Diversity, Inclusion and Team Working & Inclusive Environments Flashcards

1
Q

What are the benefits of teamworking?

A
  • Improved performance.
  • Improved job satisfaction.
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2
Q

Down sides of teamworking?

A
  • Poor selection of team members (the wrong mix of personality types and skills)
  • Inadequate resources
  • Poor leadership
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3
Q

What are the characteristics of an effective team?

A
  • Open communication
  • Collaboration
  • Trust
  • Clear leadership
  • Clear understanding of the team ‘s objectives.
  • Adequate resources to achieve those objectives.
  • Valuing of members’ strengths and respecting their weaknesses.
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4
Q

What is unconscious bias?

A

When a decision or judgement is made based on prior experience or assumptions and we are not aware that we are doing it.

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5
Q

What benefit does diversity have in teams?

A

This creates an opportunity for a range of skills and abilities to achieve a common goal. Which increases:
- Productivity
- Creativity.

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6
Q

Can you provide an example of unconscious bias?

A

Overhearing a colleague saying an inappropriate comment in the office and thinking “there must be a misunderstanding” because that doesn’t align with your positive view of that person.

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7
Q

What are protective characteristics?

A

The right to not to be subjected to an unfair disadvantage, by reason of that characteristic there are 9 defined in the Equality Act 2010, these are:
- Age
- Disability
- Gender
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation

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8
Q

What’s the main point of the Equality Act 2010?

A

Legally protects people from discrimination in the workplace and in wider society.

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9
Q

Did the Equality Act replace any previous laws?

A

The Act replaced several previous laws making the law easier to understand these were:
* Sex Discrimination Act 1975
* Race Relations Act 1976
* Disability Discrimination Act 1995

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10
Q

What is workplace diversity?

A

The acceptance and inclusion of employees of all backgrounds.
This acknowledges each employee and the potential they bring.

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11
Q

How does diversity differ from inclusion?

A

Diversity: The variation of social characteristics.

Inclusion: The procedures implemented to integrate everyone regardless of their characteristics in the workplace.

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12
Q

What are some types of teams?

A
  • Office Teams.
  • Project Teams.
  • Accounts Teams.
  • Design Teams.
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13
Q

What are some examples of Team Working you have demonstrated?

A

I recently project managed a portfolio of residential refurbishment projects where I worked as part of a project team to deliver the schemes.

One of the strategies we used was to regularly update a live working document with any variations to keep track of the projected costs to ensure the scheme did not run over budget.

This enabled a senior colleague to meet with the client on a weekly basis to update them on progress and project costs.

The whole team met fortnightly to discuss any lessons learnt which we carried forward throughout the scheme and the project was successfully delivered on time and on budget.

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14
Q

What are some advantages of a diverse team?

A

Increased productivity - A diversity of talent will result in a broader range of skills amongst the team and result in increased productivity.

Increased creativity - Differing skill sets.

Improved cultural awareness - A diverse range of cultures within the workplace allows companies to operate more effectively within a global market place. For example, having access to an employee who speaks Mandarin will be a great asset for a company operating in China.

A positive reputation - Companies that have a diverse workplace are often perceived as better employers. Potential employees want an employer who accepts and is tolerant of all backgrounds and who treats their employees fairly.

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15
Q

What are the 3 common barriers to equality diversity and inclusion?

A
  • Unconscious bias.
  • Lack of representation.
  • Privilege.
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16
Q

Have you ever worked with someone you didn’t get along with?

A

No, I have always generally got along with people I have worked with.

I always act professionally and understand that people communicate in various ways and often express themselves in different ways; I don’t take this personally enough to not get along with them.

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17
Q

What is the Latham report?

A

A report commissioned by the UK Government, to looking into the apparent failings of the construction industry as a whole.

The Latham report led to the creation of the Construction Industry Board (CIB) in 1995 to oversee implementation of its recommendations.

The report described the industry as ineffective, adversarial, fragmented and incapable of delivering for its clients.

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18
Q

What is the RICS inclusive employer mark?

