Abstract
This study investigates upskilling reluctance among minority workers trained by a large organization specializing in training in tech and IT. Upskilling is critical in a rapidly changing technological world, yet many workers hesitate to participate. The research includes three primary components. First, we provide causal estimates of upskilling programs’ impact on labor market outcomes (e.g., wages, employment type) and their ROI, by combining administrative data (shared with us by the partner organization) and a randomized experiment. Second, we will evaluate: i) whether a low-cost randomized intervention can encourage workers’ engagement in upskilling; and ii) the effectiveness of such upskilling on labor market outcomes. The intervention will leverage the career plans that the organization's alumni had previously developed upon entering the initial training program. Third, we will conduct a novel large-scale survey experiment with alumni to quantify their willingness to pay for several upskilling programs. By experimentally varying program characteristics, such as teaching schedules and instruction modes, we will assess the impact of training design features on enrollment decisions. The project aims to provide actionable insights into designing effective training programs and improving the effectiveness of upskilling efforts.