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My APC > Diversity, Inclusion and Teamworking > Flashcards

Diversity, Inclusion and Teamworking Flashcards

1
Q

What is the Equalities Act 2010?

A

Law that covers everyone in Britain that protects people from discrimination, victimisation & harrassment.

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2
Q

What is discrimination?

A

The unfair treatment of certain groups of people based on their characteristics.

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3
Q

What is victimisation?

A

When someone becomes a victim of unfair treatment after complaining or intending to for discrimination

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4
Q

What is harrassment?

A

Unwanted behaviour which is offensive or makes you feel intimidated, it can be verbal, written or visual.

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5
Q

What is Diversity?

A

Involving people from a range of different backgrounds and recognising the positives that the differences can bring.

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6
Q

What is inclusion?

A

Where everyone is treated fairly & respectfully, given equal opportunities within the workplace and feel welcomed & comfortable.

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7
Q

What are protected characteristics?

A

Characteristics that are protected by law that yoy cannot discriminate agaisnt: age, disability, gender reassignment, marriage status, race, sex, religion or belief

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7
Q

What is team working?

A

A group of people collaborating to complete a common goal or task. Where people support one another to have an effective and efficient work method.

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8
Q

What makes a strong team?

A

Combination of leadership, communication, access to good resources, mutual respect, common aligned goals, patience

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9
Q

Why is diversity important?

A

People from a range of backgrounds can bring different areas of knowledge that can help achieved difficult tasks and can increase work productivity.

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10
Q

What is the importance of team working?

A

Collaboration in a group can help solve difficult problems by finding the best solutions through different ideas. Also so everyone feels involved.

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11
Q

How do you work with other council teams?

A

Mostly through FRAs with housing officers, repairs support team, also service providers for repairs. Work with gosport teams also, all communication usually done over the phone or email.

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12
Q

What do you contribute to your team?

A

Primarily workload of FRAs but also support other apprentices by teaching newer or learning from older.

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13
Q

What is inclusive communication?

A

It is effective communication by ensuring everyone understand and respecting and recognising all forms of communication.

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14
Q

What is unconscious bias & different types?

A

Social stereotypes & quick judgements made outside of someone’s conscious awareness, ageism, gender bias, affinity bias (gravitate to similar people) and beauty bias.

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15
Q

What is Tuckman’s Theory?

A

How teams go through 5 stages of development

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16
Q

What are the 5 stages in Tuckman’s Theory?

A

Forming
Storming
Adjourning
Norming
Performing

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17
Q

What is Forming (Tuckman’s Theory)?

A

team members tend to behave independently at this stage
during this stage it’s common to discuss: everyones skills backgrounds and interests/ project goals/ the timeline/ any rules or regulations/ the individual roles of each team member

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18
Q

What is Storming (Tuckman’s Theory)?

A

when the initial excitement and good grace has ran out
the reality and weight of completing the project has started to set in
team may start to disagree on how to complete a particular task
at this stage, looking for strong leader guidance is vital

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19
Q

What is Norming (Tuckman’s Theory)?

A

this is the stage where things start to settle down
team start working together towards a common goal
can be overlapping with storming

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20
Q

What is Performing (Tuckman’s Theory)?

A

Is where the team can hit its stride
Each member understands each other’s strengths and weaknesses enough with one another to help
Stage where each member is confident and motivated

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21
Q

What is Adjourning (Tuckman’s Theory)?

A

When the project comes to an end the team will dispend
Having positive shared experiences will make it easier if you work together again

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22
Q

What is the ideology behind Belbin Team Roles / What are they?

A

developed by Dr. Meredith Belbin
believed that for a team to be effective 9 roles must be fulfilled
one person can take on multiple roles
peoples roles can change and develop over time

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23
Q

what are the 9 Belbin Team Roles?

A

Resource Investigator
Team Worker
Co-ordinator
Plant
Monitor Evaluator
Specialist
Shaper
Implementer
Complete Finisher

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24
Q

What is the Resource Investigator (Belbin Team Roles)?

A

inquisitive nature which they use to find new ideas and feedback them to the group
Pros: outgoing / enthusiastic / and aren’t afraid to delve into opportunities
Cons: can be over enthusiastic and may lose interest once the initial excitement has worn off

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25
Q

What is a Team Worker (Belbin Team Roles)?

A

Highly versatile, they initiate work that needs doing and they complete it on behalf of the team
Pros: good listener, co-operative, has perspective and is diplomatic
Cons: may come across manipulative and can find it difficult to make a decision

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26
Q

What is a co-ordinator (Belbin Team Roles)?

A

Their role is to focus on the teams objectives, engage with members to delegate tasks
Pros: confident, good at clarifying goals and identifying talented people
Cons: may come across manipulative and can find it tempting to pass on work to others.

27
Q

What is a plant (Belbin Team Roles)?

A

very creative and they like to think outside the box to solve problems
Pros: good at solving difficult problems, free-thinking, imaginative and creative
Cons: they can ignore small details and be inward thinking meaning they forget to communicate effectively with the rest of the team

28
Q

What is a monitor evaluator (Belbin Team Roles)?

A

highly logical, they play a vital role in the team as they’re able to weigh up the teams options in an unbiased way
pros: highly strategic and can logically see and assess all the options
Cons: may at times be overly critical and may like the drive and energy to motivate others

29
Q

What is a specialist (Belbin Team Roles)?

