3.1.1 Verifying key output metrics

To evaluate Work for Impact’s ethical outsourcing model, at first key output indicators will be examined, drawn from platform data. These metrics capture the model’s scale, reach, and adherence to ethical standards:

• Partner companies onboarded & actively hiring: N/A

• Ethical job listings available on the platform: N/A

• Individuals placed in ethical remote roles (by region): see table below

• Average contract length (months): no data available

• Fair-wage compliance rate: 2,8

• Contract transparency (standardized contract templates in use): transparency confirmed by interview participants

Individual contractors per region

The analysis of contractor earnings relative to regional living wages exhibits a pronounced right-skewed distribution. The median uplift of 280 percent indicates that 50 percent of engagements remunerate at least 2.8 times the local living wage, demonstrating the platform’s capacity to secure substantially above-subsistence income for the median contractor. 

The interquartile range (IQR) of 570 percentage points - spanning approximately 150 percent at the 25th percentile to 720 percent at the 75th percentile - reveals considerable variability within the central 50 percent of contracts, attributable to differences in role, geography, and contract duration. The mean uplift of 580 percent, elevated by a small number of exceptionally high-paying engagements, corroborates the presence of outliers.

Collectively, these statistics signify that, while the majority of contractors benefit from significant income margins above living wages, a minority of extreme values inflate the arithmetic mean. Accordingly, the median and IQR are employed to characterise the typical contractor experience, whereas the mean is reported with an explicit caveat regarding its sensitivity to extreme observations, thus ensuring a comprehensive and nuanced depiction of earning outcomes on the WfI platform.

3.1.2 Outcome findings

Building on the outputs, the author assessed the five core outcome indicators: empowerment, CSR enhancement, well-being, autonomy, and community impact - using both:

• Survey responses (quantitative data): Contractor perceptions captured via likert-scale questions.

• In-depth interviews (qualitative data): Rich narratives and examples illustrating real-world impacts.

This combined approach links the volume and quality of ethical placements to the tangible benefits experienced by participants and their communities.

Survey findings

The survey was sent to 258 individuals whereby 171 answered the survey (response rate of 66%). This number surpasses the goal of at least 50 survey responses. The contractor survey focused on core outcome indicators: empowerment, well-being, autonomy, and community impact - complementing output metrics (e.g., placements, contract length, wage compliance) drawn from WfI’s internal statistics. The survey results below confirm that WfI’s ethical outsourcing model delivers on its intended outcomes:

• Access to fair, stable work: Nearly 95% of respondents agree or strongly agree that they “were able to find and secure fair and stable work through Work for Impact,” demonstrating widespread success in matching contractors with long-term, ethical roles.

• Fair compensation: 86% feel their compensation “meets my financial needs,” with only 10.5% neutral - underlining the platform’s effectiveness in ensuring living-wage or above earnings.

• Commitment to labor rights: 89% agree that their client organizations “prioritize labor rights and worker well-being,” validating the CSR enhancement outcome.

• Job security and autonomy: 86.5% perceive their engagements as “stable and secure,” and 74% report sufficient autonomy over schedules and rates - showing strong gains in both security and independence.

• Empowerment and voice: 85% feel “empowered to voice ideas and influence decisions,” signaling a meaningful increase in professional agency.

• Quality of life and community impact: Over 92% report improvements in overall quality of life, and 86.6% note positive effects on their families or local communities - confirming the program’s ripple effects beyond individual contractors.

• Overall satisfaction: Nearly 95% express satisfaction with their WfI experience, highlighting the model’s holistic success.

Because these questions measure perceptions, they map directly to the outcome indicators in the framework: empowerment, CSR enhancement, well-being, autonomy, and community impact. 

In-depth interview findings

Building on the survey results, twelve in-depth interviews were conducted with independent contractors across different regions, alongside two interviews with client organizations. These conversations reveal how Work for Impact’s ethical outsourcing model delivers stable, well-paid opportunities, fosters skill development, and supports personal and professional growth - for both contractors and their hiring partners. The full stories and interview notes can be found in Appendix B.

The qualitative findings are organized around five key outcomes from the Theory of Change:

1. Empowerment: Contractors’ sense of agency and confidence in shaping their careers.

2. CSR enhancement: How client organizations can integrate and elevate social responsibility through WfI partnerships.

3. Quality of life and mental health: Improvements in well-being, work–life balance, and emotional stability.

4. Autonomy and dignity: The extent to which contractors feel independent and respected in their roles.

5. Family and community well-being: Ripple effects of stable, ethical work on households and local communities.

Across these interviews, several core benefits consistently emerged - alongside actionable feedback to strengthen WfI’s impact even further.

1. Long-term stability and fair pay:

   1. Contract security: Participants like James (Kenya) and Dennis (Philippines) transitioned from poorly paid short-term jobs to multi-year, hourly-paid roles, providing predictable income and the ability to plan for their futures.

