Social
Kelly’s noble purpose is to connect people to work in ways that enrich their lives. We strive to contribute to a more inclusive and equitable workforce that creates better access, opportunities, fair treatment, and advancement for all people so that they may contribute to communities where they live and work. This drives our actions and allows us to create shared value for all our stakeholders.
2023 Social HighlightsOngoing PrioritiesEmployees and PeopleOur PeopleStrengthening Our CultureEngagementSocial Investment ProgramsSocial Impact PartnersKelly EngageKelly Relief Fund
Diversity, Equity, and InclusionDEI ApproachWorkplaceWorkforceMarketplaceSupply Chain and Customer RelationsSupplier Governance and StrategySupplier Diversity, Equity, and InclusionSDEI Affiliations and MembershipsSupplier Risk ManagementSupplier Engagement and Performance Management
Enhance our programs and partnerships to provide equitable and enriching work through DEI pillars.
Continue to engage actively in our communities through our Engage corporate volunteer program.
Identify areas of improvement through external assessment performance.
Pathways 2 Growth program created, enhancing employee development opportunities.
55 leaders completed the L.E.A.P. leadership training program.
Kelly’s DEI passport introduced to further understanding and awareness of biases and inclusive behaviors.
Affinity Groups:
Topped 930 members in one or more groups.
Launched our “mentorship program” with approximately 54 mentors inspiring 205 mentees.
Members represented approximately 29% of the finalists in the Kelly Honors awards program.
Implemented a new technology in our Engage program to enhance our employees' involvement in volunteer and charitable activities while increasing collaboration on social impact initiatives.
In 2023, our employees contributed more than 6,600 hours to volunteering activities.
Kelly employees donated over $97,800 USD to charitable organizations worldwide, including the Kelly Relief Fund.
Kelly donated approximately $158,481 USD to social investment programs.
In collaboration with one of our technology clients, 14 global suppliers took part in our supplier engagement project. Since 2021, this program has supported 35 suppliers in their audit process to ensure alignment with the Responsible Business Alliance (RBA) Supplier Code of Conduct and our own ESG principles.
Over 4,000 veterans were hired through our talent pool.
Connected approximately 465 diverse and underrepresented suppliers to our Kelly network in 2023.
Kelly is passionately committed to connecting people to work in ways that enrich their lives. Our success hinges on our ability to attract and retain experienced internal employees as well as the talent we put to work for our clients. As part of these efforts, we strive to offer a competitive total rewards program, support employee growth and development, foster a diverse and inclusive culture, and empower our employees to contribute socially and support their communities.
We prioritize the health, safety, and wellness of our employees and talent. The success of our business is fundamentally connected to the well-being of our people. Therefore, we adopt policies and initiatives guided by both applicable laws and regulations and our dedication to the best interests of our employees, talent, and the wider community.
Our dedication is transparent in our human capital data reflecting the tangible strides we’re making towards our goals.
Total global full-time employees in 2023: 6,754
Total U.S. full-time employees in 2023: 3,750
1U.S. includes employees in Puerto Rico.
Total U.S. full-time senior leadership: 69
Total U.S. full-time management: 2,046
Total U.S. full-time non-management: 1,635
Total U.S. full-time new employee hires: 555
Total U.S. full-time employee turnover rate: 1,462
Kelly is profoundly committed to creating an inclusive environment with diverse teams and to fostering a culture of belonging, where everyone feels welcomed, respected and can thrive as we work together. We promote equitable, skills-based recruitment practices, continuous learning and development, people-centric performance conversations, and internal career mobility to enable employees to achieve their full potential. Engagement practices such as listening sessions and an open-door policy fortify our commitment.
Kelly understands that its employees are key stakeholders in fulfilling its noble purpose and achieving success. By promoting open and continuous dialogue, we enable our staff to share their authentic and diverse insights and experiences. This not only enhances their sense of belonging but also generates positive momentum, helping us set and achieve our collective goals. Employees' voices are more than just valued; they play a crucial role in engaging stakeholders across all our operations.
Asking for FeedbackThis year, we've made a significant shift at Kelly. Instead of the annual engagement survey, we've conducted shorter, more frequent pulses with our employees. It allows us to have a more real-time understanding of the experiences of our employees and to in turn respond in a more timely and consistent manner.
This shift in methodology also emphasizes a localized approach, empowering leaders at all levels with valuable and timely survey results to swiftly address any gaps and celebrate successes within their teams.
Our final engagement score remained healthy in 2023 at 75%. While we did see a 2-point reduction from April 2022, our score aligned with other leading professional services organizations and results were higher than expected during times of significant change. Despite significant transformation activity, our focus remains on continuous improvement and fostering collaboration that accelerates our growth opportunities.
Listening SessionsIn 2023, we dug deep into employee insights introducing targeted listening sessions as part of our transition from a less personal annual survey approach. Focused discussion groups, survey recap calls, and summer chat sessions fostered open and intimate conversations that increased our engagement and participation. This strategy also included positive social media messaging, onboarding and exit surveys, among other various forms of feedback.
