Diversity, inclusion and teamworking
| Question | Answer |
|---|---|
| What do we mean by equality? | Equality is about ensuring everybody has an equal opportunity and is not treated differently or discriminated against because of their individual characteristics. |
| What do we mean by diversity? | Diversity is about taking account of the differences between people and groups of people and placing a positive value on those differences. |
| What do we mean by inclusion? | Inclusion is about peope with different identities feeling and/or being valued, leveraged and welcomed within a given setting (e.g. your team, workplace or industry) |
| Who has responsibility for inclusion within your organisation? | Everyone is responsible for inclusion in the organisation! Each and every one of us must evaluate our own behaviours in the workplace, and whether we can support everyone to achieve their best. |
| What is the Purpose of the Equality Act 2010? | The Equality Act 2010 is an act of Parliament of the United Kingdom passed with the purpose to protect individuals from unfair treatment and promote a fair and more equal society. |
| The Equality Act 2010 was introduced bringing together which of the various separate pieces of legislation into one single act? | 1 The Equal Pay Act 1970 2 The Sex Discrimination Act 1975 3 The Race Relations Act 1976 4 The Disability Discrimination Act 1995 |
| What are the 9 protected characteristics defined under the Equality Act 2010? | 1. Age 2. Disablity 3. Gender reassignment 4. Marriage and civil partnership 5. Pregnancy and maternity 6. Race 7. Religion or belief 8. Sex 9. Sexual orientation |
| What are the 4 types of discrimination under the Equality Act 2010? | 1. Direct discrimination – occurs where someone is treated less favourably directly because of a protected characteristic they or someone they are associated with possess 2. Indirect discrimination – is usually less obvious than direct discrimination and can often be unintended. 3. Harassment – is defined as ‘unwanted conduct’ and must be related to a relevant protected characteristic or be ‘of a sexual nature‘. It must also have the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual. 4. Victimisation – is when an employee suffers what the law terms a ‘detriment’ – something that causes disadvantage, damage, harm, or loss because of: – Making an allegation of discrimination – Supporting a complaint of discrimination – Giving evidence relating to a complaint about discrimination – Raising a grievance concerning equality or discrimination |
| What is Positive action ? | Under the Equality Act, an employer can take what the law terms ‘positive action’ to help employees or job applicants in the following cases: 1. If the organisation thinks they are at a disadvantage because of a protected characteristic. 2. If it thinks they are under-represented in the organisation, or whose participation in the organisation is disproportionately low, because of a protected characteristic. 3. If it understands they have specific needs connected to a protected characteristic. |
| What are the benefits of diversity and inclusion for organisations? | As research has shown, people perform better in diverse and inclusive environments. If people perform better, so do businesses. |
| What are the reasons diverse companies perform better? | 1. Win the war for talent – able to attract talent across all groups of people 2. Enhance customer relationships – Research shows that when at least one member of a team has traits in common with the end-user, the entire team better understands that user. Having a great understanding of a customer enables good customer service, great results, and repeat business 3. Boost employee engagement – Happier employees are more productive, so it’s important to demonstrate that they are appreciated for all the work they do. 4. Better decision making – Diverse teams challenge, debate, and question proposals, this provides innovation and breakthroughs which ultimately ensures the best, most thoroughly thought-through decisions are made. 5. Strengthen the company’s image – It is obviously much better for a company’s brand to have positive headlines, for example being in the top 50 employers for women, or a global diversity champion, when aiming to attract top talent into your business. |
| What is bias? | Bias is any thought or action that discriminates or disproportionately favors one person or group of people over another based on superficial or inaccurate perceptions of the person or group. |
| What are the types of bias? | Affinity bias. Attribution bias. Beauty bias. Conformity bias. Confirmation bias. Gender bias. The halo effect. The contrast effect. |
| What is Affinity bias? | When people feel an affinity with the person as they have similar life experiences. e.g. a manager who is educated to degree level, favouring employees who have also been to university. Recruiter favouring person from their own country or religion. How to avoid affinity bias? look for attributes which differentiate such as skills, experiences and unique qualities that could contribute to your team as a ‘culture add’ rather than a ‘culture fit’. |
| What is Conscious bias? | Conscious bias – also known as explicit bias or explicit prejudice – refers to the attitudes, and behaviors that people intentionally exhibit towards certain groups based on their identity. This includes their race, gender, religion, ethnicity, or sexual orientation. |
| What is Unconscious Bias? | Unconscious bias occurs when people favour others who look like them and/or share their values. A person may be drawn to someone with a similar educational background, from the same area, or who is the same colour or ethnicity as them. |
