Using the Intercultural Development Inventory to Build Intercultural Competence and Inclusive Practices as Evaluators

Understanding the intercultural competence of individuals and groups is a powerful key in equity, diversity, and inclusion (EDI) initiatives and capacity-building efforts. This knowledge helps us tailor strategies and outcomes for maximum impact in projects and training programs. In Part 1: Internal Work, we shared how we have utilized the Intercultural Development Inventory (IDI®) internally at OMNI. Here, we discuss how we have applied the IDI with our clients to customize training and capacity-building services for more effective and meaningful outcomes.

The IDI generates two types of reports: an Individual Profile Report and a Group Profile Report. These reports help individuals and groups understand and improve their intercultural competence and we use those reports to help our client through their project journey.

How We Use the IDI with Clients

At OMNI, we have successfully used the IDI both internally and on various client projects. Here’s a closer look at how the IDI has informed one of our health equity training and capacity-building projects.   

How We Use the IDI

At OMNI, we have used the IDI both internally with our senior leadership team and on health equity training and capacity-building projects with clients. In this blog, we focus on our internal use of the IDI.

Client Project Spotlight

For a recent project, we partnered with a county health department to build a foundational understanding of health equity concepts across the department and to shift the organizational culture to center equity more fully. This involved staff trainings and leadership coaching.

To develop customized trainings and individual EDI leadership coaching, we conducted the IDI to assess where the leadership team stood along the continuum of intercultural competence. With the group profile results and input from a diverse advisory group, we designed and implemented a 3-tiered training series tailored to the department's needs:

• Self-Paced Online Training: Covered key health equity concepts, offered in English and Spanish.

• Follow-Up In-Person Workshops: 4-hour sessions to help staff practice health equity in their work, also offered in English and Spanish. We conducted 15 in-person sessions with a cap of 30 participants each, plus one virtual session.

• Leadership Training: Focused on supporting leadership in enhancing health equity within the organizational culture. The IDI group profile report allowed our facilitators to adapt content and strategies based on the leadership team’s developmental strengths and areas for growth.

These training tiers were complemented by intensive coaching for the organization’s top leadership. Our partner, Embodied Contribution, used the IDI individual profile reports to tailor coaching sessions and work with leaders on their Individual Development Plans (IDPs).

Learning Lessons

The IDI has proven to be a valuable tool for tailoring equity-focused content to diverse organizations, groups, and individuals. A key challenge is maintaining the balance between meeting people where they are and encouraging them to push beyond their comfort zones. This balance is crucial for fostering meaningful growth, challenging biases, and progressing towards higher stages of intercultural competence.

Working with clients using the IDI has been a rewarding journey, filled with learning and growth. The insights from the IDI have helped us design initiatives that meet clients where they are and encourage them to enhance their intercultural skills. At OMNI, we're committed to using the IDI and other equity tools to support meaningful growth and inclusivity in diverse settings. Together, we're not just building capacity; we're building bridges toward a more equitable future.

For more details about our internal use of the IDI, please read Part 1: Internal Work. Stay tuned for more insights on our EDI journey and the tools we use to drive meaningful progress.