MBTI® Ethical Guidelines
- Identify type theory as the work of C.G. Jung and the instrument as the work of Isabel Briggs Myers and Katharine C. Briggs.
- Present psychological type as describing healthy personality differences, not psychological disorders or fixed traits.
- Be adamant that all types are valuable: no type is better, healthier, or more desirable in any way.
- Describe preference and types in nonjudgmental terms at all times; be aware of how your own type biases may influence your words.
- Present type preferences as tendencies, preferences, or inclinations, rather than absolutes.
- Stress that type does not imply excellence, competence, or natural ability, only what is preferred.
- Never imply that all people of a certain type behave in the same way; type should not encourage stereotyping or be used to put people in rigid categories.
- Explain how people sometimes act in ways contrary to their preferences because of pressure from family, relationships, job environment, or culture. Consistent forced use of non preferences can cause stress.
- When describing preferences, distinguish between what has been shown by research and what are anecdotes to illustrate type.
- Provide appropriate interpretation of the MBTI®results for each and every administration of the MBTI instrument.
- It is unethical and in many cases illegal to require job applicants to take the Indicator if the results will be used to screen out applicants. The administrator should not counsel a person to, or away from, a particular career, personal relationship or activity based solely upon type information.
These guidelines are based on a collaborative effort between the Myers and Briggs Foundation, CPP, Inc., the Center for Applications of Psychological Type, CAPT, Inc., and the Association for Psychological Type International, APTi.