Workforce Logiq helps companies and talent around the world find each other to help fuel their respective growth. And as a global company, we never take integrity, ethics, and our impact on the world around us for granted.
To document and provide a constant reminder of our guidelines, we publicly and proudly display our commitments to our clients and each other.
Workforce Logiq’s Code of Success
CONNECT WITH OUR CLIENTS.
Everyone’s role is related to client success and satisfaction: Know how your day-to-day actions connect to this goal. If you don’t know, ask. If you don’t find a connection, challenge what you’re doing.
CONNECT WITH EACH OTHER.
Assume positive intent: If you’re trying to do what you think is right, assume others are as well. Collaborate to get the insight you need to make the best decision across the organization. Then make it. Embrace diversity: Commit to a workplace that recognizes and values the unique perspectives, experiences, and contributions of all our team members. Communicate transparently and proactively: If you think it, say it. Resolve differences; the Platinum Rule* rules.
*The Platinum Rule: Treat others as they would like to be treated.
CONNECT WITH OUR BRAND.
Inspire discovery, innovation, creativity, passion, optimism, and fun. Commit to consistent reliability. Say it. Mean it. Do it. On time and exceeding expectations–every time. Be an expert. Advise with facts, experience, and insight, no matter your role and responsibilities. Own what you do.
CONNECT WITH OUR GOALS.
Show grit and dedication until the job is well done. Worthwhile goals are seldom easy. When faced with obstacles, be audacious. Never give up. Always show initiative: Be an active listener and learner; be curious. Informed action will always be rewarded. Embrace Constructive Discontent: Challenge your status quo–every day. Challenge our status quo–respectfully and with purpose. Find better ways to solve problems and have the courage to change.
CONNECT WITH YOUR TRUE NORTH.
Ensure your values reinforce our values; integrity and ethics should center all of your actions and interactions.
Nurture your personal development, commit to life-long learning, and share your insight and knowledge with your peers and our clients.
Our Commitment to Ethical Business Practices
We have invested in tools to give every Workforce Logiq team member, supplier, and worker ways to confidentially report any concerns. They may submit anonymous complaints in their language of choice to our Global Ethics Hotline via Web at workforcelogiq.ethicspoint.com or phone:
US/Canada: +1 844 753 3459
India: Direct Access – From an outside line dial the direct access number for your location: 000-117. At the English prompt dial 844 753 3459
Sweden: Direct Access – From an outside line dial the direct access number for your location: 020-799-111. At the English prompt dial 844 753 3459
Our Commitment to Corporate and Social Responsibility
As a global leader in our field, Workforce Logiq emphasizes the importance of corporate and social responsibility for all of our constituencies, including those in the communities in which we live and work. Building a successful and winning culture means clearly stating and embracing our values, principles, responsibilities, and ethical obligations as Workforce Logiq team members.
Expanding Our Commitment to Diversity and Inclusion Initiatives
From Our CEO, Jim Burke
Over the past few months, it has become clear that we are operating in a new normal. With the emergence of movements like #MeToo and Black Lives Matter, the pressure on organizations to commit to and show tangible D&I results is accelerating – and imperative to address in the short-term, not when it’s convenient. No longer can organizations simply define their D&I success via corporate value bullet points on their websites. Nor can they simply leverage traditional Supplier Diversity programs that funnel dollars to diverse vendors – but have no real impact on improving diverse employee representation.
Workforce Logiq has committed to advancing our own D&I initiatives across our internal organization; that includes leadership under our new VP of Diversity and Inclusion, William Rolack, Sr. His impressive background will empower us to both up our game – and provide expert advisory solutions to our client partners’ human capital management strategies.
The decision to hire a VP of Diversity and Inclusion was not made in a vacuum; it was also not made solely at our executive or board level. This strategic move was driven in large part by our team members, resulting from an open and honest dialogue. Across multiple internal forums, it became clear that team members had a lot to say about the social unrest; many raised their hands and wanted to know how they could create a dialogue to help Workforce Logiq respond.
