Inclusive environments

Question 1

What are inclusive environments?

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. Inclusive environments readily accommodate and welcomes diverse user needs.

Question 2

What is discrimination?

Answer 2

The unjust or prejudicial treatment of different categories of people, especially on the grounds of race, religion, age, sex, or disability.

Question 3

What regulations govern inclusive environments?

Answer 3

Equality Act 2010.

Question 4

Can you explain how the Equality Act 2010 influences inclusive environments?

Answer 4

• Under the Equality Act 2010, it is unlawful to discriminate on grounds of disability, race, sex, gender reassignment, pregnancy, religion, or belief etc.
• Discrimination on these grounds is known as protected characteristics.

Question 5

Are there any Building Regulations associated with inclusive environments?

Answer 5

Approved Document M - Access to and use of buildings.

Question 6

Can you provide a summary how Approved Document M applies to this competency?

Answer 6

• Approved Document M provides information about the ease of access to and use of, buildings, including facilities for disabled visitors or occupants and the ability to move through a building easily including to toilets and bathrooms.
• Guidance on the use of ramps and steps is covered to provide ease of access, with information including safe degrees of pitch and dimensions when building a wheelchair accessible facility. The construction of accessible stairs and corridors is also addressed, including the safe height of stairs and the accessible width of both corridors and stairs.
• The document also provides guidance on the access and use of extensions made to buildings other than dwellings and access to toilets, bathrooms and sinks within these structures.

Question 7

Can you give tangible examples how a building can be inclusive?

Answer 7

• Physical access, e.g. ramps or lifts for wheelchair users.
• Hearing loops.
• Dedicated feeding areas for new parents.
• Accessible parking bays adjacent to the building entrance.
• Contrasting colours in key elements of the building such as stair nosings, doors frames and plug sockets (to assist the partially sighted).

Question 8

What do you mean by Equality, Diversity and Inclusion?

Answer 8

Equality
It is about ensuring everybody has an equal opportunity and is not treated differently and discriminated against because of their individual characteristics.
Diversity
Diversity means understanding each individual is unique, and recognizing our individual differences. These can be along. The dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.
or
Diversity is about taking account of the differences between people and groups of people and placing a positive value on those differences.

Inclusion
Inclusion means that all people, regardless of their abilities, disabilities or health care needs, have the right to: Be respected and appreciated as valuable members of their communities.
Inclusion is about people with different identities feeling and/or being valued, leveraged, and welcomed within a given setting (e.g. , your team, workplace, or industry).

Question 9

Why should organisations be focusing on making improvements to the diversity and inclusivity of their workforce and supply chains?

Answer 9

There are three justifications for diversity and inclusion:
- The moral
- The legal
- The business
1. THE MORAL
Def:
Morality may also be specifically equal with “goodness” or “rightness”
it’s just the right thing to do.
We have to do better.
Examples for some common morals:
- Always tell the truth
- Do not destroy Property
- Have courage
- Keep your promises
- Do not Cheat
- Treat others as you want to be treated
- Do not judge
- Be dependable
- Etc.
Industry is modernising through innovation and we cannot improve while people are treated unfairly because of their inherent or acquired diversity Personalities.
2. THE LEGAL
The Equality Act 2010
The purpose of this act is to protect individuals from unfair treatment and promote a fair and more equal society.
These are the 9 protected characteristics defined under the Equality Act 2010
- Age
- Disability
- Gender Reassignment
- Race
- Religion Believe
- Sex
- Sexual orientation
- Pregnancy and Maternity
- Marriage and Civil Partnership.
THE LEGAL
Other Relevant Regulations
- The Part-time workers (Prevention of less Favourable Treatment) Regulations 2000
- The Fixed Term Employees (Prevention of Less Favourable Terms)Regulations 2002
- Human Rights Act 1998.
3. THE BUSINESS
What are the benefits of diversity and inclusion for organisations?
- People perform better in diverse and inclusive environments - enhance the business, productivity
- Win the war for talent - attracting more diverse groups into the profession
Enhance customer relationships-Understand customer - Provide good customer service - Increase supply chain- Increase Business
- Boost Employee Engagement - increase confidence - self esteem- engaged employee - Happier employees are more productive.
-Better decision making - Bringing diverse people into the team, brings a diversity of thought that makes for much better decision making.
- Strengthen the company’s image.

Question 10

What are the 4 types of discrimination under the Equality Act 2010?

Answer 10

These are the 4 justifications for diversity and inclusion:

• Direct Discrimination
• Indirect Discrimination
• Harassment
• Victimisation

Question 11

Why do you think more diverse companies perform better?

Answer 11

Companies that promote diversity and inclusion perform better because they hire and retain talents more easily, they have improved customer relationships, decision making, they can boost employee engagement and strengthen the company’s image.

Question 12

What are the diversion and inclusion policies that should be in place at your workplace?

Answer 12

1. Diversity and Inclusion Policy- avoid discrimination at work.
2. Anti-harassment and bullying policy- reporting and dealing with harassment and bullying
3. Family-Friendly Policies- maternity leave, paternity leave, shared parental leave, etc.
4. Flexible/agile working- Flexible working, agile working, home working wherever possible.
5. Disciplinary and grievance (complaint) procedures- Clear disciplinary and grievance procedure against discriminatory behaviours and contravening the diversity and inclusion policies.
6. Transitioning at work policy-