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Diversity, Inclusion  & Equity

Intercultural Organizational Development

Linking Strategic Development with Diversity, Inclusion, and Equity Intercultural Organizational Development is a process of linking your organization’s overall strategic development with your strategic diversity, inclusion, and equity goals in order to become more effective in meeting your mission, achieving your vision, and living your deepest held values.

Becoming an intercultural organization requires first making your current organizational culture transparent. This goal can be achieved by intentionally working to support your organization in becoming more proficient in recognizing and reflecting on how our assumptions about cultural commonality and dominant cultural norms are (often unintentionally) embedded in the ways our organizations operate.

We can then build on this awareness by developing more complex ways to engage with cultural difference and apply these insights to reconstructing policies, practices, and procedures to hire and retain more diverse staff, build more effective inclusive teams, and more effectively serve our communities.

Intercultural Organizational Development brings together vision, skill building, the development of policies and procedures, structural support and coaching. This combination helps you create an organization that is successful in meeting your goals, while also enjoying a healthy and supportive work environment for all.

Intercultural Development Inventory

The premier cross-cultural assessment of intercultural competence

The Intercultural Development Inventory (IDI) is a psychometric instrument that assesses intercultural competence — the capability to shift cultural perspective and appropriately adapt behavior to cultural differences and commonalities. This 50-item questionnaire is available in 17 languages, can be accessed online and takes approximately 15-20 minutes to complete. After taking the assessment, the IDI generates 1) an Individual Profile Report that outlines the individual’s capacity to shift perspectives and appropriately adapt behaviors, and 2) an Individual Development Plan (IDP) – a detailed blueprint for the individual to further develop their cultural competence.

Teams may use the IDI for one or more of the following reasons:

  • to measure the development of intercultural competence in a group over time;

  • to use as a tool to develop, train and/or mentor Executives, leaders, mentors and staff

  • to solidify a unit’s diversity, equity, and inclusion goals and objectives; and

  • to use as an instructional tool in the work environment 

I am an IDI Qualified Administrator (Qa) licensed to administer the IDI to organizations and individuals, and to interpret and provide feedback on group and individual profiles. This includes customized planning for the further development of intercultural competence. 

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