25+ Tools for Measuring Intercultural Competence

Decorative: A globe as seen from space


A. "Frequently Used Assessment Tools," a pdf from the Association of American Colleges & Universities, lists "some of the most frequently used assessments [for measuring intercultural competence] ... and [provides] a brief description of the major aspects of each of them."

  • "These instruments address a variety of needs for outcomes measurement, program evaluation, and personnel selection, as well as providing useful tools for coaching and training."
  • The tools included are those from the pdf which had clear and relevant links to web resources.

B. The Tools Included

1. Aperian Global

"Aperian has developed a battery of online assessments for intercultural work. The following are recommended":

  • GlobeSmart ProfileSM (GSP)
  • GlobeSmart Teaming AssessmentSM (GTA)
  • GlobeSmart Leadership AssessmentSM (GLA)
  • Global Readiness Development AssessmentSM (GRDA)
  • GlobeSmart Innovation AssessmentSM (GIA) 

2. Argonaut

  • This "is an e-learning site designed for exploring various cultural dimensions."
  • "It enables independent practitioners as well as organizations to include high-quality e-learning solutions as part of their portfolio of intercultural services."

3. Beliefs, Events, and Values Inventory (BEVI) 

  • This "is designed to investigate how overall response patterns predict various processes and outcomes, from the beliefs and values associated with ethnocentrism, religious tolerance, partisanship, and gender-based practices and policies, to issues of openness, self-access, and emotional attunement."
  • "As a web-based inventory, the BEVI typically requires between 35 and 45 minutes to complete."

4. Connective Leadership/Achieving Styles Inventory (ASI)

  • This "stresses the need for leaders to engage an increasingly interconnected and diverse world."
  • "The Connective Leadership Institute has developed four instruments for measuring Connective Leadership/Achieving Styles and profiles, including one for an individual’s leadership repertoire (ASI); a second for measuring the leadership behaviors that an organization values and rewards (OASI); a third instrument for evaluating a given situation or task in terms of the Achieving Styles required for success (ASSET); and finally a 360-Feedback Tool using the Achieving Styles as the core competencies.

5. Cross-Cultural Adaptability Inventory (CCAI)

  • This "is a self-assessment tool used extensively in training, consulting, and program evaluation that is designed to address a person’s ability to adapt to any culture."
  • "It is designed to respond to several needs or practical concerns that are expressed both by culturally diverse and cross-culturally oriented populations and by the trainers and professionals who work with them."

6. Cultural Intelligence Scale (CQS)

  • This tool "examines national, ethnic, and organizational cultures and focuses on the skills needed to succeed internationally and in domestic multicultural environments."
  • It "is a 20-item self-assessment scale that examines four factors and their interrelationships: strategy, knowledge, motivation, and behavior."

7. Cultural Mapping Assessment

  • This "tool examines intercultural dynamics in the work environment."
  • "It is a 72-question online inventory that creates a profile along 12 dimensions of culture and how those dimensions affect behavior." 

8. Cultural Perspectives Questionnaire (CPQ)

  • "This 79-question online questionnaire measures 11 variations of four cultural orientations: Relationships, Environment, Nature of Humanity, and Activity."
  • "It is a tool for 35 understanding management behaviors and characteristics related to culture."

9. Diversity Awareness Profile (DAP)

  • This "is a self-assessment tool that helps individuals improve working relationships among diverse co-workers and customers by increasing the awareness of their behavior and how it affects others."
  • "This 6-page assessment can be bought as a stand-alone profile, or with the fully revised second edition of the DAP Facilitator’s Guide, which walks facilitators through the process of preparing, administering, and debriefing the DAP."

10. Global Competence Aptitude Assessment (GCAA)

  • This tool "objectively measures the eight components of global competence that were identified in the research and which comprise the Global Competence Model™."
  • Results are presented for each dimension as well as in their appropriate overall readiness category: Internal Readiness, which measures personal traits and attitudes, and External Readiness, which assesses global knowledge and people skills."
  • It can be "used to evaluate the effectiveness of international educational programs, student learning outcomes, and students’ growth and maturation, as well as their degree of readiness for the global workforce." 

