CDP® Study Domains and Competencies

Diversity and HR practitioners develop and implement DEIA initiatives within organizations. They must be adept at leading change. A visionary strategist, the CDP® breathes new life into ordinary business practices and intolerant work environments to creative inclusive excellence.

Organizations who employ diverse workforces better understand customer needs, are more proactive managing costs and opportunities, and are poised to thrive in a global economy. This competency helps practitioners maximize DEIA efforts using traditional business principles.

Practitioners must be familiar with Equal Employment Opportunity (EEO) laws in the US and other countries where their organization operates. These laws prohibit discrimination based on race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, and other protected characteristics.

Harassment can pose a serious problem in workplaces. This includes understanding the different types of harassment and how to create a workplace culture that is free from harassment.

Diversity and HR practitioners use best practices to attract, engage, include, and retain teams to enable a strong, resilient workforce.

Employees can bring bias to the workplace, negatively impacting teamwork, productivity, client service, and morale. Practitioners design and implement engaging and effective diversity training sessions that evolve the organizational culture and create a sense of belonging for all staff.

The art of delivering your message effectively is vital. Multicultural communication skills are essential for building strong relationships and setting a positive example for others. This competency guides practitioners in initiating and mediating complex discussions with confidence and respect.

Employee-led groups that support DEIA initiatives in the workplace, Resource Groups and Diversity Councils are driving forces in organizational DEIA efforts. This competency empowers DEIA leaders to collaborate with and delegate to internal allies to analyze and drive change within the organizational climate.

Women are underrepresented in many leadership positions in the workplace. Diversity practitioners work to empower women in the workplace by developing and implementing programs that help eliminate the gender pay gap, promote work-life integration, develop a diverse talent pool, and increase female inclusion.

Diversity practitioners work to create an accessible for people with disabilities. This includes challenging stereotypes about disabilities, helping supervisors provide reasonable accommodations, and ensuring individuals with disabilities are fully engaged at work.

Gain teh ability to understand and work effectively with people of different generations. This competency helps practitioners strategically learn how to prepare for the future workplace and marketplace.

Veterans face unique challenges when transitioning to the workplace and civilian life. It’s important to understand their experiences without stereotyping or exhibiting biases. Diversity practitioners can help veterans by designing holistic programs to support their transition and career development.

Demonstrate a commitment to including different immigrant groups, as this can be vital to withstanding competitive pressure and ensuring organizational sustainability. Learn how to modify organizational terminology, policies, and practices to include nationality and create opportunities for employees work and thrive in different cultures.

In today's increasingly diverse workplaces, DEIA professionals must be able to navigate through the complexities of religion and non religion at work. With a deeper understanding of worldviews, belief systems, and religious practices, practitioners may guide supervisors and employees to prevent discrimination, harassment, and intolerance.

Discrimination against LGBTQ+ employees is common and can be detrimental to individuals and an organization’s brand. This competency helps DEIA professionals understand the challenges faced by LGBTQ+ employees and develop strategies to promote LGBTQ+ inclusion in the workplace.

It's important to evaluate the effectiveness of DEIA initiatives. Success is measured by quantifiable results and sustainable achievements achieved over time. This competency evaluates efforts by assessing annual plan goals, identifying areas for improvement, and producing a return on investment from DEIA work.