The latest Massachusetts casino report sheds light on the state’s progress and remaining hurdles in terms of workforce dynamics and employment quality. Conducted by the University of Massachusetts Amherst Donahue Institute and the Social and Economic Impacts of Gambling in Massachusetts, the study presents a comprehensive view of the current state of employment within the casino industry. Project leader Thomas Peake and his team delved into various aspects such as employee retention, wage levels, and workforce mobility, highlighting both achievements and areas that need attention.
One of the key takeaways from the Casino Job Quality report is the lower turnover rate and better compensation in casinos compared to the broader accommodation and food service industry. Specifically, the median hourly wage for casino workers stood at approximately $28.31, with a turnover rate of 28.6%—markedly better than the 115% turnover rate observed in the general service sector. However, it’s important to note that while these wages are higher than those in similar service industry roles, they still fall short of what MIT’s living wage calculator defines as sufficient. Astonishingly, almost 61% of casino workers do not earn a living wage, highlighting an area where significant improvement is necessary.
One of the key takeaways from the Casino Job Quality report is the lower turnover rate and better compensation in casinos compared to the broader accommodation and food service industry. Specifically, the median hourly wage for casino workers stood at approximately $28.31, with a turnover rate of 28.6%—markedly better than the 115% turnover rate observed in the general service sector. However, it’s important to note that while these wages are higher than those in similar service industry roles, they still fall short of what MIT’s living wage calculator defines as sufficient. Astonishingly, almost 61% of casino workers do not earn a living wage, highlighting an area where significant improvement is necessary.
Despite success in meeting diversity and veteran hiring targets, Massachusetts casinos still encounter obstacles in gender representation and pay equity. For instance, MGM Springfield surpasses its goals with 57.3% of its workforce being minorities and 5% being veterans, but female employment across major casinos like MGM Springfield, Encore Boston Harbor, and Plainridge Park Casino remains below target, with rates of 44.9%, 44%, and 42%, respectively. Another pressing issue is the pay disparities amongst different racial groups. At Encore Boston Harbor and MGM Springfield, Asian,
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