The American
Upskilling Study
Empowering
Workers for the
Jobs of Tomorrow
H OW AC C E S S TO U P S K I L L I N G I S B E C O M I N G A
S O U G H T- A F T E R E M P L OY E E B E N E F I T — A N D A
P O W E R F U L TA L E N T AT T R A C T I O N T O O LC O P Y R I G H T S TA N D A R D SThis document contains proprietary research, copyrighted and trademarked materials
of Gallup, Inc. Accordingly, international and domestic laws and penalties guaranteeing
patent, copyright, trademark and trade secret protection safeguard the ideas, concepts andrecommendations related within this document.
The materials contained in this document and/ or the document itself may be downloaded
and/or copied provided that all copies retain the copyright, trademark and any otherproprietary notices contained on the materials and/or document. No changes may be madeto this document without the express written permission of Gallup, Inc.
Any reference whatsoever to this document, in whole or in part, on any web page must
provide a link back to the original document in its entirety. Except as expressly provided
herein, the transmission of this material shall not be construed to grant a license of any typeunder any patents, copyright or trademarks owned or controlled by Gallup, Inc.

Gallup® is a trademark of Gallup, Inc. All rights reserved. All other trademarks and copyrights
are property of their respective owners.

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1

Table of Contents
2

Executive Summary

4

Introduction

6

SECTION 1

Skilling the Skilled: How
Unequal Access to Upskilling
Is Perpetuating Inequality in
the Job Market

2

3

14

Three in Four Upskilled Workers
Report Career Advancement

16

Upskilled Workers Are More
Likely to Have a Good Job

18

SECTION 3

Upskilling Is the New
Benefits: How Access to Free
Training Can Help Employers
Attract Talent Amidst a
Worker Shortage6

57% of U.S. Workers Want toUpdate Their Skills

7

Workers Want to Upskill to
Advance in Their Current
Careers

18

For Young Workers, Upskilling
Is More Important Than Paid
Vacation7

Skilling the Skilled

22

10

Does Interest Translate toParticipation?

Higher Earners Are More Likely
to Say Upskilling Opportunities
Are Important to Staying in Jobs

11

20

What Workers Want: Upskillingas an Employee Benefit

48% of American Workers
Would Switch Jobs for Upskilling
Opportunity

23

Conclusion

24

Methodology

24

Appendix

25

About

13

13

SECTION 2

Upskilling Supports andEmpowers Workers

Upskilled Workers Make an
Average of $8,000 More
Annually

Copyright © 2021 Gallup, Inc. All rights reserved

1

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

3

Executive
Summary
COVID-19 has impacted work in unprecedented ways, with 30 million American adults reporting having losttheir jobs or businesses since the beginning of the pandemic. As the U.S. economy recovers from the impact of
COVID-19, upskilling programs — defined as training or education that teaches new skills or advances or upgrades
existing skills — present a compelling opportunity for workers and businesses. Upskilling can be an opportunity
for displaced workers to move into other careers, and potentially for businesses to attract employees during thecurrent hiring crunch. To better understand this opportunity and assess the impact of upskilling on workers’ lives
and careers, Amazon commissioned Gallup to conduct the most comprehensive study to date on upskilling — The
American Upskilling Study: Empowering Workers for the Jobs of Tomorrow.
In June 2021, Gallup surveyed more than 15,000 U.S. adults who are either employed or in the labor force (i.e., notcurrently employed but have plans to return to work) and asked them about their interest in and experiences withupskilling. More than half of these workers (57%) say they are “extremely” or “very” interested in participating in an
upskilling program, while modestly fewer (52%) report having participated in an upskilling program in the past 12
months. Of those interested in upskilling programs, 63% say that the motivation for doing so is to advance theircareers.
Participation in upskilling is particularly high for Black workers, with 64% having done so in the past 12 months,
followed by 63% of Hispanic workers. Asian workers (51%) are substantially less likely to have attended an
upskilling program in the past year, while White workers are among the least likely to have done so, with about half(46%) saying they have.
The data reveal that U.S. workers and their employers receive clear benefits from upskilling programs, including
an additional 8.6% in annual income (about $8,000 on average) for workers, promotion opportunities, higher job
satisfaction, greater retention and an increased standard of living. Workers say they have a very high interest in
employer-provided upskilling, primarily to help advance their careers, but it is a demand their employers are only
partially meeting.
As for the types of upskilling programs workers are most interested in, upskilling opportunities provided by theiremployer and held during work hours are most preferred, as they help workers overcome the two main barriers to
upskilling that this survey revealed: workers’ lack of time and money. These preferences are reflected in the typesof programs participated in most by workers over the past 12 months — 36% of survey respondents participated2

