Social

IN THIS SECTION:

Key Highlights

Employees and People

Engagement

Inclusion and Belonging

Supply Chain and Customer Relations

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Key Highlights

Kelly’s noble purpose is to connect people to work in ways that enrich their lives. We are committed to fostering a more accessible and opportunity-driven workforce, providing greater access, opportunity, fair treatment, and advancement for all. This commitment enables individuals to contribute fully to the communities where they live and work. Guided by this purpose, our actions create shared value for employees, customers, suppliers, and broader communities.

Inclusion and Belonging: Removed barriers for 11,000+ individuals; Resource Groups engaged 1700+ participants across 31 events, hired 3,750+ veterans.
Community and Volunteerism: 5,600+ volunteer hours (713 employees); company contributions of nearly $334,000 USD invested in community and civic initiatives; launched the first annual Global Month of Service, Hands & Hearts campaign.
Employee Engagement: Employee engagement score 75%.
Supplier Inclusion: Supplier Inclusion spend: $1.8B, supporting 16,819 jobs; over 98% of suppliers signed the Supplier Code of Conduct.

Ongoing Priorities

Formally launch Kelly Hands & Hearts as a structured volunteer program with tracking and impact reporting.
Continue expanding labor standards, human rights due diligence, and open-access initiatives across operations and the supply chain in line with the UN Guiding Principles on Business and Human Rights (UNGPs) expectations and evolving U.S. and global regulatory requirements.

SDG Alignment

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Employees and People

Our People

At Kelly, our mission is to create connections that go beyond job opportunities—enriching lives and uplifting communities. Our people are our greatest asset. We are committed to providing opportunities that generate shared value for stakeholders while maintaining fair working conditions and the highest safety standards.

Our employee-focused approach is guided by regular feedback and a thorough understanding of our workforce. We engage employees through multiple channels, including internal meetings, engagement surveys, our intranet portal, chatbots, training sessions, and industry trend discussions. This ongoing dialogue enables us to support, empower, and develop our teams effectively.

We cultivate a connected, supportive, and safe environment, collaborating with business partners and customers to create meaningful work opportunities. This approach helps attract and retain top talent while ensuring every individual can reach their full potential.

In an evolving workforce landscape, Kelly is not just a talent company—we are architects of progress, building a fair and empowering future for every career journey. The programs and initiatives highlighted in this section showcase our ongoing investment in employee growth, well-being, and development.

Employee Demographics - Global

Total U.S. full-time employees in 2025: 4,807

Employee Turnover - U.S.¹

Total U.S. full-time employee turnover rate in 2025: 1,081

Employee Demographics - U.S.¹

Total U.S. full-time employees in 2025: 3,557

¹U.S. includes employees in Puerto Rico.

Senior Leadership - U.S.¹

Total U.S. full-time senior leadership in 2025: 46

Management - U.S.¹

Total U.S. full-time management in 2025: 3,037

Non-management - U.S.¹

Total U.S. full-time non-management in 2025: 474

New Employee Hires - U.S.¹

Total U.S. full-time new employee hires in 2025: 561

Strengthening Our Culture

Kelly is deeply committed to fostering an engaged, high-performing workforce and a strong culture of connection and respect. We promote skills-based recruitment, continuous learning, people-focused performance conversations, and internal career mobility—enabling employees to thrive. By embedding engagement practices throughout the employee lifecycle and acting on insights, we reinforce a connected and resilient workforce.

Engaging Our People

Our employees are central to Kelly’s mission and enterprise success. By fostering open, continuous dialogue, we enable employees to share authentic perspectives, strengthen collaboration, foster shared ownership of goals, and guide operational decisions across the organization.

Listening and Acting on Employee Feedback

We conduct quarterly pulse surveys to capture real-time insights and drive meaningful action. This approach empowers leaders at all levels with timely results to address gaps and recognize successes within their teams.

In 2025, engagement closed at 75%, consistent with industry benchmarks. Participation remained strong during significant enterprise changes, including major business announcements, acquisition integration, technology modernization, and a CEO transition as Kelly approached its 80th year.

Turning Insights into Action
in 2025

Expanded onboarding and exit surveys to capture sentiment at key moments in the employee journey.
Facilitated open listening sessions following the CEO transition.
Conducted focused discussion groups and post-pulse team conversations.
Provided leaders with accelerated access to engagement dashboards for faster action.

