Celebrating Unity and Progress: The JFCS MOSAIC Awards Honoree Luncheon

Today, Louisville is abuzz with anticipation as the Jewish Family & Career Services (JFCS) hosts the MOSAIC Awards Honoree Luncheon. This prestigious event is more than just a ceremony; it’s a vibrant tapestry woven with stories of resilience, diversity, and community service. Among the honorees is Di Tran, a testament to the spirit of determination and entrepreneurship. However, the spotlight shines equally on all the remarkable individuals who have come together to celebrate their shared commitment to workforce development and community enrichment.

The MOSAIC Awards are a tribute to those who have left behind their familiar surroundings, high-ranking positions, or humble beginnings in their countries of origin to start anew in the United States. Each honoree’s journey is unique, yet they all share a common thread: a relentless pursuit of self-improvement and societal contribution. They have embraced workforce development not only as a means of personal growth but as a way to add value to the society that has welcomed them with open arms.

The luncheon is a melting pot of cultures, with honorees hailing from diverse backgrounds such as Vietnam, Afghanistan, Iran, Iraq, Bosnia, Mexico, Cuba, Somalia, Guatemala and more. Despite their varied origins, they all share a dedication to uplifting the immigrant community and integrating them into the workforce. Many of these individuals have achieved high levels of education in the U.S., while others have transitioned from having limited English proficiency to becoming successful entrepreneurs and professionals.

The MOSAIC Awards symbolize love, family, inspiration, and inclusivity. They celebrate the hard-earned successes of those who have faced and overcome significant challenges. The stories shared at the luncheon are a powerful reminder that adversity can be transformed into opportunity, and that diversity is a strength that propels Louisville and the state of Kentucky forward.

As the honorees share their experiences and aspirations, the room is filled with a sense of unity and purpose. Each individual, in their own way, is contributing to the fabric of the community, pulling others along with them to achieve greatness. The MOSAIC Awards Honoree Luncheon is not just an event; it’s a testament to the enduring spirit of hope, resilience, and collective progress that defines the city of Louisville and its vibrant immigrant community.

Di Tran himself shared, “I am among the great of all honorees here and felt small in contribution to the Louisville city and Kentucky State, and I am learning hard to accelerate my rate of contribution like all of you here in the room.” His eagerness to learn and contribute further highlight the essence of the MOSAIC Awards – a celebration of individuals who are not only achieving personal success but are also dedicated to uplifting those around them.

Sponsored By

Community Self-Improve

Embracing the Unseen: The Life Lessons of Di Tran

At the age of 41, Di Tran stands as a testament to the power of perseverance, education, and entrepreneurial spirit. As the author of a series of books, owner of multiple small businesses, and holder of several academic degrees, Di’s journey is a compelling narrative of success against the odds. But beyond the accolades and achievements lies a deeper understanding of life, one that Di has graciously shared: “I learned that value a human being around you in the best way you know how and best possible at your condition in your own ways. I learned that behind every person there is more than what is shown that the eye can see and the ear can hear.”

This philosophy underscores Di’s approach to both personal and professional life. It’s a reminder that each individual we encounter carries a unique set of experiences and perspectives, often hidden beneath the surface. Di’s words encourage us to look beyond the obvious, to appreciate the depth and complexity of those around us.

In Di’s view, life is not a matter of right or wrong, but of fit or not fit. This perspective is particularly relevant in today’s diverse and rapidly changing world. It’s a call to respect differences, to understand that what works for one person may not work for another. “Fit or not fit, still respect often its require you to ignore, avoid and thanks God for that difference,” Di advises. This attitude of respect and acceptance is crucial in both personal relationships and professional environments.

Di’s journey and insights offer valuable lessons for all of us. By valuing those around us, looking beyond the surface, and embracing differences, we can create a more inclusive and understanding world. Di Tran’s story is a reminder that behind every achievement lies a deeper wisdom, one that can guide us in our own lives.

Community Corporation Drop the FEAR and Focus on the FAITH Drop the ME and focus on the OTHERS Guiding Lights: A Journey of Courage, Compassion and Faith Leadership Development Self-Improve Workforce Development

The Heartbeat of Collaboration: How Two CEOs, One from Vietnam’s Mud Huts, Are Making a Difference in Louisville

By Viet Bao Louisville, KY

In the bustling city of Louisville, two organizations have come together, forging a bond that reflects compassion, resilience, and the indomitable spirit of community. It’s the collaboration between Harbor House of Louisville and Louisville Beauty Academy that we shine a spotlight on today, and at its core lies the shared vision of two CEOs with big hearts.

