I recently had the privilege of joining SIG’s podcast with Dawn Tiura. We had so much fun talking about diversity and inclusion (D&I) strategies, and why now is the time for organizations to start thinking about and acting on total talent diversity. Specifically, diversity across all of their workers, full-time and contingent (contractors, freelancers, and shift workers). Dawn and I are both super passionate about this topic so if you are too, take a listen.
Maybe you’re thinking, “I’ve got diversity suppliers and that’s what I’m measured on.” That’s great if you do, and the truth is diversity suppliers are absolutely critical and shouldn’t be overlooked. However, just because you use diversity suppliers doesn’t mean you are getting diverse candidates.
Many organizations spend as much as 42% of their entire workforce budget on contingent labor, and most CFO’s expect that number to increase in the coming years. In fact, by 2023, over 52% of the workforce will be made up of freelancers. So if such a significant portion of your workforce is contingent, shouldn’t you consider diversity and inclusion across all workers?
Certainly, we know it’s good for the bottom line, as evidenced by the Boston Consulting Group finding that diverse companies have higher revenue. Who can deny that revenue isn’t important? It’s what keeps everybody employed! Here are some essential points to consider:
It’s so easy to do the right thing to do for people and business. Diversity and inclusion across all worker categories can so easily be implemented. It brings value to your community, to your current and future workers and your company brand.
Your future talent supply depends on diversity and inclusion. Millennials will dominate the workforce by 2025 (75%) and most of them prioritize diversity when evaluating work engagements. We have all heard the phrase “war for talent” and recognizing the importance of diversity and inclusion to the talent supply chain is critical to attract and engage great talent.
If you are also passionate about diversity and inclusion, I hope you take a listen, and I’d love to hear from you. Please reach me at firstname.lastname@example.org
Kevin Poll is a strategic leader and head of partnerships for WillHire. Kevin’s passion is innovative HR technology that can empower organizations workforce strategies while providing an amazing candidate experience. With over 25 years of experience, Kevin has worked for some of the world’s leading brands like ADP where he lead the innovation hub delivering new innovation to ADP's most strategic customers, and SAP Fieldglass where he built the leading HR technology ecosystem bringing high value to partners, customers, and the talented individuals hired by SAP customers.