Global Policy
SHRM is the go-to organization for international leaders and global businesses on all matters related to HR and the global workplace.
SHRM’s Vision for a Human-Centric Approach to Policy
SHRM’s global policy research, expertise, and guidance provide leaders worldwide with the insights needed to shape strategies that drive organizational success and foster positive work environments. SHRM’s approach ensures that policies recognize the value of creating human-centered policies to better support the recovery of a country’s businesses and workplaces.
SHRM’s Multi-Year Initiatives
Many of SHRM’s multi-year initiatives aim to bolster a shared understanding of workers and how best they can be supported:
SHRM Global Worker Project
The SHRM Global Worker Project aims to build a shared, human-centered understanding of the future of the workplace by providing data-driven policy recommendations to inform policymakers.
"We believe progress begins by listening to and acting on the voices of today’s workforce. Through this research, SHRM is equipping global leaders with critical insights and actionable policy recommendations to foster a more inclusive, equitable, and supportive workplace for all. When organizations overlook the untapped talent within their teams, they are not just at risk of losing people; they forfeit the potential for greater innovation, resilience, and long-term success."
SHRM
In 2024, SHRM surveyed various worker types from 16 countries across all geographic regions to guide policy recommendations and best practices for global leaders to modernize the workplace. This ongoing research will offer new insights into the global workforce and will be released in a series of six reports.
A survey of 16,000 workers asked about job type, hours, pay, location, and employment status to identify each respondent’s primary job, defined as the one with the most weekly hours. Based on key responses, workers were categorized into five types: full-time salaried employees, full-time hourly employees, part-time employees, temporary employees, and independent workers.
This report explores how key job features affect workers’ mental health and job quality. While most value good pay, respect, flexibility, and security, only 40% to 60% report high satisfaction. Independent workers report the best outcomes, while those with low job quality or poor mental health are far more likely to be actively job hunting.
From Trust to Transformation: How Workers are Faring and Who They Trust Most to Make Positive Change
This report explores how global workers perceive the effectiveness and trustworthiness of employers, unions, and governments in supporting their well-being. While access to education rates highest, economic stability and social connection lag behind. Workers trust and view their own employers and unions as more effective agents of change than broader institutions or government entities.
A survey of 16,000 workers asked about job type, hours, pay, location, and employment status to identify each respondent’s primary job, defined as the one with the most weekly hours. Based on key responses, workers were categorized into five types: full-time salaried employees, full-time hourly employees, part-time employees, temporary employees, and independent workers.
This report explores how key job features affect workers’ mental health and job quality. While most value good pay, respect, flexibility, and security, only 40% to 60% report high satisfaction. Independent workers report the best outcomes, while those with low job quality or poor mental health are far more likely to be actively job hunting.
From Trust to Transformation: How Workers are Faring and Who They Trust Most to Make Positive Change
This report explores how global workers perceive the effectiveness and trustworthiness of employers, unions, and governments in supporting their well-being. While access to education rates highest, economic stability and social connection lag behind. Workers trust and view their own employers and unions as more effective agents of change than broader institutions or government entities.
This effort builds on previous research, including SHRM’s 2023 reports, What Global Workers Want, which surveyed diverse worker types in the U.S., Mexico, Canada, and the U.K. to gather critical insights. You can explore that research through the links below.
United Nations
As SHRM expands its global policy footprint, we are increasing our engagement at the United Nations to the next level by bringing together visionary business leaders, influential policymakers, and essential stakeholders at major UN gatherings—including the Commission on the Status of Women, the High-Level Political Forum, and beyond. Our goal is to elevate the voice of global business to shape critical UN discussions that are redefining the future of work worldwide.
The Business 20 (B20)
The Business 20 (B20) is the business voice of the G20, the multilateral platform connecting some of the world’s major developed and emerging economies.
- SHRM served as co-chair of the B20 India Future of Work, Skilling and Mobility Task Force.
- SHRM also served as a task force member of the B20 India African Economic Integration Action Council and was selected as a B20 India Network Partner to provide technical expertise and advocate for the implementation of B20 India policy recommendations.
