Diversity and Inclusion, or Segregation and Exclusion: On Creating a U.S. Department of Vision and Opportunity

---

Diversity and Inclusion are principles that are independent of income, salary, or one's rank!

In our current society, individuals, businesses, and governments are heavily reliant on credit, leading to detrimental consequences for both employers and employees. Over time, rising costs of living, declining productivity, and deteriorating standards of quality create an insurmountable debt cycle that shapes our national identity. Can this cycle be broken?

Envision an institutional organization where every American is an active member, utilizing their smart device to participate in reshaping the future of democracy, capitalism, and governance.

If you can envision a well-defined annual plan at work or at home, consider developing a comprehensive 5—to 10-year plan to fully comprehend the U.S. deficit and the paramount importance of succession planning for future generations.

To break free from the in-debt, in-deficit cycle, we must transition from working harder to working smarter.

This is where you come in!

Your organization lacks the necessary agility in accounting processes to provide employees of varying experience levels with diverse opportunities.

Are there compensation options available, such as weekly, biweekly, monthly, or bimonthly payment schedules?

Of course not! And why not? For convenience!

The convenience of consolidating all employees under the same accounting umbrella often leads to treating junior graduates and seasoned professionals equally.

As a result, we introduce principles of diversity and inclusion, which ultimately segregate and exclude those who possess knowledge and experience to the point where employment or compensation becomes inconsequential unless a well-defined game plan is adopted for the long-term implementation.

Pose two questions during a job interview, and you’ll gain peace of mind and work-life balance during your employment with any company.  

1. Can I work for a few weeks to see if I like it there?  

   If you live paycheck to paycheck, don’t ask this; you won’t receive the desired answer. Employers will cite liability and initial background check costs, even if you suggest reimbursing them gradually during your employment.  

2. Can your company pay me after one full year?  

   If you don’t know your annual household budget, haven’t saved it for an entire year, and aren’t interested in proving your worth and value to yourself and a company by growing a success/profit department, then don’t ask this either. But I do ask!

   
   

Instead, consider taking this LinkedIn Learning class to become an entrepreneur inside a company.

A company's response to your questions will provide a clear understanding of its strategies towards diversity and inclusion and whether you embody the “inclusion” that will “diversify” its practice in both the short and long term. The person interviewing you may not have the answers you seek on the topic.

---

Connect to my Course on the topic:

https://www.dmillio.com/resources1

06 - Knowing the Key Players within a Network

03 - Thinking Big and Scaling Government and Business Strategies

---

“Diversity and Inclusion” refers to creating a safe environment that embraces differences among individuals, ensuring equal opportunities, and fostering a sense of belonging once the expectations of employees and employers align. The philosophy of diversity and inclusion encompasses the following aspects:  

Diversity:

Diversity refers to the presence of differences within a group, organization, or society, which can include:  

• Demographic Diversity: race, ethnicity, gender, age, nationality, disability, sexual orientation, etc.  

• Cognitive & Viewpoint Diversity: differences in experiences, perspectives, education, and problem-solving approaches.  

• Professional & Educational Diversity: varied backgrounds in training, expertise, and career paths.  

• Cultural Diversity: differences in language, traditions, and values.  

Suppose your diverse experience provides you the perspective needed to think outside the box and solve more significant problems than your superiors. Still, you avoid speaking up due to fear of exclusion. In that case, then remaining silent is not diversity.

Diversity: knowing how to tease answers out of you.

Inclusion:

Inclusion ensures that individuals, regardless of their differences, feel valued, respected, and empowered to contribute.

• It focuses on actively involving diverse individuals rather than just having them present.  

If you are technically superior, see the bigger picture more clearly, and organize the detailed steps toward progress, you are a threat to your superiors. You may remain silent out of concern for exclusion, but keeping quiet is not inclusion.

Inclusion: Knowing to recognize other's contributions.

Education and Viewpoints vs. Cultures, Races & Genders:  

Diversity and Inclusion in education and viewpoints emphasize differences in thinking, ideology, and experiences, which can enhance decision-making and innovation. Diversity and Inclusion in cultures, races, and genders often focus on addressing historical inequalities in representation.  

Which of these matters more?  

Both categories are essential and often intersect. A diverse group of individuals from different backgrounds is more likely to provide diverse perspectives and solutions. However, diversity alone isn’t sufficient—Inclusion ensures that differing points of view are genuinely evaluated and considered for implementation.

We must actively level the playing field that is constantly being reshaped by ill-informed or uninformed want-to-be leaders who are trained to oppose new staff and new ideas.