Social
IN THIS SECTION:
Social Highlights
Employees and People
Engagement
Inclusion and Belonging
Supply Chain and Customer Relations
Kelly’s noble purpose is to connect people to work in ways that enriches their lives. We strive to foster a more inclusive and equitable workforce, providing better access, opportunities, fair treatment, and advancement for everyone. This commitment enables individuals to contribute fully to the communities where they live and work. Our actions are driven by this purpose, allowing us to create shared value for all our stakeholders.
Through Equity@Work, we helped remove barriers to employment for over 8,000 individuals.
Participation in Resource Groups reached approximately 987 members, alongside hosting 79 events.
Achieved over 5,600 hours of volunteering, engaging approximately 725 employees across the U.S. and Canada.
Kelly employees donated over $89,200 USD to charitable organizations worldwide, including the Kelly Relief Fund.
Kelly donated approximately $258,005 USD to social investment programs.
Our year-end employee engagement score improved to 78%.
Over 3,900 veterans were hired through our talent network.
Connected approximately 443 diverse and underrepresented suppliers to our Kelly network.
99% of suppliers signed the Supplier Code of Conduct in 2024.
Scale efforts and partnerships to enhance equitable and enriching work through inclusion and belonging initiatives.
Enhance global and local community engagement by utilizing a new volunteer portal, forming a volunteer ambassador team, and launching a Kelly "Month of Service."
Drive results through external assessments, evaluation, benchmarking, and collaboration with internal teams.
SDG Alignment
At Kelly, our mission is to create connections beyond job opportunities, enriching lives and uplifting communities. Our people are our greatest asset, and we are committed to creating opportunities that generate shared value for all stakeholders while upholding fair working conditions and safety standards.
Driven by employee feedback, our strategy is deeply rooted in understanding our people. We engage with our employees through various channels, such as internal meetings, engagement surveys, our Intranet portal, chatbots, resource groups, training sessions, and discussions on industry trends. This ongoing engagement helps us understand and support our workforce effectively.
We foster a connected and inclusive environment, collaborating with business partners and customers to create meaningful work opportunities. This approach helps us attract and retain top talent, ensuring every individual can unleash their full potential.
In an ever-evolving workforce landscape, Kelly is not just a talent company; we're architects of progress, building a fair and empowering future for every career journey. The various programs and initiatives that underscore our commitment to investing in our employees' growth and well-being are showcased in this section.
Total global full-time employees in 2024: 5,505
Total U.S. full-time employee turnover rate in 2024: 871
Total U.S. full-time employees in 2024: 4,186
1U.S. includes employees in Puerto Rico.
Total U.S. full-time senior leadership in 2024: 126
Total U.S. full-time management in 2024: 1,380
Total U.S. full-time non-management in 2024: 2,680
Total U.S. full-time new employee hires in 2024: 570
Kelly is profoundly committed to creating an inclusive environment with diverse teams and fostering a culture of belonging, where everyone feels welcomed, respected, and can thrive 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 aligned with listening throughout the employee lifecycle and at regular intervals, as well as activating on the insights, 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 employees to share their authentic perspectives and unique experiences. This enhances collaboration and creates shared ownership for our collective goals. Employees' voices are more than just valued; they play a crucial role in engaging stakeholders across all our operations.
This year we accelerated leader access to Engagement insights
all-time high Engagement score
‘Belonging’ above the benchmark1 and increased three points from the start of the year
Nearly every item measured improved or remained steady
1Global and professional services benchmarks provided by our partner, Glint.
We continue to conduct brief and strategic quarterly pulse surveys with our employees, allowing us to drive real-time and meaningful action.
This 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 reached an all-time high in 2024 at 78%. Nearly every measured area improved or remained strong, reflecting stability in our engagement. We made notable progress in communication flow, adapting to change, and continuous improvement—key areas we previously identified as opportunities. These results affirm our commitment to fostering a connected and agile culture.
In 2024, we strengthened our commitment to employee insights by expanding how we listen—and more importantly, how we act. Through the thoughtful enhancement of our onboarding and exit surveys, we captured employee sentiment at key moments in an employee’s journey. We continued facilitating open and authentic listening sessions, focused discussion groups, and post-pulse team conversations, driving actions to improve on our opportunities while also leaning into our strengths. Additionally, we reinforced engagement through transparent follow-up on key insights and empowered leaders with accelerated access to engagement dashboards—helping them drive meaningful change faster than ever.