| How to reduce unconscious bias? | 1. Be aware of unconscious bias 2. Don’t rush decisions, take time to consider issues properly 3. Justify decisions by evidence and record the reasons for your decisions 4. Try to work with a wider range of people and get to know them as individuals 5. Focus on the positive behaviour of people and not negative stereotypes 6. Companies should implement policies and procedures which limit the influence of individual characteristics and preferences. |
| What is the halo effect? | The halo effect can introduce bias into decision-making when you focus solely on one great feature about an individual and ignore everything else. |
| What is attribution bias? | People constantly make attributions – judgements and assumptions about why other people behave in certain ways. However, some attributions do not always accurately reflect reality and these attributions can introduce bias into decision-making. How to avoid? Do not rush your judgements. Take time to reflect on the assumptions you are making about people. Ask colleagues to outline and detail the reasons behind decisions they are proposing. Give candidates or employees a chance to share their full story with you before making your judgements. |
| What is Beauty bias? | Beauty bias can exist if we find that we prefer people we perceive as beautiful and if we are making judgements based on appearances and are judging others harshly based on their appearance. |
| What is Conformity bias? | Conformity bias can take place in situations where, in order to be accepted by a social group, people will tend to agree with the views of the majority within the group regardless of what they might think on an individual basis. |
| What is Confirmation bias? | Confirmation bias can happen when we look for, or give greater weight to, evidence that confirms our views and experiences. This can lead to selective observation and us not seeing or valuing evidence that contradicts our beliefs. |
| What is Gender bias? | Gender bias, as the term suggests, occurs where decisions are based on a preference for a particular gender, often based on stereotypes and deep-seated beliefs about gender roles. |
| What is the contrast effect? | The contrast effect can introduce bias when judgements are made based on a comparison between people rather than assessing people individually on their own merits. |
| What is Inclusive Communication? | Inclusive communication is about being aware and valuing all different ways a person may use to communicate. By doing this we can enable them to make and understand choices, express feelings and needs, and involve themselves in the world around them. Inclusive communication relates to all types of communication including: written, online, telephone, face to face. |
| How to have a Inclusive recruitment process? | 1. Advertising – use gender neutral language – state that applications are welcome from all demographic groups – where possible mention part-time or flexible time working can be considered – use blind CVs to avoid unconscious bias – keep notes at all stages of decision making to ensure transparency and objectivity 2. Selection and interview – Set a core of criteria on which to select employees – to gain the perspective of all candidates in a fair, inclusive, and respectful way. – ensure that all candidates are aware of what they will be measured on from the outset. – Ensure job descriptions and person specifications are based around the knowledge, background, and skills required for each role – Where possible, use panel interviews to manage bias (conscious or unconscious) and set consistent and carefully considered questions at the outset of the process that is used for all the candidates within each recruitment round. – All hiring managers/interview panels should be trained on diversity and cultural issues as well as unconscious bias. 3. Offer and appointment – When assessing the performance and suitability of candidates, it is important to utilise a consistent scoring system to maintain objectivity. – Offer feedback to all candidates who have made it to the interview stage. |
| What are the the stages of team formation? What is Tuckman’s theory? | The forming–storming–norming–performing model of group development was first proposed by Bruce Tuckman in 1965, who said that these phases are all necessary and inevitable in order for a team to grow, face up to challenges, tackle problems, find solutions, plan work, and deliver results. These stages are: 1. Forming – the process of putting the structure of the team together. Team members feel ambiguous and conflict is avoided at all costs due to the need to be accepted into the group. Team members look to a group leader for direction and guidance 2. Storming – This stage begins to occur as the process of organizing tasks and processes surface interpersonal conflicts. Leadership, power, and structural issues dominate this stage. 3. Norming – In this stage, team members are creating new ways of doing and being together. As the group develops cohesion, leadership changes from ‘one’ teammate in charge to shared leadership. Team members learn they have to trust one another for shared leadership to be effective. 4. Performing – True interdependence is the norm of this stage of group development. The team is flexible as individuals adapt to meet the needs of other team members. This is a highly productive stage both personally and professionally. 5. Adjourning – In this stage typically team members are ready to leave causing significant change to the team structure. They experience change and transition. While the group continues to perform productively they also need time to manage their feelings of termination and transition. |