Copyright © 2021 Gallup, Inc. All rights reserved

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

3

Participation in

upskilling is particularlyhigh for Black

workers, with 64%
having done so inin employer-provided upskilling programs, compared to 21% who
participated in a program they sought out on their own.
For employers, there are also clear benefits in providing upskilling
opportunities related to attracting new employees. Sixty-five
percent of workers say the opportunity to participate in an
upskilling program is an “extremely” or “very” important factor in
deciding whether to take a new job, and 61% cite it as “extremely”
or “very” important when weighing the decision to remain at theircurrent job.
Unfortunately, the research also revealed that upskilling
opportunities are disproportionately offered to the highest-skilledworkers. Many of those who want it most — those who express
the greatest desire to learn skills for a new career and have theleast confidence in their current skills — are the least likely to haveparticipated in upskilling or to say their employer provides it. The
challenge to employers is to expand upskilling opportunities tothose in the lowest income earning groups and with the lowest
current skill levels. Such an expansion would allow for moreupskilling opportunities for those workers who may derive the mostbenefit from upgrading their skills.

Copyright © 2021 Gallup, Inc. All rights reserved

the past 12 months,
followed by 63% of
Hispanic workers.

Asian workers (51%)
are substantially lesslikely to have attended
an upskilling programin the past year, while
White workers areamong the least likely
to have done so, with
about half (46%)
saying they had.

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

3

Introduction
The COVID-19 pandemic impacted the U.S. economy and workers in an unprecedented manner, with lockdowns
and other restrictions associated with the outbreak disrupting traditional patterns of work and hiring. Half ofAmericans say their lives were impacted “a lot” by COVID-191 and 13% of U.S. adults, roughly 30 million people,
reported losing their jobs or businesses.2 By May 2020, less than half of Americans (46.4%) rated their lives highly
enough to be considered “thriving,” equal to the lowest point in Gallup’s trend since the Great Recession in 2008.3
As the U.S. economy has entered a recovery period, the challenge for businesses in attracting workers to fillvacancies has become more acute. This problem is not new for U.S. businesses. Since 2015, the number ofmonthly job vacancies has exceeded the number of monthly hires in the U.S. each month, except in May and Juneof 2020. With the economy continuing to reopen, labor demand is again surpassing labor supply, and the rate ofjob openings is the highest it has been since the Bureau of Labor Statistics Job Openings and Labor Turnover
Survey began in 2000, with a ratio of roughly two positions filled for every three that are open.
A 2021 World Economic Forum report noted that an effective upskilling effort in the U.S. could add $800 billion to
the country’s GDP by 2030.4 However, little previous research has addressed the direct benefits of upskilling forworkers. Research from this study shows that upskilling may offer benefits to workers, including financial gains
and opportunities for career advancement. Businesses may also benefit from upskilling, as offering workers theseopportunities may attract new employees and help fill vacancies.
The general impact of education on workers is well known. High levels of education tend to confer many benefits,
including higher compensation, lower risk of unemployment and greater job quality. Most scholarly research on thesubject has shown that securing these benefits via additional education has traditionally been seen as an individual
responsibility.
Many businesses have found that the traditional emphasis on education alone has not resulted in a pool ofapplicants who possess the required skills. According to a recent survey of human resource management officers,
56% of these business leaders said their organizations were experiencing a moderate to severe skills gap.5 These1

https://news.gallup.com/poll/348716/covid-affected-people-lives-everywhere.aspx

3

https://news.gallup.com/poll/310250/worry-stress-fuel-record-drop-life-satisfaction.aspx

2

https://news.gallup.com/poll/348722/covid-put-billion-work.aspx

4

http://www3.weforum.org/docs/WEF_Upskilling_for_Shared_Prosperity_2021.pdf

5

https://www.westmonroe.com/perspectives/signature-research/the-upskilling-crisis-effectively-enabling-and-retraining-employees-for-the-future4

Copyright © 2021 Gallup, Inc. All rights reserved

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

3

15,066 U.S.
adults wereinterviewed
June 8-17, 2021

skills gaps impact business on several levels, including hobbling theability to innovate, increasing costs associated with workers, affecting
quality standards and customer experiences, restricting the ability to
pursue market opportunities, and forcing the cancellation or delay of
key strategic initiatives.6
Upskilling programs — defined as training or education that teaches
new skills or advances or upgrades existing skills — offer the promiseof helping to fill these skill gaps. These programs hold the potential
to help businesses meet their needs while insulating workers frompossible job loss due to advances in technology or competition,enhancing their engagement and boosting pay.
The current discussion on upskilling focuses on anecdotal stories,
with limited research into its impact on workers’ careers, leaving
employers with little insight into the true value of these programs,
which often require a significant financial investment. To address thesecurrent gaps in the research, Amazon commissioned Gallup to survey
American workers on the issue. A total of 15,066 U.S. adults wereinterviewed via an online survey conducted June 8-17, 2021. The
survey specifically addressed interest, participation and perceived
benefits of upskilling, as well as details about the type of education ortraining respondents have received.

