Social
Our peopleHuman rightsDiversity, equity, and inclusion
Supplier governance and strategySupplier diversity, equity and inclusionSupplier risk managementSupplier engagement and performance managementSupplier excellence awards
Social investment programsKelly EngageKelly Relief Fund
Kelly strives to connect people to meaningful work opportunities that enrich lives and contribute to communities where they live and work. We envision a more inclusive and equitable workforce that creates better access, opportunities, fair treatment, and advancement for all people. This is our promise. This is what drives our actions and allows us to create shared value for all our stakeholders.
Increase stakeholder engagement through social impact initiatives that align with our business strategy
Drive engagement through community outreach and service globally.
Cultivate a workplace of belonging and equity through enhanced internal processes including learning and development, hiring and internal mobility, compensation, and benefits.
Scale efforts and partnerships to amplify equitable and enriching work through Diversity, Equity and Inclusion (DEI) pillars.
Continue to support the growth of our supply chain through responsible business practices that align with Kelly’s sustainability and ESG goals.
Continue to perform with the highest standards and best business practices to maintain external assessment scores 70% or higher.
For the fifth consecutive year, Kelly received a top score on the Human Rights Campaign Corporate Equality Index 2022.
Announced the appointment of first Chief Diversity Officer and established a DEI office of teams supporting operations across workforce, workplace and marketplace pillars.
In 2022 we implemented an Executive Inclusion Council responsible for setting the long-term vision of Kelly’s DEI initiatives and providing guidance.
In addition to short-term disability for birthing parents, in 2022 Kelly introduced fully paid parental leave, providing two weeks of paid time-off for new moms and dads. 100 U.S. employees utilized this benefit in 2022.
Our employee engagement survey results showed a three-point increase in the company-wide engagement score.
In 2022, Kelly updated the L.E.A.P series to provide a robust 12-month leadership development program for new leaders that is aligned with business strategy, enhances leaders’ capabilities, and ensures a holistic program relevant to several aspects of leadership.
Introduced the Kelly ACE technology platform for our talent, a chatbot solution that guides and supports candidates through the application and recruiting experience.
KellyOCG conducted the annual workforce report Re:Work to identify business forces leading the attraction and retention of talent and adjusted the Learning and Human Management Systems, to leverage technology solutions for increasing employee engagement.
Conducted the second annual Equity@Work survey to identify barriers to work and untapped talent pools with the aim of increasing meaningful opportunities to work.
KellyOCG expanded its audit program outreach to 12 global suppliers by partnering with one technology client to support and align suppliers’ business and operational practices to sustainability standards in accordance with the RBA.
Our diverse gobal supplier network connected approximately 480 diverse and underrepresented suppliers to our Kelly network in 2022.
Since inception in 2021, 99.97% of suppliers have signed the new Supplier Code of Conduct.
Nearly 4,800 veterans hired through our talent pool.
Updated our Engage corporate volunteering program through the development of a skills-based volunteering toolkit for career readiness opportunities and technology integration that will be launched in 2023.
In 2022, we achieved over 7,800 hours of volunteering, engaging more than 1,000 employees in the U.S. and Canada.
Kelly employees contributed over $162,000 USD towards charitable organizations, including our Kelly Relief Fund and Ukraine humanitarian efforts.
Kelly donated over $89,000 USD towards social investment programs and charitable organizations.
As a talent company, our people are our most valuable asset. We are committed to providing inclusive, fair business practices and working conditions that promote labor and safety compliance, adherence to international laws and standards, and ensuring human rights for our global workforce across our supply chain. We continually work with business partners and customers to ensure alignment with our own labor standards and identify opportunities to foster a strong foundation for a successful career path, enabling us to attract, retain, and develop the best talent for our customers, while providing meaningful work opportunities and livelihoods for employees, talent and their families.
Global totalTotal global full-time employees in 2022: 7,493
U.S.1 totalTotal U.S. full-time employees in 2022: 4,511
U.S.1 Senior Leadership Total U.S. full-time senior leadership: 78
U.S.1 ManagementTotal U.S. full-time management: 2,403
U.S.1 Non-managementTotal U.S. full-time non-management: 2,030
U.S.1 New employee hiresTotal U.S. full-time new employee hires: 1,207
U.S.1 Employee turnoverTotal U.S. full-time employee turnovers: 1,132
1U.S. includes employees in Puerto Rico.