More than just listening, we’ve turned feedback into tangible improvements that enhance the employee experience.
Our enhanced Employer Value Proposition (EVP) reflects the authentic, relevant, and unique benefits and experiences that define a career at Kelly. This strategic initiative creates a compelling narrative that resonates deeply with potential candidates, ensuring alignment with our values and vision. Seamlessly integrating our EVP with our corporate brand solidifies our position as a trusted partner in transforming career paths and organizational growth.
At the heart of our EVP lies our noble purpose and our desire to change lives. This guiding principle motivates our employees to engage in meaningful work, contribute to their fullest potential, and experience personal and professional growth. Joining Kelly is not just taking a job; it's embarking on a journey to transform lives — their own and others. Our EVP highlights the opportunities for career advancement, impactful projects, and meaningful contributions, fostering a supportive, dynamic, and purpose-driven workplace.
Thriving employees are at the core of our attraction and retention strategy. We are committed to creating an environment where Kelly people are inspired, engaged, collaborative, and successful. We go beyond resumes to understand our talent, partner with businesses to remove barriers and enhance opportunities for meaningful work while fostering an inclusive and equitable workforce. Our Equal Employment Opportunity and Affirmative Action Policy underscores this dedication to providing equal opportunities regardless of backgrounds, expertise, and ideas.
To diversify our talent pipeline, we leverage technology to identify candidates beyond standard education requirements and have implemented standardized interview guidelines aligned with Kelly’s core values. Using behavioral-based interview questions, we comprehensively assess candidates based on the competencies necessary for success in their new roles.
As we began 2024 with growth in mind, Kelly launched Pathways 2 Growth—an initiative focused on performance, rewards, and careers. Designed to help our employees flourish and perform at their best, this program contributes to Kelly’s overall impact and sustainability. By integrating these three areas, Pathways 2 Growth provides essential support and transparency for navigating career progression, fostering a dynamic and resilient workforce essential for our ongoing success.
In 2024, we modernized and simplified our performance management tools, making it easier for employees to document and align their goals with enterprise and team priorities. Our updated People Performance 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.
This year, we placed a 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.
In 2024, we introduced an enhanced Career Framework and interactive tool, providing visibility into job profiles and supporting employees in planning their continued success. This ensures that employees in the U.S., Puerto Rico, and Canada can review job information, compare roles, and explore open positions within the company.
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 rewards employees based on their exemplary execution of our playbook values. Nominations are open to all members of our global workforce and are evaluated by a dedicated team. Six award recipients are celebrated year-round through showcases, invitations to panels, participation in strategic meetings, and development opportunities.
The Kelly Honors Program emphasizes the importance of values in our corporate identity and celebrate a community where acknowledgment fuels shared success and individual growth. This program embodies our commitment to recognizing and valuing the contributions of our employees, reinforcing a culture of appreciation and shared achievement.
Demonstrated compassion, drive, and collaboration to secure jobs for veterans, the homeless and young women from foster care, exemplifying dedication, and a commitment to changing lives.
An exceptional leader inspiring growth and independence within the Kelly team through transformational leadership, mentorship and an open-door policy that drives excellence and innovation in recruiting and onboarding.
Implementation of innovative and people-first strategies that reduced voluntary turnover, fostered strategic thinking and empowerment, and increased employee satisfaction.
Kelly provides competitive, fair, and fiscally responsible total rewards programs, designed to attract, retain, and reward talented individuals critical to our strategic goals and long-term shareholder value. We offer a robust pay-for-performance structure that includes base salary, short-term incentives, and long-term equity awards for senior employees, aligning employee and shareholder interests.
We annually review our compensation and benefits programs to stay current with market practices. Kelly is committed to pay equity, basing compensation on knowledge, skills, experience, and performance. This ensures equitable total rewards opportunities for our employees while remaining competitive and fiscally responsible.
We cultivate a growth-oriented culture, encouraging curiosity, collaboration, and innovation, making learning a continuous journey for every employee. Our Kelly Learning Center (KLC) offers a wide array of online training programs, ranging from soft skills to technical knowledge, to strengthen and develop our employees' and talents' capabilities for future labor demands.