   2. Competitive compensation: Cesar (Colombia) doubled his previous earnings; Kelvin (Kenya) now supports extended family on twice his former salary. These living-wage contracts have lifted contractors out of financial precarity.

2. Work–life balance and well-being:

   1. Flexible schedules: Myrel and Lucia (both from the Philippines) balance remote roles with childcare and entrepreneurial activities, eliminating nanny costs and commute stress.

   2. Improved mental health and freedom: Kelvin (Kenya) credits the elimination of his daily commute for reduced stress and more time to study, while Omar (Tunisia) values the mental health benefits of working from home - no commute and the freedom to manage his schedule around family and creative projects.

3. Skill acquisition and career progression:

   1. Technical and managerial growth: Engineers like Cesar and Kelvin apply and expand core competencies - cloud support, data analysis - while Leticia (Brazil) and Omar advance into project and social media management roles.

   2. Upskilling and certifications: Through tailored client projects, contractors gain exposure to new tools and methodologies, accelerating professional development beyond what local markets typically offer.

4. Empowerment and community:

   1. Belonging to global teams: Daily “work” and “social” chat channels bridge geographic gaps, fostering a sense of inclusion and peer support across time zones.

   2. Confidence to negotiate: With transparent pricing and fair-wage benchmarks, contractors feel empowered to discuss rates and secure better terms in future engagements.

5. Positive ripple effects:

   1. Family and community impact: Enhanced incomes fund children’s education, healthcare, and entrepreneurial ventures, creating a multiplier effect that reaches beyond individual contractors.

Opportunities for improvement

1. Contract security: Transition more roles to longer, renewable agreements.

2. Fee transparency: Clearly communicate platform fees and deductions upfront.

3. Job matching and listings: Increase region-specific postings and proactive client outreach.

4. Regular check-ins & engagement: Implement scheduled feedback sessions and performance touchpoints.

5. Expanded learning opportunities: Offer micro-credentials and advanced mentorship on niche technical topics.

6. By deepening these strengths - stability, flexibility, skill growth, and community - while addressing contract security and transparency, WfI can further elevate its ethical outsourcing model and sustain transformative impact for contractors worldwide.

Conclusion

The Work for Impact Pathways Program is a fully sponsored initiative designed to empower young talents (ages 18–30) facing limited opportunities. Rooted in the philosophy that every individual deserves a chance to fulfill their potential, Pathways emphasizes five core principles:

• Empowerment: Equipping participants with tools and resources to overcome barriers.

• Inclusivity: Reaching underserved communities through local partnerships.

• Education & Career Development: Offering six-month, technology-based certification courses on leading online platforms.

• Skill Acquisition: Focusing on the practical competencies needed for today’s job market.

• Job Readiness: Providing mentorship, career coaching, and learning sessions on resumes, LinkedIn, interviewing, and market navigation.

Program Process

Participants get to select from a diverse catalog of online certifications while receiving continuous support: progress monitoring, one-on-one mentorship, and guest-speaker workshops. Upon completion, they earn a Pathways badge on their WFI profile and gain assistance with job searches to ensure their holistic development.

Cohort Selection & Reach

Candidates are identified via partnerships with local nonprofits, schools, and community centers, then screened through surveys and interviews based on language skills, technological access, and socio-economic criteria. 

Until today, Pathways has empowered 25 participants across ten countries: Nepal (3), Kenya (2), Brazil (9), Kosovo (6), South Africa (1), Cameroon (1), Zimbabwe (1), Philippines (1), Ghana (1).

As part of the study, the past Pathways program participants received a short ten-questions-survey about their experience. Additionally, it was decided to capture the feedback of the current women only cohort.

For qualitative data, past success stories were analysed along with three in-depth-interviews conducted by the author of this study. 

The surveys, success stories and interview notes can be found in Appendix B. 

3.2.1 Pathways survey results

The last year’s Pathways cohorts

The first survey was sent to 25 participants of which 13 replied (52% response rate). 

The survey captured feedback from a diverse group of individuals. The majority identified as female (85%), with males representing 15%. Participants spanned four regions: Africa (31%), Latin America (23%), Europe (38.5%), and Asia Pacific (1.5%). Age distribution was youthful, with 61.5% aged 18–24, 30.8% aged 25–34, and 7.7% aged 35–44. This demographic mix ensures the findings reflect the experiences of the core Pathways community.

Building on the participant demographics, follow the survey’s key findings:

Ten of the thirteen individuals reported that the program significantly enhanced their professional skills, improved their confidence in handling remote assignments, and empowered them to take control of their careers.

Eleven of thirteen respondents agree or strongly agree that they feel equipped to find secure positions aligned with their goals and to negotiate fair compensation.

All survey participants either agree or strongly agree that the Pathways program provided useful tools and resources, enhanced their understanding of ethical work practices, and supported their readiness to enter the workforce and advance their careers.

