Inclusive Environments

Question 1

What is the definition of an inclusive environment?

Answer 1

“An inclusive environment recognises and accommodates differences in the way people use the built and natural environment. It facilitates dignified, equal and intuitive use by everyone. It does not physically or socially separate, discriminate or isolate. It readily accommodates and welcomes diverse user needs.

These principles and processes apply to all buildings, places, and spaces, and to equipment, in and around new property or in the adaptation of existing property, as well as to services provided to the public. Particular regard should be given to buildings, places and spaces that are open to the public; sports and entertainment venues; schools, colleges and workplaces.

Inclusive design isn’t just about physical access, e.g. ramps or lifts, to remove barriers that create undue effort and separation, but design that enables everyone to participate equally, confidently and independently in everyday activities.”

Question 2

What should an inclusive environment create?

Answer 2

Create places that facilitate dignified, equal and intuitive use by everyone. This would included: ramps, adequate lighting, good signage, safe stairs, toilet facilities.

Question 3

What should inclusive environments facilitate?

Answer 3

It facilitates dignified, equal and intuitive use by everyone. It does not physically or socially separate, discriminate or isolate.

Question 4

What legislation are you aware of in relation to inclusive environments?

Answer 4

Building Regulations 2010 - Technical Guidance Document M. and the Building Control Act, 2006

Question 5

What industry guidance are you aware of in relation to inclusive environments?

Answer 5

There will be a Code of Practice providing information on defined standards of inspection and certifying building works in order to foster compliance in the sector.

Question 6

Who inspects a building to confirm that it complies with building regs? What is this process?

Answer 6

The responsibility of compliance of Building Regulation rests with the designers, contractors and home owners.

The Building Control Authority have the power to check any building and it’s documentation. If not in order, they have the power to prosecute ( including fines and imprisonment).

An assigned certifier (a professional such as a chartered engineer, building surveyor or registered architect), will be appointed by the owner from a register. The assigned certifier will inspect and certify the works at key stages of the build.

Question 7

What stages should the property be inspected for compliance to building regs?

Answer 7

The inspection stages include:

Excavations for foundations

Foundation concrete

Oversite

Damp-proof course

Foul water drains trenches open

Surface water drains trenches open

Occupation prior to completion (second fix)

Completion

Question 8

Does inclusive design go beyond meeting minimum standards or legislative requirements?

Answer 8

Yes.

It is essential to comply with current legislation, regulations, and codes of practice.
As a surveyor I should also:
- strive to go beyond the minimum wherever possible, anticipating future legislation, codes and technical standards which may be higher
- by example, help others improve their performance
- drive future legislation, codes and technical standards
- alert the relevant authorities if there are deficiencies in legislation and standards and if inclusive solutions and outcomes could be endangered by regulatory change
- use my technical expertise to influence the development of new legislation and codes.

Question 9

What are building regulations?

Answer 9

Building regulations provide minimum standards for design, construction and alterations. Compliance is required for almost all building projects.

Question 10

Why is it important to provide choice in inclusive design?

Answer 10

Consider providing different ways for people to complete tasks, especially those that are complex or non-standard.

There is often more than one way to complete a task. You cannot assume what someone’s preferred way might be. By providing alternatives for layout and task completion, you offer people choices that suit them and their circumstances at the time. E.g. offer stairs and a lift.For directions use words and arrows.

Question 11

How do you promote diversity of user needs? Tell me about the diversity of user needs.

Answer 11

Recognition of the diversity of user needs
• Diversity and inclusion require distinct acknowledgement and understanding
• However, diversity and inclusion are interrelated
• There are three key components to cultivating a diverse and inclusive workplace

1. Employees are treated with respect.
   A culture of inclusiveness is rooted in respect. Employees must be treated with and treat others with civility and decency. Just knowing that respect is a company requirement encourages workers to speak up and share new ideas.
2. Employees are valued for their strengths.
   Effective collaboration, productivity and profitability are, of course, why companies incorporate strengths-based development as a strategy, which will also help your organization create a culture of inclusion.
3. Leaders do what is right.
   Leaders must make their values and intentions clear. Leaders must intentionally create an environment where employees feel they can safely express themselves and where specific concerns can be raised with transparency and confidence.

