Is your company taking real action to make inclusion a priority in your workplace environment?
Diversity & Inclusion is a process not a program.
Do you have Diversity & Inclusion initiatives embedded into your contingent talent ecosystem? Are those initiatives being measured? What gets measured gets done.
Does your contingent staffing supplier create an inclusive work culture for its talent base using Employee Resource Groups?
ERG are more important than ever for creating communities while we cope with remote work.
Does your supplier have the ability to track (at a minimum) gender, ethnicity, military veteran or disability status of every new hire in your contingent talent program??
Your staffing and MSP suppliers should provide the diversity metrics for all of its W-2 employees (corporate contractor embedded base only) working in your Contingent Workforce program. Measuring their success is key to growing your diverse workforce.
Is your contingent talent satisfied with its employer while on assignment?
Is talent attrition high due to a lack of care or engagement from the employer?
What is your suppliers’ service recovery plan for lower attrition?
The biggest single competitor for contingent talent retention is a full time employee opportunity.
Don’t under-estimate the talent in your contingent program; lift and shift your talent as needed between full time and contingent.
Have you considered building contingent talent pools for conversion to full time status?
All clients have some type of co-employment relationship with their non-employee talent, but is the client following protocol and ensuring proper boundary conditions to prevent illegal co-employment conditions?
If your contingent talent work requisitions are location agnostic, is your supplier able to provide diverse talent from lower cost of living locations? This practice will help you save money and drive more diverse talent into your program.
