Why Are Temporary Workers the Missing Link in Your DE&I Strategy?

Including temporary workers in your Diversity, Equity, and Inclusion (DE&I) strategy is not just an ethical imperative; it’s a critical business decision that drives innovation and strengthens your employer brand. Many organizations overlook this significant segment of the workforce, creating a gap that undermines the effectiveness of their entire DE&I program. With temporary workers making up approximately 40% of the American labor force, excluding them means your efforts are not truly inclusive. This article explores why integrating contingent staff is essential for a holistic and impactful DE&I plan.

What Are the Tangible Benefits of a Strong DE&I Program?

Before focusing on temporary workers, it's important to understand the broad advantages of DE&I initiatives. Beyond the moral argument, there is a compelling business case. Diversity of thought, fostered by bringing together people with different perspectives and lived experiences, helps reduce groupthink and sparks innovation. This isn't just theoretical; data confirms it. A Harvard Business Review study found that diverse management teams yield operating margins 10% higher than less diverse teams. Similarly, Boston Consulting Group research showed that companies with above-average diversity scores generate 19% more revenue from innovation. Furthermore, about 75% of job seekers evaluate a company's DE&I stance before applying, making a genuine commitment a powerful tool for employer branding and talent attraction.

Why Should DE&I Efforts Extend to Temporary Workers?

The most common reason temporary workers are excluded is that they often don't count toward official DE&I statistics reported to stakeholders. However, a holistic program that includes them demonstrates sincerity. It signals that your commitment to DE&I is not a superficial PR stunt but a core value. You are actively working to create an environment where everyone—regardless of employment status—feels safe, heard, and embraced. This authentic approach builds a more resilient and positive company culture. Based on our assessment experience, companies that include temporary staff in cultural initiatives report higher levels of overall employee satisfaction.

How Does Excluding Temporary Workers Undermine True Inclusivity?

If the goal of DE&I is to create a workplace that reflects and values the real world, then excluding 40% of the workforce is fundamentally counterintuitive. Often, the rationale is that temporary workers are not "permanent" fixtures. But in today's dynamic job market, the average tenure in so-called permanent roles is shrinking. A more impactful perspective is to value each employee's contribution during their time with the organization. Interestingly, a recent study indicated that a higher percentage of contingent workers reported greater levels of equity than their permanent counterparts. This creates a unique opportunity for leadership: What can we learn from the experiences of our temporary staff to improve equity for everyone? You can only answer this by including them in conversations and listening to their feedback.

What Practical Steps Can You Take to Include Temporary Workers?

Integrating temporary workers into your DE&I strategy requires intentional action. Here are practical steps to get started:

• Onboarding and Communication: Ensure temporary workers receive the same DE&I training and resources during onboarding. Include them in all relevant company-wide communications about diversity initiatives.
• Resource Groups: Encourage temporary workers to join or contribute to Employee Resource Groups (ERGs), which are voluntary, employee-led groups focused on shared characteristics or life experiences.
• Solicit Feedback: Actively seek feedback from temporary staff through surveys or focus groups. Their unique, external perspective can reveal blind spots in your culture.
• Partner with Staffing Agencies: Collaborate with your staffing partners, like ok.com, to ensure they understand and support your DE&I goals from the initial candidate screening process.

To build a genuinely inclusive workplace, your DE&I strategy must encompass every individual who contributes to your organization's success, including temporary workers. This approach not only strengthens your cultural fabric but also unlocks a wider talent pool and drives better business outcomes. Begin by auditing your current DE&I plan to identify gaps in inclusion for non-permanent staff and engage your HR and staffing partners in a dialogue to close them.