Building From the Bottom Up

<p>America’s lowest earners are also its most essential workers: truck drivers, packers and shippers, grocery clerks, servers, healthcare assistants, housekeepers, and janitors. Despite working long hours in difficult jobs, many of these workers are trapped in positions with low wages and little or no prospects for advancement. Most employers believe they have policies in place to help these workers. However, a survey of more than 1,000 U.S. low-wage workers (Upward mobility survey of low-wage workers - Questionnaire) and a matching survey of 1,150 U.S. business leaders (Upward mobility survey of employers of low-wage workers - Questionnaire) show that implementation is poor. Workers don’t get the support they need in the form of mentorship, training, or career guidance. This results in stagnant wages for workers and high churn for companies. As companies struggle to fill positions in the post-Covid recovery, they will need to invest in retaining and nurturing talent—especially for the lowest earners who perform the most critical tasks.</p>

美国收入最低的劳动者同时也是最不可或缺的一线从业者：卡车司机、打包发货员、杂货店员、餐饮服务员、医疗护理辅助人员、客房保洁员与楼宇勤杂工。尽管长时间从事高强度辛苦工作，这类劳动者大多被困在低薪且几乎无晋升前景的岗位上。多数雇主自认已制定帮扶这类劳动者的相关政策，但针对1000余名美国低薪劳动者的《低薪劳动者向上流动调查问卷》（Upward mobility survey of low-wage workers - Questionnaire），以及匹配开展的1150名美国企业管理者的《低薪劳动者雇主向上流动调查问卷》（Upward mobility survey of employers of low-wage workers - Questionnaire）调查结果显示，相关政策的落地执行效果极差。劳动者无法获得导师带教、技能培训或职业规划指导等所需支持，这导致劳动者薪资停滞不前，企业则面临高人员流失率。在后新冠疫情时代的经济复苏进程中，企业正苦于岗位空缺问题，因此亟需投入资源留住并培养人才，尤其是承担最核心工作任务的低收入群体。