Bridging the Gap in Forestry: A Vision for the Future

The theme of everything I’m doing right now is about bridging the gap.

When it comes to getting young people into forestry, we’ve got gaps everywhere—huge ones. We’ve got high school programs, and we’ve got college programs, sure. But what about the kids who don’t want to go to college? Or the ones who graduate from high school and have no idea what to do next? That gap is massive.

For foresters, we’ve been doing a good job training people for the past 50–100 years. But for logging? It’s like jumping across the Grand Canyon. And trust me, loggers are a stubborn breed. If something breaks, they don’t call a technician right away—they spend two and a half days fixing it themselves before finally calling for help if needed. That’s just how we are. But that stubbornness has left us with a big problem: we’re not training the next generation.

How Did We Get Here?

It all goes back to the “Timber Wars.” When I was growing up, logging was painted as a dying industry. Spotted owls. The message was that all loggers were bad loggers. “Don’t go into that field, go to college instead.” For 30 years, we shoved kids into college and ignored the trades.

The pendulum is swinging back a little now, and that’s great. But it’s not swinging fast enough. Forestry education is rising again, but it’s still mostly focused on foresters. Loggers? Lumber manufacturing? Barely a blip on the radar. We’ve got FFA programs and Envirothon, and they’re doing good things, but few of those programs teach kids how to be loggers. The national focus of those programs do not center around entry level forest products industry jobs.

And here’s the thing: the acceptance of wood as a renewable resource is finally on the rise. Have you been to the Portland airport lately? They’ve invested in Mass Timber all over the ceilings. Twenty years ago, that never would’ve happened. So why aren’t we capitalizing on this moment to show young people that forestry is a future, not a relic of the past?

The Workforce Crisis

I recently surveyed 30 loggers. Here’s what they told me:

• 100% listed workforce shortages as one of their top three problems.

• 97% want some kind of entry-level training for new hires.

• 57% dont trust current training outlets for entry level logging

Logging companies are struggling to put inexperienced workers into machines that cost upwards of $700,000 right out of the gate. I mean, would you let someone who doesn’t know anything drive a half-million-dollar piece of equipment? That’s hard to justify.

One logger also told me in order to get a first time industry worker to productional output standards, it costs his company between $100,000–$125,000. And after they’ve made that investment? A percentage of those workers leave. Some stay in the industry, which is great, but many don’t. It’s a huge risk, and most small companies just can’t afford it.

And let’s be honest—many loggers mistrust the college system. My own dad told me, “I’m not actively looking to hire anyone trained at a university,” even when I was the one doing the training! That’s the reality we’re up against.

What Do We Do About It?

Here’s what I think needs to happen:

1. Entry-Level Logging Training Programs

We need short, focused training programs. This focus would be on teaching people how to run skidders and loaders, how to set chokers, and most importantly, how to stay safe. The first 100 hours are the most dangerous for any new worker. If we can get them past that point slowly and safely, we’re already winning.

When it comes to injuries in logging, there’s something we call the “reverse bell curve.” New workers have a really high risk of injury during their first 100 hours on the job—then the risk drops as they gain experience. But here’s the kicker: as workers age into their 50s, 60s and beyond, the injury risk climbs back up again. The average age of a logger in Oregon is around 54 years old currently.

If we can start that curve lower—by giving new workers proper training right from the start—we’re not just saving production time. We’re also saving lives.

2. Get Into the High Schools

I tell loggers all the time: stop digging in the barrel for existing talent and start picking it off the tree. Get into your local high schools. Talk to the kids who are “done with school” the moment they graduate. They’re not going to college, and that’s okay. Let’s give them a path to success.

3. Tap Into Transitional Workers

Veterans. People coming out of the penal system. Folks who are unhappy in their current jobs. These are untapped pools of talent. But we’re not doing enough to reach them, train them, and bring them into the industry.

4. Leverage Social Media

Like it or not, social media is where young people get their information. A recent PEW study shows that over 85% of 18-29 year olds prefer to get media from an electronic device. We need to show them that logging is a real, viable career. Right now, most of the logging content out there is a poor representation of the industry. Let’s change that.

5. Build a Belt System for Skills

Some companies use hard hat color to represent what certain employees can or can not do. This suggestion was brought about while I was at a conference. Think martial arts belts, but for logging. An entry level employee would be a white belt, someone that knows how to set a choker. A blue belt can run a skidder. A brown belt can fell a tree. A black belt can do it all. This creates a sense of progress and pride. It’s a suggestion I would like to entertain moving forward.

Hope for the Future

Here’s the good news: we’re not starting from scratch. Programs like Shasta College in California and recent movement in Idaho at the University of Idaho and North Idaho College are already doing great things. The Jobs in the Woods Act last year had bipartisan support and could bring millions of dollars in federal funding to forestry training. And organizations like Future Natural Resource Leaders are helping high school kids get exposed to all parts of the industry.

The pieces are there. We just need to put them together.

If you’re a logger, educator, or industry leader, I’m calling on you to get involved. Support training programs. Engage with your local high schools. Advocate for legislation that funds workforce development.

Together, we can bridge the gap and build a future where forestry isn’t just surviving—it’s thriving.Published by We The Forest. Learn more about Blake Manley and his work at manleyjobs.com.