How employers can help tackle in-work poverty: Insights from Opencast's roundtable with the Living Wage Foundation

Economic growth creates opportunities. But growth on its own doesn't guarantee that people are better off.

Analysis by the End Child Poverty Campaign found that in the UK, seven in ten children living in poverty have a parent in work. At the same time, one in six employees earns below the real Living Wage, according to the Living Wage Foundation. These figures show that creating jobs is only part of the challenge. Creating jobs that provide stability, security and opportunity matters too.

With these challenges in mind, Opencast partnered with the Living Wage Foundation to host a roundtable, bringing together employers and industry leaders to explore a simple but important question: how do we create work that gives people the security and opportunity they need to thrive? Chaired by Opencast's Head of People Success, Cameron Smith, the event created space for employers to share experiences, challenges and practical ideas for tackling in-work poverty.

The discussion centred on the Living Wage Foundation's work promoting the real Living Wage, Living Hours and Living Pension, but it also drew on the experiences of employers that have embedded these principles in their own organisations. Among them was Opencast, with Director of People & Organisational Development Victoria Reilly sharing the company's journey to becoming an accredited Living Wage employer and how fair pay forms part of its wider commitment to creating an inclusive, supportive workplace.

Work should provide a decent standard of living

One of the most striking themes from the day was that having a job doesn't always mean having financial security.

Through data, discussion and personal stories, attendees reflected on the reality that many people in work are still facing difficult choices around household costs and long-term financial stability. Despite inflation easing, many low-income households continue to experience significant financial pressure.

The challenge is also not experienced equally. Statistics shared by the Living Wage Foundation highlighted that women are 50% more likely to be low paid than men, while 17% of workers from racialised communities earn below the real Living Wage, compared with 13% of workers overall.

A video message from Chi Onwurah, Member of Parliament for Newcastle Central and West, reinforced this point, highlighting the number of working people who still rely on foodbanks and emphasising the importance of creating workplaces where everyone can contribute and succeed. Diversity, attendees heard, is not a tick-box exercise. It is essential to innovation, growth and ensuring opportunities are available to everyone.

The discussion served as a reminder that low pay, financial insecurity and unequal access to opportunity affect communities, businesses and local economies alike.

A group of around a dozen people sit around a large wooden table in a modern meeting space, listening to a speaker at the far end. The room features a café-style kitchen area, exposed ceilings, and large amber pendant lights. A presentation slide is displayed on a screen beside an Opencast banner, creating an informal networking or discussion event setting.

Financial security is about more than pay

Pay matters. But throughout the roundtable, there was a shared understanding that financial security is about more than a salary.

Predictable hours help people plan their lives with confidence. Strong pension contributions help people look to the future with greater security. Creating the conditions for people to do their best work means thinking beyond short-term reward and investing in long-term wellbeing.

Representatives from the Living Wage Foundation shared how Living Wage, Living Hours and Living Pension commitments work together to improve financial security at every stage of working life.

The need for this is becoming increasingly clear. Research shared by the Living Wage Foundation shows that four in five workers are not currently saving enough to achieve an acceptable standard of living in retirement.

The message was simple: when people feel secure, they are better placed to contribute, develop and thrive.

Why employers are choosing to act

One of the most encouraging aspects of the discussion was hearing from organisations that have already taken steps towards accreditation.

While every organisation's journey is different, a common thread emerged. The decision wasn't driven by compliance or external recognition alone. It started with a belief that people should be rewarded fairly for the value they create.

Victoria Reilly, Opencast's Director of People & Organisational Development, reflected on the company's own journey to becoming an accredited Living Wage employer. She discussed how fair pay forms part of Opencast's wider people strategy, helping create an environment where colleagues feel valued, supported and able to build long-term careers. Her contribution reinforced that accreditation is not simply a badge, but part of an ongoing commitment to investing in people.

Attendees shared experiences of investing in fair pay as part of a wider commitment to supporting employee wellbeing and building workplaces where people can build long-term careers.

Evidence presented by the Living Wage Foundation suggests these experiences are far from unique.

Among accredited employers:

87% say accreditation has enhanced their reputation as an employer
66% say it has helped them differentiate themselves from competitors
62% report improved recruitment
60% say it has helped improve employee retention
64% say it has improved relationships between staff and managers

None of this was presented as a silver bullet. Rather, it reflected a practical understanding that treating people fairly is both the right thing to do and an important part of building a sustainable organisation.

Event setup in a modern collaborative workspace featuring a coral-coloured sofa, coffee table and presentation screen. Branded banners for Opencast and the Living Wage Foundation flank the seating area, while the screen displays details of a tech sector roundtable titled “Fair Reward, Stronger Teams and Inclusive Growth.” The space has exposed industrial-style ceilings, textured wall panels and large amber pendant lights.

The power of collective action

Perhaps the most interesting discussion of the day centred on a question posed to the room: What can we do collectively that we can't do on our own?

The answers varied, but the theme was consistent: lasting change happens when organisations work together. The impact of collective action is already evident.

Research shows that since the Living Wage movement began in Bethnal Green in 2001, it has:

Put £4.1 billion back into the pockets of low-paid workers
Lifted more than 490,000 workers onto the real Living Wage
Grown to include more than 16,000 accredited Living Wage employers
Supported more than 250 accredited Living Hours employers
Supported more than 90 accredited Living Pension employers

Attendees discussed how employers can continue to raise standards through supply chains, partnerships and local business networks. Examples included ambitions to make Sunderland a Living Wage City, and the role organisations can play in encouraging wider adoption of fair employment practices across the region.

For a region with ambitious plans for growth, innovation and investment, including its designation as an AI Growth Zone, there is an opportunity to shape not only how many jobs are created, but what those jobs look like.

Looking ahead

The tech industry has a reputation for resilience, innovation and collaboration. As new opportunities emerge, employers have an opportunity to help ensure that growth delivers lasting benefits for employees, local communities and the wider economy.

The roundtable wasn't intended to provide all the answers. But it did create space for honest conversations, shared learning and practical ideas.

For Opencast, convening conversations like this is part of a wider commitment to using its expertise and influence to help shape better outcomes for people, organisations and communities. By bringing together employers, partners and policymakers, the company aims to encourage practical action that supports fairer, more sustainable employment across the North East and beyond.

If there was one takeaway from the day, it was this: creating opportunity isn't the responsibility of any one organisation. It's something we can achieve together.

When people have fair pay, greater financial security and the opportunity to build a better future, everyone benefits.

Acknowledgements:

We'd like to extend particular thanks to Chi Onwurah MP; Cameron Smith, Head of People Success at Opencast, who chaired the discussion; Victoria Reilly, Opencast's Director of People & Organisational Development, who shared Opencast's journey to becoming an accredited Living Wage employer; Steven Parker (Phonetic Digital); Jack Williams (Seriös Group); Tom Sharman (North East Combined Authority); and David Van der Velde and Nadia Igsiz from the Living Wage Foundation for helping shape the conversation.