If you treat your people right, the rest will follow—satisfied customers, innovation, productivity and ultimately success.
But building an organization where everyone feels welcome, wanted and like they can be their authentic selves isn’t easy. It takes work. Ray Orsini, CEO of OITVOIP, a VoIP company catering to managed service providers, has made that commitment. From its outset, OIT has created a culture that embraces ideas that make employees want to be there and stay there. As a result, OITVOIP was nominated for—and won—the 2025 GTIA North America Advancing Diversity in Technology Leadership Award.
Judges were impressed with OIT’s impact and dedication in helping others navigate evolving IT needs in a respectful and diverse environment. We asked CEO Ray Orsini why creating an inclusive work environment is so important to his organization and why it should matter to the tech industry as a whole. Here’s what he had to say.
What does winning the GTIA Advancing Diversity in Technology Leadership Award mean to you?
It’s a powerful reminder that how we lead matters just as much as what we build. This award isn’t about the spotlight, it’s about the impact. It affirms that creating inclusive, human-centered environments in tech is not only possible, but also necessary. We’re proud to be recognized for something we care deeply about: Making people feel they belong in a space that historically hasn’t made room for everyone. That’s what leadership should do. And winning this award tells us we’re on the right path.
Why is diversity important to OIT?
Diversity isn’t a metric for us. It’s the foundation of who we are. OIT was built by people who didn’t always feel like they fit into traditional corporate culture. We intentionally created a place where others wouldn’t have to mask, shrink or “fit the mold” to succeed. Different perspectives make us stronger, more adaptable and more creative. In tech, that’s everything. We want people to bring their full selves to the table, because that’s when the best ideas and the best work happen.
What are some of the initiatives or policies you have to champion diversity within your organization?
We focus on creating an environment where people feel comfortable being themselves. That includes inclusive hiring practices, flexible schedules and psychological safety baked into how we operate. We recently updated our camera policy so staff can leave them off during meetings if that’s what feels best. We’ve also introduced fidget tools, blue-light glasses, softer lighting and other accommodations to support different sensory needs. I’m open about my own neurodivergent experience so the team knows it’s not just accepted here, it’s welcomed. We don’t expect people to fit into a mold. We’d rather they bring their full selves to the table. It’s not about one big initiative; it’s about a hundred small choices that build a culture of trust. We’re constantly learning, listening and evolving to support the real humans who work here.
How can diversity initiatives benefit an organization?
Diverse teams see around corners. They challenge assumptions, bring fresh ideas and build products and services that reflect the world we actually live in. Beyond the business case, investing in diversity creates healthier, more resilient organizations. It builds loyalty, reduces turnover and fosters collaboration. But more than anything, it creates workplaces people want to be part of. When your team feels safe and supported, they bring their best. That’s not a side benefit; it’s a business advantage.
What advice do you have for other companies around diversity benefits or initiatives?
Treat diversity like any other essential business skill. It’s not about checking boxes, it’s about learning to lead people with different needs, perspectives and strengths. Start by listening, acting and being willing to adjust. Be comfortable with ideas that might not make sense at first. Sometimes those have the best outcomes. You won’t always get it right, and that’s fine. What matters is that your team knows you’re committed and consistent to building a culture where everyone feels like they belong.
