Many assessments will provide a categorization of where an organization is after they complete their assessment.
Having this organizational awareness AND accepting it allows the group to begin to plan for actual change and identify areas of growth.
The following is a sample of different stages of inclusion an organization could be in related to intercultural competencies.
Read prior to completing an organizational assessment and see if you can self-assess where your group could be.
Don’t be surprised, however, if your initial reaction places your group at a higher stage than the assessment indicates.
It is often common to have a view of your organization as being further advanced than it might actually be.
Conventional (Stage 1): The primary view of an organization in this stage is that only those who fit into the traditional norms and values will succeed.
Defensive (Stage 2): The leadership understands that the organization must work to make others feel included but continue to resist changing the culture.
Ambivalent (Stage 3): The Ambivalent stage is present when historically excluded group members represent 15% to 25% of the institution’s population and diversity best practices are being put into place to include them.
Egalitarian (Stage 4): Cultural differences are embraced yet there is resistance against putting efforts into make further changes to create a level playing field.
Integrative (Stage 5): The high performing organization actively includes and utilizes the wide range of skills and perspectives of its identity groups. There is fairness and equity in the organization that promotes diversity with little effort.