Investing in Kelly's human capital remains our priority, driven by a commitment to fostering a workplace that attracts, retains, and empowers top talent where they can thrive. Our holistic approach includes creating an environment for excellence and meaningful contributions underscoring our belief that a healthy, motivated workforce is integral to our success.
Pathways 2 GrowthSet for an early 2024 launch, we initiated the development of our Pathways 2 Growth initiative in 2023. Through extensive efforts to aid leaders and employees in having more meaningful conversations about performance, rewards, and career growth, this transformative approach focuses on aligning individual efforts with performance metrics, enhancing tools for goal tracking, and simplifying employee experience in finding new career opportunities. As Pathways 2 Growth unfolds, Kelly anticipates an acceleration in career opportunities through enhanced individual development and career discussions, setting the stage for limitless growth and success for each member of the organization.
An integral component of Pathways 2 Growth involved the overhaul of Kelly’s Career Framework by providing a comprehensive strategy to empower employees to take control of their career advancement and align organizational goals for sustainable growth and success. In this endeavor, Kelly reassessed and redefined thousands of job descriptions, categorizing them into job families and promoting internal mobility. This approach facilitates career growth for all global employees and ensures consistency in development and reward initiatives. It also enhances transparency in compensation and benefits tied to company and individual performance, promotes talent management and retention, and contributes to our operational efficiency.
We recognize that investing in the development of women is not just a strategic move; it's a commitment to fostering a culture where every individual thrives.
In April 2023, nearly 60 Kelly employees joined leading women in staffing at the American Staffing Association’s Women in Leadership virtual THRIVE event. It was a collective celebration of growth, learning, and advocacy, symbolizing the essence of thriving together. The event showcased motivational speakers from the staffing industry sharing lessons learned, overcoming obstacles, and strategies for career advancement.
Talent Attraction and RetentionThriving employees are at the heart of our talent attraction and retention strategy. We are dedicated to fostering an environment where Kelly people are inspired, engaged, collaborative, and succeeding. We invest in understanding our talent beyond resumes, collaborating with business partners, and identifying barriers to enhance employment opportunities to meaningful work while creating an inclusive and equitable workforce. Our Equal Employment Opportunity and Affirmative Action Policy reaffirms this commitment to providing equal opportunities irrespective of employee backgrounds, expertise, and ideas.
To enhance inclusivity in our talent attraction strategy, Kelly has shifted from traditional job descriptions to emphasizing key skills for success in specific roles. In 2023, we introduced the skills-centered approach into our new format of job postings and integrated them into our Employer Value Proposition (EVP), ensuring alignment with our organizational identity. This leading approach aims to attract talent and engage them in the assessment and selection process to ensure clear, concise, and consistent communication about who we are as an organization. In addition, we collaborate with hiring managers to remove education requirements, unless critical to the role.
Our efforts to build a more diverse talent pipeline include the use of technology to identify candidates beyond education requirements in the talent sourcing process, and the introduction of standardized interview guidelines, aligned with Kelly’s core playbook values. Through behavioral-based questions in our interview process, we ensure a comprehensive evaluation of candidates based on the competencies required to succeed in the new role.
Artificial Intelligence Integration-Creating Shared ValueOver the past few years, Kelly has been utilizing AVA, a chatbot, to enhance communication with its global employees. Recently, we have focused on refining its design and functionality, while expanding on new content and platforms, enabling more efficient access to information for employees.
We have developed tools to enhance our talent acquisition process by leveraging emerging technologies. Grace GPT, akin to Chat GPT, is an internal system that guarantees in-house privacy information and assists in formulating language for job descriptions and postings. We also employ Textio, a tool that eliminates biases in our communications, particularly in job postings, to neutralize language to avoid gender or ethnicity-specific tones. Additionally, our applicant tracking system, Avature, allows our recruiters to specify desired skills and then suggest matches from its database. This feature helps collate information from Curriculum Vitae (CV), and profiles highlighting relevant skills.
We recognize the value of artificial intelligence (AI), but also the risks. In 2023, we assigned a dedicated governance team to analyze data points monthly and ensure the development of system enhancements for continuous improvement. Looking forward, Kelly is exploring additional technology solutions, including the potential integration of AI to further enhance our employee experience, attraction, and retention strategies.
Revamping Our Employer Value Proposition In 2023, we focused on strengthening our Employer Value Proposition (EVP). Our new employer brand communicates the authentic, relevant, and unique benefits and experiences one can expect from choosing to work as a Kelly employee. The EVP is closely intertwined with our corporate brand, which aims to attract and retain clients, customers, and talent for our customers.
With a focus on attracting and engaging the external market, elements of the EVP have also been incorporated into internal initiatives and processes such as orientation and onboarding. Both externally and internally, our EVP anchors to our noble purpose, and aligns with the overarching theme of "Together We Change Lives," encapsulating the value proposition of joining Kelly to transform career paths, engagement, contributions, and meaningful work.
