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Union Support and Workers Rights - US Voter Attitudes 2026

Understand how American workers perceive unions, workers rights, and what political messaging resonates heading into the 2026 midterms

Study Overview Updated Jan 17, 2026

Research question: Understand how American workers perceive unions, workers’ rights, and what political messaging will resonate for the 2026 midterms.
Who we spoke with: n=6 U.S. workers across rural and city settings-trades/construction, stagecraft/venue ops, creative consultancy, commissioned real-estate sales, a family childcare provider, and an immigrant-linked caregiver household (English and Spanish).

What they said: Unions are viewed as a pragmatic, conditional tool-clearly helpful in high‑risk, high‑skill settings for safety, training, and predictable standards, but often a poor fit for small, flexible, or commission-based roles due to rigidity, seniority rules, dues ROI, and distant politics; trust is highest in local, accountable stewards.
For SEIU-backed candidates, support hinges on hyper‑local, costed, enforceable plans focused on kitchen‑table outcomes-real wage gains (especially CNAs/janitors/guards), usable healthcare/clinics, predictable schedules, and paid sick leave-designed not to harm small providers or rural services, with procurement reform and essential‑service continuity.
Notable minority concerns include worker choice and political‑spending transparency (secret ballot, opt‑in), surveillance/privacy limits, and immigrant‑safe reporting channels.

Main insights and takeaways: Win with plain‑English math and deadlines, quarterly receipts, and in‑person bilingual outreach; pair any mandates with small‑employer backstops and flexible implementation where work is variable.
Prioritize enforceable paid sick leave and predictable scheduling with fast remedies and real penalties, strengthen safety/training credentials, fix lowest‑bid contracting, publish enforcement dashboards, and state a clear stance on essential‑service contingencies and union political‑spending transparency.

Participant Snapshots

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6 profiles

Andrew Vasquez

Andrew Vasquez, 28, is a Saint Paul–area exurban homeowner and arts venue operations coordinator. Financially disciplined and pragmatic, he values durable, repairable gear and clear warranties, enjoys woodworking, hiking, and cooking, and favors straightfor…

Scott Reyes

Scott Reyes, 53, is a Milwaukee-area real estate sales and operations professional, married with one son. A Spanish-English bilingual permanent resident, he values stability, family, and pragmatic improvements, preferring durable, transparently priced, well…

Latrise Foster

Warm, practical 48-year-old in-home childcare provider in rural Maryland. Budget-conscious, community-oriented, and tech-simple. Loves porch coffee, bluegrass nights, and efficient tools that make kid-care safer, easier, and kinder to the Bay.

Lamont Trotter

1) Basic Demographics

Lamont Trotter is a 54-year-old Black man living in rural Indiana, USA. Born and raised in the state, he speaks English at home and identifies as Mainline Protestant. He is divorced and does not have children. He holds a Bac…

James Vanmaaren

James Vanmaaren, 59, divorced and disabled, lives alone in rural Northern California. With no taxable income, he relies on assistance, barter, and repair skills. Practical, Catholic, and self-reliant, he values durability, clarity, and neighborly reciprocity.

Cherish Rivera

1) Basic Demographics

Cherish Rivera is a 46-year-old Hispanic woman living in a quiet, rural part of New Jersey, USA. She is married, has two children, and speaks Spanish at home while managing everyday English out in the world. Born in Mexico,…

Andrew Vasquez

Scott Reyes

Latrise Foster

Lamont Trotter

1) Basic Demographics

James Vanmaaren

Cherish Rivera

1) Basic Demographics

Overview 0 participants

Sex / Gender

Race / Ethnicity

Locale (Top)

Occupations (Top)

Demographic Overview No agents selected

Age bucket	Male count	Female count

Participant locations No agents selected

Participant Incomes US benchmark scaled to group size

Income bucket	Participants	US households

Source: U.S. Census Bureau, 2022 ACS 1-year (Table B19001; >$200k evenly distributed for comparison)

Media Ingestion

Connections appear when personas follow many of the same sources, highlighting overlapping media diets.

