CDT Assessment & Evaluation of Diversity Programs 2 — Questions and Answers
Question 1: Which evaluation framework distinguishes between a program's outputs (activities completed) and its outcomes (changes in behavior or conditions)?
- Logic model (Correct answer)
- Balanced scorecard
- SWOT analysis
- Kirkpatrick model
Correct answer: Logic model
A logic model maps the chain from inputs and activities through outputs to short-, medium-, and long-term outcomes, making it easy to distinguish activity counts from actual impact.
Question 2: A diversity trainer wants to measure whether employees can correctly identify microaggressions six months after training. Which evaluation level does this address?
- Reaction
- Learning
- Behavior (Correct answer)
- Results
Correct answer: Behavior
Behavior (Level 3 of Kirkpatrick) assesses whether participants apply what they learned on the job over time, such as recognizing microaggressions in real situations.
Question 3: When comparing pre- and post-training survey scores, a trainer notices scores improved but the sample size was only 12. What is the primary statistical concern?
- Selection bias
- Low statistical power (Correct answer)
- Ceiling effect
- Social desirability bias
Correct answer: Low statistical power
Low statistical power means the sample is too small to reliably detect a true effect, making it difficult to conclude the improvement was real rather than due to chance.
Question 4: An organization tracks the ratio of underrepresented employees promoted annually as part of its diversity program evaluation. This metric is best classified as a:
- Process metric
- Input metric
- Outcome metric (Correct answer)
- Satisfaction metric
Correct answer: Outcome metric
Promotion ratios measure an actual change in organizational conditions resulting from diversity efforts, making them outcome metrics rather than process or input measures.
Question 5: Which qualitative method is most effective for understanding the nuanced lived experiences of employees from marginalized groups regarding a diversity initiative?
- Multiple-choice survey
- In-depth interviews (Correct answer)
- Return-on-investment calculation
- Attendance records review
Correct answer: In-depth interviews
In-depth interviews allow participants to describe experiences in their own words, surfacing nuance, context, and meaning that structured surveys cannot capture.
Question 6: A trainer administers the same assessment immediately before and immediately after a one-hour workshop. What is the main limitation of this evaluation design?
- It uses too many questions
- It cannot control for maturation effects
- It lacks a control group and cannot confirm long-term retention (Correct answer)
- It is too expensive to administer
Correct answer: It lacks a control group and cannot confirm long-term retention
A pre-post design without a control group or follow-up cannot rule out that gains will fade quickly or that other factors caused the change.
Question 7: In the context of diversity program assessment, what does 'baseline data' refer to?
- The minimum acceptable score on a post-test
- Demographic data collected only from managers
- Information gathered before the program begins to enable comparison (Correct answer)
- A summary of program costs and budget
Correct answer: Information gathered before the program begins to enable comparison
Baseline data is the starting-point measurement collected prior to program implementation, against which post-program results are compared to detect change.
CDT Assessment & Evaluation of Diversity Programs 2
Which evaluation framework distinguishes between a program's outputs (activities completed) and its outcomes (changes in behavior or conditions)?