Diversity, Inclusion & Teamwork & Inclusive Environments (L1)

Question 1

Why was the Equality Act created?

Answer 1

Brings together all discriminatory law in one document and protects against a wide range of discrimination and inequality, including within the use of property.

Question 2

What are the types of illegal discrimination?

Answer 2

It protects people from:
Indirect discrimination
Direct discrimination
Harassment
Victimisation

Question 3

What are the types of illegal discrimination?

Answer 3

Yes, any work should be REASONABLE (this takes into consideration the costs associated).

Service providers have a duty to make alterations to buildings to avoid discrimination. Most requirements are found in Part M of the Building Regulations.

Question 4

Can you name some of the 9 protected characteristics under the Equality Act (2010)?

Answer 4

Age
Sex
Disability
Race
Religion/ belief
Pregnancy and maternity
Gender reassignment

Question 5

When faced with an obstacle to access for disabled persons what does the Equality Act require the provider to do to ensure inclusivity?

Answer 5

Remove/alter the feature
or
Provide reasonable means of avoiding the obstacle/ provide a reasonable alternative access to the service

Question 6

Explain part Part M of the Building regs in regards to making buildings more inclusive?

Answer 6

Part M are the minimum access standards for all new homes.

The mandatory requirements set out in Part M Section 1 =
1. Level access to main entrance
2. Flush threshold
3. Sufficiently wide doorways
4. Toilet at entrance level

Question 7

Do all your buildings have to comply with Part M of buildings regs?

Answer 7

Part M section 1 is mandatory = basic access standards for all new dwellings.

Part M section 2 and 3 are high standards and are not mandatory. They depend on the Local Authorities can apply through planning policies where they have identified a local need.

Question 8

How does the Equality Act and Part M requirements differ?

Answer 8

Part M = minimum requirements for a range of people to use buildings.

Equality Act = more focused on reasonable adjustments to buildings for accessibility.

Question 9

What is an unconscious bias?

How can it impact your work? How could you avoid it?

Answer 9

This relates to the associations/ beliefs we hold which are deeply ingrained and outside of our conscious awareness and control. Everyone has them.

Could impact work as I might not instruct a consultant as they are not similar to me on a personal level. However they might not be suitable. Therefore, it is important I conduct an inclusive procurement process and undertake third party review (asking someone else to review my opinion).

Question 10

What would be the advantage of diversity? How could you company improve diversity in the workplace?

Answer 10

Allows for enhanced innovation and creativity due to a broader range of peoples experience
Attracts broader talent pool when recruiting
Company receives better reputation

Improve: Blind CVs, diverse interview panel, less technical/old fashioned interview process and more creative questioning

Question 11

How would you know that your company has a diverse team?

Answer 11

Consider the amount of male, female, ethic minorities, age, nationalities

Question 12

What does the Equality Act 2010 say about Diversity and Inclusion?

Answer 12

There are 9 protected characteristics. (Gender, Age, Sexual Orientation, Disability, Race, Religion, Marital Status, Pregnancy) The act legally protects people against discrimination in the workplace and wider society.

Question 13

What is meant by unconscious bias?

Answer 13

Prejudice or unsupported judgements in favour of or against one thing, person or group as compared to another, in a way that is usually considered unfair.

Question 14

Give an example of a reasonable adjustment?

Answer 14

changes to: steps and stairs - for example installing ramps or stairway lifts. doors - for example making doorways wider or installing automatic doors.

Question 15

What is an inclusive environment?

Answer 15

Designed and managed to allow people with a diverse range of needs and abilities to access and use it.

Question 16

What is the benefit of working in team environments? What is the benefit of diversity?

Answer 16

Mitigates against unconscious bias

Question 17

What is make space for girls?

Answer 17

Charity campaign for public spaces designed with girls in mind. Social seating and use of lighting

Question 18

How do you ensure you do your best when working with people to encourage inclusion? How do you ensure your work is the product of encouraging inclusive environments?