These efforts translated employee feedback into tangible improvements, enhancing the overall experience, reinforcing our culture of respect and accountability, and empowering employees to contribute fully to Kelly’s mission.

Engagement Highlights

AI-Enhanced Insights: Integrated AI into comment analysis and quantitative engagement summaries, enabling faster, more actionable insights for leaders.
Overall Engagement Score: 75% – in line with Professional Services and global benchmarks.
Belonging Score: 72% – slightly below benchmark, with continued focus for 2026.

Investing in Our People:

Employee Attraction, Retention,
and Development

Talent Attraction and Retention

We create an environment where employees are inspired, engaged, collaborative, and successful. Our employment policies promote fair access regardless of background, expertise, or perspective.

Expanding Our Talent Pipeline

We leverage technology to identify talent beyond standard education requirements. Standardized interview guidelines aligned with Kelly’s core values, combined with behavioral-based questions, enable a comprehensive assessment of candidate competencies for success.

Summer Internship Program – IDEA (Intern Development Experience Academy)

In summer 2025, we launched the Intern Development Experience Academy (IDEA), a structured internship program designed to provide students with hands-on experience in the corporate world and staffing industry. The program gives participants the opportunity to work alongside teams across the business, gaining exposure to real projects that support both clients and internal operations.

Throughout the program, interns engaged with colleagues across various functions, including senior leaders, and participated in learning sessions, networking opportunities, and community volunteering activities. These experiences were designed to help interns build practical skills, professional confidence, and a deeper understanding of the workplace.

IDEA reflects our commitment to developing early-career talent by creating meaningful opportunities for learning, growth, and connection.

Elevating Our Employer Value Proposition (EVP)

Kelly’s enhanced EVP articulates authentic and meaningful experiences. At its heart is our noble purpose: changing lives. This principle inspires employees to engage in meaningful work, grow personally and professionally, and embark on a journey to transform lives.

Pathways 2 Growth: Supporting Career Development

Pathways 2 Growth provides transparency and guidance for performance, rewards, and career progression. Employees can explore roles, compare positions, and plan growth, fostering a dynamic and resilient workforce.

Performance

Our People Performance process makes it easy for employees to document and align their goals with enterprise and team priorities. This process encourages regular, meaningful conversations between employees and managers, focusing on career aspirations, development, and alignment on expectations, outcomes, opportunities, and total rewards. These conversations take place quarterly, ensuring continuous engagement and alignment.

Rewards

We place strong emphasis on improving transparency and education regarding compensation and benefit investments at Kelly. Employees now have a better understanding of their incentive opportunities and how performance at the company, team, and individual levels impacts available incentive funding and compensation. Additionally, regular access to total rewards statements and well-being prompts are integral components of our commitment to employee well-being.

Careers

We continued to enhance our Career Framework in 2025, including the interactive tool, providing deeper clarity into job profiles and commensurate skills supporting employees in planning their continued success. We also developed additional complementary resources for both leaders and employees on ways to explore growth and development aspirations and plans. This ensures that employees in the United States, Puerto Rico, and Canada can review job information, compare roles, and explore open positions within the company while they are purposely reflecting on and discussing their career interests and goals.

Recognition and Community: Celebrating Excellence

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.

Kelly Honors Program

Our Kelly Honors Program is a behavior-oriented annual recognition program rewarding employees who exemplify Kelly’s playbook values. Nominations are open to all employees and evaluated by a dedicated team. Six recipients are celebrated year-round through showcases, panel invitations, strategic meetings, and development opportunities.

Every Day Recognition Program

Launched in 2025, the program highlights contributions throughout the year, making appreciation visible, frequent, and genuine. It fosters a culture where employees feel seen, valued, and motivated every day.

Examples of Kelly Honors Recipients

Living Our Noble Purpose

Demonstrated exceptional commitment and care by flexing to support a customer program, empowering colleagues to develop new skills and experience. She also maintained a steadfast dedication to supporting her client’s supplier inclusion goals, earning client recognition for turning the customer’s responsible procurement vision into measurable outcomes.

Winning Through Our People

A hands-on leader who actively mentors her team, resulting in multiple internal promotions. Through her guidance, she strengthens the talent and drives operational and service excellence in a fast-growing market.

Leader Who Thrives

A forward-thinking leader who excels at uniting people, processes, and technology, proactively positioning Kelly for both immediate and long-term success, while uncovering and unlocking revenue-generating opportunities and solutions.

