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Diversity Assessments

Diversity Assessments

Every organization and every individual is different. ECCO International has created customizable diversity assessments and other profiles that hold a mirror up to both. Each characteristic and nuance is reflected so ECCO can identify and assess how diversity impacts their productivity. Are you ready to look in the mirror?

Spectra Diversity and Inclusion Profile

The Spectra Diversity and Inclusion Profile™ is organized into two distinct areas: The Individual and the Organization.

Individual

To understand others, it is important to begin with understanding yourself. This self-awareness can help you become more sensitive about how your behavior might affect others. The Spectra Diversity and Inclusion Profile™ also assesses respect for others. When you display openness and non-judgmental behavior it demonstrates that you value the diversity of others in the workplace. In turn, behavior is directly influenced by your self-awareness and interpersonal skills. By being self-aware, you are able to identify your belief system that drives your behavior. By understanding that, you can further choose to adapt behavior to be more inclusive of others in the workplace.

This profile measures the following:

  • Beliefs (self-awareness and personal beliefs related to diversity and inclusion)
  • Interpersonal skills (putting inclusion into action)

Organization

Knowing where the organization’s commitment lies on diversity and inclusion matters greatly. An organization that recognizes how diversity and inclusion directly impacts employee engagement and innovation is a forward-thinking, inclusive organization. When employees believe their organization is invested in diversity and inclusion efforts and that all stakeholders (employees, customers, partners) feel welcomed, valued, respected and heard, the result is a more engaged workforce. Organizations benefit by seeing an increase in productivity, innovation and morale.

The profile measures the following:

  • Management (how management sees itself and how management is seen by employees in terms of diversity and inclusion)
  • Culture (the organizational norms and beliefs)
  • Policies, Practices and Procedures (3Ps) (how diversity and inclusion efforts are put into practice on an organizational level)

For more information

Global Competency Inventory

Developed by the Kozai Group, Inc., the Global Competency Inventory (GCI®) and Intercultural Effectiveness Scale (IES®) are based on comprehensive research of the core competencies required of global leadership and effective intercultural interaction. The GCI focuses on competencies critical to global management and leadership success. It encompasses three intercultural adaptability factors and sixteen dimensions.  The IES evaluates how well people work with those who are different from them (culture, gender, generation, ethnic group). It includes three intercultural adaptability factors and six dimensions.

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The Intercultural Development Inventory: IDI

(IDI®) is a statistically reliable and valid measure of intercultural competence.  Based on the Developmental Model of Intercultural Sensitivity (DMIS), this 50-item psychometric instrument provides a graphic profile of an individual or group’s level of intercultural competence along with a textural report that can be used to construct a developmental action plan. The IDI is often used in conjunction with executive coaching, intercultural training, team building initiatives, and organizational assessment.

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BarOn EQ-I

The BarOn EQ-I® measures emotionally and socially intelligent behavior. This instrument uses a 133-item self-assessment and provides an overall EQ score along with scores for five composite scales and fifteen subscales. A Development Report includes in-depth explanation of scores, individual strengths and weakness, and actions that can improve emotional intelligence.  This assessment is often used in conjunction with executive coaching.

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Intercultural Effectiveness Scale: IES

The Intercultural Effectiveness Scale (IES) focuses on the likelihood of your working effectively with people whose cultural background differs from yours. The IES measures three factors of  intercultural competency:

  • How we learn about another culture and the accuracy of that learning.
  • How we develop and manage relationships with people from other cultures.
  • How we manage the challenges and stress involved in interacting with people who are different from us.

Sample IES Report (PDF)

Contact ECCO International for Free Initial Consultation

For more information regarding employee engagement surveys and assessments, or to request a free initial consultation please call us at (651) 636-0838 or contact us. We look forward to working with you.

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