6

T H E S U R V E Y S P E C I F I C A L LY
ADDRESSEDinterest
participation
perceived benefitsof upskillingtype of education ortraining respondents
have received

https://www.shrm.org/hr-today/news/hr-magazine/summer2020/pages/upskilling-benefits-companies-and-employees.aspx

Copyright © 2021 Gallup, Inc. All rights reserved

5

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1

Skilling the Skilled: How Unequal Access to Upskilling Is
Perpetuating Inequality in the Job Market
Gallup asked workforce members about their interest in participating in upskilling programs, as well as theirreasons for doing so and potential obstacles to participation. Additionally, Gallup asked them if they have recently(within the last 12 months) participated in such programs and, if so, the details of that program.
57% of U.S. Workers Want to Update Their Skills
When asked if they are interested in participating in an upskilling program (i.e., learn new skills or upgrade their skills
to advance their careers), more than half (57%) of survey respondents say they are “extremely” or “very” interested
in doing so. Men (61%) are more likely than women (53%) to express interest. Among racial and ethnic groups,
Hispanic workers are most likely to indicate interest in participating, with 69% indicating so, followed by Black
workers at 63%, Asian workers at 56% and White workers at 53%.
GRAPH 1

American Workers’ Interest in Upskilling, by Occupation
How interested are you in participating in training/education to upgrade your skills or learn new skills that could help you
advance your career?
% Very/Extremely interested

Computer and mathematicalBusiness and financial operations
Management

65

Military specific65

Building and grounds cleaning and maintenance
Arts, design, entertainment, sports and media

60

Architecture and engineering

Community and social service

56

Installation, maintenance and repair

53

Food preparation and serving related

53

Life, physical and social science

53

Sales and related

53

Production

52

Transportation and material moving
Legal

49

Educational instruction and library

Office and administrative support

58

55

Healthcare support

Personal care and service

64

58

Healthcare practitioners and technical

Farming, fishing and forestry

72

65

Construction and extraction

Protective service

69

52

49

47

46
46

44

Results from 14,848 respondents
Amazon/Gallup, 2021

6

Copyright © 2021 Gallup, Inc. All rights reserved

2

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

Interest in upskilling is highest in more skill-intensive professional occupations, such as those in computer andmathematical-related fields, among whom 72% say they are interested in upskilling programs.

3

Additionally, workers who report that they have been laid off, lost their jobs permanently, had their hours cut orexperienced a loss of income due to the COVID-19 pandemic are more likely to be interested in upskilling thanthose not impacted by the pandemic. Sixty-three percent of impacted workers say they are “extremely” or “very”
interested in upskilling, while 42% of those not impacted by the pandemic say the same.
Workers Want to Upskill to Advance in Their Current Careers
As for what is motivating workers’ interest in upskilling, 59% say career advancement is their primary motivation,
followed by 17% who are most driven by wanting to find a new career with higher pay, 11% who want to find a more
fulfilling job and 10% who seek a new job with greater growth potential.
Skilling the Skilled
More than half (52%) of American workers surveyed indicate they have participated in an upskilling program within
the last 12 months. Thirty-six percent of those participated in a program provided by their employers and 21%
participated in a program they paid for on their own. Men (57%) are more likely than women (47%) to say they
have participated in an upskilling program, which they either paid for and pursued independently or their employer
provided.
Black workers (64%) are the most likely racial or ethnic group to say they have participated in an upskilling program,whether provided by an employer (44%) or paid for independently (27%). Sixty-three percent of Hispanic workers
say they attended an upskilling program, whether provided by an employer (44%) or paid for independently (24%).
Asian workers (51%) are substantially less likely to report they attended upskilling, whether it was an employerprovided upskilling program (31%) or one they paid for independently (25%). White workers (46%) are the least
likely to say they attended upskilling, whether it was an employer-provided program (33%) or one they paid forindependently (18%).
When examined by industry, those individuals in the most highly skilled occupations tend to be the most likely
to have participated in an employer-provided upskilling program. For instance, 54% of those in computer andmathematical-related occupations say they did so, compared to 19% in transportation or moving services. Thissuggests those who are in the most privileged professional occupations are also those who have the most access
to upskilling opportunities — in effect, upskilling programs are “skilling the skilled” rather than being offered tothose who would benefit most from developing new skills and advancing their careers.