Their response was overwhelming.
We expect our client partners feel the same – and we’re here to help those organizations navigate the new normal, now.
Jim Burke, CEO
Meet: William T. Rolack, Sr.
Vice President of Diversity and Inclusion
William has extensive experience helping companies achieve their business goals by leveraging diversity and inclusion initiatives. At Workforce Logiq he leads our diversity and inclusion strategy and advises our clients on how to improve diverse workforce and human capital management strategies.
We believe organizations have a responsibility to advance diversity and empower all people to participate in the workplace and achieve their potential.
Team Member Diversity and Inclusion
We foster a culture that embraces and values the similarities and differences of people, cultures and ideas. Changing demographics are significantly influencing the workforce and the global movement of people is evolving available talent pools. One in four workers in the U.S. will be 55 or older by 2024 and many are extending retirement well beyond 65 leaving employers faced with motivating and managing five generations of workers. In this changing environment, cultivating a diverse and inclusive approach to talent is more critical than ever.
At Workforce Logiq we are committed to fostering a diverse inclusive workplace and hiring employees of all ages, national origins, ethnic groups, geographic regions, sexual orientation, education level, economic background, and acquired diversity (employees who have a diverse perspective based on travel, education, learning languages, etc.).
We firmly believe that fostering a diverse workplace allows us to adapt more easily to shifting market and consumer demands and increases our business performance. Research by McKinsey found organizations that embrace gender diversity on their executive teams were more competitive and 21% more likely to experience above-average profitability. They also had a 27% likelihood of outperforming their peers on longer-term value creation. And companies with ethnic and cultural diversity, have a 33% likelihood of outperformance on EBIT margin over organizations that are not inclusive.
Talent Supplier Diversity
Diversity is not just about team member inclusivity, it is also about the organizations we choose to do business with – including our talent supplier partners.
Workforce Logiq has developed a diverse network of minority, women, veteran, and other diversity-owned staffing suppliers worldwide, with 25% of our total spend going to suppliers of all ethnic backgrounds, as well as Historically Underutilized Businesses (HUBs).
We collaborate with diverse suppliers who share our vision of being the best provider of higher value staffing services and quality employment opportunities
To build on our continued commitment to diversity and inclusion, Workforce Logiq has launched a Vendor Diversity Program. We want to provide more opportunity for economic growth of all businesses, within the communities where we work and live. Our mission is to build relationships with diverse vendors and create a pool of qualified and competitive potential partners, with the ability to supply goods and services, as part of Workforce Logiq’s procurement efforts. The products and services purchased by Workforce Logiq include, professional and consulting services, software and computer peripherals, hardware, office supplies, furnishings, travel and entertainment and etc.
Vendors are welcome to enroll for consideration to become part of our diverse vendor community.
Workforce Logiq has helped hundreds of companies recruit, retain and manage their full-time and contingent workforces. That means we’ve also helped match hundreds of thousands of individuals with contingent and full-time employment opportunities they may not otherwise have found.
One area we invest in to connect employers and talent at scale — faster and more cost-effectively — is advanced technology, including artificial intelligence and machine learning. And as with any technological advancements, their power must be deliberately and carefully marshalled in order to ensure positive impacts for employers—and the individuals they recruit.
Specifically, this means we are committed to a strict set of data science guidelines:
We perform 4-part validated discrimination testing (plus annual retesting), designed and reviewed with outside counsel to:
1. Ensure parameters are free of bias;
2. Review historical data for any hidden bias;
3. Audit results for any statistically significant disparate impact; and
4. Track how users utilize the AI results.
Privacy and data protection are designed into our solutions and infrastructure from the beginning—and regularly audited and updated.
We do not include candidate-level social media, online search history, or other personal, non-public information; we also do not use facial recognition technology as inputs into our algorithms.
If an individual or organization determines that their profile may be incomplete or that inferred or factual information about him or her or their company is incorrect, he or she may propose an addition or a correction.
