The IDI Assessment: Our Complete Guide to Intercultural Development Inventory 👇

What is the Intercultural Development Inventory?

The Intercultural Development Inventory (IDI) is a online assessment that helps individuals understand how they experience cultural differences.  With this information, self-awareness and new approaches to dealing with cultural difference can be explored. The IDI is valid across different cultures and is available in languages other than English. In other words, it’s a cross culturally valid assessment that measures a person’s experience of cultural difference, regardless of what culture they themselves are part of.

The IDI assessment is based on the Developmental Model of Intercultural Sensitivity (DMIS). The DMIS is a developmental theory proposed by Milton Bennett (our primary teacher) in 1986, and it remainss as one of the most useful intercultural theories of all time. The DMIS proposes various ways in which people experience and engage with cultural difference. The DMIS is at the heart of the IDI and is worth studying on its own.

The IDI assessment tool was created by Dr. Bennett and Dr. Mitchell Hammer. It is now operated by Dr. Hammer through IDI LLC. There are a number of experienced master IDI trainers and facilitators who work with IDI LLC. We’ve had the pleasure of learning from Dr. Terrence Harewood in an ongoing IDI training seminar available to QA's.

The IDI assessment is done online and takes about 30 minutes to finish. Individuals and businesses must work with a certified IDI Qualified Administrator (QA) to have access to the online assessment. Afterwards, the QA will have a confidential debrief with assessment taker, one-on-one, to share their score and explain what the score means. IDI debriefs usually lasts 30 minutes to an hour. Ideally, the IDI debrief will be able to inform and inspire a person to work on their intercultural development so they might communicate across culture in more sophisticated and adaptive ways.

What is the DMIS and why is the IDI based on it?

The IDI is based on the Developmental Model of Intercultural Sensitivity (DMIS). The DMIS is a developmental model that proposes six different ways people experience and engage with cultural difference. The DMIS was created by Dr. Milton Bennett (1986, 1993, 2004, 2013) as a framework to explain how people experience and engage cultural difference. The DMIS is grounded theory; it is based on observations he made in both academic and corporate settings about how people become more competent intercultural communicators. Using concepts from constructivist psychology and communication theory, he organized these observations into positions along a continuum of increasing sensitivity to cultural difference (https://www.idrinstitute.org/dmis/).

The Role of the IDI in Understanding Predominant Experience and the Usefulness of the DMIS

First and foremost, the IDI, like most psychometric assessments cannot provide the truth of a situation. Having been trained in Constructivist theory, we’ve learned to approach assessments like the IDI as a useful tool that is most appropriate in certain contexts, and less so in others. Like all assessments, this will not tell you who you “are”, nor will it be able to capture the complete picture of your cross-cultural relations. But the IDI can provide you with information about your “predominant experience” of dealing with cultural differences.

What does predominant experience mean? At different times in life and in different contexts, people will employ various strategies for dealing with cultural difference. For instance, a person may feel at ease using an Adaptation strategy when speaking with a grandparent or senior in their own culture. But in a different situation, such as dealing with an irate client or negotiating with a taxi driver in a foreign country, defense might be their most common approach. While everyone has a predominant experience of cultural difference, depending on the situation, people will move up and down the continuum. The range and variation in an individual’s approach to cultural difference cannot be captured by the IDI. This is nuance is important to communicate to clients otherwise we risk positioning the IDI as a truth machine (a Positivist approach) rather than a useful tool (a Constructivist approach).

Once an individual's predominant experience of dealing with cultural differences is available, a knowledgeable coach or consultant can use it to customize discussion and interventions. By tailoring interventions to the client's unique perspective and reality, a coach or consultant can better connect with the client and increase the probability of the client understanding and achieving the intended outcome. If the interventions are not developmentally appropriate, the engagement is more likely to end in frustration and provide little value to the client. IDI LLC has created a guide used by QA’s that suggests developmentally appropriate interventions, so this is something available to all who take the IDI.

Another thing to know about the IDI is that, in our view, the fundamental developmental benefit of taking IDI is the knowledge received of the DMIS. The DMIS is at the heart of the IDI; without it, there would be no IDI. This is why we’ve both spent over a hundred hours studying directly with Milton Bennett, the creator of the DMIS. So in a way, the IDI is an ideal “gateway” tool for introducing the DMIS developmental model.