Kelly maintains regular communication and feedback channels with employees. In 2022, we continued to measure our employees’ overall engagement and employee sentiment on a variety of topics through an annual employee engagement survey, with results showing a three-point increase in the company-wide engagement score. Kelly’s top strengths based on employee feedback include employees understanding how they contribute to Kelly’s success, willingness to recommend their leader, and role clarity. The survey identified opportunities to improve, specifically in career opportunities, collaboration, and communication, which will guide our employee engagement initiatives in the coming years.
Kelly is continuously working to deliver an exceptional experience for our employees, talent, and customers. We are proud of our ability to adapt to the ever-changing needs of the workforce and business environment. Through it all, we strive to put people at the heart of everything we do. We foster an environment where Kelly people are inspired, engaged, collaborative, thriving, and succeeding.
Our business priority is to attract, retain, and develop the best talent for our customer's needs while promoting opportunities for meaningful work. To deliver on our Noble Purpose, we invest in getting to know the talent beyond the resume and collaborate with our business partners and customers in identifying barriers and investing resources to enhance employment opportunities that effectively respond to creating inclusive and equitable work opportunities that satisfy business and talent needs.
The Equal Employment Opportunity and Affirmative Action Policy reaffirms our commitment to providing equal employment opportunities to all employees and candidates in recruitment, selection, training, compensation, promotion, job transfer, and assignments. We strive to contribute to a more inclusive and equitable workforce where all people can advance equally on employment opportunities irrespective of backgrounds, expertise, and ideas.
Our People Processes and Global Compensation Philosophy includes equitable practices that enable a high-performance culture for all employees while providing comprehensive incentives and career advancement opportunities. This philosophy recognizes strong performers by taking into consideration roles, responsibilities, employee performance, skills, experience, and qualifications, while applying fair and equitable pay practices irrespective of race, color, sex, age, religion, national origin, sexual orientation, disability, veteran status, or other categories.
Kelly’s compensation guidelines extend to the Executive Compensation team. The fully independent Compensation Committee designs and administers the company’s executive compensation programs and incentives to drive key business objectives and stockholder value. The Committee also considers evolving best practices, corporate governance trends, and annual reviews to determine the compensation of our senior and executive officers.
Kelly has implemented strong internal practices to guarantee pay equity under its compensation philosophy, focusing on knowledge, skills, experience, and performance. Our internal practices ensure compliance and market-based competitive salary structures that reflect industry standards and job descriptions that are fair, compliant with local laws, and equitable globally. In addition, Kelly leverages technology and industry compensation analysis to evaluate how the market is moving and adjust pay rates to ensure competitive compensation structures for its employees.
Our Human Resources team conducts regular adverse impact assessments to analyze pay equity gaps against gender and ethnicity across locations to identify challenges and opportunities to improve transparency and compensation standards. The team also provides internal resources to encourage and support dialogue between employees and managers through regular performance conversations and guides opportunities for internal mobility and professional development, considering employees’ career frameworks, interests, internal pay-equity guidelines, and DEI initiatives.
Having access to meaningful work requires people to also have access to career development opportunities for work experiences that align with their individual goals. Our learning and development program also plays a significant role in shaping, reskilling, and developing skills for a diverse workforce which allows Kelly to increase operational effectiveness, respond to the evolving industry trends, and be prepared for future labor demands of all our clients.
Each employee has access to the Kelly Learning Center (KLC), a learning platform that provides a variety of online training programs ranging from soft skills to technical knowledge to leadership development.
In 2022, Kelly U.S. full-time employees participated in approximately 74,600 total hours of training, including compliance training, and an average of 17.3 hours per employee.
We believe our employees have limitless potential to engage in meaningful work and grow in their careers. The Kelly People Performance process provides multiple opportunities each year for employees and leaders to discuss progress with performance as well as career aspirations and associated development opportunities. Our belief is that engaging in individual employee performance and development leads to increased retention and relentless execution of enterprise-wide strategy to accelerate Kelly’s growth and win as a team. The purpose of the Kelly People Performance process is to accelerate business growth through goal alignment, consistent behaviors, individual development, and regular conversations that enable each person to contribute to the organization’s performance while thriving in their own careers.
