Building a Talent Pipeline That Improves Equitable Outcomes

Peter Quigley, President and Chief Executive Officer, Kelly

Employers must recognize that equity is not only about treating workers fairly but also about addressing the systemic hiring barriers many talent groups face today. Knocking down these hiring barriers is not just the right thing to do, it’s good for business and our communities.

The question is: Are employers doing enough to improve diversity, equity, and inclusion (DEI)?

It depends on who you ask.

About six in 10 U.S. employers rate themselves highly on taking steps to improve DEI and culture, according to the 2023 Kelly Global Re:work Report, but only 11% of talent say their employer addresses discriminatory behaviors.

That disconnect is alarming. Coupled with signs that DEI initiatives have plateaued and may be dropping off, it appears we are at a critical point when building an equitable workforce.

“The Power of &” is the right approach because it believes there is no one-size-fits-all solution to the complex issues our communities face and that equity and profitability are not mutually exclusive but dependent on each other.

We share that belief at Kelly. It is why we introduced our Equity@Work initiative in 2020 to remove hiring barriers for candidates. The most prominent barrier examples within organizations impact candidates with non-violent criminal histories, those who don’t have a four-year degree, neurodiverse job seekers, and veterans.

Many of our clients are actively tackling these barriers in collaboration with Kelly and seeing the dividends: higher fill rates, increased talent pipelines, lower turnover, improved employee satisfaction, and business growth. We see every day that “the Power of &” is a win-win-win for workers, employers, and our communities.