While organizations may find value in the quantitative data provided by the IDI, there are limitations to using it for group assessments, and newer tools have been developed that may be more effective in this context. Dr. Bennett has recently developed a new assessment tool, the Intercultural Viability Indicator, specifically designed for organizational use, which I will discuss in more detail later in this article. On the other hand, the IDI remains an excellent assessment tool for individuals seeking to better understand their approach to cultural differences. As such, the most appropriate use of the IDI is for individual coaching and development.

How is the IDI used by Individuals? IDI Coaching

The IDI is an excellent tool for assessing an individual’s intercultural competence, but it may not always capture the person’s accurate position. However, combining the IDI with an expert's trained eye can produce more accurate and useful results. That's why the best approach to IDI debriefs and consultations, in our opinion, balances quantitative IDI results with qualitative analysis to get a better experience for the client.

For instance, during debriefs, the IDI assessment sometimes indicates one thing, but a personal evaluation of the person's remarks suggests another. In these situations, we discuss observations with the client and contextualize the IDI score based on our own expert qualitative evaluation. As experts having trained with the creator of the DMIS, we are confident in our ability to place someone along the DMIS continuum accurately without a need for the IDI.

We find that the IDI assessment is an excellent ice breaker for working with individuals. It is a trusted and research-backed assessment that helps clients trust us more from the start. Additionally, people tend to enjoy taking personality-type assessments and tests like the MBTI, Clifton Strengths Finder, and others.

It's essential to note that the IDI assessment is not just for businesses and organizations. It can be useful for individuals as well. For example, we have used it with people preparing for a job interview who want to demonstrate their commitment and experience with diversity, equity, and inclusion (DEI). We've also used it with local activists who want to increase their empathy and awareness when dealing with cultural differences. The IDI is a versatile tool that can help people from all walks of life understand and develop their intercultural competence.

The Value of IDI Group Reports

The IDI is a valuable tool for assessing intercultural competence at an individual level. However, when it comes to measuring intercultural competence at the group level, the IDI's method of adding up individual scores to get a group score may not always produce accurate results. It often results in the group score regressing to the mean , which gives an inaccurate picture of the group. After all, the whole is greater than the sum of the parts.

Never the less, the IDI group report does have value. For one, the IDI group score does benchmark the group at a certain time and place, allowing us to compare past or future results. With this information, leaders may “monitor” development and evaluate the effectiveness of training investments. Another valuable part of the IDI group report is that it shows us the score distribution of all who took the assessment. The distribution of scores let’s us see the outliers- those at the furthest ends of the DMIS spectrum- which gives us an accurate snapshot of the individuals in the organization.

Despite the limitations of measuring group intercultural competence, the IDI assessment can still be highly beneficial for organizations, especially those operating in international contexts. Employees who work cross-culturally can benefit significantly from the IDI's individual-level approach, which fosters greater cultural self-awareness, cultural "other" awareness, and increased abilities to adapt behavior when appropriate. In other words, the IDI is an effective tool for improving employees' intercultural competence, which ultimately benefits the organization as a whole.

In the domestic context of diversity, equity, and inclusion (DEI), an intercultural approach that focuses on developing intercultural consciousness, acceptance, and adaptation to differences can be a significant value add for organizations and employees individually. By emphasizing individual communication competency, organizations can develop a more interculturally competent workforce, which ultimately benefits the organization as a whole. As more and more employees become interculturally conscious, the organization will naturally become more effective at working with diverse populations, as these individuals influence the overall culture of the organization. Additionally, the benefits of becoming more comfortable, natural, and skilled communicators, makes intercultural competency development a win-win for both individuals and organizations

For Managers interested in getting a more accurate picture of group intercultural consciousness, I recommend learning about the Intercultural Viability Indicator, also known as the IVI, which is discussed below.

What is the IVI? The Intercultural Viability Indicator explained

The Intercultural Viability Indicator (IVI) is a group-level tool that stands out from other assessments like the IDI, which typically focus on individuals. The IVI uses constructivist methodology and quantum measurement to determine a group's likelihood of adapting to new social environments that include diverse perspectives and otherness. This is the constructivist way of saying it measures a group’s intercultural “competence”.

