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Alice’s APC > Diversity, Inclusion + Team Working > Flashcards

Diversity, Inclusion + Team Working Flashcards

1
Q

What is the role of a good manager?

A
  • Identify strengths + weaknesses of team + play to them
  • Share goals, objectives + successes
  • Give feedback
  • Keep work interesting
  • Ensure team is adequately trained
  • Delegate in responsible way
  • Be fair + approachable
  • Treat people with respect
  • Listen to team
  • Check in regularly with team
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2
Q

What is team working?

A

Group of people collaborating to complete a common goal or task

Involves sharing tasks, communicating effectively, and supporting each other to get the job done

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3
Q

What makes a good team member?

A
  • Listening to other people’s ideas
  • Discussing ideas with team
  • Respecting others + their ideas
  • Participation + ensuring all team members get involved
  • Good communication skills
  • Being positive + enthusiastic
  • Not dominating discussions – letting quietest person have their say
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4
Q

What is the importance of team working / what are the benefits of team working?

A

Improves productivity

Increases efficiency

Increases creativity

Combines skills + strengths

Increases employee motivation + creates a positive work environment

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5
Q

What are the characteristics of an effective team?

A

Common sense of purpose

Clear understanding of team’s objectives

Resources

Mutual trust

Willingness to share knowledge + expertise

Willingness to speak openly

Range of skills among team

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6
Q

What are some key skills for effective teamworking?

A

Listening to other people’s ideas

Respecting other team members

Participating + encouraging others to participate

Identifying strengths + weakness of team members + playing to them

Communicating with others effectively

Helping others

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7
Q

What are some common barriers to effective team working?

A

Inadequate resources + training

Misunderstandings of objectives

Poor selection of team members

Wrong mix of skills + personalities

Poor leadership

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8
Q

Give me some examples of how you promote team working

A

Listen to other people’s ideas + ask questions

Am always honest with my team + maintain clear communication

I am enthusiastic + enjoy helping others + discussing ideas

Actively participate in team meetings

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9
Q

What do you contribute to your team?

A

My team has a shared goal of delivering work to clients within timescales agreed, making fees + always delivering a high level of client care + service

Individually, I carry out those things to reach our shared goal as a team

If members of the team are struggling, I step in + help them because of our shared goal

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10
Q

Tell me about an example of where you have worked well in a team

A

As a pool of graduates within my firm, we all work together to ensure we have the appropriate experience, while also meeting our clients’ needs

On one occasion, I noticed another graduate struggling with their workload, which was stopping them to gain experience in other areas

I stepped in to help them with their tasks. This helped them gain other experience + also provided me with experience in that area

The collaboration was mutually beneficial, enhancing both our skill sets + contributing to the success of our graduate team

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11
Q

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

A

As part of a pool of graduates in my firm, we all have different APC competencies + experience

We work together as a team + regularly meet to ensure everyone gains the appropriate experience

By collaborating, we ensure everyone gains the necessary skills + experience to meet our competency requirements, while also ensuring our work remains on track + meets our clients’ needs

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12
Q

How would you measure team performance?

A

360 reviews (comprehensive evaluation method where employees receive feedback from multiple sources, e.g. peers, managers, clients. Provides holistic view of employee’s performance)

Client feedback (provides direct insight into how well team is meeting expectations)

Track KPIs (indicates how effectively individual or team is achieving key business objectives)

Monitor employment engagement levels

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13
Q

What is a common issue you have come across when working in a team?

A

Poor communication - can lead to misunderstandings + deadlines

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14
Q

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

A

Introduce them to the team + wider office

Provide an overview of team’s goal + their role

Pair them with a buddy

Ensure they have all the required resources, e.g. working laptop, training programme etc.

Schedule regular check ins

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15
Q

Why is accountability + responsibility important when working in a team?

A

Creates better working environments

Creates better relationships

Improves productivity

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16
Q

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

A

Speak to team member + ask if everything is ok

Find out if they understand the task + communicate its important

Offer support if they need it + be positive

Speak to line manager if necessary

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17
Q

What is Tuckman’s Theory?

A

Describes the 5 stages teams go through as they develop

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18
Q

Why is Tuckman’s Theory useful?

A

Stages help understand team dynamics + improve teamwork

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19
Q

What are the 5 stages in Tuckman’s Theory?

A
  1. Forming
  2. Storming
  3. Norming
  4. Performing
  5. Adjourning/Mourning
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20
Q

What is Forming?