Answer 18

Ensure communication is inclusive rather than discriminatory. Listen, discuss, respect, and reflect

Question 19

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

Answer 19

Trust, Communication, lack of vision and clarity

Question 20

What policies does your company have relating to DEI and how do you comply with them?

Answer 20

My firm’s Equalities, Diversity & Inclusion Policy
o Managers must set an appropriate standard
o No discrimination
o Anyone who feels they have not been treated equally is entitled to raise the matter through the Company’s Grievance procedure.

Undertake CPD and training on unconscious bias.
o Relates to associations we hold which are deeply engrained and
o outside of our conscious, awareness or control
o Can be assessed through IAT (Implicit Assumption Test)

Question 21

Can explain what the RICS Inclusive Employer Quality Mark is?

Answer 21

The mark is designed to change behaviour by encouraging all firms, large and small, to look carefully at their employment practices and put inclusivity at the heart of what they do. An inclusive workforce is a competitive workforce, mirroring both their clients and the community.

Bi-annual voluntary self-assessment return (no fee)

Question 22

What is RACI matrix?

Answer 22

RACI stands for Responsible, Accountable, Consulted, and Informed. set expectations for who is managing or responsible for work. It can help eliminate confusion by clarifying who is accountable, and it’s useful for setting expectations with senior stakeholders who are informed about what type of information they will receive

Question 23

What is strategic alliance?

Answer 23

Critical to the success of a core business goal or objective.
Critical to the development or maintenance of a core competency or other source of competitive advantage.
Blocks a competitive threat.
Creates or maintains strategic choices for the firm

Question 24

Explain how the RICS ROC relate to inclusivity and diversity.

Answer 24

RICS’ Rules of Conduct require RICS-regulated firms and members to encourage diversity and inclusion. (Rule 4)

Question 25

What is Economic Dividends for Gender Equality (EDGE)?

Answer 25

EDGE Certification is the leading global assessment methodology and certification standard for Diversity, Equity and Inclusion (DE&I).

Question 26

What is neurodiversity and how/why should it be accommodate in the workplace?

Answer 26

the range of differences in individual brain function and behavioural traits, regarded as part of normal variation in the human population. Innovation etc.

Recruitment policy which removes unconscious bias

Question 27

Explain the aims of the Memorandum of Understanding: Creating a More Diverse, Equitable and Inclusive Built Environment Sector. Who are some of the parties to the MOU

Answer 27

RICS and other built environment bodies (RTPI, RIBA and CIOB) have signed a MoU Action Plan intended to create a more diverse, equitable and inclusive sector to be more representative of the society it serves.

The MOU requires organisations to determine reasons for poor performance. The Bichard review also requires the RICS to improve in this area relating to its internal governance.

Question 28

How would you suggest the RICS improves DI?

Answer 28

Updated Rules of conduct with DI and the Governing Council accepting Bichards recommendations is a good start.

However, I think its going to be key for the RICS to show how these changes have been implemented. Perhaps an annual public diversity review could be undertaken to understand the change in the diversity of the profession.

I understand a Diversity & Inclusion panel has also been created to encourage ethnicity in the profession.

Question 29

What is inclusive design

Answer 29

is the design of an environment so that it can be accessed and used by as many people as possible, regardless of age, gender and disability.

Question 30

What does the NPPF say about inclusive design?

Answer 30

Planning policies and decisions should aim to achieve healthy, inclusive and safe places and beautiful buildings which:
a) promote social interaction
b) are safe and accessible
c) enable and support healthy lifestyles

Question 31

What is gentrification?

Answer 31

the process whereby the character of a poor urban area is changed by wealthier people moving in, improving housing, and attracting new businesses, often displacing current inhabitants in the process.

Question 32

What does the London Plan say about inclusive design?

Answer 32

London Plan requires 10% M4(3) and 90% M4(2)

Question 33

Can you explain Approved Document Part M

Answer 33

Regulates the ease of access around buildings, including facilities for disables users
The requirements set out in M4(2) Accessible and adaptable dwellings and
M4(3) Wheelchair user dwellings,