What do you do if temporary and contract workers are not receiving equal opportunities and fair treatment?

Esse sem dúvida é um problema oculto em muitas organizações e um tema pouquíssimo debatido. Sugeriria montar um squade com os stakeholders, incluindo obviamente alguns colaboradores temporários, para entender quais são os pontos mais cruciais da jornada enquanto estão prestando um trabalho para empresa. E atuar em cada um desses pontos, pode ser de algumas formas: - Parceria estratégica com a agência de recrutamento. - Revisão no processo de recrutamento e onboarding. - Promoção da conciência e sensibilidade cultural das equipes. - Uma auditoria regular de práticas de trabalho, também é bem vinda, com o intuito de manter o tema vivo com um olhar de sempre buscar evolução no processo.

I believe effectively assessing equity for contract and temporary workers involves creating a feedback loop that captures their unique experiences and challenges. Implementing an anonymous survey designed for them allowed us to gain insights into areas we had yet to consider, such as their sense of inclusion in team meetings and access to professional development resources. This initiative highlighted disparities and underscored the importance of actively involving all team members in the conversation about workplace equity. By taking this step, we were able to pinpoint and address specific issues, paving the way for more meaningful and targeted improvements.

Addressing inequality and unfair treatment of temporary and contract workers requires proactive steps. Firstly, conduct a thorough review of existing policies and practices to identify any disparities. Implement measures such as regular training on diversity, equity, and inclusion for all staff, including managers and supervisors. Establish clear channels for reporting discrimination or mistreatment and ensure swift and fair resolution of complaints. Additionally, consider revising contractual agreements to include provisions for equal treatment and opportunities. Ultimately, fostering a culture of inclusivity and respect is essential for creating a positive work environment for all employees, regardless of their employment status.

Feedback is the first step to establishing trust and any good leader knows that they cannot be connected to reality on the ground without having an open and honest feedback loop with their teams. Actioning feedback and letting the team know their understanding, reflection is and potential action plan also helps instill confidence that leadership is engaged ,listening and mre importantly acting to create an equitable team culture.

Checking attitude, aptitude , dedication and job skills is necessary. Comparison with permanent should be done . If equal or better, definitely opportunities must be given with motivation to become permanent here or elsewhere

Assessing existing policies and procedures to identify any biases or gaps that may be contributing to unequal treatment should be the first step to under the reason. This could include recruitment, training, performance evaluation and compensation policies.

Review your company policy check what rights are described by the company for temporary and contract workers asses it all and then update it. And make sure that policies would be implemented fairly.

Fostering a culture of inclusion where all employees feel valued and respected, regardless of their employment status should be promoted religiously. This can include promoting diversity in leadership roles and celebrating the contributions of all workers.

Offering training sessions for managers and employees on diversity, equity, and inclusion. This can help raise awareness of unconscious biases and ensure that all workers are treated fairly and respectfully. By taking these steps, organizations can help ensure that temporary and contract workers receive equal opportunities and fair treatment in the workplace.

Assess their skills and qualifications to determine how well and where specifically they can be placed on better terms within the organization. Advocate for equality in treatment of all employees within the organization. If there is a policy that disadvantages the employees, advocate for it's review and alignment accordingly. Review the performance of the individual employees to determine suitability for career progression. Conduct a talent assessment for the employees to determine their best abilities and talents.