From Vietnam’s Mud Huts to Louisville’s Business Landscape

Among the two visionaries leading this collaboration is Di Tran, CEO of Louisville Beauty Academy. His story is not just of business success, but of triumph over adversity, determination, and profound empathy. Born in the rural, mud-hut landscapes of Vietnam, Di Tran has journeyed from the simplicity and hardships of a third-world environment to becoming a pillar of Louisville’s entrepreneurial community.

His roots, steeped in the humbling experiences of Vietnam’s countryside, have instilled in him a deep-seated compassion. Di Tran’s understanding of life’s struggles, paired with his firsthand experience of the challenges faced by immigrants, gives him a unique perspective, allowing him to empathize with all walks of life. This empathy is palpably evident in the work he does, especially in the collaboration with Harbor House of Louisville, an organization serving the underrepresented.

Though the photo is illustrative and not of Di Tran's actual childhood home, it closely mirrors the humble and scenic conditions he once knew. Reflect on this as you appreciate the profound journey and impact he has made in Louisville

A Collaboration Rooted in Love and Care

The partnership between Harbor House of Louisville and Louisville Beauty Academy goes beyond traditional business objectives. It’s a union founded on the shared values of love, care, and community upliftment. Both organizations are dedicated to serving those often left on society’s margins, and together, they’re crafting a narrative of inclusivity and hope.

Maria Smith, the dynamic CEO of Harbor House, matches Di Tran’s enthusiasm and commitment. Their combined leadership brings out a synergy that is setting an example for businesses everywhere. It’s a testament to the idea that when businesses operate with heart and genuine intent, they can bring about transformative change.

Empowering the Underrepresented

The central theme of this collaboration is empowerment. While Louisville Beauty Academy offers beauty services, it’s not just about aesthetics; it’s about boosting confidence, fostering community, and creating an environment where everyone feels valued. On the other hand, Harbor House stands as a haven for adults with disabilities, children, and elders, further emphasizing the shared mission of these two organizations.

In Conclusion

The collaboration between Harbor House of Louisville and Louisville Beauty Academy, led by two big-hearted CEOs, is a beacon of hope in today’s business world. Di Tran, with his roots in Vietnam’s mud huts and his boundless empathy, stands as an inspiration, proving that with determination, love, and care, we can touch lives and create lasting impact.


Community Leadership Development Small Businesses Workforce Development

GLI and Di Tran: Pioneering Inclusive Growth in Louisville’s Business Landscape

In the business corridors of Louisville, Greater Louisville Inc (GLI) stands as a beacon of innovation and inclusivity. This Chamber of Commerce, with its unwavering commitment to promoting an inclusive economic ecosystem, has caught the attention of many, including the dynamic Di Tran, president of the New American Business Association Inc.

GLI: Leading by Example

GLI has long been a pillar of support for businesses in Louisville and beyond. Their endeavors range from offering business support services to ensuring fairness in business growth, with a vision always leaning towards inclusivity and fairness. It’s this commitment that has positioned GLI as not just an organization but as a catalyst for change in Kentucky’s business community.

Di Tran: A Synergy of Vision and Passion

Di Tran’s association with GLI is more than just participatory; it’s symbiotic. As a Vietnamese immigrant who faced the challenges of establishing a business in a foreign land, Di recognizes the value of platforms like GLI. Their support for businesses, big and small, and their dedication to fostering growth is what drew Di closer to GLI’s mission.

With a personal story marked by resilience and ambition, Di, who now helms a series of successful Asian-owned businesses, sees GLI’s vision and his personal mission aligning seamlessly. He not only appreciates GLI’s contributions but also collaborates actively with its Education and Workforce Development Committee.

The 10% Advocacy: A Shared Dream

The mutual respect between GLI and Di Tran becomes even more evident in their shared objectives. Di’s advocacy, ensuring a 10% representation of immigrants, especially those grappling with English as a second language, echoes GLI’s broader inclusive goals. It’s not just about representing a minority; it’s about amplifying the voices that often remain unheard.

GLI, with its steadfast commitment to diversity, finds in Di Tran an ally who embodies the very essence of their vision. Together, they’re not just addressing an oversight but pioneering an inclusive economic transformation in Louisville.

Crafting a Collaborative Future

The alliance between Di Tran and GLI underscores the transformative power of collaboration. By bringing to the fore the unique challenges and contributions of immigrant entrepreneurs, they’re paving the way for a Louisville where every business voice, regardless of its origin, is valued.

