Employers can have a significant influence on voter turnout, with workers becoming more likely to vote after moving to companies that encourage civic participation, research involving 30 million employees suggests.
Researchers from the universities of Michigan, Harvard, Columbia and Maryland linked LinkedIn employment records with voter files covering workers at 377,000 employers. They found that the workplace was a decisive factor in whether people voted.
To account for the possibility that people who are already more likely to vote choose particular employers, the researchers also examined eight million workers who changed jobs. Those who moved to a higher-scoring employer became 3.5 percentage points more likely to vote.
Workers moving from an employer ranked at the 25th percentile to one at the 75th percentile were 5.8 percentage points more likely to vote. The effect was recorded across political affiliations.
The findings indicate that employers can shape participation through the culture they create, as well as through practical decisions such as working hours and leave policies on election days.
How employers can support voter turnout
Companies run by the authors of the commentary have introduced programmes intended to make voting easier without taking a position on candidates or political parties.
At Weyco, staff are encouraged to make a voting plan several weeks before an election. They receive reminders when early voting begins, during the week before Election Day and on the day itself. Employees who wish to vote or work as poll workers can take paid leave, while transport is arranged for those who need it. Voter-registration assistance is also brought into the workplace.
Goodmans has partnered with Power the Polls to recruit employees as poll workers. Those who take part receive a small stipend and a paid day off.
The measures are described as inexpensive and straightforward to administer. The suggested approach is to provide time to vote, issue reminders and help employees contact local election officials for information.
Encouraging staff to work at polling stations could also help address shortages. Nearly half of local election jurisdictions had difficulty recruiting enough poll workers for the 2024 general election, according to the US Election Assistance Commission. Shortages were reported in Milwaukee, Kenosha and Maricopa County, as well as jurisdictions in Ohio, North Carolina and Nevada.
Insufficient staffing at polling stations can contribute to longer queues and create additional difficulties for voters.
The research suggests that the effect of workplace policies can continue after employees leave a company. Voting may become a lasting habit, while family members of workers at employers with higher participation rates also vote more often. The influence of employers is greatest in primary elections, where additional turnout can have the biggest impact.
Businesses do not need to ask employees about their political preferences or endorse a particular candidate to support participation. The authors argue that helping people vote can strengthen trust in democratic institutions and the stability businesses rely on to plan, invest and hire.
