Diversity, inclusion & teamworking

Question 1

Benefits of teamworking

Answer 1

• Shared workload,
• improved productivity,
• improved quality,
• improved customer focus,
• quicker solutions,
• increased motivation,
• utilising various skillsets

Question 2

Stages of team development

Answer 2

Forming (or undeveloped): when people are working as individuals rather than a team.
Storming: teams need to pass through a stage of conflict if they are to achieve their potential. The team becomes more aggressive, both internally and in relation to outside groups, rules and requirements.
Norming (or consolidating): the team begins to achieve its potential, effectively applying the resource it has to the tasks it has, using a process it has developed itself.
Performing: when the team is characterised by openness and flexibility. It challenges itself constantly but without emotionally charged conflict, and places a high priority on the development of other team members.
Mourning: when the team disbands.

Question 3

Key piece of legislation for Diversity and Inclusion

Answer 3

Equality act 2010 is the key piece of legislation for diversity, inclusion etc. in the workplace. It means a company cannot discriminate against individuals based on the 9 protected characteristics.

Question 4

Ways TfL are implementing diversity and inclusion policies and procedures

Answer 4

Valuing people courses to be undertaken by all employees as well as yearly refreshers.

TfL uses equality impact assessments on all major projects and policies.

TfL has an Independent Disability Advisory Group (IDAG) which ensures commitment to achieving equality for disabled people in line with TfL’s legal obligations under the Equality Act 2010.

Question 5

What is workplace diversity?

Answer 5

Hiring a wide range of individuals, applicable to race, culture, gender, ethnicity, sexuality, language, education & background

Question 6

What are some advantages of diversity in the workplace?

Answer 6

• different ideas and ways of thinking from people of different backgrounds with different experiences,
• adds to a companies brand & culture,
• prevents decisions being made based upon stereotypes,

Question 7

Define inclusion in the workplace

Answer 7

A work environment where:
- individuals are treated fairly & respectfully,

• have equal access to opportunities & resources,
• enables employees to fully contribute to a companys success

Question 8

What is meant by teamwork?

Answer 8

A co-operative effort by a group of people to achieve a common goal, understanding that thinking, planning, decisions & actions are better done co-operatively

Question 9

What is unconscious bias?

Answer 9

The underlying attitudes or stereotypes that people associate with certain groups, influencing how they engage & make decisions in terms of promotions, recruitment & performance management

Question 10

What makes a good team?

Answer 10

Common goals

Clear objectives

Respect

Identifying strengths & weaknesses

Trust

sharing knowledge

Speaking openly

Range of styles

Question 11

How to select the right team?

Answer 11

Understand task at hand

Understand skills needed to complete a task

Review skills already available

Be willing to recruit new members to fill the shortfall in skills required

Question 12

What is the difference between leadership & management?

Answer 12

Leadership - setting a new direction or vision

Management - controls / direct people according to pre-established principles, goals or values

Question 13

Why might a team fail?

Answer 13

No skills to meet objective

Inadequate resource

Clashing personalities

Poor leadership

Question 14

Theory/ methods to be used as a tool for effective team working

Answer 14

• Tuckmans theory may be used as a tool for progressing a team
• DISC theory could be used for how best to communicate/ motivate or engage with team members based on their characteristics and strengths/ weaknesses
• GRIP method may be used for team management/ organisation of work

Question 15

What is the DISC theory in regard to teamworking?

Answer 15

• predicts behaviours based on four key personality traits
• Dominance (direct, decisive, and risk-taker)
  Strengths: great organizer and innovative
  Weaknesses: can be argumentative
• Inspiring/Influential (enthusiastic, persuasive, trusting)
  Strengths: creative problem solver; a real “people person”
  Weaknesses: more concerned with popularity than tangible results
• Steady/Supportive (reliable, team player)
  Strengths: dependable, good at conflict resolution
  Weaknesses: resistant to change
• Cautious/ Conscientious/ Compliant (high standards; values precision) Strengths: able to define situations precisely and accurately
  Weaknesses: can get bogged down in detail

Question 16

What is the GRIP theory in regard to teamworking?

Answer 16

Four interrelated components of highly effective teamwork:

• Goals: everyone must fully understand and be committed to the goals of the team
• Roles: all team members must know what part they play
• Interpersonal: quality communication and collaboration require and foster trust among team
• Processes: defined system for how decisions are made, how the team solves problems

Question 17

What are some examples of team working you have demonstrated?

Answer 17

• My day to day role involves teamworking, my current project is the OSR, I work amongst the team when undertaking payment assessments by going out to site with the construction manager/ PM to view the progress in the period, I will obtain advice/ feedback from team members/ my manager on CE’s that I may have a query on in regard to why the change event took place, I will also share my knowledge with others in the team

Question 18

What is diversity?