A

The Inclusive Employer Quality Mark aims to drive behaviour change by encouraging all organisations, large and small, to look carefully at their employment practices and have inclusivity at the heart of what they do.

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19
Q

How would you deal with a member of the team who is negative towards a particular task and is disruptive?

A

I would speak to the team member on a one to one basis and ask if they’re is anything wrong.

I would air my thoughts and see if they understand why and what we are doing.

This could be escalated to a line manager for further review.

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20
Q

When a new member joins your team, how do you welcome them?

A

Get to know them and what experience they have.

I delegate a few small jobs to them, have meetings, explain the goal and ‘check in’ regularly.

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21
Q

What skills have you got that contribute towards teamworking?

A

I am a positive person and can identify when people are struggling.

I am Patient and good at sharing my experience to help others understand and learn.

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22
Q

What is DEI?

A

Diversity: is who we are as humans, we are all diverse and different in our own way.

Equity: Recognises that not all employees will have been given an equal chance either growing up or as they entered the workplace.

Inclusion: Is part of a workplace’s culture and is a choice to include or exclude people from conversations, projects or events.

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23
Q

Are you aware of any new RICS guidance relating to Diversity and Inclusion?

A

The RICS have recently published 6 new documents called to support DEI called: Developing an Inclusive Culture.

These documents provide guidance on:

  • Inclusive Culture
  • Everyday life at work
  • Inclusive recruitment
  • Career progression and development
  • Inclusive policies and procedures
  • Inclusive spaces
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24
Q

What is an inclusive culture?

A

Developing a feeling of belonging in the workplace which can drive us to work harder and increase job satisfaction.

Culture in the workplace is created through: sharing values, beliefs and behaviours which set out how people interact and work together.

Engaging with the team and lead by example!

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25
Q

What is inclusive recruitment?

A

It involves creating an open and accessible hiring process that removes barriers and biases that may prevent individuals from underrepresented groups from applying or being successful.

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26
Q

What are inclusive spaces?

A

Creating environments that accommodate the diverse needs and abilities of all individuals.

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27
Q

What is an inclusive environment?

A

A place that everyone can use.

Accessed and used safely, easily by everyone.

Does not physically or socially separate, discriminate or isolate people to:
- Freely express who they are.
- Fully participate in work and social activities.
- Feel safe from abuse, harassment, or unfair criticism.

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28
Q

What’s the importance of an inclusive environment at work?

A

Inclusion within the workplace creates an environment where all employees:
- Feel valued.
- Feel comfortable to voice opinions.
- No one feels excluded based on their identity.

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29
Q

What’s the importance of an inclusive environment in the profession?

A

To include a diverse range of people with varying talents, skills and abilities.

30
Q

What legislation or regulations relate to inclusive environments?

A

Legislation
- Equality Act 2010
- The Human Rights Act 1998.

Building Regulations 2010
- Approved document M of the Building Regulations: Access to and use of buildings.

31
Q

What are the different categories in Doc M V1?

A
  1. Visitable Dwellings
  2. Accessible and adaptable dwellings
  3. Wheelchair user dwellings
32
Q

How does diversity differ from inclusion?

A

Diversity: The variation in personal, physical, and social characteristics that exist
Inclusion: The procedures organisations implement to integrate everyone in the workplace.

33
Q

What is the importance of Doc M during the design phase?

A

To facilitate equal use by everyone.

Doc M ensures the ease of access to, and use of, buildings, including facilities for disabled visitors or occupants, and the ability to move through a building easily.

It provides specific guidance on:

– The safe degrees of pitch for ramps and steps,
– Building dimensions
– Facilities to facilitate wheelchair access.

34
Q

What are the key principles of inclusive design?

A
  • Placing people at the heart of the design process
  • Acknowledging diversity and difference
  • Offering choice where a single solution cannot accommodate all users
  • Providing flexibility in use
  • Creating an environment that is convenient and enjoyable for all to use
35
Q

Are you aware of any other guidance /legislation relating to inclusive environments?

