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Daniel Wadsworth - Mandatory and Technical > 11 - Inclusive Environments - Updated > Flashcards

11 - Inclusive Environments - Updated Flashcards

1
Q

Inclusive Environments - Extract from Candidate Guide - Aug 2018 (updated Feb 2022)

A
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2
Q

What are the steps in making an inclusive environment ?

A

Understanding who will use the project now and in the future, ensure to have input from the local community.

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3
Q

What is the definition of an inclusive environment?

A

An inclusive environment recognises and accommodates differences in the way people use the built and natural environment. It facilitates dignified, equal and intuitive use by everyone.

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4
Q

What should inclusive environments facilitate?

A

Welcoming to everyone
• Responsive to people’s needs
• Intuitive to use
• Flexible
• Offer choice when a single design solution cannot meet all user needs
• Convenient so they can be used without undue effort or special separation and so that they maximise independence

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5
Q

What legislation contributes to creating inclusive environments?

A
  • The Equality Act 2010.
  • BS 8300 Design of an accessible and inclusive built environment.
  • Approved Doc M
  • Approved Doc K
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6
Q

What is part M of the Building Regualtions ?

A

Part M sets out minimum requirements to ensure that a broad range of people are able to access and use facilities within buildings.

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7
Q

What is the Equality Act 2010 ?

A

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations.

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8
Q

What are the equality act protected characteristics ?

A
  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation.
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9
Q

What did the equality Act incorporate ?

A

It brings together over 116 separate pieces of legislation into one single Act.
• the Equal Pay Act 1970
• the Sex Discrimination Act 1975
• the Race Relations Act 1976
• the Disability Discrimination Act 1995
• the Employment Equality (Religion or Belief) Regulations 2003
• the Employment Equality (Sexual Orientation) Regulations 2003
• the Employment Equality (Age) Regulations 2006
• the Equality Act 2006, Part 2
• the Equality Act (Sexual Orientation) Regulations 2007

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10
Q

Name primary legislation in relation to inclusive environments ?

A
  • The Equality Act 2010.
  • BS 8300 Design of an accessible and inclusive built environment.
  • Approved Doc M
  • Approved Doc K
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11
Q

What are the nine protected characteristics of the Equality Act 2010?

A
  • 1-Age
  • 2-Disability
  • 3-Gender reassignment
  • 4-Race
  • 5-Religion or belief
  • 6-Sex
  • 7-Sexual orientation
  • 8-Marriage and civil partnership
  • 9-Pregnancy and maternity
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12
Q

What are the key points contained within Part M Access to and use of Buildings?

A

Volume 1 - Dwellings
• M4(1) – Category 1: Visitable Dwellings
• M4(2) – Category 2: Accessible and adaptable swellings
• M4(3) – Category 3: Wheelchair user dwellings

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13
Q

What requirements are there for ramps under Part M Access to and Use of Buildings?

A
  • Maximum gradient (dependant on flight, gradient and rise)
  • Surface width is at least 1.5m
  • Ramp surface is slip resistant
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14
Q

What is an unconscious bias?

A

Unconscious biases are learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behaviour.

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15
Q

What is the difference between ethical issues and legal requirements?

A
  • Legal standards are standards that are set forth in governmental laws. All the statutes and laws that lawyers point to are legal standards. If you drive around downtown through any big city, you’ll notice parking signs all over the place telling you that you can’t park there for a long time, and they cite a city statute or code. This demonstrates a legal standard.Legal standards are useful, as they help people to know what they cannot do. With legal standards in place, authorities are allowed to enforce rules when people do something illegal. For example, if someone steals, the legal standard saying ‘you cannot steal’ is used to discipline that individual, perhaps by placing him in prison.
  • Ethical standards, on the other hand, don’t necessarily have a legal basis. They are based on human principles of right and wrong. For example, when you are trying to park your car in a parking lot and there is only one parking spot left, the only legal standard you have to follow is that of not going over the speed limit or crashing into another car. Now, if you see another car about to go into that spot, though, ethical standards tell you not to fight for the spot but to give the spot to the car that was there first. It’s the right thing to do. That’s an ethical standard. Imagine if you were the one about to go into the spot, and someone quickly drove by and parked in that one spot. You would feel wronged, and yes, you were wronged, ethically speaking.
  • Differences. This leads us to the biggest difference between legal and ethical standards. Ethical standards are based on human rights and wrongs, while legal standards are based strictly on what is written in law. It is very possible that an action may be legal but not ethical. As in the example of the lone parking spot, the two cars are both obeying legal standards, but the one taking away the spot from the other driver who was there first is disobeying an ethical standard.
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16
Q

Why create Inclusive environments?

