Amazon Upskilling Report

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 S
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The American Upskilling Study | Empowering Workers for the Jobs of Tomorrow
1
Table of Contents
2
2 Executive Summary 14 Three in Four Upskilled Workers

Report Career Advancement
4 Introduction
16 Upskilled Workers Are More
Likely to Have a Good Job
6 SECTION 1
Skilling the Skilled: How

Unequal Access to Upskilling 18 SECTION 3
Is Perpetuating Inequality in
Upskilling Is the New
the Job Market
Benefits: How Access to Free
Training Can Help Employers
6 57% of U.S. Workers Want to Attract Talent Amidst a
Update Their Skills Worker Shortage
7 Workers Want to Upskill to 18 For Young Workers, Upskilling

Advance in Their Current Is More Important Than Paid
Careers Vacation
7 Skilling the Skilled 22 Higher Earners Are More Likely

to Say Upskilling Opportunities
Are Important to Staying in Jobs
10 Does Interest Translate to
Participation?
20 48% of American Workers
Would Switch Jobs for Upskilling
11 What Workers Want: Upskilling Opportunity
as an Employee Benefit
23 Conclusion
13 SECTION 2
Upskilling Supports and 24 Methodology

Empowers Workers
24 Appendix
13 Upskilled Workers Make an
Average of $8,000 More
25 About
Annually
Copyright © 2021 Gallup, Inc. All rights reserved

1
1
Executive
Summary
COVID-19 has impacted work in unprecedented ways, with 30 million American adults reporting having lost
their 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 the
current 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., not
currently employed but have plans to return to work) and asked them about their interest in and experiences with
upskilling. 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 their
careers.
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 their
employer 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 types
of programs participated in most by workers over the past 12 months — 36% of survey respondents participated

2
1
Participation in
upskilling is particularly
high for Black
workers, with 64%
having done so in
the past 12 months,
in employer-provided upskilling programs, compared to 21% who
participated in a program they sought out on their own. followed by 63% of
For employers, there are also clear benefits in providing upskilling Hispanic workers.
opportunities related to attracting new employees. Sixty-five
percent of workers say the opportunity to participate in an
Asian workers (51%)
upskilling program is an “extremely” or “very” important factor in
are substantially less
deciding whether to take a new job, and 61% cite it as “extremely”
or “very” important when weighing the decision to remain at their likely to have attended
current job.
an upskilling program
Unfortunately, the research also revealed that upskilling
opportunities are disproportionately offered to the highest-skilled in the past year, while
workers. Many of those who want it most — those who express
the greatest desire to learn skills for a new career and have the White workers are
least confidence in their current skills — are the least likely to have
participated in upskilling or to say their employer provides it. The
among the least likely
challenge to employers is to expand upskilling opportunities to
to have done so, with
those in the lowest income earning groups and with the lowest
current skill levels. Such an expansion would allow for more about half (46%)
upskilling opportunities for those workers who may derive the most
benefit from upgrading their skills. saying they had.

3
1
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 of
Americans 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 fill
vacancies has become more acute. This problem is not new for U.S. businesses. Since 2015, the number of
monthly job vacancies has exceeded the number of monthly hires in the U.S. each month, except in May and June
of 2020. With the economy continuing to reopen, labor demand is again surpassing labor supply, and the rate of
job 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 for
workers. 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 these
opportunities 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 the
subject 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 of
applicants 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 These
1 https://news.gallup.com/poll/348716/covid-affected-people-lives-everywhere.aspx
2 https://news.gallup.com/poll/348722/covid-put-billion-work.aspx
3 https://news.gallup.com/poll/310250/worry-stress-fuel-record-drop-life-satisfaction.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-future

4
1
15,066 U.S.
adults were
interviewed
June 8-17, 2021
skills gaps impact business on several levels, including hobbling the T H E S U R V E Y S P E C I F I C A L LY

ability to innovate, increasing costs associated with workers, affecting ADDRESSED
quality standards and customer experiences, restricting the ability to
pursue market opportunities, and forcing the cancellation or delay of
key strategic initiatives.6 interest
Upskilling programs — defined as training or education that teaches
new skills or advances or upgrades existing skills — offer the promise
participation
of helping to fill these skill gaps. These programs hold the potential
to help businesses meet their needs while insulating workers from
possible job loss due to advances in technology or competition, perceived benefits
enhancing their engagement and boosting pay.
of upskilling
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, type of education or
which often require a significant financial investment. To address these
current gaps in the research, Amazon commissioned Gallup to survey training respondents
American workers on the issue. A total of 15,066 U.S. adults were
interviewed via an online survey conducted June 8-17, 2021. The
have received
survey specifically addressed interest, participation and perceived
benefits of upskilling, as well as details about the type of education or
training respondents have received.
6 https://www.shrm.org/hr-today/news/hr-magazine/summer2020/pages/upskilling-benefits-companies-and-employees.aspx

