Let’s create Equity@Work

We’re giving you the facts, so you can rethink your talent strategy, end discriminatory hiring practices, and meet your goals.

Standing up for what’s right.

Today, numerous barriers can make it difficult—or even impossible—to attain enriching work. Rarely challenged, these obstacles leave many people excluded from the workforce. At Kelly, we believe everyone deserves the opportunity for meaningful work. That’s why we won’t rest until these barriers are eliminated. That’s what equity at work is all about.

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The world is ready for equity.

Employers are desperate for talent, while large numbers of otherwise qualified workers are unable to secure employment due to outdated hiring practices.

Americans strongly support equity at work.

Millions of capable, qualified people are ready and willing to work. Yet, many face significant barriers to employment. It’s time companies tap into these talent pools. Americans expect them to.

3 in 4

Americans are more likely to support a business committed to breaking down barriers to work.

72%

are more likely to seek employment with companies committed to breaking down barriers to work.

83%

agree that companies should do more to remove barriers that keep people from being hired or promoted.

We're actively working to break down barriers for five untapped talent pools.

Second Chance Talent

78 million American adults—nearly 33% of our working-age population—have a criminal history. Most have a non-violent or minor drug offense, such as a marijuana conviction, on their record that prevents them from finding work, costing the U.S. economy nearly $80 billion a year.

We—and most Americans—believe that these job seekers deserve a second chance. Our Kelly 33 program finds and hires these great candidates to improve your bottom line and theirs at the same time.

Neurodiverse Talent

Innovation happens when we surround ourselves with people who think differently. But for far too long, the workplace has not recognized the competitive advantage that neurodiverse talent— including people with autism, dyslexia and ADHD—bring to the table. Americans expect companies to change and engage this talent community.

Veterans

Two out of three American veterans are underemployed—even though they have valuable, market-ready technical and leadership skills.

Employers who provide our nation’s veterans with meaningful civilian career opportunities will reap the rewards of the skills they contribute to companies and society. And Americans expect companies to do so.

Our ability to find top ex-military candidates is unmatched.

Early- and Late-Career Talent

Companies that value the experience of both younger and older workers and invest in their upskilling, reskilling, and training will not only fill open positions, but also benefit from the diversity of perspectives and experiences that an intergenerational workforce affords.

Unfortunately, age-based discrimination and biases continue to shut out skilled talent from opportunities.

Women

In 1946, our founder William Russell Kelly saw an opportunity to connect women to work opportunities amid the postwar economic boom.

Seventy-five years later, women continue to face barriers that prevent them from fully participating in the workforce and achieving their goals.

Press Release

Kelly 33 program connects job seekers with a criminal record to companies in need of their skills.

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