Copyright © 2021 Gallup, Inc. All rights reserved

7

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 23

Workers Who Participated in Employer-Provided Upskilling in the Last 12 Months,
by Occupation
In the past 12 months, have you participated in any training/education to upgrade your skills or learn new skills? Yes — I
participated in training/education to upgrade or learn new skills provided by an employer% Participated

Computer and mathematical

54

Business and financial operations
Architecture and engineering

Military specific48

Management

48

Life, physical and social science

47

Legal

Healthcare practitioners and technical43

Educational instruction and libraryCommunity and social service

39

Building and grounds cleaning and maintenanceFarming, fishing and forestry

36

Protective service

Healthcare support

Installation, maintenance and repair
Office and administrative support

22

Sales and related

Transportation and material moving

Food preparation and serving related

42

38

27

32

34

22

Arts, design, entertainment, sports and media

Production

46

35

Construction and extraction

Personal care and service

51

53

21
21

20

19
19

Results from 14,989 respondents
Amazon/Gallup, 2021

While those in the highest skilled occupations tend to be the most likely to participate in upskilling activities, they
are not the most likely to report their employers offer the benefit. Nearly eight in ten (79%) workers in militaryspecific occupations say their employers offer the opportunity, followed by 71% in computer and mathematicalindustries and business and financial operations.

8

Copyright © 2021 Gallup, Inc. All rights reserved

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 33

Workers Who Say Their Employer Provides Upskilling Opportunities,
by Occupation
Does your current employer offer any training/education opportunities to upgrade your skills or learn new skills that you
could participate in if you wanted to?
% Yes

Military specific

Business and financial operations

79

71

Computer and mathematical

Architecture and engineering

67

Management

71

66

Community and social service

Legal

61

Life, physical and social science

64

61

Protective service

Construction and extraction

55

Educational instruction and library

54

Farming, fishing and forestry

53

Healthcare practitioners and technical

59

54

Healthcare support

52

Building and grounds cleaning and maintenanceInstallation, maintenance and repair

44Arts, design, entertainment, sports and media

51

42

Office and administrative support

41

Production

39

Transportation and material moving

37

Food preparation and serving related

36

Personal care and service

35

Sales and related

34
0

10

20

30

40

50

60

70

80

Results from 10,956 respondents
Amazon/Gallup, 2021

Additionally, participation is higher for workers employed in occupations with higher numbers of vacancies per
unemployed worker, which is an indication of how in-demand the field is. For instance, 54% of those employed incomputer and mathematical-related occupations — a field where there are 10 vacancies for each unemployedworker — say they participated in an employer-provided upskilling program. Alternatively, 19% of those in foodservice and preparation occupations — a field where there is less than one vacancy for every unemployed worker— attended an employer-provided upskilling program. The current profusion of unfilled openings for lower skilled
positions could prompt more employers to offer upskilling as an inducement to hiring, causing an overall increaseof this trend in the future.

Copyright © 2021 Gallup, Inc. All rights reserved

9

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 4

Participation in Employer-Provided Upskilling by Occupation, by U.S. Vacancies per
Unemployed Worker% Received employer upskilling
VA C A N C I E S P E R
U N E M P LOY E D
WORKER

Computer and mathematical
10.00
Healthcare practitioners and technical
6.46
Business and financial operations
3.90
Management
3.65
Life, physical and social science
2.85
Architecture and engineering
2.48
Office and administrative support
2.10
Transportation and material moving
1.99
Installation, maintenance and repair
1.92
Sales and related
1.85
Community and social service
1.62
Educational instruction and library
1.60
Healthcare support
1.26
Protective service
1.12
Legal
1.11
Arts, design, entertainment, sports and media
1.05
Personal care and service
1.03
Building and grounds cleaning and maintenance 0.93
Food preparation and serving related
0.88
Production
0.79
Construction and extraction
0.73
Farming, fishing and forestry
0.16
Military specific
0.08

54

43

53

48

47

19

22

27
39
32

35

20

42

46

21

19

51

22

38
21

34

35

49

Results from 10,956 respondents

Vacancy data are from Burning Glass for 2020. National worker data are from the 2019 ACS. Unemployment rates by occupation are fromThe American Upskilling Study.
Amazon/Gallup and U.S. Bureau of Labor Statistics, 2021

Does Interest Translate to Participation?
When comparing workers’ interest in upskilling programs to their self-reported participation in these programs,
there is a significant gap between workers’ needs and their access or opportunity. This gap is prevalent across all
types of skills trainings.

