CDP CDP Training & Education Programs 2 — Questions and Answers
Question 1: What is 'andragogy' and how does it apply to D&I training design?
- A branch of organizational psychology unrelated to training
- The theory of adult learning that emphasizes self-direction, prior experience, and relevance — guiding how D&I training should be designed for adult learners (Correct answer)
- A method for measuring diversity training ROI
- A legal standard for anti-harassment training
Correct answer: The theory of adult learning that emphasizes self-direction, prior experience, and relevance — guiding how D&I training should be designed for adult learners
Andragogy, developed by Malcolm Knowles, informs D&I training design by centering adult learners' need for relevance, autonomy, and connection to experience.
Question 2: A D&I training program designed with a 'train-the-trainer' model is MOST valuable for:
- Reducing the cost of external facilitators as the only goal
- Building internal facilitation capacity so D&I learning can be sustained and scaled across the organization (Correct answer)
- Replacing formal D&I staff with volunteer trainers
- Ensuring only HR professionals deliver diversity content
Correct answer: Building internal facilitation capacity so D&I learning can be sustained and scaled across the organization
Train-the-trainer models build sustainable internal capability, allowing D&I learning to scale beyond a single team or external vendor.
Question 3: What is a 'learning journey' approach in D&I education, and why is it preferred over single-event training?
- It refers to employees physically visiting diverse communities
- It is a multi-touchpoint curriculum that builds on prior learning over time, reinforcing concepts through varied modalities and real practice (Correct answer)
- It is an annual leadership retreat for diversity champions
- It requires employees to document personal growth in a journal
Correct answer: It is a multi-touchpoint curriculum that builds on prior learning over time, reinforcing concepts through varied modalities and real practice
Learning journeys use spaced repetition, varied modalities, and progressive skill-building across time, leading to deeper and more durable behavior change.
Question 4: Which of the following represents a BEST practice for evaluating the effectiveness of a D&I training program?
- Relying solely on participant satisfaction scores (smile sheets)
- Using a multi-level evaluation approach including learning assessments, behavior observation, and business outcome tracking (Correct answer)
- Counting the number of employees who completed training
- Measuring only the cost per participant
Correct answer: Using a multi-level evaluation approach including learning assessments, behavior observation, and business outcome tracking
Multi-level evaluation provides a complete picture of D&I training impact by connecting participant experience to behavior change and organizational outcomes.
Question 5: A D&I professional is concerned that the organization's anti-bias training has had minimal impact on promotion rates for underrepresented groups. The MOST likely explanation is:
- The training was too long
- Training alone cannot fix systemic barriers; structural changes to promotion processes must accompany awareness training (Correct answer)
- Employees did not pay attention during training
- The training vendor was not diverse enough
Correct answer: Training alone cannot fix systemic barriers; structural changes to promotion processes must accompany awareness training
Research consistently shows that awareness training without accompanying structural changes to systems and processes has limited impact on equity outcomes.
Question 6: What is the role of 'psychological safety' in effective D&I learning environments?
- It guarantees that no one will ever feel uncomfortable during training
- It creates conditions where participants feel safe to ask questions, share experiences, and explore new perspectives without fear of judgment (Correct answer)
- It is a legal requirement for all diversity trainings
- It refers exclusively to physical safety in training facilities
Correct answer: It creates conditions where participants feel safe to ask questions, share experiences, and explore new perspectives without fear of judgment
Psychological safety in learning environments allows participants to engage authentically with D&I content, which is essential for genuine reflection and growth.
CDP CDP Training & Education Programs 2
What is 'andragogy' and how does it apply to D&I training design?