A
  • To help tackling social disadvantages - Dilapidated towns/streets overcrowded or badly insulated housing
  • To help economic inequality - The rich getting richer and the poor getting poorer
  • Social cohesion - Creating a boundary line which divides ethnic communities = them and us mentality.
  • A new shopping mall near to a town will hurt the local high street
  • Gentrification can improve neighbourhoods as it is a process of renovation
  • An ageing population - As the population is getting older then housing needs to change to meet the needs.
  • Health inequalities - Having poor access to poorly designed street, parks and neighbourhoods increases physical inactivity which is detrimental to health.
  • Street promoting pedestrians and cyclists over motorists.
  • From a business since for improve productivity
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17
Q

Can you name the 9 protected characteristics of The Equality Act 2010?

A
  • Age - Covers both young and old
  • Disability - Where a person has a physical or mental impairment
  • Gender Reassignment - where a persons is considering changing genders
  • Marriage and Civil Partnership - whether married or not also recognises same sex couples
  • Pregnancy and Maternity - no discrimination because they are pregnant or on maternity leave
  • Race - Race, Colour and Nationality
  • Religion and/or belief - Religion beliefs including Atheism
  • Sex - Men and Women must be treated equally
  • Sexual Orientation - Own sex, opposite sex or both sexes
18
Q

What are five key principles of Inclusive Design?

A
  • People first - Places people at the heart of the design process by involving as many people as possible on the design
  • Diversity & Difference - Acknowledges diversity and difference
  • Choice - Inclusive design offers choice
  • Flexibility - Inclusive design provides flexibility in use
  • Positive experience - Inclusive design provides environments that are convenient and enjoyable to use for everyone
19
Q

What is the four stage process for inclusive design?

A
  • Vision Stage - Highlighting considerations from the outset like accessibility from say a bus stop or drop off point.
  • Design Stage - Location and design effects on how people will benefit. Provides an opportunity to address any inequalities
  • Construction Stage - Tackle any issues as they materialise and consider the impact on local people and users
  • In-use Stage - The use of places having an effect on whether we find them friendly.
20
Q

What is an inclusive environment ?

A

An inclusive environment: Creates buildings, places and spaces that can be used easily, safely and with dignity, by all of us, regardless of age, disability or gender. Provides choice, is convenient and avoids unnecessary effort, separation or segregation.

21
Q

What is the Equality Act 2010 ?

A

The Act makes it unlawful to discriminate against someone on the grounds of any of these characteristics: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion/belief, sex (gender) and sexual orientation. These are often referred to as protected characteristics.

22
Q

What did the Equality Act incorporate ?

A
  • the Equal Pay Act 1970
  • the Sex Discrimination Act 1975
  • the Race Relations Act 1976
  • the Disability Discrimination Act 1995
  • the Employment Equality (Religion or Belief) Regulations 2003
  • the Employment Equality (Sexual Orientation) Regulations 2003
  • the Employment Equality (Age) Regulations 2006
  • the Equality Act 2006, Part 2
  • the Equality Act (Sexual Orientation) Regulations 2007
23
Q

What are the steps in making an inclusive environment ?

A

Understand who will use the project now and in the future, ensure to have input from the local community

24
Q

What is the definition of an inclusive environment?

A

An inclusive environment recognises and accommodates differences in the way people use the built and natural environment. It facilitates dignified, equal and intuitive use by everyone

25
Q

What should inclusive environments facilitate?

A
  • Welcoming to everyone
  • Responsive to people’s needs
  • Intuitive to use
  • Flexible
  • Offer choice when a single design solution cannot meet all user needs
  • Convenient so they can be used without undue effort or special separation and so that they maximise independence
26
Q

What legislation contributes to creating inclusive environments?

A
  • The Equality Act 2010
  • BS 8300 Design of an accessible and inclusive built environment. Buildings. Code of practice.
  • Approved documents
27
Q

What are the protected characteristics under the Equality Act 2010 ?

A
  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation
28
Q

Why is the Equality Act important ?

A

The Act makes it unlawful to discriminate against someone on the grounds of any of these characteristics: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion/belief, sex (gender) and sexual orientation. These are often referred to as protected characteristics.

29
Q

What factors would you consider under inclusive environments ?