Empowering Excellence through the Kelly Honors Program At Kelly, we believe in celebrating the contributions of our people, serving as a catalyst for employee satisfaction and engagement, and nurturing a sense of belonging and shared success.
Our Kelly Honors Program is a behavior-oriented annual recognition program that awards employees based on proven execution of our playbook values. Nominations are open to all our global workforce and are evaluated by a dedicated team. Award recipients are celebrated year-round through showcases, invitations to panels, participation in strategic meetings, and development opportunities. In 2023, our Kelly Honors program leveraged an internally developed PowerApp drawing on the skills and capabilities of our people, to make the nominating and evaluation process more accessible and streamlined for all.
By shining a spotlight on the Kelly Honors Program, we emphasize the importance of values in our corporate identity and celebrate a community where acknowledgment fuels shared success and individual growth.
PerformanceThe Kelly People Performance process is a cornerstone for recognizing the boundless potential of our employees. This process conducted multiple times a year, facilitates discussions between individuals and their leaders on performance, career aspirations, and development opportunities. By aligning goals, behaviors, and individual development, this process accelerates business growth and ensures that every individual acknowledges their contributions to the organization's performance and provides opportunities for career thriving. The emphasis is on actively engaging employees in performance and development for increased retention and the relentless execution of enterprise-wide strategy.
CompensationKelly's global compensation philosophy ensures equitable practices, recognizing strong performers based on roles, responsibilities, performance, and qualifications. The compensation guidelines, overseen by the independent Compensation Committee, ensure fair pay practices across the organization and alignment of executive compensation with business objectives. We prioritize pay equity and focus on knowledge, skills, experience, and performance to adjust pay rates and ensure global competitiveness. Our Human Resources team leverages technology and industry compensation analysis to assess adverse impact assessments and address pay equity gaps across locations and categories, fostering transparency and adherence to DEI initiatives.
Learning and DevelopmentOur Kelly Learning Center (KLC) offers a diverse range of online training programs, from soft skills to technical knowledge, strengthening and developing our employee and talent capabilities for future labor demands. Our ongoing efforts to revitalize learning and development experiences focus on empowering employees with easily accessible, on-demand learning opportunities and meaningful data points, providing self-service capabilities for decision-making. The Learning and Development team aims to deliver timely and accurate first-level support, enhancing the overall employee experience.
In 2023, U.S. full-time employees participated in approximately 26,400 total hours of training, including compliance training, with an average of 7.0 hours of training per employee.
Empowering Leaders for Impact: L.E.A.P.In the dynamic landscape of leadership, L.E.A.P Series—Lead. Empower. Accelerate. Perform., reflects our beacon of excellence at Kelly. It is designed on the principles and expectations we have of all leaders and offers a robust 12-month leadership development program tailored to new leaders, aligned impeccably with our business strategy.
This program is designed to elevate leadership capabilities and address multifaceted aspects of effective leadership.
Strategic Alignment, Holistic Development: L.E.A.P is a journey of growth and empowerment. It has been strategically designed with a curriculum that fosters flexibility, holistic e-learning, and immersive virtual sessions to increase participants' engagement.
Equipping Leaders for Success: L.E.A.P. participants gain access to standardized resources, cultivating skills to navigate business intricacies and lead teams effectively by placing a significant emphasis on fostering meaningful interactions between leaders and team members.
A Transformative 2023: 55 People Leaders completed the L.E.A.P. leadership development program, participating in real-life scenarios and collaborative projects that empowered them to accelerate their personal and collective impact.
Elevating Well-being: A Holistic Approach to Employee CareAt Kelly, our commitment to employee wellness goes beyond a program; it's embedded in our cultural DNA. In 2023, our emphasis on comprehensive well-being initiatives intensified, reinforcing our dedication to caring for the extended Kelly family.
Medical, Health, and Wellness Programs We've crafted an extensive suite of medical, health, and wellness programs, including robust coverage for healthcare, vision, and dental needs. Employees benefit from health savings accounts, flexible spending options, and a range of insurance plans—covering life, disability, accidental events, and more. Our Employee Assistance Program provides a holistic approach, offering access to counselors, mental health resources, and wellness programs.
Financial FortitudeOur retirement plans integrate ESG criteria, aligning with employees' values. We offer educational assistance, tuition reimbursement, and innovative programs like Peanut Butter, addressing student debt, and showcasing our commitment to financial wellness. Additionally, voluntary plans cover accident, legal, critical illness, and whole-life scenarios, complemented by an employee discount program.
Balancing ActRecognizing the significance of personal time and family support, our benefits include a diverse range of paid time-off options, flexible work schemes, and parental leave policies. We offer paid parental leave, adoption, and fertility benefits to diverse family structures.
Remote ResourcesKelly Learning Center continues to be a wellspring of resources for remote work and work-life balance, including wellness benefits and technologies to better engage and connect with our employees.
