B3: Using the Intercultural Development Inventory to Deepen EDI in Organizations

In today’s diverse work environment, organizations are increasingly recognizing the importance of fostering an inclusive culture that values and leverages differences. Effective intercultural communication and understanding are essential for the success of any organization, particularly human services organizations that work with people with diverse backgrounds and lived experiences. The Intercultural Development Inventory (IDI) has emerged as a valuable assessment tool for organizations seeking to understand and develop intercultural competence among their employees. By utilizing the IDI, organizations can assess and enhance their employees’ ability to navigate cultural differences, foster an inclusive environment, and advance their equity, diversity, and inclusion (EDI) initiatives.

This workshop is designed to equip board members, executives, directors, and managers with the knowledge and skills to effectively use the IDI to deepen EDI principles across the organization. The session will provide participants with a fundamental understanding of the IDI, its application within the organizational context, and strategies for integrating intercultural competence into everyday practices for staff at all levels as indicated below:

How IDI data and experiences can drive employee satisfaction, outcomes, policy change, board engagement, and overall cultural humility:

• Employee Satisfaction: Utilizing IDI data and experiences can help organizations identify and address barriers to inclusion, leading to improved employee satisfaction, higher morale, and a sense of belonging among employees from diverse backgrounds.
• Outcomes: By leveraging IDI data and experiences, organizations can drive positive outcomes, such as increased collaboration, innovation, and productivity through improved intercultural understanding and communication.
• Policy Change: IDI data can inform the development and refinement of organizational policies and practices to better support diversity and inclusion, leading to a more equitable and inclusive work environment.
• Board Engagement: Sharing IDI data and experiences with the board can foster greater understanding of the importance of EDI initiatives and encourage board members to actively support and promote a culture of inclusion within the organization.
• Cultural Humility: Through the utilization of IDI data and experiences, organizations can foster cultural humility by encouraging individuals to reflect on their own cultural biases and assumptions, leading to a more respectful and inclusive organizational culture.

Learning Objectives

• The theoretical foundations of intercultural competence and its relevance to organizational success
• Gain proficiency in utilizing the IDI to assess and develop intercultural competence among staff
• Strategies for integrating intercultural competence development into leadership practices and organizational processes
• How to develop a strategic plan for deepening EDI principles and practices across an organization using the insights gained from the IDI

Presenters

Julius Mullen
Chief Inclusion Officer
Children & Families First

Edgard Martinez
EDI Program Manager
Children & Families First

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