results, women are just as likely as men to have a
mentor. However, women staffing professionals are
more likely to be mentored by women and their
male counterparts are more likely to be mentored
Among other factors staffing professionals
see as being beneficial to their staffing industry
futures: One-third say their character, work ethic,
persistence, and dedication have helped them to
advance—with no significant difference by gender.
Other factors they noted include
n A desire to learn and understand the industry (13%)
n Networking and good people skills (11%)
n Experience (11%)
n Great managers/leadership (8%)
Developing Staffing Industry Leaders
ASA survey results confirm that perceptions
and challenges regarding gender gaps persist in the
staffing industry. However, these are tempered by
quite a bit of optimism regarding advancement and
The results the association culled, combined
with the copious and in-depth research ASA has
conducted on employee engagement and work-
force trends, support the following recommenda-
tions—which will be the focus of part two of this
Staffing Success series on women in leadership.
n Explore mentor programs—or if your company
already has a mentor program in place, reassess its
effectiveness. Mentors and coaches often volun-
teer their time and do the heavy lifting along with
the mentees once a program is in place.
n Ensure all corporate staff—from the c-suite to the
branch offices—have a professional development
plan along their desired career path. Leadership
should check progress periodically and help make
n Offer training and professional development
opportunities across all company levels, not just
for managers and above. Remember to include
soft skills training that can help encourage promo-
tions to leadership positions.
n Recognize and reward leadership at all levels of
the company. Positive reinforcement supports a
workplace culture that encourages growth among
all employees, and can help create more growth
opportunities for women. n
Cynthia Poole is the director of research for ASA. Send your feedback on this article to firstname.lastname@example.org. Engage with
ASA on social media—go to americanstaffing.net/social.
51% of staffing
surveyed say they
have a professional
that supports their
growth as a leader
in the industry;
(48%) than men
(55%) have a plan
Focus on growing your business.
Call tricom to handle the rest.
1-888-4-TRICOM (487-4266) www.TRICOM.com
PAYROLL ANALYSIS &PROCESSING | BILLING INTEGRATION | PORTFOLIO MANAGEMENT | ACCOUNTING SERVICES |
FINANCIAL SOLUTIONS | COMPLIANCE SPECIALISTS | STAFFING & RECRUITING SOFTWARE | BUSINESS PERFORMANCE TOOLS
One Database Means Less Time Entering and Fewer Costly Errors.
How many data systems do you use to run your staffing company? How many hours does it take to enter your weekly
data? How much of that time is spent entering data multiple times because those systems don’t speak to one another?
When you have one source for all your administrative tasks, that means you have one system for invoicing and payroll
processing. It also means less time entering data since you only have to input it once (imagine what you or your staff could do
with those extra hours). Plus, your data is more accurate since you eliminate the opportunity for errors that come with entering
multiple times (and no one likes dealing with payroll or invoicing errors!). With your data housed in one system, accessing the
information you need becomes quick and painless.
“Accuracy as far as payroll and billing in our business is critical—it’s our lifeblood. Our reputation is on the line
every week, and we’re only as good as the last payroll and billing that we’ve produced. Tricom does a magnificent
job with that.”
— Marianne Trotter, President & CEO, Accessible Medical Staffing
the “stuff” that
irritates, bores, and
keeps you up at night.
Consolidation of Data.