Answer 18

who we are as humans. We are all diverse, from the colour of our skin to our education

Question 19

What is equity?

Answer 19

recognises that not all employees will have been given an equal chance either growing up or as they entered the workplace, it seeks to address that imbalance by ensuring a person has the right tools and support to fulfil their potential

Question 20

What is inclusion

Answer 20

part of a workplace’s culture and is a choice to include or exclude people from conversations, projects or events.

Question 21

What actions can firms take to consider DEI?

Answer 21

Sole Practitioner:
* make offices accessible for visiting clients
* make your website and other communications accessible to all prospective clients
* When you are with others, challenge behaviour that is exclusionary

Small firms:
* Write job descriptions and adverts to be inclusive
* Create consistent onboarding processes
* Put in place policies covering: acceptable behaviour, parental leave and caring responsibilities, adjustments and well-being

Large firms:
* Look at ways you could remove bias from recruitment
* Collect data about the diversity of your workforce and use it to drive your DEI actions
* Provide training for staff on your policies and inclusive practice

Question 22

RICS DEI Guidance

Answer 22

• Inclusive culture
• Inclusive policies & procedures
• Inclusive recruitment
• Inclusive spaces
• Career progression & development
• Everyday life at work

Question 23

RICS Guidance on Inclusive Culture

Answer 23

• We are all responsible for the culture of an
  organisation, but it is the leaders who shape
  it by their example.
• Culture in the workplace is created through
  sharing values, beliefs and behaviours that in turn set out how people interact
  and work together.

*Leaders can create an inclusive culture by
- Engaging; lead by example & manage change and teamwork
- Nurturing; provide mentorship & sponsorship
- Affirming; address & respond to bias and encourage representation

Question 24

DEI assessment tool

Answer 24

• RICS encourage its
  firms and wider stakeholders in the UK to
  participate in Action Sustainability’s annual
  DEI survey.
• It helps organisations measure progress against the wider industry and set
  more accurate and impactful objectives

Question 25

RICS Inclusive policies & procedures guidance

Answer 25

The following inclusive policies/ procedures should be in place in RICS organisations
- Non-discrimination policy
- Accommodation & accessibility policy
- Family, Caring and Parenting policy
- Well-being policy

Question 26

RICS Inclusive recruitment guidance

Answer 26

• To reach a wider audience you should
  expand the platforms and networks you
  use to promote opportunities.
• A job description should set out the responsibilities and the skills required for the job and avoid prejudicial words and phrases that could deter
  candidates from some groups.
• Engaging with schools, and students helps bring awareness of the different career opportunities available in the built
  environment.
• To help ensure candidates are treated without prejudice you can educate interviewers,
  recruiters and decision-makers about implicit
  biases and how they can influence the choices
  made in the hiring process.
• Ensuring that the people who participate on interview panels are from diverse backgrounds guarantees different
  experiences and viewpoints are represented
• Structured interviews with standardised
  questions bring consistency, objectivity and
  fairness to the hiring process.
• By making reasonable adjustments (location, format, duration) you are allowing the
  candidate to demonstrate their skills and abilities on equal terms with others.

Question 27

RICS guidance on career progression

Answer 27

• Set objective and fair
  performance evaluation criteria
• Develop and nurture diverse talent
• Build inclusive leadership competencies
• Provide regular feedback and coaching
• Monitor progress and
  accountability

Question 28

RICS guidance on inclusive spaces

Answer 28

• physical space: Employers and businesses owners should think carefully about how their physical
  spaces can accommodate people with differing needs and make reasonable adjustments where necessary
• Virtual space: Your organisation should take proactive steps to ensure that your digital platforms and services are accessible, inclusive and free from discriminatory practices.
• Website accessibility: service providers should ensure their websites
  and digital platforms are accessible to individuals with disabilities e.g. visually impaired people
• Online services and goods: The Equality act prohibits service providers from discriminating
  against individuals based on protected characteristics when
  providing online services
• Events for clients: ensure events are accessible, include inclusive language and diverse panel. Ask attendees if they have any needs to be accommodated in advance

Question 29

RICS guidance on everyday life at work

Answer 29

• Inclusive language aims to promote equality,
  respect and fairness in communication by
  being mindful of the impact on different
  people.
• Use gender-neutral terms instead of assuming
  someone’s gender
• Avoid using racial or ethnic stereotypes
• Avoid ageist language or assumptions
• Speak up if you see behaviours that excludes or discriminates
• Consider workplace events and if they exclude
• Employee resource groups bring together employees with shared identities or
  experiences to provide support, networking and career development opportunities.