Global Policy

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.

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 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 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.

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.

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 report finds that, globally, many employers underutilize their workforce, risking talent loss as underused workers are twice as likely to seek new jobs and report negative mental health impacts. While workers are open to reskilling and optimistic about AI, few feel prepared—only 19% feel very ready for AI’s impact, while 35% feel unprepared.

This report examines global workers’ access to well-paying jobs locally and nationally, their willingness to relocate for better pay, and factors influencing those decisions. Most workers report local or national access to well-paying jobs. However, dissatisfaction with pay drives job-seeking, and caregivers are more likely to consider relocating for higher-paying opportunities.

This report explores global workers’ financial attitudes and access to key retirement and leave benefits. Over half struggle to keep up with rising costs, compounded by limited access to paid leave. Inadequate support systems hinder retirement savings, while paid paternity leave remains the least available benefit. Workers value comprehensive benefits to balance financial security and personal responsibilities.