You’ve heard of white-collar jobs and blue-collar jobs. But what about gray-collar jobs?
It’s the job category no one talked about a few years ago—and now, it’s dominating the U.S. workforce. According to the Bureau of Labor Statistics, the fastest-growing occupations between 2022 and 2032 aren’t found in cubicles or construction sites. They’re found in the space between.
Gray-collar jobs live at the intersection of hands-on, physical labor (blue-collar), often involving the operation of tools, machinery or equipment, and technical skills or knowledge (white-collar). Examples of positions in this category include auto mechanics who diagnose issues with advanced software and surgical techs who operate complex medical equipment in fast-paced environments. Gray-collar jobs also include former blue-collar workers in managerial roles who supervise those doing the physical labor.
The amount of autonomy and specialized knowledge required are often what separate gray-collar jobs from their white- and blue-collar counterparts.They don’t always require a four-year degree, but they do require specific training, certifications, or licenses. They’re essential, in-demand, and often pay surprisingly well.
Examples of Gray-Collar Positions
Here’s a look at some of the fastest-growing gray-collar roles today:
- Airline pilots – Operate advanced aircraft systems and ensure passenger safety across global routes.
- Lab technicians – Perform complex diagnostic tests that support critical medical decisions.
- Childcare workers – Nurture early childhood development with emotional intelligence and structure.
- Chefs – Run fast-paced kitchens with a mix of creativity, time management, and leadership.
- Law enforcement officials – Maintain public safety while navigating new digital tools and protocols.
- First responders – Deliver life-saving care and crisis response under pressure.
- Flight attendants – Ensure in-flight safety while providing a seamless customer experience.
- Paralegals – Support legal teams with research, documentation, and case preparation.
- Wind turbine service technicians – Maintain and repair wind turbines to support clean energy.
- Solar photovoltaic installers – Install and service solar panels to drive renewable energy adoption.
- Data scientists – Derive insights from data to inform smart business and policy decisions.
- Information security analysts – Protect organizations against cyber threats and data breaches.
- Medical and health services managers – Oversee healthcare operations, staff, and compliance.
- Physical therapist assistants – Help patients regain mobility and strength after injury or illness.
- Operations research analysts – Use data modeling to solve logistics and business challenges.
- Occupational therapy assistants – Support patient recovery and everyday skill development.
- Home health and personal care aides – Deliver in-home assistance with care and compassion.
- Veterinary assistants, technologists, and technicians – Support animal health through care and testing.
- Logisticians – Manage supply chains to ensure products move efficiently from point A to B.
As industries evolve—especially in technology, healthcare, and services—gray-collar workers are quickly becoming the backbone of the modern economy.
Attracting and Supporting Gray-Collar Talent for Long-Term Success
As gray-collar roles rise in demand, organizations must rethink how they attract and support this hybrid workforce. These professionals are seeking stability, growth, and meaningful work that values both their technical skills and hands-on experience.
To draw in a top gray-collar talent pool, employers need to meet candidates where they are. That means offering clear career pathways, competitive compensation, and flexible learning opportunities like certifications, apprenticeships, or on-the-job training.
Job postings should reflect the real-world value of these roles, not just list qualifications. Equally important: workplace cultures that recognize the complexity and importance of these positions.
But recruiting is just the start. Supporting gray-collar employees means creating an environment where they can thrive long-term. These workers often operate in high-stress, high-responsibility roles—whether that’s managing IT crises, responding to emergencies, or maintaining critical systems. Investing in mental health resources, mentorship programs, and upward mobility can go a long way toward reducing burnout and keeping employees engaged.
Technology is only going to continue evolving. Companies that provide continuous learning and cross-training opportunities signal that they’re invested in their people—not just filling a seat.
Because when gray-collar employees feel valued, supported, and equipped for growth, they don’t just stay—they lead.
How to Retain Gray-Collar Workers
Gray-collar employees bring a powerful blend of technical skills, critical thinking, and hands-on expertise. But in a labor market where demand for their skills is high, turnover can be costly.
To retain gray-collar talent and support them throughout their careers, here are five proven strategies for leaders and managers:
1. Invest in skill development
The future of work is changing fast. According to the World Economic Forum, nearly 50% of employees will need reskilling in areas like analytical thinking, creativity, problem-solving, and tech fluency. For gray-collar roles, that means bridging the gap between what workers can do today and what tomorrow’s industries will require.
Employers can close this gap through on-the-job training, certifications, apprenticeships, and community college partnerships. By assessing the skills needed for a role, managers can identify whether upskilling or strategic hiring is needed.
2. Offer competitive compensation and benefits
Gray-collar workers may not always have four-year degrees, but they often perform specialized, high-impact work. Pay should reflect the value they bring. Reassess wages, health benefits, paid time off, and performance-based incentives.
3. Recognize and reward contributions
Feeling seen and valued is a powerful retention tool. Celebrate milestones, highlight employee successes, and solicit feedback regularly. Recognition doesn’t always have to be monetary—personalized shoutouts, growth opportunities, or public appreciation can go a long way.
4. Create a positive and safe work environment
Many gray-collar jobs are physically or mentally demanding. Employers must prioritize safety protocols, ergonomic equipment, and mental health resources. Just as important: fostering a respectful, inclusive culture where people feel supported and empowered to speak up.
5. Keep communication open and purposeful
Gray-collar employees are often on the move—managing systems, supporting customers, or responding to urgent tasks. That’s why strong internal communication matters. Use clear channels, set regular check-ins, and ensure managers are accessible. Employees who feel heard are more likely to stay.
Conclusion
Gray-collar workers are one of the most valuable assets your business can have. They’re skilled, adaptable, and in high demand—and keeping them requires intention.
Companies that fail to invest in training, communication, and career development will struggle with high turnover and rising costs. But those that prioritize their gray-collar workforce will gain a competitive edge.
If your goal is to build a resilient, high-performing team, INTOO can help. We offer training programs for new managers and career coaching for all types of workers, so that your organization is agile and ready for any change that comes to your industry. Contact us today to learn more.
INTOO staff writers come from diverse backgrounds and have extensive experience writing about topics that matter to the HR and business communities, including outplacement, layoffs, career development, internal mobility, candidate experience, succession planning, talent acquisition, and more.