In 2022, Kelly updated the L.E.A.P series to provide a robust 12-month leadership development program for new leaders that is aligned with business strategy, enhances leaders’ capabilities, and ensures a holistic program relevant to several aspects of leadership. This program enables learner flexibility while increasing engagement through both e-learning and live virtual sessions that address practical leadership challenges.
Leaders who participated in the L.E.A.P program have access to standardized resources and acquired skills to manage their business while more effectively leading their teams. With a focus on effective interactions, L.E.A.P. promotes meaningful conversations between leaders and employees to drive positive performance and support workforce retention and engagement.
Caring for our employees and their families is an important element of Kelly’s culture. We provide competitive benefits for our full-time and part-time employees and talent in the U.S. and provide health and financial well-being programs and services for diverse personal needs and life events. Kelly remains focused on providing employees with competitive benefits packages that allow them to navigate the challenges of remote working and individual needs, and support planning for their future and their families.
Medical, health, and wellness programs:
Medical insurance — health care, vision, and dental
Health savings account; flexible spending accounts (health care, limited purpose health care, dependent care, transit, parking)
Life and Disability insurance — group term life; short- and long-term disability; accidental death and/ or dismemberment; outpatient physician’s treatment; disability income (basic and supplemental), and more
Employee Assistance Program — access to counselors, wellness, mental health programs and resources, work-life balance coaching, and others
Livongo diabetes management program
Free health and wellness classes provided by BurnAlong
Preventive care rewards
Financial security:
Retirement plans — 401K savings plan with the option that considers ESG criteria in investment plans through Parnassus Core Equity
Educational assistance, tuition reimbursement, and the Peanut Butter program that helps employees and dependents tackle student debt
Financial wellness, guidance and coaching
Supplemental plans include voluntary accident, legal, critical illness, and whole life plans; employee discount program; vacation purchase plan
Personal time and family support:
Paid time-off — holidays; vacation days, days of significance, sick, mental health and well-being days; and eight paid hours of volunteering time.
Flexible work schemes.
Parental leave - In addition to short-term disability for birthing parents, in 2022, Kelly introduced fully paid parental leave, providing two weeks of paid time-off for new moms and dads. 100 U.S. employees utilized this benefit in 2022.
Adoption and fertility benefits.
Resources for remote work and work-life balance are also available in the KLC as we continue to develop programs to promote employee’s well-being.
Kelly regularly engages business partners and customers to identify critical resources to support current and future labor demands, challenge conventional thinking about the work environment and identify opportunities to embrace workers’ needs that respond to the best solutions for our customers and increase opportunities for flexible and temporary workers.
During the last couple of years, Kelly has conducted ongoing research to analyze future working challenges that could be accelerated due to automation and trends that could impact the future of work. To remain competitive and provide the best opportunities for our customers and talent, Kelly has prioritized programs that promote flexible work arrangements that allow employees to balance their work and personal needs. Originally launched at the end of 2016, our Kelly Anywhere program continues to provide opportunities for a hybrid work environment where employees work from home or in a flexible work environment while providing the resources to ensure engagement and more inclusive work opportunities.
Our KellyConnect program provides innovative workforce staffing solutions and highly skilled office professionals to hundreds of call centers worldwide — from small and mid-sized businesses to Fortune 500 corporations. The program also provides a strong learning culture that supports our internal career advancement philosophy, providing individual performer upskilling and virtual leadership development training to support the growth of our employees and leaders at all levels of their career advancement.
Harnessing emerging technologies to increase engagement and employment opportunities
Kelly harnesses technology to better engage with candidates and optimize our talent management solutions. We work to provide platforms that enable more effective solutions for candidates, job seekers, and customers.
Kelly Helix UX
Kelly ACE
In 2022, KellyOCG conducted the annual workforce report Re:Work to identify the business forces leading the attraction and retention of talent and increase opportunities in a more competitive talent market in light of a life-work shift. This report, which is a continuation of the 2021 report: Next-level agility: the four dynamics of resilient workforce, presents the life-work shift to talent management that emerged from the pandemic and the best practices that most successful organizations -the Vanguards-, are adapting to increase employee experience, changing workforce dynamics, and acquiring the talent they need in an ultra-competitive market.
