Diversity & Inclusive Practices Flashcards
7 cards from real CDT practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Diversity & Inclusive Practices flashcards as text
What distinguishes 'equity' from 'equality' in a DEI framework?
Answer: Equality gives everyone the same resources; equity gives people what they need to reach the same outcome
Equality provides identical treatment, while equity adjusts support based on individual need to achieve fair outcomes for all.
Which type of organizational bias occurs when DEI efforts focus almost entirely on entry-level hiring while senior leadership remains homogeneous?
Answer: Pipeline bias
Pipeline bias occurs when organizations blame a lack of diverse senior talent on the pipeline rather than examining internal advancement barriers.
A CDT is designing a training on inclusive meeting practices. Which behavior should be HIGHLIGHTED as a way allies can support inclusion in real-time?
Answer: Amplifying the contributions of colleagues whose ideas were overlooked or credited to someone else
Amplification—publicly restating and crediting an overlooked idea—is a concrete, high-impact ally behavior that disrupts patterns of erasure in meetings.
What is the 'glass ceiling' and which complementary concept describes the phenomenon where women of color face unique, often invisible barriers to advancement?
Answer: Glass ceiling = invisible barrier to senior roles; complementary concept = concrete ceiling
The 'concrete ceiling' describes how women of color face barriers that are not only invisible but also harder to break than the glass ceiling faced by white women.
Which Kirkpatrick evaluation level measures whether DEI training has changed participants' on-the-job behavior?
Answer: Level 3 – Behavior
Kirkpatrick Level 3 (Behavior) assesses the degree to which participants apply what they learned in their actual work environment after training.
An organization discovers its pay equity audit reveals a 12% unexplained wage gap for women in technical roles. What is the MOST appropriate immediate action?
Answer: Commission a follow-up analysis to identify root causes before correcting individual salaries
A root-cause analysis ensures salary corrections address actual inequities rather than applying a blanket adjustment that may miss structural issues.
Which facilitation technique is MOST useful when a diversity training group becomes polarized into opposing camps?
Answer: Use fishbowl dialogue to allow each side to listen to the other without interruption
Fishbowl dialogue creates structured listening, which de-escalates polarization by building empathy between opposing viewpoints.