York Federal Fellows Intercultural Development Inventory Group Profile Report
Background
In June 2022, 36 York Federal Fellows alumni–nonprofit executives from across York County–participated in taking the Intercultural Development Inventory (IDI), an online assessment that provides a reliable measure of intercultural competence along the Intercultural Development Curriculum.
The White Rose Leadership Institute offered this assessment, with financial support from the York County Community Foundation, in order to establish a baseline of intercultural competence among the York County nonprofit community and to develop an Intercultural Development plan that provides a blueprint for developing cultural proficiency.
Denial
An orientation that recognizes more observable cultural differences (e.g., food), but may not notice deeper cultural difference (e.g., conflict resolution styles) and may avoid or withdraw from such differences.
Polarization
An orientation that views cultural difference in terms of “us” and “them”. This ranges from (1) a more uncritical view toward one’s own cultural values and practices coupled with an overly critical view toward other cultural values and practices (Defense) to (2) an overly critical view toward one’s own cultural values and practices and an uncritical view toward other cultural values and practices (Reversal).
Minimization
An orientation that highlights cultural commonality and universal values and principles that may also mask deeper recognition and appreciation of cultural differences.
Acceptance
An orientation that recognizes and appreciates patterns of cultural difference and commonality in one’s own and other cultures.
Adaptation
An orientation that can shift cultural perspective and change behavior in culturally appropriate and authentic ways.
Results
Perceived Orientation (PO) - Where you think you are on the scale
The Perceived Orientation (PO) reflects where your group places itself along the Intercultural Development Continuum. This reflects how the group sees itself when interacting with culturally diverse individuals and groups.
Developmental Orientation (DO) - Where you actually are on the scale
The Developmental Orientation (DO) indicates your group’s primary orientation toward cultural differences and commonalities along the Continuum as assessed by the IDI. The DO is the perspective your group most likely uses in those situations where cultural differences and commonalities need to be bridged.
Strength
Your group likely has found some success interacting with people from diverse cultures when commonalities can be drawn upon.
Developmental Opportunity
Your group may struggle to bridge across diverse communities when differences need to be more deeply understood and acted upon. Your task is to develop a deeper understanding of your own culture—cultural self-awareness—and increased understanding of culture general and culture specific frameworks for making sense of and more fully attending to cultural differences.
Orientation Gap (OG)
The Orientation Gap (OG) is the difference along the Intercultural Development Continuum between the group’s Perceived Orientation and Developmental Orientation.
The Orientation Gap between the group's Perceived Orientation score and its Developmental Orientation score is 23.44 points.
The larger the gap, the more likely the group may misread how effective they are in bridging across cultural differences. Also, the larger the Orientation Gap, the more likely the group may be “surprised” by the discrepancy between the Perceived Orientation score and Developmental Orientation score.
A Perceived Orientation score that is higher than the Developmental Orientation score indicates an overestimation of your group’s intercultural competence; that is, you may feel you are more adaptive than you likely are.
Range of Developmental Orientations
A wider range of Developmental Orientations (e.g., from Denial or Polarization through Acceptance or Adaptation) within the group reflects a lack of consensus on how the group makes sense of and adapts behavior to cultural differences and commonalities.
In effect, the group has both monocultural mindsets and intercultural mindsets at work. Without targeted, intercultural competence development of the members of the group, it is likely the group will find it difficult to achieve a “shared vision and focus” for meeting educational objectives in a culturally diverse environment.
Leading Orientations (LO)
Leading Orientations are the orientations immediately “in front” of the group’s Developmental Orientation. The Leading Orientations for this group are Acceptance through Adaptation.
Acceptance is focused on both increasing cultural self-awareness and learning culture general and culture specific frameworks for more deeply understanding patterns of difference that emerge in interaction with people who are from other cultures. In addition, Acceptance involves the capability to make moral and ethical judgments in ways that take into consideration other cultural values and principles as well as one’s own cultural values and principles.
As the group begins to more fully recognize and appreciate cultural differences, it is well positioned to look for ways to shift cultural perspective and adapt behavior around cultural differences.
What’s Next?
All respondents will receive their individual assessment results, as well as their individual Intercultural Development Plans.
According to the IDI,
Starting your journey to increase intercultural competence begins by reflecting on the gap (if any) between your own self-rating (Perceived Orientation) and the IDI’s assessment (Developmental Orientation) of your intercultural competence (i.e., the way you primarily engage cultural differences and commonalities).
Revisiting the group’s Developmental Opportunity:
Your group may struggle to bridge across diverse communities when differences need to be more deeply understood and acted upon. Your task is to develop a deeper understanding of your own culture—cultural self-awareness—and increased understanding of culture general and culture specific frameworks for making sense of and more fully attending to cultural differences.
To that end, the White Rose Leadership Institute will be offering an opportunity to 25 York Federal Fellows who have participated in the IDI to embark on a yearlong shared learning curriculum with The Inheritance Project in order to develop greater understanding of self and others through the concepts of inheritance and the 5Cs of Identity (Country, Culture, Creed, Color and Class). More information on this shared learning opportunity will be forthcoming.