Question 12

How do you promote inclusive environments? How can this create a safe working environment?

Answer 12

Inclusivity expectations have increased in recent years, particularly from disabled people and active older people who wish to retain their independence. Listen to demand and seek a balanced approach.
Groups to involve
- Non specialists i.e. local access groups or organisations
- Specialist access consultants
- Cross disciplinary knowledge and diverse skills
A surveyor should promote the important leadership role of the built environment professional in finding solutions to inclusivity challenges for the benefit of all in society.

Question 13

What is cultural change?

Answer 13

When changes start to occur in the culture of any society or country then it is known as cultural change.

Organizations are more likely to talk about “needing to change the culture” as a top-down process. Often when a company or organization faces a crisis, whether sudden or slow, leaders will talk about culture change.

A cultural change is an organization’s commitment to change. They want to change their beliefs, behaviors, practices, and processes. The goal is to transform the work environment for the better.

Question 14

How can culture change be achieved?

Answer 14

1. Define the Ideal Future State.
2. Shape Behavior.
3. Review and Adjust Systems and Work Processes.

Question 15

How can culture change be problematic?

Answer 15

Cultural change brings issues of intergroup relations, prejudice, cultural and self identity, and perceptions of society to the forefront.

Question 16

In relation to end users and potential needs, explain the principles of direct and indirect discrimination and unconscious bias.

Answer 16

Direct discrimination is where an individual receives unfair treatment due to who they are. Indirect discrimination happens when a worker or group of workers face less favourable treatment as they find it more difficult to comply with a seemingly neutral workplace policy.

Question 17

What legislation contributes to creating inclusive environments?

Answer 17

Building Control Act 2007
Building Regulations 2010 - Technical Guidance Document M.
National Disability Inclusion Act 2007 -2021
Disability Act 2005
National Housing Strategy for People with Disability 2011 -2016

Question 18

What are key requirements for inclusive environments?

Answer 18

Welcoming to everyone.
Responsive to people’s needs.
Intuitive to use.
Flexible.
Offer choice when a single design solution cannot meet all user needs.
Convenient so they can be used without undue effort or special separation and so that they maximise independence.

Question 19

On what scales might you advise on inclusive environments?

Answer 19

Local, regional and national scale.

Question 20

What is inclusive or universal design?

Answer 20

Inclusive design (also called universal design) makes places usable by everyone, regardless of age, ability and circumstance. It is based on the simple principle that designing for the widest range of people creates better designs and benefits everyone.

Question 21

What is economic inequality?

Answer 21

Economic inequality is the unequal distribution of income and opportunity between different groups in society. It is a concern in almost all countries around the world and often people are trapped in poverty with little chance to climb up the social ladder.

Question 22

What is social cohesion?

Answer 22

Social cohesion refers to the strength of relationships and the sense of solidarity among members of a community.6 One indicator of social cohesion is the amount of social capital a community has. Social capital deals with shared group resources, like a friend-of-a-friend’s knowledge of a job opening. Individuals have access to social capital through their social networks, which are webs of social relationships.

Question 23

What is gentrification? What issues might it cause?

Answer 23

Gentrification is a process in which a poor area ( of a city) experiences an influx of middle-class or wealthy people who renovate and rebuild homes and businesses and which often results in an increase in property values and the displacement of earlier, usually poorer residents a neighborhood undergoing gentrification,

Issue: Gentrification has the power to displace low-income families or, more often, prevent low-income families from moving into previously affordable neighborhoods. Gentrification is economic displacement: whole communities uprooted when rents rise.

Question 24

What are examples of auxiliary aids and services?

Answer 24

Auxiliary Aids and Services

 qualified interpreters.
 notetakers.
 screen readers.
 Computer Aided Real-Time Transcription (CART)
 written materials.
 telephone handset amplifiers.
 assistive listening devices.
 hearing aid compatible telephones.

