Diversity, Inclusion and Teamworking Flashcards
1
Q
A
2
Q
What is equality?
A
Equality is about ensuring everybody is treated the same and has equal opportunity. Equality ensure no-one is discriminated against because of their individual characteristics.
3
Q
What is diversity?
A
appreciating and valuing that each individual is unique and recognising our individual differences in a positive light.
4
Q
- What is diversity in the workplace?
A
Workplace diversity ensures a company hires a wide range of diverse individuals. Diversity is often misconceived as solely multicultural matters however it also applies to diversity of gender
5
Q
- What is inclusion?
A
Inclusion is everyone feeling and/or being valued and welcomed within a given setting (e.g. your team)
6
Q
- What is inclusion in the workplace?
A
The achievement of a work environment in which all individuals are treated fairly and respectfully and have equal access to opportunities and resources and can contribute fully to the organisation’s success
7
Q
- Why should organisations be focusing on making improvements to the diversity and inclusivity of their workforce and supply chains?
A
There are three justifications for diversity and inclusion:
- The moral case - it’s just the right thing to do
- An inclusive industry where everyone is treated fairly is better for society as a whole
- As surveyors we have involvement in our communities
8
Q
- What are the benefits of having a diverse and inclusive team?
A
Opens up new talent
Increased respect and understanding of different cultures
Different skill sets and creativity
9
Q
- Who has a responsibility for inclusion within your organisation?
A
Everyone
10
Q
- What diversity and inclusion policies should be in the workplace?
A
HR publish on intranet policies
Diversity and inclusion policy
Disciplinary and grievance procedures
Recruitment and selection policies
Family friendly policies
11
Q
- Which is the most important factor in creating diverse and inclusive policies?
A
- Creating diverse and inclusive companies is ensuring a supportive culture.
- Having input from a wider range of people – to mitigate any needs / cultures being missed when preparing policies
12
Q
- How does your company ensure equality, diversity and inclusion?
A
- ED&I moment at beginning of meetings – to raise awareness and get people talking e.g. invisible disabilities
- ED&I personal development goals – part of our biannual reviews
- Inclusion – by putting on social events to foster a good team environment
13
Q
- What groups are you aware of in your organisation? Support groups?
A
Enable - Visible and invisible disabilities
ED&I Team
14
Q
- What is your ED&I objective for personal development?
A
- To deliver an ED&I presentation as part of our social value responsibilities
15
Q
- What is unconscious bias?
A
- Unconscious bias (or implicit bias) is prejudice or unsupported judgments in favour or against an individual or group compared to another
For example someone being favoured from having a similar background to the person hiring them.
16
Q
- Does everyone have unconscious bias?
A
YES
17
Q
- How can unconscious bias effect decisions at work?
A
Recruitment
Promotions
Staff Development
Recognitions
18
Q
- What can the outcomes of unconscious bias lead too?
A
Less diverse workforce - all same characteristics and skills
Lack of creativity
Slow development
19
Q
- How can we reduce unconscious bias?
A
- Increase Awareness and educate yourself [e.g. through training]
- Policies and procedures
- Objectively assess – Justify decisions by evidence and record reasons why
- Have diverse interview panels
20
Q
- What types of unconscious bias are you aware of?
A
Affinity Bias
Confirmation Bias
Attribution Bias
21
Q
- What is affinity bias?
A
- Affinity bias is an unconscious bias that causes people to gravitate toward others who appear to be like them (including those with similar interests)
22
Q
- What is confirmation bias?
A
- The tendency to look for evidence that supports your beliefs
- E.g. imagine that a person holds a belief that left-handed people are more creative than right-handed people.
23
Q
- What is attribution bias?
A
Attributing behaviour entirely to personality rather than circumstantial or environmental factors
* You might draw some conclusions about the other driver’s character based on their poor driving.
24
Q
- What is the Halo Effect?
A
- The Halo Effect is where a positive trait is transferred onto a person without anything really being known about that person.
- EXAMPLE: Those who dress professionally are often seen as more capable in an office environment
25
24. What is the Equality Act 2010?
The Equality Act was introduced in 2010 and gives legal protection from discrimination in the workplace and in wider society
9 protected characteristics
26
25. What did the Equality Act 2010 replace?
The Act consolidated and replaced several previous of anti-discrimination laws into a single Act and extending it to cover the ‘protected characteristics’. It merged:
- The Sex Discrimination Act 1975
- The Disability Discrimination Act 1995
- And more
27
26. Why was the act introduced?
The purpose of this act is to protect individuals from unfair treatment and promote a fair and more equal society.
