美国就业质量研究：2025年美国劳动力现状+The+American+Job+Quality+Study

TheAmerican

JobQualityStudy

2025STATEOFTHEU.S.LABORFORCE

GALLUP

WEUPJOHNINSTITUTE

FOREMPLOYMENTRESEARCH

FAMILIES&

Jobsfor

theFuture

WORKERS

FUND

Acknowledgments

Gallupacknowledgestheinvaluablecontributionsofthepartnersandstakeholderswhosecollaborationhasbeeninstrumental

inthedevelopmentofthestudy,resultinganalysisandreport,

includingJobsfortheFuture,TheFamilies&WorkersFundandthe

W.E.UpjohnInstituteforEmploymentResearch.WearealsogratefulforsupportfromtheGatesFoundation.

Weofferspecialthankstoourresearchtaskforce,someofthenation's

topexpertsonjobqualitywhohelpeddesignthesurvey,including:Susan

Houseman,SeniorEconomist,W.E.UpjohnInstituteforEmployment

Research;KatharineG.Abraham,DistinguishedUniversityProfessorof

Economics,UniversityofMaryland;ChandraChilders,SeniorPolicyand

EconomicAnalyst,EconomicPolicyInstitute;EricaL.Groshen,Senior

EconomicsAdvisor,CornellUniversitySchoolofIndustrialandLabor

Relations;AlexanderHertel-Fermandez,HerbertLehmanProfessorof

Government,ColumbiaUniversity;ErinL.Kelly,SloanDistinguished

ProfessorofWorkandOrganizationStudies,MITSloanSchoolof

Management,andCo-Director,MITInstituteforWorkandEmployment

Research;ThomasA.Kochan,GeorgeM.BunkerProfessorEmeritus,MIT

SloanSchoolofManagementandInstituteforWorkandEmployment

Research;SusanJ.Lambert,ProfessorEmerita,CrownFamilySchoolof

SocialWork,Policy,andPractice,UniversityofChicago;CamilleLloyd,

Director,GallupCenteronBlackVoices;BethC.Truesdale,ResearchFellow,W.E.UpjohnInstituteforEmploymentResearch.

Viewsexpressedinthisreportdonotnecessarilyreflectthepositionsorpoliciesofthefundersortheviewsoftheresearchtaskforce.

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TableofContents

4Introduction

6KeyFindings

8JobQualityintheU.S.

Dimension-LevelFindings

13FinancialWell-Being

19WorkplaceCultureandSafety

24GrowthandDevelopmentOpportunities

29AgencyandVoice

33WorkStructureandAutonomy

WhatItMeans

40Implications

SupportingInformation

41SurveyMethods

42CalculatingJobQuality

47AbouttheResearchPartners

Copyrighte2025GallupInc.Alrightseserved.

Copyrighte2025GallupInc.Alrightsreserved.

Introduction

Anyonewhohasheldajobknowsthatworkisoftenaboutmorethanjustapaycheck.Ourexperiencesonthejobshapethedecisionswemake,thecompanieswetrustandhowweshowupeachday—atworkandathome.12Andyet,toooften,conversations

abouttheeconomyfocusonjobquantity,notquality.Everymonth,thegovernment

reportshowmanypeopleareemployedandhowmuchtheyearn.Businessleaders,

policymakers,researchers,investorsandworkforcepractitionershavereliedonthese

datafordecadesastheprimaryindicatorsofeconomicprogress.Butthesenumberstellonlypartofthestory.Theymisswhetherjobsactuallyallowworkers,theirfamilies—andbusinesses—tothrive.

TheAmericanJobQualityStudy(AJQS)waslaunchedtofillthatgap.LedbyJobsfortheFuture,theFamilies&WorkersFund,theW.E.UpjohnInstituteandGallup,itisthe

firstnationallyrepresentativesurveytobringtogethermeasuresofworkers'experiencetoassessjobqualityacrosstheU.S.workforce.In2025,thestudysurveyedmorethan18,000workers—spanningindustries,occupationsandtypesofemployment,from

traditionaljobsforanemployertoindependent,gigandinformalwork.