A
  • The CABE guide, ‘The Principles of Inclusive Design’
    This removes barriers to the design to enable all users to ‘participate equally, confidently and independently in everyday environments’.
  • Equality Act 2010
  • Changing Places campaign 2008
  • National Planning Policy Framework (NPPF)
  • Approved Document M
  • British Standard BS 8300

BS 8300 goes beyond the minimum requirements set out in the Approved Document Part M. The guidance relates to issues such as:
– Lighting external areas
– Ramp gradients and rises

36
Q

What is the RICS diversity and inclusion strategy?

A

For the RICS to attract and retain the best talent, regardless of protective characteristics.

RICS is to shape an inclusive profession where everyone can thrive, realise their potential and deliver positive social impact.

37
Q

What is the RICS inclusive employer quality mark?

A

Designed to change behaviour by encouraging firms to put inclusivity at the heart of what they do.

38
Q

What does the Equality Act say about inclusive environments?

A

Disabled individuals should not face barriers to gain access.

39
Q

What is a reasonable adjustment?

A

The law (Equality Act 2010) says that employers must make reasonable adjustments for:
* employees and workers
* contractors and self-employed
* job applicants

Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone’s disability. For example:

  • making changes to the workplace.
  • changing someone’s working arrangements.
  • finding a different way to do something.
  • providing equipment, services or support.
40
Q

What is Approved Doc M?

A

Access to and Use of a Building

41
Q

What is BS8300

A

This British Standard that sets out the requirements of how buildings should be designed, constructed and maintained to meet the needs of disabled people.

42
Q

What is the Equality Act and what requirements does it place on employers?

A

Under the Equality Act 2010 an employer has a duty to make reasonable adjustments for disabled applicants and employees.

43
Q

How can the employer meet the duty of providing reasonable adjustments?

A
  • Changing the way things are done.
  • Changes to overcome barriers created by the physical features of your workplace.
  • Providing extra equipment
44
Q

What is the aim of the Equality Act 2010?

A

Legally protects people from discrimination in the workplace and in wider society

45
Q

What would you consider ‘reasonable’ for a reasonable adjustment?

A
  • How effective the change will be.
  • How practical the change would be.
  • The cost based on the organisation’s resources and size.

The overall aim should be to remove or reduce any disadvantage faced by a disabled worker.

46
Q

What if an employer does not make reasonable alterations?

A

If the employer does nothing, and a disabled worker can show that there were barriers you should have identified and reasonable adjustments you could have made, they can bring a claim against you in the Employment Tribunal, and you may be ordered to pay them compensation as well as make the reasonable adjustments.

47
Q

What is the difference between the Equality Act and Approved Document M?

A
  • The Equality Act sets out the law but is not prescriptive on how to achieve it.
  • Approved Doc M (and BS8300) provides guidance on the minimum building requirements.
  • Approved Doc’s are only guidance and the building user may decide to use other means to comply with the Equality Act.
48
Q

How is disability defined?

A

A physical or mental impairment which affects the ability of a person to carry out their day-to-day activities.

49
Q

What are the different types of disability?

A
  • Mobility impairment (wheelchair users, ambulant disabled)
  • Sensory impairment (visually or hearing impaired)
  • Learning disabilities (communication, behaviour, social interaction)
50
Q

When do organisations have to publish their gender pay gap?

A

Organisations with more than 250 employees in the UK.

Found in the new RICS DEI guidance /career progression

51
Q

What is the purpose of the Equality Act?

A

Provides a framework to protect people against:
- Discrimination
- Victimisation
- Harassment.

Based on their ‘Protective Characteristics’

52
Q

What is discrimination?

A

Treating others unfairly because of who they are.

53
Q

What is Victimisation?

A

Where a person treats another less favourably because they have acted in good faith.

This may be relating to taking action under the Equality Act or raising things that aren’t morally right.

54
Q

What is harassment?

A

A behavouir that humiliates or intimidates another person.

Defined as ‘Unwanted conduct’ in the Equality Act.

This may be related to a protected characteristic under the Equality Act 2010.

55
Q

Can you explain to me your understanding of Unconscious Bias?