Compensation

Kelly provides competitive, fair, and fiscally responsible total rewards programs designed to attract, retain, and reward the talented individuals critical to achieving our strategic goals and creating long-term shareholder value. Our pay-for-performance structure—covering base salary, short-term incentives, and long-term equity awards for senior employees—aligns individual contributions with organizational success.

We regularly review our compensation and benefits programs to ensure alignment with market practices and evolving workforce expectations. Kelly is committed to pay equity, basing compensation on knowledge, skills, experience, and performance. This approach ensures consistent total rewards opportunities for employees while maintaining competitiveness and fiscal responsibility.

Learning and Development

We cultivate a growth-oriented culture that encourages curiosity, collaboration, and innovation, making learning a continuous journey for every employee. Our Learning Management Systems provide a broad range of training programs—from soft skills to technical expertise—designed to strengthen employees’ capabilities and prepare them for the evolving demands of the workforce.

Our initiatives emphasize accessible, on-demand learning and actionable insights, empowering employees with self-service tools to make informed decisions about their development. The Learning and Development team delivers timely, accurate support, enhancing the overall employee experience and ensuring learning is engaging, relevant, and impactful.

In 2025, U.S. full-time employees completed approximately 26,625 total hours of training, including compliance programs, averaging 6 hours per employee, reflecting our commitment to continuous learning and workforce readiness.

Advancing Workforce Readiness Through Targeted Training

Across its specialized talent segments, Kelly develops workforce solutions that address evolving industry needs and strengthen talent pipelines.

For example, Kelly Education introduced the LEARN Standards, a research-backed framework that establishes clear competencies for substitute teachers and paraeducators. By providing structured training and defined performance expectations, the framework improves workforce readiness, supports retention, and enhances classroom effectiveness.

This approach reflects Kelly’s broader commitment to upskilling talent, improving workforce quality, and delivering meaningful outcomes for clients, workers, and the communities we serve.

L.E.A.P. - Empowering Leaders for Impact

The Lead. Empower. Accelerate. Perform. (L.E.A.P.) program equips people leaders with resources, strategies, and practical guidance. It develops modern leadership capabilities through e-learning, immersive sessions, real-life scenarios, and collaboration with experts.

L.E.A.P. supports both new and experienced leaders in building confidence and fostering organizational leadership excellence.

Strategic Alignment and Holistic Development:
L.E.A.P. is strategically designed with a flexible curriculum that includes holistic e-learning and immersive virtual sessions to boost participant engagement and growth.

Equipping Leaders for Success:
The program offers participants standardized resources to develop skills for navigating business complexities and effectively leading teams. It places significant emphasis on fostering meaningful interactions between leaders and their team members.

Continued Investment in Kelly Leaders:
In 2025, 154 people-leaders participated in the L.E.A.P. leadership development program. They engaged in real-life scenarios and collaborative activities, empowering them to enhance their personal and collective impact.

Employee Wellness: Supporting Health, Well-being, and Balance

We recognize that our long-term success is directly connected to the health, safety, and resilience of our workforce, and we maintain policies and practices to support employee well-being globally. For employees working at customer locations where Kelly remains the employer of record, we maintain responsibility for all assignments, including ensuring appropriate health and safety protocols, wages, benefits, workers’ compensation insurance, and administration of payroll taxes. Talent on assignment also has access to competitive health and benefits programs while working with Kelly.

Elevating Employee Well-being

Employee wellness is a core part of our culture. Our U.S. medical plans include a virtual physical therapy program, and we maintain competitive international benefits to support employees and their families.

Comprehensive Health Benefits

Kelly provides an extensive suite of medical, health, and wellness offerings, including coverage for healthcare, vision, and dental needs. Employees have access to health savings accounts, flexible spending options, and a range of insurance plans—covering life, disability, accidental events, and more.

The Employee Assistance Program (EAP) provides counseling, mental health resources, and wellness programming, including the Calm app for mindfulness and stress management. Additional wellness initiatives include weekly well-being messages and ongoing access to virtual resources through the Kelly Learning Center, supporting remote work, work-life balance, and mental health.

Supporting Families and Fertility

Recognizing varied family structures, Kelly offers fertility and family-building benefits, including paid parental leave, adoption support, and fertility assistance.

Financial Wellness and Security

Kelly promotes financial wellness through retirement plans that integrate educational assistance, tuition reimbursement, and innovative programs such as Peanut Butter, addressing student debt. Voluntary plans include accident, legal, critical illness, and whole-life coverage, complemented by employee perks and discounts.