Kelly is committed to protecting its employees, candidates, and partners against any Human Rights violations and treating every stakeholder with dignity, equality, and respect. Kelly’s global Human Rights policy centers on our commitment to providing all our employees with fair and safe working conditions, aligned with international Human Rights standards, including the fundamental principles of the Universal Declaration of Human Rights, International Labour Organization (ILO) Convention, the UK Modern Slavery Transparency Act Statement and the UN Guiding Principles on Business and Human Rights.
Across our global network of business partners and worldwide operations, we strive to extend our business practices across the value chain. We collaborate with industry partners, customers, and our global network to guarantee the highest labor and safety standards are included in our Code of Business Conduct and Ethics and the Supplier Code of Conduct, which applies to all our employees, customers, suppliers, and interested parties.
Kelly has a zero-tolerance policy against any form of human trafficking or related activities, including any form of unlawful employee harassment, retaliation, forced or compulsory labor, sex trafficking, child labor, or any debt peonage. This commitment is stated in our Human Rights Policy and is periodically assessed by Internal Audit, Law, and Risk departments, through regular audits and compliance operations from our business partners.
As a worldwide workforce provider, diversity, equity, and inclusion (DEI) are the cornerstones of our operation and a big part of our success. We strive to celebrate our employees’ unique experiences, backgrounds, skills, that reflect the diverse regions, industries, and customers we serve worldwide.
Kelly has implemented a multidimensional DEI strategy across employees, talent, suppliers, and our workplace, to increase awareness and maximize opportunities to tear down barriers to meaningful work opportunities across our workplace, workforce, and marketplace, to provide an inclusive culture that ensures equitable opportunities and achieve a sense of belonging.
Internally, Kelly embraces diversity and strives to provide an inclusive culture that ensures equitable opportunities for all our employees and the global workforce. Our commitment is to provide a diverse and inclusive work environment where everyone feels welcome, respected, and valued, contributing to a sense of belonging while working at Kelly.
Our 2022 DEI achievements:
Established policies and procedures to increase representation from underrepresented communities
Reduced barriers to meaningful work and promoted career development opportunities
Neutralized gender tone in role descriptions and removed unconscious bias from job postings
Used machine learning to increase diversity in the talent pool
DEI team collaborates with other business functions to ensure equal and inclusive opportunities for all employees
Strengthened services to increase representation from underrepresented communities in line with CEO Action Initiative commitments
Holding ourselves accountable:
The DEI Executive Inclusion Council is responsible for setting the long-term vision of Kelly’s DEI initiatives and providing guidance to the DEI committee on future actions and programs that need to be implemented for Kelly to meet our DEI goals. This structure allows us to ensure executive sponsorship and resources for managing and implementing DEI initiatives. The Inclusion Council is represented by cross-functional leaders at Kelly, from various levels and backgrounds, to ensure we leverage diverse perspectives and backgrounds throughout each action we take as an organization and provide insight into proposed DEI strategies and initiatives.
Our Affinity Groups bring together people with similar backgrounds and interests to give them a platform to connect, collaborate, promote development and share their experiences. These groups provide opportunities for professional and personal development, networking, or mentorship, sharing their unique perspectives, interests, and backgrounds. Our Affinity Groups are fully open to all employees who are interested in joining.
We continue to advance in our commitment to CEO Action for diversity and inclusion at the workplace. In 2022, Kelly hosted Days of Understanding, an event where employees from all regions came together to share perspectives on the impact of bias in the workplace and explore resilience and well-being initiatives to breaking down barriers and help create a more inclusive working environment of belonging.
Kelly's Equity@Work program aims to remove barriers that prevent people from accessing meaningful work and building economic security. The program has been in place since 2020 and has reviewed and updated internal policies to address identified barriers within recruitment and retention practices. Kelly also partners with organizations and customers to promote a strong foundation that bridges the opportunity gap and creates new pathways to upward mobility. Kelly has been committed to contributing to a more inclusive and equitable workforce for over 25 years.
