Diversity, Inclusion and Teamworking

Question 1

What are some types of teams?

Answer 1

• Office Teams
• Project Teams
• Accounts Teams
• Design Teams

Question 2

What are some examples of teamworking that you have demonstrated?

Answer 2

• Use specific examples

Key principles are based around:
- Utilising the team’s strengths and weaknesses
- Harnessing the expertise of each specialist within the team
- Problems that the team overcame
- Explain how the team decided on a strategy
- Explain the end outcome
- Explain how the team communicated and worked towards a common goal

Question 3

What is the Tuckman Theory?

Answer 3

Bruce Tuckman’s theory (1965) focuses on how a team approaches a task.

It originally consisted of four phases but a fifth phases was later included.

1) Forming = Assembly of a team, planning, collating information and bonding

2) Storming = Address task by suggesting ideas and strong facilitative leadership is crucial

3) Norming = Agreeing rules and values of operation

4) Performing = Identified by high levels of independence, motivation, knowledge and competence, decision making is collaborative

5) Adjourning/Transforming = End of the project and breakup of the team, the team can return to any phase, typical this is the forming.

Question 4

What is Herzberg Theory?

Answer 4

Frederick Herzberg’s theory is two factor motivational theory based on hygiene and motivational factors:

• Works are encouraged to work harder based on motivational factors such as empowerment, job enlargement and job enrichment.
• Workers can become de-motivated if hygiene factors are not met such as remuneration, comfortable working conditions and annual leave entitlement.

Question 5

What is workplace diversity?

Answer 5

• Diversity in the workplace relates to the acceptance and inclusion of employees of all backgrounds.
• Ensuring diversity in the workplace is an important asset of an organisation as it acknowledges the individual strengths of each employee and the potential they bring.

Question 6

What are some of the advantages of a diverse team?

Answer 6

• Increased productivity - diverse range of talent results in a broader range of skills
• Increased creativity - differing skill sets and perspectives within the team will increase the chance of generating solutions to workplace solutions
• Improved cultural awareness - a diverse range of cultures within the workplace allows companies to operate more effectively within a global marketplace
• A positive reputation - companies that have a diverse workplace are often perceived as better employers as potential employees want employers who accept and is tolerant of all backgrounds and who treats their employees fairly

Question 7

What are inclusive environments?

Answer 7

• A culturally inclusive environment requires mutual respect, effective relationships, clear communication, understanding of expectations and critical self-reflection
• Within an inclusive environment, people of all cultural orientations can freely express who they are, their own opinions and points of view

Question 8

What legislation or regulations relate to inclusive environments?

Answer 8

• Equality Act 2010
• The Human Rights Act 1998

Question 9

Please explain your understanding of inclusion within the workplace?

Answer 9

• Inclusion within the workplace is creating an environment and culture where all company employees feel like they belong in the organisation
• This results in every employee being comfortable to voice their opinions and that no one person feels excluded on the basis of their identity

Question 10

What is meant by the term unconscious bias?

Answer 10

• Unconscious bias refers to the associations and assumptions that a person may have about someone solely because of their race, gender or disability
• These judgments are made without conscious awareness
• These automatic assumptions stereotypes are a major contributor to a lack of workplace diversity

Question 11

What is equality?

Answer 11

It is about ensuring everybody has an equal opportunity, and is not treated differently or discriminated against because of their individual characteristics.

Question 12

The Equality Act 2010 was introduced bringing together various separate pieces of legislation into one single act. What were they?

Answer 12

• The Equal Pay Act 1970
• The Sex Discrimination Act 1975
• The Race Relations Act 1976
• The Disability Discrimination Act 1995

Question 13

What is the purpose of the Equality Act 2010?

Answer 13

To protect individuals from unfair treatment and promote a fair and more equal society

Question 14

What are the 9 protected characteristics defined under the Equality Act 2010?

Answer 14

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

Question 15

What are the 4 types of discrimination under the Equality Act 2010?

Answer 15

• Direct discrimination
• Indirect discrimination
• Harassment
• Victimisation

Question 16

What is direct discrimination?

Answer 16

It occurs when someone is treated less favourably because of:

• A protected characteristic they possess
• A protected characteristic of someone they are associated with e.g. friend or family member
• A protected characteristic they are thought to have, regardless of whether this perception by others is actually correct or not

Question 17

What is indirect discrimination?

Answer 17

It is where a provision, criterion or practice is applied equally or to a group but has the effect of putting those who share a certain protected characteristic at a particular disadvantage. Usually less obvious and can often be unintended.

Question 18

What is harassment?

Answer 18

Unwanted conduct related to a relevant protected characteristic or be ‘of a sexual nature’.

It must also have the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual.

e.g. bullying, gossip, inappropriate questions

Can be verbal, written or physical

Based on the victim’s perception of the unwanted behaviour rather than that of the harasser, and whether it is reasonable for the victim to feel that way.

Can also apply to an employee who witnesses harassment because of a protected characteristic and that has a negative impact on their dignity at work.

Question 19

What is victimisation?

Answer 19

When an employee suffers what the law terms as a detriment - something that causes disadvantage, damage, harm or loss because of:

• making an allegation of discrimination
• supporting a complaint of discrimination
• giving evidence relating to a complaint about discrimination
• raising a grievance concerning equality or discrimination
• doing anything else for the purposes of the Equality Act 2010

Question 20

What other regulations are relevant to equality?

Answer 20

• The Part-Time Workers Regulations 2000 - unlawful for part-time workers to be treated less favourably than full-time workers
• The Fixed-Term Employees Regulations 2002 - unlawful for fixed-term employees to be treated less favourably than permanent employees
• Human Rights Act 1998 - lets people defend their rights in UK courts and compels public organisations to treat everyone equally, with fairness, dignity and respect

Question 21

What is affinity bias?

Answer 21

When someone feels an affinity with the person as they have similar life experiences

Question 22

What is the halo effect?

Answer 22

Where a positive trait is transferred onto a person without anything really being known about that person.

Question 23

How can you reduce unconscious bias?

Answer 23

Being aware of your unconscious bias
- Taking time to reflect on decisions without rushing them
- Observing the facts and justifying decisions with evidence
- Being open and engaging with a wider range of people
- Think about positive behaviours shown as opposed to negative
- Follow company policies and procedures