Leaderships role in expanding D&I Strategies to the contingent workforce

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As per SAP’s Contingent Workforce Insights Report, most companies' contingent workforce makes up 42% of their total workforce and you're missing out if you aren't including your contingent workers in your diversity strategies.

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Why Diversity Matters?




Higher revenue generated by companies with a diverse management team due to increase in innovation

Source: BCG Study

Better financial performance by companies that are ethnically-diverse

Source: McKinsey

Of workers in the US are contingent workers

Source: Intuit

"Ensuring diversity of the talent pipeline coming in off this recession, regardless of the avenue of entry, will be key in meeting company diversity goals"

Melissa Best, Global Head, Business Women's Network, SAP

"It doesn’t have to be a government reporting requirement to do the right thing. It’s just about doing the right thing"

Thom Qafzezi, President/CEO, Molto Crescendo, Inc. 

"We have to hold our contingent labor providers to the same ethical standards, to include ample and equal representation of all workers across all D&I categories."

Adam Moore, VP Senior Supplier Diversity, Manager, Truist

"The extended workforce is not an afterthought anymore; it’s a key part of many organizations’ talent strategies and that’s why I think we should be thinking about diversity as a total talent initiative."

Taylor Ramchandani, Product Manager, VectorVMS

"Diversity and inclusion is a critical driver of an organization’s success, but it takes time and commitment to establish a sustainable and meaningful D&I strategy. Leaders need to be equipped with resources to actively manage D&I strategies in real time and encourage their full-time and contingent workers alike to actively engage in the process of cultivating a more diverse and inclusive environment

Deborah Eckhoff, HR Leader, Fanatics 

Interested in leading the way with your D&I program throughout your extended workforce?

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Thoughts from Industry Leaders

A Diverse Team Ensures More Innovation & Success




Better performance

Better decision making

More likely to have higher revenue

Source: McKinsey & Company Report

This can’t happen without leadership at every level embracing it via the culture, brand, policies, and hiring practices of an organization.

In this second of the series of Diversity & Inclusion Playbooks, we dive into more detail about the first pillar to the building, implementing, and scaling a successful diversity and inclusion program with leadership making the start.

In case you have missed our D&I Playbook Series: #1 Where to Start

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