Council Post: Now Is The Time To Embed Diversity, Equity And Inclusion In Your Contingent Workforce
• The pay gap between women and men is wide in the U.S. There appears to be a fair balance of men and women across the staffing industry’s workforce, but women are underrepresented among senior leadership.
• There is a lack of racial diversity. Though people of color represent about 40% of the total population, they comprise under 10% of all staff.
In another survey conducted by Staffing Industry Analysts (SIA), 63% of professionals surveyed expect contingent DE&I initiatives to become a higher priority in the future. The same survey also found that leaders in DE&I among contingent workers agree that they reap bottom-line benefits, such as being 27% more likely to agree that their ability to attract talent is a competitive advantage, 24% more likely to agree to achieving a high return on investment (ROI) for contingent work and having 19% greater access to highly skilled talent.
If you are not thinking about your DE&I goals and program, you should be.