Questions and Responses

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3 questions

Response Summaries

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3 questions

Word Cloud

Persona Correlations

Overview

Responses show conditional, pragmatic support for unions and union-like protections: strong approval where organizations deliver concrete safety, training/certification, predictable schedules and pooled benefits (construction, hospitals, stagecraft, warehouses), and skepticism where unions introduce dues, bureaucracy, rigid seniority, or impede flexible/commission-driven work. Trust is highest for local, accountable stewards who produce measurable results; buy-in collapses when perceived ROI is unclear or when political spending appears disconnected from workplace needs. Messaging that performs best is plain-English, costed, and locally anchored - bilingual outreach and explicit small-business backstops materially increase support among caregivers and immigrant-linked households.

Total responses: 18

Key Segments

Segment	Attributes	Insight	Supporting Agents
Rural solo caregivers / micro-providers	age ~45–50 rural locale female childcare / family caregiving modest household income owner-operator or stay-at-home parent	Supportive of worker protections in principle but resistant to one-size union models that add paperwork, dues, or compliance burdens that threaten micro-enterprise viability. Respond positively to reimbursements, pooled insurance options, higher voucher rates and in-person bilingual outreach that demonstrates clear short-term benefit.	Latrise Foster, Cherish Rivera
Older, hands-on trades / rural construction	age 50+ rural construction or field trades male low-to-no current income for some	Strongly pro-union when unions deliver tangible safety protections, apprenticeships, enforcement (inspectors/fines) and benefits tied to occupational hazards. Views pivot on enforceability and visible on-the-job gains rather than rhetoric.	James Vanmaaren
Back-of-house / technical stagecraft and venue ops	younger to mid-age mid-size city or touring environment operations / technical stagecraft some graduate/professional training	Appreciates unionization that institutionalizes safety, certifications and predictable calls; resists rigid jurisdictional rules that block short gigs. Will back portable training, paid time for certification, and flexible bundles that accommodate gig-like schedules.	Andrew Vasquez
Higher-income creative managers / small consultancy owners	age 50s rural/suburban creative director / managerial role higher household income	Sees unions as leverage against large employers and consolidation, but opposes unionization in small consultancies where mandates would be disproportionate. Prefers pilot/audit approaches, measurable receipts, and limited scope political activity.	Lamont Trotter
Commissioned sales / performance-pay workers	mid-50s urban real-estate / sales higher middle income commission-driven compensation	Skeptical of unions for sales and performance-pay roles because dues and seniority systems can undermine merit-based compensation. Wants transparent dispute resolution, secret-ballot protections, fast enforcement for pay issues, and strict limits on union political spending.	Scott Reyes
Latinx / immigrant-linked households	Spanish language preference rural or immigrant communities caregiving / informal work household-focused priorities	Prioritizes bilingual outreach, immigrant-safe complaint channels, and tangible benefits like clinic hours and straightforward permit/reimbursement programs. More likely to support candidates or unions that demonstrate local, plain-language commitment and in-person engagement.	Cherish Rivera

Shared Mindsets

Trait	Signal	Agents
Safety and job-specific training are decisive	Across trades, stagecraft and care work, respondents credit unions or union-like structures when they produce enforceable safety rules, apprenticeships, certifications and paid time for training - these deliverables convert abstract support into concrete backing.	James Vanmaaren, Andrew Vasquez, Lamont Trotter
Local, accountable stewards outperform distant HQ	Trust is concentrated in on-site representatives who resolve day-to-day problems; national leadership or political spending disconnected from workplace issues undermines credibility.	Latrise Foster, James Vanmaaren, Andrew Vasquez, Lamont Trotter
Clear ROI and dues transparency matter	Monthly dues and opaque political spending are primary friction points. Respondents want quick math showing net benefit after dues and transparent accounting for any political activities.	Scott Reyes, Latrise Foster, Cherish Rivera
Support is industry-conditional	Enthusiasm is highest in high-risk, standardized environments (construction, health care, warehouses) and lowest in small-scale, flexible, or commission-driven roles where union rules can conflict with business models.	James Vanmaaren, Andrew Vasquez, Scott Reyes, Latrise Foster
Pragmatic political messaging wins	Plain-English, costed plans (clinic hours, voucher increases, paid sick days, heat rules) resonate far more than slogans or nationalized culture-war framing - especially when paired with local pilots and measurable outcomes.	Cherish Rivera, Andrew Vasquez, Lamont Trotter, James Vanmaaren
Small-business backstops increase acceptance	Proposals that include reimbursements, sliding supports, or exemptions for very small employers substantially reduce opposition from micro-operators and solo providers.	Latrise Foster, Cherish Rivera, Lamont Trotter