Work-Life Balance

We recognize the importance of personal time and flexibility. Kelly offers a broad range of paid time-off options, flexible work arrangements, and policies that help employees balance work and life commitments, creating a supportive and resilient workplace.

Resources for Remote and Hybrid Work

The Kelly Learning Center (KLC) continues to provide remote employees with tools, resources, and technologies to engage effectively, access wellness programs, and maintain connection with colleagues, reinforcing our commitment to a holistic, respectful, and accessible approach to employee well-being.

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Engagement

Social Investment Programs

Kelly’s commitment to social responsibility is rooted in strategic community engagement. Our social investment strategy strengthens the communities and regional economies where we operate, with a focus on workforce readiness, civic leadership, and broad-based economic growth. We combine thoughtful philanthropy, purposeful partnerships, and support for small, minority-, women-, and disadvantaged-owned businesses and communities to drive meaningful, long-term impact aligned with our corporate strategy.

In 2025, Kelly donated over $177,700 USD to community and social impact initiatives and invested nearly $156,250 USD in civic and economic development efforts that enhance education, training, and employment opportunities. Together, these investments reflect our commitment to strengthening communities and expanding access to economic opportunities.

Social Investment Focus Areas

Social investment includes contributions to organizations that advance economic development, workforce readiness, civic leadership, and community vitality in the regions where we operate.

Community and Social Impact

Direct investments that address critical community needs and improve quality of life. These include partnerships with organizations such as United Way and other nonprofits focused on education, housing, health, and equity.

Civic and Economic Development

Engagement with regional organizations that promote economic development, workforce innovation, and civic leadership.

Political contributions and lobbying activities are excluded from our social investment totals and are governed by separate policies and oversight.

Supporting Hunger Relief

As part of our social investment strategy, Kelly contributed to Feeding America’s Food Rescue Fund, helping the nationwide network of food banks expand capacity to source and distribute nutritious meals to communities facing food insecurity.

In 2025, the Feeding America network rescued 4.29 billion pounds of food—an increase of 192 million pounds from the prior year—moving closer to its goal of rescuing 5 billion pounds annually. Kelly’s contribution helps expand the organization’s capacity to source, distribute, and share food efficiently, ensuring that families across the country have access to the nutrition they need.

By strategically supporting the Food Rescue Fund, Kelly reinforces its commitment to community well-being and long-term food security, while empowering organizations that address hunger at scale.

Kelly Hands & Hearts in Action

Kelly empowers employees to make a difference in their communities through the Kelly Hands & Hearts program, which encourages volunteerism and charitable giving. Employees receive a paid Volunteer Day to participate in individual or group activities that reflect their passions and support local needs.

In 2025, Kelly employees contributed over 5,600 volunteer hours across the United States and Canada, engaging approximately 713 team members in a wide range of community projects. This total includes the inaugural Global Month of Service (GMOS), where employees contributed over 1,400 hours across 130+ unique initiatives in 8 countries and 36 U.S. states. Volunteers shared stories of their experiences, highlighting Kelly’s global commitment to community engagement. Building on this success, the Global Month of Service will continue annually, providing more opportunities for employees to make a meaningful difference worldwide.

By leveraging technology platforms, Kelly tracks volunteering and giving initiatives to maximize impact, enhance collaboration, and share opportunities globally. Through Kelly Hands & Hearts, employees actively strengthen communities while reinforcing Kelly’s core values of service, engagement, and social responsibility.

Employee Giving Initiatives: United Way

In 2025, Kelly supported the United Way during Giving Tuesday, sponsoring a 100% donation match to amplify employee contributions and maximize impact. This initiative helped support local programs addressing food insecurity and holiday needs in communities where many Kelly employees live and work.

Kelly also provided donations to other local United Ways across the United States, reinforcing its commitment to giving back during the holiday season. By matching employee donations, Kelly strengthens community programs and empowers employees to make a meaningful difference.

Key Engagement Metrics – 2025

5,600 volunteer hours contributed by employees
713 team members participated in community initiatives
1,400 GMOS hours across 130+ initiatives in 8 countries and 36 U.S. states
$29,839 USD contributed to Kelly Relief Fund; $2,000 USD in grants disbursed

Community Impact

Across the globe, Kelly employees dedicated time and energy to support local communities, fight hunger, advance education, promote health, and care for vulnerable populations.

