and retain talent – despite competitive salaries. This applies both to the shop floor, where shift models are no longer considered attractive, and in areas such as engineering, where the traditional career path appears to have become less appealing than jobs elsewhere. The industry will need to find ways to secure access to future talent and find a way to “immunize” itself against demographic challenges.