Strengthening the Thuringian semiconductor ecosystem

As part of four thematic workshops aimed at strengthening the Thuringian semiconductor ecosystem, the topic of "Workforce and Skilled Workers" was addressed on April 23, 2026, at the Ilmenau University of Technology. Around 40 experts from companies, universities, research institutions, and politics exchanged views on current challenges and potential solutions. Prior to this, the areas of action "Visibility and Networking" and "Support and Promotion" were discussed in interactive and insightful sessions.

The workshop aimed to jointly analyze the current and future skilled labor situation in the semiconductor ecosystem and to derive concrete ideas and recommendations for securing skilled workers. At the same time, the event served to further deepen cooperation between companies, universities, research institutions, education and technology transfer stakeholders, and policymakers.

Together with the Thuringian initial committee and the TMWLLR, on whose behalf we organize the workshops, we are driving the process forward to further expand Thuringia's expertise in the key technology of semiconductor technologies and to strengthen regional value creation. 

The workshop examined the topic of labor and skilled workers from different, complementary perspectives: from the perspective of labor market economics, from higher education and training practice, as well as from a business and human resources strategy perspective. Taken together, they paint a clear picture of the labor-related challenges for the Thuringian semiconductor ecosystem.

1. The labor market in structural change: Understanding long-term dynamics

The labor market is undergoing a profound and lasting structural transformation. Four key drivers shape this development: demographics, digitalization, de-fossilization, and de-globalization. These factors operate simultaneously and reinforce each other, but also offer considerable opportunities for those who actively and proactively shape the change.

For Thuringia, this means in particular a decline in the labor supply due to demographic aging, while the demand for skilled workers is rising significantly. Digitalization leads less to job losses than to a shift within specific professions, requiring higher qualifications. The transformation towards a climate-neutral economy further increases the demand for skilled workers, especially in technical and engineering fields. At the same time, geopolitical developments and fragile supply chains are changing the business environment and increasing the pressure on regional value creation.

The key consequence: securing skilled workers is not a short-term measure, but a strategic, ongoing task that must consider training and further education, integration, productivity and social security together.

2. Education, universities and location factors: From knowledge to employability

The workshop results show that the demand for skilled workers in microelectronics is not solely a matter of technical expertise. Particular emphasis was placed on lengthy training periods, the need for specialization and practical experience, and the ability to handle technical tasks independently and systematically. Graduates are in demand who combine fundamental technical knowledge with problem-solving skills, a capacity for learning, and an understanding of industrial work processes.

The results show that education and industrial practice in microelectronics need to be more closely aligned. Curricula that are too theoretical, insufficient practical components, little project work, and inadequate integration of disciplines hinder a smooth transition into professional practice. The need for a stronger understanding of systems, methodological competence, and interdisciplinary training was particularly emphasized.

Key levers identified included raising students' awareness of the industry's appeal, early and close industry ties, practice-oriented study formats, and joint projects to better utilize local potential. The structured integration of international professionals, combined with quality assurance, was also highlighted as an important component. Schools were identified as the central first point of contact, while universities should see themselves even more strongly as part of the industrial ecosystem.

Furthermore, it became clear that location factors also play a crucial role in attracting skilled workers. In particular, the rural character of some locations can pose an additional challenge for young people. Mobility options must be created, especially in more peripheral areas.

3. Companies in crisis: Trust, loyalty and employer image

The third point brought the perspective of companies in economically challenging times. Uncertainty puts a strain on both businesses and employees. In this situation, the employer's image becomes a crucial factor for stability.

Internal communication is key. Regular updates, personal conversations, and transparent decision-making are essential to maintaining trust and reducing uncertainty. At the same time, a company's virtual image is gaining importance, for example, through online platforms and social media. Employer attractiveness doesn't disappear in times of crisis, but it becomes visible differently: through reliability, fairness, and accountable actions.

Times of crisis therefore require particularly careful personnel planning. The results show that companies should develop clear roadmaps early on, communicate openly, and strategically review new hires. Even if economic downturns limit the scope for action, further training, talent pools, and employer branding remain important tools for maintaining employee retention and future viability.

In addition, there was a concrete insight into securing skilled workers from a company perspective. It became clear that sustainable skilled worker retention begins early, for example through student internships, apprenticeships, and close Contact with universities. At the same time, employee loyalty isn't built only upon signing an employment contract, but also through good support, development opportunities, and job satisfaction. Especially with regard to generational change, recruitment, knowledge transfer, and corporate culture must be considered together.

This made it clear: securing skilled workers is not a single measure, but a joint task along the entire education chain and throughout the entire employee lifecycle.

The next stage will be the final workshop on the topic of "land availability" at the beginning of summer.

The stakeholder process is to be brought together at the end of 2026 in a comprehensive event with concrete proposals for improving the framework conditions for Thuringia as a semiconductor location, as well as new impetus.