By Rebecca A. Bickham, Editor-in-Chief of Materials Performance (MP) magazine

Wednesday’s “Reinvention, Re-Entry, and Retention” session at the 2026 AMPP Annual Conference + Expo emphasized that the corrosion industry’s biggest challenge isn’t just technical. It’s people.

As a result, improving awareness, hiring, development, and workplace systems is essential to attract talent, retain workers, and ensure long-term stability and performance.

Inside Houston’s George R. Brown Convention Center, Paola A. Postigo Rojas discussed the shortage of qualified professionals in the corrosion industry, largely due to low awareness. She emphasized the importance of attracting young people early and outlined three key steps for entering the field: education, perseverance, and opportunity. Using personal experience, she showed how curiosity, persistence, and taking initiative can lead to success, while encouraging outreach to schools to make the field more visible.

Michele Darley focused on company culture as a critical factor in employee retention. She argued that culture is not about perks, but about systems that support growth, learning, and internal mobility. Companies that hire for potential, invest in upskilling, and create clear career paths retain employees longer, while rigid hiring practices often exclude capable talent.

Drayton Adkins highlighted a common “mid-career gap,” where professionals plateau after gaining technical skills. He stressed the importance of networking, mentorship, and developing soft skills to continue growing. Staying engaged with the industry and expanding one’s perspective can help professionals transition into leadership roles and avoid stagnation.

Finally, Victoria Kageni tied all three previous presentations together while taking an operational view of workforce challenges. She argued that instability is caused by weak systems for training, onboarding, and knowledge transfer, and not merely a lack of talent. She emphasized the need for structured pathways that support skill development, supervision, and re-entry for experienced workers.

Ultimately, these strong systems are essential for maintaining safety, performance, and long-term workforce stability.

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