Businesses in nearly every industry have come to rely on contingent talent as specialists and flexible experts rather than temps who fill vacant seats during absences, seasonal demands or personnel transitions. With increasing frequency, we’re integrating these skilled contractors into our primary workforces. Yet, we still haven’t integrated them into our internal knowledge systems. And that’s a missed opportunity to tap into their intelligence and ideas, especially as the sharing economy’s[...]
Dating apps made quite the splash after Tinder first hit the app store in 2012. People were swiping right around the globe, making matches and meeting exciting new dating prospects. But it didn’t take long for women to realize that flirting on Tinder had many of the same pitfalls as flirting at a bar. Namely, it sometimes opened the gates for unwanted comments and harassment. That’s when Tinder’s former co-founder Whitney Wolfe decided to do something different: she would make a dating app that put the power in women’s hands. Today, Bumble has grown to an estimated 18 million users, and it’s quickly evolving into something much more than a dating app.
October is historically an exciting and busy month, with a variety of colorful celebrations taking place across the globe. It’s a diverse month. It’s also a month for diversity. In less than a week, Chicago will welcome the National Minority Supplier Development Council’s 2016 Conference and Business Opportunity Exchange -- an event we hope to see you at on October 23. For all the talk of diversity, however, we know that challenges and biases persist. We hear them in shocking political rhetoric, and we see them in corporate boardrooms. Sometimes it feels that every step forward is met with a few stumbles back. Words alone can’t make the case for diversity in some business settings. And as we’ve written before, having to make such a case today seems absurd. Regardless, progress demands action. Any meaningful change must come from within and occur locally. So let’s see how contingent workforce leaders can help clients create a more robust culture through diversity -- even if they don’t recognize it.
Diversity isn’t just a staffing industry topic. It’s taken center stage during this polarizing election season -- more than economics, job creation, the military or taxes. The groundbreaking and inspirational events of recent weeks demonstrate that a person’s capabilities, skills and worth have no cultural, intellectual, gender or racial bounds. We know that promoting gender equality plays a vital role in retaining top talent. So why must we still make the “business case” for inclusion? It’s proven itself, over and over again. Why should staffing professionals have to justify hiring exceptional people? Beyond implementing policies and procedures to strengthen diversity, I believe staffing firms and MSPs play a more critical role. They’re not just stewards of the underrepresented. As consultants outside the client’s organization, they’re ideally positioned to conquer the internal biases of business cultures that demand a “business case” to place qualified talent.