Our commitment to social responsibility is deeply rooted in engagement, which includes community service, philanthropy, and active support for small, minority, women-owned, and disadvantaged businesses and communities. We firmly believe that it takes all of us to make a meaningful impact in our communities. By encouraging our employees to build strong relationships with these groups, we aim to enhance our societal contribution. Additionally, we work alongside workforce suppliers to engage in annual initiatives promoting socially responsible business practices.
Recognizing that meaningful impact requires collective action, we've established specific standards for our social investments. These standards include recognizing the socio-economic needs of communities, developing strategic projects with partner organizations, and focusing on medium- and long-term efforts that align with our corporate strategy. At Kelly, our approach to social investment is not just a commitment; it's a philosophy rooted in purpose and organized action.
In 2023, Kelly donated more than $33,580 USD to charitable organizations and invested about $124,890 USD to local organizations dedicated to enhancing education, training, and employment networking opportunities for underserved talent.
Initiated and funded by Kelly employees, the Kelly Relief Fund (KRF) serves as a source of assistance for colleagues and employees impacted by natural and human-made disasters. In 2023, Kelly staff collectively donated approximately $26,876 USD to the fund, facilitating $7,200 USD in grants which offered essential support to six employees enduring challenging circumstances.
At Kelly, we aspire for a world where individual talents ignite positive change in our communities. Our employees uphold this vision and commitment through a longstanding tradition of giving back to local communities by actively participating in social impact through donations and volunteering.
Our corporate volunteering program, Engage, is designed to channel employee volunteering into impactful, sustainable efforts, aligned with our social investment goals.
We believe the most sustainable impact is created when the needs of the community, Kelly's strategic goals, and the unique skills of our employees align. By participating in charitable giving and volunteer opportunities, our employees are entitled to eight hours of paid time for community service, laying the groundwork for positive change that extends beyond the act of giving. We offer an annual Volunteer Service Day focused on three key areas:
Diversity and Inclusion: Celebrating individual differences, uniting us, and fortifying collective strength.
Talent, Skills, and Training for Labor: Sharing our training and workforce readiness experience with community members, especially those facing barriers to education.
Vulnerable Communities and Workforce Reintegration: Overcoming challenges faced by vulnerable groups, connecting people to enriching work opportunities.
In a significant advancement in our social impact efforts, Kelly implemented a technology platform in 2023, simplifying ways for employees to find opportunities to volunteer or donate to charitable causes. Investing in this technology, enables Kelly to mobilize our global workforce in meaningful actions and reinforces our commitment to communities in which we live and work.
Empowering Engagement: One centralized hub for Kelly's global teams, revolutionizing how we find and collaborate on opportunities and monitor impact. This platform offers a seamless channel to contribute time, funds, and skills to over 2 million nonprofits aligned with personal passions.
Centralized Impact: Empowering our social impact teams to consolidate programming, encompassing both emergency fundraisers and enjoyable volunteering events. This consolidation ensures a unified approach to explore personalized opportunities tailored to employee interests and skills, with our overarching social impact strategy.
Community Building: Leveraging communities from our Affinity Groups (AGs) to boost action around shared causes, fortifying a culture of purpose and belonging.
“Driving your Future” EventOn June 23, Kelly hosted 90 Detroit-area students from Developing Kingdoms in Different Stages (K.I.D.S.) at our “Career Day at Kelly: Driving your Future” event. During the event, four students were awarded college scholarships; two students received $10,000, renewable for up to four years, along with internship commitments to work at Kelly in 2024. The other two students received one-time $5,000 scholarships, also renewable.
The event brought together nearly 95 Kelly volunteers, including leaders from across the organization, and provided a transformative experience through interactive skills development and future career planning sessions led by the Kelly team.
For the seventh consecutive year, Kelly employees in the metropolitan Detroit area traded business casual attire for work boots and gloves coming out in force to support the nonprofit organization Life Remodeled and its annual Six Day Project. This year, Kelly volunteers cleared debris, cut down overgrown grass, weeds, and brush and collected trash in Detroit’s Cooley neighborhood, lending a hand to citizens in need, clearing sidewalks for pedestrians, and contributing to the overall beautification of the area.
The KellyOCG Singapore team recently collaborated at The Foodbank Singapore to address food insecurity. Volunteers joined forces to assemble essential food packets for distribution to beneficiaries across the island, providing direct assistance to families in need.
KellyOCG Malaysia volunteers organized a Corporate Social Responsibility (CSR) event that blended team bonding with a beach clean-up at Teluk Kemang Beach. The environmental impact was significant with the amount of trash picked up by the team.
