Unlocking insights through the ADP Research Institute

As part of our focus on harnessing data, in 2021 we renewed and intensified our efforts at the ADP Research Institute (ADPRI). ADPRI conducts research on evolving HCM trends and generates insights from collected data. ADPRI’s mission is to generate data-driven discoveries about the world of work, to derive reliable economic indicators from these insights and openly share them with the world.

As the world continues to navigate the impact of COVID-19, we wanted to better understand how the global workforce has transformed. Below is some of the research conducted by ADPRI.

Changing attitudes and working conditions

The massive changes brought by COVID-19 were felt universally, as everyone faced uncertainty and were met with new challenges that didn’t always have immediate solutions. As the pandemic progressed, its impacts were felt more by some than others. We wanted to understand these differences and their varied effects on the global workforce. Through the data collected from our partners and clients, we were able to identify that employees, on average, are working more overtime and are expected to perform more, and that this phenomenon was disproportionally affecting women and parents. To learn more about this research, please see the article here.

Employee sentiment on the office

While the pandemic largely shifted many employees to work from home (WFH), employers are now exploring the benefits of keeping the WFH model, returning to the office, or creating a hybrid approach using both methods. Our research at ADPRI indicates that, while the WFH model grew in popularity during the pandemic, there are some benefits exclusive to on-site employees. As employers navigate forward, they may be compelled to offer a hybrid approach. To learn more about this research, please see the article here.

Creating inclusive hybrid workplaces

As hybrid working arrangements become increasingly common for their many benefits, it is important to understand and mitigate the negative impacts they may bring. For example, people who work from home may not be promoted as frequently as their in-person counterparts. In addition, women with children tend to prefer hybrid or remote working arrangements over in-person ones, and when compounded with existing bias against women in the workplace, there is a real challenge in ensuring equitable advancement.

We are committed to understanding why women were disproportionately impacted by the global pandemic, and collaborating with other organizations to help identify new strategies for supporting women’s advancement. This was the exact topic at our Women@Work virtual summit in May 2021 where experts and leaders addressed the tough issues women face and shared advice for organizations aiming to promote gender equity. To learn more, please see the article here.