5
1
2
Skilling the Skilled: How Unequal Access to Upskilling Is
3
Perpetuating Inequality in the Job Market
Gallup asked workforce members about their interest in participating in upskilling programs, as well as their
reasons 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 mathematical 72

Business and financial operations 69
Management 65
Military specific 65
Construction and extraction 65
Building and grounds cleaning and maintenance 64
Arts, design, entertainment, sports and media 60
Architecture and engineering 58
Community and social service 58
Healthcare practitioners and technical 56
Installation, maintenance and repair 55
Healthcare support 53
Food preparation and serving related 53
Life, physical and social science 53
Sales and related 53
Production 52
Transportation and material moving 52
Legal 49
Educational instruction and library 49
Protective service 47
Personal care and service 46
Farming, fishing and forestry 46
Office and administrative support 44
Results from 14,848 respondents

Amazon/Gallup, 2021

6
1
2
Interest in upskilling is highest in more skill-intensive professional occupations, such as those in computer and
mathematical-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 or
experienced a loss of income due to the COVID-19 pandemic are more likely to be interested in upskilling than
those 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 employer-
provided 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 for
independently (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 and
mathematical-related occupations say they did so, compared to 19% in transportation or moving services. This
suggests 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 to
those who would benefit most from developing new skills and advancing their careers.

7
1
2
GRAPH 2
3
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

Management 48
Legal 46
Production 21

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 military-
specific occupations say their employers offer the opportunity, followed by 71% in computer and mathematical
industries and business and financial operations.

8
1
2
GRAPH 3
3
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
Management 66
Legal 61
Production 39
0 10 20 30 40 50 60 70 80

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 in
computer and mathematical-related occupations — a field where there are 10 vacancies for each unemployed
worker — say they participated in an employer-provided upskilling program. Alternatively, 19% of those in food
service 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 increase
of this trend in the future.

9
1
2
GRAPH 4
3
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 54
Healthcare practitioners and technical 6.46 43
Business and financial operations 3.90 53
Management 3.65 48
Life, physical and social science 2.85 47
Architecture and engineering 2.48 51
Office and administrative support 2.10 22
Transportation and material moving 1.99 19
Installation, maintenance and repair 1.92 27
Sales and related 1.85 22
Community and social service 1.62 39
Educational instruction and library 1.60 42
Healthcare support 1.26 32
Protective service 1.12 35
Legal 1.11 46
Arts, design, entertainment, sports and media 1.05 21
Personal care and service 1.03 20
Building and grounds cleaning and maintenance 0.93 38
Food preparation and serving related 0.88 19
Production 0.79 21
Construction and extraction 0.73 34
Farming, fishing and forestry 0.16 35
Military specific 0.08 49

Vacancy data are from Burning Glass for 2020. National worker data are from the 2019 ACS. Unemployment rates by occupation are from
The 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
1
2
GRAPH 5
3
Workers’ 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 the
current job market, what skills do you think would be the most important for you to learn if you wanted to advance in your
career or get a better job?
Q42
% Of workers
● Participation ● Interest
Technical/digital 15 32
Managerial 13 28
Leadership 15 31
Specialized specific to
17 32
field/occupation
Social 15 29
SKILLS
Communication 14 29
Analytical 12 25
Networking 12 24
Project management 11 23
Marketing 11 21
Writing or presentation 11 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 types
of 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 of
program. 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.

11
1
2
GRAPH 6
3
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. 34%

Paid Upskilling Unpaid Upskilling
46% vs. 65%

Upskilling Outside Upskilling During
Work Hours 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 and

provided during normal working hours, with 65% of
workers indicating they prefer training delivered this way.

12
1
2
Upskilling Supports and Empowers Workers
3
Overall, upskilling has a positive impact on workers across a variety of measures, including income, career
advancement and quality of life. Additionally, there are positive impacts on the 11 elements of what constitutes a
good 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 for
education, 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 no
consideration 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 their
standard of living.8
GRAPH 7
The Impact of Upskilling Programs on Income, by Type of Upskilling
% Income effect
Both self provided and 1

employer provided
Provided by the employer, paid 5

for time and during work hours
Provided by the employer, paid �3

for time and outside work hours
UPSKILLING TYPE
Provided by the employer, unpaid �5

and during work hours
Provided by the employer, unpaid and �20

outside work hours
Self provided through a college 6
Self provided through an

14
independent organization
Self provided through a union or 10

professional organization
0
Amazon/Gallup, 2021
7 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.
8 For additional discussion of the calculation of this benefit, please see the appendix.

