Inclusive environments (Level 1)

Question 1

What is the definition of an inclusive environment?

Answer 1

In an inclusive environment, people of all cultural orientations can: freely express who they are, their own opinions and points of view. fully participate in teaching, learning, work and social activities. feel safe from abuse, harassment or unfair criticism.

Question 2

What should an inclusive environment create?

Answer 2

An inclusive environment involves the deliberate effort to create a workplace environment where every employee is respected and empowered to contribute equally, as well as be supported with access to the same resources and opportunities, regardless of individual demographics.

Question 3

What should inclusive environments facilitate?

Answer 3

Inclusive environments recognise and accommodate differences in the way people use the built and natural environment. They facilitate dignified, equal and intuitive use by everyone.

Question 4

What industry guidance are you aware of?

Question 5

Does it go beyond meeting minimum standards or legislative requirements?

Question 6

Why is it important to provide choice?

Answer 6

Choice allows us to feel empowered during the decision-making process.

Question 7

How do you promote diversity of user needs?

Answer 7

Hire Leaders Who Understand The Importance Of These Values. …
Always Keep An Open Mind. …
Help Employees Feel Comfortable Expressing Themselves. …
Invite Diversity Of Discussion. …
Have A Safe Space For People’s Beliefs. …
Create Flexible Mandatory Holidays. …
Hold Regular Culture Days.

Question 8

How do you promote inclusive environments?

Answer 8

Respect and appreciate all team member’s backgrounds and cultural values. …
Organize team building activities. …
Prioritize the participation of all workers in company-wide celebrations. …
Foster a culture with authentic greetings. …
Equal access to resources.

Question 9

How can this create a safe working environment?

Answer 9

Get your team to show appreciation for each other.
Keep all discussions open and transparent.
Comprehensive training and onboarding.
Understand one another’s ways of working.
Celebrate team wins.
Spend time together not working.
Reflect on the week together.

Question 10

Tell me about the diversity of user needs.

Answer 10

Diversity in this sense refers to the variety in user needs. Needs diversity involves accommodating users with different skills, knowledge, age, gender, disabilities, disabling conditions (mobility, sunlight, noise), literacy, culture, income, and so on (Schneiderman, 2000).

Question 11

What is cultural change?

Answer 11

cultural change” is used by sociologists and in public policy to denote the way society is changed. The society takes on new cultural traits, behavior patterns, and social norms, and creates new social structures as a result.

Question 12

How can this be problematic? cultural change

Answer 12

culture lives in people’s unconscious assumptions. Any cultural change therefore requires you to first help people to understand what these unconscious assumptions are and then to reframe and align them to the desired culture.

Question 13

How can this be achieved? cultural change

Answer 13

Understand your current culture and its challenges.
Involve the leadership.
Create a strategy and a plan that match your business goals.
Engage your employees.
Pay extra attention to organizational fit in your recruitment efforts.
Track your progress.
Be patient—change takes time.

Question 14

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

Answer 14

On the first, direct discrimination is intentional, whereas indirect discrimination is unintentional. On the second, direct discrimination applies where the discriminator (D) singles out the complainant (C) for differential treatment on the basis that C possesses a protected characteristic.

Question 15

What legislation contributes to creating inclusive environments?

Answer 15

The Equality Act is a law which protects you from discrimination. It means that discrimination or unfair treatment on the basis of certain personal characteristics, such as age, is now against the law in almost all cases.

Question 16

What primary and secondary legislation are you aware of?

Question 17

Tell me about the NPPF/Equality Act 2010/Building Regulations.

Question 18

What are key requirements for inclusive environments?

Answer 18

Diversity and difference, placing people at the heart of the design process.
Offer choice when a single design solution cannot accommodate all users.
Provision of flexibility in use.
Communities that offer plenty of services, facilities and open space.

Question 19

On what scales might you advise on inclusive environments?

Question 20

What is inclusive or universal design?

Answer 20

‌ If universal design is for everyone, then inclusive design focuses on reaching more people who suffer from exclusion by the status quo. Inclusive design looks at the diverse experiences people go through that might otherwise prevent them from comfortably using the product.‌

Question 21

What is economic inequality?