Our efforts to enhance learning and development experiences focus on providing employees with easily accessible, on-demand learning opportunities and meaningful data points, enabling self-service capabilities for informed decision-making. The Learning and Development team delivers timely and accurate first-level support, thereby enhancing the overall employee experience.
In 2024, U.S. full-time employees participated in approximately 30,544 total hours of training, including compliance training, with an average of 7.8 hours of training per employee.
The Lead. Empower. Accelerate. Perform. (L.E.A.P.) program is designed to empower people leaders at Kelly. It provides the resources, strategies, and guidance needed to define their leadership philosophy and translate theory into action. Participants learn modern leadership techniques, apply concepts to real-life scenarios, and expand their networks through collaboration with subject matter experts, facilitators, and peers. L.E.A.P. aims to elevate leadership capabilities and address the multifaceted aspects of effective leadership.
L.E.A.P. caters to both new and experienced leaders, ensuring they can lead with confidence. It is a vital part of Kelly’s commitment to fostering effective and confident leadership within the organization.
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.
A Transformative 2024: In 2024, 244 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.
Our dedication to employee wellness is more than just a program—it's a fundamental part of our cultural fabric. Our commitment to the health, safety, and well-being of our employees, talent, and their families remains steadfast. We have intensified our focus on comprehensive well-being initiatives, including the addition of a virtual physical therapy program to our medical plans in the U.S. We also offer benefits programs for our international employees that align with competitive local practices. Supporting the health of our employees and their families is intrinsic to Kelly’s culture.
We have 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. Recent enhancements to our U.S. benefits program include the addition of a virtual physical therapy program to our medical plans.
Our retirement plans integrate sustainability 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. Furthermore, we introduced automatic contribution escalation in one of our 401(k) plans to help employees more effectively plan for their future.
Recognizing 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 support diverse family structures.
The Kelly 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 unwavering commitment to social responsibility is deeply rooted in community engagement. This includes dedicated 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.
In addition to individual efforts, we collaborate with workforce suppliers on annual initiatives that promote socially responsible business practices. Recognizing that meaningful impact requires collective action, we established specific standards for our social investments. These standards include understanding 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.
Our approach to social investment is not just a commitment; it's a philosophy rooted in purposeful and organized action.
A testament to our dedication is evident in our employees' participation during Kelly's annual benefits enrollment in 2024, where approximately 350 employees contributed $68,795 USD to various charitable opportunities. This collective effort showcases our shared belief in the power of giving back and our ongoing commitment to making a positive difference in the communities we serve.
In 2024, Kelly demonstrated its commitment to social impact by donating over $109,000 USD to various charitable organizations. These donations are part of our broader strategy to support communities and drive positive change. Additionally, we invested approximately $148,987 USD in local organizations dedicated to enhancing education, training, and employment networking opportunities.
Our dedication is especially strong in Southeast Michigan, where we prioritize supporting longstanding relationships with organizations that benefit the local community, where many of our employees live and work. These efforts underscore our commitment to fostering an inclusive and equitable society by supporting initiatives that create meaningful opportunities and positive outcomes for underserved communities.
The Kelly Relief Fund (KRF) is a testament to the generosity and solidarity of our employees. Initiated and funded by Kelly employees, the KRF serves as a vital source of assistance for colleagues impacted by natural and human-made disasters. This fund embodies our collective spirit and commitment to supporting each other in times of need.
In 2024, our staff donated over $20,440 USD, enabling $26,760 USD in grants that supported 31 employees in need. This fund exemplifies our commitment to supporting each other and underscores our dedication to community and solidarity within our organization.
At Kelly, we envision a world where individual talents drive positive change in our communities. Our employees uphold this vision through a longstanding tradition of giving back and actively participating in social impact initiatives via donations and volunteering.
The Kelly Engage program encourages team members to form meaningful connections with their communities and nurture a culture of giving. Whether participating in group events or pursuing personal passions for community service, we support their efforts to make a difference.
To reinforce our commitment, Kelly provides global employees with a paid Volunteer Day. This initiative promotes significant societal contributions, lays the groundwork for lasting positive change, and underscores our dedication to community support.
We leverage technology platforms to document corporate volunteering efforts, empower employees with volunteering and giving initiatives, and enhance collaboration on social impact opportunities. In 2024 alone, we achieved over 5,600 hours of volunteering, engaging approximately 725 employees across the U.S. and Canada.