Divergences

Segment	Contrast	Agents
Micro-operators vs. Unionized Trades	Micro-operators (solo caregivers) support worker protections but reject collective models that impose paperwork/dues; trades workers embrace unions for enforced safety and training.	Latrise Foster, James Vanmaaren
Commissioned Sales vs. High-risk Technical Roles	Commission-based workers oppose unions that could disrupt merit pay and introduce seniority-driven rules; high-risk technical roles welcome union structures that standardize safety and credentialing.	Scott Reyes, Andrew Vasquez
Managerial selective supporters vs. Political skeptics	Higher-income managers may favor unions as strategic leverage against large employers but oppose them in small consultancies; some respondents (e.g., Scott) express stronger, politically charged anti-union positions rooted in broader institutional distrust.	Lamont Trotter, Scott Reyes
Latinx / immigrant-linked households vs. General rural respondents	Latinx-linked respondents emphasize bilingual, immigrant-safe channels and direct service access, whereas some rural respondents prioritize low-administrative burden and small-business viability.	Cherish Rivera, Latrise Foster

Recommendations & Next Steps

Overview

What resonates for 2026: voters treat unions as a pragmatic, conditional tool. Support spikes when policies are local, costed, enforceable and deliver day-to-day gains: safety, training/credentials, predictable schedules, paid sick leave, and usable healthcare. Skepticism centers on rigidity (jurisdiction/seniority rules), unclear dues ROI, and distant political activity. To earn trust, campaigns must show line-item budgets, timelines, quarterly receipts, bilingual outreach, and small-provider backstops. Add guardrails for essential services, procurement reform to stop lowest-bid churn, and visible enforcement with fast remedies (14–30 days). Address outlier concerns directly: worker choice and political spending transparency, privacy from surveillance tech, and immigrant-safe reporting.

Quick Wins (next 2–4 weeks)

#	Action	Why	Owner	Effort	Impact
1	Publish costed one-pagers for top planks	Respondents demand plain-English math + dates for wages, sick leave, staffing, and clinic hours.	Policy Lead + Comms Lead	Low	High
2	Bilingual field presence and WhatsApp updates	Local, in-person and Spanish/English channels unlock trust and reach non-voting influencers.	Field Organizing	Low	High
3	Small-provider backstop explainer	Micro-operators support protections if paired with reimbursements/phase-ins.	Policy Lead	Low	High
4	Receipts & Deadlines pledge	Quarterly scoreboard with named deliverables signals accountability over slogans.	Comms + Data/Analytics	Low	High
5	Essential services continuity stance	Preempts fears; supports labor while assuring ER/EMS coverage (e.g., arbitration).	Policy Lead + Health Policy	Low	Med
6	Worker choice & dues transparency FAQ	Addresses opt-in political spending, secret-ballot preferences, and ROI fears.	Comms + Legal	Low	Med

Initiatives (30–90 days)

#	Initiative	Description	Owner	Timeline	Dependencies
1	Sick Leave + Predictable Scheduling Pilot (with backstop)	Launch in 2–3 counties: minimum paid sick days, 14-day schedule notice, cancel/pay rules, 10-hour rest, no-doc first 2–3 days, joint liability across franchise/contract chains, and a state-backed reimbursement fund for small employers. Build a public enforcement channel with 14–30 day resolution and automatic penalties.	Policy Lead + Legislative Affairs	Design 0–45 days; coalition/passage 45–150; pilot live 150–300; scale 300+	Legislative sponsors, Small-business coalition, Labor/worker-center partners, Enforcement agency capacity
2	Procurement Reform & Contractor Standards	End lowest-bid outsourcing that fuels churn. Tie public contracts to wage floors, staffing standards, safety metrics, on-time pay, and clean violation records; enable debarment and publish contractor scorecards.	Policy Lead + Government Relations	Draft 0–60 days; RFP template rollout 60–150; first rebids 150–270	City/county procurement offices, Legal review, Data/Analytics for scorecards
3	Portable Safety Training & Credentials	Create state-standard credentials for high-risk tasks (rigging, LOTO, de-escalation) with paid training time, community college delivery, and sliding vouchers for small orgs; publish completion/injury metrics.	Workforce Development + Community College Partners	Standards 0–90 days; pilots 90–210; report 210–300	Community colleges, Sector employers/unions, Budget for stipends/PPE
4	Local Clinic Access + Care Worker Wage Fund	Extend clinic hours (late night + Saturday), bilingual staffing, and fund targeted raises for CNAs/home health with offsets (cut traveler spend/consultant bloat). Pair with on-time reimbursement requirements.	Health Policy + Coalition Partnerships	Costing 0–60; MOUs 60–150; go-live 150–270	Health systems/clinics, Budget offsets, Community orgs for outreach
5	Transparency & Enforcement Dashboard	Publish violations, timelines, payouts (14-day pay rule, scheduling compliance, heat/smoke actions). Tie clean records to procurement eligibility; bilingual UI with WhatsApp alerts.	Data/Analytics + Comms	MVP 0–75 days; monthly updates ongoing	Agency data pipelines, Open-data platform, Legal/privacy review
6	Bilingual Community Presence Program	Quarterly calendar of parish/grange hall events, shift ride-alongs, rural service micro-fixes (lighting, crosswalks, ambulance turnouts). Provide paper-first options where broadband is weak.	Field Organizing	Stand-up 0–30; deliver cycles every 90 days	Community leaders/faith orgs, Interpreter network, Mini-grant fund for micro-fixes

