Diversity, Inclusion & Teamworking

Question 1

What are some types of teams?

Answer 1

• Office teams
• Project teams
• Accounts teams
• Design teams
• Client teams

Question 2

What are some examples of team working you have demonstrated?

Question 3

What is the Tuckman Theory?

Answer 3

Bruce Tuckman’s theory focuses on how a team approaches a task. Originally consisted of 4 sperate phases, but a 5th has now been included.
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjoining/ Transforming

Question 4

Please explain more of these 4 phases of the Tuckman Theory

Answer 4

1. Forming - assembling of the team. Planning, collating information and bonding.
2. Storming – address task by suggesting ideas. Strong facilitative leadership 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. Adjoining/ Transforming – end of the project and breakup of the team. The team can return to any phase, typically this is forming.

Question 5

What is the Equality Act?

Answer 5

Treat everyone equally and fairly.

Equality Act 2010 - brought together various anti-discrimination laws into one single act, so any unlawful treatment, including discrimination, harassment or victimisation relating to one of the Equality Act protected characteristics is prohibited.

The characteristics that are protected by the Equality Act 2010 are:

age, disability, gender reassignment, marriage or civil partnership (in employment only), pregnancy and maternity, race, religion or belief, sex, sexual orientation.

The Act also provides for protection against discrimination by association, which provides protection for people who are discriminated against because someone close to them falls under the definition of one of the protected characteristics. 

Question 6

What are the protected characteristics that are protected by the Equality Act 2010?

Answer 6

The characteristics that are protected by the Equality Act 2010 are:
age, disability, gender reassignment, marriage or civil partnership (in employment only), pregnancy and maternity, race, religion or belief, sex, sexual orientation.

Question 7

What is a RACI matrix?

Answer 7

It shows the roles and responsibilities for the team. Responsible, Accountable, Consulted, Informed

Question 8

What is an alliance?  

Answer 8

Similar to a partnership in working together but does not have the same legal connotations. Choosing to work with someone strategically will be for reasons advantageous for the business, for example to form a relationship with a big client they would not be able to work for alone.

Question 9

What is Supply chain management?

Answer 9

Management of the flow of goods, data and finances related to a product or service. From the procurement of raw data to the delivery of the product at the final destination.

Question 10

Legislation on selecting project teams?

Answer 10

Equality act 2010

Question 11

What is the Herzberg Theory?

Answer 11

Frederick Herzberg Theory is a two-factor motivational theory based on hygiene and motivational factors.
1. Workers are encouraged to work harder based on motivational factors such as empowerment, job enlargement and job enrichment.
2. Workers can become demotivated if hygiene factors are not met such as remuneration, comfortable working conditions and annual leave entitlement.

Question 12

What is workplace diversity?  

Answer 12

Workplace diversity relates to 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 13

What are some advantages of a diverse team?

Answer 13

• Increased productivity – broader range of skills.
• Increased creativity – differing skill sets, will increase the changes of generating solutions to workplace problems.
• Improved cultural awareness - diverse range of cultures allows for working more effectively within a global market.
• A positive reputation – often perceived as better employees (if have a diverse workplace).
• Improved retention

Question 14

What are inclusive environments?

Answer 14

• 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 15

Why are inclusive environments important?

Answer 15

A growing body of research indicates that a diverse and inclusive teams outperform their peers.

Inclusivity fosters teamwork, appreciation, wellbeing and many other attributes that make up a positive work environment. Employees are treated as individuals and supported no matter what, creating a positive atmosphere conducive to engagement. In short, it makes work a nice place to be, whether that’s an office, warehouse, shop or even a digital environment.

Question 16

What legislation or regulation relate to inclusive environment?

Answer 16

Equality Act and the Human Rights Act 1998

Question 17

What is the human rights act?

Answer 17

Human Rights Act 1998
- Sets out the fundamental rights and freedoms that everyone in the UK is entitled to. It incorporates the rights set out in the European Convention on Human Rights (ECHR) into domestic British law. The Human Rights Act came into force in the UK in October 2000.

Question 18

Please explain your understanding of inclusion within the workplace?

Answer 18

Inclusion in the workplace is creating an environment and culture where all 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 19

What is meant by the term unconscious bias?

Answer 19

• Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness.

These judgements are made without conscious awareness and are automatic assumptions and stereotypes.

For example, assuming that all teachers and receptionists are women, or employee people that are similar to you.

Question 20

How are team members selected and appointed?

Answer 20

Appointed through direct hires (e.g. previous experience and want to maintain that relationship), or through a procurement process whereby they either win the professional services element of the project or they get placed on a framework. Clients can then “call-off” against that framework to secure a team member

Mott MacDonald - Check CVs and put forward those with the right experience for projects.

Question 21

Can you tell me about some key roles in a team?

Answer 21

Key roles in a client team are:
* The client, who defines the client requirements and the project and funds the project
* The PM, Responsible for coordinating the project team to execute the client’s requirements.
* The design team, consisting of architects, engineers and anyone who develops specific performance requirements and designs.
* Commercial Team - This may include commercial managers, risk managers and planners.
* Commercial Managers are responsible for securing, monitoring and administering the client’s financial interests and contractual obligations.

Question 22

What are Motts McDonalds EDI Strategy?

Answer 22

Mott McDonald’s EDI strategy, titled ‘Everyone’s Business’, aims to foster an equitable, diverse, and inclusive environment. They strive for fairness in decision-making, value diversity in their workforce and supply chain, and maintain a zero-tolerance policy towards discrimination and offensive behavior. Their inclusive culture is intended to attract new talent and business.

‘Everyone’s business: our global equality, diversity and inclusion (EDI) strategy’
*We will be an equitable business where everyone has a chance to succeed. We will achieve more equitable outcomes through fair, transparent and open decision-making processes.
*We will actively recruit, develop and value our diverse workforce at all levels and take steps to build a diverse supply chain. This diversity will give us the fresh ways of thinking, skills, knowledge and expertise needed to deliver social outcomes in the communities we serve.
*We will be open, welcoming and inclusive, taking a zero-tolerance approach to discrimination, harassment, victimisation and intimidating or offensive behaviour.
*We will attract new talent and business because we are known for our inclusive cultures, leaders, line managers and behaviours.