1Gallup,Inc.(2024).Stateoftheglobalworkplace:Thevoiceoftheworld'semployees[Researchreport].Gallup.

/workplace/349484/state-of-the-qlobal-workplace.aspx

2Tonti,J.(2023).JUSTCapital's2023Americans'ViewsonBusinessSurvey:AmericanswantmoreactionfromcorporateAmericaastalkdwindlesfollowingESGand'wokebusiness'backlash.JUSTCapital.

/reports/2023-americans-views-on-business-survey/

4

Copyrighto2025Gallup.Inc.Allightsreserved.

TheAmericanJobQualityStudy

Thestudydefinesjobqualityacrossfivedimensionsthatresearch³,4

showsmattermosttobothworkersandbusinesses:

01|FinancialWell-Being

Fairpay,stableemploymentandbenefitsthatmeetbasicneedsandreducefinancialstress.

02IWorkplaceCultureandSafety

Asafe,respectfulenvironmentfreefromdiscriminationorharassment.

03|GrowthandDevelopmentOpportunities

Aclearpathtobuildskills,gainexperienceandadvanceinone'scareer

04|AgencyandVoice

Influenceoverdecisionsthatshapeone'sjob,suchaspay,workingconditionsandimplementationoftechnology.

05|WorkStructureandAutonomy

Astable,predictableschedule,amanageableworkload,andmeaningfulcontroloverwhenandhowworkgetsdone.

Thesedimensionsweredevelopedthroughextensiveresearchandconsensus-buildingamongworkers,fieldleaders,employers,academicsandpolicymakers.Takentogether,theyprovideacomprehensivepictureofwhatmakesjobs"work"—forpeople,for

businessesandfortheeconomy.

Thisreportoffersaninitiallookatthefindings.Deeperanalysesareontheway,andthefulldatasetwillbemadepubliclyavailabletoinformfutureresearch,policyandpractice.

Thisfirstreportsetsthebaseline:howmanyAmericanshavequalityjobs,whoholdsthemandwhyitmatters.Foremployers,policymakersandcommunity

leaders,itoffersaclearpictureofthestateofjobqualityinAmericatoday一

highlightingboththechallengesandtheopportunitiestocreatejobsthatbettersupportworkersandfuelgrowth.

Byshowingwhatworkersareexperiencing,theAJQSprovidesatoolforhelpingcommunities,organizationsandpolicymakersidentifyareasforimprovementandputeffectivesolutionsintopractice.Withthisknowledge,leaderscanshapea

labormarketwherejobstrulyworkforeveryone.

3Coy,P.(2022,April22).Whatmakesagoodjobgood?TheNewYorkTimes.

/2022/04/22/opinion/good-job-wages.html

4Edmondson,A.(1999).Psychologicalsafetyandlearningbehaviorinworkteams.AdministrativeScienceQuarterly,44(2),350-383.

/10.2307/2666999

TheAmericanJobQualityStudy

Copyrighto2025Gallup.Inc.Allrightsreserved.

KeyFindings

ResultsfromtheAJQSarebasedonself-administeredwebandmailsurveysconductedJan.13-Feb.25,2025,witharandomsampleof18,429U.S.adults,aged18to75,whoworkedforpayinthepriorsevendays.

Most(60%)U.S.workerslackqualityjobs.

Only40%ofworkersintheUS.holdpositionsthatmeettheirbasicfinancialneeds,wheretheyfeelsafeandrespected,

cangrowtheirskills,haveavoiceindecisionsthataffectthem,andexercisesomecontrolovertheirtimeandwork.

Qualityjobsarelinkedtobetteroutcomesatworkandinlife.

Employeesinqualityjobsreportsubstantiallybetteroutcomesacrossnearlyeveryaspectoftheirwell-being,includinglifesatisfaction,

happinessandhealth.Themajority(58%)arehighlysatisfiedatwork,comparedwithjust23%ofpeoplenotinqualityjobs.

