The CEO puts forth a strategy for Diversity, Equity, and Inclusion, but the frontline management does not embrace the strategy until they are ordered to do so. Saying the Company is "Great", is not words you say to a manager who brings up massive discrimination, retaliation, lack of safety, and you should never tell a Manager, "You need to start supporting that concept". That only leads to dissent. Making a company great is being accepted, open, and ready for change.
The pay was not commensurate with company expectations and earnings. A Manager is most companies can afford to buy a home near where they work. Most employees live in shared housing, managers live in employee housing our miles away. Bringing up workplace issues creates hostility and harassment from Management when the issues resulted in criminal acts. Management has the mindset that they are the only ones who have ideas, and not to bring anything forward. Several concepts were brought forward and not credited when applied. Management lacks knowledge in the overall industry and is intimidated by those who do.
Vail on the whole could learn a lot from the employees. Diversity talks should not preclude front-line staff. Diversity talks must include Employees of all levels, not Managers and above. If that manager doesn't support the message, it will never be relayed to the frontline. The Leadership will never know the issues if they never speak with those who have them. The industry is in the process of change, but respecting Employees and hearing their concerns, including them in the solution, and promoting company-wide inclusion is a must.