Diversity, Inclusion & Teamworking L1 Flashcards
(24 cards)
What is unconscious bias?
Attitudes and stereotypes that form prejudiced judgements for or against particular things and groups of people, even when not consciously aware. E.g. gender, race, Religion.
What is inclusive communication, and name some examples?
Being aware, and using all different ways a person may use to communicate so everyone can feel included, regardless of their communication style or background.
E.g. using plain English and avoid use of technical Jargon.
- Correct terms for demographic groups e.g. LGBTQ+
- transcript for deaf persons
- captioned videos
- use of imagery
What act does the equality act 2010 supersede?
The sex discrimination act 1975 race relations act 1976 and disability discrimination act 1995
What set of policies should every organisation have?
Diversity and inclusion family friendly flexible agile working ante harassment and bullying recruitment and selection policy
What do you know about the team roles theories and team selection
When selecting a team there are 2 main requirements which are:
- technical skills
- specialist skills
Pioneering work on team roles was by Meredith bellbin in 1970s
What are the 9 team roles as per Doctor Meredith Belbin?
- Plant - Plant solves difficult problems
- Resource Investigator - Explores opportunities
- Coordinator - clarifies goals and decision making
- Shaper - drives team through obstacles
- Monitor evaluator - sees all options
- Team worker- listens builds and avoids friction
- Implementer - ideas into practical action
- Completer - searches for errors
- Specialist - provides knowledge and skill
What makes a good team player?
Listening to people’s ideas
good communication skills respecting others
participating actively
sharing information
and identify strengths and weaknesses
What are key areas of inclusive communication?
About being aware and valuing all different ways a person may use to communicate so use of images general language not to label people And use of transcript for death people
What can you tell me about the case law ‘Fogerty v Farjampour’
Highlights the problems of not providing an inclusive environment a case revolves around a pizza shop which had a step to access mister Fogerty the customer a tetraplegic, and so Sir could not step up Mr. Farjampour offered to bring a menu outside to serve the customer. This was deemed as offensive and defenses in court failed and a simple fix of putting in a ramp (about £100)
What does the equality act 2010 do
Legally protects people from discrimination in the workplace and wider society
replaced previous anti-discrimination laws with a single act making it easier to follow.
The act provides for service providers to make reasonable adjustments to help less abled persons
Why do you more diverse companies perform better?
Companies that perform better promote diversity and inclusion they retain staff more easily improve customer relations and decision-making.
According to research by Stonewall, people perform better when they can be themselves at work.
What are 3 stages of inclusive recruitment?
- advertising
- offer and appointment
- selection and interview
What are some relevant regulations (other than Equality Act 2010) to do with discrimination and inequality?
Human rights action 1998 part-time workers prevention of less Safe retreatment regulations 2000 and fixed time employees prevention of less favorable treatment regulation is 2002
What are 4 main principles of diversity and inclusion?
Leadership - Commitment to increase diversity of the work for
Recruitment - Engage and attract new people to the industry from under represented groups
Culture - An inclusive culture were all staff engaged with developing diversity and inclusion
Development - Training and promotion policies that offer equal access to career progression to all members of work force
Under the equality acts 2010 there are 4 types of discrimination, what are they?
Direct - e.g. decision not to employ someone
Indirect - unintended discrimination e.g. recruitment selection criteria
Harassment - unwanted conduct e.g. inappropriate questions or bullying.
Victimisation - when an employee is treated less favorably because they have asserted legal rights in line with Equality Act 2010.
Name 9 protected characteristics defined under the Equality Act 2010
Religion
belief
Sex
age
disability
race
pregnancy
sexual orientation
gender reassignment
marriage and civil partnership
What is the purpose of the Equality Act 2010?
To protect individuals from unfair treatment and to promote a fair and more equal society
Why do we have team meetings?
Update on performance against KPI’s and awareness of changes in priorities and policy, sharing of successes and team morale
RICS believe that there are 5 main tangible benefits of a diversity in a workforce what are they
Crossing cultural boundaries
wider variety of skills
different points of view
retain new employees
attract more candidates for jobs improve morale
What are the stages of team development?
Forming - working as individuals
Storming - teething problems
Norming - beginning to achieve its potential
Performing - flexibility
Mourning - when the team disbands
What is the suggested ideal team size?
Most suggest a team of 5 to 8 is ideal teams need to be large enough to incorporate the appropriate range of expertise and representation of interests but not too large that participation is limited
What is RICS inclusive employer quality mark?
a voluntary program designed to help firms in the land, property, and construction sectors improve their diversity and inclusion practices. It acts as a benchmark for best practice in these areas and encourages continuous improvement.
Here’s a more detailed look:
Key aspects of the RICS Inclusive Employer Quality Mark:
Voluntary Program:
Signing up to the IEQM is not mandatory, but firms can choose to become signatories.
Self-Assessment Tool:
The program includes a bi-annual self-assessment return and an online resource and assessment tool, which provides firms with a dashboard outlining their performance compared to peers and highlighting areas for improvement.
Six Principles:
The IEQM is based on six key principles:
Leadership and Vision: Demonstrating a strong commitment at the highest levels to increasing workforce diversity.
Recruitment: Engaging and attracting individuals from under-represented groups to the industry, employing best-practice recruitment methods.
Staff Development: Providing equal and transparent training and promotion opportunities for all employees.
Staff Retention: Implementing flexible and adaptive working practices to accommodate all employees’ needs.
Staff Engagement: Fostering an inclusive culture where all staff are involved in developing, implementing, monitoring, and assessing diversity and inclusion policies.
Continuous Improvement: Regularly reviewing and updating the firm’s commitment to inclusivity and sharing best practices.
Benchmarking and Improvement:
By completing the self-assessment, firms can benchmark their performance against industry peers and identify areas where they need to make improvements.
No Cost:
There is no cost for firms to become signatories to the IEQM.
Benefits:
By participating in the IEQM, firms can improve their workforce diversity, gain a competitive advantage, and demonstrate their commitment to diversity and inclusion.
What does inclusion on diversity and equality mean to you?
Inclusion - welcoming new starters into team and including in socials that I plan a lot of with work colleagues for example.
Diversity - understanding different people’s backgrounds and way of working and using it to learn and grow at work.
Equality - ensuring everyone has equal opportunity and I make sure I make people feel welcome and equals I don’t treat others like they’re above/beneath me. Welcome everyone.
How can you mitigate against unconscious bias?
Accept it is a problem make considered decisions monitor behavior try to avoid making assumptions have more training and blind recruitment