11. Global Mindset Inventory (GMI)

  • This "is a 76-item Internet-based survey ... designed to measure an individual’s and a group’s global mindset in terms of Intellectual Capital, Psychological Capital, and Social Capital."
  • "Global Mindset refers to an individual’s ability to work effectively with individuals, groups, and organizations from other parts of the world."

12. iChangeWorld

  • This organization "provides two assessment tools that add measurement to organizational development efforts linked to business issues: the Intercultural Adjustment Potential Scale (ICAPS), and the Organizational Alignment Assessment (OAA)."
  • "The ICAPS is a scale that predicts the degree to which a person will successfully adjust to living, working, and playing effectively in a new and different cultural environment."
  • "The Organizational Alignment Assessment (OAA) is an agile web-based survey that provides key information to align organizational culture with strategy, process, leadership, and the market." 

13. Intercultural Awareness Profiler (IAP)

  • This "is an international cross-cultural assessment tool that measures an individual’s cultural values on seven key cultural dimensions and also the organization’s corporate culture."
  • "The Intercultural Competence Profile (ICP) is an online tool that provides an overall assessment of your current intercultural competence, showing your approach to dealing with cultural differences."
  • "ICAD stands for InterCultural Competence and Development ... the combination of training workshops and learning processes based on the ICP tool."

14. Intercultural Conflict Style Inventory (ICS)

  • This tool "measures how people respond to conflict in terms of two core aspects of conflict style: directness versus indirectness and emotional expressiveness versus emotional restraint."
  • "The ICS consists of 18 paired statements that represent alternative responses to conflict."
  • "The ICS can be self-administered and self-scored."

15. Intercultural Development Inventory (IDI)

  • This "is a 50-item online psychometric instrument based on the Developmental Model of Intercultural Sensitivity (DMIS)."
  • It "is a multipurpose instrument useful for personal development and self-awareness, audience analysis, organizational assessment and development, and data-based intercultural training." 

16. Intercultural Readiness Check (IRC)

  • This tool "assesses a person’s suitability for working in a multicultural setting on four dimensions: intercultural sensitivity, communication, commitment, and management of uncertainty."
  • It "can be used as a means of determining training and development needs, identifying strategies/recommendations to bridge cultural differences, and as part of selection process." 

17. International Personnel Assessment (iPASS) [Foreign Affairs and International Trade of Canada]

  • The Centre for Intercultural Learning has a comprehensive international personnel selection system (iPASS) to assist organizations in increasing the chances of success with any type of international venture.

a. "The Intercultural Adaptation Assessment (IAA) measures a candidate’s ability to judge intercultural situations."

  • "The test presents the candidate with challenging incidents that might be encountered on an international assignment."
  • "In response to each situation, the candidate is presented with four or five possible actions that can be taken to deal with the situation described."
  • "The candidate must choose the most effective response to each situation."

b. "Behavioural-Based Interview (BBI) evaluates candidates on competencies that have shown to be critical for intercultural effectiveness." 

  • "The interviewer evaluates to what extent the candidate has demonstrated the required competencies."

18. International Training and Development, LLC 

  • "It has three intercultural assessment tools: DiversiScan™, Diversity Leadership 360°™, and Diversity Competencies Assessment™."
  • "DiversiScan™ is a tool to increase leadership’s ability to scan the environment to identify challenges, needs, and opportunities that are critical to a company’s success in a diverse world."
  • "Diversity Leadership 360°™ is an assessment tool that measures the key behaviors that each leader in an organization needs to possess and demonstrate for diversity to be successfully valued and managed."
  • "Diversity Competencies Assessment™ is a 65-item assessment tool that measures the many distinct skills and areas of expertise that contribute to diversity competency, in particular, the ability to value and leverage diversity."
    • "It is a self-scoring instrument and can be implemented with leaders and employees at all levels as a stand-alone intervention with individuals or groups ... [or]  used as a skills-based module in an organization’s existing diversity education effort or as a framework for subsequent skill-building training in seven skill areas." 

