In one of our recent blog posts we talked about the importance of making recruitment supply chains more diverse, equal and inclusive. But what about contingent worker diversity?
It’s common to hear of diversity, equity and inclusion (DE&I) initiatives for permanent talent pools. However, historically this hasn’t been as commonplace for the flexible workforce. The conversation is changing now though, as the impact of the pandemic on the world of work begins to unfold.
DE&I has arguably never been so topical. Global movements such as Black Lives Matter and #MeToo have brought inequality to the fore in our personal and professional lives. For HR and procurement teams, there are multiple challenges to overcome when driving the diversity agenda - particularly when looking at the flexible workforce.
Often, contingent workers are chosen to fill specific skills gaps, or the specifications of a role dictate certain criteria that are not conducive to diversity. As a result, talent pools are themselves becoming limited in variety. While there will always be a need to source specific skills across contingent workforces, there is the argument that progressive employers will be looking at encouraging diversity in talent pools themselves, as well as auditing hiring and workforce management processes to ensure they are inclusive.
We’re already beginning to see this action implemented in some areas. In the US in particular, there are a number of initiatives to increase the representation of wider demographics in talent pools. Scholarship schemes for historically black colleges and universities is one such example. But more action is needed on this front.
So how can we improve contingent worker diversity?
Contingent worker diversity – and equality and inclusion in general – is critically important to us at Guidant Global. In fact, we were pleased to have recently announced the launch of our new INfluence Workforce Consortium.
This new initiative brings together specialist partners to help employers take action and tackle the lack of diversity across contingent workforces. The founding members of this Consortium include The Mom Project, Primary Talent Partners and Pyramid Consulting.
While it’s fantastic to see the conversations around diversity, equality and inclusion becoming wide-spread, what’s really needed is action. We’re facing a period where unemployment levels have been exacerbated by the pandemic and this has the potential to have a detrimental impact on worker diversity and inclusion progress.
By taking small steps now, partnering with external experts and utilising innovative tools, we can really make a difference and increase worker diversity across the globe.
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