Fiber Optics Firm AFL Invests in Women’s Leadership, Bridging Manufacturing Skills Gap

NEW YORK, NY – November 19, 2025

Addressing the Skills Gap with Targeted Development

In a sector facing persistent labor challenges, AFL, a global manufacturer of fiber optic cables, is taking a proactive approach to workforce development. The company recently celebrated the graduation of 15 employees from the Women in Production (WiP) program, a 20-week professional development course offered by the Women in Manufacturing Education Foundation (WiMEF). This initiative underscores a growing trend among manufacturers to invest in internal training and skills development, particularly as finding qualified workers becomes increasingly difficult.

“The manufacturing landscape is evolving rapidly, and a skilled workforce is essential for success,” stated an industry analyst familiar with the sector. “Companies like AFL are recognizing that investing in their employees – especially in areas where representation is lacking – is no longer a ‘nice-to-have,’ but a strategic imperative.”

Beyond DEI: A Strategic Investment in Talent

While AFL's commitment to empowering women is commendable, the WiP program represents more than just a diversity, equity, and inclusion (DEI) initiative. The manufacturing sector faces a significant skills gap, with millions of positions going unfilled. This shortage is exacerbated by an aging workforce and a lack of qualified candidates in critical areas like advanced manufacturing and engineering.

WiMEF’s program aims to address this gap by providing participants with core professional skills and leadership training. The curriculum includes a StrengthsFinders assessment, one-on-one coaching, and peer networking opportunities. Graduates range in experience from 4 to 35 years with the company, suggesting that AFL views this program as valuable for both newer and more seasoned employees.

“It’s about developing internal talent and creating a pipeline of future leaders,” said a program participant. “The program provided me with the tools and confidence to take on new challenges and contribute more effectively to the team.”

The Rise of Virtual Learning and Flexible Development

The WiP program’s fully virtual format is also noteworthy. With increasing demands on employee time and limited resources for traditional training programs, virtual learning is becoming a more attractive and accessible option. The program's commitment of approximately one hour per week allows employees to participate without disrupting their work schedules.

This approach aligns with a broader shift towards lifelong learning and continuous professional development. In a rapidly evolving technological landscape, employees need to constantly update their skills and knowledge to remain competitive. Virtual learning platforms provide a convenient and cost-effective way to deliver targeted training to a geographically dispersed workforce.

AFL is not alone in embracing this trend. Many manufacturers are now partnering with educational institutions and online learning providers to offer virtual training programs in areas like robotics, automation, and data analytics. This not only helps to address the skills gap but also demonstrates a commitment to employee growth and development, fostering greater employee engagement and retention.

A Broader Industry Movement: Empowering Women in Manufacturing

AFL’s partnership with WiMEF is part of a larger industry movement to increase the representation of women in manufacturing. Despite comprising nearly half of the overall workforce, women remain underrepresented in production roles, particularly in leadership positions. According to recent data, women account for only 29-30% of the manufacturing workforce and even fewer hold management positions.

This lack of representation not only limits the potential talent pool but also hinders innovation and productivity. Research suggests that diverse teams are more creative, adaptable, and effective at solving complex problems. By creating a more inclusive workplace, manufacturers can attract and retain top talent, foster a culture of innovation, and improve their bottom line.

Prysmian Group, a key competitor to AFL, has also launched initiatives to promote diversity and inclusion, including a global “Side by Side” project and targeted recruitment programs for women in STEM fields. CommScope has established a Diversity and Inclusion Business Network and implemented inclusive hiring practices. These efforts demonstrate a growing recognition among manufacturers that diversity is not just a social responsibility but a business imperative.

WiMEF, supported by the Women in Manufacturing Association (WiM), is at the forefront of this movement. With over 32,000 members and a growing network of chapters, WiM provides a platform for women in manufacturing to connect, share best practices, and advocate for change. WiMEF’s educational programs, like the WiP program, are designed to equip women with the skills and confidence they need to succeed in the manufacturing sector and advance their careers.

WiMEF’s financial data shows steady growth in recent years, supporting an expansion in the number of programs offered. WiM’s increasing membership numbers suggest that more women are actively seeking opportunities for professional development and networking within the industry.

“We’re seeing a real shift in the manufacturing landscape,” explained a WiM representative. “Companies are finally recognizing the importance of investing in women and creating a more inclusive workplace. And we’re here to support them every step of the way.”