Diversity, inclusion and team working Flashcards
Tell me about an example of where you have worked well in a team
Oxshott - working in the project team with land, technical and external consultants. Organising site visits with the agent and all the consultants.
How successful do you think this team was?
This team was successful in completing all the agreed surveys, within the planned timescales.
How could you have improved your role within the team?
I could have improved my role by streamlining the process by having one point of contact with the technical team.
What is a common issue you have come across when working in a team?
Communication - always an issue with big projects with lots of people working on it. For example, Oxshott had 20 people working on it. There was no project lead on it and sometimes people missed emails and had to be chased.
Why is diversity and inclusivity valuable to businesses/teams?
It enabled them to have a wide range of attributes from different perceptions. It also creates positive environments where people are happier and more productive.
What does inclusive communication include?
Sharing information in a way that everybody can understand.
Avoid gendered language – such as ‘the guys’, ‘chairman’ or ‘cleaning ladies’. When referring to gender, your language should not assume a binary view – so rather than using terms such as ‘both genders’ you should refer to ‘all genders’.
What are the differences between diversity and inclusion?
Diversity describes the variation in personal, physical, and social characteristics that exist, while inclusion refers to the procedures organizations implement to integrate everyone in the workplace. In other words, diversity indicates the “what” and inclusion the “how”.
What is partnering and collaborate working?
An arrangement whereby two or more organisations work together, usually over a period of time, with the deliberate purpose of achieving shared aims. Partnership and collaborative working are not the same as contractual relationships.
What is unconscious bias?
Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Everyone holds unconscious beliefs about various social and identity groups, and these biases stem from one’s tendency to organize social worlds by categorizing.
How can you reduce unconscious bias?
Be aware of your unconscious biases.
Make considered decisions.
Monitor your and your team’s behaviour.
Pay attention to bias linked to protected characteristics.
Avoid making assumptions or relying on gut instinct.
What unconscious bias policies does your company have and how do you comply with them?
As part of the ‘Our Vision 2023’:
Short-term targets (by 2023):
Providing diversity and inclusion training and unconscious bias training to all staff.
Medium-term targets (2023 - 2029):
One third of management positions held by women.
Long-term targets (by 2030):
Have an engaged and diverse workforce that is representative of the areas in which we operate.
Explain what the RICS Inclusive Employer Quality Mark is
A self-assessment tool, designed to help firms in the profession gain competitive advantage and a diverse workforce.
It was launched in 2015 and has 4 key principles: Leadership, Recruitment, Culture and Development.
What is a RACI matrix?
A RACI matrix is a simple, effective means for defining project roles and responsibilities, providing a comprehensive chart of who is responsible, accountable, consulted, and informed every step of the way.
What is a strategic alliance?
Strategic Alliances: How They Work in Business, With Examples
A strategic alliance is an arrangement between two companies to undertake a mutually beneficial project while each retains its independence. The agreement is less complex and less binding than a joint venture, in which two businesses pool resources to create a separate business entity.
Explain your understanding of supply chain management
What is SCM (Supply Chain Management)? At the most fundamental level, supply chain management (SCM) is management of the flow of goods, data, and finances related to a product or service, from the procurement of raw materials to the delivery of the product at its final destination.
What legislation relates to selecting a project team?
NEED TO CHECK IF THIS IS RIGHT
During the recruitment process, companies must ensure that they abide by The Equality Act 2010, to ensure that they do not discriminate against any applicants. Discrimination is the unfair treatment of an individual due to a protected characteristic
Why is accountability and responsibility important when working a team?
Accountability helps team members feel ownership and a sense of belonging. It also allows individuals to feel that they offer a positive contribution to broader company goals. If every team’s sense of responsibility and accountability is strong, this amplifies the performance culture.
Explain Tuckman’s theory in relation to teamwork
Bruce Tuckman in 1965. It stated that teams would go through 5 stages of development: forming, storming, norming, performing and adjourning. These stages supposedly start when the group first meets and last until the project ends.
The 5 stages of team development
Forming — Getting projects started.
Storming — It’s inevitable, there’s going to be conflict.
Norming — Finding the rhythm.
Performing — High-performance is the name of the game.
Adjourning — Success! You made it
Explain the Belbin team roles
Dr Meredith Belbin defines a ‘Team Role’ as one of nine clusters of behavioural attributes identified by his research at Henley as being effective in order to facilitate team progress.
The nine Belbin Team Roles are:
Resource Investigator, Teamworker and Co-ordinator (the Social roles)
Plant, Monitor Evaluator and Specialist (the Thinking roles)
Shaper, Implementer and Completer Finisher (the Action or Task roles).
Explain Maslow’s hierarchy of needs
Maslow’s hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid.
From the bottom of the hierarchy upwards, the needs are physiological (food and clothing), safety (job security), love and belonging needs (friendship), esteem, and self-actualization.
Needs lower down in the hierarchy must be satisfied before individuals can attend to higher needs.
Explain how the RICS Rules of Conduct relate to inclusion and diversity
Rule 4 - Members and firms must treat others with respect and encourage diversity and inclusion.
What are the example behaviours of Rule 4?
Example behaviours
4.1 Members and firms respect the rights of others and treat others with courtesy.
4.2 Members and firms treat everyone fairly and do not discriminate against anyone on any
improper grounds, including age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.
4.3 Members and firms do not bully, victimise or harass anyone.
4.4 Firms check that supply chains do not involve modern slavery or other abuses of the workforce.
4.5 Members and firms report abusive labour practices to proper and recognised authorities if
they become aware of, or suspect, them.
4.6 Members and firms work cooperatively with others.
4.7 Members and firms develop an inclusive culture in their workplaces, support equal access and
opportunity for all, and identify and address unconscious bias.
Which ISO related to inclusion and diversity?
International Organisation for Standardisation.
ISO 30415 is a guideline, which helps to develop an inclusive workplace requiring an ongoing commitment to diversity and inclusion (D&I), addressing inequalities in organizational systems, policies, processes and practices.
What is Economic Dividends for Gender Equality (EDGE)?
Economic Dividends for Gender Equality (EDGE) is the leading global standard for gender equality in the workplace.
Certification is based on a standardized methodology and a global assessment system for Gender Equality in business. The EDGE measurement methods were proposed for the first time in 2011, during the annual meeting of the World Economic Forum.
The assessment system covers all relevant issues around gender equality within a company: gender representation, equal pay, policies to ensure fair career growth, practices to combat all forms of discrimination in the company and to promote diversity.
For companies intending to embark on this journey, the EDGE methodology involves an initial self-assessment phase, followed by an audit before the final certification is issued.