A

When people are working as individuals rather than as a team

Team members get to know each other

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21
Q

What is Storming?

A

Stage of conflict that teams need to pass through to achieve their potential

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22
Q

What is Norming?

A

Team starts to work together more effectively

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23
Q

What is Performing?

A

Team operates efficiently towards goals

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24
Q

What is Adjourning / Mourning?

A

Team disbands after achieving objectives

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25
Q

What is partnering?

A

When two or more parties form a relationship to share resources, risks + benefits to achieve shared goals

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26
Q

What is collaborative working?

A

Process of working together in cooperative manner, sharing knowledge, skills + resources to achieve better results than working alone

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27
Q

What is strategic alliance?

A

Agreement between 2+ parties to work together on a specific project or goal while remaining independent organisations

Allows them to share knowledge + resources to achieve mutual benefits

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28
Q

Explain your understanding of supply chain management

A

Process of overseeing entire flow of goods + services, from sourcing raw materials to delivering final product to customers

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29
Q

What does effective supply chain management mean?

A

It ensures products are delivered efficiently, cost-effectively + on time

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30
Q

What is the RACI matrix?

A

Project management tool that clarifies roles + responsibilities for tasks

Ensures clear communication + accountability within a team

  • Responsible – who does the work
  • Accountable – who ensures task is completed
  • Consulted – who provides input
  • Informed – who needs to be kept updated
31
Q

What is diversity?

A

Refers to different characteristics that make each person unique

Includes visible traits, like skin colour + less obvious aspects such as education, religious beliefs + values

Diversity includes all the differences that shape our identities, both seen + unseen

32
Q

Why is diversity and inclusion important?

A

Essential for attracting top talent

Firms + organisations with inclusive environments + diverse workforce have been shown to be more effective + efficient

33
Q

What is equality?

A

Ensuring that every individual has an equal opportunity (one size fits all)

Recognises that certain groups of people with protected characteristics may be at a disadvantage

34
Q

What is the difference between equity + equality?

A

Equity recognises that not all employees will have been given an equal chance either growing up or as entered workplace

Equality in workplace provides employees with equal opportunities (one size fits all)

35
Q

Has the RICS published anything in relation to inclusion and diversity?

A

DEI guidance

Supplements Rule 4 of Rules of Conduct

36
Q

How does DEI guidance aim to support members + firms?

A

Provides good practice in 6 areas (inclusive spaces, inclusive recruitment, inclusive policies, inclusive culture, everyday life at work + career progression)

Aimed at supporting all business but recognises that small + medium businesses often cannot dedicate the same resources as larger businesses to optimise their DEI practices

37
Q

What actions do your company take to ensure the team recognise the value of diversity and inclusion?

A

Host learning lunches with various topics, such as black history month

Have an EDI strategy in place + an EDI network to increase awareness

Diversity + inclusion policy which integrates EDI strategy

38
Q

Tell me more about your firm’s EDI strategy/network

A

Aims to raise awareness + increase understanding of EDI

Acts as a consultative group to influence + improve policy + practice within Carter Jonas

Aims to provide a supportive + safe space for people to meet to discuss + express views, experiences, concerns, explore ideas, plan events + drive change

Provide regular training + CPD webinars, published an EDI calendar + plan regular fundraising events in the office

39
Q

Tell me about your firm’s policy on diversity + inclusion

A

Company has a zero-tolerance approach to discrimination of any type + has built diversity + inclusion KPIs into its people strategy

KPIs – increase number of women on management boards by 2025, reduce mean gender pay gap by 2025

Firm is dedicated to supporting a culture that values openness, transparency + fairness

40
Q

What does diversity bring to a team?

A

New ideas + viewpoints

Prevents decisions being made based on stereotypes

Different backgrounds + qualities

More likely to be a successful team

41
Q

Why is diversity important?

A

Promotes greater creativity + innovation, which are essential in a fast-changing world

Helps firms to be more effective + efficient in the workplace

42
Q

What is inclusion?

A

Making sure everyone feels valued + welcome

Part of a workplace’s culture – choosing whether to involve everyone in conversations, projects + events

43
Q

Why is inclusion important?

A

Helps firms be more innovative + profitable

People are more likely to stay in their organisation + be more productive

Ensures everyone feels valued + respected

44
Q

How can leaders create an inclusive culture?