KPIs to Track

#	KPI	Definition	Target	Frequency
1	Costed Plan Coverage	Share of priority planks with published one-pagers including who pays, phased timelines, and early milestones	≥90% within 60 days	Biweekly
2	Bilingual Engagement	Unique attendees at local events + WhatsApp/SMS subscribers; % content consumed in Spanish	3,000 subs; ≥35% Spanish consumption by day 90	Weekly
3	Small-Provider Backstop Uptake	Applications approved and median payout days for reimbursement fund	≥70% approval; median ≤10 days	Monthly
4	Enforcement Speed & Bite	Median days to resolve wage/sick/schedule claims; % cases with automatic penalties assessed	≤30 days; ≥75% with penalties where applicable	Monthly
5	Trust Shift on ‘Receipts’	Poll delta in ‘candidate keeps promises’ among target worker segments	+8–10 pts by 180 days	Quarterly
6	Clean Contractor Share	% of public contracts meeting standards (wage floor, staffing, no violations in 12 months)	≥80% by 9 months	Quarterly

Risks & Mitigations

#	Risk	Mitigation	Owner
1	Budget blowback and tax anxiety if costs are vague	Publish offsets (traveler spend, consultant cuts), phased timelines, no property tax increase pledges where feasible	Policy Lead + Comms
2	Alienation of micro-providers and rural services	Pair mandates with reimbursement/credits, paper-first options, and clear carve-ins that avoid collapse of small shops	Policy Lead
3	Perceived union political overreach	Release worker choice guardrails: secret-ballot preference, opt-in political spending, transparent dues ROI examples	Comms + Legal
4	Service disruption during labor actions	Publish essential-services contingency plan (minimum coverage, arbitration) while affirming bargaining rights	Health Policy
5	Privacy backlash over workforce surveillance	Adopt no facial recognition time clocks, BYOD opt-outs, disclosure requirements, and alternatives	Policy Lead + Legal
6	Rigid rules backfire in variable-work settings	Build flexibility rails (bundling tasks, short-call exceptions) with accountability and clear documentation	Policy Lead

Timeline

0–30 days

Publish costed one-pagers and the Receipts & Deadlines pledge
Stand up bilingual WhatsApp/SMS + event calendar
Draft small-provider backstop explainer and essential-services stance

30–90 days

File/pursue Sick Leave + Scheduling pilot; secure coalition MOUs
Launch Transparency & Enforcement Dashboard (MVP)
Begin procurement standards rewrite and RFP templates

90–180 days

Start safety credential pilots with paid training stipends
Activate clinic hour extensions and care wage fund (phase 1)
First quarterly receipts report; adjust via pilot audits

180–360 days (to midterms)

Scale pilots; debar noncompliant contractors
Publish enforcement and outcomes scorecards quarterly
Intensify field presence; highlight local wins and backstops

Research Study Narrative

Objective and context

This qualitative program (n=6) explored how American workers perceive unions, workers’ rights, and which political messages resonate ahead of the 2026 midterms. Respondents consistently approach unions and policy as pragmatic tools: support rises when protections are local, enforceable, and deliver day‑to‑day gains; skepticism grows when rules feel rigid, dues lack clear ROI, or leadership appears distant and political.