10

Copyright © 2021 Gallup, Inc. All rights reserved

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 53Workers’ Participation in Upskilling for Specific Skills vs. Their Interest in Learning
Those Skills
Which of the following skills were taught in the training/education that was provided by an employer? Thinking about thecurrent job market, what skills do you think would be the most important for you to learn if you wanted to advance in yourcareer or get a better job?

Q42

% Of workers● Participation● Interest

Technical/digital

15

Managerial

13

28

Leadership

15

Specialized specific tofield/occupation
SKILLS

32

31
17

Social32

15

Communication

29

14

Analytical

12

Networking

12

Project management

11

Marketing11

Writing or presentation

11

29
25
24
23
21
20

Figure compares interest in learning a skill with recent upskilling participation
Amazon/Gallup, 2021

What Workers Want: Upskilling as an Employee Benefit
American workers want employers to fund their skills training. When asked a series of questions about the typesof potential upskilling programs they want, they most commonly say they want educational opportunities where
workers receive pay while attending, with 71% of the workforce indicating they are interested in this type ofprogram. More specifically, workers want upskilling paid for by employers and provided during normal working
hours, with 65% of workers indicating they prefer training delivered this way.

Copyright © 2021 Gallup, Inc. All rights reserved

11

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 63

Workers’ Interest in Upskilling Opportunities
How interested would you be in each of the following opportunities to upgrade your skills or learn new skills if they were
provided at no cost to you by an employer?
% Extremely/Very interested

71%

vs.

46%

vs.

Paid Upskilling

Upskilling Outside
Work Hours

34%

Unpaid Upskilling

65%

Upskilling During
Work Hours

Amazon/Gallup, 2021

When asked about employer-provided upskilling, interest jumps considerably for workers in less skill-intensive
occupations, including those in personal care and service occupations, as well as those in production occupations.

Workers want upskilling paid for by employers andprovided during normal working hours, with 65% ofworkers indicating they prefer training delivered this way.

12

Copyright © 2021 Gallup, Inc. All rights reserved

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

Upskilling Supports and Empowers Workers

3

Overall, upskilling has a positive impact on workers across a variety of measures, including income, careeradvancement and quality of life. Additionally, there are positive impacts on the 11 elements of what constitutes agood job, as measured by Gallup. A complete list of these elements can be found on page 16.
Upskilled Workers Make an Average of $8,000 More Annually
American workers who recently participated in an upskilling program have, on average, annual incomes $8,000
higher than those who did not — the equivalent of an 8.6% salary increase. This effect is similar to average U.S.
per-course training benefits found in economics literature (6.1% increase) and the effect found here controls foreducation, age, gender, remote worker status, interest in upskilling, college enrollment status, tenure, state, industry
and occupation.7 It suggests that if workers who have not received upskilling in the last 12 months participated,
the aggregate gains to the economy would be $661 billion each year. The estimated income benefits — with noconsideration of costs to workers — are larger for self-funded upskilling (15.3%) compared to employer-provided(5.2%). And 64% of workers who have recently completed upskilling agree that it had a positive impact on theirstandard of living.8
GRAPH 7The Impact of Upskilling Programs on Income, by Type of Upskilling% Income effect
Both self provided andemployer provided

1

UPSKILLING TYPE

Provided by the employer, paid
for time and during work hours

5

Provided by the employer, paid
for time and outside work hours
Provided by the employer, unpaid
and during work hours

�3

�5

Provided by the employer, unpaid and �20
outside work hours
Self provided through a college

6

Self provided through an
independent organization
Self provided through a union or
professional organization

14

10

0

Amazon/Gallup, 2021

7
8

Haelermans, Carla, and Lex Borghans. “Wage effects of on‐the‐job training: A meta‐analysis.” British Journal of Industrial Relations 50, no. 3(2012): 502-528.
For additional discussion of the calculation of this benefit, please see the appendix.

Copyright © 2021 Gallup, Inc. All rights reserved

13

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1

Additionally, clear majorities of those who participated in upskilling programs report improvement in three areas of
their lives. More than seven in 10 (71%) report greater satisfaction with their jobs. Nearly as many (69%) say their
My improved
overall satisfaction
my their standard of living has increased.
quality of life has
and 65%with
report71
job/career has increased

GRAPH 8My standard of living
has increased

The Impact of Upskilling on Workers’ Lives Among Those Who Upskilled65

My overall quality of life
has training/education
improved
Thinking about the impact that theyou participated in has had on your life, please rate your level ofagreement with the following items.