Answer 21

Economic inequality is the unequal distribution of income and opportunity between different groups in society.

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.

Question 23

What is gentrification?

Answer 23

a process in which a poor area (as 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.

Question 24

What issues might it cause?

Answer 24

Rising costs of living and a changing community culture can make for a difficult adjustment for longtime residents.

Question 25

What are the protected characteristics under the Equality Act 2010?

Answer 25

Protected characteristics
These are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Question 26

What does the Equality Act 2010 provide?

Answer 26

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations.

Question 27

How does it relate to service providers or controllers of let premises?

Answer 27

The Equality Act says someone providing goods and services mustn’t discriminate against you by: refusing to provide you with goods or services, or stop providing you with goods and services.

Question 28

What does it say in relation to reasonable adjustments?

Answer 28

Equality law recognises that achieving equality for disabled people may mean changing the way that employment is structured. This could be removing physical barriers or providing extra support for a disabled worker or job applicant. This is the duty to make reasonable adjustments.

Question 29

How is it enforced?

Answer 29

You can ask the person or organisation to make the necessary changes. If they refuse, you can make a discrimination claim under the Equality Act.

Question 30

What changes to physical features might be made?

Answer 30

examples of physical features which it might be possible to change: steps and stairs. passageways and paths.

Question 31

What are examples of auxiliary aids and services?

Answer 31

Such resources include portable ramps, chairs to rest on, wheelchairs to assist movement within a space, hearing loops, sign language interpreters and accessible information formats such as Braille, audio tape and large print.

Question 32

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

Question 33

How do the Equality Act 2010 and Building Regulations relate to each other?

Answer 33

Whilst the accessible design of buildings is regulated by the Building Regulations Part M: Access to and use of buildings, the Equality Act does require “reasonable adjustments” to be made when providing access to goods, facilities, services and premises.

Question 34

What does Regulation 9 say?

Question 35

How long is an exemption under this valid for?

Question 36

What are the requirements under the Public Sector Equality Duty (PSED)?

Answer 36

Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not.

Question 37

Who does this apply to? PSED

Answer 37

The public sector equality duty covers those with ‘relevant protected characteristics’: age, disability, sex, gender reassignment, pregnancy and maternity, race, religion or belief and sexual orientation.

Question 38

How is it enforced? PSED

Answer 38

The Equality and Human Rights Commission (EHRC) is responsible for assessing compliance with the public sector equality duty, both general and specific. It has powers to issue compliance notices to public authorities that have failed to comply and can apply to the courts for an order requiring compliance.

Question 39

What is an Access Statement?

Answer 39

An Access Statement is a document that is important for recording and sharing the intentions of your plans in terms of accessibility. An Access Statement is a document that explains the ambition of your development in terms of providing equal access for all potential users.

Question 40

What does Approved Document M relate to?

Answer 40

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.

Question 41

How many parts is Part M split into and what does each relate to?

Answer 41

3 categories
Category 1 - Visitable dwellings
category 2 - accessible and adaptable dwellings
category 3 - wheelchair user dwellings

Question 42

Does it guarantee inclusive design?

Question 43

What happens if you deviate from this, and a user is subject to substantial disadvantage as a result of design?

Question 44

What is BS 8300?

Answer 44

BS 8300 is a British Code of Practice that sets out the requirements of how buildings should be designed, constructed and maintained to meet the needs of disabled people as well as create an accessible and inclusive environment for them.

Question 45

What minimum standards does it provide? BS 8300

Answer 45

To satisfy the recommendations of BS 8300:2018, it should be possible to operate all doors opening furniture one-handed, without the need to grasp or twist. Wherever possible, door opening furniture used in conjunction with lock and latches should have lever action.

Question 46

What does NPPF say about inclusive design?

Answer 46

The NPPF defines ‘inclusive design’ as “designing the built environment, including buildings and their surrounding spaces, to ensure that they can be accessed and used by everyone.”

Question 47

How might this be incorporated into local planning policy?

Question 48

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

Answer 48

Flexible so different people can use them in different ways. Convenient so everyone can use them without too much effort or separation. Accommodating for all people, regardless of their age, gender, mobility, ethnicity or circumstances. Welcoming with no disabling barriers that might exclude some people.

