Inclusive Environments

Question 1

What is an inclusive environment?

Answer 1

• An environment that is designed and managed to allow people with a diverse range of needs and abilities to access and use it
• An environment can mean - building / place including homes, workplaces, shops

Question 2

How can environments ensure inclusivity throughout the property life cycle?

Answer 2

• During design and/or refurbishment - it is important to ensure that accessibility is considered from various users’ perspectives, physically and socially
• During a buildings occupancy, building owners, occupiers and managers must ensure that potential users of the space can reasonably do so despite any disabilities

Question 3

What are factors that individuals in responsibility must be aware of?

Answer 3

• Different physical and mental health issues which may lead to varying accessibility requirements
• Factors which can lead to social isolation
• Policy and legal requirements relating to accessibility including local planning policies, building regulations, Equality Act 2010 and health and safety law
• Best practices relating to inclusivity in the design and management of physical spaces
• The value that inclusive environments can bring to building owners and occupiers

Question 4

What is the Equality Act 2010?

Answer 4

The Act consolidates discrimination law and provides protection against a wide range of discrimination and inequality, including the use of property as well as when dealing with people

Question 5

What are the four types of illegal discrimination under the Equality Act 2010?

Answer 5

Direct discrimination

Indirect discrimination

Harassment

Victimization

Question 6

Who is obligated under the Equality Act 2010?

Answer 6

1. All controllers of let premises
2. Building managers cannot discriminate / victimise an occupier
3. Letting / sales / assignment and other forms of disposal cannot be undertaken in a way that would discriminate / harass / victimise a person
4. LL need to insure when dealing with a tenant or occupier with a protected characteristic its in accordance with the Act.

Question 7

Reasonable adjustments

Answer 7

The Act extents the existing requirement to make reasonable adjustments to help disabled people if they would be placed at a substantial disadvantage if the work was not carried out

This can be through physical access and services provided

Service providers have a duty to make alterations to a building to avoid discrimination or make an alternative provision of the service. These must be reasonable in cost, extent and disruption

The service can provider has to:

Remove or alter the feature

Or provide reasonable means of avoiding the obstacle or reasonable alternative access to the service

Question 8

What are tests for reasonableness?

Answer 8

1. Effectiveness of the adjustment for the disabled person
2. The practicality of the adjustment
3. Its financial cost and likely disruption
4. Financial and other resources available to the service provider

Question 9

Access Statement / Audit

Answer 9

• Sets out details of access arrangements and alternative arrangements if access cannot be reasonably provided for a disabled person
• Most requirements embedded in Part M of the Building Regulations

Question 10

Part M of the Building Regulations

Question 11

What is meant by the term inclusive design?
(submission)

Answer 11

Aims to ensure that the difference in the way people use the built and natural environment can be accommodated for through dignified, equal + intuitive use by everyone

Question 12

What are the six principles of the RICS inclusive employer quality mark?

Answer 12

1. Leadership and vision
2. Recruitment
3. Staff retention
4. Staff development
5. Staff engagement
6. Continuous improvement

Question 13

What is the RICS Inclusive Employer Quality Mark?

Answer 13

The IEQM is the benchmark for inclusion and diversity in land, property and construction, and is based on 6 principles

The mark is designed to change behaviour by encouraging all firms, large and small, to look carefully at their employment practices and put inclusivity at the heart of what they do