A

Unconscious bias is when we make judgments or decisions on the basis of our:
- Prior experience
- Personal thoughts
- Assumptions
And we are not aware that we are doing it.

56
Q

What assessments should be made by a firm for a new employer?

A

If workers use display screen equipment (DSE) daily, as part of their normal work, continuously for an hour or more, employers must do a workstation assessment.

Employers should look at: the whole workstation, including equipment, furniture, and work conditions.

57
Q

Why is Diversity important in the profession?

A

To lead by example and attract and retain the best talent.

Regardless of gender, race, disability, neurodiversity, religion, sexual orientation or age.

58
Q

Why is Diversity important in firms?

A

To lead by example and attract and retain the best talent.

RICS-regulated firms and members must encourage diversity and inclusion as per the Rules of Conduct (4).

Firms and organisations with a diverse workforce are more effective and efficient.

59
Q

What is diversity, equity and inclusion (DEI)?

A
  • Diversity: is who we are as humans. We are all diverse, individually from the colour of our skin, education, religious beliefs and much more.
  • Equity Ensuring everyone has an equal chance by ensuring a person has the right tools and support to fulfil their potential whatever their starting point.
  • Inclusion is part of a workplace’s culture and is a choice to include or exclude people from conversations, projects or events.
60
Q

What actions can a firm take to encourage Diversity, Equity and Inclusion?

A
  • Recruiting a wider range of talent: Consider where and how jobs are advertised
  • Company policies covering: acceptable behaviour, adjustments and well-being
  • Include staff about the company culture: Does everyone feel valued and included.
  • Organise staff events that everyone can attend and enjoy
61
Q

Can you give me an example of how you encourage diversty and inclusion? /Comply with Rule 4 of the Rules of Conduct.

A

I am responsible for arranging sports and social events at my firm.

I ensure events are inclusive and can be enjoyed by all staff.

Online Bingo events to include those people who cannot attend evening events due to personal life commitments /child care.

62
Q

Are you aware of any guidance released by the RICS on Diversity, Equity and Inclusion? Can you explain what these are?

A

Yes, the lauch of 6 new guidance documents to support Diversity Equity and Inclusion; these include:
- Inclusive Culture
- Inclusive Recruitment
- Inclusive Policies and Procedures
- Every day life at work
- Career Progression
- Inclusive Spaces

63
Q

What are Inclusive Spaces?

A

Inclusive spaces accommodate the diverse needs and abilities of all individuals.

64
Q

What is inclusive recruitment?

A

Creating an open and accessible hiring process that removes barriers and biases that may prevent individuals from underrepresented groups from applying or being successful.

65
Q

What are Inclusive Polices?

A

Policies create a framework that supports DEI such as:
1. Non-discrimination policy
2. Accommodations and accessibility policy
3. Family, caring and parenting policy
4. Well-being policy

66
Q

What are the key principles of inclusive design?

A

Placing people at the heart of the design process

Acknowledging diversity and difference

Creating an environment that is convenient and enjoyable for all to use

Offering choice where a single solution cannot accommodate all users

Providing flexibility in use

67
Q

What does the Equality Act 2010 say about inclusive environments?

A

Disabled individuals should not face barriers to access premises.

If a barrier is faced then the service provider is under an obligation to make reasonable adjustments to facilitate access.

Reasonable adjustments can be made through changing the way that things are done, changing physical features or providing additional aids or services.

68
Q

What is Approved Document M of the Building Regulations?

A

Approved Document M relates to the ‘ease of access to, and use of, buildings.

including the ability to move through a building easily.

Specific guidance on the safe degrees of pitch for ramps and steps

building dimensions to facilitate wheelchair access.

69
Q

What is BS8300?

A

BS 8300 goes beyond the minimum requirements set out in the Approved Document Part M.

The guidance relates to issues such as
- ramp gradients and rises
- sanitary facilities, WC layout and baby change facilities.

70
Q

What is the Changing Places campaign?

A

It aims to provide toilet facilities which are safe and accessible for those who cannot use standard accessible toilets.