A

they’re and expert in a key area
Pros: dedicated, self-starting, and single-minded they bring specialist knowledge and skill
Cons: can get stuck on technicalities and may not be able to add much out of their specialist area.

30
Q

What is a implementer (Belbin Team Roles)?

A

They play a strategic role within the team so tasks are carried out as efficiently as possible
Pros: organised, reliable and efficient, they turn ideas into actions
Cons: at times they can be inflexible and slow to take up new possibilities

30
Q

What is a Complete Finisher (Belbin Team Roles)?

A

Their role is to quality check the work carried out and ensure it meets the objective before signing off
Pros: precise, they search for errors and then polish off and perfect the work
Cons: can be anxious at times and find it hard to delegate

31
Q

What is a shaper (Belbin Team Roles)?

A

A shaper doesn’t lose momentum they’re the driving force of the team
Pros: Courageous, dynamic, problem solvers and thrive under pressure
Cons: their actions cause provocation and the way they express themselves may cause offence

32
Q

What are the Equality Act protected characteristics?

A

Age
Disability
Gender Reassignment
Marriage or Civil Partnership
Pregnancy and Maternity
Race
Religion or belief
Sex
Sexual orientation

33
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.

34
Q

What are simple ways to improve team dynamics?

A

Know your team
tackle problems quickly
define roles
clear communication
listen

35
Q

What do you think makes a successful team - explain the Tuckman Theory?

A

the first step is forming the team
the team then goes through storming, whereby they overcome obstacles and their difference to work on conflicts
norming stage requires consensus around who the leaders are and each members role
This is followed by performing, which is where the work is carried out and any issues have been handled proactively

36
Q

What is the Latham Report?

A

A report commissioned by the UK Government, to look into the apparent failings of the construction industry as a whole
The Latham Report let to the Creation of the Construction Industry Board (CIB) in 1995 to oversee the implementation of its recommendations

37
Q

What were the findings of the the Latham Report?

A

The report described the industry as ineffective, adversarial, fragmented and not delivering for it’s clients

38
Q

What were the Latham Report recommendations?

A

That the government should become the best practice client. The NEC suite of contracts to be adopted to improve a less adversarial approach. Encouraged Partnering between companies and organisations. Risk should be allocated to the party best able to handle it.

38
Q

What Belbin Team Roles are you?

A
39
Q

What is the Herzberg Theory?

A

Two factor motivational theory. Workers are motivated to work harder through motivators, such as: Empowerment, Job enlargement, Job enrichment
Workers can become demotivated if hygiene factors are not met, such as: pay, relationships, work documentation.

40
Q

Give and example of how you use team working in your current role?

A
41
Q

What particular skills have you got that contribute to teamworking?

A
42
Q

Give some examples of how to promote team working?

A
43
Q

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

A
44
Q

What are key aspects of an effective team?

A
45
Q

How would you deal with a member who is negative towards a particular task?

A
46
Q

what particular skills do you have that contribute to team working?

A
47
Q

Can you tell me about a time you resolved conflict within a team?

A
48
Q
A
49
Q

What makes a team successful?

A
50
Q

What are some types of teams, within your organisation?

A
51
Q

What is Equality?

A

Equality is about ensuring everybody has an equal opportunity, and is not treated differently or discriminated against because of there characteristics

52
Q

What legislation was brought together to make the Equality Act 2010?

A

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

53
Q

What is the purpose of the Equality Act 2010?

A

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

54
Q

4 Types of discrimination under the act

A

Direct discrimination
Indirect discrimination
Harassment
Victimisation

55
Q

What is Direct Discrimination?

A

Direct discrimination occurs where someone is treated less favourably directly because of:

A protected characteristic they possess

A protected characteristic of someone they are associated with, such as a friend, family member, or colleague

A protected characteristic they are thought to have, regardless of whether this perception by others is actually correct or not

56
Q

What is Indirect Discrimination?

A

Indirect discrimination is usually less obvious than direct discrimination and can often be unintended.
Examples might include:
Recruitment selection criteria
Contractual benefits
A redundancy scoring matrix

57
Q

Examples of Victimisation?

A

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 (or in connection with) the Equality Act 2010

58
Q

Examples of Harassment?

A

Bullying, nicknames, threats, jokes, ‘banter’, gossip, inappropriate questions, excluding an employee (for example ignoring them or not inviting them to meetings), insults, or unwanted physical contact
It can be verbal, written or physical

It is 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

It 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 or the working environment, irrespective of whether they share the protected characteristic of the employee who is being harassed

59
Q

Reasons why diverse companies perform better?

A

Attract talented employees
Enhance customer relationships
Boost employee engagement
Better decision making
Strengthen the company’s image

60
Q

Key policies that should be in place?

A

Diversity and Inclusion
Anti harassment and bullying
Family-friendly
Flexible/agile working
Disciplinary and grievance
Transitioning at work
Recruitment and selection
Intranet

61
Q

What is affinity bias?

A

A bias towards someone as they have similar life experiences.

62
Q

What is the halo effect?

A

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

63
Q

How can unconscious bias at work influence decisions in?

A

Recruitment
Promotion
Staff development
Recognition

64
Q

How can you reduce unconscious bias?

A

Awareness
Time to reflect
Observe the facts
Openness
Positive thinking
Policies and procedures

My APC (17 decks)

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