WGU D357 OA EXAM (2026 EDITION) –
DIVERSITY, EQUITY, AND INCLUSION
200 Questions | Answers & Rationales
Exam Blueprint:
Foundational DEI Concepts & Definitions (20%) – 40 Qs
Social Identities & Intersectionality (15%) – 30 Qs
Bias, Stereotypes & Microaggressions (20%) – 40 Qs
Privilege, Power & Systemic Inequality (15%) – 30 Qs
Inclusive Leadership & Communication (15%) – 30 Qs
Organizational DEI Strategies & Legal Frameworks (15%) – 30 Qs
Time limit (simulated): 2.5 hours (0.75 min/question)
Passing threshold: 70% (140/200)
SECTION 1: FOUNDATIONAL DEI CONCEPTS & DEFINITIONS (Questions
1–40)
1. Diversity refers to:
A) The presence of differences among people including race, gender, age,
sexual orientation, ability, religion, and other dimensions
B) The process of making everyone the same
C) Only race and gender
D) A legal compliance requirement
Answer: A
Rationale: Diversity encompasses all the ways people differ; it is about
representation of varied identities.
,2. Equity is best defined as:
A) Treating everyone exactly the same
B) Giving everyone what they need to have fair access to opportunities,
which may require different resources or supports
C) Equal outcomes for all regardless of effort
D) Reverse discrimination
Answer: B
Rationale: Equity recognizes different starting points and provides resources
to level the playing field; equality treats everyone the same.
3. Inclusion refers to:
A) Ensuring that all individuals feel valued, respected, and able to participate
fully
B) Quotas for hiring
C) Only inviting certain people to meetings
D) Ignoring differences
Answer: A
Rationale: Inclusion is about creating environments where everyone can
contribute and belong.
4. The difference between equity and equality is:
A) Equality means everyone gets the same; equity means everyone gets what
they need
B) They are the same
C) Equality is about outcomes; equity is about inputs
D) Equity ignores history
Answer: A
Rationale: Treating everyone the same (equality) does not address systemic
disadvantages; equity tailors support.
,5. Belonging in a DEI context refers to:
A) The feeling of being accepted, included, and valued as one's authentic self
B) Being in a physical space
C) Membership in an organization
D) Legal citizenship
Answer: A
Rationale: Belonging is the emotional outcome of inclusion; it's deeper than
just being present.
6. Which of the following is a dimension of diversity (primary dimension)?
A) Race/ethnicity
B) Favorite color
C) Shoe size
D) Last name length
Answer: A
Rationale: Primary dimensions of diversity are core, often visible or
immutable characteristics (race, gender, age, disability, sexual orientation).
7. Secondary dimensions of diversity include:
A) Educational background, work experience, marital status, religious beliefs
B) Race and gender
C) Age and disability
D) Eye color
Answer: A
Rationale: Secondary dimensions are acquired or changeable throughout life
(education, income, military experience, etc.).
8. Intersectionality (coined by Kimberlé Crenshaw) refers to:
, A) The overlapping of social identities (e.g., race and gender) that create
unique experiences of discrimination or privilege
B) A type of highway interchange
C) Separating identities
D) Only race
Answer: A
Rationale: Intersectionality examines how multiple identities interact to
shape lived experiences.
9. Cultural competence is the ability to:
A) Interact effectively with people from different cultures
B) Memorize facts about other cultures
C) Ignore cultural differences
D) Force one's own culture on others
Answer: A
Rationale: Cultural competence involves awareness, knowledge, and skills to
work respectfully across cultures.
10. Unconscious bias (implicit bias) refers to:
A) Biases that individuals are not aware of and that influence decisions
unintentionally
B) Overt, conscious prejudice
C) Intentional discrimination
D) Statistical anomalies
Answer: A
Rationale: Unconscious biases are automatic associations that affect
judgment; they can be measured with tools like the IAT.