69% Agree/Strongly agree

71%

65%

69%

My overall satisfaction withmy job/career has increased

My standard of living
has increased

My overall quality of life
has improved

Amazon/Gallup, 2021

Three in Four Upskilled Workers Report Career Advancement
Among workers who have participated in an upskilling program, the vast majority (75%) report some type ofadvancement in their careers. The most common form of career advancement was at their current employer,
with 39% having experienced this. Obtaining another, better paying job was the next most common effect ofparticipating in an upskilling program, with 30% of workers saying they were able to move into a new, higher paying
job after upskilling.

14

Copyright © 2021 Gallup, Inc. All rights reserved

2

3

at mytion to acrease)job or pay increase)
Started a job that is higher-skilled
or better paying
The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

30

Changed industries or occupations

GRAPH 91

20

Started a job that is more fulfilling

Workers’ Positive Experiences
Upskilling
orSince
rewardingto me personally

2

3

16

Have you experienced any of the following since participating in training/education to upgrade your skills or learn new skills?
Any advancement% Experiencing success since upskilling

39

75%

39%

30%

20%

Any advancement

Career advancement at mycurrent employer (promotion to a
75 increase)higher-level job or pay

Started a job that ishigher-skilled or
better paying

Changed industries ooccupations

30

20

16

30%

20%

16%

Started a job that ishigher-skilled or
better paying

Changed industries or
occupations

Started a job that is more
fulfilling or rewarding
to me personally

Results from 7,839 respondents
Amazon/Gallup, 2021

Copyright © 2021 Gallup, Inc. All rights reserved

15

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

Upskilled Workers Are More Likely to Have a Good Job
Gallup has identified 11 dimensions of job quality that were included in the upskilling survey. They are:C A R E E R A D VA N C E M E N T

L E V E L O F PAYOPPORTUNITIESS TA B I L I T Y A N D P R E D I C TA B I L I T Y

E N J OY M E N T O F D AY-T O - D AY W O R K

S TA B I L I T Y A N D P R E D I C TA B I L I T Y

A SENSE OF PURPOSE AND

O F PAYDIGNIT Y IN WORKOF HOURSE M P L OY E E B E N E F I T S ( E . G . , H E A LT H

POWE R TO CHANGE THING S ABOUT

INSURANCE, RETIREMENT)T H E J O B T H AT W O R K E R S A R E N O TS AT I S F I E D W I T H

JOB SECURITYT H E H E A LT H A N D S A F E T Y O FC O N T RO L OV E R SC H E D U L E

THE WORK ENVIRONMENT

Workers who recently participated in an employer-provided upskilling program are 22 percentage points more
likely to be in a good job — defined as a high score across all 11 dimensions of job quality measured by Gallup —than those who didn’t.
GRAPH 10Percent of Workers Who Are Satisfied With Their Job, Along 13 Dimensions of a Good Job, by
Whether They Have Recently Upskilled● Did not participate in upskilling● Participated in upskilling

Level of pay

54

74

Stability and predictability of pay

66

77

Stability and predictability of hours

70

Job security

69

Benefits
Training opportunities

78

41

75
63

Control over your work location

75

41

72
62

Having a sense of purpose

Health and safety

74

60

Enjoyment of work

Power to change things about job

79

57

Control over your schedule

Promotion opportunities

77

76
65

42

78

66
72

81

Amazon/Gallup, 2021

16

Copyright © 2021 Gallup, Inc. All rights reserved

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 113

How Workers Evaluate Their Job, by Whether or Not They Have Recently Upskilled
Workers’ evaluations of their job on a scale of 0 to 10, by percentage, where 0 is the worst possible job they can imagine forthemselves and 10 is the best.
● Did not participate in upskilling0● Participated in upskilling

6.1

7.4

10

Amazon/Gallup, 2021

Additionally, 71% of workers who recently completed upskilling agree it had a positive impact on job satisfaction.
Nearly eight in 10 (78%) agree if the training was employer-provided during work hours, much higher than the 50%
of workers who agree if the training was employer-sponsored but unpaid and outside of work. This emphasizes thepotential importance of providing upskilling as a benefit to workers.

Copyright © 2021 Gallup, Inc. All rights reserved

17

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1

Upskilling Is the New Benefits: How Access to Free
Training Can Help Employers Attract Talent Amidst a
Worker Shortage
As the COVID-19 pandemic has waned, the large numbers of workers seeking new employment — or the “Great
Resignation” — have resulted in an increasing number of unfilled vacancies at businesses around the country.
While many business leaders grapple with the costs associated with these shifts, upskilling may play a useful rolein attracting — though not necessarily retaining — workers.9
For Young Workers, Upskilling Is More Important Than Paid Vacation
Nearly two-thirds of workers believe employer-provided upskilling is very important to evaluating a job, whether
it is a potential new job (65%) or their current job (61%). For young adults aged 18 to 24 who are just entering theworkforce, upskilling is deemed the third most important benefit when evaluating a new job, behind only healthinsurance and disability and ahead of retirement, life insurance, sick leave, parental leave and vacation. However,even 53% of workers above the age of 55 report that upskilling is “very” or “extremely” important.
Among workers whose work has been impacted by the COVID-19 pandemic in some way, 68% say employerprovided upskilling is “very” or “extremely” important to evaluating a new job and 65% report it is “very” or“extremely” important to staying at their current job. For those not impacted by COVID-19, 57% cite upskilling as
an important factor in evaluating a new job, while 49% say it is an important factor in staying at their current job.