Aquarter(25%)ofemployeesdonotsee

opportunitiesforadvancementintheircurrentrole.

Oneinfouremployeesreportthattheirorganizationsdonotoffer

promotionoradvancementopportunities.Accesstomentorship

andtrainingisalsouneven,withjustoverhalfofemployeesreportingon-the-jobtraininginthepastyear—mostoftenatlargerfirmsandamongemployeeswithmoreformaleducation.

TheAmericanJobQualityStudy

Copyrighto2025Gallup.Inc.Allightsreserved.

Manyemployeesfeelleftoutofimportantworkplacedecisions.

Morethanhalf(55%)reportlimitedinputondecisionsinvolving

technology,andabouthalf(48%)saytheylackthevoicetheyshouldhaveinshapingtheirworkingconditions.Thesevoicegapsare

widespreadacrossemployeerolesandbackgrounds.

Nearlyaquarter(24%)ofemployeesreportbeingtreatedunfairlyattheirjobbecauseoftheiridentity.

Overall,24%ofemployeesreportdiscriminationorunfairtreatmentatworkbasedontheiridentity.Ratesarehighestamongnonbinary(52%),neurodivergent(47%),MiddleEastern/NorthAfrican(41%)andLGBTQ+(36%)employees.

Morethanhalf(62%)ofemployeeshaveunstable,unpredictableworkschedules.

Mostemployees(71%)reporthavingthefreedomtodecidehowtheyperformtheirtasks.Yet62%lackschedulesthatprovidepredictabilityorstability,and54%oftenorsometimesworklongerthanplanned.

Nearlythreein10(29%)U.S.employeesarestrugglingfinancially.

Twenty-ninepercentofemployeessaytheyare"justgettingby"or"findingitdifficulttogetby."Another43%saytheyare"doingokay,"andjust27%describetheirfinancialsituationas"livingcomfortably."

TheAmericanJobQualityStudy

JobQualityintheU.S.

WhatIsaQualityJob?

Aqualityjobisonethatallowsworkerstomeettheirbasicfinancialneeds,

feelsafeandrespected,growtheirskills,haveavoiceindecisionsthataffectthem,andexercisesomecontrolovertheirtimeandwork.

TheAJQSbuildsondecadesofresearchexaminingindividualaspectsofwork

—fromphysicaldemandsandworkplacesafetytoautonomyandwork-lifebalance

—andtranslatesthemintofivedimensions:financialwell-being,workplacecultureandsafety,growthanddevelopmentopportunities,agencyandvoice,andworkstructureandautonomy.5,6

HowDoYouMeasureJobQuality?

Measuringjobqualityiscomplex.Clear,agreed-uponmetricsofjobqualityhavebeen

scarceuntilnow,anda“qualityjob”meansdifferentthingstodifferentworkers.For

example,ayoungadultenteringtheworkforcemightprioritizeopportunitiestolearnand

grow,whileasingleparentwithfourchildrenmightprioritizepayandschedulepredictability.

Toaccountforsuchdifferences,thisstudyestablishesminimumthresholdsfor

eachofthefivedimensionsofjobqualitywithoutdictatingwhatanidealjoblookslikeforeveryworkerorworkplace.

Thestudydefinesa“qualityjob”asonethatachievesminimumthresholdsacrossat

leastthreeofthedimensions.Eachsurveyrespondent’sjobreceivesascoreoneach

dimensionbasedontheiranswerstomultiplesurveyitems.Theiroveralljobqualityscoreiscalculatedastheaverageoftheirscores.7,8

5Maestas,N.,Mullen,K.J.,Powell,D.,vonWachter,T.,&Wenger,J.B.(2017).WorkingconditionsintheUnitedStates:

Resultsofthe2015AmericanWorkingConditionsSurvey.RANDCorporation./pubs/research_reports/RR2014.html

6Rothwell,J.,&Crabtree,S.(2019).Notjustajob:NewevidenceonthequalityofworkintheUnitedStates[PDF].LuminaFoundation./wp-content/uploads/2019/11/not-just-a-job-new-evidence-on-the-

quality-of-work-in-the-united-states.pdf

7Respondentsareassignedajobqualityscoreiftheyansweredasufficientnumberofquestionstoreceivedimension-

specificscoresinthreeormoredimensions.Asmallnumberofsurveyrespondents,177(lessthan1%),providedinsufficientinformationacrossalldimensionstofullyassesstheiroveralljobqualityandarethusexcludedfromtheresultingjobqualitymetrics.