Kelly Engage reflects our core values and dedication to creating positive social impact. By participating in charitable giving and volunteer opportunities, our employees help build stronger, more resilient communities, extending the reach of our commitment beyond the workplace.
Employee Volunteers(U.S. and Canada)
Volunteer Hours
In partnership with our valued diverse supplier, SPECTRAFORCE, the Kelly HQ team organized a heartfelt service day to bring joy to children at a local homeless shelter in Pontiac, Michigan. With enthusiasm, they assembled goody bags filled with non-gender-specific items such as fun toys, healthy snacks, and creative art supplies, ensuring every child felt included and celebrated. The vibrant goody bags and heartfelt cards aimed to bring smiles and happiness to the young recipients. This collaboration highlighted Kelly's commitment to inclusion and belonging while strengthening bonds with the supplier. The initiative reminded everyone involved of the powerful impact collective efforts can have in making a positive difference in the community.
Team Kelly participated in the 2024 Best Buddies Friendship Walk at the Detroit Zoo to support individuals with intellectual and developmental disabilities (IDD). Our employees, partners, and suppliers walked together, underscoring our dedication to an inclusive and diverse workplace. Best Buddies International, the organizing nonprofit, works to end the isolation of people with IDD through friendship, employment, and leadership programs. At Kelly, we value neurodiversity, recognizing that neurological differences like autism and ADHD foster a dynamic and innovative workforce, aligning with our commitment to inclusion and belonging. Funds raised from the walk will aid Best Buddies' mission in helping individuals with IDD lead fulfilling lives. This success was driven by the enthusiasm of our Kelly Unlimited Resource Group and Diversity Office, showcasing the tangible benefits of inclusive initiatives.
At the "Career Day at Kelly" held at Kelly World Headquarters in metro-Detroit, 60 students from Developing Kingdoms in Different Stages (K.I.D.S.) participated in workshops that enriched their skills in making impactful first impressions, understanding the importance of a clear vision, and engaging with open-source technology in automation sessions. The event not only awarded $80,000 in scholarships to outstanding students but also exemplified the collaborative spirit of diverse business partners. It served as a crucial stepping stone for building brighter futures, successfully empowering the next generation and reinforcing community ties through the dedication and skills shared by everyone involved.
For the eighth consecutive year, Kelly employees in the metropolitan Detroit area donned work boots and gloves to support Life Remodeled's Six Day Project, returning to Detroit's Denby community, where we previously participated in 2016. Our team cleared debris, mowed grass, trimmed weeds, and collected trash to enhance the area's beauty and safety. Denby is also home to our newest opportunity hub, Anchor Detroit. By aiding citizens and improving pedestrian walkways, we supported Life Remodeled's mission. This underscores Kelly's unwavering commitment to sustainability and community involvement.
The KellyOCG India team demonstrated their commitment to community engagement and environmental sustainability by upgrading a local lake with eco-friendly floating gardens. Over 20 volunteers assembled and installed floating wetlands, featuring durable, non-toxic polymer mats with native plants, significantly reducing Biological Dissolved Oxygen (BDO), nitrogen, and phosphate levels. They also installed solar lights to enhance area safety and aesthetics. By carefully placing the floating gardens under expert guidance, they created a thriving ecosystem for birds and aquatic life, effectively purifying the water and fostering a healthier environment.
Led by their commitment to community service, the KellyOCG Australia team converged at the OzHarvest Waterloo Market to make a difference. Their mission was clear: to assist in sorting food donations and managing food waste to support market operations. By meticulously organizing fresh produce and dry goods, they ensured that households struggling to put food on the table could easily access the essentials, all under the market's compassionate “take what you need, give if you can” philosophy.
Our Impact Story: Continued
Our commitment to inclusion and belonging is an integral part of our overarching strategy; it serves as the foundation supporting our workforce, workplace, and marketplace while guiding principles ensure a vibrant, diverse, and inclusive environment organization-wide.
We have made significant strides in embedding inclusion and belonging into the very fabric of our operations. By cultivating an inclusive culture, we ensure that every employee and talent has equitable opportunities to thrive. Our ongoing efforts include regular training, comprehensive support programs, and clear career advancement pathways. By doing so, we empower our workforce to bring their authentic selves to work, driving innovation and creativity across the board.