11. Systemic (structural) inequality refers to:
DIVERSITY, EQUITY, AND INCLUSION
200 Questions | Answers & Rationales
Exam Blueprint:
Foundational DEI Concepts & Definitions (20%) – 40 Qs
Social Identities & Intersectionality (15%) – 30 Qs
Bias, Stereotypes & Microaggressions (20%) – 40 Qs
Privilege, Power & Systemic Inequality (15%) – 30 Qs
Inclusive Leadership & Communication (15%) – 30 Qs
Organizational DEI Strategies & Legal Frameworks (15%) – 30 Qs
Time limit (simulated): 2.5 hours (0.75 min/question)
Passing threshold: 70% (140/200)
SECTION 1: FOUNDATIONAL DEI CONCEPTS & DEFINITIONS (Questions
1–40)
1. Diversity refers to:
A) The presence of differences among people including race, gender, age,
sexual orientation, ability, religion, and other dimensions
B) The process of making everyone the same
C) Only race and gender
D) A legal compliance requirement
Answer: A
Rationale: Diversity encompasses all the ways people differ; it is about
representation of varied identities.
,2. Equity is best defined as:
A) Treating everyone exactly the same
B) Giving everyone what they need to have fair access to opportunities,
which may require different resources or supports
C) Equal outcomes for all regardless of effort
D) Reverse discrimination
Answer: B
Rationale: Equity recognizes different starting points and provides resources
to level the playing field; equality treats everyone the same.
3. Inclusion refers to:
A) Ensuring that all individuals feel valued, respected, and able to participate
fully
B) Quotas for hiring
C) Only inviting certain people to meetings
D) Ignoring differences
Answer: A
Rationale: Inclusion is about creating environments where everyone can
contribute and belong.
4. The difference between equity and equality is:
A) Equality means everyone gets the same; equity means everyone gets what
they need
B) They are the same
C) Equality is about outcomes; equity is about inputs
D) Equity ignores history
Answer: A
Rationale: Treating everyone the same (equality) does not address systemic
disadvantages; equity tailors support.
,5. Belonging in a DEI context refers to:
A) The feeling of being accepted, included, and valued as one's authentic self
B) Being in a physical space
C) Membership in an organization
D) Legal citizenship
Answer: A
Rationale: Belonging is the emotional outcome of inclusion; it's deeper than
just being present.
6. Which of the following is a dimension of diversity (primary dimension)?
A) Race/ethnicity
B) Favorite color
C) Shoe size
D) Last name length
Answer: A
Rationale: Primary dimensions of diversity are core, often visible or
immutable characteristics (race, gender, age, disability, sexual orientation).
7. Secondary dimensions of diversity include:
A) Educational background, work experience, marital status, religious beliefs
B) Race and gender
C) Age and disability
D) Eye color
Answer: A
Rationale: Secondary dimensions are acquired or changeable throughout life
(education, income, military experience, etc.).
8. Intersectionality (coined by Kimberlé Crenshaw) refers to:
, A) The overlapping of social identities (e.g., race and gender) that create
unique experiences of discrimination or privilege
B) A type of highway interchange
C) Separating identities
D) Only race
Answer: A
Rationale: Intersectionality examines how multiple identities interact to
shape lived experiences.
9. Cultural competence is the ability to:
A) Interact effectively with people from different cultures
B) Memorize facts about other cultures
C) Ignore cultural differences
D) Force one's own culture on others
Answer: A
Rationale: Cultural competence involves awareness, knowledge, and skills to
work respectfully across cultures.
10. Unconscious bias (implicit bias) refers to:
A) Biases that individuals are not aware of and that influence decisions
unintentionally
B) Overt, conscious prejudice
C) Intentional discrimination
D) Statistical anomalies
Answer: A
Rationale: Unconscious biases are automatic associations that affect
judgment; they can be measured with tools like the IAT.
11. Systemic (structural) inequality refers to:
