Bringing DE&I to the extended workforce

This is a guest blog by REC business partner Pixid Group.

Diversity, equity, and inclusion (DE&I) have become central priorities for many UK employers, but these efforts must extend beyond permanent staff. With temporary and contract workers making up a growing portion of the workforce, staffing agencies and their clients face unique challenges in ensuring everyone benefits from fair, inclusive practices.

Challenges in Contingent DE&I

Many organisations do not track diversity data for temporary or contract roles, making it difficult to identify inequalities or measure progress. Additionally, bias can creep in when fast-paced hiring processes rely on limited candidate sources or subjective decision-making. Separating temporary staff from DE&I initiatives, often out of compliance concerns, further undermines inclusivity.

How technology can help

A limited number of Vendor Management Systems (VMS) offer agencies a practical way to address these challenges. By providing a single source of truth for all worker data and providing features like anonymised DE&I analytics, these VMS solutions minimise hiring bias. This technology supports inclusive recruitment and seamless reporting, ensuring that temporary workers are not overlooked.
Pixid Group’s VectorVMS solution illustrates this in action. It includes a dedicated DE&I module (see “How to Create a Total Talent Approach to Workforce Diversity”) that tracks diversity metrics, enabling staffing firms to measure the representation of underrepresented groups. This provides real-time insights into how well diversity goals are being met across all worker types, not just permanent hires.

Practical steps for agencies

1. Gather and analyse data: Use technology to capture demographics and hiring outcomes for contingent workers. Clear insights pinpoint areas where bias might occur.

2. Implement Inclusive hiring: Standardise job descriptions, diversify sourcing channels, and apply structured interviews. Technology tools like VectorVMS can flag when shortlists lack diversity, encouraging recruiters to widen their pool.

3. Collaborate with clients: Work together to align diversity goals across permanent and temporary hires. Encourage inclusive onboarding practices and ongoing engagement for all talent, regardless of employment status.
4. Leverage VMS capabilities: Explore features like automated compliance checks and dashboard reports. These offer transparency for clients and keep DE&I front-of-mind throughout the recruitment lifecycle.

A Holistic Approach

A truly inclusive workforce requires commitment from all stakeholders. Temporary staff contribute vital skills and fresh perspectives, so excluding them from DE&I efforts can limit innovation and culture-building. By pairing inclusive strategies with robust VMS platforms—such as those offered by Pixid Group —staffing agencies can demonstrate tangible progress, win client confidence, and create positive worker experiences.

Conclusion

DE&I is not merely an internal HR initiative. It’s a competitive advantage for businesses seeking the best talent and strongest results. As the staffing industry adapts to evolving workforce needs, embracing DE&I for contingent workers isn’t just about doing the right thing—it’s about driving success. With technology like VectorVMS, agencies can embed DE&I into every step of the hiring process, ensuring an open, welcoming environment for all.

​​​

Learn more about Pixid