What workers believe (cross‑question learnings)

Conditional, context‑dependent value of unions. Net positive in high‑risk, high‑skill, regulated settings (construction, stagecraft, hospitals, warehouses) due to safety, training, and standards; mismatched in gig, front‑of‑house, micro‑employers, and commission roles where flexibility is paramount. (Andrew Vasquez: “Net positive for high‑risk… net negative for flexible, guest‑facing roles.”)
Tangible protections persuade. Safety interventions, funded apprenticeships, pooled benefits, and predictable hours are the most convincing outcomes. (James Vanmaaren: “The steward made them slow down and use harnesses… the union plan covered hearing aids.”)
Rigidity undermines operational reality. Seniority/jurisdiction turf and minimums create friction for small or fast‑turn environments. (Andrew: mic stand moved → reprimand; 4‑hour minimum for 50 minutes)
Dues ROI and political distance are pain points. Members want transparent, local wins and clarity on spending. (Scott Reyes: “If I am paying 60–100 bucks a month, I want clear ROI.”)
Recent events boosted conditional respect. Pandemic layoffs, safety near‑misses averted by stewards, and modern organizing wins (tech, hospitality) improved perceptions when focused on direct benefits. (Lamont Trotter)

What SEIU‑backed candidates must do

Publish costed, plain‑English plans with timelines and quarterly accountability. (Andrew: “Show the wage bumps, who pays, and the timeline.”)
Deliver kitchen‑table gains: real wage bumps for care/service, usable health coverage/clinics, predictable schedules, paid sick leave. (Cherish Rivera)
Be local and bilingual. In‑person presence (parish halls, ride‑alongs), Spanish interpretation, WhatsApp updates; include non‑voting residents as key messengers. (Cherish: “Real presence… Spanish interpretation, WhatsApp updates.”)
Protect small providers and rural services. Raise voucher rates, pay on time, pair mandates with backstops; avoid one‑size rules that crush micro‑operators. (Latrise Foster)
Reform contracting. End lowest‑bid outsourcing; tie awards to wage/safety standards and clean records. (Lamont)
Address outliers: worker‑choice guardrails (secret ballot, opt‑in political spend) and privacy limits (no facial recognition time clocks, no stalker apps). (Scott; Lamont)

Top actionable worker‑rights priorities for 2026

Paid sick leave workers can actually use: floor of ~7 days, no doctor’s note for first 2–3 days, include part‑time/contract, with a state reimbursement fund for small employers. (Latrise)
Enforcement with teeth and speed: 14‑day payout rule, automatic interest/penalties, fast‑track wage court, escalating sanctions for repeat offenders. (Scott)
Predictable scheduling and rest: 14‑day notice; premium pay for last‑minute changes; 10‑hour minimum between shifts. (Lamont)
Environmental safety: AQI/heat protocols (N95s, hazard pay, or stop shifts); seasonal, unannounced inspections. (James)
Portable training/credentials with paid time and published completion/injury rates. (Andrew)
Transparency: public scorecards of violations and tie procurement eligibility to clean records. (Scott)

Persona correlations

Rural solo caregivers/micro‑providers (Latrise, Cherish): favor protections with reimbursements, higher voucher rates, paper‑first options, bilingual outreach.
Hands‑on trades (James): strongly pro‑union when safety, apprenticeships, and inspections are visible and enforced.
Stagecraft/venue ops (Andrew): value safety credentials and predictable calls; resist rigid jurisdiction for short gigs.
Commissioned sales (Scott): want fast pay enforcement and limits on union political activity; skeptical of seniority systems.

Recommendations

Quick wins: costed one‑pagers; bilingual field + WhatsApp; small‑provider backstop explainer; “Receipts & Deadlines” pledge; essential‑services continuity stance.
Pilots/initiatives: Sick leave + predictable scheduling with reimbursement fund; procurement reform and contractor scorecards; portable safety credentials with paid training; extended clinic hours + targeted care‑worker raises; transparency/enforcement dashboard.

Next steps and measurement

0–30 days: Publish costed one‑pagers and pledge; stand up bilingual channels; release small‑provider backstop and essential‑services explainer.
30–90 days: File sick‑leave/scheduling pilot; launch enforcement dashboard (MVP); begin procurement standards rewrite.
90–180 days: Start credential pilots; extend clinic hours and fund care‑worker raises; first quarterly “receipts” report.
180–360 days: Scale pilots; debar noncompliant contractors; highlight local wins in community venues.

