CDE Cheat Sheet 2026

The 30 highest-yield CDE facts, distilled from real exam questions. Print it, save it as a PDF, or study it here — free, no sign-up.

1. Under the ADEA, which workers are protected from age discrimination? → Workers age 40 and older at employers with 20+ employees
2. Why is disaggregating data by intersecting identities (e.g., race and gender) important in process improvement? → It reveals disparities that may be hidden in single-dimension aggregate data
3. What distinguishes an 'accountable' stakeholder from a 'responsible' one in a RACI chart? → Accountable is the single owner who signs off; responsible does the work
4. Which U.S. case established that employment tests with disparate impact must be job-related and consistent with business necessity? → Griggs v. Duke Power Co.
5. In the change management model by John Kotter, what is typically the first step when launching a DEI transformation? → Create a sense of urgency
6. In the SIPOC tool used to scope a process, what does the 'C' represent? → Customers
7. What is the primary objective of business ethics in professional practice? → Creating sustainable value for all stakeholders
8. What communication strategy is most effective for financial analysis? → Maintain transparent, timely, and audience-appropriate communication
9. In Lewin's change model, which stage involves reinforcing new behaviors through policies, rewards, and norms? → Refreeze
10. In a RACI chart for a D&I initiative, the 'A' role refers to the person who: → Is ultimately answerable for the outcome and signs off
11. What risk management principle applies to performance metrics? → Proactively identify, assess, and mitigate risks through a structured framework
12. Exit interview data shows employees from underrepresented groups often cite 'lack of growth opportunities.' What is the best next step? → Cross-check with promotion, development, and stay-interview data to confirm the pattern
13. Under the Lilly Ledbetter Fair Pay Act of 2009, when does the filing period for a pay discrimination claim reset? → With each paycheck affected by the discriminatory decision
14. Which recruiting practice most effectively reduces unconscious bias during the initial screening of job applicants? → Using blind resume review by removing names and identifying information
15. Which is a SMART goal for improving diverse representation in the candidate pipeline? → Increase underrepresented candidates on engineering slates from 20% to 35% by Q4 2027
16. A company runs a rapid, focused, multi-day workshop to redesign its onboarding process for inclusivity. This is best described as what? → A kaizen event
17. After a successful improvement to the exit interview process, what should be documented to standardize it? → Standard operating procedures, owners, and monitoring metrics
18. When prioritizing among many possible D&I initiatives with limited budget, the best approach is to: → Rank initiatives by expected impact and feasibility against strategic goals
19. A DEI leader wants to forecast next year's budget based on expected hiring volume. Which budget type adjusts automatically to activity levels? → Flexible budget
20. What role does employee feedback play in diversity and inclusion initiatives? → It provides valuable insights that help shape DEI strategies and initiatives
21. When delivering feedback across cultures, which approach is most inclusive? → Adapt delivery to the recipient's cultural norms while keeping the message clear
22. A CEO publicly champions DEI but never allocates budget or attends council meetings. What is this gap most commonly called? → Say-do gap
23. A federal contractor's affirmative action plan shows women are 22% of incumbents in a job group but 35% of qualified availability. What must the plan include? → A placement goal for women in that job group
24. In William Bridges' Transition Model, which phase is marked by confusion and uncertainty between the old and new state? → The Neutral Zone
25. Which practice most increases legal risk under Title VII for a diversity hiring initiative? → Requiring managers to fill a fixed number of openings with candidates of a specific race
26. A leader frames DEI as a 'zero-sum' initiative in which some groups lose. What is the most effective reframe? → Communicate that inclusive systems improve fairness and outcomes for everyone
27. In a SWOT analysis for a D&I initiative, a new state pay-transparency law would most likely be classified as a(n): → Opportunity or threat
28. How can leaders demonstrate commitment to DEI in their organization? → By prioritizing DEI and ensuring it is a core part of the organization’s values
29. An inclusive leader is conducting a 'stay interview.' What is its main purpose? → To understand what keeps employees engaged and what might drive them to leave
30. A diversity executive compares the company's parental leave processes with those of top-rated employers. This practice is called what? → Benchmarking