| What are the benefits of team working? | 1. Teamwork enables better problem solving 2. Teamwork unlocks potential for innovation 3. Teamwork makes for happier employees 4. Teamwork enhances personal growth – By sharing information and essentially cross-training each other, each individual member of the team can flourish 5. Teamwork lowers the risk of burnout 6. Teamwork boosts productivity 7. Teamwork yields fewer mistakes |
| Differences between Team and Committee? | Team members work together to achieve the mission of the team. That mission is determined by the consensus of the team, and everyone wins when it is accomplished. Committee members represent people, groups, and interests outside of the group. |
| What are the 4 types of diversity? | internal, external, organizational, and worldview. |
| What is Internal diversity? | Internal diversity characteristics are ones related to situations that a person is born into. They are things that a person didn’t choose for themselves and are impossible for anyone to change. e.g. Race, Ethnicity, Age, National origin, Sexual orientation, Cultural identity, Assigned sex, Gender identity, Physical ability, Mental ability |
| What is External diversity? | In the context of diversity, the term external is used to describe things that are related to a person but aren’t characteristics that a person was born with. While external diversity can be heavily influenced by other people and their surroundings, even forcibly so, they ultimately are aspects that a person can change and often do over time. e.g. Personal interests, Education, Appearance, Citizenship, Religious beliefs, Location, Familial status, Relationship status, Socioeconomic status, Life experiences |
| What is Organisational diversity? | Organizational diversity, also called functional diversity, relates to the differences between people that are assigned to them by an organization—essentially, these are the characteristics within a workplace that distinguish one employee from another. there are different subsets within organizational diversity, which include: Job function, Place of work, Management status, Employment status, Pay type, Seniority, Union affiliation |
| What is World view diversity? | everyone has a worldview that they align with. Worldview diversity is another diversity type that changes with time—we conceptualize the world differently as we have new experiences and learn more about ourselves and each other. There are still nuances within our worldviews, but some examples include: Political beliefs, Moral compass, Outlook on life |
| What is Team cohesion? | Team cohesion is the strength and extent of interpersonal connection existing among the members of a group. It is this interpersonal bond that causes members to participate readily and remain motivated to accomplish the set goals. Cohesive teams have an attitude of “we-ness. |
| What is Team dynamics? | Team dynamics are defined as the way members of a team work and interact with each other, as well as how their communication, personalities, and style of work affect their performance. |
| What is an ideal team size? | The ideal team size typically ranges from 4 to 8 members, although some argue for a slightly larger range of 5 to 9. Smaller teams, like those with 3 or 4 members, can be very effective for focused tasks and rapid development. Larger teams, especially those exceeding 10 members, can experience communication and coordination challenges, potentially leading to decreased productivity. |
| What is a Team? | A Team is a group of people working collaboratively towards a common goal. |
| What is Teamwork? | The process of working collaboratively with a group of people in order to achieve a goal. Teamwork is often a crucial part of a business, as it is often necessary for colleagues to work well together, trying their best in any circumstance. Teamwork means that people will try to cooperate, using their individual skills and providing constructive feedback, despite any personal conflict between individuals. |
| How do you know if a Team is progressing successfully towards goal? | When there is sharing of information between team members, proper communication taking place among them |
| What is the role of a Team Member as required by RICS? | The responsibilities assigned to individual team members may vary but typically will include: understanding the purpose and objectives of the project ensuring a correct balance between project and non-project work working to timescales and within cost constraints reporting progress against plan producing the deliverables/products to agreed specifications reviewing key project deliverables/products identifying issues identifying risks associated with the project working together as a team contributing towards successful communication contributing towards positive motivation |
| What is the ideal size of a Team? | Most commentators suggest that between five and eight people is the ideal size for teams. Teams need to be large enough to incorporate the appropriate range of expertise and representation of interests, but not so large that people’s participation, and hence their interest, is limited. |
| What is the difference between a Team and a Committee? | Committees have individual accountability, Teams have mutual accountability. Committees need not have a common goal, Teams have a common goal. |