19. ITAP International

  • It "has developed two assessments specifically related to intercultural competence: The Culture in the Workplace Questionnaire™ and The Global Team Process Questionnaire™."
  • "The Culture in the Workplace Questionnaire™ ... is an online instrument that consists of 60 questions ... [that]  can be used to assist with global assignments, global work teams, and overall work-place interactions that are impacted by employees from different countries."
  • "The Global Team Process Questionnaire™ measures human processes on global teams ... [and] provides a benchmark for the global team’s current effectiveness." 

20. Kozai Group

  • "They have two assessments to support intercultural work: the Global Competencies Inventory (GCI) and the Intercultural Effectiveness Scale (IES)."
  • "Global Competencies Inventory (GCI) ... assess[es] competencies critical to interacting and working effectively with people who are from different cultures ... [by] measur[ing] 17 competencies in three categories of intercultural adaptability: perception management, relationship management, and selfmanagement."
  • "Intercultural Effectiveness Scale (IES) ... evaluate[s] the competencies critical to interacting effectively with people who are from different 40 cultures ... [and] are equally applicable to evaluating how well people work with those who are different from them on a range of dimensions, including gender, generation, ethnic group, religious affiliation, and so forth." 

21. Peterson Cultural Style Indicator (PCSI)

  • This "is a tool that allows internationally focused professionals to compare their cultural style to the typical style of people in more than 70 countries."
  • "The tool consists of 25 questions that can be used by both teams and individuals to compare their profiles and discuss the implications of the custom-generated reports."

22. Survey on Intercultural Relocation Adaptability (SIRA)

  • This "is an online, 360º assessment instrument that enables global business leaders and professionals who are contemplating relocation to clarify their own expectations and decision-making about global business relationships, obtain 360º feedback about the extent to which they demonstrate the personal skills and qualities that promote or inhibit adaptation effectiveness with diverse others, identify behaviors that can inhibit adaptation and effectiveness, learn ways to enhance effective skills and qualities and reduce ineffective behaviors, and identify what else they need to learn about a global assignment."

23. TMC 

  • "They have two assessment tools: the Cultural Orientations Indicator ® (COI), and the Inclusive Leadership Profile (ILP)." 
  • "The COI is a statistically valid online cultural assessment that measures a person’s work style preferences against 10 dimensions of culture, generating an analysis of cultural gaps by comparing the user’s COI cultural profile with national and re- 42 gional cultural profiles."
  • "The ILP is a web-based self-assessment tool that evaluates the degree to which an individual applies principles and practices to build and sustain an inclusive environment."
  • "The standard version assesses levels of awareness, knowledge, behavior, and impact-readiness based on a self-evaluation of the frequency with which participants engage in specific behaviors and practices."

24. The International Profile (TIP) 

  • This "is an online questionnaire that is used to generate personal feedback profiles that portray the way individuals typically work with people from cultural backgrounds different from their own." 
  • "The Engineering Trust™ Scale (ETS) is a personal assessment tool to measure how people decide to trust across cultures."
  • The "International Team Trust Indicator (ITTI) is an assessment for intact teams that assesses trust levels and trust deficits within existing teams, along 10 culturally sensitive trust criteria."
  • The "Organization Trust Index (OTI) is a validated assessment that measures trust levels in five dimensions, and offers comparisons of data with eight countries." 

25. Tucker International, LLC

  • "This company has "developed three intercultural assessments: International Mobility Assessment (IMA), Overseas Assignment Inventory (OAI), and International Candidate Evaluation (ICE), which is linked to the OAI."
  • The IMA "is a[n] [interactive, online] self-assessment process .. designed to be used early in the process of international assignment decisions so candidates can decide for themselves if they are ready to take on the challenges of living and working in another country."
  • The OAI and ICE "are linked self-response instruments ... [that] assess ... Motivations for seeking or accepting an international assignment ... Expectations about such an assignment ... [and] Attitudes and attributes that contribute to intercultural adjustment." 

26. Worldprism Profiler

  • "This is an in-depth profiling tool that allows users to identify their own cultural orientations, compare themselves with others, and identify appropriate strategies for working effectively with differences."
  • "There are three levels of users for the Worldprism Profiler: first, individuals who manage and/or interact with different cultures through various business roles; second, cross-border teams who can increase awareness of differences among members; and third, organizations who want to profile their dominant organizational culture.
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