Rosie Lyons-Crawford

Inspired by the work of colleagues in the contingent ecosystem as well as DE&I leaders within her own company, Rosie Lyons-Crawford in 2021 set out to align Siemens’ contingent workforce program goals with the company’s overall DE&I strategy.

Embracing the company tagline, “DE&I is embedded in everything,” the initial plan comprised a two-pronged approach: one for the staffing providers in the program and one to ensure Siemens’ contingent workers are aware of — and involved with — its DE&I commitment and strategy.

“It’s critical that we foster people — not just the employees, not just the contingent workers, not just our suppliers,” Lyons-Crawford emphasizes. “We want you to be in a space where you’re comfortable and you can be your best self. Be yourself — you don’t have to change.”

To this end, Lyons-Crawford arranged a supplier summit in August with more than 30 representatives from staffing providers serving Siemens’ contingent program. The summit educated the suppliers about the company’s overall DE&I strategy and its importance to Siemens, and it also updated them on the new initiative specifically for the contingent program.

We want you to be in a space where you’re comfortable and you can be your best self. Be yourself — you don’t have to change.

Lyons-Crawford’s program also keeps each contingent worker aware of Siemens’ commitment to diversity. For one, she updated the pre-assignment packages they receive when hired on assignment. The update gives an overview of the DE&I strategy and the company’s commitment to ensuring all categories of workers feel included. To further foster a sense of belonging, she obtained approval to allow contingent workers to participate in events hosted by Siemens’ employee resource groups, or ERGs.

Lyons-Crawford’s responsibilities also include communication change-management projects, including a quarterly newsletter for hiring managers utilizing the contingent program. This enables her to ensure they are kept aware of new DE&I initiatives as they request talent.

“What’s important to Siemens is fostering a sense of belonging — and belonging also includes our contingent workers,” Lyons-Crawford explains. “Even though they’re not Siemens employees, while they’re on assignment with Siemens we really want to foster that sense of belonging, that you’re important to Siemens. We want them to feel comfortable here and feel like they’re a part of the overall strategic plan and teams and programs and processes.”