Consor reviews

We take this review seriously. I am sorry to hear that what you witnessed was confusing to make sense of, however, I can assure you that we have zero tolerance for any form of discrimination or exclusion, which is demonstrated both in policy and in practice. Older, experienced employees are undoubtedly valuable assets to our teams. While circumstances for taking personal leave are often complex and sensitive, caring for our employees is always our top priorty. Taking personal leave is almost entirely unrelated to involuntary separations. In an instance of involuntary separation, regardless of age, unless there is misconduct or policy violation, separation is typically a last resort after other measures of performance improvement have already taken place. We believe that tenured team members have a wealth of experience and knowledge from which they can mentor and support our more junior team members. With collaboration as a core value here, diversity of age and experience help us create better solutions together as we glean expertise, views and ideas from teammates with different backgrounds. Although you're no longer working with us, my door is always open. If you are willing to share additional details, please reach out. I’d like the opportunity to address the concerns locally and make any changes necessary to create a great experience for all team members. I wish you all the best moving forward.

Thank you for sharing this feedback, which we take very seriously. It’s disheartening to read about the attitudes you described, which do not align with our values or business practices. I'm sorry that was your experience here. With several senior leadership team members previously leading their own D/WBE businesses, diversity is core to who we are as a firm. In fact, our leadership team includes people of color and LGBTQIA+. We have zero tolerance for any form of discrimination or exclusion, which is demonstrated both in policy and in practice. We provide regular supervisor trainings on diversity, equity, and inclusion practices, and coaching to leaders on how to use communication styles that invite feedback and promote inclusion and opportunity for all team members. While this is a continuous process, we still occasionally have situations arise where an employee feels unsupported. In these instances, our open-door policy provides employees the option of reporting their experiences to anyone in their leadership chain, any leader outside of their leadership chain, or any member of HR. Additionally, we provide an anonymous reporting platform, AllVoices, where employees can provide clear and honest feedback about their experiences to leadership, free from any worry or concern they may have of conflict or consequences. We rely on these types of reports to isolate and resolve culture issues our employees are having. Lastly, our leadership team fully supported the launch of our Employee Resource Groups (ERGs), one of which is specifically dedicated to seeking equality and respect for team members who identify as LGBTQIA+, providing support, resources, and connection for this community within our firm. I wish you the best in your future endeavors. Even though you're no longer on our team, my door is always open. If you are willing to share additional details about your experience, please reach out to me. I’d like the opportunity to address the concerns locally and make any changes necessary to create a great experience for all team members.