We forge strategic partnerships to strengthen our inclusion programs and support our customers' goals. By collaborating with like-minded third-party organizations, we address the opportunity gap, creating innovative pathways to upward mobility. Our approach not only enhances our customers' capabilities but also reinforces our commitment to being a responsible and impactful community partner.
Our hybrid approach reinforces our commitment to systemic change. An example is our Equity@Work initiative—a comprehensive strategy that ensures we are not only fostering an inclusive culture within our organization but also contributing positively to the global conversation on inclusion and belonging. Our efforts are designed to build a more equitable future, where everyone has the opportunity to succeed.
At Kelly, inclusion and belonging guide us as we strive to create a workplace and marketplace where everyone is empowered to reach their full potential.
Kelly's commitment to inclusion and belonging isn't just a statement – it's woven into the fabric of our culture. Our eight Resource Groups, representing a vibrant array of interests and backgrounds, are a testament to this.
Kelly’s Global Inclusion Council provides strategic insights and guidance to ensure that our inclusion initiatives align with the company's vision. Meeting quarterly with the active participation of Kelly’s CEO, who serves as the Executive Sponsor, along with other senior leaders, the council ensures our strategy is aligned and infused with diverse perspectives. This collaborative approach enhances our inclusion and belonging efforts across the enterprise, driving meaningful and cohesive action. As part of that action in 2024, the council designed a strategic initiative focused on intentional action to represent our commitment to inclusive sourcing strategies and reaching a broad range of talent in the market. Launching in early 2025, this initiative includes:
Inclusive Sourcing Training: Train recruiters on advanced techniques to source a broad range of talent in the market, aligning with internal and client objectives.
Enhanced Access to Talent: Expand candidate pipelines by leveraging tools and partnerships with community-based organizations.
Approximately 987 members actively hosted 79 events in 2024, providing a platform for connection, collaboration, and shared experiences.
The Kelly Employee Resource Group Mentorship Program, initially established in 2020, has expanded its reach, and is now supported by all eight Resource Groups. This program, currently supporting approximately 355 participants, fosters a network of support and guidance, empowering individuals to achieve their career aspirations.
Kelly's K-Vets Resource Group, dedicated to supporting veterans and their families, created two dedicated Business Resource Consultant roles. These roles focus on enhancing recruitment outreach to veteran communities and candidates, attracting and retaining diverse talent while leveraging the unique skills and experiences of our veteran workforce.
The Unlimited Resource Group, dedicated to fostering inclusion for individuals with disabilities, has been instrumental in championing accessibility and inclusion within our technology strategies. Working closely with their executive sponsor, the Unlimited Resource Group advocates for inclusive practices, ensuring our technological advancements benefit all employees, regardless of their abilities. This initiative underscores our dedication to creating a workplace where everyone feels valued, empowered, and able to contribute their unique talents.
An impressive 43% of the Kelly Honors recipients were Resource Group members, showcasing the powerful impact these groups have on professional growth and development.
Recognizing the critical role of Resource Group leaders, Kelly's Diversity Office invested in Pandatron, an AI-powered coaching tool. This innovative platform provides just-in-time support, equipping leaders with the skills and knowledge needed to effectively guide their groups.
By fostering a sense of belonging, our Resource Groups are key to achieving Kelly's mission – empowering people to achieve their full potential. These vibrant communities not only create a welcoming environment but also serve as a catalyst for professional growth and leadership development. Through the Mentorship Program and our community events, we are continuously strengthening the impact of these groups, making Kelly a place where everyone thrives.
These initiatives also collectively demonstrate Kelly's commitment to building a truly inclusive and diverse workplace. By actively engaging with underrepresented groups and implementing impactful programs, we are making a tangible difference in promoting equity and opportunity for all.
The focus on mentorship programs, leadership development, and veteran recruitment directly aligns with promoting Decent Work and fostering Economic Growth. Providing opportunities for professional development and creating a welcoming environment for veterans contributes to a more inclusive and equitable workforce. As a member of the World Employment Confederation (WEC), Kelly actively promotes SDG 8 by collaborating with global leaders to advocate for fair labor markets, share best practices, and drive responsible business practices. By contributing to WEC's efforts, Kelly helps create a more inclusive and sustainable global workforce ecosystem.
While not explicitly stated, fostering a sense of belonging and supporting diverse Resource Groups can contribute to gender equality by creating a more inclusive and supportive environment for all genders.
