9. Diversity, Inclusion And Teamworking

Question 1

What is unconscious bias?

Answer 1

Unconscious bias is when you unknowingly make decisions or judgments based on underlying assumptions or stereotypes rather than impartial facts

Question 2

How approach unconscious bias?

Answer 2

• Recognise that unconscious bias likely to be influencing me
• Make considered decisions.
• Monitor mine and team’s behaviour.
• Pay particular attention to bias linked to protected characteristics.
• Avoid making assumptions or relying on gut instinct.

Question 3

Regeneration Brainery

Answer 3

• A not for profit focused on improving access for children from underprivileged backgrounds into jobs in the built environment.
• Combatting lack of work experience.
• Improves awareness and mobility.

Question 4

10,000 black interns

Answer 4

The 10,000 Interns Foundation was founded to address the lack of representation in Investment Management, and in 2020, the 100 Black Interns programme was piloted to offer paid internships to Black students and graduates in the City of London.

Question 5

Why important?

Answer 5

The industry of the built environment should represent the global communities the profession serves.
Imperative for attracting and retaining talent.
Companies with more diverse workforces perform better financially, research by Mckinsey & Co (2015).

Question 6

Equality Act 2010

Answer 6

Key legislation that consolidated and strengthened anti-discrimination laws in the UK. Provides legal protection against discrimination in the workplace and wider society.
Introduced protected characteristics, duty to make reasonable adjustments and public sector duty.

Question 7

Protected characteristics

Answer 7

DR GRAMPSS (9)

D - Disability
R - Race
G - Gender
R - Race
A - Age
M - Marriage
P - Pregnancy
S - Sex
S- Sexual orientation

Question 8

Types of discrimination

Answer 8

• Direct discrimination: Treating someone unfairly due to a protected characteristic.
• Indirect discrimination: Policies that disadvantage certain groups
• Harassment: Unwanted behaviour creating a hostile environment.
• Victimisation: Treating someone unfairly because they complained about discrimination.

Question 9

What is a reasonable adjustment?

Answer 9

Under equality act

Accommodations for disabled individuals that remove barriers and ensure they are not substantially disadvantaged.

eg. installing ramps, providing quiet workspaces or noise cancelling headphones (neurodivergent)

Question 10

How determine whether an adjustment is reasonable?

Answer 10

Proportionality of the cost involved
Disruption
Resources of the organisation
Effective

Question 11

Public Sector Equality Duty

Answer 11

Public bodies must consider how their policies impact equality.

Question 12

RICS Disability Inclusion Framework

Answer 12

• November 2024
• Aims to improve inclusion for members and employees.
• Provides a framework and structure for disability inclusion within RICS, both as an organisation and as a professional body, based on the RICS DEI Strategy 2024/2025.

Question 13

Four pillars of action & Success of RICS Disability Inclusion Framework

Answer 13

1. Policies and procedures
2. Recruitment and attraction
3. Knowledge and learning
4. Attitudes and behaviour

Question 14

Objectives of DIF

Answer 14

1. Improve accessibility
2. Foster an inclusive culture
3. Improve recruitment and retention of those with disabilities
4. Become an inclusive employer

Question 15

Reasonable Adjustments Policy
Regulation
September 2024

Answer 15

The RICS Reasonable Adjustments Policy, which is a key component of the broader Disability Inclusion Framework launched in 2024.

The policy itself applies to members, candidates, and employees to ensure they are not at a substantial disadvantage

Covers:
- APC
- Member services
- Workforce

Question 16

Health Adjustment Passport

Answer 16

A Health Adjustment Passport is a document designed to help individuals with health conditions, disabilities, or long-term impairments communicate their workplace support needs to employers. It ensures that reasonable adjustments are made to help them work effectively.

Question 17

Octopus DEI

Answer 17

Diversity & Inclusion Working Group
Recruitment techniques to address unconscious bias.
Training programmes and transparency.

Question 18

Own experience of Unconscious bias?

Answer 18

Judgement of people leaving early for work – might have alternative commitments.

Question 19

How address unconscious bias

Answer 19

• Increase Awareness – Acknowledge bias, take implicit bias tests, and educate yourself.
• Challenge Assumptions – Pause before decisions, seek diverse perspectives, and use objective data.
• Implement Inclusive Practices – Use blind recruitment, standardize processes, and foster diverse leadership.
• Hold Accountability – Encourage feedback, track progress, and commit to continuous learning.

Question 20

Diversity within RICS

Answer 20

RICS 2025 D&I Progress report
* 20% RICS members women, up from 13% in 2017
* Only 5% women fellows
* 50% of leadership team women

Question 21

Women in surveying?

Answer 21

RICS Women in Surveying 2023 Insight Report

Obstacles:
* Bias, lack of recognition, needing to “prove themselves,” and organisational culture contribute to
* Career breaks, caring responsibilities, and returning from leave are major pain points
RICS
* Many women report feeling undervalued; only ~30–40 % believe their organisation has diversity strategies or leader support

Question 22

How RICS improving DEI

Answer 22

1) Including in Rules of Conduct - No 4

2) Publishing annual RICS Disability, equity and inclusion progress report 2025

3) Implementing RICS Disability Inclusion Framework (2024)

4) Leadership roles - 50% now women

5) Memorandum of understanding / BE Inclusivitiy Initiative

6) New reasonable adjustment policy 2024

Question 23

Memorandum of Understanding / BE Inclusive Initiative

Answer 23

The B.E. Inclusive initiative is a collaborative effort of nine professional bodies in the built environment sector to drive diversity, equity, and inclusion. Through a Memorandum of Understanding (MoU)

9 organisations include:
Chartered Institute of Building (CIOB), Institution of Civil Engineers (ICE), Landscape Institute (LI), Royal Institute of British Architects (RIBA), Royal Institution of Chartered Surveyors (RICS) and the Royal Town Planning Institute (RTPI).

Requires organisations to determine reasons for poor performance in this area.

Created five year action plan (2025-30) focused on:
* Data monitoring - To create a consistent approach
* Recruitment pipeline
* Improve understanding of transition from education into employment.
* D+I Education – To develop understanding and guidance for the sector

Question 24

Behaviours of a successful team

Answer 24

• Diverse memberships (background and quality), fosters diversity of thought.
• Active listening & discussing - encourage diversity of thought
• Supporting professional development of team through feedback.
• Reflecting, how could this process have gone better.
• Understanding your own and your teams’ strengths and weaknesses.
• Understanding team dynamics

Question 25

The Inclusive Employer Quality Mark

Answer 25

The Inclusive Employer Quality Mark (IEQM) is a voluntary program from the Royal Institution of Chartered Surveyors (RICS) that helps firms in the land, property, and construction sectors improve inclusivity and build a diverse workforce. Firms commit to the six principles and can display the IEQM logo on their website. 1. leadership and vision 2. recruitment 3. staff retention 4. staff development 5. staff engagement 6. continuous improvement Signatories complete a bi-annual self-assessment to monitor their progress.