Question 49

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

Answer 49

Creating spaces that accommodate different users and uses

To make a space inclusive to all means removing physical and psychological barriers. Colour palette, material choices, and spatial arrangement can influence who feels welcomed.

Question 50

How can you consult with key stakeholders?

Question 51

Who might be key stakeholders?

Question 52

What are the 5 stages of fire risk assessment?

Answer 52

Identify the fire hazards.
Identify people at risk.
Evaluate, remove or reduce the risks.
Record your findings, prepare an emergency plan and provide training.
Review and update the fire risk assessment regularly.

Question 53

What is a Fire Risk Assessmnet?

Answer 53

a Fire Risk Assessment? A careful look at your premises and the people who use them, from a fire prevention perspective. It’s about understanding the potential risks, then improving your fire safety precautions to keep people safe.

Question 54

Who must undertake them? FRA

Answer 54

Responsibility for carrying out a fire risk assessment in your building could be with the owner (freeholder), a residents’ management company, a Right to Manage company, or a managing agent. In law, the responsibility for fire safety in the shared parts of a building is that of the ‘responsible person’.

Question 55

How often must they be reviewed?

Answer 55

here are no specific time periods for how often fire risk assessments must be done or reviewed. It states that the responsible person for assessments in your building must review it ‘regularly’ to make sure it’s up to date.

Question 56

What legislation relates to fire safety?

Answer 56

The Fire Safety Act 2021

Question 57

What requirements does the Fire Safety (Regulatory Reform) Order 2005 introduce?

Answer 57

Under the Fire Safety Order 2005, any person who has a level of control in a workplace has to take reasonable steps to reduce fire risks. They must also ensure there are easily accessible fire escape routes on the premises. The Regulatory Reform Fire Safety Order 2005 was amended by the Fire Safety Bill 2021.

Question 58

What is a PEEP?

Answer 58

Personal Emergency Evacuation Plan

The aim of a PEEP is to provide people who cannot get themselves out of a building unaided with the necessary information and assistance to be able to manage their escape to a place of safety and to ensure that the correct level of assistance is always available.

Question 59

What arrangements to evacuate might be in place?

Answer 59

Your plan must show how you have:

a clear passageway to all escape routes
clearly marked escape routes that are as short and direct as possible
enough exits and routes for all people to escape
emergency doors that open easily
emergency lighting where needed
training for all employees to know and use the escape routes
a safe meeting point for staff

Question 60

How does the 2005 Order relate to inclusive environments?

Answer 60

The Regulatory Reform (Fire Safety) Order 2005 also places a duty on businesses and employers to carry out a fire risk assessment, including requirements for the safe evacuation of disabled users.

Question 61

What does visual clarity mean?

Answer 61

Visual clarity is the measure of how effectively visual design prioritises and conveys information.

Question 62

What audibility systems are you aware of?

Answer 62

There are five general types of assistive listening devices: audio induction (also called a hearing) loop, FM system, infrared system, personal amplified system and Bluetooth systems.

Question 63

What employment law relates to inclusive environments?

Answer 63

To achieve genuine inclusion there must be positive action, including measures under the Equality Act 2010 to address past, present and potential discrimination and barriers to enable and empower: Equal access. Equal opportunities. Equal treatment.

Question 64

Explain your corporate policy relating to inclusive environments.

Question 65

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

Question 66

Explain what the Changing Places campaign relates to.

Answer 66

Changing Places is a campaign for fully accessible toileting facilities for people who are unable to use a standard toilet, making venues of all types more accessible for all.

Question 67

What is Fitwell?

Answer 67

Fitwel is a green building certification system that focuses on improving, enhancing, and safeguarding the health and wellbeing of tenants and residents in office buildings, multifamily residential buildings, and retail space.

Question 68

Explain your understanding of the UK government’s Disability Strategy.

Answer 68

National Disability Strategy (NDS) which reconfirmed our commitment to supporting people with disabilities in the UK and around the world, and to put the needs and experiences of people with disabilities at the heart of government policy-making and service delivery34.