Workforce News

This Friday, Oct. 7, manufacturers across the country will open their doors in an epic celebration of manufacturing in America. Students, parents, teachers, local leaders and many others will be welcomed into factories, technical schools and similar venues to see what modern manufacturing is really about.

What it is: Led by The Manufacturing Institute—the NAM’s workforce development and education partner—MFG Day kicks off a monthlong series of events that provide an inside view of the industry and the exciting careers it offers.

This year’s events: MFG Day events include open houses, expos, job fairs, roundtable discussions and more across the United States, featuring many different types of manufacturing.

• This year, more than 500 companies and organizations are already on the national map of registered events, beating last year’s total.
• One of the flagship events will be hosted by SAS at its world headquarters in Cary, North Carolina, and include remarks from SAS CEO Jim Goodnight and Gov. Roy Cooper, as well as discussions with manufacturing leaders from Deere & Company, Mack Trucks, Johnson Controls and ABB. Experts from SAS and the MI will speak about technology, analytics and career paths in manufacturing, while manufacturing and technology exhibits will be open to visitors.
• In addition, the NAM and MI’s Creators Wanted mobile experience will stop at Nephron Nitrile’s new glove factory in West Columbia, South Carolina, giving visitors the chance to complete challenges that resemble real, creative manufacturing work.

Why it matters: The manufacturing industry will need to fill about 4 million jobs by 2030, and a lack of high-skilled workers threatens to leave more than half of those positions empty, according to a study by the MI and Deloitte. MFG Day is designed to increase awareness among the young people who could become the stars of tomorrow’s industry, showing them how much they stand to gain from choosing manufacturing as their career.

• Changing misconceptions: MFG Day helps the industry push back against misguided stereotypes, demonstrating that today’s industry is high skilled, high tech, clean, creative and welcoming to people of all backgrounds and talents.
• Opening doors: MFG Day events are also excellent opportunities to demystify the industry and show young people (along with their parents and teachers) a vision of an exciting future. The coolness factor matters—taking students through a dynamic, high-tech factory floor can fire their imaginations and change the course of their lives.

Don’t forget: If your company or organization is already on board and planning an MFG Day event, register it so that the MI can keep track of the industry’s outreach and highlight the impact of MFG Day nationwide.

• Find more resources to help you with MFG Day planning here. And check out these useful tips for promoting and sharing MFG Day content on social media.

What we’re saying: “This is manufacturing’s biggest annual stage to inspire the next generation,” said MI Director of Student Engagement Jen White. “We hope anyone who cares about the industry’s future will use their social media platforms and amplify #MFGDay22, to showcase why manufacturers are saying ‘Creators Wanted.’”

If you’re a student or job seeker looking for tailored career guidance combined with some hands-on, immersive fun, White House, Tennessee, was the place for you to be last week.

National impact: The Creators Wanted Tour, a joint project by the NAM and MI, made its 10th national tour stop at White House Heritage High School on Sept. 27–29.

• There, more than 700 students from four schools in Tennessee’s Robertson County went through the Creators Wanted mobile immersive experience, the award-winning, manufacturing-themed escape room–like activity in which participants work together to solve challenges in a “race to the future.”
• They also got the opportunity to chat with on-site sponsor representatives from Electrolux, Schneider Electric and FactoryFix about the many rewarding, well-paying career paths available in the industry.
• Local partners, including the Robertson County Economic Development Board, the Tennessee Chamber of Commerce & Industry and the Tennessee Manufacturers Association, were also on hand to answer jobs- and manufacturing-related questions.

Calling all creators: During the Tennessee stop’s premier event, speakers underscored the need for more skilled workers to fill the millions of open manufacturing jobs in the U.S.

• “Here in Tennessee, our industry has more jobs to fill than there are people looking for them,” Tennessee Chamber of Commerce & Industry and Tennessee Manufacturers Association President and CEO Bradley Jackson said.
• Speaking from firsthand experience about the many benefits of choosing one of those jobs was Tony Fraley, a plant manager for Electrolux. “I’m living proof of the great career opportunities in the field of advanced manufacturing,” said Fraley, who started at the company “running a process that coats dishwasher racks.”
• “I grew up about two hours from here in a small town very similar to White House,” he continued. “I always liked math and science. … I hope that stories like [mine] inspire the next generation of workers to consider a career that’s not only been good to me, but also offers a strong opportunity to earn a family-sustaining wage in a high-demand field.”

