The Workforce Equation
Addressing the talent constraint in Utah’s aerospace and defense sector
47G Member Insights · February 2026 · Exxovantage
What you’ll learn
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The workforce supply gap shaping Utah’s aerospace and defense sector (AIA, McKinsey, PwC, Deloitte)
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The maths behind workforce augmentation ROI, using operational ranges rather than assumptions
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A practical framework for operations leaders to evaluate pilots and scale responsibly
For operations, production, EHS, and programme leaders
$100B+
Total economic output
Utah aerospace and defense ecosystem
3.5M
Projected workforce gap by 2026
Driven by retirements and attrition
70,000+
Cleared roles unfilled
Across aerospace and defense programmes
15%
Annual turnover
With nearly 50% leaving within four months
The situation
Utah’s aerospace and defense ecosystem has become one of the most strategically important in the United States. In 2023, the sector accounted for approximately 19.2% of the state’s GDP, supported nearly 500,000 jobs, and generated close to $100 billion in total economic output.
Flagship programmes, including Northrop Grumman’s Sentinel contract and Hill Air Force Base’s regional economic impact, continue to accelerate demand. But growth at this scale introduces a structural constraint: talent availability is no longer keeping pace with programme requirements.
Sources: AIA, EDCUtah, 47G (2023–2024)
The supply gap is real
Across the aerospace and defense sector, workforce pressure is no longer cyclical. It is structural.
Industry research consistently shows that a significant portion of the skilled workforce is approaching retirement, while replacement pipelines remain insufficient. At the same time, early attrition is accelerating: nearly one quarter of hourly hires leave within four months, compounding the shortage before teams reach full productivity.
The result is not simply unfilled roles. It is longer ramp-up times, higher injury exposure, increased absenteeism, and reduced throughput when floors are short-staffed.Source line
Sources: AIA, McKinsey, PwC, Deloitte (2022–2025)
Four observations from the field
1. Attrition compounds faster than hiring can recover
Even modest turnover rates create outsized pressure when onboarding cycles are long and training capacity is limited.
2. Early departures accelerate the drain
When new hires exit within the first months, teams absorb the cost twice: lost training investment and sustained workload imbalance.
3. Fatigue and injury are not isolated issues
Overuse injuries and fatigue-related errors rise as teams stretch to meet output targets with fewer experienced hands.
4. Per-person productivity is the limiting factor
At scale, sustainable output increases come from improving per-person capacity, not simply adding headcount.
The operational case
At the scale of Utah’s aerospace and defense ecosystem, even small improvements matter. Reducing fatigue, lowering injury exposure, and extending effective working capacity translate directly into safer operations, more predictable output, and improved retention.
This is not about replacing skilled talent. It is about supporting it — enabling teams to perform consistently under sustained programme demand.
Where workforce augmentation fits
Passive back-support exoskeletons, such as the ExxoLift™, are designed to support physically demanding tasks without adding operational complexity. At approximately 1.8 lbs, they integrate into existing workflows with minimal disruption.
When evaluated through structured pilots, workforce augmentation can contribute to reduced fatigue, lower injury exposure, and more stable throughput — extending effective capacity without compromising safety or compliance.
About Exxovantage
Exxovantage works with aerospace and defense organisations to evaluate, pilot, and deploy workforce augmentation solutions aligned with operational, safety, and procurement requirements.
We are proud members of 47G, supporting Utah’s deep tech frontier through evidence-led approaches and practical deployment frameworks.
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