TIME TO MAKE A MUCH NEEDED DIFFERENCE
Voting and leveraging your vote is important, very important. With over 40 percent minority population in Cobb County, a strong message may be sent that could impact who is elected in the County. It’s time to put people into office who are sensitive to Diversity, who are willing to work with the changing demographics in the County.
Eligible voters must register and get out and Vote in every election on every level. We can no longer afford to be indifferent. “Every man must decide whether he will walk in the light of creative altruism or in the darkness of destructive selfishness.” – Rev. Dr. MLK, Jr. -
I will be willing to bet that of the six agency directors in Cobb County, none are minority. There are only two (2) minorities of the seventeen (17) department heads under each agency. The minority population in Cobb County will probably go up after the 2010 Census, if it’s recorded correctly. I will go a step further and say that out of the 500 plus Cobb County government employees that the minorities in supervisory positions are lower than 40 percent. It would be interesting to see where minorities (African-Americans & Latino/Hispanics) stand on the pay scale. Minorities make up over 40 percent of the population in Cobb County and only slightly over 10 percent are on appointed boards and commissions.
Is there any wonder that we have had unchecked racism in places like Kennesaw city government, but I must say that they are aggressively addressing their issues. I would be willing to bet that it is just the tip of the iceberg county wide. Strict policy enforcement starts at the top and County Government is the top. I have not heard a strong public statement from the County about not tolerating racism and promoting diversity, and sensitivity.
Diversity is upon us and is here to stay and leadership should address it. We have heard the big cry about Affirmative Actions – Quota System, but nothing is said about the “Good Old Boy – Country Club/Hang with System.” We saw that system quite often in the military, i.e., the military member that hung with high ranking officials could do no wrong. Promotions came regardless of covered up wrong doings by those considered protected or untouchable and it was in some cases hard for the ordinary or different military person to advance in rank. Some former employees of the County feel that they were unfairly terminated.
The term diversity has replaced the hard to digest terms of old, Social Actions and Equal Opportunity, but it means the same. We will pay now or pay later in high taxes for health costs, crime rates and just plain overall County unhealthiness. “Anyone’s problem is everyone’s problem particularly if we are not being fair. People that just go along to get along usually will not raise any ruckus as long as they get their piece of the pie. The “Who You Know” system has its advantages, but when qualified individuals are left out of the competitive process, that’s just wrong.
Perhaps a newly formed Human Relations Committee in Cobb County will be helpful if used correctly and suggestions are given serious consideration in making needed changes.
I would like to take a serious look at the county’s numbers and see if they are anywhere near a true reflection of the county’s percentage of minorities cited in the paragraph above, I’d be willing to apologize. There are qualified recruit-able minorities in the County, but are they being sought after and/or given a fair chance once employed?
The tone of diversity and sensitivity starts at the top and I just don’t think that that particular tone is being set currently. Participate and leverage the minority vote, and make a difference.
Rev. Dwight C. Graves
President, Cobb County SCLC








