MBTI® Code of Ethics
CAPT is committed to the adherence of ethical standards that: protect
and preserve client rights, uphold the integrity of the instrument,
and promote professionalism in the administration of the Myers-Briggs
Type Indicator® instrument.
Professionals from many fields such as psychology, education, social
work, medicine, and law use the MBTI® instrument.
Individuals eligible or certified to administer the MBTI® instrument
may belong to one or more organizations with a code of ethics specific
to that profession or discipline. The following guidelines exclusively
pertain to the administration and use of the MBTI® instrument as a personality assessment tool, rather than to a single
Confidentiality in Administering and Providing Results
- Results are to be given directly to the respondent, whether
as an individual or part of a group. Feedback regarding results should include a general explanation
of MBTI® theory and preferences and is most ideally
given in face-to-face settings. Results should be given in a way that is personal and allows for
questions, clarification and interaction with the respondent.
Mechanized methods of feedback are not acceptable. Results are available only to the respondent, unless specific
permission has been given to share the information with a third
party. Each person will decide whether or not to reveal his or
her type preferences with others.
- The respondent should be informed in advance as to the purpose
of taking the instrument and how results will be used. Taking
the instrument is always voluntary. The information is not to
be used to label, evaluate, or limit any individual in any way.
- The respondent should be given an opportunity to clarify their
indicated type with the MBTI administrator. Each respondent should be provided a written description of their
indicated type and preferably a written description of all sixteen
- In using the instrument for research purposes only, it is not
necessary to provide individual results to the respondents. Providing
feedback as an option for those requesting it is encouraged.
- Providing feedback to the individual and or group is intended
to enhance rather than to limit or restrict the functioning of
the individual or group.
- The Indicator should be used according to the instructions on
the booklet and in the Manual.
- Specific questions should not be taken from the Indicator to
get a "quick reading" on a particular preference scale.
- The Indicator should be used with appropriate populations and
results used as suggested in the Manual.
Interpreting MBTI® Results
- The administrator must use terms and descriptors that are nonjudgmental
and describe type attributes as tendencies, preferences, or inclinations
rather than as absolutes. Biased terms may slant interpretation or send messages that a particular
preference is "good" or "not desirable".
- The administrator should be careful not to over generalize or
over simplify results and imply that all people of a certain type
behave the same way.
- One should not state or imply that type explains everything. Type does not reflect an individual's ability, intelligence, likelihood of success, emotions, or normalcy. Type is one important component
of the complex human personality.
- The administrator should not impose the results on the respondent
nor become defensive if the respondent disagrees with the reported
results or does not believe they are accurate. One should explore
the perceived differences and help the respondent to be comfortable
- Administrators need to be aware of, and sensitive to their own
type biases and exert every effort to present feedback in an objective
- 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.
- Administrators should accurately represent their competence
and experience to clients.
- Administrators should continually upgrade their knowledge of
the Indicator and advances in the understanding and application
of type through education (workshops, seminars, conferences), reading,
or other means.
- Administrators should provide the respondent with materials
that describe all 16 types.