📝 Introduction
Every year, over 1.5 million students graduate from Industrial Training Institutes (ITIs) in India with hope in their eyes and a skillset in their hands. But what meets them at the doorstep of employment is often disappointment, low wages, and long commutes, not careers.
👨🔧 Meet Bunty Shelar – The Face of Many
Bunty, an ITI-trained youth, rejected a ₹10,000/month job in an industrial zone due to a long, costly commute and no prospects. Instead, he now works at a local tiffin service, earning slightly less but saving hours of travel time and retaining dignity.
📊 The Harsh Job Offers – Numbers Tell the Truth
Salary Breakdown of ITI Offers in Industrial Zones
| Position | Monthly Salary (₹) | Contract Duration | Benefits Included |
|---|---|---|---|
| Machine Operator | 8,000 – 10,000 | 3–6 months | Usually none |
| Fitter/Assembler | 9,000 – 11,000 | 6 months | Basic only |
| Electrician/Technician | 10,000 – 12,000 | 3–6 months | Rarely offered |
| CNC Operator | 11,000 – 13,000 | 6 months | Depends on company |
Source: TeamLease Services, NSDC Reports
Contract Duration Stats
- 74% of ITI job listings are contract-based (3–6 months)
- Only 12% offer permanent positions
- Less than 15% provide medical or travel allowances
🚧 Real-Life Struggles of Blue-Collar Workers
Many workers:
- Commute over 3 hours daily without transport facilities
- Earn wages below the minimum cost of living
- They are hired and fired based on seasonal demand
- Work with no clear career growth path
A report by IndiaSpend found that 58% of blue-collar workers in India quit within a year due to poor conditions.
🚍 Why Commuting Is a Dealbreaker
Major Industrial Zones Around Pune
- Chakan – 40–50 km from city center
- Pimpri-Chinchwad – 25–30 km
- Bhosari MIDC – 30–35 km
Commute Time & Cost Comparison Table
| Zone | Avg.. Daily Cost (₹) | Avg. Daily Cost (₹) | Transport Provided? |
|---|---|---|---|
| Chakan | 1.5 – 2 hrs | 120 – 150 | Rarely |
| Pimpri-Chinchwad | 1 – 1.5 hrs | 80 – 120 | Occasionally |
| Bhosari | 1.5 hrs | 100 – 130 | Rarely |
Source: Field interviews, Maharashtra Labour Dept. (2024)
📉 The Rise of Temporary and Contractual Hiring
Many firms hire through third-party contractors who:
- Provide short-term manpower
- Avoid giving permanent benefits
- Terminate contracts at will
According to CMIE, over 47% of industrial workforce in Tier-2 cities are on temporary contracts.
📚 Skill India vs Reality
The Skill India initiative, launched in 2015, promised to bridge the employment gap. However:
- Over 2.5 crore youth trained
- Only 46% were placed in actual jobs
- The majority of placements were in sales, retail, or BPOs, not core trades
Source: NSDC Annual Report 2023
🔄 Switching Careers: From ITI to Call Centers
Due to a lack of growth:
- Many skilled youth opt for BPO jobs paying ₹12,000–15,000
- Sales roles offer commissions and incentives, which technical roles do not
- A career switch is seen as more promising than continuing in manufacturing
🎓 Expert Opinions on the Need for a Career Graph
Nipun Sharma, CEO of Teamlease Degree Apprenticeship, said:
“Companies must offer a vision. Blue-collar workers need a clear career roadmap, otherwise attrition will always stay high.”
📉 Lack of Career Progression in Manufacturing
Workers often feel stuck:
- Promotions are rare
- No upskilling programs
- High-performing employees are treated the same as low-performing ones
📊 The Financial Struggles of ITI Graduates
Income vs Living Cost (Pune, 2025)
| Item | Monthly Cost (₹) |
|---|---|
| Shared Rent | 4,000 – 6,000 |
| Food and Groceries | 3,000 – 4,000 |
| Commute (Public) | 2,000 – 3,500 |
| Essentials & Mobile | 1,000 |
| Total | ₹10,000 – ₹14,500 |
Compare that with a salary of ₹10,000 and you see the problem.
✅ What Should Companies Do Differently?
🔧 Solutions Companies Can Implement
- Provide transport or travel allowance
- Offer longer contracts with incentives
- Create growth ladders and training programs
- Include health benefits and insurance
- Respect and recognize effort
🏛️ What the Government Can Do
- Mandate minimum wage increases for trained workers
- Enforce contractor regulation laws
- Offer tax rebates to companies that invest in employee development
- Create industrial worker housing near job sites
🌍 A Global Perspective: How Other Countries Treat Entry-Level Workers
| Country | Avg. Blue-Collar Wage (USD/month) | Benefits | Growth Path |
|---|---|---|---|
| Germany | $2,500 | Yes | Clear |
| Japan | $2,200 | Yes | Yes |
| India | $120–150 | Rare | Often None |
Source: ILO
India’s blue-collar workforce deserves better pay, better policies, and better respect.
🏁 Conclusion
Bunty Shelar’s story is not isolated. It’s a reflection of what’s going wrong with how we treat skilled yet entry-level workers in India. The private sector wants cheap labor, not realizing that human capital needs to be nurtured, not just used.
If India wants to rise as a global manufacturing power, truly, we must build from the bottom up, starting with workers like Bunty.
❓ Frequently Asked Questions (FAQs)
Why do ITI graduates reject industrial job offers?
Most offers are short-term contracts with low pay and no growth or transport support, making them unsustainable.
Are there better options than manufacturing for ITI youth?
Yes, many choose BPO, sales, and retail roles for better pay, incentives, and career growth.
What should companies do to retain entry-level talent?
Provide clear growth paths, better wages, basic benefits, and transport assistance.
How bad is the commuting problem for blue-collar workers?
Some workers spend over 3 hours daily commuting without company transport, eating into rest and productivity time.
How effective is Skill India?
Despite training millions, placement remains below 50%, and job quality is often poor.