Diversity, Equity, and Inclusion examines how diversity affects organizations, drawing on theory, legislation and research about specific groups and global contexts.
It is a 3 competency unit course in term 8 of WGU's B.S. Human Resource Management standard path. WGU's description also mentions career paths in diversity.
Students find the course demanding because it asks for balanced, evidence-based analysis on topics people often feel strongly about. Marks come from accurate law, sound theory and practical organizational application.
Course at a Glance
| Item | Details |
|---|---|
| University | Western Governors University (WGU) |
| Course | D357 Diversity, Equity, and Inclusion |
| Level | Undergraduate, 3 competency units |
| Program | B.S. Human Resource Management (term 8) |
| Subject area | Workplace diversity, employment law, organizational behavior |
| Typical work | Written analyses of theory, legislation, diversity groups and global issues |
What D357 Covers
WGU lists three competencies:
| Competency (summarized) | What it involves |
|---|---|
| Explain the theoretical background, legislation and foundations of DEI in organizations | Key theories and the US laws that prohibit discrimination |
| Discuss specific groups and categories of diversity | For example race and ethnicity, sex and gender, age, disability, religion, veterans |
| Examine global influences on diversity | Cultural differences, international workforces, varying laws |
Key Concepts Explained
Diversity, Equity and Inclusion as Separate Ideas
Diversity describes differences within a workforce. Equity concerns fair access to opportunity and fair processes. Inclusion is whether people can participate fully and are heard. An organization can be diverse without being inclusive.
Theories Often Used
- Social identity theory: people define themselves partly by group membership, which can create in-group preference.
- Similarity-attraction: people tend to favor others like themselves, which affects hiring and teamwork.
- Information and decision-making perspective: varied backgrounds can widen the information and viewpoints a team brings to problems, if well managed.
The Legal Foundation
US federal laws relevant to the course include Title VII of the Civil Rights Act, the Equal Pay Act, the Age Discrimination in Employment Act and the Americans with Disabilities Act, enforced by the EEOC. Lawful practice is the baseline for any diversity initiative.
Example: A company notices that few internal promotions go to employees over 50. A lawful, evidence-based response reviews promotion criteria for unintended bias, makes sure development opportunities are open to all ages, and tracks outcomes. It does not set age-based quotas, which would raise their own legal issues.
Typical Assignments and How to Approach Them
| Task type | What it tests | How to approach it |
|---|---|---|
| Theory and law explanation | Accurate foundations | Define the theory, name the law and show how each shapes HR practice |
| Group or category discussion | Understanding specific workplace issues | Use credible sources and avoid generalizing about individuals |
| Global diversity analysis | International perspective | Compare cultural norms and legal frameworks across countries |
| Organizational recommendation | Practical application | Propose lawful, measurable actions with clear goals |
Global Influences on Diversity
The global competency recognizes that diversity looks different across countries. Protected characteristics, cultural norms about hierarchy and communication, and data privacy rules all vary.
A multinational employer cannot simply export a US program. In written work, compare at least two contexts, explain how local law and culture change the approach, and show how the organization keeps core principles of fairness while adapting practice. This links forward to Global Human Resource Management.
Turning Principles into Organizational Practice
Recommendations are strongest when they are lawful, specific and measurable. Practical areas HR can review include:
- Recruitment: job-related requirements, wide sourcing and structured interviews.
- Promotion and pay: consistent criteria and regular pay equity reviews.
- Accessibility: reasonable accommodation processes and accessible workplaces and systems.
- Inclusion: manager training, employee feedback channels and clear complaint procedures.
- Measurement: engagement survey results, retention and promotion patterns, reviewed over time.
For each action, name who is responsible and how progress will be judged. This shows the evaluator that you can move from theory to workable practice.
Where Students Get Stuck
- Opinion over evidence. Support claims with research and law.
- Legal inaccuracy. Check which characteristics each law protects.
- Stereotyping groups. Discuss patterns and barriers, not assumptions about individuals.
- Vague recommendations. Give actions, owners and measures.
Study Tips for D357
- Build a law table: statute, protected characteristic, employer duties.
- Summarize each theory in two sentences with a workplace example.
- Review D352 notes on discrimination and harassment law.
- Use recent, credible sources and cite them in the style your course asks for.
How We Help with D357
Send the task, readings, rubric and any feedback. An HR writer prepares a balanced custom paper, explains theories and legislation, or reviews your draft for accuracy and evidence. Our human resources assignment help guide describes our wider HR support.
GradeEssays is independent of Western Governors University. Our work is a study aid; you write and submit your own work under WGU's academic integrity rules. Every order is written from scratch, plagiarism-checked and covered by free revisions within the scope of your original request.
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Frequently Asked Questions
WGU's standard path places Diversity, Equity, and Inclusion in term 8 of the B.S. Human Resource Management.
WGU lists it at 3 competency units.
US federal anti-discrimination laws such as Title VII, the Equal Pay Act, the ADEA and the ADA are central.
Yes. One competency examines global influences on diversity in organizations.
Base claims on research and law, define terms clearly and recommend lawful, measurable actions.
No. We provide custom papers and feedback so you can write your own.