At Kelly, our commitment to diversity, equity, and inclusion is integral to our overarching strategy, manifested through our workforce, workplace, and marketplace pillars. Internally, we’ve made significant strides in operationalizing DEI, fostering an inclusive culture that ensures equitable opportunities for all our employees and talent. Externally, we actively engage in strategic partnerships, positioning our DEI programs as a service to enhance and support customer's diversity initiatives, strategies, and social impact goals. The implementation of this hybrid approach reinforces our commitment to collaborate with like-minded third-party organizations to address the opportunity gap and establish innovative pathways to upward mobility.
Kelly’s Global Inclusion Council offers strategic insights and guides the Diversity Office to execute programs that align with Kelly's vision.
This council meets quarterly and is attended by Kelly’s CEO, who serves as the Executive Sponsor, as well as other senior leaders from the enterprise, ensuring alignment to our strategy and bringing diverse perspectives and collaboration of our DEI efforts across the enterprise. In 2023, the Global Inclusion Council underwent a brief hiatus amid Kelly’s organizational transformation. This allowed the realignment with the CEO Action Council's pledge and Kelly’s strategic agenda.
“Through evolved conversations, we’ve become catalysts for redefining how clients invest in diversity, moving beyond a commodity mindset to being strategic allies in achieving shared goals”.
Cultivating a culture of belonging where everyone can thrive. Commit to the activities and behaviors that support belonging. Continue to identify and break down systemic barriers to full inclusion.
2023 marked a transformative leap for Kelly with the full implementation of the Diversity Office (DO), signaling organizational accountability to Diversity, Equity, and Inclusion. With a clear mission, “DO diversity differently”, Kelly focuses on implementing tangible actions to deploy, measure, and seek real impact, making diversity a living, breathing force within and beyond Kelly’s sphere.
Fostering a robust DEI culture is not just a priority, but a fundamental commitment for Kelly. Our vision extends beyond mere compliance, aiming for DEI practices to seamlessly integrate into our organizational culture and behavior. The goal is to embed DEI principles organically, requiring no additional effort, and becoming inherent in every aspect of our strategic decisions, procedures, guidelines, performance evaluations, KPI measurements, and relationships with both customers and suppliers. We recognize that a truly inclusive culture is one where diversity is not only acknowledged but actively embraced and woven into the fabric of our everyday operations.
DEI PassportThis year, Kelly’s DEI strategy introduced the DEI Passport as a transformative learning journey for employees. The program aims to deepen their understanding and awareness of biases and inclusive behaviors while fostering continuous learning across various topics. Developed as a self-paced program, it offers a dynamic platform to expand knowledge through live interactive sessions and develops a sense of personal accountability to catalyze positive change.
Beyond a training initiative, the DEI Passport also threads into Kelly’s Engage program, linking knowledge into action while promoting meaningful volunteering opportunities.
Creating Safe and Inclusive Learning Spaces: Kelly Education “Safe Touch Policy”
Kelly’s “Safe Touch Policy” is developed as a tangible impact on how our business units embrace a culture of inclusion and belonging where everyone can thrive. In 2023, Kelly Education recognized its unique role in shaping inclusive educational spaces, moving beyond mere restrictions to proactively guide and educate educators to foster an environment for all students, particularly those with special needs.
The Safe Touch policy is a transformative approach that marks a shift in job descriptions and training paradigms, urging educators to focus on practices to guide and empower students with unique learning needs.
The Essence of "Safe Touch": Universal and IndividualizedAt its core, the Safe Touch policy extends beyond physical contact. It embodies a commitment to creating educational spaces that are safe, inclusive, and effective for every student. By establishing a universal guide for appropriate physical contact, students and staff are aware of contacts and can follow a comprehensive framework that not only meets compliance standards but redefines the appropriate physical contact education professionals engage with in supporting students within educational space.
Decoding "SAFE": A Framework for Understanding
Sensitivity to Context: Recognizing that appropriate contact varies between kindergarten students and high schoolers, emphasizing positivity and professionalism.
Appropriateness: Ensuring interactions are not only positive and professional but also contextually appropriate for the educational activity at hand.
Fully Trained: Acknowledging the significance of comprehensive training, particularly for nuanced tasks such as toileting assistance and diapering for students with special needs.
Educational Activity Integration: Highlighting the importance of incorporating the principles of "Safe Touch" into educational activities.
In a landscape where special education is about tailored services and support versus confinement to a specific classroom, “Safe Touch is a commitment to universal principles that benefit every student while recognizing the specialized needs of some. It is a powerful step toward building a more inclusive and equitable education experience.”
Attract, hire, develop, and retain a diverse workforce for Kelly and our clients. Advance Persons of Color (POC) and women in leadership roles. Expand our ability to source and retain a diverse workforce.
We are actively shaping and evolving the culture at Kelly, creating an environment that reflects our commitment to DEI and enhancing our ability to attract, retain, and develop a diverse workforce for Kelly and the talent placed for our clients. Our vision is to transcend the traditional notion of affinity groups confined to communities; we are exploring the varied interests of individuals and envisioning resource groups that contribute significantly to our internal recruitment efforts, talent pool development, and strategic business initiatives.
