CDT Organizational Culture & Change Management 3

Question 1

When conducting a DEI culture audit, which data source is most likely to reveal gaps between stated values and lived experience?

Accepted Answer

Employee engagement surveys disaggregated by demographic group

Answer

Disaggregating survey data by race, gender, and other identities exposes disparities in experience that aggregate scores obscure.

Question 2

Psychological safety in the context of DEI means employees feel safe to:

Accepted Answer

Speak up about bias and exclusion without fear of retaliation

Answer

Amy Edmondson's concept of psychological safety is essential for DEI because people must feel able to raise concerns without risking their career or relationships.

Question 3

Which approach is most effective for sustaining DEI change after a training program ends?

Accepted Answer

Embedding DEI metrics into performance management and promotion criteria

Answer

Tying DEI outcomes to formal accountability systems ensures that progress continues beyond the initial enthusiasm generated by training.

Question 4

Tokenism in organizational culture is harmful because it:

Accepted Answer

Places excessive burden on individuals from underrepresented groups to represent their entire community

Answer

Tokenism creates a burden where one or few individuals are expected to represent and educate for their entire demographic group, causing stress and marginalizing their individual contributions.

Question 5

A diversity trainer working with a resistant leadership team should first:

Accepted Answer

Explore the specific fears and concerns driving resistance

Answer

Understanding the roots of resistance allows trainers to address legitimate concerns and reframe DEI as aligned with leaders' own goals.

(CDT) Certified Diversity Trainer Practice Test

(CDT) Certified Diversity Trainer Practice Test

CDT Organizational Culture & Change Management 3