Conclusion:

With a 50% response rate from a diverse cohort - 85% identifying as women, across Africa, Latin America, Europe, and Asia Pacific, and predominantly aged 18–34 - the survey results offer a clear testament to Pathways’ positive impact. Most participants report significant gains in professional skills, confidence in remote work, and career empowerment. Nearly all feel well equipped to secure roles aligned with their goals, negotiate fair pay, and apply ethical work practices. Together, these findings underscore Pathways’ effectiveness in preparing young talent for meaningful, sustainable careers.

Pathways women only cohort

A second survey was distributed to the current women only Pathways cohort to capture their program experiences and impact.

Eight of the ten cohort participants completed the survey. All respondents were women: 75% aged 25–34, 12.5% 18–24, and 12.5% 35–44. Two participants were based in Asia Pacific and six in Africa.

Seven of eight women agree the program meets their expectations, and five of eight report clear improvements in their skills and knowledge. All respondents find the content relevant to their future goals. Five of eight participants agree they have opportunities to apply what they’ve learned, while three remain neutral. Every respondent feels more motivated and optimistic about their professional future, and seven of eight believe the program is preparing them for meaningful job opportunities and that the guidance and feedback from trainers and mentors has been useful. 

The program’s participants identify one-on-one mentoring, targeted training modules, and flexibility as the program’s most valuable features, alongside an encouraging community. At the same time, they highlight challenges in finding regional remote roles, mastering technical concepts, ensuring reliable internet access, and balancing studies with personal responsibilities. 

To bridge these gaps, they recommend adding region-specific job-hunting guidance, supplemental technical resources, and structured peer-pairing. Looking ahead, graduates aim to translate their new skills into balanced remote careers, earn further certifications, secure internships or entry-level positions, and build robust portfolios - ultimately aligning their work with their passions and becoming resilient, lifelong contributors in their fields.

Conclusion:

​​Eight women completed the survey, reporting that Pathways met their expectations and improved their skills, confidence, and career readiness. All found the content relevant and feel better prepared for meaningful roles.

They value the one-on-one mentoring, targeted modules, and program flexibility within an encouraging community. Key challenges include regional job access, technical gaps, internet reliability, and balancing commitments. Suggested improvements are region-specific job guidance, additional technical resources, and peer pairing.

Equipped with new skills and motivation, these women are ready to pursue remote careers, further certification, and internships - building careers that align with their passions.

3.2.2 Pathways success stories and in-depth-interviews findings

All details can be found in Appendix B.

Across diverse Pathways participants - from Chetanya in New Delhi to Joshua in Narok and Melissa in Cape Town - the program’s positive impact is clear:

Acquiring new skills and transforming careers: Every participant gained in-demand skills (data analytics, cybersecurity, policy research), unlocking roles they couldn’t access before and fueling career shifts and promotions.

Gaining confidence and agency: One-on-one mentoring and a supportive cohort enhances self-esteem, helping learners negotiate better roles, speak up in global teams, and believe in their own potential.

Resilience and personal growth: Many overcame profound hardships - homelessness, economic barriers, limited resources - and embraced education as a catalyst for change.

Gaining economic stability and livelihoods: Transitioning from precarious or low-paying work, participants now earn better wages or have better contracts, supporting families and planning long-term goals.

Sense of community and alignment of values: A shared commitment to social impact unites participants: they now mentor others, volunteer locally, or aim for policy roles that uphold human rights and equity.

Opportunities for improvement:

• Targeted support to find remote opportunities: Region-specific guidance on navigating remote job markets could help bridge the final gap to employment.

• Supplemental technical resources: Extra tutorials and micro-credentials for challenging topics.

• Stronger peer networks: Structured peer-pairing, active cohort forums, and ongoing alumni events could sustain community bonds and mutual learning.

By building on these strengths - skill development, empowerment, and clear economic benefits - while deepening support around job placement, technical up-skilling, and peer engagement, Pathways can accelerate its transformative impact for young talent even more.

3.2.3 The Pathways Program unlocks potential

Since its launch, Pathways has empowered 25 young talents in ten countries with fully funded, six-month certification courses, one-on-one mentoring, and career-readiness coaching. At the present time, it runs a women only cohort with ten participants.

Surveys of past cohorts (50% response rate, 85% women, ages 18–34 across Africa, Latin America, Europe, and Asia Pacific) reveal that most participants report significant gains in professional skills, confidence in remote work, and the ability to negotiate fair pay. Nearly all feel equipped to secure meaningful roles and apply ethical work practices. A targeted follow-up of the women-only cohort (80% response rate) confirms these findings: participants appreciate mentoring, focused modules, and flexible delivery, and leave more motivated and optimistic about their futures.

Success stories and interviews - from Chetanya’s data analytics breakthroughs in New Delhi to Joshua’s rise from Narok’s streets into a banking career, and Melissa’s cybersecurity pivot in Cape Town - illustrate how Pathways unlocks in-demand skills, builds self-esteem, and fuels economic stability and personal growth. Graduates now earn living-wage or better contracts, support their families, and pursue higher education or advanced careers.

Some opportunities for enhancement: