1. Delivers measurable performance advantages
Within the staffing industry, women shine as agents of change. A recent survey found that 66% of staffing firm internal staff are women, with women occupying 36% of founder roles and 40% of CEO positions. Even more compelling: staffing firms with female CEOs achieve a Net Promoter Score (NPS) of 83 versus 47 for male-led firms, and employee satisfaction across the board is consistently higher in women-led companies (americanstaffing.net). Partnering with women-owned staffing firms therefore isn’t just about compliance targets—it’s about proven, amplified returns.

2. Directly advances Tier 1 women-owned spend (and governance)
Women-owned businesses are an engine of growth in the U.S. economy, comprising 39.2% of all enterprises. From 2019 to 2024, the growth rate of women-owned businesses outpaced men’s by over 43.5%, with women-owned employer firms expanding their workforce nearly three times faster than men’s over the same period (smallbusinessresources.wf.com). Partnering with certified WBEs lets your company convert everyday staffing spend into countable, reportable diverse spend that improves both your quarterly dashboards and your annual ESG narrative. (wbenc.org)

3. Supports reputation management with credible third-party validation
Top corporations don’t just “like” supplier diversity—they operationalize it. In 2023, WBENC recognized 66 corporations with its America’s Top Corporations for Women’s Business Enterprises award for their leadership in embedding supplier diversity into procurement practices and consistently partnering with WBENC-certified suppliers (www.wbenc.org). Recognition at this level signals to employees, customers, and communities what best-in-class supplier engagement looks like, reinforcing that supplier diversity is both a governance requirement and a reputational asset.

4. Aligns with where procurement is headed
Gartner notes that 57% of procurement leaders have a formal supplier-diversity program and roughly three out of four plan to expand (gartner.com). Embedding a women-owned staffing firm now positions your program with the procurement trajectory.

5. Delivers higher ROI and expands economic impact
Supplier diversity drives measurable results. Companies with supplier diversity programs generate a 133% greater return on investment than those without, and businesses that prioritize supplier diversity have been credited with creating over 1.3 million jobs through these initiatives (www.parakeetrisk.com). Engaging women-owned staffing partners advances both your financial goals and your role in strengthening the wider economy.

The data DEI leaders need for governance and reporting

You’re accountable for evidence, not anecdotes. Institute for Supply Management’s 2022 survey of 513 professionals found:

• 79% report having a supplier-diversity program, yet 24% lack formal program goals—demonstrating that intention without clear targets limits effectiveness
• 35% said supplier-diversity goals increased or substantially increased their ability to hit milestones when clearly defined—proving that specificity drives results
• Top success metrics include managed spend allocated to diverse suppliers (54%) and sourceable spend allocated to diverse suppliers (41%)—showing that spend-based KPIs remain the gold standard for tracking progress (ismworld.org)

Translation: if your staffing spend isn’t mapped to a certified diverse supplier and rolled into your line-of-sight KPIs, you’re leaving measurable progress on the table. A women-owned staffing partner helps you convert routine labor spend into auditable diverse spend—with documentation—so you can defend your milestones to the board and external stakeholders.

Overcoming the three most common objections

Even the most well-intentioned supplier diversity initiatives can run into pushback. Whether it’s concerns about scale, prioritization, or administrative burden, DEI leaders often hear the same objections repeated. Here’s how to respond with clarity and confidence.

“We prefer a national supplier”

Scale is useful, but responsiveness wins on plant floors. WBENC’s Top Corporations demonstrate that best-in-class procurement integrates diverse suppliers alongside large nationals—and requires diversity language in sourcing. A women-owned staffing firm gives you agility and credit toward goals, not a tradeoff (www.wbenc.org).

“DEI isn’t prioritized in our plant ops”

Start where friction is lowest: backfill, ramp-ups, and containment projects. Tie each requisition to a DEI KPI (e.g., “% of staffing spend with WBEs this quarter”) and publish a simple dashboard. ISM’s research shows programs with clear metrics are more likely to hit milestones (ismworld.org).

“We don’t have the resources to manage more suppliers”

You don’t necessarily need more—you need the right partner mix. Supplier.io’s State of Supplier Diversity shows teams are investing in better tools, cleaner data, and tighter ESG coordination to scale without adding headcount. A credible WBE staffing partner that provides accurate monthly attestations reduces your admin burden (info.supplier.io).

Closing story: from quarterly scramble to consistent wins

Back to Sarah—three quarters after choosing a women-owned staffing partner, her dashboard told a new story: Tier 1 women-owned spend was steady and predictable, procurement had verified data for quarterly reports, and communications could highlight a credible, certifying body. Operations gained a responsive partner who understood OSHA requirements and adapted to seasonal surges, while the company’s inclusive business practices enhanced reputation, attracted new customers, and boosted employee morale. Most importantly, Sarah entered the boardroom with data-driven impact stories—proving supplier diversity is not just compliance, but a strategic transformation that delivers measurable ROI, social impact, and competitive advantage.