Shehrin, the youngest barrister in Bangladesh at the age of 21 and one of the youngest directors at BGMEA, is also an accredited arbitrator specialising in commercial disputes. With an MSc and LLM in commercial law, along with an Oxford Merit Award, she has an impressive academic background.
The RMG sector is a beacon of economic growth in Bangladesh, holding immense potential for the future. Despite challenges related to resource limitations and backward linkages, the industry’s success is primarily fuelled by its human resources that has propelled the industry to its current US $ 44 billion scale. As we look ahead, there is a clear need to transition from a labour-intensive model to a value-driven paradigm that emphasises knowledge, innovation and skills. This shift creates numerous opportunities for young workers, who are essential to developing a more sophisticated and diverse industry.
As the industry evolves, young talent must be nurtured to foster growth. With increasing focus on value-added products and industrial complexity, the importance of investing in professional development for young workers cannot be overstated. Developing skilled professionals is vital for achieving national economic targets and advancing industrialisation both within and beyond the RMG sector. Ultimately, the future of the industry depends on how well we cultivate this young workforce.
Attracting fresh talent amidst challenges
Although the RMG industry is providing various best practices to improve worker welfare, attracting new talent remains a challenge. Reports of negative working conditions can deter fresh graduates from joining factories. However, the scenario is not as grim as it may seem. Many factories have made strides in improving workplace conditions, from providing fair-price shops to promoting higher education amongst female workers. Social safety, health, hygiene and mental well-being initiatives have further improved the work environment.
The current academic landscape is also changing, with universities promoting interest in the RMG sector. Graduates are now taking up significant roles at major global brands such as H&M and M&S. However, to secure the right roles for graduates and equip them for success in the industry, a more structured approach to align education with industry demands is essential. Bridging this gap will ensure new professionals are well-prepared to thrive.
Transparency: A key driver for attraction
Transparency in the workplace is of paramount importance for ensuring worker trust and engagement. The RMG sector in Bangladesh already boasts a degree of transparency, particularly regarding worker safety and health standards. However, enhancing communication to ensure that young workers are aware of these standards can further attract them.
The benefits of a transparent workplace include not only adherence to safety regulations but also the promise of ethical labour practices, equitable pay and growth opportunities. Such an environment fosters a sense of security and loyalty among employees, which can have a significant influence on a young worker’s decision to join the industry. By publicly sharing best practices, success stories and ongoing initiatives, the RMG industry can enhance its appeal to a younger demographic, particularly as social consciousness among this generation grows.
Sustainability as a driving force
Today’s youth are more motivated by sustainability, making the RMG sector’s advancements in this area incredibly appealing. Outdated perceptions about factories as having undesirable work environment no longer hold true. Today’s RMG factories boast modern amenities, a robust workplace culture and a commitment to sustainable practices, creating an attractive atmosphere for young job seekers.
The push for sustainability in the RMG industry resonates with younger generations who are increasingly concerned about the environmental and social impacts of their employment. By emphasising sustainable practices and worker well-being, the industry is rebranding itself as a desirable place to work, which is crucial for attracting and retaining young talent.
Advocating for fair labour practices
The younger generation’s advocacy for fair labour practices is increasingly pronounced, not just within the RMG sector but across all industries. Young workers are well-positioned to challenge archaic practices and drive positive changes. The representation of female talent must also be prioritised, breaking down barriers to their progress in the workforce. To foster this environment, efforts must be made to empower young professionals through mentorship and career advancement opportunities.
Young advocates for fair labour practices can effectively influence change by participating in dialogues around labour rights, leveraging social media platforms to raise awareness and utilising collaborative approaches to enact organisational changes within the industry.
Embracing innovation and technology
To enhance worker welfare and attract a younger demographic, the RMG industry must embrace innovative practices and technologies. Digital wage platforms and blockchain technology can ensure timely payments, reducing financial anxiety among workers. The implementation of IoT devices for workplace safety—monitoring air quality and other hazards—can also enhance the factory environment.
Moreover, automation can alleviate the physical strain on workers by taking over repetitive tasks, allowing a focus on more skilled roles such as quality control and data analysis. Wearable technology can be utilised to monitor workers’ health, deepening their engagement with company welfare programmes.
Creating digital platforms for worker management can also help enhance transparency, allowing employees to monitor their working hours, wages and available benefits. Investing in such innovations can make the industry more appealing, particularly to young, tech-savvy individuals seeking modern workplaces.
Bridging the skill gap
Skill development is vital for the integration of fresh talent into the RMG industry. Currently, there are growing opportunities for skill development at universities and vocational institutions that offer courses tailored to RMG needs. However, the alignment between academic training and industry requirements needs improvement.
To attract new talent, more industry-driven training programmes and apprenticeships should be implemented. There must be a greater focus on soft skills, leadership, communication and advanced training in technology and sustainable practices. By bridging this gap, the industry can ensure that new graduates are equipped with the skills necessary to navigate their careers successfully.