Revitalizing Neighborhoods

Nine Years of Impact with Life Remodeled (Michigan)

Kelly employees in metropolitan Detroit partnered with Life Remodeled for its Six Day Project, marking the ninth consecutive year of participation. More than 70 volunteers cleared blight from an abandoned school, alleys, and yards, helping create safer, cleaner spaces in the Anchor Detroit neighborhood. Homeowner appreciation underscored the tangible difference made through teamwork and service.

Advancing Health and Wellness

Life-Saving Blood Donation (Malaysia)
ETM Malaysia partnered with the University Malaya Medical Center for a blood drive, with 85 donors contributing approximately 37 liters of blood. Employees and community members helped provide life-saving support to patients in need.

Raising Awareness for Blood Cancer (California)

The Science & Clinical Bay Area team participated in Blood Cancer United’s Light the Night event, raising awareness and showing solidarity with those affected by blood cancer.

Walking for a Cure (Oregon)

Team Kelly Oregon joined the American Cancer Society 5K Walk to raise awareness and support cancer research, highlighting employee-driven volunteerism and social impact.

Racing for a Cause (Puerto Rico)

SETT Puerto Rico’s Recruitment and Operations team and their families took part in the Susan G. Komen 5K Race for the Cure, strengthening team bonds while supporting breast cancer awareness and research.

Supporting Local Food Banks

Food Bank of Delaware: The Education PTS team packed cereal for distribution at the Food Bank of Delaware, gaining insight into the logistics and teamwork behind supporting local families in need.

Brantford Food Bank (Canada): ETM Ontario volunteers assembled care packages for schools, sorted donations, and handled fresh produce at the Brantford Food Bank, addressing local food insecurity.

Puerto Rico Food Bank: The ETM Puerto Rico team prepared 150 boxes of nutritious food at the Puerto Rico Food Bank, restocking pantry shelves and helping families in need.

Food Bank of Somerset County (New Jersey): The J&J ETM team volunteered at the Food Bank of Somerset County, assisting with food distribution and supporting essential needs.

Thrive by Hope Food Pantry (Georgia): The MRP Human Resources team repacked bulk vegetables into family-sized portions at Thrive by Hope’s drive-thru food pantry, supporting hundreds of families.

Fighting Hunger

Packing Meals for Global Impact (Arizona)

The Arizona BPO team packed sustainable rice meals for Feed My Starving Children, providing year-long nourishment for 104 people and supporting global food security efforts.

Food for Seniors in Need (Michigan)

Global Finance leadership volunteered with Focus: HOPE’s Food for Seniors in Need program in Detroit, helping stock shelves and assist seniors with shopping and groceries.

Empowering Education and Youth

Supporting STEM Education (Massachusetts)

Boston-area colleagues packed over 700 science kits for Science Club for Girls, supporting rocketry and STEM programs. A donation from the Softworld/VGS employee philanthropy fund amplified the program’s reach.

Supporting Youth at Home of Hope (Malaysia)

RPO Malaysia contributed supplies for boys aged 9–18 at Home of Hope (Rumah KIDS) and engaged in meaningful interactions, sharing encouragement and support.

Caring for Animals

Animals in Need (India)

ETM India supported the Karma Foundation, providing care for stray animals. Volunteers helped maintain safe havens for vulnerable animals, highlighting compassion in community service.

Supporting Families and Seniors

Providing Essential Supplies for Families (Georgia)

Kelly’s Atlanta ETM team partnered with Helping Mamas, sorting diapers, wipes, and period products for families in need, helping connect essential supplies to the community.

Supporting Seniors in the Community
(Puerto Rico)

The Puerto Rico OOP team assisted elderly community members through The Happy Givers Foundation, contributing to the social kitchen, community farm, and shared spaces.

Resource Sharing

In addition to employee volunteerism, Kelly extends impact through resource-sharing initiatives that repurpose office materials for reuse, extending the lifecycle of resources while providing essential equipment to community organizations (see Waste Management).

Kelly Relief Fund

The Kelly Relief Fund (KRF), funded and managed by employees, provides assistance to colleagues impacted by natural or human-made disasters. In 2025, employees contributed approximately $29,839 USD to the fund, with $2,000 USD in grants being disbursed to support three employees in need. This initiative reflects Kelly’s commitment to solidarity and mutual support within its workforce, while demonstrating the collective impact of employee generosity.