Refocusing our internal recruiting efforts around experience and skills, instead of degree credentials
Removing criminal history detail from our internal employment application
Individualizing job-related criminal background assessments to give more people a second chance
Removing the one-year exclusionary period following a positive drug test, allowing applicants to submit a negative drug test and re-enter the process
Working on new partnerships to break down work barriers for those impacted by human trafficking, and helping more people expunge related criminal records
Partnering with workforce development and training organizations to identify, place, and support previously undiscovered talent with new jobs through Kelly Discover
Conducted the second annual Equity@Work survey to analyze facts and challenges that allow developing initiatives for Equity in Action and tear down barriers preventing job seekers -and the employers who hire them- from reaching their full potential
Support Kelly’s Chief Diversity Officer and team to operationalizing the development of corporate DEI strategies while monitoring and tracking progress. Develop internal frameworks to support our business partners and clients on efforts in implementing their DEI initiatives, reaching untapped talent pools, and guiding on best hiring practices to increase inclusion and equity in the placement of talent to our customers.
Kelly 33 connects hiring managers with undiscovered talent looking for a second chance. Nearly 33%* of working-age Americans have a criminal history and are looking for meaningful work to support themselves and their families. We are committed to creating second chances that can staff up employment needs, improve retention and drive business profitability.
*Source: The Sentencing Project
Kelly is a proud member of the Second Chance Business Coalition which provides resources to make it easier for companies to hire second chance workers and create opportunities for finding meaningful work.
The Kelly Certification Institute is a sustainable upskilling training solution that provides lifelong learning opportunities which help individuals, schools, and businesses achieve their goals. The program offers virtual training, an on-the-job learning apprenticeship program, and a strong, comprehensive certification solution that delivers top-quality talent to our customers. The Kelly Registered Apprenticeship (RA) program is a partnership between educational institutions, our client companies, and other stakeholders who implement on-the-job training, empowering talent the skills needed for a career path in an official platform.
Kelly Discover is a solution that uses several tools and resources to tap into underrepresented talent pools to increase their work opportunity. The solution provides a consultation between Kelly Discover and client partners to identify roles that best fit the talent they’re looking to hire. It also offers valuable coaching for both candidates and managers to find lasting success and support throughout the assignment.
Kelly Disabilities Network strives to increase job opportunities for people and communities living with disabilities where they can contribute their unique skills to our company or our customers. We partner with nonprofit and professional networking associations to better understand their unique challenges, while providing resources that match their needs and create meaningful job opportunities for our talent.
Kelly Veteran Employment and Transition Services. Kelly has implemented an in-house recruiting program that aligns military experience and traits from U.S. veterans, current reservists, and military spouses with job opportunities that match their unique strengths. The U.S. Military Pipeline Program provides a platform to match potential candidates with military backgrounds with our customer employment database. The program feeds into the Hero2Hired program that expand job opportunities while using cloud-based technology. In 2022, we hired nearly 4,800 veterans to work for premier Kelly clients.
Kelly + Best Buddies. Kelly’s partnership with Best Buddies focuses on job placements for participants with Intellectual and Developmental Disabilities (IDD) within Kelly and our customers.
Our suppliers are a critical part of our ecosystem, which enables the placement of third-party work labor for our customers in a variety of specialty services focused on finance and accounting, engineering, IT, and science. The resiliency, flexibility, treatment of labor, and collaboration in our supply chain are vital for our operations. Our company strives to hold our supply chain partners accountable to our own business standards, while we ensure the highest labor and employment conditions for more than 300K contingent workers across the world.
In 2022, Kelly consolidated its supplier diversity initiatives within the DEI strategy, ensuring the internal resources and aligning initiatives for an impactful DEI vision. We appointed an internal leader who will support our global supplier's network to move beyond compliance and advance the adoption of best industry practices.
Kelly will continue developing efforts to increase business opportunities for diverse and underrepresented suppliers that serve our global supply chain and sourcing strategy while analyzing and providing resources to support the empowerment, growth, and representation of small and diverse suppliers that reflect unique experiences, solutions, and innovative ideas of our global services.
During 2022, we partnered with seven diverse suppliers, representing each of the supplier-underrepresented groups, to provide individual training and programs through Kelly leaders, and facilitate access to resources and knowledge they need to increase their business opportunities.
