CDP® Certification

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 environment 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 the 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.

Certification and Membership are separate programs. 

• You have the option of adding on Membership for a discounted rate when registering for Certification.
• Obtain year-round access to high-impact programs after you achieve credentials.

Renewing your Membership does not renew your Certification, and recertification does not include an annual Membership. 

• Recertification occurs every three (3) years.
• Membership renews annually.

Candidate and Designee access to CourseNetworking (thecn.com) automatically expires on the last day of the month that you are scheduled to complete your certification (1 year) or are scheduled to recertify (3 years).

To ensure uninterrupted access, make sure to schedule your exam, submit your Candidate Project, pay any fee, and/or upload your 60 CEUs before the expiration date.

• Certification example: If your certification year ends August 31, 2025, the assessment (both the Candidates Project and exam) is due by August 30, 2025.
• Recertification example: If you are scheduled to recertify on August 31, 2024, your recertification fee must be paid and 60 CEUs uploaded for review by August 30th. 

If your Certification timeframe expires, a $350 Exam Change Fee is due prior to account reactivation.

Recertifying Designees receive 90-, 60-, and 30-day email reminders directly from the CN when your recertification month is approaching. If your certification lapses more than one year, there is a $250 recertification fee due along with a new Candidate Project.

Effective February 12, 2025, no refunds will be provided for any reason, including for the exam, prep course, study guide, recertification fee, and/or membership fee.

Candidates may withdraw from the program, make a substitution, or defer enrollment. If a Candidate elects to reschedule or make a substitution in the same calendar year (January 1st through December 31st), there will be no fee. If a substitution is made in a subsequent calendar year, a $350 exam change fee applies.

Candidates enrolled in the 8-week Online Program may change to the 3-day Academy for free in weeks one (1) through four (4). After the fourth week, a Class Change Fee of $200 will be assessed.

IDC offers year-round testing. Candidates may take the knowledge exam or submit the Candidate Project at any time. If necessary, a Candidate may reschedule their knowledge-based examination at any time.

There is no fee to reschedule the examination more than 48 hours in advance of the test. Changes within 48 hours of your test is considered a late cancellation.

Candidates must contact the specific testing center to change their examination date.

Any changes not made within 48 hours of the knowledge exam appointment are considered a late cancellation and will require a $350 examination change fee. There are no exceptions to this late cancellation policy. Pay the exam change fee.

Candidates who fail the CDP® or CDE® examination and/or Candidate Project are eligible to retake the assessments. Candidates must wait 28 calendar days (approximately 4 weeks). Each Candidate can only take each portion of the assessment a maximum of three (3) times in one calendar year. A candidate is eligible for two exam or Candidate Project retests per calendar year. The knowledge exam retest fee is $617 per sitting. Pay the fee.

An administrative fee of $35 will be charged for all returned checks.

The Institute for Diversity Certification prohibits discrimination on the basis of age, gender, race, religion, national origin, disability, sexual orientation, or any other characteristic protected by law. IDC's credentialing process is designed to be fair to all Candidates.