8Seeappendixformoredetailedinformationabouthowdimension-levelscoresarecalculated.

8

Copyright©2025Gallup,Inc.Allrightsreserved.

TheAmericanJobQualityStudy

Copyrighto2025Gallup.Inc.Allightsreserved.

HowDoYouMeasureJobQuality?

DimensionDefinitionThresholdsforAchievingQualityinThisDimension

FinancialWell-Being

Fairpay,stable

employment,and

benefitsthatmeet

basicneedsandreducefinancialstress

Full-timeworkers:

·Workersearn≥300%ofthefederalpovertylevelFPL)forafamilyoftwo($5,287.50/month).

·Workershaveaccesstosomeformofpaidtimeoff(PTO),forthosewhoareemployees.

·Workersreportjobsecurity(confidencetheycanstayintheirroleifperformanceandeconomicconditionsremainstable).

Part-timeworkers:

·Workersean≥300%FPLforafamilyoftwo($5,287.50/month)ordonot

reportfinancialdistressanddonotwantmorehourstomakeendsmeet,ordonotrelyonasecondjobtogetby.

·WorkershaveaccesstosomeformofPTO,forthosewhoareemployees.

·Workersreportjobsecurity(confidencetheycanstayintheirroleifperformanceisadequateandeconomicconditionsremainstable).

WorkplaceCultureand

Safety

Asafe,respectful

environmentfree

fromdiscriminationorharassment

·Workersdidnotexperienceaseriouswork-relatedinjuryorillnessinthepastyearandreportfeelingsafeatwork.

·Ifworkersexperiencedaseriouswork-relatedilnessorinjuryinthepastyear,theyreportcurrentlyfeelingphysicallysafeatwork.

·Workersreportfeelingrespected,supportedandliketheybelong.

·Workersarenotsubjecttodiscrimination,harassmentorbullying.

Growthand

Development

Opportunities

Aclearpathtobuildskills,gainexperienceand

advanceinone'scareer

·Whenapplicable,workersseeopportunitiesforcareeradvancementattheirorganization.

·Workershaveparticipatedinwork-relatedtraining,mentorshiporeducationinthepast12months.

·Workersbelievetheirjoballowsthemtolearnnewthings.

Agency

andVoice

Influenceoverdecisionsthatshapeone'sjob,

suchaspay,workingconditionsand

technology

·Workers'influencenearlymatchesormatchesthelevelofinfluencetheybelievetheyshouldhaveacrossthreeareas:

-compensation,includingpayandbenefits

-workingconditions,suchasphysicalsafetyandtheabilitytotakebreaks

-technologyadoption,suchasnewsoftware,artificialintelligencetoolsorrobotics

*TheAJQSusesa"voicegap"metricthatquantifiesthedifferencebetweentheinfluenceworkerscurrentlyhaveandtheinfluencetheybelievetheyshouldhave.

Work

StructureandAutonomy

Astable,predictable

schedule,amanageable

workload,andmeaningfulcontroloverwhenand

howworkgetsdone

·Workersknowtheirschedulesatleasttwoweeksinadvance,unlesstheysettheirownhours.

·Workers'numberofworkhoursdonotfluctuatebymorethan25%inamonthunlesstheychoosethatschedule.

·Workersreporthavingthefreedomtodecidehowtheydotheirwork.

·Workersperformavarietyoftasks,havesufficienttimetocompletethemandarenottypicallyrequiredtoworkatanunsustainablepace.

