It is now more vital than ever for businesses across the APAC region to consider and integrate DEI practices as emphasised both by clients and the workforce itself. Both the contingent worker and RPO markets need to integrate more DEI practices and initiatives in their processes, as data shows how advantageous this could be for businesses in the same way it does for other workforces; increasing innovation, success and employer and employee satisfaction.
Yet, there have been hindrances to full DEI implementation in both of these markets. The main roadblock is legal concerns, as different contracts and legal situations surround contingent workers and legal liability, privacy, information security and storage hinder staffing firms. Another concern is the lack of knowledge and data in both markets, with no sufficient information regarding the diversity situation of contingent workers and lacking systems for gathering diversity information as well as storage and processes for staffing firms. Reluctance as well from the sharing of personal and private data to enable better understanding of potential workforces’ diversity needs prevents forward movement in terms of DEI.
However, the APAC region has seen strides being made for greater DEI improvements especially in gender equality, closing pay gaps and female representation in leadership roles.
