Most of us understand diversity & inclusion to mean attracting and retaining a workforce that represents the differing backgrounds of the community in which we live or the organization that we work for. We also understand that we must treat one another fairly and equitably, consistently promote recruiting and employment practices that are diverse in nature, and recognize multicultural issues in the workplace. Additionally, for anyone that has been employed by a large corporation knows that there is typically a diversity group established that is representative of its employees along with senior managers, HR representation and the like. They meet, discuss, and put together action plans to further increase the diversity awareness within the organization and this is good. The meeting results and accomplishments are shared, perhaps quarterly, and everyone is pleased.

The reality for many companies is that there are not realistic solutions to employee’s growing need to be heard, acknowledged or validated. This is evidenced by the continual complaints of employees expressing their dissatisfaction to their respective HR partners. Complaints regarding unfair employment selection practices are often cited but seldom listened to or resolved.

Mr. Voss has solid practices in place & his company has done well as a result. I’m fortunate to work for an outstanding company that believes in everything that I mentioned. Perhaps more companies should be as forward thinking, invest in diversity and inclusion training, mentoring and development from the staff level on up, and to adhere to business practices that are honest. This would end the infamous lip service that many organizations tout and also end the notion that diversity and inclusion is there only to commensurate with x’s group purchasing power.

bottom up, treat employees honestly and encourage an open culture