A
  • Welcoming to everyone
  • Responsive to people’s needs
  • Intuitive to use
  • Flexible
  • Offer choice when a single design solution cannot meet all user needs
  • Convenient so they can be used without undue effort or special separation and so that they maximise independence
30
Q

What is BS8300 ?

A

Design of an accessible and inclusive built environment.

31
Q

What are the features of a disabled parking space ?

A
  • Clear signage
  • Ease of access
  • Good lighting
  • Accessible payment machines
  • Alternative payment methods
  • Concessions allowing for the extra time needed by disabled people
  • Enforcement of accessible bays
32
Q

What is Neurodiversity ?

A

Neurodiversity, or ND, refers to variation in the human brain regarding sociability, learning, attention, mood and other mental functions in a non-pathological sense. It was coined in 1998 by sociologist Judy Singer, who helped popularize the concept along with journalist Harvey Blume.

33
Q

What is meant by the term unconscious bias ?

A

Unconscious (or implicit) bias is a term that describes the associations we hold, outside our conscious awareness and control. Unconscious bias affects everyone.

Unconscious bias is triggered by our brain automatically making quick judgments and assessments. They are influenced by our background, personal experiences, societal stereotypes and cultural context. It is not just about gender, ethnicity or other visible diversity characteristics - height, body weight, names, and many other things can also trigger unconscious bias.

34
Q

What is concious bias ?

A

Conscious Bias: Biased attitudes about a group we are aware of; can be (in)visible; can be accessed.
Unconscious Bias: Biased attitude operating outside your awareness and control, are difficult to access or be aware of, & influence your action more than conscious biases.

35
Q

Why is creating a inclusive environment important ?

A

TBC

36
Q

What is the inclusive employer mark and what are the four principals ?

A
  • Leadership - demonstrable commitment at the highest level to increasing the diversity of the workforce
  • Recruitment - engage and attract new people to the industry from under-represented groups; best practice recruitment methods
  • Culture - an inclusive culture where all staff engage with developing, delivering, monitoring and assessing diversity and inclusivity
  • Development - training and promotion policies that offer equal access to career progression to all members of the workforce
37
Q

What are the key principals of inclusive design ?

A
  • Inclusive design places people at the heart of the design process.
  • Inclusive design acknowledges diversity and difference.
  • Inclusive design offers choice where a single design solution cannot accommodate all users.
  • Inclusive design provides for flexibility in use.
  • Inclusive design provides buildings and environments that are convenient and enjoyable to use for everyone.
38
Q

What is a hostile environment ?

A

A hostile work environment is created by a boss or coworker whose actions, communication, or behavior make doing your job impossible. This means that the behavior altered the terms, conditions, and/or reasonable expectations of a comfortable work environment for employees.

39
Q

What is the Bank of Scotland V Allan 2009 Case Law ?

A

The Court of Appeal found a bank to be in breach of the reasonable adjustment duty, because its main branch in Sheffield was not accessible to wheelchair users. Even if banking services could be accessed in alternative ways, such as over the internet, the policy of the Disability Discrimination Act was to provide a service as close as reasonably possible to that available to people generally, which included physical access to branches. The court awarded an injunction requiring the bank to install a lift to give wheelchair access, and awarded compensation.

40
Q

What is reasonable adjustment ?

A

Equality law recognises that achieving equality for disabled people may mean changing the way that employment is structured.

This could be removing physical barriers or providing extra support for a disabled worker or job applicant.

This is the duty to make reasonable adjustments.

Your employer has a duty to take steps to remove, reduce or prevent the obstacles you face as a disabled worker or job applicant, where it’s reasonable to do so.

The employer only has to make adjustments where they are aware – or should reasonably be aware – that you have a disability.

41
Q

What is inclusive design ?

A

Every design decision has the potential to include or exclude customers. Inclusive design emphasizes the contribution that understanding user diversity makes to informing these decisions, and thus to including as many people as possible. User diversity covers variation in capabilities, needs and aspirations.

This page first presents an example set of ‘Product performance indicators’, i.e. things that should be considered when thinking about how well a product or service is performing. It discusses how users’ needs fit into this set. It then explains how delivering breakthrough advances across the whole set of performance indicators requires understanding diversity within the population and responding to this diversity through Inclusive design. Comparisons with ‘Design for all’ and ‘Universal design’ are also presented.

42
Q

Are you aware of any British standard for disabled design ?

A

BS8300 is a British Standard that sets out how buildings should be designed,

Daniel Wadsworth - Mandatory and Technical (17 decks)

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