A Little Less Conversation - Converting intention to action in DE&I
Diversity, equity and inclusion (DE&I) and workforce optimization are two of the most pressing business issues to emerge over the past year. Of course, these are not new aspects of workforce strategy, but they have taken center stage recently.?
There are a lot of reasons this is at the forefront now: A confluence of racist events has rightly, albeit belatedly, focused attention on DE&I. Over the last decade, contingent workforces have grown drastically, casting a light on how those workforces are comprised. Increased interest in direct sourcing (i.e., sourcing contingent workers from a company's candidate pools) is causing some to reflect on the role of DE&I in their contingent programs. Many organizations have also prioritized greater visibility into workforce mix, highlighting DE&I gaps.?Diversity of thought has proven that it leads to innovation and creativity and lastly, it's just right.?
DE&I and workforce optimization are both essential. They are also inextricably linked. To maximize impact, the strategies, workstreams and objectives must be aligned. If DE&I is a priority, it cannot (or at least should not) be separated from efforts to optimize workforce mix. And if an organization is looking for the right combination of full-time, part-time, contingent, contract and gig workers, how can they achieve it without considering DE&I??
Unfortunately, most organizations continue to focus their efforts only on the permanent workforce. Staffing Industry Analysts commissioned Consciously Unbiased to conduct a survey on the state of DE&I in contingent workforce management. Among more than 13,000 leaders, only 26% said diversity and inclusion (DE&I) in their contingent programs is a priority in their organization today. Meanwhile, 63% expect it to be more of a priority in the future. Importantly, 64% of these respondents say DE&I is a priority for their permanent workforce.?
It's time for us to rethink DE&I – not just for our permanent workers but also for everyone who works to make our companies better. If you want to achieve cultural change and leverage your whole workforce then you need to apply a wholistic DE&I strategy across all labor categories.?Doing this will require us to revisit how we define DE&I. We'll need to look at whether and how our cultures include everyone, how we plan for the changing future workforces of the future and strategies to attract and retain diverse workers. Lastly, we'll need a clear view of our workforces, regardless of employment classification.?
What Now?
In the weeks ahead, TAPFIN SVP and Global Brand Leader Amy Doyle and I will share a series of articles designed to help organizations focus on concrete actions to move DE&I forward. The majority of these actions are neither quick nor easy, but they are the steps needed to expand DE&I across your workforce and should take your whole organization to a completely different place. Put simply, if it matters for some, it matters for all.?
We’ll start with key actions to define DE&I within your organization. This should be unique to your organization, industry, location and needs. Take a look at?In Staffing, What Does DE&I Even Mean?, a recent article Amy wrote for SIA’s Staffing Stream blog for a look at how to define what DE&I means to you.
?Here’s what you can expect in future articles:
?·???????When It Matters Most: "Inclusion" Should Include Everyone
·???????Plan for a Diverse and Inclusive Workforce
·???????Broaden Your View of Talent Attraction and Retention
·???????Get – and Keep – a Clear View of Your Workforce
·???????Be Realistic About the Elephant in the Room: The Challenges of Measuring Diversity
·???????10 Actions Organizations Can Take Today
?We welcome your feedback on what next-generation DE&I can look like. Have a question or an idea for an additional topic? Feel free to leave a comment.