Question 25

When would you specify either a change to a physical feature or an auxiliary aid/service?

Answer 25

You should take reasonable steps to provide auxiliary aids and services. What is regarded as ‘reasonable’ for one business may be different for another business. Depends on:

the size of your business
the resources available to your business
the cost of providing the extra aid or service

In the event of a dispute, only a court can decide what is reasonable.

Question 26

What key design principles can be used to achieve inclusive environments?

Answer 26

The Construction Industry Council (CIC) created the guide ‘Essential principles for achieving an accessible and inclusive environment’ in 2017.

1 - Contribute to building an inclusive society now and in the future.
2 - Apply professional and responsible judgement and take a leadership role.
3 - Apply and integrate the principles of inclusive design from the outset of a project.
4 - Do more than just comply with legislation and codes.
5 - Seek multiple views to solve accessibility and inclusivity challenges.
6 - Acquire the skills, knowledge, understanding and confidence to make inclusion the norm not the exception.

Question 27

How can inclusive environments be incorporated into the different stages of a building’s life cycle?

Answer 27

An inclusive environment can only be achieved if inclusive design is embedded into every stage of the process:
Beginning - conceptual
- the strategic vision - the initial concept brief - initial budget estimates - the masterplan and outline designs
Middle - construction
- planning and building control - the detailed design - the construction phase, when attention to detail is critical, particularly when budgets are revised
End – project completion
- appraisal at project completion - fit out and post occupancy evaluation - in-use management policies, practices and procedures.

Question 28

What are characteristics of good design?

Answer 28

1. Context
2. Identity
3. Built form
4. Movement
5. Nature
6. Public spaces
7. Uses
8. Homes and buildings
9. Resources
10. Lifespan

Question 29

How can you consult with key stakeholders? Who might be key stakeholders?

Answer 29

Seek multiple views to solve accessibility and inclusivity challenges.

Groups to involve

• Non specialists i.e. local access groups or organisations
• Specialist access consultants
• Cross disciplinary knowledge and diverse skills

Question 30

What are the 5 stages of fire risk assessment?

Answer 30

1, Identify the fire hazard
 2, Identify the people at risk
 3, Evaluate and Act 
 4, Record, Plan and Train 
 5, Review.

Question 31

What legislation relates to fire safety?

Answer 31

Safety, Health and Welfare at Work Act 2005 covers fire safety.

Fire Services Act 2003.

Question 32

What does visual clarity mean?

Answer 32

Visual clarity is the measure of how effectively visual design prioritises and conveys information. It is determined by all the components of a webpage that can stimulate visually. Clarity produces meaningful, unobstructed interaction. It is, also, instrumental when perceiving something as beautiful.

Question 33

What audibility systems are you aware of?

Answer 33

Loop systems (consist of a sound pick-up device, an amplifier, and a loop. The loop is an insulated wire within which a signal can be received by a personal hearing aid To benefit from an induction loop, a hearing aid wearer must select the induction
 pick-up facility on their hearing aid. The loop can be positioned around a room or area, or hung around a person’s neck, and may be permanently installed or portable. )

Infrared system (Portable receivers resemble a small radio, with communication via headphones)

Radio system ( FM transmitter that is worn around the speaker’s neck and a receiver worn around the user’s neck.)

Soundfield system (give an even level of sound around a room. Increasingly being installed in classrooms and environments, such as lecture theatres where they improve audibility for all)

Signage for hearing enhancement system

Question 34

What employment law relates to inclusive environments?

Answer 34

Equal Status Act 2000 - 2018, Employment Equality Acts 1998–2015.

Question 35

Explain your corporate policy relating to inclusive environments.

Answer 35

There’s no legal requirement to have a written inclusion and diversity policy, it’s a good idea to produce one to demonstrate the organisation takes its legal and moral obligations towards being a diverse employer seriously.