| What are the qualities of a Team? | a common sense of purpose; a clear understanding of the team’s objectives; resources to achieve those objectives; mutual respect among team members, both as individuals and for the contribution each makes to the team’s performance; a valuing of members’ strengths and respecting their weaknesses; mutual trust; a willingness to share knowledge and expertise; a willingness to speak openly; a range of skills among team members to deal effectively with all its tasks; a range of personal styles for the various roles needed to carry out the team’s tasks. |
| What are the benefits of working in a team than people working individually? | Distributing the workload Reinforcing individual capabilities Creating participation and involvement Making better decisions Feeling like we play a part in the work being done Generating a diversity of ideas, etc. |
| What are the advantages of team work? | 1.sharing of ideas 2.motivational – not wanting to let the team down. Shared targets and aims for the team to meet. 3.Employees needs – employees have social needs, go to work not just for the money but for human contact with workmates etc. Employees can therefore be happier in a team. 4. support eg more experienced members can help, mentor and develop the less experienced members. |
| What are the disadvantages of team work? | 1. not all work is suited to working in a team – there are some one man tasks. 2. Teams can cause conflicts eg personality clashes between members. 3. The contribution of quieter members of the team can get crowded out by members with larger personalities. Some good ideas can get lost this way. 4. Team mentality. Workers start to identify just with their own team and this harms relationships between different teams and departments and harms communication in the organisation. |
| What are the recommendations of the Latham report? (“Constructing the Team” by Sir Michael Latham) | – The New Engineering Contract (NEC) should be adopted more widely as a less adversarial form of contract. – Partnering should be used to encourage The establishment of long-term contracting arrangements. – Risk allocation to The party best able to manage, estimate and carry it – Take steps to avoid conflict, speedy dispute resolution and adjudication. – Firm duties of teamwork with shared financial motivation. |
| What is the difference between a Leader and a Manager? | 1. Leaders create a vision, managers create goals. 2. Leaders take risks, managers control risk. 3. Leaders build relationships, managers build systems and processes. 4. Leaders coach, managers direct. 5. Leaders grow personally, managers rely on existing, proven skills. |
| What are the qualities of a Leader? | 1. personal integrity, deals honestly and gains trust 2. has clear long vision , acts and inspires others to action 3. Is Positive, Enthusiastic & Committed; Has Focus-ability, 4. Is Solution-oriented, Creative; Makes Top Management Efficient; Empowers Others 5. Is A Catalyst; Creates Pygmalion Effect; Fosters Self Motivation 6. Strives for Excellence Always; Is a Transparent Influence 7. Is a Good Communicator; A Great Negotiator; Nurtures Relationships 8. Is Kind-hearted Generous and Giving; Serves Others 9. Balances Confidence with Caution; Adapts Management Styles for War & Peace 10. Rejuvenates Self; Sharpens his axe; Transforms his Strengths into Talents |
| How would you deal with a member of the team who is negative towards a particular task and is disruptive? | Offer specific examples of their negative behavior and its consequences. Ensure your feedback is constructive and not accusatory. Use “I” statements to express your observations and feelings, and encourage them to share their perspective. A two-way dialogue can promote understanding and self-awareness. |
| What is the Herzberg Theory? | employee satisfaction has two dimensions: “hygiene” and motivation. Hygiene issues, such as salary and supervision, decrease employees’ dissatisfaction with the work environment. Motivators, such as recognition and achievement, make workers more productive, creative and committed. |
| What is Maslow’s hierarchy of needs? | Maslow’s hierarchy of needs is a model for understanding the motivations for human behavior. These include physiological needs, safety, love and belonging, esteem, and self-actualization. |
| Please explain your understanding of the RICS Inclusive Employer Quality Mark? | The RICS is launching a scheme known as the Inclusive Employer Quality Mark. This is designed to improve diversity and inclusion within the property and construction sector. The scheme requires employers to pledge their commitment to adopting and continually improving against the following six principles: Leadership and Vision. Recruitment. Staff development. Staff retention. Staff engagement. Continuous improvement. Participating firms will be required to assess their performance against the criteria on a bi-annual basis. RICS will use the assessment information to document the outcomes and trends for the profession as a whole. Participating firms are able to use the branding of, ‘Signatory to the RICS Inclusive Employer Quality Mark’. |
| What is the RICS doing to improve Diversity & Inclusion? | The RICS has setup ‘Diversity & Inclusion leadership’ which is a knowledge hub allowing the RICS to share ideas on how and why diversity & inclusion is so important to the RICS. This has included initiatives such as: International Women’s Days celebrating the achievement of Women in our profession. Pride 2023: LGBTQ+ equality pledge focusing on the importance of LGBTQ+ representation in the profession. The McGregor-Smith Review – aiming to develop black and ethnic minority talent within the profession. |