Affinity Groups play a pivotal role in our recruitment and employee engagement endeavors. They serve as dynamic entities within our organization, each equipped with an annual action plan designed to not only support our overall business strategy but also cater to the unique needs and interests of individual members. This approach ensures that the initiatives put forth by our members align with the overarching goals of each Affinity Group to foster a sense of community and contribute to the growth and development of our talent pool.
This initiative has a significant multiplier effect on our customers and communities. As our teams hold ongoing client interactions, the true impact lies in how we cultivate a community and culture of inclusion in the workforce and the talent we deploy every day.
Events
Members
Memberships
In 2023, our Affinity Groups hosted over 100 events throughout the year and surpassed 930 members and 1,600 memberships. A standout initiative was the mentorship program that connected internal mentors and mentees in conversations that facilitated opportunities for professional and personal development and networking.
Quotes from Our Mentors and Mentees
“Growth is about what you are willing to volunteer for. The more you volunteer for things the more things you will be exposed to and the more you will grow.”
“Loved the opportunity to meet emerging leaders across Kelly. I always say I learn as much if not more from my mentees.”
“I liked that it was somewhat structured but still allowed us to venture off on different topics that we wanted to discuss.”
Affinity Group Mentorship ProgramOver a 6-month structured program, mentors and mentees explored a variety of topics to support employee internal growth and development. These are the impactful achievements that highlight the success of this new initiative:
Diverse Participation: 206 mentees, representing various Affinity Groups, actively engaged in the mentorship program.
Positive Mentee Feedback: 97% of mentees expressed a positive inclination to join the program in the future.
Shout-Outs for Mentors: The mentorship journey received recognition with multiple shout-outs submitted by mentees, reflecting the positive impact mentors had on their professional development.
Comprehensive Affinity Inclusion: Mentees from all Affinity Groups were actively represented, creating a diverse and inclusive space for growth-focused individuals.
Leadership Engagement: The program involved 54 mentors from Kelly's leadership, bringing a wealth of experience and guidance to the mentees.
High Mentor Satisfaction: 100% of mentor respondents expressed their willingness to take part in mentoring programs in the future.
Scale efforts and partner to amplify equitable and enriching work for all. Respond to our client’s DEI needs. Develop products that focus on the S in ESG and Equity@Work.
Kelly experienced a transformative year in 2023, particularly through its Equity@Work initiatives and DEI goals. As we delve into the achievements, metrics, and future trajectory, it's essential to recognize the profound impact on talent, internal culture, and external relationships.
Kelly´s goal is to integrate DEI practices with both clients and our talent. Our comprehensive Equity@Work initiatives, exemplified by programs like Kelly33, accentuate our commitment to collaboratively identifying and eliminating employment barriers. These barriers include outdated practices such as restrictive background checks, drug screens, unnecessary degree requirements, and policies that hinder opportunities.
To broaden these initiatives, we actively forge partnerships with national and local organizations, strategically creating new talent channels in identified regions. Our ongoing collaborations with clients extend to those keen on promoting equitable access for justice-involved and under-represented individuals. We ensure transparency and visibility into results by tracking and reporting key metrics including turnover, fill rates, time to fill, and assignment tenure, both before and after barrier removal.
In 2023, approximately 5,639 individuals had barriers removed that could have hindered their employability. Partnering with 45 clients across diverse industries, such as Automotive, Manufacturing, Agriculture, Logistics, and Pharmaceuticals, we successfully removed barriers from drug screens, background screens, and other actions (testing, unnecessary interviews, and physical screens) by 41%, 49%, and 10%, respectively.
Clients implementing Equity@Work have shown positive outcomes, including an impressively low 10.2% turnover rate and a remarkable 87.9% fill rate. We continue expanding the program, building networks in strategic locations to create new talent channels, and are partnering with several clients to execute Equity@Work through our innovative Kelly33 program. Together, we continue to drive meaningful change in the employment landscape.
Hiring second chance workers is not only an act of social responsibility but has proven to be good for business. Since 2022, Equity@Work introduced the Kelly 33 program which has yielded impressive results.
Equity in Action
Kelly 33: Paving the Way for Second Chance HiringOne of the significant challenges to advancing DEI initiatives in the marketplace hinges on the profound impact of criminal records on employability. A staggering 33% of working-age Americans, 78 million adults, bear the burden of a criminal record, impeding their access to meaningful work. Outdated and unjust hiring practices, often marked by blanket bans, disproportionately affect minorities and impede companies' talent acquisition efforts, resulting in an annual cost to the U.S. economy of nearly $80 billion.
We advocate for a comprehensive approach, urging a review of internal hiring practices, an end to blanket bans on candidates with non-violent criminal records, and individualized reviews of offenses for job-relatedness with our customers.
As we expand the program, build networks, and identify opportunities to create new talent channels, we actively seek partnerships with clients interested in fostering equitable access to employment opportunities for justice-involved individuals.