We are compliant with relevant data privacy regulations, including CCPA (California Consumer Privacy Act) in the United States, and GDPR (General Data Protection Regulation) in the European Union.
Our internal processes encourage feedback and criticism on any and all aspects of our solutions and technologies, including a global anonymous hotline number on which to report any concerns, including those associated with our data science and data privacy approach.
Above all, we will continue to carefully listen, seek feedback and evolve our business and practices as the market evolves, so that we are at the forefront of ethical AI.
Our Commitment to Sustainability
Realizing that the world’s natural resources are limited and fragile, Workforce Logiq considers environmental protection to be consistent with our overall goals and values and an important consideration in our total activities. This commitment to environmental protection is reflected in our policies, programs, and practices for conducting operations in an environmentally and economically responsible manner.
Green-Certified Office Facility
The Workforce Logiq corporate office is located in a Green-Certified (ENERGY STAR®) facility in downtown Orlando, FL. The following description demonstrates the Workforce Logiq commitment to environmental awareness in all facets of our operations including property location management:
The ENERGY STAR is the national symbol for energy efficiency in America. The energy performance of commercial and industrial facilities is scored on a 1-100 scale and those facilities that achieve a score of 75 or higher are eligible for the ENERGY STAR, indicating that they are among the top 25% of facilities in the country for energy performance Commercial buildings that have earned the ENERGY STAR use on average 35% less energy than typical similar buildings and generate one-third less carbon dioxide.
Environmental Protection Policy
Environmental protection is the responsibility of every Workforce Logiq employee. Our environmental protection policy addresses aspects of Workforce Logiq’s operations, which can potentially impact the environment.
Workforce Logiq shall seek to:
Conduct our operations in compliance with applicable laws, regulations, and standards concerning environmental protection and provide a mechanism for self-monitoring to ensure compliance and continual improvement.
Establish corporate environmental objectives and targets relevant to the environmental impacts of our activities and a means to measure progress toward these objectives. These objectives and targets shall be reviewed and revised as necessary on an annual basis.
Continually improve environmental management policies, programs, and performance based on the results of our periodic reviews, regulatory developments, customer needs, technical developments, scientific understanding, and community expectations.
Minimize the environmental risks to our employees and the communities in which we operate.
Promote employee awareness of environmental concerns, actions, and responsibilities.
Promote the adoption of environmental protection goals and practices by contractors and suppliers acting on behalf of Workforce Logiq, strongly encouraging improvements in our contractors’ and suppliers’ practices to make them consistent with those of the company.
Conduct Workforce Logiq’s activities with consideration of the efficient use of energy and materials.
Reduce and, where possible, eliminate waste through recycling, and handle and dispose of all waste through safe and responsible methods.
Assess the environmental condition of property interests that are acquired by Workforce Logiq and appropriately address the environmental impacts caused by these properties.
Ensure that the Workforce Logiq executive staff is fully informed about pertinent environmental issues and Workforce Logiq’s Environmental and Sustainability Policy.
Additional Technology Considerations
Commitment to Paperless Operations
Paperless Time and Expense Processes
Electronic File and Document Storage
Live Check Reduction
Additional Physical Office Considerations
Movement-Activated Light System
Computer Energy Use Reduction
Near-Paperless Sales and Marketing Materials
Careers and Partnerships
Workforce Logiq is always looking for great talent to help us reimagine and transform how organizations win the talent they need to grow.
Stocking up on talent amid a pandemic? Chief Strategy Officer Joe Hanna and Chief Data Scientist Dr. Christy Petrosso share their expertise with @SHRM on the current opportunities for strategic #hiring. t.co/hSX9xcqs8x
How is #AI helping organizations develop inclusive #recruiting practices? By removing location biases and expanding the pool of candidates. More from Dr. Christy Petrosso on 4 ways #AI is leading to procurement advantages: t.co/jT5H0bW4iG