13
1
2
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 3
My improved
quality of life has overall satisfaction
and 65%with my their standard of living has increased.
report 71
job/career has increased
GRAPH 8 My standard of living 65

has increased
The Impact of Upskilling on Workers’ Lives Among Those Who Upskilled
My overall quality of life 69
has training/education
Thinking about the impact that the improved you participated in has had on your life, please rate your level of
agreement with the following items.
% Agree/Strongly agree
71% 65% 69%
My overall satisfaction with My standard of living My overall quality of life

my job/career has increased has increased 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 of
advancement 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 of
participating in an upskilling program, with 30% of workers saying they were able to move into a new, higher paying
job after upskilling.

14
job or pay increase)
Started a job that is higher-skilled

or better paying 30
1
Changed industries or occupations 20 2

GRAPH 9
Started a job that is more fulfilling 3
Workers’ Positive Experiences
orSince Upskilling
rewarding to me personally
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
30
75% 39% 30% 20%

20
16
Any advancement Career advancement at my Started a job that is Changed industries o

current employer (promotion to a higher-skilled or occupations
75 increase)
higher-level job or pay better paying
30% 20% 16%
at my Started a job that is Changed industries or Started a job that is more

tion to a higher-skilled or occupations fulfilling or rewarding
crease) better paying to me personally

Amazon/Gallup, 2021

15
1
2
Upskilled Workers Are More Likely to Have a Good Job
3
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 PAY
OPPORTUNITIES
S 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
O F PAY
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
OF HOURS DIGNIT Y IN WORK
E 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 T
JOB SECURITY S AT I S F I E D W I T H
T H E H E A LT H A N D S A F E T Y O F
C 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 10
Percent 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 77
Job security 69 79
Benefits 57 78
Training opportunities 41 75
Control over your schedule 63 74
Control over your work location 60 75
Promotion opportunities 41 72
Enjoyment of work 62 76
Having a sense of purpose 65 78
Power to change things about job 42 66
Health and safety 72 81
Amazon/Gallup, 2021

16
1
2
GRAPH 11
3
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 for
themselves and 10 is the best.
● Did not participate in upskilling ● Participated in upskilling
6.1 7.4
0 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 the
potential importance of providing upskilling as a benefit to workers.

17
1
2
Upskilling Is the New Benefits: How Access to Free
3
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 role
in 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 the
workforce, upskilling is deemed the third most important benefit when evaluating a new job, behind only health
insurance 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 employer-
provided 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 the

workforce, upskilling is deemed the third most important
benefit when evaluating a new job, behind only health
insurance 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
1
2
GRAPH 12
3
Workers’ 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 insurance 76
2 Retirement benefits 74
3 Paid vacation 73
4 Paid sick leave 71
5 Disability 68
6 Upskilling opportunities 61
7 Life insurance 59
8 Paid maternity or 45
paternity leave
Amazon/Gallup, 2021

19
1
2
GRAPH 13
3
The Importance of Benefits to Workers in Evaluating a New Job,
by Age Group
How 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
82
Health insurance 70 77 80
81
Retirement benefits 66 76 80
80
Paid vacation 62 74 79
74
Paid sick leave 65 78 73
68 72
Disability 69 74
Upskilling opportunities 61 66 71 74
64 66
Life insurance 56 64
64
Paid maternity or paternity leave 30 56 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
1
2
GRAPH 14
3
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 ● Moderately likely ● Very likely ● Extremely likely
36 6 5
6 14
36
Interested in upskilling Not interested 27
in upskilling
18
34
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

1 2 3
● Participated in upskilling ● Did not participate in upskilling
Actively looking for work 30 41
Very or extremely likely to quit 8 43
Very or extremely likely to be laid off 18 45
Amazon/Gallup, 2021