For young adults aged 18 to 24 who are just entering theworkforce, upskilling is deemed the third most important
benefit when evaluating a new job, behind only healthinsurance and disability and ahead of retirement, life
insurance, sick leave, parental leave and vacation.

9

https://www.cnbc.com/2021/07/13/employers-dont-think-many-workers-will-quit-great-resignation.html

18

Copyright © 2021 Gallup, Inc. All rights reserved

2

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 123Workers’ Rankings of the Importance of Benefits to Staying in Their Current Jobs
How important are each of the following to you when weighing the decision to remain at a job?
% Extremely/Very important
1

Health insurance2

Retirement benefits

74

3Paid vacation

73

4

Paid sick leave

5

Disability

6

Upskilling opportunities

7

Life insurance

8

Paid maternity or
paternity leave

76

71

68

61

59

45

Amazon/Gallup, 2021

Copyright © 2021 Gallup, Inc. All rights reserved

19

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 13

3

The Importance of Benefits to Workers in Evaluating a New Job,
by Age GroupHow important is it that an employer provide each of the following when you are evaluating if a new job is a good fit for you?
% Extremely/Very important● 18-24● 25-34● 35-44● 45-54

Health insurance
Retirement benefits

77 80

81

66

Paid vacation

76 80

62

Paid sick leave

74

78 73

68 72
69

Upskilling opportunities

61

Life insurance

56

30

56

66

80

79

74

65

Disability

Paid maternity or paternity leave

82

70

74

71 74

64 66
64

64

63

Amazon/Gallup, 2021

48% of American Workers Would Switch Jobs for Upskilling Opportunity
When workers were asked if they would switch to a new job if that new employer offered upskilling opportunities,
48% indicated they are “extremely” or “very” likely to do so. Among those who specifically report being interested
in upskilling programs, 69% are “very” or “extremely” likely to leave their job for upskilling opportunities provided
by another employer. For workers impacted by COVID-19, 56% say they are likely to switch jobs for an upskilling
opportunity, compared with 26% of those not impacted by the pandemic.

20

Copyright © 2021 Gallup, Inc. All rights reserved

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

GRAPH 143

Workers’ Willingness to Leave Their Current Jobs, by Their Interest
in Upskilling
How likely is it that you would switch to a new job at a different employer if that prospective employer offered training/education opportunities to upgrade your skills or learn new skills that could advance your career?
● Not likely at all● Slightly likely

36

6● Moderately likely● Very likely● Extremely likely

14

6

36

Interested in upskilling18

5

Not interested
in upskilling

34

27

18

Amazon/Gallup, 2021

Workers who are likely to switch jobs, which includes those actively looking for work, those “very” or “extremely”
likely to quit their current job, those “very” or “extremely” likely to be laid off, and those who have participated in an
upskilling program recently, are generally more likely to leave than those who haven’t upskilled. Large percentages— but not majorities — of all three groups would be more likely to depart their current jobs after upskilling.
GRAPH 15

Workers’ Risk of Leaving Jobs, by Their Participation in Upskilling● Participated in upskilling1● Did not participate in upskilling

Actively looking for work
Very or extremely likely to quit
Very or extremely likely to be laid off

30
8

2

41
43

18

45

Amazon/Gallup, 2021

Copyright © 2021 Gallup, Inc. All rights reserved

21

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1

Higher Earners Are More Likely to Say Upskilling Opportunities Are Important to Staying in Jobs
When workers were asked how important the opportunity to participate in an upskilling program was to theirdecision to remain at a job, 61% indicated it was an “extremely” or “very” important factor. The impact of theopportunity to upskill is even more substantial among the highest wage earners making $120,000 a year or
more, with 73% of this group indicating it is an important factor to them. Additionally, among those workers with abachelor’s degree or higher, 67% note the opportunity to participate in training or education is an important factor
in their decision to stay in a position.

The impact of the opportunity to

upskill is even more substantial among
the highest wage earners making$120,000 a year or more,with 73% of this group indicating it
is an important factor to them.

