Young people are key to stabilising the food and drink workforce

Young people are not just the next generation of employees, they are central to whether the food and drink sector can sustain capacity, build skills, and remain resilient in the years ahead. The challenge is not simply attracting more applicants; it is building awareness, confidence and progression routes early enough that entry-level roles become the start of a career, not a short stop. 

Why youth engagement matters now 

Workforce pressure is no longer a short-term issue. Labour shortages and skills gaps are already limiting capacity across the food system, and the underlying drivers point to continued strain: an ageing population, a shrinking workforce, and a challenging economic backdrop. IGD’s report, Food and drink workforce – a quiet crisis building?, sets out why these pressures are intensifying and what needs to happen next.

The scale of economic inactivity among young people underlines why early engagement matters. The Quiet Crisis report highlights the number of 16–24-year-olds who are not in education, employment or training (NEET), a critical pool of potential future talent for the sector if barriers can be addressed. 

In a tight labour market, every sector is competing for the same people, so food and drink cannot rely on traditional recruitment alone to secure the workforce it needs. 

That is why youth engagement matters. It strengthens the pipeline into essential frontline roles, supports longer-term skills development, and helps the sector plan beyond immediate vacancies. 

Entry-level roles are vital and early experiences shape retention 

Food and drink depends heavily on entry-level roles across manufacturing, logistics, retail and hospitality. But for many young people, the sector is not well understood. They may not see the range of roles available, how apprenticeships work, or what progression looks like over time. 

Early experiences make a difference. If young people can connect what they are learning in school to real jobs, and hear directly from people working in the industry, they are more likely to view the sector as credible, accessible and worth considering. Done well, this also supports retention: when expectations are clearer from the start, early career experiences are more likely to feel purposeful and sustainable. 

What effective engagement looks like in practice 

At IGD, our virtual school workshop programme is designed to inspire the next generation by connecting students with real industry professionals. These sessions help young people recognise the skills they are already developing at school and how those can translate into meaningful careers across the food and drink sector. This year alone, we have already engaged over 6,000 students through the programme. 

The lesson is simple: perception changes fastest when careers are made real. Practical examples, relatable role models, and clear routes into work (including apprenticeships) can shift the conversation from “I didn’t know that job existed” to “I can see myself doing that.” 

Case study: National Apprenticeship Week 

During National Apprenticeship Week in February, IGD delivered five high-impact workshops supported by apprentices from Tesco, Mondelez, The Compleat Food Group and Pladis. Together, these workshops engaged 5,000 students from 50 schools across Years 8–13, bringing careers to life at scale. 

The feedback reinforced why near-peer role models matter. A teacher from The Forest School in Berkshire told us: 
“The workshop was very interactive, and we learned about apprenticeships on a deeper level. It allowed students to reflect upon careers they might want to follow in the future.” 

It was also clear that students valued hearing directly from volunteers, with one commenting: 
“I’d now like to do an apprenticeship at Tesco like Harry!” 

What businesses can do to strengthen the youth pipeline 

If the sector wants a more stable workforce, youth engagement needs to be treated as a strategic lever, not a nice to have. Practical steps businesses can take include: 

• Put real people in front of young people: apprentices and early-career colleagues are often the most relatable ambassadors. 

• Make skills visible: help students connect school-based skills (teamwork, problem-solving, communication) to workplace roles. 

• Explain routes in, and routes up: be clear about entry points such as apprenticeships, and what progression can look like over 2–5 years. 

• Invest in early career experience: retention is shaped by induction, coaching, first-line management and day-to-day support, not just pay. 

• Collaborate to scale impact: collective programmes can reach more schools and provide a clearer, more consistent message about the sector. 

Stabilising the workforce starts upstream 

When young people understand the breadth of roles in food and drink, and can hear directly from people doing those jobs, the sector becomes more accessible, more credible and more attractive. Done well, youth engagement strengthens the entry-level pipeline today and supports the shift toward a smaller, more skilled, future-ready workforce tomorrow. 

Help us inspire the next generation 

We have plenty of opportunities for businesses to get involved. Please email [email protected] to learn more about our summer programme of workshops and other activities we have coming up.