The numbers: The Tennessee stop resulted in more than 52,000 email signups from people interested in learning more about manufacturing careers.

An eye-opener: Students had a great time at last week’s events—and were pleasantly surprised to learn just how many interesting options manufacturing could offer them.

• “Creators Wanted made me excited about my future,” said one student.
• Added another, “Creators Wanted made me think more about my future in manufacturing.”

The last word: It’s past time for manufacturing careers to get their due as the gratifying professions they are, according to the Creators Wanted Spotlight panelists (and manufacturing company employees).

• Manufacturing “is definitely very rewarding [from a salary standpoint] but also the lifestyle that you get to have,” said Schneider Electric Manufacturing Engineer Zoie McFarland. “I get to go boating every weekend. I get to go hiking. I travel a lot. … Also, I was able to buy a house at 25. So, I think that is one major benefit—the lifestyle [manufacturing] gives you and the benefits that come from it.”

Robertson County, Tennessee, is a battleground—for companies vying for talent. With approximately 14,000 students in the school district, it’s a prime target for manufacturers looking to attract more young workers by shifting perceptions among parents, educators and students themselves.

What’s happening: The Creators Wanted Tour, the NAM and The Manufacturing Institute’s effort to build the workforce of the future, kicked off its fall 2022 tour yesterday in White House, Tennessee, just outside of Nashville. The stop’s premier event offered a glimpse of the advantage the tour gives manufacturers over other industries.

• “Our mission is to enable all students … to succeed … in a technologically advanced and culturally diverse society,” Dr. Chris Causey, director of schools for Robertson County, said at the kickoff event, calling Creators Wanted “a life-changing experience.”
• The stop was made possible by support from Dow and Honda, as well as more than 70 other manufacturing companies, including Tennessee stop hosts Electrolux and Schneider Electric.

The pitch and platform: Area manufacturing leaders held students’ attention as they spoke about the resilience of the industry and the reward of manufacturing careers.

• “Preliminary job numbers for August already show that Tennessee has reached its highest manufacturing employment level in over a decade—that’s over 360,000 Tennesseans,” said Bradley Jackson, president and CEO of the Tennessee Chamber of Commerce and Tennessee Manufacturers Association, the official NAM and MI affiliate organization in Tennessee and key partner in the tour’s first-ever stop in the state.
• Tony Fraley, the Electrolux plant manager in Springfield, didn’t just trumpet the company’s new, $250 million state-of-the-art manufacturing facility. He explained to students that robots and cobots are increasing the industry’s need for technical skills, which enables workers with these skills to make “family-sustaining wages in a high-demand field.”
• “We have a lot of job openings, really good jobs,” said Ken Engel, senior vice president, global supply chain – North America at Schneider Electric. He highlighted the company’s advanced development program, where students “fresh out of college have a rotational program” to get experience in supply chain, logistics, lean manufacturing, marketing, finance and other disciplines.

The Creators Wanted experience: “The skills and technology on display here will help change Tennesseans’ understanding of what a manufacturing team does and how they do it,” said MI President Carolyn Lee.

• “So, for those of you who’ve gone through our mobile experience—did you have fun?” asked NAM President and CEO Jay Timmons, causing students to nod in agreement.
• Hoping to spur more career exploration, he concluded with this: “Have you learned that you can make a lot of money in manufacturing, doing things you like to do? That’s just a taste of what our industry is about and what manufacturing teams do every day.”

Early returns: More than 200 attendees gathered for the premier event, including students from White House Heritage High School, East Robertson High School and Jo Byrns High School.

• During the two-and-a-half day stop, the NAM and MI expect more than 700 students to visit and more than 30,000 email signups by students and career mentors interested in manufacturing careers.

The last word: “To strengthen manufacturing’s competitiveness, we must shift perceptions among, and provide opportunities to, students, parents and educators,” said NAM Executive Vice President Erin Streeter. “This stop in Tennessee will provide them with an introduction to the technologies and careers that are defining the future.”

Creators Wanted is gearing up for another season of bolstering positive perceptions of manufacturing careers and inspiring new manufacturers. Its schedule for this fall is now set—and we’re sharing it with you.