Moving forward, we will develop frameworks from current supplier engagements that could be leveraged to a broader number of suppliers and prioritize impact analysis while deploying technological resources to consolidate metrics and analyze performance for future engagements.
Kelly’s supplier diversity, equity, and inclusion (SDEI) program aims to increase business opportunities for diverse and underrepresented suppliers that serve our global supply chain and sourcing strategy. As part of Kelly’s DEI strategy, the Supplier Diversity, Equity, and Inclusion program provides resources to support the empowerment, growth, and representation of small and diverse suppliers that reflect unique experiences, solutions, and innovative ideas irrespectively of their gender, race and ethnicity, sexual orientation, veteran status and disability condition.
We ensure our U.S. diverse supplier network is at least 51% owned, operated, and controlled by U.S. citizens who are classified as one of the following: Asian-Indian American, Hispanic, Women, Native American, Disabled Veteran, Asian-Pacific American, Small Disadvantaged Business, and the LGBT community. Our third-party certifying organizations include National Minority Supplier Development Council (NMSDC), Women’s Business Enterprise National Council (WBENC), and Small Business Administration (SBA).
28,980 hires by our diverse supplier network
$1.8B diverse spend under management
Approximately 480 suppliers participated in our diverse programs
89% diverse spend in STEM and Professional Labor categories
The Kelly Supply Chain Enablement Team consistently assesses suppliers’ contractual and compliance performance, encouraging our global partners and suppliers to adopt best practices and improve their performance, considering guidelines within the Supplier Code of Conduct. The Code aligns suppliers' expectations with Kelly’s own Business Conduct and Ethics, and industry ESG standards, outlined by the World Employment Confederation, the Responsible Business Alliance (formerly known as the Electronic Industry Citizenship Coalition Code of Conduct), and the ten principles of the UNGC. All suppliers must adhere to the Supplier Code of Conduct and recommit to it before taking on a newly assigned task.
Kelly’s Responsible Supply Chain Management Model provides a comprehensive approach to leverage supplier strategy engagement, risk management, and Corporate Sustainability initiatives to promote ESG standards to all supplier networks. In 2021, our Supplier Code of Conduct was adjusted considering compliance and best industry practices. Since rollout of new document, it has been acknowledged by 99.97% of our active global supplier network. The Code promotes the highest values of legal, social, safety, ethical, and environmental responsibility to promote responsible supply chain management practices for our suppliers and support their performance on ESG standards.
The Supplier Code of Conduct sets the standards our global supplier network agrees to adopt in providing safe working conditions, ensuring workers’ respect and dignity, and abiding with the International Human Rights Principles and Managing Business and Professional Ethics, while ensuring sustainable environmental impacts.
In 2022, the KellyOCG team partnered with one of our technology clients expanding our audit program to support a group of 12 additional global suppliers to raise their policies and practices in line with the RBA Supplier Code of Conduct on social, environmental and ethical industry standards. This program has robust guidelines to analyze supplier status based on self-reporting information and provides suppliers with individual consultation to increase awareness and advance sustainability practices. KellyOCG works with regional certified RBA consultants to support supplier alignment with those practices and guide them on future audit activity requisites. This program will continue in 2023 to include new suppliers and geographies.
Celebrated annually for the 11th consecutive year, in 2022 KellyOCG recognized 21 top-performing suppliers with Supplier Excellence Awards for providing exceptional talent solutions that solve clients’ most challenging workforce needs across North America, EMEA and APAC. Through our global supply chain of 3,000 active partnerships spanning 140 countries, this year’s honorees included five diverse-owned suppliers, and an award for Going the Extra Mile, and a Rookie of the Year award recipient.
KellyOCG evaluates suppliers based on impact, performance, number of KellyOCG programs they support, and compliance with legal and operational partnerships. Read more about the list of winners and categories.
We believe that it takes all of us working together to truly make an impact in the communities where we live and work. In 2022, over 540 employees contributed more than $77,640 USD towards charitable giving opportunities during Kelly’s annual benefits enrollment.
In 2022, Kelly donated approximately $28,700 USD to charitable organizations and invested over $76,000 USD to local organizations committed to increasing education, training, and employment networking opportunities for underserved talent.
By investing in local organizations aligned with our business strategy and core values, we increase our shared value and leverage our effort for providing inclusion and equality for the workforce.