Kelly Certification InstituteThe Kelly Certification Institute is a sustainable upskilling training solution that provides lifelong learning opportunities that 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 with the skills needed for a career path in an official platform.
In our external collaborations, we engage with entities such as the Departments of Corrections in Iowa, Pennsylvania, Kentucky, Tennessee, and Missouri, as well as impactful non-profits like the Vera Institute of Justice, Responsible Business Initiative for Justice, and the Second Chance Business Coalition. Partnering with organizations and industry allies such as the World Employment Confederation, American Staffing Association, and CEO Action, we amplify initiatives like Equity@Work and the Kelly33 second chance hiring program.
Internally, our focus centers on fostering a deep understanding of Equity@Work as a potent talent strategy for our clients. This year we've prioritized education, ensuring that DEI considerations are woven into every conversation, whether related to talent strategy or broader organizational goals.
Externally, Equity@Work serves as a talent strategy aligned with customer needs. It addresses gaps in accessing talent, emphasizing education, policy adjustments, and screening process evaluations. The Kelly 33 "Second Chance" program has notably expanded, creating networks that extend beyond industry partnerships to directly engage with communities.
Our collaboration with organizations like the Responsible Business Initiative for Justice reflects our commitment to building connections and providing opportunities for those re-entering the workforce. Data from 47 clients with Equity@Work programs highlight significant positive outcomes, forming the foundation for future growth.
As we conclude 2023, stories of impact are unfolding—from transforming hiring policies to creating opportunities for overlooked individuals, Equity@Work catalyzes positive change. The focus on education, partnerships, and community engagement sets the stage for a future where equity is a lived experience for all. We look forward to sharing more compelling stories of transformation and progress.
Looking ahead to 2024, our primary focus is on proactive growth, aiming to expand the client base from 47 to over 100. Beyond professional and industrial spaces, we plan to extend community engagement, working closely with local leaders and organizations to support individuals re-entering the workforce holistically.
Suppliers are crucial contributors to the deployment of third-party workforce solutions globally. As stewards of the workforce across our global network, Kelly is committed to fostering responsible business practices and ensuring rigorous labor standards in our supply chain.
In 2023, we strategically focused on understanding the underlying initiatives driving change for our customers. Often, the answer leads to the critical role played by individuals in ESG roles, who now spearhead businesses, assess risks in supply chains, and intensify social efforts. For Kelly, this intersection is particularly impactful, leveraging our strength as a talent company to profoundly influence social connections at work, aligning it with our noble purpose.
Kelly supplier diversity initiatives are embedded into the broader DEI strategy. This integration optimizes internal resources and aligns our marketplace initiatives to drive a meaningful impact for our workforce and communities. Our Supplier DEI (SDEI) program aims to promote, develop, and increase business opportunities for diverse and underrepresented suppliers that serve our global supply chain and sourcing strategy.
A dedicated internal leader has been appointed to guide our global supplier network beyond compliance, offering resources to empower small and diverse suppliers irrespective of their gender, race, ethnicity, sexual orientation, veteran status, and disability condition. Through the development of dedicated programs, we drive the adoption of best practices that enhance business opportunities within the industry and increase customer engagement on initiatives that can replicate and cascade in their supplier base.
We have also extended our supplier diversity efforts beyond the direct impact of traditional SDEI impact. For example, we monitor and evaluate SDEI impact through the creation of jobs, income, and tax implications resulting in the utilization of diverse suppliers.
2023 SDEI Socioeconomic Impact
24,640 hires by our diverse supplier network
$2.2B diverse spend under management
Approximately 465 suppliers participated in our diverse programs
$1.5B diverse spend in STEM and Professional Labor categories
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).
A Legacy of Marketplace StrategySince 1979, Kelly has been at the forefront of supplier diversity in the marketplace. This enduring commitment extends beyond mere procurement, delving into how supplier diversity serves as a connector to talent diversity.
Innovation in Tracking: A New Tool for DEI DataKelly recently launched a tracking application, a revolutionary tool for customers seeking insights into their contingent workforce strategy's DEI impact. This marks a significant step in showcasing the higher value of supplier diversity from an economic standpoint. The data provides information to accelerate the collaboration with small and diverse suppliers, particularly those from under-represented backgrounds, and their contribution to the community's economic upliftment.
Economic Impact Beyond Revenue: A Holistic ViewThe economic impact focuses on empowering small suppliers with technology and resources that expand their business outreach and job creation opportunities, enabling suppliers to drive impact in their local economy. The resulting tax incentives from economic impact efforts support schools and local resources, making it a cyclical contribution that distinguishes Kelly's work in the marketplace. See 2023 SDEI Socioeconomic Impact for statistics.
Development and Mentorship: Nurturing Supplier PotentialKelly invests considerable time in developing and mentoring suppliers. This involves personalized coaching as well as group development and training sessions, such as the "Gold Star Training Program." This program is thoughtfully designed to focus on under-represented groups within the supply chain, providing specific training and additional resources both internally at Kelly and through external partners like the American Staffing Association.
