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 ReportsManaging the Changing Workplace: A Framework for HR
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.
Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
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.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
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.
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.
Diversity efforts have dominated the national conversation in the last six months as sweeping policy changes by the Trump administration reverberated through the private and non-profit sectors.
Yet, for HR professionals, the issue is more than just sound bites and headlines. Many must confront it daily.
To better understand the current environment, HRCI surveyed hundreds of HR professionals worldwide to find out how organizations are addressing diversity and how HR professionals feel. What the survey found was widespread support for diversity initiatives—and great concern as well.
The survey is part of a new whitepaper called HR Weighs In: Diversity in 2025, which offers detailed information on important questions in HR, including what companies and non-profits are doing, who is helped and who is hurt, how strategies are being adjusted, and what HR professionals think about what they see. It also contains case studies, suggestions, and a full discussion of how companies can assess and adapt their efforts.
“To navigate these challenges, leaders need to get deeply in touch with their company values, and not just within the C-suite,” said Dr. Amy Dufrane, CEO of HRCI. “They have to understand how employees, customers, and shareholders feel about DEI to proceed with an approach that matches their goals and objectives.”
Want to see full survey results? Download the whitepaper.
The survey made one thing clear: most HR professionals support diversity initiatives and believe they are enhancing the workplace.
Fully 96% said that diversity leads to a better-functioning company and 84% said that diversity, equity and inclusion programs result in more workplace equality. From a personal standpoint, 71% said they support DEI programs, while only 11% said they did not. Another 18% chose not to say whether they support or oppose these initiatives.
Of course, how HR professionals feel is not the only relevant sentiment when it comes to assessing diversity efforts.
“Understanding how employees, customers, and shareholders feel about DEI is essential for making decisions that align with both organizational values and business goals,” Dufrane said.
The survey showed that 91% of respondents consider employees an important factor when making diversity decisions and 51% consider customers to be vital, compared to 42% who cite management, 34% who say it is the bottom line, and 28% who value the opinion of regulators.
Want to learn more about what your company can do? Download the whitepaper.
It is also clear that many HR professionals are worried that the current climate will bring about great change, and not always for the better.
More than half (51%) worry the political climate will require their organization to make changes to diversity efforts and 21%—one in five—said those changes were already taking place. More than one in three (37%) said they worry the current political climate will result in less diversity, while almost two thirds (63%) said they have no such concerns.
Among those who report that their organization is making changes, 69% said they are reevaluating programs; 15% said they are eliminating programs; and 9% said they are freezing funding. Another 15% said they are increasing programs.
Widespread research presents a business case for hiring a diverse workforce (not only in race, but also in gender, age, experience, education, sexual orientation, socioeconomic background, and geographic location), and HR professionals have had to swiftly adjust policies to remain inclusive while also being sensitive to the new climate.
However, HR experts say that, regardless of administration policies or political trends, antidiscrimination laws remain intact—and American companies and non-profits are required to practice fair hiring.
“Discrimination is never legal,” said Neil Reichenberg, attorney and former executive director of the International Public Management Association for Human Resources.
Longstanding laws such as the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Genetic Information Nondiscrimination Act prohibit discrimination in the workplace based on race, gender, sexual orientation, age, and many other factors.
“The conversation over DEI should not be confused with efforts to combat workplace discrimination that has existed for decades,” he said. “Most core protections are not being challenged and organizations have to adhere to those laws. That is very likely to remain the case, regardless of where the [DEI discussion] takes us.”
Dufrane says one way to address diversity programs is to reframe the issue through the prism of values: what is important to vital constituencies like leadership, customers, employees, and investors. Understanding those values can help determine how to act with integrity and make decisions that weigh both business and stakeholder priorities.
“Companies should not be imposing these values, they should be ascertaining these values,” she said. “This then becomes the lens through which DEI initiatives can be properly evaluated. The values drive the programs, not the other way around.”
Dufrane said organizations that uphold values held by important stakeholders can largely avoid negative consequences, while companies that make decisions out of alignment with company values send those stakeholders mixed messages.
“The painful lesson many companies have learned is that values matter,” she said. “When DEI decisions clash with company values, the outcome is almost always problematic.”