The training being provided to low-wage workers, factors affecting the availability and effectiveness of such training, and training outcomes were examined. The major research activities were as follows: (1) identification of 192 employers that invested most heavily in training for low-wage workers; (2) telephone interviews with 40 of the 192 employers; and (3) site visits to, and case studies of, 8 of the 40 employers. The main factors motivating above-average commitment to training for lower-wage workers were as follows: believing that it is "the right thing to do": understanding the positive impact of such training on business goals and needs; and wanting to appease external forces (including the government and clients). Barriers to training for lower-wage workers included the confined nature of lower-wage jobs, lack of evidence of the effectiveness of such training, conflicts between downsizing and training, and high turnover among lower-wage workers. Leadership commitment and creation of an environment flexible enough to promote widespread use of training appeared to be the most effective strategies for overcoming those barriers. Policymakers were urged to increase efforts to demonstrate the potential payoff of training for lower-wage workers and develop targeted policy interventions and incentives. (Nine tables are included. Information about the telephone survey and on-site interviews is appended. The bibliography lists 21 references.) (MN)