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Best Practices for Flexi staffing companies to improve gender equity

Flexi-staffing companies can implement 14 low-cost and low-effort interventions to become a reputed provider of a gender-diverse workforce

Published by

FSG

Year

2025

Format

PDF

Last reviewed

1 Jan 2025

Context

Hiring women has following benefits for flexi-staffing companies:

Clients are hiring women within their organizations and have started mandating women in outsourced roles. Unless flexi-staffing companies start building their capabilities today, they will not be able to deliver on this upcoming demand
Hiring a woman can raise FS companies’ gross margin per person on payroll by 10.3%, compared to men, due to increased revenues resulting from women’s lower attrition and longer tenures

Flexi-staffing companies are unable to increase women workers because of company and ecosystem-level challenges:

Company-level

Recruiters do not have the skills to hire women quickly
Companies are not incentivizing recruiters to hire women
Business development teams do not use gender as the key differentiator during a pitch
Recruiters do not build a database of female candidates

Ecosystem-level

Clients sometimes restrict the gender diversity percentage in their hiring requirements
Families do not allow women to work late or migrate for jobs
Job portals have a limited pool of women
Government policies limit companies’ ability to hire women, and sometimes make it cost-ineffective to hire women

Flexi-staffing companies can make their operations more gender-equitable by:

Rewarding and recognizing recruiters hiring women each month to increase motivation and offering a gift voucher to the top recruiter every month
Building the organization’s capability by training recruiters on women-friendly hiring and retention practices
Publishing gender diversity credentials and pitching for exclusive diversity mandates

Key takeaways

Hiring women has following benefits for flexi-staffing companies:
Flexi-staffing companies are unable to increase women workers because of company and ecosystem-level challenges:
Flexi-staffing companies can make their operations more gender-equitable by:

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