Elevating GLI’s mission through real-life examples like Di Tran’s journey offers a testament to their overarching goal: a business ecosystem that’s diverse, inclusive, and thriving. With GLI’s visionary approach and Di Tran’s fervent advocacy, Louisville is set on a trajectory of not just economic growth but inclusive prosperity.

MiaHire USA

Hiring: The Persistent Issue of Unconscious Bias and the Revolutionary Approach of MiaHire USA

1. Definition and Overview: Unconscious bias, sometimes referred to as implicit bias, refers to the prejudices or stereotypes that influence our decisions in an unintentional manner. These biases stem from our upbringing, experiences, and cultural environment. They can manifest in various ways, including ageism, sexism, racism, and even favoring candidates from a particular educational background or alma mater.

In the hiring process, such biases can lead to decisions that are not based on the candidate’s skills or qualifications, but rather on these deep-seated, often unrecognized prejudices. As a result, organizations may unintentionally favor certain candidates over others, leading to a lack of diversity and inclusivity.

2. Examples and Real-World Implications: Consider two candidates: John, a middle-aged white male with a degree from a prestigious university, and Aisha, a young African-American woman who studied at a lesser-known college. If a hiring manager, unknowingly influenced by unconscious biases, gives more weight to John’s application simply because of his background, the organization loses the opportunity to benefit from a diverse range of experiences and perspectives that Aisha could bring.

Another real-world example is the tech industry, often criticized for its gender imbalance. In 2014, Google disclosed that 70% of its employees were men, and in leadership roles, that number was even higher at 79%. Such disparities don’t arise from a lack of qualified female candidates, but often from biases (both conscious and unconscious) that affect hiring decisions1.

3. Statistics Highlighting the Problem:

  • A 2017 study published in the Journal of Labor Economics found that resumes with traditionally African-American names received 14% fewer callbacks than those with white names2.
  • Research by the National Bureau of Economic Research demonstrated that women were 50% less likely to get hired for a job in the male-dominated tech industry3.
  • A 2020 study found that older applicants, especially older women, faced more age discrimination in hiring practices4.

4. Reasons Behind Unconscious Bias: Our brains are wired to make quick judgments, which can be traced back to our evolutionary need to assess threats. These judgments are formed by our personal experiences, societal norms, media portrayals, and more. In the context of hiring:

  • Cultural Stereotypes: Society often perpetuates stereotypes, such as the belief that certain ethnic groups are more hardworking or that one gender is better suited for specific roles.
  • Affinity Bias: This is the tendency to favor people who are like us or share similar backgrounds.
  • Confirmation Bias: Hiring managers may seek information that confirms their existing beliefs about a candidate, overlooking evidence to the contrary.

5. Solutions to Combat Bias in Hiring:

  • Awareness and Training: Recognizing and accepting that we all have biases is the first step. Organizations can provide unconscious bias training to help staff identify and counteract their prejudices.
  • Structured Interviews: By asking all candidates the same questions and assessing their answers using the same criteria, biases can be minimized.
  • Blind Recruitment: This process involves removing personal information (such as names, gender, age) from resumes and applications, allowing candidates to be evaluated purely on their skills and experiences.
  • Diversity and Inclusion Initiatives: Actively promoting and prioritizing diversity can help in reshaping organizational culture.

6. MiaHire USA: Leading the Change: MiaHire USA, a virtual interview platform, has recognized these challenges in the hiring process and has positioned itself as a market leader in combatting bias. By offering a platform where evaluations are transparent across all hiring levels, MiaHire USA is ensuring that candidates are judged solely on their qualifications, skills, and fit for the role.

Their virtual interview system minimizes potential biases by focusing on the content of the interview, rather than irrelevant factors. MiaHire’s commitment to eradicating bias has set a new standard for hiring practices, demonstrating that it’s possible to have a fair, equitable, and transparent recruitment process.

Conclusion: While unconscious bias in hiring has been a persistent issue, with innovations like MiaHire USA, we’re moving towards a future where hiring decisions are based purely on merit. As more organizations recognize and address their biases, we can hope for a more diverse and inclusive workplace that values all individuals, regardless of their background.



  1. “Diversity – Google.” 2014.
  2. Bertrand, Marianne, and Sendhil Mullainathan. “Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination.” Journal of Labor Economics, 2004.
  3. Goldin, Claudia, and Cecilia Rouse. “Orchestrating Impartiality: The Impact of ‘Blind’ Auditions on Female Musicians.” National Bureau of Economic Research, 2000.
  4. Neumark, David, Ian Burn, and Patrick Button. “Age Discrimination and Hiring of Older Workers.” 2020.