Kelly is committed to creating a workplace that is more equitable and inclusive, in line with the Reduced Inequalities goal. Our Equity@Work initiatives and programs including Kelly33 actively dismantle barriers to employment, such as restrictive background checks and unnecessary degree requirements. This human-centered approach empowers all individuals access to meaningful work. The K-Vets Business Resource Consultant roles and the Unlimited Resource Group's work on tech inclusion exemplify our dedication to creating a workplace where everyone feels valued, respected, and empowered to thrive.
Kelly's dedication to inclusion and belonging closely aligns with Partnerships for the Goals, demonstrating the power of collaborative action in achieving a more equitable and sustainable future. As a member of the WEC, Staffing Industry Analysts (SIA), the International Association of Outsourcing Professionals (IAOP), and WEConnect International, Kelly actively participates in global networks dedicated to shaping the future of work. These partnerships enable Kelly to influence industry-wide change, advocating for best practices and policies that foster inclusive workplaces, promote equitable access to opportunities, and create better workforce, workplace, and marketplace ecosystems. By working alongside these organizations, Kelly leverages its global reach to drive positive change, ultimately contributing to a more just and equitable world.
Kelly is dedicated to creating an inclusive environment for both our clients and talent through our comprehensive Equity@Work initiatives. These initiatives, highlighted by programs such as Kelly33, demonstrate our dedication to identifying and eliminating employment barriers in collaboration with our stakeholders. Outdated practices such as restrictive background checks, drug screens, unnecessary degree requirements, and policies that limit opportunities are being systematically dismantled.
To enhance our efforts, we actively establish partnerships with national and local organizations, creating new talent channels in key regions. Our extensive collaboration with clients includes those committed to promoting equitable access for justice-involved and underrepresented individuals. We ensure transparency by tracking and reporting key metrics, such as turnover, fill rates, time to fill, and assignment tenure, both before and after barrier removal.
Our commitment extends to partnerships with the Departments of Corrections in Iowa, Pennsylvania, Kentucky, Tennessee, California, Michigan, and Missouri, along with impactful non-profits such as the Vera Institute of Justice, Responsible Business Initiative for Justice, and the Second Chance Business Coalition. Additionally, collaborations with local organizations and industry allies like Staffing Industry Analysts (SIA), American Staffing Association (ASA), Detroit Future City, and the Detroit Regional Chamber amplify initiatives such as Equity@Work and the Kelly 33 second chance hiring program.
Addressing the significant barrier of criminal records on employability is crucial. With 33% of working-age Americans — equivalent to 78 million adults — having criminal records, outdated hiring practices disproportionately affect minorities and hinder talent acquisition efforts, costing the U.S. economy nearly $80 billion annually.
Kelly advocates for reviewing hiring practices, ending blanket bans on candidates with non-violent criminal records, and conducting individualized offense reviews for job-relatedness with our customers. Hiring second-chance workers is both socially responsible and beneficial for business.
In 2024, Kelly's initiatives helped remove employment barriers for over 8,000 individuals. By collaborating with 41 clients across diverse industries, including automotive, manufacturing, agriculture, logistics, and pharmaceuticals, we eliminated obstacles such as testing, unnecessary interviews, and restrictive background and drug screenings. This enabled qualified individuals to secure meaningful work. Clients who implemented Equity@Work experienced positive outcomes including reduced turnover and improved fill rates.
We partner with companies that conduct themselves in a legal, ethical, and trustworthy manner, providing temporary and contract staff to Kelly customers through our KellyOCG managed servicer provider (MSP) programs. Our suppliers are integral to our ecosystem, enabling the placement of third-party labor in specialized services, including finance and accounting, engineering, IT, and science.
The resilience, flexibility, ethical treatment of labor, and collaboration within our supply chain are vital for our operations, carrying significant responsibility. As stewards of the workforce across our global network, Kelly is committed to fostering responsible business practices and ensuring rigorous labor standards throughout our supply chain.
We uphold a strict Supplier Code of Conduct that mandates adherence to legal and ethical standards, promoting a culture of integrity and accountability. Through this code, we ensure that our suppliers align with our values in delivering exceptional workforce solutions globally.
The Kelly Supplier Inclusion program empowers companies globally to become stronger supply and staffing partners, accessing greater business rewards. We leverage hundreds of diverse staffing organizations worldwide to support our customers' initiatives. Our strategy extends to our global supplier network, providing resources and opportunities for economic development.