The nationwide tour, a joint project of the NAM and its workforce development and education partner The Manufacturing Institute, with significant legacy funding from  Dow, Honda and Trane Technologies as well as contributions from more than 70 manufacturing companies, will stop in Nashville, Tennessee, on Sept. 27–29.

• The tour features an award-winning mobile immersive experience, to help students, emerging workers, parents and other career mentors learn and get excited about opportunities in modern manufacturing.
• Tour stop attendees will also meet local manufacturers, interact with hands-on technology, attend presentations by stars in the industry and access resources for training and job opportunities.

Building on big impact: The MI and Deloitte have already reported that positive perception of manufacturing careers has soared from 27% when the tour started to 40% today, just shy of the goal of 50% by 2025.

• The campaign has amassed—and maintained—an email network of more than 320,000 highly engaged students and career mentors.

Destination Tennessee: The Nashville stop will be the 10th since the tour began last year.

• Hosted by Electrolux and Schneider Electric and co-presented by Robertson County Economic Development, the Tennessee Chamber of Commerce and Tennessee Manufacturers Association and FactoryFix, the stop will take place at White House Heritage High School in the Nashville-adjacent town of White House, Tennessee.
• More than 500 students, parents, teachers and community leaders are slated to attend.

It’s good to be back! From Oct. 4 to 7, as manufacturers nationwide celebrate MFG Day 2022, Nephron Pharmaceuticals will host the second Creators Wanted tour stop this fall, in West Columbia, South Carolina. FactoryFix and the South Carolina Chamber of Commerce will also participate.

• The tour visited West Columbia and Nephron last October. This year’s encore visit to the city will take place at the Nephron Nitrile Factory.
• More than 20,000 students and career mentors are expected to sign up online to learn more about modern manufacturing careers.

College visit: Next, the tour will visit Decatur, Illinois, on Oct. 24–26, for a stop that will be hosted by Caterpillar and ADM and co-presented by Illinois Manufacturing and FactoryFix.

• The events will be held at Shilling Center at Richland Community College. This third fall tour stop is expected to draw many visitors from the local community and add more than 20,000 students and career mentors to our network in Illinois.

Windy City premiere: The last stop on the Creators Wanted fall tour will be at the Rockwell Automation Fair in Chicago, on Nov. 16-17. The Creators Wanted immersive experience will be a main feature on the showroom floor at this gathering of thousands of industrial automation leaders and experts.

Learn more: Tour organizers say that there is still time to join the fall tour stop events. Interested in supporting the cause and the MI’s sustained workforce solutions? Contact Barret Kedzior at [email protected].

Finding and keeping a job can be challenging for people with criminal records. These jobseekers face exclusionary business practices and logistical obstacles, which result in an unemployment rate for this population that is five times higher than the general US public. To minimize this inequality, The Manufacturing Institute—the workforce development and education partner of the NAM—has joined with Union Pacific to expand candidate pools and bring more outstanding individuals into the manufacturing industry.

A second chance: Union Pacific began working on the second chance initiative last year, and the results have already proven fruitful.

• In 2022, the company launched a pilot program with local community organizations in Houston to eliminate barriers to employment for the formerly incarcerated and helped ensure the long-term success of these second chance candidates.
• In its first three months, the program brought in nearly 100 new applications and created positive relationships and support systems.

The steps to success: The Union Pacific team discovered that three components were critical to helping candidates find jobs and succeed:

• First, companies interested in hiring such candidates must update their own hiring practices and rethink potential barriers for otherwise qualified candidates—whether that means adjusting onerous required credentials or background checks.
• Second, partnerships and strong relationships with local community partners can help ensure that these candidates have the support they need to be successful. Tools like the MI’s Community Partnership Scorecard helped Union Pacific find partners that fit well with their goals.
• Third, establishing pilot initiatives in high-demand markets can help a company learn about best practices that can be replicated elsewhere. Plus, sharing experiences with other employers can help additional companies find success.

Expanding the program: Union Pacific’s current focus involves bringing the Second Chance initiative to new markets across the country to replicate the pilot program results.

• “Everyone I speak with about our success in Houston wants to know how we can take this model and multiply,” said Union Pacific Talent Acquisition Manager Ken Kawamura.

Leaders in the field: With the success of this initiative, Union Pacific has become an industry leader in establishing inclusionary hiring practices and building community partnerships. The company hopes to help establish second chance programs throughout the country.