22

Copyright © 2021 Gallup, Inc. All rights reserved

2

3

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

Conclusion

3

The COVID-19 pandemic disrupted work in the U.S. in unprecedented ways, leaving many
workers seeking new positions in more resilient industries. The latest Gallup research
indicates that nearly half (48%) of U.S. workers are actively looking for new jobs or watchingfor opportunities.10 This leaves many businesses scrambling to fill vacancies — andoffering upskilling as a benefit may prove an incentive to those new job seekers.
Obtaining new, necessary skills has traditionally been viewed as a personal responsibilityon the part of workers, and that approach has not adequately addressed the gap inrequired skills or what workers need to thrive and advance in their careers, especially as the
pandemic turned entire industries upside down overnight. A clear majority of U.S. workers
is interested in upgrading their skills and has access to upskilling programs through theiremployers. However, 48% have not participated in either an employer-provided program or
one they have sought out on their own in the last 12 months.
Additionally, there are clearly differences in both interest and participation in upskilling
among racial and ethnic groups. Hispanic workers are most likely to indicate interest in
participating, with 69% indicating so, followed by Black workers at 63%, Asian workers
at 56%, and White workers at 53%. However, Black workers are most likely to haveparticipated in upskilling programs, with 64% having done so, followed by 63% of Hispanic
workers. Asian workers (51%) are substantially less likely to report they attended an
upskilling program and White workers are among the least likely, with roughly half (46%)
saying they had.
For workers, upskilling offers the possibility of success through both higher wages andcareer advancement, as well as higher levels of satisfaction. For businesses, upskillingoffers a potent benefit to encourage workers to fill vacancies or remain in their current
jobs. Businesses that provide upskilling as a benefit for workers may attract new hires andensure their workers have the skills that they as an organization require. This is particularly
true for younger workers, who are disproportionately interested in upskilling.
Currently, workers earning the highest levels of compensation are offered a
disproportionate opportunity to engage in upskilling. For companies and the larger national
economy to feel the full benefits of upskilling, employers should expand access to these
programs to all workers. This expansion would allow more opportunity for lower earning
employees to advance within their current employment and likely assist in bridging theskills gap.

10 https://www.gallup.com/workplace/351545/great-resignation-really-great-discontent.aspx
Copyright © 2021 Gallup, Inc. All rights reserved

23

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

Methodology

3

Results from The American Upskilling Study: Empowering Workers for the Jobs of Tomorrow are based on aself-administered web survey conducted June 8-17, 2021, of 15,066 U.S. adults from Dynata’s opt-in panel. The
sample included adults aged 18-65 who are currently in the workforce (i.e., employed or unemployed but seeking
work or planning to return to work). The survey was conducted in English only.
The sample was weighted to correct for nonresponse. Data were weighted by age, gender, education, race/
ethnicity and census region to produce national and state-level weights. Weighting targets were created using the
Census Bureau’s American Community Survey.

Appendix
The data is self-reported, with outlying responses that have been excluded from the current analysis in the interestof providing an accurate estimate.
GRAPH 16

How Upskilling Impacts Income, by Income Level Bands% Income effectMore than $1,000, but less than $500,000

9More than $1,000, but less than $250,000

8More than $1,000, but less than $100,000

3More than $1,000, but less than $75,000
No income limits

Amazon/Gallup, 2021

24

0

�4

0

Copyright © 2021 Gallup, Inc. All rights reserved

The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow

1
2

About Amazon and Gallup

3

ABOUT AMAZONABOUT GALLUP

Amazon is investing more than $1.2 billion by 2025
to provide education and skills training benefits tomore than 300,000 of its U.S. employees to help
them move into higher paying, in-demand roles at
Amazon and beyond. Since the launch of Upskilling
2025 in 2019, more than 70,000 Amazon employees
have participated in one of Amazon’s nine upskilling
programs. Through its popular Career Choiceprogram, the company will now fund full college
tuition, as well as high school diplomas, GEDs, andEnglish as a Second Language (ESL) proficiency
certifications for its front-line employees. In addition
to offering employees opportunities to advance theircareers, all Amazon employees in the U.S. make astarting wage of at least $15/hour — twice the federal
minimum wage. All regular full-time Amazon employees
also have access to comprehensive benefits, including
mental health benefits, up to 20 weeks of paid parental
leave and more from their first day on the job. To learn
more about Amazon’s commitment to upskilling,
visit aboutamazon.com/upskilling2025.

Gallup delivers analytics and advice to help leadersand organizations solve their most pressing problems.
Combining more than 80 years of experience with its
global reach, Gallup knows more about the attitudes
and behaviors of employees, customers, students andcitizens than any other organization in the world.

Copyright © 2021 Gallup, Inc. All rights reserved25