Raising the food sector's standards of skills
11 May 2009
EXCLUSIVE Angela Coleshill, the Food and Drink Federation Director of Human Resources, talks to Food Processing about the federation's involvement in improving skills in the food and beverage industry
FP: Why is FDF getting so energetically involved in raising the standard of skills within the food sector?
Angela Coleshill: The sustainability of the sector is highly dependent on its ability to innovate in order to respond to changing consumer demand. There have been rapid changes in technology, new product development and the need to continually improve its performance and productivity. This is reliant on the capability of its workforce and the ability to attract talent for the future. The focus on skills is an essential part of that solution, we have a good story to tell and want to give the sector the profile it deserves for being a great place to work.
Discuss FDF's relationship with Improve
FDF’s involvement with Improve dates back to the early days of its set up as the Food and Drink Sector Skills Council (SSC). FDF was actively involved in making the case for the SSC and sponsoring the start up of Improve. We have representation on the board of Improve and play an active role in supporting the work that they do, which we are in full support of. We run a joint skills stakeholder group with Improve bringing together members as part of their employer engagement priority and we work together on issues as they arise. One of their important priorities is to improve the supply of Food Scientists and Technologists into the sector; we are working jointly with Improve alongside DEFRA and the Institute of Food Science and Technology on a number of initiatives to find solutions to the shortages that the sector is experiencing.
FDF says evidence indicates few employers are investing in training as part of their business strategy. Why do you think this is the case?
There is considerable investment in training in the sector, which tends to be in house competency and compliance training. The UK is highly regulated with the highest standards of food hygiene in the world. In order to maintain these standards there is huge investment in regulatory training. Sadly, much of this training does not lead to recognised qualifications. As a consequence, when it comes to a measure of formal qualifications in the sector this appears quite low. FDF is very keen to see this change through recognition for in house training. Improve are making good progress towards building unit based qualifications with accreditation for competence assessed on the job. They are asking employers to engage in order to develop these qualifications that will enable employees in the sector to get this formal recognition.
FDF says migrant labour is not the answer because it fills labour gaps rather than skill gaps. But is it realistic to suggest that those jobs in the food sector requiring very little or no skill are filled by skilled or highly skilled workers?
No, not all, what the sector needs is a good flow of new entrants who will join the sector and develop a career from all levels. We have a particular challenge in attracting young people at junior level who are prepared to start at entry point. The reliance on migrant labour is not sustainable if we want to grow a skilled workforce for the future.
Do you think the Leitch Review targets for raising standards of numeracy and literacy are over-ambitious?
I think it is important to have something to aim for. Different sectors will start from a range of base lines; we are keen to raise the bar for the food and drink sector and will identify our milestones based on what is realistic for our sector. Based on most recent research, the proportion of the workforce qualified to level 2 is currently 48% for the sector as a whole compared with the Leitch ambition of 90%.
Can you elaborate on the FDF Skills Pledge Survey?
We are looking for members to sign up to our skills pledge. As a first step we are establishing a baseline for FDF’s members based on their employees’ current qualification levels. Our ambition for members is to reach 90% at level 2 for eligible employees over a three-year period. We are in the process of measuring current levels of qualifications through an FDF members survey and will publish our findings in the middle of the year.
What are the advantages for a manufacturer in up-skilling its workforce during a recession?
It is extremely important to be ready when consumer confidence returns to be able to respond to their changing needs. We need to ensure that the ability to innovate is there and we have a workforce that can support new technology and efficiencies to remain competitive.
Is there any retail involvement in the drive for skills in the food sector? If not, do you think there should be?
The market is highly competitive both within the retail sector and amongst suppliers. There is general agreement across all parties that the drive for improved skills is paramount to remain competitive.
What is your background?
My working life has revolved around people - whether that is recruitment, selection, employee development or employee relations, it is all about understanding motivations and getting the best from people. I have worked in the recruitment market, retail, and the service sector and for the past six years applied my expertise for FDF members as HR Director with responsibility for social policy including employment, skills and safety.
Contact Details and Archive...
Related Articles...
Most Viewed Articles...