CDT Cheat Sheet 2026

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

1. A CDT program uses 360-degree feedback as an evaluation tool. Who typically provides input in this method? → Peers, subordinates, supervisors, and the employee themselves
2. What is 'active listening' and why is it critical in diversity training facilitation? → Fully concentrating, understanding, and responding thoughtfully to speakers
3. A participant becomes visibly emotional during a discussion about workplace discrimination. The facilitator's immediate priority should be: → Acknowledge the emotion and offer the participant choice about continuing
4. What communication barrier is most commonly associated with 'in-group favoritism' in diverse teams? → Selective listening and information sharing that excludes out-group members
5. Which listening technique involves reflecting the speaker's emotional content back to them to demonstrate understanding? → Empathic reflection
6. Which of the following is the BEST approach to sequencing content in a diversity and inclusion curriculum? → Move from foundational concepts to complex application and critical analysis
7. The ADKAR change management model's 'K' stands for: → Knowledge of how to change
8. Which factor MOST threatens the internal validity of a diversity training evaluation? → Concurrent organizational changes (e.g., leadership restructuring)
9. Which model describes organizational change toward inclusion in stages, beginning with 'Exclusion' and ending with 'Transformation'? → The Diversity Maturity Model
10. Which bias mitigation technique involves deliberately imagining members of stereotyped groups as having counter-stereotypic traits or roles? → Counterstereotypic imaging
11. What is the importance of reflective practice for educators? → It drives continuous improvement by analyzing the effectiveness of instructional choices
12. An evaluator uses anonymous pulse surveys sent monthly to track cultural climate shifts during a year-long DEI initiative. This approach is an example of: → Formative evaluation
13. A CDT trainer wants to use gamification in a DEI workshop. Which element, if misapplied, is MOST likely to undermine psychological safety? → Public leaderboards that rank participants by knowledge scores
14. Which U.S. federal law prohibits employment discrimination based on race, color, religion, sex, and national origin? → Title VII of the Civil Rights Act of 1964
15. Which learning design principle ensures that diversity training content connects to participants' real work contexts? → Transfer of learning
16. When designing a diversity training for a mixed-experience audience (novice to advanced learners), the most effective approach is: → Use differentiated activities that allow engagement at multiple depths
17. A training manager asks a CDT to measure the 'business impact' of a diversity training program. According to Kirkpatrick's model, which level addresses this? → Level 4 – Results
18. In the context of D&I training, 'psychological safety' refers to: → A belief that one will not be punished for speaking up, asking questions, or taking risks
19. What is the statute of limitations for filing a charge of employment discrimination with the EEOC in states with a state agency? → 300 days
20. What does the theory of cultural competence emphasize in diversity and inclusion? → Understanding and effectively interacting with diverse cultures
21. Which data source would BEST complement employee survey results to evaluate whether a pay equity initiative is achieving its goals? → Compensation data disaggregated by race and gender
22. When incorporating feedback from training participants into professional development planning, a CDT should primarily focus on: → Patterns across multiple sessions that point to skill gaps or facilitation blind spots
23. Which adult learning principle, associated with Malcolm Knowles, is MOST relevant to diversity training design? → Andragogy — adults are self-directed learners motivated by relevance to their lives
24. A participant states a factual inaccuracy about a marginalized group during an open discussion. The facilitator's best response is to: → Gently provide accurate information and connect it to the learning objective
25. What does 'psychological safety' mean in the context of diversity training communication? → An environment where people feel safe to speak up without fear of punishment
26. How can facilitators measure the success of a diversity training program? → Through feedback, assessments, and observing application
27. Why is formative assessment important during instruction? → It provides ongoing feedback to guide instructional adjustments in real time
28. What is a 'microaggression' in the context of workplace diversity? → A subtle, often unintentional statement or action that demeans a marginalized group
29. The Implicit Association Test (IAT) was developed primarily to measure which of the following? → The strength of associations between concepts and evaluations in memory
30. Which concept describes the trainer's responsibility to examine how their own identity affects their facilitation of diversity content? → Positionality and reflexivity