28
27. What are the 9 characteristics defined under the Equality Act 2010?
1. Age
2. Disability
3. Gender Reassignment
4. Marriage and Civil Partnership
5. Pregnancy and maternity
6. Race
7. Religion or belief
8. Sex
9. Sexual orientation
29
28. What is a protected characteristic?
Protected characteristics are groups that are protected [against discrimination] under the Equality Act 2010.
30
29. What are the 4 types of discrimination under the Equality Act 2010?
1. Direct Discrimination
2. Indirect Discrimination
3. Harassment
4. Victimisation
31
30. What is discrimination?
Discrimination is the unjust [or wrongful] or prejudicial treatment of individuals or groups based on a protected characteristic
32
31. What is direct discrimination?
Direct discrimination occurs where someone is treated less favourably directly because of:
- A protective characteristic they possess
- A protected characteristic of someone they are associated with
33
32. Can you give me an example of a type of direct discrimination?
Decision not to employ someone
34
33. What is indirect discrimination?
* Less obvious than direct discrimination and can often be unintended.
* For example – an organisation includes a clause that forces all employees to work on Sunday. This puts Christians at a particular disadvantage as it is common knowledge that Sunday is a day of worship for Christians.
35
34. Can you give me an example of indirect discrimination?
* recruitment selection criteria
36
35. What is harassment?
Harassment comprises of unwanted behaviour that makes another person feel intimidated
37
37. What is Victimisation?
* Victimisation is when an employee suffers ‘detriment’ - something that causes disadvantage
o making an allegation of discrimination
o giving evidence relating to a complaint about discrimination
38
39. What are planning authorities’ duties under the Equality Act 2010?
* Eliminate unlawful discrimination
* Advance equality of opportunity
* Foster good relations between communities
39
40. What does the act say about reasonable adjustments?
* The Equality Act contains a duty to make reasonable adjustments which aims to make sure that if you are a disabled person
40
42. What is positive action under the Act?
If the organisation thinks they are at a disadvantage because of a protected characteristic. An employer can take what the law terms ‘positive action’ to help employees or job applicants
41
43. What other relevant regulation are you aware of relevant to equality?
* Human Rights Act 1998
* Fixed Term Employees Regulation 2002
* The Part-time Workers Regulation 2000
42
44. What is The Part-time Workers Regulation 2000?
* The Part Time Workers Regulations 2000 make it unlawful for part-time workers to be treated less favorably than full-time workers.
43
45. What is the Fixed Term Employees Regulation 2002?
The Fixed Term Employees Regulation 2002 make it unlawful for fixed term employees to be treated less favourably than permanent employees.
44
A fixed term contract is defined as:
1. Contracts that last for a specified period of time
2. Contracts that will end when a specified task has been completed
3. Contracts that will end when a specified event does or does not happen.
45
46. What is the Human Rights Act 1998?
The Human Rights Act lets people defend their rights in UK courts and compels public organisations to treat everyone equally
46
47. Can you name any of the articles under the Human Rights Act 1998?
Article 2 - Right to life
Article 6 - Right to a fair trial
47
48. Employment Act 2002?
The Employment Act 2002 regulates relationship between employer and employees. It governs what employers can expect from employees
* Paternity leave and pay
* Maternity leave and pay
* Adoption leave and pay
48
49. What RICS diversity and inclusion policies are you aware of?
Inclusive Employer Quality Mark (IEQM) 2015 RICS initiative
RICS launched in 2015 in response to the construction industry being behind other professions in moving towards a more diverse and inclusive workforce.
Based on 4 key principles:
- Leadership
- Recruitment
- Culture
- Development
49
50. How are the RICS Global Ethical Standards linked to ‘Inclusive Environments’?
All 5 standards apply
Service
Trust
Integrity
Respect
Responsibility
50
51. How are the RICS Rules of Conduct linked to ‘Inclusive Environments’?
Rule 1: Members and firm must act with integrity and honesty
Rule 2: Members and firms must undertake services within their competence
Rule 3: Members and firms must provide a good quality and diligent service
Rule 4: Members and firms must treat each other with respect and encourage diversity & inclusion
Rule 5: Members and firms must promote the profession