• The Manufacturing Institute has been a critical partner in this work, providing information and resources necessary to its success.

• “The MI is committed to supporting members in the pursuit of effective Second Chance initiatives,” said MI Vice President of Workforce Solutions Gardner Carrick. “Our goal is to leverage those learnings and strategies across the manufacturing industry to expand talent and opportunity in the sector.”

The last word: Union Pacific’s primary goal in pioneering this initiative is to build a more equitable workforce for all employees.

• “In our eyes, once you are a part of Union Pacific, you are no different than any other employee, regardless of your background,” said Senior Director of Talent Acquisition Dan Culbertson.

In early 2021, The Manufacturing Institute began collaborating with Union Pacific to build a Second Chance hiring initiative to expand candidate pools to be more inclusive of those with criminal records. Union Pacific Chairman, President and CEO Lance Fritz made expanding his company’s talent pipelines a priority and considers Union Pacific’s commitment to Second Chance employment an important part of that strategy.

To help design and implement Union Pacific’s Second Chance initiative, the MI partnered with Envoy Advisory via its Envoy initiative to make use of its expertise in inclusive hiring policies and practices and build partnerships with high-performing reentry and workforce organizations in Houston, Texas.

Assessing and adapting Union Pacific’s existing hiring policies and practices allowed for a deeper understanding of the candidate journey and illuminated potential barriers and support gaps for candidates from this population. While the pilot program was aimed specifically at candidates with criminal records, many of the identified employment barriers applied to a broad range of candidates from vulnerable backgrounds. Our case study outlines the three essential components of a successful Second Chance hiring initiative. Read the full case study here.

The manufacturing industry has had more than 2.6 million job openings nationally in 2022 already—a workforce shortage that shows little signs of slowing. Meanwhile, half of all those available jobs don’t require a four-year college degree or the debt that goes with it.

This week, President Biden announced new measures providing student debt relief to many eligible Americans. Yet the manufacturing industry helps young people avoid this problem in the first place, while also offering them salaries far above the national average.

Manufacturing Institute President Carolyn Lee weighed in on the advantages available to young people looking to make a strong entry into the workforce, instead of suffering under debt that makes it more difficult to start a family, purchase a first home and achieve other major life milestones. Here’s what she had to say.

How it works: Manufacturers often offer short-term certifications or other training programs that allow people to jump into high-paying careers quickly and without debt, Lee explains.

• “There are multiple pathways to career opportunities in manufacturing through skills training, ranging from short-term programs to more involved skills development and apprenticeship programs,” says Lee.
• For example, the Federation for Advanced Manufacturing Education (FAME) program (founded by Toyota and operated by the MI) offers current and aspiring manufacturing workers both on-the-job training and classroom education. The program leads to an associate degree and an Advanced Manufacturing Technician (AMT) certificate.
• Manufacturers work with FAME’s local chapters in part because they allow companies to use a global best system to train the skilled workforce they need to compete.

The numbers: The data show that manufacturing is a good choice for those inclined to avoid debt, Lee points out.

• As noted above, there have been more than 2.6 million manufacturing job openings so far in 2022, but just 47% of those job openings (about 1.2 million) require a bachelor’s degree or greater.
• Meanwhile, manufacturing workers in 2020 earned $92,832 on average (compared to an average of $77,181 for workers in all private nonfarm industries).

What can policymakers do? To ensure that manufacturing training programs continue to expand and succeed, policymakers should make certain changes, says Lee.

• For example, Pell Grants should be usable for high-quality training programs as short as eight weeks—often all that is needed to train a technician.
• Policymakers should also ensure that our education system focuses on skills attainment for career success, and that teachers and other influencers are aware of opportunities offered by pathways other than four-year degree programs.

#CreatorsWanted: The NAM and the MI have taken this message to communities across the country through the Creators Wanted campaign’s tour and mobile experience. Tens of thousands of students, parents, educators and local leaders have attended the tour stops, where they learned about the promise of manufacturing careers and were challenged to think like manufacturers in the interactive mobile experience.

• As Lee told students at the Creators Wanted stop in Freeport, Texas, “Without a steady stream of talented, bright young people … we can’t keep up the good work of continuously making our products. This is not a get-one-job-and-stay-there-for-40-years [situation]. This is a choose-your-own-adventure [career path] with continuing skills and challenges and opportunities and learning along the way.”