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Inclusion and Belonging

Our Approach

Kelly’s Inclusion and Belonging strategy supports our workforce sustainability efforts by strengthening access to opportunity, reinforcing talent pipeline stability, expanding supplier capability, and contributing informed market insights.

Inclusion and Belonging is embedded across our workforce sustainability approach, supporting long-term workforce participation, economic mobility, and enterprise resilience. Through practical, outcome-focused programs, we help expand access to qualified talent, strengthen workforce continuity, and support responsible growth in evolving labor markets.

Together, these focus areas demonstrate how our workforce strategy contributes to stability, innovation, and long-term enterprise value.

Equity@Work

In 2025, Kelly’s Equity@Work initiative helped remove employment barriers for over 11,000 individuals, creating access to opportunity for approximately 3,000 more people than in 2024.

In collaboration with 41 clients across automotive, manufacturing, agriculture, logistics, and pharmaceutical industries, we worked to eliminate unnecessary hiring barriers, such as redundant testing, excessive interviews, certain degree requirements, and restrictive screening practices, while maintaining compliance and role suitability standards.

By emphasizing skills, readiness, and capability, qualified individuals secured meaningful employment.

Clients implementing Equity@Work experienced positive outcomes including:

Reduced turnover
Improved fill rates
Expanded access to talent pools

Enterprise Impact

Thoughtful workforce design expands labor participation, strengthens talent pipelines, and enhances operational stability.

Workforce Supply Resilience reflects Kelly’s commitment to expanding access to meaningful work while supporting consistent delivery in competitive labor markets. By addressing barriers and strengthening career pathways, we contribute to a more stable and future-ready workforce.

Workforce Supply Resilience

SDGs Represented:

Student-Athlete Mentorship
Pilot Programs

Kelly launched Student-Athlete Mentorship Pilot Programs in collaboration with Dietz Sports Entertainment and the University of Detroit Mercy to support career readiness for graduating seniors.

More than 30 student-athletes completed structured mentorships focused on professional development, personal branding, and networking readiness.

The curriculum incorporated frameworks from the Global Mentorship Initiative (GMI), strengthening the quality and consistency of coaching while expanding access to professional networks.

These pilot programs create practical pathways from education to employment while helping employers connect with individuals who bring leadership, teamwork, and resilience.

Enterprise Impact
Early career mentorship strengthens workforce mobility and supports sustainable talent development.

Kelly contributes to responsible workforce governance through active engagement in global labor market dialogue and industry collaboration.

Through leadership roles with organizations such as the World Employment Confederation (WEC), and participation in global forums including the Human Capability Initiative in Riyadh, Saudi Arabia, Kelly contributes to discussions on workforce development, labor market modernization, and human capability advancement.

These engagements help inform enterprise strategy and reinforce responsible workforce practices across varied regulatory environments.

Enterprise Impact

Proactive participation in global workforce dialogue supports informed decision-making and long-term enterprise resilience.

Market and Regulatory Intelligence

SDGs Represented:

Strategic Supplier Inclusion Alignment

While operational details for programs such as the Supplier Inclusion Program are reported under Supply Chain and Customer Relations, these efforts align with Inclusion and Belonging objectives by expanding access to opportunities for program-qualified suppliers and extending responsible sourcing practices across the broader workforce ecosystem.

Kelly Resource Groups (KRGs) foster connection, engagement, and professional development across the enterprise.

2025 Highlights:

31 events and programs
1700+ employee participants
Members represent approximately 20% of Kelly’s full-time workforce

KRGs contribute to mentorship, leadership development, and community engagement. In 2025, members partnered with organizations such as Best Buddies and Life Remodeled to support volunteerism and neighborhood revitalization efforts.

Enterprise Impact

An engaged workforce supports retention, leadership development, and organizational culture.

Workplace Impact: Kelly Resource Groups

SDGs Represented:

Summary

In 2025, Kelly’s workforce sustainability strategy:

Expanded workforce access for over 11,000 individuals
Strengthened early career mobility through structured mentorship
Participated in global workforce dialogue to inform enterprise strategy
Supported supplier inclusion opportunities (referenced in Supply Chain and Customer Relations)

These efforts support workforce participation, economic mobility, and responsible enterprise growth reinforcing long-term value in a dynamic global labor market.

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Supply Chain and Customer Relations

Responsible Supply Chain Management

Kelly partners with companies that operate with integrity, transparency, and ethical standards, providing temporary and contract staff to our customers through KellyOCG managed service provider (MSP) programs. Our suppliers are a critical part of our ecosystem, supporting the placement of third-party labor in specialized services, including finance and accounting, engineering, IT, and scientific roles.

