Low-paid roles are often an important stepping stone for people entering or rejoining the labour market. However, many workers find themselves stuck in low-paid roles. Research by the Social Mobility Commission has found that over the course of the last 10 years a quarter of low-paid workers remained permanently stuck in low pay and nearly half (48%) fluctuated in and out.
“Professional development allows me to be accountable and take my own initiative, which improves my motivation and fulfilment, and means I don’t want to let the employer down because they are trusting me.”
Business in the Community focus group participant
The good news is that low-paid workers who receive training are almost twice as likely to progress – though currently, they are less likely to receive training than those on higher pay. (Social Market Foundation).
More needs to be done to ensure low-paid workers are offered and can access training and development opportunities. By developing staff with the skills needed to progress, and establishing clear progression pathways, your business could benefit from a home-grown talent pool to fill vacancies, improved employee engagement and cost savings resulting from lower staff turnover.
One company that has seen the benefits of this is Greggs. Find out how introducing trial managerial responsibilities has helped engage staff and address recruitment challenges.