21
1
2
Higher Earners Are More Likely to Say Upskilling Opportunities Are Important to Staying in Jobs
3
When workers were asked how important the opportunity to participate in an upskilling program was to their
decision to remain at a job, 61% indicated it was an “extremely” or “very” important factor. 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. Additionally, among those workers with a
bachelor’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
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 watching
for opportunities.10 This leaves many businesses scrambling to fill vacancies — and
offering upskilling as a benefit may prove an incentive to those new job seekers.
Obtaining new, necessary skills has traditionally been viewed as a personal responsibility
on the part of workers, and that approach has not adequately addressed the gap in
required 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 their
employers. 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 have
participated 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 and
career advancement, as well as higher levels of satisfaction. For businesses, upskilling
offers 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 and
ensure 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 the
skills gap.
10 https://www.gallup.com/workplace/351545/great-resignation-really-great-discontent.aspx

23
1
2
Methodology
3
Results from The American Upskilling Study: Empowering Workers for the Jobs of Tomorrow are based on a
self-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 interest
of providing an accurate estimate.
GRAPH 16
How Upskilling Impacts Income, by Income Level Bands
% Income effect
More than $1,000, but less than $500,000 9
No income limits �4
0
Amazon/Gallup, 2021

24
1
2
About Amazon and Gallup
3
ABOUT AMAZON ABOUT GALLUP
Amazon is investing more than $1.2 billion by 2025 Gallup delivers analytics and advice to help leaders
to provide education and skills training benefits to and organizations solve their most pressing problems.
more than 300,000 of its U.S. employees to help Combining more than 80 years of experience with its
them move into higher paying, in-demand roles at global reach, Gallup knows more about the attitudes
Amazon and beyond. Since the launch of Upskilling and behaviors of employees, customers, students and
2025 in 2019, more than 70,000 Amazon employees citizens than any other organization in the world.
have participated in one of Amazon’s nine upskilling
programs. Through its popular Career Choice
program, the company will now fund full college
tuition, as well as high school diplomas, GEDs, and
English as a Second Language (ESL) proficiency
certifications for its front-line employees. In addition
to offering employees opportunities to advance their
careers, all Amazon employees in the U.S. make a
starting 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.

25

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The American

2 Executive Summary 14 Three in Four Upskilled Workers

Skilling the Skilled: How

7 Workers Want to Upskill to 18 For Young Workers, Upskilling

7 Skilling the Skilled 22 Higher Earners Are More Likely

Upskilling Supports and 24 Methodology

Copyright © 2021 Gallup, Inc. All rights reserved

Copyright © 2021 Gallup, Inc. All rights reserved

Copyright © 2021 Gallup, Inc. All rights reserved

Copyright © 2021 Gallup, Inc. All rights reserved

skills gaps impact business on several levels, including hobbling the T H E S U R V E Y S P E C I F I C A L LY

Copyright © 2021 Gallup, Inc. All rights reserved

57% of U.S. Workers Want to Update Their Skills

American Workers’ Interest in Upskilling, by Occupation

Computer and mathematical 72

Results from 14,848 respondents

Copyright © 2021 Gallup, Inc. All rights reserved

Workers Want to Upskill to Advance in Their Current Careers

Skilling the Skilled

Copyright © 2021 Gallup, Inc. All rights reserved

Computer and mathematical 54

Results from 14,989 respondents

Copyright © 2021 Gallup, Inc. All rights reserved

Results from 10,956 respondents

Copyright © 2021 Gallup, Inc. All rights reserved

% Received employer upskilling

Results from 10,956 respondents

Does Interest Translate to Participation?

Copyright © 2021 Gallup, Inc. All rights reserved

Figure compares interest in learning a skill with recent upskilling participation

What Workers Want: Upskilling as an Employee Benefit

Copyright © 2021 Gallup, Inc. All rights reserved

71% vs. 34%

46% vs. 65%

Workers want upskilling paid for by employers and

Copyright © 2021 Gallup, Inc. All rights reserved

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

The Impact of Upskilling Programs on Income, by Type of Upskilling

Both self provided and 1

Provided by the employer, paid 5

Provided by the employer, paid �3

Provided by the employer, unpaid �5

Provided by the employer, unpaid and �20

Self provided through a college 6

Self provided through an

Self provided through a union or 10

Copyright © 2021 Gallup, Inc. All rights reserved

GRAPH 8 My standard of living 65

71% 65% 69%

My overall satisfaction with My standard of living My overall quality of life

Three in Four Upskilled Workers Report Career Advancement

Copyright © 2021 Gallup, Inc. All rights reserved

Started a job that is higher-skilled

Changed industries or occupations 20 2

75% 39% 30% 20%

Any advancement Career advancement at my Started a job that is Changed industries o

30% 20% 16%

at my Started a job that is Changed industries or Started a job that is more

Results from 7,839 respondents