The resilience, flexibility, and ethical treatment of labor within our supply chain are essential to our operations and service delivery. As stewards of workforce solutions across our global network, Kelly is committed to promoting responsible business practices and maintaining strong labor standards throughout our supplier ecosystem.

We maintain a strict Supplier Code of Conduct that requires compliance with legal and ethical standards, promoting a culture of integrity, accountability, and alignment with Kelly’s values. This ensures that suppliers consistently deliver workforce solutions aligned with global standards.

These practices support consistent service delivery, mitigate risk, and reinforce trust across our global supply chain.

Third-Party and Supply Chain Risks

Third-party and supply chain risks are identified, assessed, and monitored within Kelly’s enterprise risk management (ERM) framework, with findings reported to the Audit Committee as part of the ERM team’s quarterly reporting cycle. To support continuity of services, responsible business practices, and operational resilience, Kelly proactively monitors critical risks related to its reliance on third parties, including concentration risk, vendor incident notification requirements and response protocols, and audit rights. The Company also maintains a Supplier Code of Conduct outlining expectations related to ethics, human rights, child labor, forced and compulsory labor, human trafficking, and compliance with applicable laws. Supplier adherence to these standards is continuously monitored as part of the third-party risk management process.

Managing Risk Across Our Supply Chain

Kelly places strong emphasis on regularly evaluating the contractual, ethical, and compliance performance of its suppliers. This proactive approach encourages global partners to adopt leading practices and fosters a culture of continuous improvement across our supply chain. To address evolving sustainability and regulatory requirements, the Supplier Risk Management program has been strengthened to enhance visibility into supplier practices and ensure alignment with ethical and compliance standards. Key activities include targeted risk assessments, collaboration with industry organizations, and alignment with global frameworks.

Supplier Code of Conduct

Through the Supplier Code of Conduct, Kelly communicates clear expectations for business standards and ethical behavior. This framework aligns with Kelly’s core values and international industry standards, including the World Employment Confederation, the Responsible Business Alliance, and the United Nations Global Compact’s ten principles. Suppliers reaffirm their commitment to the Code before undertaking any assignments, ensuring compliance and ethical practices across the network.

Data-Driven Monitoring and Compliance

Kelly leverages advanced technology and data analytics to assess and continuously monitor supplier alignment with customer contracts, risk profiles, and sustainability objectives. These insights support informed decision-making, strengthen governance, and reinforce ethical labor practices across our global supplier ecosystem.

In addition to managing risk, Kelly focuses on strengthening and expanding its supplier ecosystem to support long-term performance, operational resilience, and enterprise-wide sustainability goals.

Supplier Risk Management

Our Supplier Risk Management program addresses ethical, contractual, labor, and sustainability risks across vendors providing workforce and staffing services. Kelly emphasizes ongoing evaluation of suppliers’ contractual, ethical, and compliance performance.

Small Business Inclusion Program

We expand outreach to identify high-potential staffing partners worldwide, strengthening innovation and operational performance across the supply chain.

Our approach emphasizes performance, service quality, and merit-based opportunity. By reducing unnecessary barriers to entry and maintaining consistent standards, we support broader participation while ensuring operational excellence.

Suppliers are evaluated based on capability, capacity, and delivery performance. Through benchmarking, best practice sharing, and structured development support, we enable small and independent businesses to compete effectively and grow within our ecosystem.

A dedicated leadership team supports supplier development through mentorship, resources, and ongoing engagement, helping suppliers enhance capabilities and expand opportunities with customers.

We evaluate program success through economic indicators such as job creation, income generation, and broader community impact. Updated data will be incorporated as it becomes available.

Enterprise Impact

A resilient supplier ecosystem enhances flexibility, drives innovation, and contributes to sustainable economic growth.

Kelly’s Small Business Inclusion Program and Supplier Development initiatives strengthen the global supplier network, reinforcing a competitive and capability-driven ecosystem.

Supplier Inclusion Program: Driving Resilient Supply Chains

Kelly’s Supplier Inclusion Program strengthens supply chain performance by expanding access to a wider network of qualified staffing partners while advancing our workforce sustainability strategy. By engaging small and high-potential suppliers globally, the program enhances innovation, flexibility, and operational delivery. It also reinforces Kelly’s Inclusion and Belonging strategy by extending broad access to opportunity across our workforce ecosystem.

