For one in five Americans still living in rural areas, remote work is not a luxury, that is, the rescue line. And more and more of these prospective employees will be in a risk unless we can summon the team of the team to access their remote work.
Now here is the good news: most rural regions are ready to take advantage of these opportunities – we provide innovative ways to give them a chance.
This is the image of new studies that you have recently ordered that you are not profitable in profit are not aimed at profiting. We went outside knowing that everywhere in the mid-career and older workers, they are a growing part of the labor force-they tend to fight long-term unemployment. And also knowing that long -term, constant poverty is much more common in rural counties than in the city counties.
To learn more about this particular challenge, we have collaborated with Youngov to interview with more than 500 45 years of age or older living in rural areas in 17 states forming regions of the Apalachia and Delta. Currently, almost half of the unemployed were.
We began to confirm what we suspected: Many of these people hurt. Home repair, emergency health situation, car trouble: such, likely reckless expenses are disasters waiting for the incident. Sixty -one percent of the 45 -year -olds we interviewed say they will not be able to cover unexpected $ 1,000. In fact, 37% do not have enough money to meet their daily needs, and another 32% simply forms the back. Only one in four says they can meet their needs and save for the future. Unemployment, when it struck, is a deep hole that needs to be accessed. And 45% of our survey of the unemployed has not worked for more than two years.
It is also not surprising that the supply side of the local economy simply does not create enough jobs. The more open -minded eye was how the constant being formed our respondents’ expectations, which is a good job. Asked to define “high quality work”, their answers had nothing to do with the education or technical skills they needed. Instead, they focused on three essentials: competitive salary, predictable daytime hours and constant employment. Using these basic criteria as their definition, only 6% told us that their population supported “many” such high quality work, and 35% said “little or no”.
It was when we started investigating the solutions that everything became really interesting. One of the possible options is to vary the large number of unemployed or under-working rural areas
Employees move where good deeds are impossible. Only 24% of our survey takes into account the “slightly likely” choice, and only 8% claim that they are “very likely” to move if there is a better opportunity. This inertia reflects the powerful uncertainty about the potential financial burden that also requires certainty related to the high emotional costs associated with deep relationships with families and the community. This corresponds to a broader decrease in the geographical mobility of the US, which, according to the recent Brookings Institution Research, has reached the Historic Lowland.
So what is still direct investment in American village, what’s left? Only one option: to expand the possibilities of remote work. Among the many factors to which any company should consider before starting such an investment, we focused on one main variable, the desire of local labor to try something new. And here our survey results offered a great surprise.
Specifically, although 71% of all respondents have not participated in any official work training or skills development programs over the last three years, 50% told us that they are interested or very interested in learning new skills to improve their career. More – 75 percent. – Suppose they will take courses or learn new skills to become more competitive for remote work.
Confiscation of these options will not be easy. Even after companies persuades the business case, they will still need to improve their own and the ability of sellers and partners to develop economically efficient online training programs that convey agreed credentials and are clearly related to the workplace’s ensuring all issues that our respondents have identified as critical. Any future state funds investing in training will also need to solve these problems.
However, here is at least one deep -rooted social problem that does not require a large new policy program to satisfy it. Our survey confirmed that the mid -career and older employees of the village are ready and want to acquire the skills they need if and ever.
However, at the moment, the retardation of remote work promotes a decline in such jobs. First of all, we need to expand our current debates on the benefits and disadvantages of remote work and to review the influence of corporate culture, productivity and employee well -being. Yes, the management of those compromises is difficult. However, this is also a concern for a big city.
Rural Americans are seeking profitable ways to expand remote work, there is something much more important – today’s labor market access, which otherwise seem to leave them even more.
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