It does this by incorporating scales based on the Developmental Model of Intercultural Sensitivity (DMIS), which generates interaction between individuals' perception of themselves and their perception of group behavior. Essentially, the IVI looks at how a group thinks and acts as a whole, rather than as individual people. This helps us understand how well a group can work together with people who have different backgrounds and perspectives. By using the IVI, we can figure out how well a group can adapt to new situations and learn to appreciate differences in others. Like the IDI, the results should inform developmentally appropriate interventions.

It was developed by Dr. Milton Bennett, creator of the DMIS and IDI, and David Trickey of TCO International. It was released in 2022, and currently is being administered by Dr. Bennett and Mr. Trickey directly. In my opinion, if you have the opportunity to work with the founders of an instrument, you should do it.

Here is the IVI’s website: https://www.interculturalviability.com/

Is a free IDI assessment available?

Although there are no free IDI assessments available, there is a qualitative technique you can use to measure your own or someone else's intercultural competency. You can ask the question, "What is your philosophy or strategy for dealing with cultural differences?" This question can reveal a lot about a person's experience and approach to cross-cultural communication, similar to what the IDI is designed to do. However, it's important to note that someone familiar with the DMIS continuum would need to analyze the response and place it along the continuum accurately. While this technique can produce interesting results, it's not a replacement for a full IDI assessment.

Working with a qualified IDI consultant or intercultural coach will be much more useful. They can confirm your interpretations and help you apply the results to your personal or professional life. Investing in a full IDI assessment with the help of a qualified professional can provide valuable insights into your intercultural competence and help you improve your communication skills across cultures. While there is a cost involved, the benefits of a full assessment and personalized guidance are worth it in the long run.

IDI Criticism

Apart from the issues with group scores and the need for expert qualitative assessment to confirm the IDI's individual results, the IDI assessment has received little professional criticism and generally achieves its intended purpose. However, here are a few criticisms that you might want to be aware of.

The first criticism is that while there are certainly master-level QA’s, IDI LLC would benefit QA’s and client organizations by investing more in the rigor of QA training. The current training for Qualified Administrators (QA) is only about 15 hours, which is insufficient for most people to gain a deep understanding of the Developmental Model of Intercultural Sensitivity. This approach seems to prioritize the quantity of trainers over quality of knowledge, which can compromise the impact of the training. It would be beneficial for IDI LLC, the Qualified Administrators, and the participating organizations if the QA's were trained to have a deeper, more coherent understanding of the DMIS, including the reconciliations needed to move to different positions or stages. At present, only IDRI's training covers reconciliations, and I highly recommend it to any QA committed to their professional development. Perhaps IDI LLC should offer different tiers of training and a more advanced credential for QA’s who participate.

Others criticism of the IDI:

The DMIS, being constructivist in nature, is inconsistent with Christian worldviews, which emphasize objective moral value.

The IDI doesn’t take into account BIPOC experiences. The author makes the case that intercultural competence should include “structural competence” as well.

Working with Entercultural on IDI Assessment and Intercultural Training

Here are a few ways to work with us:

• In international, cross-cultural contexts, we support business travelers, diplomats, and service workers one-on-one to develop intercultural consciousness. We can do single or multiple meetings in-person or over voice/video call. Outcomes include Improved cross-cultural communication, enhanced cultural awareness, reduced culture shock, increased productivity and efficiency, strengthened team cohesion, higher expat retention rates, better global reputation, faster acclimation to new environments, more effective negotiation skills, mitigation of potential cultural misunderstandings or conflicts.

• In international, cross-cultural contexts, to get a clear picture of the group as a whole, we are available for qualitative assessments and developmentally appropriate trainings. Alternatively, we recommend reaching out to Dr. Bennett directly to work with him on the Intercultural Viability Indicator (IVI): https://www.interculturalviability.com/

• In US domestic contexts, our engagements have the goal of creating climates of respect for diversity and can promote mutual understanding, foster an inclusive work environment, encourage diverse perspectives, increase employee engagement, improve decision-making, enhance creativity and innovation, reduce stereotypes and biases, strengthen team collaboration, and boost company reputation.

• In US domestic contexts, we support managers, teams, and individuals in the development of their intercultural consciousness and cultural self awareness. We do this through individual coaching and small group training. We offer qualitative and contextualized quantitative (IDI) reports and suggested interventions.