Supplier Ecosystem and Scalability

SDGs Represented:

Supplier Marketplace in Action

Kelly’s Marketplace initiatives complement the Supplier Inclusion Program, demonstrating how mentorship, early talent development, and community engagement strengthen our supplier ecosystem and advance opportunities.

Community Collaboration

Partnered with employee resource groups and supplier partners to support the annual Best Buddies Friendship Walk.
Demonstrated commitment to individuals with intellectual and developmental disabilities (IDD) through participation and financial contributions.

Supplier Development

Provided 100+ hours of mentoring, coaching, and structured learning through the Supplier Accelerator Program.
Expert-led webinars covered Risk Management for Staffing Suppliers, Technology and AI Adoption, and Sales & Marketing GTM Collaboration, equipping suppliers to strengthen and scale their businesses.

Early Talent Development

Piloted a program with Primary Talent Partners’ Pathway Program, giving students hands-on corporate experience.
Students contributed 400+ hours to project-based work, supporting Kelly stakeholders and gaining meaningful professional exposure.

Socioeconomic Impact

These initiatives enhance supplier growth, job creation, and economic opportunity within the communities they serve, strengthening a resilient, capable, and accessible global supply ecosystem.

Affiliations and Memberships

Kelly maintains active partnerships with organizations that advance supplier accessibility and responsible sourcing.

Member

Council of Supplier Diversity Professionals
WEConnect International

Affiliate

Asian Pacific American Chamber of Commerce
Disability:IN
Minority Supplier Development United Kingdom
National Minority Supplier Council
National Veteran Business Development Council
Supply Nation
Women’s Business Enterprise National Council

2025 Supplier Inclusion Socioeconomic Impact

Spend managed with program-qualified suppliers: $1.8B
Income generated with employees of program-qualified suppliers: $1.2B
Jobs filled by program-qualified suppliers: 16,819
Tax contributions from program-qualified supplier: $147M
Program-eligible businesses engagements: 435
Supplier Inclusion expenditures managed with program-eligible businesses: 46%

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 categories: Asian-Indian American, Hispanic, Women, Native American, Disabled Veteran, Asian-Pacific American, Small Disadvantaged Business, and LGBTQ. Suppliers are certified through organizations that include NMSDC, WBENC, and SBA.

Supplier Engagement and Performance

Kelly actively engages suppliers to strengthen performance and service delivery by facilitating effective communication between clients and suppliers and ensuring alignment with client sustainability goals and open-access workforce objectives. While clients often lead environmental and governance priorities, Kelly focuses on advancing social impact, including a connected, respectful workforce and broad access to opportunity.

Through ongoing dialogue and performance evaluation, we strengthen supplier capabilities and drive responsible business outcomes. Our Responsible Supply Chain Management Model integrates supplier engagement, risk management, and sustainability initiatives to promote ethical practices and long-term impact.

In 2025, over 98% of suppliers signed our Supplier Code of Conduct, underscoring Kelly’s commitment to sustainable and responsible practices.

Supplier Engagement in Action

The KellyOCG team partnered with a technology client to help suppliers align with the Responsible Business Alliance (RBA) Supplier Code of Conduct, focusing on social, environmental, and ethical standards. Over the past year, the program supported 10 new global suppliers by delivering training and resources, including:

Environmental Health and Safety (EHS) training for contingent workers
Pay and offer documentation
Employment applications
Anti-harassment training

Since 2021, the program has engaged 55 suppliers through individualized consultations, including interviews with contingent workers, to raise awareness and advance sustainability practices. In 2026, the program will expand its focus on Ethics and Integrity, helping suppliers and their workers understand how to raise concerns confidentially and without concern for retaliation.

Supplier Spotlight: Recognizing Excellence Across Our Global Network

Strong supplier partnerships are essential to KellyOCG®’s commitment to responsible and sustainable operations. In 2025, we recognized 11 top-performing suppliers with the annual Kelly Supplier Excellence Awards, highlighting outstanding performance, impact, compliance, and collaboration among our global network of over 5,400 partners.

US Tech Solutions received the Innovative Partner Award for advancing workforce technology and creative problem-solving, including their work with Kelly on the Direct Sourcing 360 product. These recognitions underscore the importance of supplier engagement in driving innovation and sustainable practices across our supply chain.

Learn more about our Supplier Excellence Award winners.