A

Manage change + encourage teamwork

Address + respond to bias

Actively seek out diverse perspectives + experience

Encourage representation

Foster psychological safety

45
Q

What is inclusive communication?

A

Communicating in that means message is understood by as many people as possible, including those who are neurodiverse

Includes wide range of communication methods, e.g. visuals alongside text, using appropriate language, being flexible

46
Q

Why is inclusive communication important?

A

To promote equality, respect + fairness

47
Q

What are ERGs?

A

Employee Resource Groups

Brings together employees with shared identities + experiences to provide support, networking + career development opportunities

Common groups include those for woman, carers, veterans, LGBTQ+, faith, race, etc.

48
Q

Explain how the RICS Rules of Conduct relate to inclusion + diversity

A

Rule 4 states that members + firms must treat each other with respect + encourage diversity + inclusion

49
Q

What is bias?

A

A form of prejudice

50
Q

What is conscious bias?

A

An intentional form of bias

Individual with conscious bias is likely to be explicit with beliefs + attitudes

51
Q

Give me an example of conscious bias

A

Discriminatory behaviour towards individuals based on race, gender, sexuality, disability etc.

52
Q

What is unconscious bias?

A

Learned stereotype that is automatic + mostly unintentional

Systematically ingrained + based on past experiences

53
Q

Give me an example of unconscious bias

A

Manager thinking that men work harder than women

54
Q

How can unconscious bias affect a team?

A

Lowers productivity

Reduces communication

Causes fractions in the team

Creates unfair advantages or disadvantages – some members might be favoured over others without realising it

Less diverse ideas + perspectives

55
Q

What are the 3 types of unconscious bias

A

Affinity bias
Confirmation bias
Halo bias

56
Q

What is affinity bias?

A

Favouring those with a similar interest or background

57
Q

What is confirmation bias?

A

Unconscious tendency to look for information that supports someone’s pre-existing beliefs

58
Q

What is halo bias?

A

When someone’s trait or characteristic is used to make an overall judgement on that person

59
Q

When can biases be discriminatory?

A

When it relates to the protected characteristics under the Equality Act 2010

60
Q

What are some strategies to overcome unconscious bias?

A
  • Recognising any unconscious bias + being aware of generalisations
  • Challenge your own decision making
  • Take time to establish facts
  • Make considered decisions
  • Pay attention to biases linked to protected characteristics
  • Avoid making assumptions
  • Record reasons for decision (particularly when it comes to recruitment or promotion purposes)
61
Q

As well as identifying the 9 protected characteristics, what else does the Equality Act 2010 identify?

A

4 types of discrimination

62
Q

What are the different forms of discrimination?

A

Direct discrimination
Indirect discrimination
Harassment
Victimisation

63
Q

What is direct discrimination?

A

When someone is treated less favourably or put at a disadvantage because of a protected characteristic

64
Q

Give me an example of direct discrimination

A

If a qualified person is not hired for a job based on their ethnicity

65
Q

What is indirect discrimination?

A

Occurs when a rule, policy or practice applies to everyone but disadvantages a particular group of people

66
Q

Give me an example of indirect discrimination

A

If a company has a dress code that prohibits head coverings (may discriminate against employees who wear them for religious reasons

67
Q

What is harassment?

A

Unwanted behaviour that makes someone feel intimidated, humiliated or offended

Can be based on protected characteristics

68
Q

Give me an example of harassment

A

Making jokes about someone’s religion

69
Q

What is victimisation?

A

Occurs when someone is treated badly because they have made a complaint about discrimination or supported someone else who has

70
Q

Give me an example of victimisation

A

Being treated in a hostile manner by a senior member of staff after supporting a colleague’s complaint

71
Q

What would you do if someone came to you and said they were being discriminated?

A

Raise the issue with my line manager and HR

72
Q

What if you were a sole practitioner and didn’t have a HR department?

A

Speak with the victim – understand what has happened, understand severity of situation

Speak to the discriminator – inform them that someone has made complaint against them + ask them if they have anything to say

73
Q

How does your office promote inclusion + diversity?

A

Our office is actually very diverse + inclusive

We have regular lunches + events hosted by the EDI network to educate employees on DEI

People feel comfortable to send an email to the entire office to celebrate different events. For example, someone bought in food to celebrate Diwali when it was Halloween

Our office social team also organises social events for the whole office – encourages people to mix with one another

Alice’s APC (22 decks)

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