KPIs: ≥90% of planks with costed one‑pagers (60 days); 3,000 bilingual subs with ≥35% Spanish consumption (90 days); small‑provider backstop median payout ≤10 days; claim resolution ≤30 days with ≥75% penalties where applicable; +8–10 pt shift in “keeps promises” among target workers (180 days).
Guardrails: publish budget offsets; pair mandates with reimbursements; commit to secret‑ballot preference and opt‑in political spending; no facial‑recognition time clocks. Validate themes via polling given small n.

Recommended Follow-up Questions Updated Jan 17, 2026

MaxDiff: Below are statements a local candidate might make about workers’ rights. For each set, choose the MOST convincing and the LEAST convincing for your vote. Statements: - Raise base pay for home care, janitorial, and security workers on public contracts. - Guarantee a minimum number of paid sick days for all workers. - Create predictable scheduling rules with advance notice pay. - Fund paid, industry-recognized training and apprenticeships. - Open bilingual neighborhood worker health clini...

maxdiff Prioritizes message frames for 2026 persuasion and ad spend, clarifying which concrete planks move votes most and least.
Rank the top three messengers you would trust most to speak about workers’ rights policies in your community. Options: - A local nurse or CNA - A janitor or security officer at a local school - A small business owner (<25 employees) - A union steward from a local hospital - An independent contractor/gig worker - A faith or community leader - A veteran first responder (EMT/firefighter) - A local university labor/economics expert - An SEIU national leader - A city/county elected official

rank Identifies trusted surrogates for field, ads, and endorsements to increase credibility among swing workers.
Which assurances, if any, would increase your comfort supporting union-backed worker policy proposals? Select all that apply. Options: - Member opt-in for political spending - Public, itemized union financial reports - Limits on strikes in essential services with rapid arbitration - Greater local autonomy for bargaining units - Sunset reviews of new labor mandates - Small-employer exemptions under a set size - Dues refunds tied to unmet, specific service benchmarks - No closed-shop requirement (...

multi select Surfaces guardrails that neutralize skepticism, informing policy design and campaign assurances.
Rank the top three enforcement approaches you would prefer policymakers implement for workers’ rights. Options: - Proactive state labor agency inspections - Anonymous whistleblower hotline with anti-retaliation - Private right of action for workers to sue - Treble damages and personal liability for wage theft - Public employer scorecards and violator lists - Mandatory neutral arbitration for disputes - Grant-funded compliance assistance for small employers - Community-based ombuds offices in mul...

rank Guides enforcement architecture that is both acceptable and seen as effective, informing legislation and implementation.
At what employer size, if any, should new worker protections (e.g., paid sick leave, scheduling rules) begin to apply?

single select Sets practical thresholds to avoid harming very small employers while maintaining coverage, informing bill drafting.
What is the maximum additional amount you would personally be willing to pay per year (in local/state taxes or fees) to fund enforcement of workers’ rights (including support to help small employers comply)? Enter a dollar amount.

numeric Quantifies willingness to fund credible enforcement and small-business support, constraining budget and revenue options.

Randomize option order within questions. For the employer-size question, provide options: No exemption (all employers); 1–4; 5–9; 10–24; 25–49; 50–99; 100+; Not sure. Offer Spanish translation and clarify definitions (e.g., essential services). Allow $0 in numeric.

Study Overview Updated Jan 17, 2026

News & Media

Source	Weight

Union Support and Workers Rights - US Voter Attitudes 2026

Andrew Vasquez

Scott Reyes

Latrise Foster

Lamont Trotter

1) Basic Demographics

James Vanmaaren

Cherish Rivera

1) Basic Demographics

Andrew Vasquez

Scott Reyes

Latrise Foster

Lamont Trotter

1) Basic Demographics

James Vanmaaren

Cherish Rivera

1) Basic Demographics

Sex / Gender

Race / Ethnicity

Locale (Top)

Occupations (Top)

Summary

Themes

Outliers

Overview

Key Segments

Shared Mindsets

Divergences

Overview

Quick Wins (next 2–4 weeks)

Initiatives (30–90 days)

KPIs to Track

Risks & Mitigations

Timeline

Objective and context

What workers believe (cross‑question learnings)

What SEIU‑backed candidates must do

Top actionable worker‑rights priorities for 2026

Persona correlations

Recommendations

Next steps and measurement

Distinct Market Research Groups

Marketing Reports Generated

Digital Twin Synthetic Personas

Questions Answered