What I would include:

• Do not discrimiate
• A culture of respect, listen to others opinions, good communication channels.
• Keep up to date with law and review policy, continuous improvement.
• Provide training on diversity and inclusion.
• Describe desirable behaviours to gain positive commitment.
• Make clear that everyone has a personal responsibility to uphold the standards.

Question 36

How do ethical considerations compare to legal requirements in relation to inclusive environments?

Answer 36

It is essential to comply with current legislation, regulations, and codes of practice.
As a surveyor I should also:
- strive to go beyond the minimum wherever possible, anticipating future legislation, codes and technical standards which may be higher
- by example, help others improve their performance
- drive future legislation, codes and technical standards
- alert the relevant authorities if there are deficiencies in legislation and standards and if inclusive solutions and outcomes could be endangered by regulatory change
- use my technical expertise to influence the development of new legislation and codes.

Question 37

Explain what you understand by the WELL building standard.

Answer 37

The WELL Building Standard is a vehicle for buildings and organizations to deliver more thoughtful and intentional spaces that enhance human health and well-being. Backed by the latest scientific research, WELL includes strategies that aim to advance health by setting performance standards for design interventions, operational protocols and policies and a commitment to fostering a culture of health and well-being.

Question 38

What do you understand by the Equal Status Acts 2000-2018 and the Employment Equality Acts 1998-2015?

Answer 38

Employment Equality Acts 1998–2015
The Act outlaws discrimination in a wide range of employment and employment-related areas. These include recruitment and promotion; equal pay; working conditions; training or experience; dismissal and harassment including sexual harassment.
The legislation defines discrimination as treating one person in a less favourable way than another person.

The Equal Status Acts 2000-2018
The Act prohibit discrimination in the provision of goods and services, accommodation and education. They cover the nine grounds of gender, marital status, family status, age disability, sexual orientation, race, religion, and membership of the Traveller community. In addition, the Acts prohibit discrimination in the provision of accommodation services against people who are in receipt of rent supplement, housing assistance, or social welfare payments.

Question 39

Explain Document M of the Building Regulations 2010 in relation to accessibility in Ireland.

Answer 39

Technical Guidance Document M of the Building Regulations gives clear guidance on access and utilisation of buildings
for disabled visitors or occupants, and the ability to move through a building easily including to toilet facilities. It also
covers the use of ramps, steps, stairs, handrails, width of corridors for wheelchair accessibility and additional guidance on all aspects of inclusive design in buildings.

Question 40

Explain the National Disability Inclusion Strategy 2017-2021.

Answer 40

The National Disability Inclusion Strategy (2017-2021) is a coordinated and planned approach, across Government Departments, to promote greater inclusion by people with disabilities in Irish society. Key foundations include the Equality legislation, which outlaws discrimination against people with disabilities, among others, and the Disability Act 2005, which gives legal effect to the principle that mainstream public services should serve people with disabilities alongside other citizens (‘mainstreaming’).
A National Disability Strategy Implementation Group is driving the implementation of the Strategy.

Question 41

What has happened after this in 2022?

Answer 41

Roadmap for Social Inclusion 2020 - 2025 - Ambition, Goals, Commitments

Question 42

Explain the Roadmap for Social Inclusion 2020 - 2025 - Ambition, Goals, Commitments

Answer 42

7 High-Level Goals including:

1) Extend employment opportunities 1 to all who can work
2) Ensure work pays – fair pay, 2 fair conditions for workers
3) Provide income security 3 for older people
4) Support families - 4 reduce child poverty
5) Reduce poverty among people with disabilities – help them to 5 maximise their ability
6) Build inclusive communities – 6 encourage active citizenship
7) Ensure that all people have 7 access to quality services

Question 43

Explain the requirements of the Disability Act 2005.

Answer 43

The Disability Act 2005 places significant obligations on public bodies to make buildings and services accessible to people with disabilities, provides for sectoral plans in key service areas, requires public bodies to take positive actions to employ people with disabilities and provides for the establishment of a Centre for Excellence in Universal Design.