9

TheAmericanJobQualityStudy

10

Copyright©2025Gallup,Inc.Allrightsreserved.

HowManyAmericansHaveQualityJobs?

Qualityjobsremaintheexception,notthenorm,intheU.S.Overall,40%ofU.S.workersareinjobsthatmeettheAJQSminimumthresholdforquality,with

importantdifferencesacrosskeyworkertypes.

FIGURE1

PercentageofU.S.WorkersinQualityJobs,byWorker/EmployeeType

Allemployees

(W-2employees*)

(n=15,968)

AllU.S.workers

(n=18,429)

*W-2employeesarethosewhoseemployerdeductstaxesandmayofferbenefits

**Thoseworkingasindependentcontractors,theself-employedandinformalworkers

TheAJQSstudyfoundthatahigherpercentageofnon-W-2workershaveaqualityjob(46%)thanW-2employees(39%).Thisfindingmaybecounterintuitive,giventhatmanyindependentcontractorsandinformalworkers(whooftenworkforcash)facefinancialinstability,lackbenefitsandworkirregularhours.

Understandingjobqualityamongthenon-W-2workerpopulationisessential

tocapturingthefullpictureoftoday’slaborforce.Giventhecomplexityand

diversityofthenon-W-2workforce,thesubsequentfindingspresentedinthisreportfocusonW-2employeesonly,andfuturepublicationswillexploretheexperiencesofnon-W-2workersindepth.

TheAmericanJobQualityStudy

Copyrighto2025Gallup.Inc.Allightsreserved.

WhoHasQualityJobs?

Jobqualityvarieswidelyacrossemployeegender,race,education,age,industryandregionofthecountry.

GENDER

Men(45%)aremorelikelythan

women(34%)tobeinqualityjobs.

45%34%

AGE

Theyoungestemployees,

those18to24,aretheleastlikelyagegrouptohavequalityjobs(29%areinqualityjobs,whichisabout10pointslowerthanmostotheragegroups).

RACEANDETHNICITY

Asian⁹(46%)andWhiteemployees(42%)aremostlikelytoholdqualityjobs.

Thirty-threepercent(33%)orfewerBlack,multiracial,HispanicorMiddleEastern/

NorthAfricanemployeesholdqualityjobs.

INDUSTRY

Professionalservices,financialactivitiesandwholesaletradeleadinoveralljobquality—with53%,48%and49%employeesinqualityjobs,respectively.

Only29%ofemployeesinleisureandhospitality,26%inretailtradeand26%inwarehousingareinqualityjobs.

REGION

QualityjobsexistthroughouttheUS.butaremore

commonintheWest(44%)thantheNortheast(39%),South(38%)andMidwest(36%)Censusregions.

EDUCATION

Employeeswithabachelor's(47%)or

graduate(54%)degreearesignificantlymorelikelytohavequalityjobsthanthosewithanassociatedegree(35%),somecollege(33%)orahighschooleducationorless(28%).

54%

47%

33%35%

28%

9The"Asian"categoryusedthroughoutthisreportincludesallrespondentswhoselected"Asian"intheracelethnicityquestionsincludedinthesurveyandthusreflectsabroadanddiversegroupofAsianemployeeswithmanydifferentethnicities,

experiencesandeconomicoutcomessuchasChinese,Japanese,Korean,Indian,PakistaniandVietnameseindividuals,amongothers.

TheAmericanJobQualityStudy

12

Copyright©2025Gallup,Inc.Allrightsreserved.

WhyDoQualityJobsMatter?

Employeeswithqualityjobsdescribetheirlivesdifferently.Theyaremorelikelythanthosenotinqualityjobstoreporthigherlifesatisfaction,greaterhappinessandbetterphysicalhealth.

Butthepotentialbenefitsofaqualityjobarenotlimitedtoemployees.TheAJQSfindsthatjobqualityisstronglyassociatedwithjobsatisfactionandworkerwell-being—outcomesconsistentlylinkedinpriorresearchtolowerturnover,higherproductivityandstronger

businessperformance.10Inshort,qualityjobsmaynotonlybetiedtobetterlivesforemployeesbutalsotostrongeroutcomesforbusinesses.

