Diversity, Equity and Inclusion: How can companies make DE&I work for traditional and contingent workers?


Rebecca Perrault, head of Diversity, Equity and Inclusion (DEI) at PRO unlimited spoke with ‘Spend Matters’ on how companies can make DE&I work for both traditional and contingent workers.

“Diversity, equity and inclusion is about making sure that all doors are open,” Perrault said. “It’s not about closing some and opening others, but about striving to remove barriers so that all people have the ability to succeed.”

When asked how companies, regardless of their place along the DE&I journey can grow and improve their programs, Perrault answers:

“No matter what type of company I work with, my initial guidance is to have them look at their data. Starting or growing a DE&I program can feel overwhelming, so this step helps establish benchmarks and priorities. It clarifies where they are, no matter what stage of the process they are in.”

Perrault claims she always identifies the data within a company regardless of the type of company, she sees this as the essential first step into cultivating DE&I growth. “The data-collection questions and other DE&I efforts indicate an organization’s intent to develop a culture of inclusion. When workers that identify as the majority see their company’s efforts towards DE&I, they see a tangible openness to different demographic groups.”

Spend Matters asked Perrault what companies need to consider when expanding programs to include their contingent workers, Perrault responded:

“For many companies, DE&I strategies have not applied to their contingent workforce, but that is changing as the non-employee population becomes a larger percentage of their overall workforces. Companies do face some challenges, with concerns around co-employment and corporate policies that prohibit non-employees from participating in certain work activities, including training.”

When organizations work with their MSPs, a partnership becomes the key to successfully bringing contingent workforces to the same levels of inclusion as traditional employees.

When all the groundwork is complete, the issue of managing DE&I processes comes into play, when asked what some of the realities of managing the DE&I process for both traditional and contingent workers, Perrault answered:

“There’s always a balancing act between diversifying an organization and making sure that it’s inclusive – they have to go hand in hand. For diversity to thrive, there must be inclusion that stems from knowledge and understanding of an organization’s individual challenges. When there are differences in a group, change requires everyone to be considerate and aware.”

To read what other insights Rebecca had to give about DE&I management and implementation in both traditional and contingent workforces, click here to read the full article.

If you’re interested in learning more about how PRO is helping organizations implement winning contingent workforce programs globally, please contact a PRO representative at 800.291.1099 or email at info@prounlimited.com.

Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of PRO Unlimited and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.