Through best practice sharing, benchmarking, and industry guidelines, we have developed a robust process that delivers millions of dollars in diverse spend annually while meeting recruitment, talent pool, and service requirements.
Supplier inclusion initiatives are embedded into our broader inclusion and belonging strategy, optimizing resources and aligning marketplace initiatives to drive meaningful impact. Our program promotes, develops, and increases business opportunities for diverse and underrepresented suppliers within our global supply chain.
A dedicated leader guides our global supplier network, offering resources to empower small and diverse suppliers regardless of gender, race, ethnicity, sexual orientation, veteran status, or disability. We drive the adoption of best practices that enhance business opportunities and increase customer engagement on initiatives within their supplier bases.
We extend our supplier inclusion efforts beyond traditional metrics, evaluating the impact through job creation, income, and tax effects resulting from the utilization of diverse suppliers.
Council of Supplier Diversity Professionals
National Minority Supplier Council
Women’s Business Enterprise National Council
WEConnect International
Asian Pacific American Chamber of Commerce
Disability:IN
Minority Supplier Development United Kingdom
National Veteran Business Development Council
Supply Nation
21,181 hires by our diverse supplier network
$1.6B diverse spend under management
Approximately 443 suppliers participated in our diverse programs
$1.1B diverse spend in STEM and Professional Labor categories
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. We certify through organizations that include NMSDC, WBENC, and SBA.
Kelly places strong emphasis on regularly evaluating the contractual and compliance performance of its suppliers. This proactive strategy is designed to encourage global partners and suppliers to adopt leading practices, fostering a culture of continuous improvement.
Navigating the complex landscape of international sustainability and social responsibility requirements, Kelly has introduced strategic initiatives to enhance collaboration with suppliers. Over the past two years, the Supplier Risk Management program has evolved to strengthen our risk management practices and provide greater visibility into emerging suppliers. These enhancements include conducting specific assessments to address identified risks and collaborating with industry organizations to tackle major sustainability and emerging issues.
Through the Supplier Code of Conduct, Kelly clearly communicates its expectations for business standards and ethical behavior. This comprehensive framework is in line with Kelly's core values, principles, and established industry standards, including those of the World Employment Confederation, Responsible Business Alliance, and the ten principles of the United Nations Global Compact. Suppliers are required to reaffirm their commitment to this Code before undertaking any assignments, ensuring adherence to ethical standards and compliance.
To reinforce its position in risk assessment and governance within the supply chain, Kelly meticulously examines the alignment of suppliers with customer contracts. We leverage advanced technology to harness data-driven insights, allowing for thorough assessment and ongoing monitoring of our supply chain's overall impact.
We understand the importance of supplier collaboration in aligning workforce practices and achieving long-term industry and client impact. We aim to facilitate effective communication between clients and our diverse suppliers, aligning with clients' vision, mission, values, and sustainability goals.
While our clients often excel in environmental and governance, Kelly specializes in enhancing their social commitments. Together, we address social inequality and workforce inclusion, transforming efforts into market influence.
Through ongoing dialogue, we support evaluation and engagement, enhancing performance management and driving business growth. Our Responsible Supply Chain Management Model integrates supplier engagement, risk management, and sustainability initiatives, promoting ethical practices.
In 2024, 99% of suppliers signed our Supplier Code of Conduct, emphasizing our dedication to sustainable practices. Kelly sets standards for supplier engagement and performance management, fostering a socially responsible and impactful supply chain.
The KellyOCG team has successfully partnered with a technology client to bolster support provided to suppliers within their audit program, aligning policies and practices with the Responsible Business Alliance (RBA) Supplier Code of Conduct. This collaboration prioritizes social, environmental, and ethical industry standards. Over the past year, we have extended our support to 10 new global suppliers, enhancing our engagement by providing crucial training and materials, including Environmental Health and Safety (EHS) training for contingent workers, pay and offer documents, employment applications, and anti-harassment training.
Since 2021, the program has supported 45 suppliers, establishing rigorous guidelines and offering individualized consultations to elevate awareness and advance sustainability practices. KellyOCG works closely with regional certified RBA consultants to ensure supplier alignment with these practices and to prepare them for future audit activities. This program will continue in 2025, expanding to include contingent worker interviews and full surveillance tracking to ensure suppliers fully adopt new standards and practices.