The last word: “We understand how oppressive student debt can be, especially when starting out in life,” said Lee. “More people should be able to get a rewarding and well-paying job that doesn’t require massive debt that takes a lifetime to pay off. This is one of the reasons we work so hard to make sure young people know about the variety of options available to them in manufacturing careers; it’s not just for the industry’s benefit, but for theirs as well.”

If you’d like to hear more about careers in manufacturing, come to one of the many MFG Day events happening this October.

Aidan Bleser took to manufacturing early on.

“The concepts of manufacturing were part of my childhood,” says Bleser. “There was a lot of Lego-building, and stuff like that.”

Still, Bleser didn’t get a chance to hone his skills until high school, when he was accepted into a program that offered courses on manufacturing at a local college, St. Philip’s College in San Antonio, Texas. Near the end of his program, his professors at St. Philip’s encouraged him to take the next step by signing up for the FAME program’s local chapter in Alamo.

The program: The Federation for Advanced Manufacturing Education (FAME), which was created by Toyota and is now overseen by The Manufacturing Institute, is a career pathway program for current and aspiring manufacturing workers. It provides them with on-the-job training and classroom education, leading to an associate degree and the Advanced Manufacturing Technician (AMT) certificate.

The experience: Through the program, Bleser was offered a role at Toyota, where he spent two years doing hands-on work while also accruing college credit.

• “FAME was great,” said Bleser. “The two years went by fast, and I enjoyed getting the college credit while still working part time. It helped the learning experience, being able to work while going to school.”

The people: Bleser also enjoyed working with other program participants as part of a group, getting to know individuals who were interested in manufacturing and even advising and mentoring younger students after his time in the program was up.

• “I’ve stayed in touch with people in my cohort, and I have mentored people in the younger cohort,” said Bleser. “That group dynamic is a great opportunity, because you can learn skills yourself and then teach them to other people.”

The job: Bleser graduated in May and was offered a full-time position at Toyota in August. He is now employed as a maintenance officer at Adient, one of Toyota’s on-site suppliers—and credits the FAME program with giving him the tools he needed to be successful.

• “I would recommend FAME to anyone,” said Bleser. “It prepares you really well. By the time you’re hired, you’re not a new face, and you’re used to the culture.”

The road ahead: Bleser’s experiences in the FAME program and at Toyota have shown him that there are opportunities available in manufacturing for people with all sorts of different talents and interests. He has big plans for the future:

• “I’d like to look into system integration, maybe opening some sort of company myself one day,” said Bleser. “I’ve also gotten more into application development on the software side, so I’d like to continue doing that, and hopefully develop some software that can be used throughout manufacturing.”

The last word: “There are so many ways to work in manufacturing,” said Bleser. “From maintenance, to quality, to logistics, to management, there are a lot of different places you could find yourself. Anybody with any skill set could be valued.”

When Tara Hogan was growing up in Texas, she wanted to be a basketball coach—a career in freight rail wasn’t on her radar. But after high school and six years of service in the U.S. Air Force, she finished her college degree, took on a few different jobs and went looking for her next gig. She found Union Pacific Railroad on a list of companies looking to employ military veterans and landed a job as an operations management trainee in 2006.

More than 15 years later, after stints in Nebraska, Louisiana and Kansas, Hogan serves as a general manager at Union Pacific in Fort Worth, Texas, leading a team of 1,700 people as she runs the freight rail service in an active—and essential—area of the country.

Starting out: In many ways, Hogan found that her experience in the military gave her the tools to succeed at Union Pacific.

• “Union Pacific is a 24/7 operation that runs 365 days a year, as the military does,” said Hogan. “In the military, there’s a structure and a sense of certainty, and there’s comfort to that; at Union Pacific, there’s the same kind of certainty and structure. There’s a language in the military, and a language at Union Pacific.”
• “For me, it was the place I could go that felt the most familiar…. It’s got the structure of the military but the flexibility of the civilian environment.”

Paying it forward: Today, Hogan isn’t only an outstanding representative of the railroad industry in her own right; she’s also a role model for others who might be interested in a career in the sector—including individuals from communities that are currently underrepresented.