Our employees have a tradition of giving back to local communities through social impact donations and volunteering initiatives. Our internal Engage resource webpage provides multiple volunteering events and guidelines to empower employees to be agents of change as well as activities where employees can participate throughout the year. Kelly provides up to eight paid hours per year for employees to participate in community outreach initiatives through our Kelly Engage Corporate Volunteering program that supports initiatives focused on:
Talent, skills, and training for labor
Diversity and Inclusion
Vulnerable communities and workforce reinsertion
Employee volunteers (U.S. and Canada)
Volunteer hours
Kelly U.S. Headquarters hosts Winter Wonderland Event
In 2022, Kelly U.S. employees participated in an inaugural Winter Wonderland event held at the Corporate Headquarters in Troy, Michigan. Kelly leadership hosted this event that included a vendor fair, caroling, prizes, and a gift drive in support of the Cass Community Social Services (CCSS) Christmas Store in Detroit, Michigan. CCSS provides programs for food, health, housing and jobs in areas of concentrated poverty. The Cass Christmas Store is stocked by 100% donations and allows parents and caregivers to shop and personally select essentials and gifts for their children for Christmas.
Kelly Mexico participates in the Mega Tree Planting Project
Our Kelly Mexico team joined a local network of approximately 300 volunteers in helping to plant 3,000 trees in the Corral de Piedra National Forest. Through team donations, another 7,000 trees are expected to be planted throughout Mexico communities, in addition to providing one year of maintenance, compost production and creating an automated irrigation process. This initiative aims to increase environmental action and awareness having a positive impact on our planet, as well as the communities where we live and work.
Kelly India proves Fitness and social investment can go hand-in-hand
It was a STEPtacular December for our colleagues in India! STEPtacular is a fundraising initiative to support a charitable trust and encourage employees to get healthy by challenging them to clock 5,000 steps daily – in a team or individually. This opportunity connected teams and departments across different locations while giving everyone a nudge to be physically active. A total of five million steps were recorded by all of the participants.
Each participation nomination required a contribution to support NGOs (non-governmental organizations) and KellyOCG matched the total amount of funds raised. These funds were used to support students from underprivileged backgrounds with shaping their current and future education.
The Kelly Relief Fund (KRF) is a self-funded initiative by Kelly employees providing grants and short-term financial donations to assist employees and talent who have been impacted by natural and human made disasters. In 2022, Kelly employees donated approximately $84,500 USD towards the Kelly Relief Fund and more than $48,000 USD in grants were distributed to support 83 employees in need.
Our people and their loved ones are our number one priority. When the tragic events of the Eastern European humanitarian crisis developed in early 2022, our Kelly team was ready to help, whether reaching out to those personally in need, volunteerism, or providing financial support. To keep our employees informed and engaged, we developed a resource center intranet hub providing the latest information and updates, FAQs, messaging from our leaders, and humanitarian support resources.
Partnership in Poland: Our local team worked with a client to provide translators at no cost to Non-Government Organizations assisting displaced people at refugee camps. The translators were crucial to helping refugees communicate with those in Poland wanting to assist them. Kelly provided funding to support such local job placements.
Help in Hungary: The Hungary team relocated Ukrainian workers for the past year. They supported more than 125 Ukrainian temporary employees working on assignment at a global client who were looking to bring their families to Hungary. With the assistance of the Kelly Hungary team, more than 20 families were reunited. The Kelly team continues to go above and beyond to support the refugees and families with clothing, food, medical care, childcare, and the paperwork necessary for relocation—often volunteering their own time. In addition, they are connecting refugees with work opportunities through our Kelly and supplier networks.
Kelly Relief Fund Donates to CARE: Through the Kelly Relief Fund, donations totaling over $40,000 USD were provided to the CARE Ukraine Crisis Fund in support of Ukrainian families impacted by the conflict in Eastern Europe. During the early months of 2022, Kelly fundraising efforts were focused on Eastern European support to the KRF with contributions benefiting CARE. These donations included personal employee contributions and Kelly GoFundMe funding, with approximately 15% of fundraising efforts from our Kelly team in Mexico.
Kelly continues to have active conversations with global clients to find opportunities to accelerate access to work for refugees.