Collaboration and Partnerships: Building a Comprehensive ApproachKelly collaborates with leaders, bringing all the pieces together to create a cohesive strategy. The marketplace conversation has evolved into a multifaceted dialogue where discussions around supplier diversity act as gateways to broader topics such as talent diversity.
Paving the Way for TransformationIn weaving together supplier diversity and talent diversity, Kelly stresses its role as a transformative force in the talent space. This journey is a strategic initiative that continues to evolve, setting new standards for sustainability and inclusivity in the marketplace.
Kelly has been consistently evaluating the contractual and compliance performance of its supplier base. This proactive approach aims to inspire global partners and suppliers to embrace best practices and elevate their performance standards.
In the complex landscape where many suppliers are required to align and develop their internal procedures with internationally recognized sustainability and social responsibility practices, Kelly has strategically developed initiatives to understand and address how to work effectively with them. In the last two years, Kelly adjusted its Supplier Risk Management program to enhance risk management practices and increase visibility over developing suppliers. Since its implementation, Kelly has conducted specific assessments to mitigate identified risks and engage with other industry organizations to address main ESG and emerging challenges.
Kelly communicates expectations to suppliers through the Supplier Code of Conduct - This serves as a comprehensive framework for business standards and ethical guidelines. The Supplier Code of Conduct is aligned with Kelly's values and principles, and industry standards such as the World Employment Confederation, Responsible Business Alliance (formerly known as the Electronic Industry Citizenship Coalition Code of Conduct), and the ten principles of the United Nations Global Compact. Suppliers are expected to recommit before any assignment to the Code and guarantee ethical standards and compliance.
Looking ahead, Kelly recognizes the need to fortify its position in risk assessment and governance within the supply chain. This involves a meticulous examination of how we align our work with customer contracts and suppliers, and leverage technology to use data-driven insights to assess and monitor the impact across our supply chain.
Supplier collaboration is essential to ensure alignment of workforce practices and achieve long-term positive impact for the industry and our clients. We endeavor to serve as a conduit for meaningful communication between our clients and our diverse supplier network, ensuring that the client's vision, mission, values, and ESG goals resonate within the talent pool.
While many of our clients excel in their environmental and governance domains, Kelly's strength lies in serving as a partner to boost their social commitments. Together, we create a comprehensive approach, addressing issues related to social inequality and workforce inception, areas where our combined efforts become a powerful force in the marketplace.
As we maintain ongoing communication with our clients and suppliers, we can support the evaluation and engagement process, enhancing performance management and impact on business and value growth.
Our Responsible Supply Chain Management Model employs a holistic strategy, incorporating supplier strategy engagement, risk management, and Corporate Sustainability initiatives to advocate for ESG standards throughout all supplier networks. In 2023, approximately 88.4% of suppliers adhered to the Supplier Code of Conduct as the main framework to conduct business with Kelly.
Supplier EngagementThe KellyOCG team has partnered with one of our technology clients to support identified suppliers in their audit program and raise their policies and practices in line with the RBA Supplier Code of Conduct, focusing on social, environmental, and ethical industry standards. This year, our team supported an additional group of 14 global suppliers and expanded their engagement efforts with supplier materials, including EHS training for contingent workers, pay and offer documents, employment applications, and anti-harassment training.
Since 2021, this program has supported 35 suppliers by providing rigorous guidelines to analyze and guide their performance based on self-reporting information and 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 2024 to include new suppliers and geographies.
KENU: Nurturing Minds in the Heart of the AmazonThrough a strategic partnership forged during Kelly's Supplier Excellence Awards, Kelly and its suppliers joined forces to contribute to KENU's educational initiative, making a significant impact on the Forest School Tena in Ecuador. This collaboration resulted in substantial outcomes, enduring partnerships, and a commitment to long-term investments in education.
This year, a comprehensive scholarship was extended to a 4-year-old child from the economically challenged Kichwa community in the Amazon. Covering various aspects such as tuition and school supplies, nutrition, accident insurance, and transportation, the scholarship transcends educational access to contribute to breaking the cycle of limited opportunities within the Kichwa community, thus fostering cultural preservation, and uplifting the entire community.
Mentoring Women-owned BusinessSince October 2022, a dedicated mentor of our female leadership team has volunteered time to support the development and growth of a small woman-owned business based in Nairobi, Kenya. This membership program has emphasized business growth, the power of networking, resilience, effective communication, forecasting, budgeting, and providing strategies and valuable insights to the mentee during monthly sessions.
Moreover, the mentorship has facilitated valuable connections within the global recruitment space, significantly expanding business networks and opportunities.
“This individualized and personal mentorship program has helped me gain clarity over my strategies and goals. By following her mentoring tips and insights, I have grown my business and increased my pipeline opportunities for the next year. I am thankful for her mentorship.”
Managing Director of Women-Owned Supplier participating in the mentorship program.
