The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
Women, on average, are living longer than men. And women make up an increasing percentage of the total workforce. While these trends are overall positive for women, they create additional challenges when it comes to planning for retirement.
One issue women face is a larger gap between their expected needs and expected resources at retirement. “Resources are expected to be lower at retirement age for women than for men,” says Grace Lattyak, associate partner at Aon.
“A lot of this is driven by lower savings rates,” she says. “The Real Deal: 2018 Retirement Income Adequacy Study found that the average man is saving 8.1 percent and the average woman is saving 7.2 percent.” Women also have lower overall account balances when compared to men -- just $94,000 for women versus $165,000 for males, Lattyak says.
The pay gap between women and men also contributes to this difference since women’s lifetime earnings are less than men’s, she points out.
But women’s financial need in retirement is also greater since they need to prepare for a longer life expectancy. “Women need about one times more pay than men to meet the average life expectancy,” says Lattyak. “Where the average retirement need for men is 10.7 times pay, the average for women is 11.6 times pay,” she says.
“That's driven by the longer life expectancy for women because once someone reaches age 67, half of those women are going to live until at least age 90, if not longer, and that same number is 88 for men,” Lattyak says. These additional years of life expectancy require most retirement income to fund them.
For employers, it’s important to take steps to help their female employees be better prepared for retirement. Here’s what employers can do to help eliminate the gender retirement gap.
Employers need to be aware of women's unique needs in terms of planning for retirement and focus their retirement planning efforts on helping them prepare better for retirement.
“As employers are thinking about their population, the solutions that work best for their population might not be the average solution if they don't have an average workforce,” Lattyak says. “If they have a largely female workforce, they might need more longevity insurance or guaranteed income solutions in their defined contribution plans.”
When employers are designing their employee retirement plans, they can design them around the needs of their own workforce, instead of for the average workforce, she advises.
Employers can also help reduce the gender retirement gap by communicating more effectively about retirement planning and the unique financial needs that women face in retirement. “Once the plan design is in place, success in having the retirement plans used effectively hinges on the communication,” says Lattyak. “By understanding who's in your population, you can more effectively communicate to those participants, and target their needs.”
Helping educate female employees about how their needs might impact their financial planning allows them to better plan for factors like possible time out of the workforce. If women are going to time out of the workforce for maternity or childcare-related leaves, for example, communicating the importance of either trying to continue to save during those periods, if that's possible within the plan, or not using retirement savings during those leaves, can really help women better plan for their full retirement needs financially, says Lattyak.
Employers can also take a more active role in helping women manage their longevity risk. “While it is important for everyone, it's even more important for women, because they have the longer expected life expectancy,” says Lattyak.
“Employers should give serious consideration to finding better ways to pool that risk through annuities or other structured drawdowns that can be done within the retirement plans,” says Lattyak. “It is very costly for individuals to self-insure and can be more beneficial if you can pool your risk with a large pool other people.”
For women who reach age 67, one in five of them are expected to live to age 98. So just planning for the average life expectancy isn't a feasible option, Lattyak says. Employers can help women better plan financially for extended life expectancy post-retirement and for the related increase in health care costs that they will likely experience.