Employeesinqualityjobs…

LIFEANDJOBSATISFACTION

Aremoresatisfiedwiththeirlives:

52%ratetheirlivesan8to10,*comparedwith26%ofthosenotinqualityjobs.

HAPPINESSANDSENSEOFPURPOSE

Aremorelikelytofeelhappyregularly:47%ratetheirhappinessan8to10,*

comparedwith26%notinqualityjobs.

HEALTHANDEMOTIONALWELL-BEING

Arehealthier:49%reporttheirhealthasexcellentorgood,comparedwith33%

notinqualityjobs.

*Onascaleof0to10

Aremoresatisfiedwiththeirjobs:

58%ratetheirjobsan8to10,*comparedwith23%notinqualityjobs.

Aremorelikelytoseethethingstheydointheirlives

asworthwhile:60%ratethesethingsashighlyworthwhile,comparedwith34%ofthosenotinqualityjobs.

Experiencegreateremotionalwell-being:

34%ratetheirlevelof“feelingatease”an8to10,*comparedwith19%ofthosenotinqualityjobs.

10Krekel,C.,Ward,G.,&deNeve,J.-E.(2019).Employeewell-being,productivity,andfirmperformance:Evidenceandcasestudies(Chapter5).InGlobalHappinessandWell-BeingPolicyReport.HarvardBusinessSchool.

/ris/Publication%20Files/gh19_ch5_9e171d71-db54-4e08-a2eb-3cf1587daf4a.pdf

Copyrighte2025GallupIncAlrightseserved.

DIMENSION1

Livingwithmymother-in-lawis

thebiggesthelp.Iflhadtoliveinanapartment,justbeingtheonlyone,orinahouse,Iknowlwouldn'tbeableto

affordit.There'snoway.Aftertaxesandhealthinsuranceandall,Igetabout

$1,200everytwoweeksaftereverythingcomesout.I'mmarried,butmyhusbandisondisability.Itwouldbenicetomake

moremoney,tofeellikeIwasabletobuy

ahouse."

-LISA

Publicschoolteacher

Financial

Well-Being

WhatItIlsandWhyItMatters

Financialwell-beingcapturestheextenttowhichajobsupportsworkers'economicsecuritythroughfairpay,stableemploymentandbenefitsthathelpreducefinancialstress.

Whenemployeesfeelfinanciallysecure,theyarehealthier,

moreengagedandmoreproductive—benefitsthatripple

acrossorganizationsandthebroadereconomy.Yet,manyUS.employeesexperiencefinancialdifficulty,whichislinkedtolowerjobsatisfaction,poorermentalhealth,higherturnover,reducedproductivityandworkforceinstability1.12

11PwC.(2023.PWC's2023employeefinancialwellnesssurvey

https:/ww.pweccomuslenl/serviceslconsultinglbusiness-transformationlibrarylemployee

-financial-wellness-survey.html

12Krekel,C,Ward,J,&deNeve,J-E.(2019,March3).Employeewell-being,productivity,andfirmperformance(SaidBusinessSchoolWorkingPaperNo.2019-04).SSRN.

/10.2139/ssrn.3356581

13

TheAmericanJobQualityStudy

14

Copyright©2025Gallup,Inc.Allrightsreserved.

FinancialWell-BeingKeyFindings

Financialwell-beingcannotbecapturedbyasinglenumber.Whileearningsareessential,theydonottellthewholestory.Benefitsandjobsecurityarealsoimportant.Andwhat

countsasa“qualitywage”variesdependingonregionalcostofliving.It’salsoimportanttorecognizethat,dependingonfactorssuchastheirfamilysizeordebttheymayhave

previouslyincurred,twoworkersearningthesamewagemayexperiencedifferent

financialrealities.Toassessoveralljobquality,theAJQSappliesaconservative,nationallycomparableearningsthresholdusingthefederalpovertythreshold.