• Through Union Pacific’s UPLift program, which pairs underrepresented employees with executive sponsors, Hogan is sponsoring a woman in Fort Worth, offering career advice and networking support.
• “It’s not a one-and-done mentor situation,” said Hogan. “I’ll be with her throughout her career, and I’ll watch her grow. Hopefully, she’ll be my boss someday.”

A supportive environment: As a woman in freight rail, Hogan is generally in the minority, even as Union Pacific works to double the number of women employed at the railroad. Still, Hogan’s experience has been positive, and she has always felt encouraged to gain skills and rise in the company.

• “Everybody I have come across has wanted to see me succeed,” said Hogan. “If somebody is willing and wanting to learn, there are a ton of people here who want to teach you and see you be successful.”
• “I never thought I’d be in this position. I didn’t aspire to it. But the company saw something and kept challenging me to see what I can do. It’s been a great experience for me.”

The bigger picture: Hogan’s success at Union Pacific is part of the company’s ambitious efforts to advance women throughout its operations.

• Its Careers on Track program—in partnership with The Manufacturing Institute—aims to increase the number of women in the manufacturing and transportation, distribution and logistics industries.
• The program is designed to inspire women and youth to pursue modern industry careers through workforce development and career solutions.

The last word: “You can learn anything you want to learn here, depending on what your job is,” said Hogan. “Manufacturing has changed with the times and become better. All the opportunities to learn and grow have become better. If you’re a hard worker and willing to learn, there’s no glass ceiling anymore.”

Fernando Gonzalez grew up admiring his aunt because she served in the army—and when it came time for him to choose a career, he wanted to follow in her footsteps. He joined the U.S. Navy when he graduated from high school, working in navigation. But he still wanted to continue his education, so he eventually went to college, supporting himself by working as a security guard and later as a customer service representative for an auto company. At the same time, he joined the U.S. Army National Guard—giving him plenty to do all at once.

• “I was doing school, work and the National Guard,” said Gonzalez. “I suppose I’ve had a kaleidoscope kind of career—lots happening all at the same time.”
• Eventually, he decided to return to active duty and joined the U.S. Army as an industrial maintenance specialist. But when he completed his service, he found himself looking for a new kind of role.

A new path: As he was preparing to leave active duty, Gonzalez took advantage of the U.S. Department of Defense’s SkillBridge program through his local transition office. It was there that he learned about The Manufacturing Institute’s Heroes MAKE America initiative. He joined the logistics career skills training program at Fort Stewart near Savannah, Georgia—led by Heroes MAKE America and education partner Savannah Technical College—and got to work.

• Through an eight-week accelerated training program, he learned about manufacturing while also getting hands-on experience.
• After interviewing with a recruiter from Cargill, a global food corporation based in Wayzata, Minnesota, Gonzalez was offered a position. Today, he works at the company as an operations manager.

What is Heroes MAKE America? The MI—the workforce development and education partner of the NAM—designed Heroes MAKE America as an integrated certification and career-readiness training program that helps prepare transitioning service members, veterans, National Guard members, reservists and military spouses for careers in manufacturing. The initiative offers in-person training and remote training options, as well as career support and placement.

A positive experience: Gonzalez enjoyed the opportunity to learn about manufacturing and logistics and particularly appreciated being exposed to a wide array of careers in the industry.

• “Heroes was great,” said Gonzalez. “We toured some plants in the Savannah area, near where I was stationed in Fort Stewart. We saw a crew ship at port, we toured a steel mill, we learned about manufacturing and logistics.”

A smooth transition: Gonzalez found that his new career had plenty of similarities with his time in the military, making it a good match for the talents and work style he had honed there.

• “The soft skills correlate,” said Gonzalez. “You still deal with people; you still deal with some type of chain of command. You have goals for the day, the week, the quarter. In the military, we talk about missions, and that’s still what we do here. In the military we have this attitude of getting things done, figure it out. It doesn’t matter if you haven’t done it before—you figure it out and make it happen, and that’s been true here, too.”

A great job: Gonzalez has enjoyed learning new processes and applying his skills in new areas, working to maintain and operate equipment that receives, stores and loads commodities like corn and soybeans onto train cars for shipping. “Every day I learn something new,” he said.

The last word: “Manufacturing is a crucial industry,” said Gonzalez. “It has incredible opportunities at all skill levels. It’s vital to our country, to our security. And it’s not going away.”