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[...]
It's International Women's Day, and I have some things to say about women in tech. It's something I’ve said many times before, an old tale that you’ve undoubtedly heard: tech needs more diversity. The number of women and people of color in tech is staggeringly low, and tech companies seem to be taking their sweet time catching up. Meanwhile, the demand for diversity in tech is growing stronger and louder by the minute. We are the townsfolk waiting outside the castle with pitchforks and torches, and we’re tired of waiting.
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.