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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 Reports

Featured Research

Recovery 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.

Did You Know?

59%

Workplace Relationship Policies

say their company does not enforce policies prohibiting romantic relationships between employees

Source: HRCI Alchemizing HR poll, January 2025

89%

Leadership Overreach

say leaders take on problems that should belong to someone else

Source: HRCI Alchemizing HR webinar poll, April 2026

55%

Political Discussions at Work

of HR professionals are somewhat, minimally, or not at all prepared to handle politically-charged discussions at work

Source: HRCI Report — Managing Political Polarization in the Workplace, 2025

Recent Reports

Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.

Managing the Changing Workplace

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.

The Secret Ingredients of Workplace Fulfillment

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.

The Vital Role of Professional Development

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.

Small Conflicts Don't Stay Small

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

The 2026 State of HR Report

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 Report

State of HR Spotlight Reports

Safety, Polarization, and Stress

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 and Their Outlook for HR

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.

HR Professionals and Technological Change

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.

Attitudes Toward Remote Work

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.

Building a Recovery Friendly Workplace: What HR Needs to Make It Real

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.

The HRCI Pay Bump: What Certification Is Worth in Real Numbers

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.

Why Are Organizations Still Underestimating HR?

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.

HR, AI, and the New Workplace: What 1,000+ HR Professionals Really Think

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.

Research Archive

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.

Extreme Weather and the Workplace

From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.

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Strengthening AI Skills in HR

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.

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Empowering the Intelligent Workplace

Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.

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Becoming Recovery-Friendly

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.

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Diversity Initiatives in 2025

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.

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Managing Political Polarization in the Workplace

This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.

Download Whitepaper

Beyond the Data

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.

HR Leads Business Blog

News and perspectives on the issues driving the HR profession forward.

Feb 14, 2022, 20:48 PM by Ginny Engholm

How to Honor Black History Month in the Workplace

Ultimately, successful inclusion efforts go beyond just honoring an affinity group once a year. “It needs to be something that is woven into work that you do all year long to create an inclusive environment,” says Avis Jones-DeWeever, CEO of the diversity and inclusion consulting firm Incite Unlimited.

Every February, Black History Month presents employers the opportunity to show their commitment to diversity and inclusion in the workplace. “It's definitely important for employers to take the opportunity when we have months that specifically recognize groups to take a moment to delve into ways in which that particular demographic has contributed to that organization and the nation as a whole,” says Avis Jones-DeWeever, CEO of the diversity and inclusion consulting firm Incite Unlimited.

Honoring Black History Month helps companies show that they value cultural diversity at their organization. “These kinds of events are critically important to our cultural awareness of the value that everyone brings to a workplace,” says Wes Pratt, chief diversity officer at Missouri State University.

And participating in events that highlight diversity can help a company’s retention efforts. “If people get in an organization and feel excluded, not seen or heard, they're going to look for a place that gives them that,” says Jones-DeWeever. These kinds of activities can help companies show employees that they are valued and included, she says.

Here are three ways that companies can honor Black History Month in their workplace.

Make It a Company-Wide Effort

The most important thing for employers to remember when planning these kinds of events is to be inclusive. “The more that people from outside those specific affinity groups are involved in those efforts, the more it changes and transforms the culture,” says Eileen Scully, founder of Rising Tides. “We could be talking about Pride Month or Black History Month, but if your organization has a culture where everyone participates in lifting these different groups up, that becomes a retention tool and a brand promise evident to those outside organization.”

Involving people from the affinity group being honored is important, says Jones-DeWeever, but planning and executing the event doesn’t have to fall exclusively to them. It should involve the entire company, she advises.

Don’t Limit It to 28 Days

Black History Month might be a time where a company focuses on highlighting the integral role that African-Americans play at a company but it shouldn’t be the only time that a company talks about diversity and inclusion.

Scheduling talks and formal events throughout the year can go a long way toward improving inclusivity at your organization, says Jones-DeWeever. “Have formal events where you have various speakers come in and engage in courageous conversations that address issues that oftentimes go unaddressed,” she advises. She suggests creating long-term initiatives that run throughout the month and during the rest of the year to highlight specific historical achievements of various affinity groups at your organization.

“But just doing something superficial is not going to be endearing to that specific population,” she says. “If you produce something that is substantive and gets to the crux of real issues, I believe you'll be more likely to have higher retention rates in the long run.”

Ultimately, successful inclusion efforts go beyond just honoring an affinity group once a year. “It needs to be something that's not just a one-off. It needs to be something that is woven into work that you do all year long to create an inclusive environment,” she says.

Be Strategic in Your Diversity Planning

These kinds of initiatives can add a lot of value to your organization, but they are most successful when they are strategically planned and executed. “It’s value-added to any organization to recognize the value of inclusion, but you have to be conscious,” says Pratt. “You have to be intentional about what you're doing.”

While it’s critical to have members of your organization take the lead with these efforts, bringing in outside support, speakers or facilitators can help organizations have tough but necessary conversations, says Scully.

If they are properly planned and executed, these kinds of efforts can help companies do more than talk about diversity and inclusion. “These opportunities create forums and safe places where people can engage in conversations about what it means to be inclusive and what it means to recognize and appreciate our diversity,” says Pratt. They can help create a real culture of inclusion, he says.