TheearningsthresholdusedintheoverallAJQSjobqualityanalysiswas

chosentorepresentaminimumlevelthatcouldsupportbasicneedswhile

providingaconsistent,nationallycomparablestandardfortrackingprogressovertime.However,manyworkersrequirehigherearningstofeelfinanciallysecure

dependingonfactorssuchasregionalcostoflivingandhouseholdcomposition.Fiftypercentofallemployeesearnatorbelow300%oftheFPLforafamilyoftwo—thethresholdusedintheAJQStoidentifyqualityjobs.

TABLE1

PercentageofFull-TimeEmployeesatVariousFPLThresholds

48%

Earningabove300%FPL($5,287.50monthly)

Earningbetween200%and300%FPL($3,525and$5,287.50monthly)

23%

27%

Earningbelow200%FPL($3,525monthly)

Note:UsesFPLcalculationsforfamilyoftwoin2025

Percentageofrespondentsmissingdataisnotincludedinthetable

Copyrighto2025Gallup.Inc.Allrightsreserved.

TheAmericanJobQualityStudy

1Nearlythreein10U.S.employeesreportstrugglingfinancially.

Twenty-ninepercentofemployeesarestrugglingfinancially("justgettingby"or"findingitdifficulttogetby").Another43%saytheyare"doingokay,"whileonly27%ofemployeessaytheyare"livingcomfortably."Ratesoffinancialcomfortvaryacrossdemographicandoccupationalgroups.

FIGURE2

Overall,whichoneofthefollowingbestdescribeshowwellyouaremanagingfinanciallythesedays?

■%Livingcomfortably■%Doingokay■%Justgettingby

Overall

■%Findingitdifficulttogetby■%Noresponse

27

43

21

8

Women

Gender

25

41

24

10

Men294519

Race/Ethnicity

Asian3642

16

Black164326

13

Hispanic21392810

MiddleEastern/NorthAfrican253623

13

Multiracial224421

12

White2944

19

Education

Highschooleducationorless164328

12

Somecollege,nodegree174228

12

Associatedegree224424

8

Bachelor'sdegree3544

15

Graduatedegree41

Yes

Everincarcerated

17

35

28

19

No2721

Note:AmongthosewhoareemployeesValueslessthan4%notlabeled

INSIGHTS

·FinancialcomfortishighestamongAsian¹3(36%)andWhite(29%)employees.

·Employeeswitha

bachelor'sdegreeorhigheraremorelikelytodescribethemselvesaslivingcomfortablythanthosewithlessformaleducation.

·Only17%ofpreviouslyincarceratedemployeesindicatetheyareliving

comfortably.

13The"Asian"categoryusedthroughout

thisreportincludesallrespondentswhoselected"Asian"intheracelethnicity

questionsincludedinthesurveyandthusreflectsabroadanddiversegroupofAsianemployeeswithmanydifferentethnicities,experiencesandeconomicoutcomes

suchasChinese,Japanese,Korean,Indian,PakistaniandVietnameseindividuals,

amongothers.

15

TheAmericanJobQualityStudy

16

Copyright©2025Gallup,Inc.Allrightsreserved.

FIGURE3

Overall,whichoneofthefollowingbestdescribeshowwellyouaremanagingfinanciallythesedays?

%Livingcomfortably%Doingokay%Justgettingby%Findingitdifficulttogetby%Noresponse

Industry

37

42

14

5

5

Information(e.g.,publishing,newsmedia,motionpictures)

INSIGHTS

36

41

16

Professionalandbusinessservices

35

39

19

6

Employeesinthe

information,professional

andbusinessservices,

financialandutilitiessectorsarethemostlikelytosay

theyarelivingcomfortably,whilethoseinretailtradeandwarehousingaretheleastlikely.

Financialactivities

34

42

17

4

Utilities

32

45

17

5

Government

28

40

21

9

Farming,agricultureandmining/extraction(e.g.,coal,oi