- SHRM is an original signatory of the B20 One Global Women Empowerment initiative, which is committed to the empowerment of women in business and the workplace.
- In 2022 and 2023, SHRM served as co-chair and the U.S. representative for the B20 Women in Business Action Council (B20 Indonesia) and the Future of Work, Skilling, and Mobility Task Force (B20 India).
- In 2024, SHRM is a co-chair and the U.S. representative for the B20 Brazil Women, Diversity, and Inclusion Action Council.
SHRM J-1 Visa Program
To complement SHRM’s global policy efforts, the SHRM J-1 Visa Exchange Visitor Program provides highly educated foreign employees and students the opportunity to visit the United States for a short amount of time to receive on-the-job training and engage in cultural exchange. SHRM is designated by the Department of State as a J-1 Visa sponsor for trainee, intern, research scholar, short-term scholar, and specialist programs.
If you would like to learn more about the J-1 program:
Global Policy Priorities
SHRM’s global policy priorities focus on key themes that extend far beyond individual country borders. By understanding their impacts and addressing broader challenges, SHRM aims to create lasting policy changes that resonate across industries and nations, influencing workforce policies and practices worldwide.
Global Artificial Intelligence (AI) Policy — SHRM supports policies that:
- Foster international cooperation to ensure AI’s safe, equitable, and beneficial development and allow room for innovation that does not stifle economic growth and competitiveness.
- Ensure consistency and common principles and practices across global regulatory schemes to avoid a patchwork of country and regional laws and regulations.
- Recognize the potential of AI to transform jobs and create roles that emphasize human skills like creativity and critical thinking, while also implementing strategies to mitigate AI displacement.
Global Worker Migration — SHRM supports policies that:
- Ensure employers have access to top global talent.
- Guarantee global employers can relocate their workers and tap into local talent pools to maintain and enhance their competitiveness and contribute to local economies.
- Allow migrant workers who are impacted by geopolitical situations to contribute to local economies and use their skills and talent in the countries to which they migrate.
Pay Transparency & Pay Equity — SHRM supports policies that:
- Leave room for pay negotiations between the worker and employer.
- Provide clear guidance and assistance for employers to comply with pay equity/transparency requirements without creating burdensome regulatory and administrative requirements for HR professionals.
- Make reporting of pay transparency and equity information to governments voluntary.
About SHRM's Global Partnerships
The Global Forum on Migration and Development (GFMD):
Founded in 2007, the Global Forum on Migration and Development (GFMD) is an informal, state-led process that shapes global discussions on migration and development. It provides a platform for governments and diverse stakeholders, including civil society, the private sector, and the UN, to address migration challenges, build consensus, and share policy solutions.
In 2025, SHRM will continue its leadership at GFMD conferences, educating governments and policymakers about the strategic role of HR professionals in global talent mobility and workforce strategies.
The International Organization of Employers (IOE):
The IOE is the largest network of private-sector employers in the world, with more than 150 business and employer organization members. In 2025, SHRM will partner with the IOE to develop global business solutions to the dependent care crisis, building on the success of the 2024 Dependent Care Summit and SHRM’s Generation Cares Foundation initiatives.
The United States Council for International Business (USCIB):
The USCIB is an independent business advocacy group founded to promote free trade and represent U.S. businesses at the United Nations. SHRM President & CEO Johnny C. Taylor, Jr. is a member of USCIB’s Board of Trustees, and SHRM Chief of Staff and Head of Public Affairs Emily M. Dickens serves on the USCIB Board of Directors.
The International Labour Organization (ILO):
The ILO is a United Nations agency dedicated to promoting social and economic justice by setting international labor standards. It also collaborates with the World Health Organization (WHO) through workforce and social justice initiatives. SHRM maintains strong relations with the ILO, participating in multiple events each year.
Learn More About SHRM’s 2025 Global Policy Priorities
Learn more by downloading SHRM's global policy one-pager or by contacting SHRM Government Affairs at governmentaffairs@shrm.org.