Mandatory - Inclusive Environments (L1) done

Question 1

What is the definition of an inclusive environment?

Answer 1

Recognises and accommodates differences in the way people use the built and natural environment. It facilitates dignified, equal and intuitive use by everyone.

Question 2

What should inclusive environments facilitate?

Answer 2

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 3

What legislation contributes to creating inclusive environments?

Answer 3

The Equality Act 2010

Question 4

What is part M of the Building Regulations ?

Answer 4

Minimum requirements to ensure that a broad range of people are able to access and use facilities within buildings.

Question 5

What is the Bank of Scotland V Allan 2009 Case Law ?

Answer 5

• reasonable adjustment duty, branch was not accessible to wheelchair users.

The court awarded an injunction requiring the bank to install a lift to give wheelchair access, and awarded compensation.

Question 6

What are the FOUR types of illegal discrimination identified in The Equality Act 2010?

Answer 6

1. Direct Discrimination
2. Indirect Discrimination
3. Harassment
4. Victimisation

Question 7

What is considered to be a ‘reasonable’ adjustment?

Answer 7

Something which is practical and financially viable.

Question 8

Where are you protected under the Equality Act 2010?

Answer 8

1. Workplace
2. Public services (i.e. healthcare or education)
3. Places that offer service (supermarket, shops)
4. Transport
5. Clubs
6. Contact with local government

Question 9

What is direct discrimination?

Answer 9

Where you directly treating someone less favourably
i.e. picking someone for a promotion and not choosing the elderly person because they are “forgetful”

Question 10

What is indirect discrimination?

Answer 10

Indirectly treating someone unfavourably, e.g. putting in place rules that adversely affect someone with a protected characteristic and not someone without

Question 11

What is harassment?

Answer 11

Something which creates an offensive or hostile environment.

Question 12

What is victimisation?

Answer 12

Where you are treated poorly because of you have a Protected Characteristic

Question 13

What groups does the Equality Act 2010 not cover?

Answer 13

Single, divorced or widowed people.

Only those who are married or in a civil partnership.

Question 14

What do you need to assess/consider when looking at a building and it’s relation to inclusive environments?

Answer 14

• Different physical and mental health issues.
• Factors which can lead to social isolation.
• Policy and legal requirements i.e. planning policy and building regulations?
• The value it can bring to building owners and occupiers.

Question 15

Can you give an example of a public service which is not all inclusive?

Answer 15

The underground.

Only 71 out of the 270 stations are wheelchair accessible.

Question 16

Is cost an element to consider in relation to making an environment inclusive?

Answer 16

Yes, reasonable test within the Equality Act 2010.

If it is financially unviable to undertake the work, then it is not reasonable to.

Question 17

What impact can inclusive environments have on property values?

Answer 17

Properties which are able to meet the needs of all are likely to be more valuable.

For example, a workplace would prefer to occupy a building which allows all their workforce to use it.

Therefore, inclusive properties will likely see less voids, need lower incentives and achieve higher rents/values than those that don’t.

Question 18

Under the Equality Act, who is responsible for ensuring environments are inclusive?

Answer 18

The managers/controllers of let buildings.

Those managing the building cannot discriminate or harass occupiers.

Question 19

How does the Equality Act 2010 relate to property professionals?

Answer 19

Lettings or sales cannot be undertaken in a way which discriminates, harasses or victimises a person.

Question 20

What options are available to a service provider under the Equality Act if an environment is not inclusive?

Answer 20

1. Remove or alter a feature
2. Provide reasonable means of avoiding the feature
3. Provide alternative access

Question 21

What does a ‘reasonable requirement’ mean in relation to the Equality Act 2010?

Answer 21

Test of Reasonableness - considers the effectiveness, practicality and financial cost

Question 22

Are there penalties under the Equality Act 2010?

Answer 22

Can make a discrimination claim in the civil court to receive compensation for injury to feelings and loss of earnings.

Question 23

What is the aim of the Equality Act 2010?

Answer 23

To legally protect people from discrimination in the workplace and wider society

Question 24

What is your firms policy for inclusive environments?

Answer 24

To create a work environment where people feel valued, promoting equal opportunities for all

Question 25

How does your firm contirbute to providing inclusive environments through (1) design, (2) operation and (3) policy?

Answer 25

1. Design: calming spaces, using calming paint colours, prayer rooms, DDA compliance
2. Operation: providing tech such as Grammarly, noise-cancelling headphones, providing training
3. Policy: inclusive recruitment techniques

Question 26

What is the RICS Inclusive Employer Quality Mark?

Answer 26

It is a voluntary scheme with the aim of proviing a framework for shaping an inclusive profession.

Question 27

What are the FOUR key principles of the RICS Inclusive Employer Quality Mark?

Answer 27

1. ** Leadership**: demonstratable commitment at higher level to increasing diversity in the workplace
2. Recruitment: engaging and attracting under-represented groups and best-practice recruitment
3. Culture: create inclusive culture where all staaff engage with developing, implementing and assessing D&I
4. ** Development**: policies for training and promotion, equal access to career progression