Diversity, inclusion & Team Work Level 1 Hooks - Coggle Diagram
Diversity, inclusion & Team Work Level 1 Hooks
Give examples of the different team roles required?
Belbin’s team role theory
Belbin Analysed hundreds of people and found that the most effective project teams have different personalities.
Coordinator - able to get others working to a shared aim; confident; mature, a good chairperson, clarifies goals, promotes decision making
Shaper - motivated; energetic; achievement-driven; competitive, dynamic, has drive and courage to overcome obstacles
Plant - innovative; inventive; creative; problem solver, imaginative, unorthodox, solves difficult problems
Monitor-evaluator - serious, prudent, critical thinker, sober, strategic, sees all options
Implementer - systematic, common sense, loyal, reliable, structured, turns ideas into practical action, conservative
Resource investigator - quick, good communicator, networker, extrovert, enthusiastic, explores opportunities
Team worker - supportive, sociable, adaptable, listener, mild, perceptive, diplomatic, builds, averts friction
Complete-finisher - attention to detail, high standards, delivers to schedule, painstaking, conscientious, anxious, searches out errors, delivers on time
Specialist - technical expert, highly focussed, single-minded, dedicated, provides knowledge and skill in rare supply
Equality Act 2010
- A discrimination law which protects individuals from unfair treatment and promotes a fair and equal society. The Act provides a legal framework to protect the rights of individuals and advance equality of opportunity of all.
1) It protects all of us from discrimination – wherever you are
2) It protects disabled people - Policies and practices must not put disabled people at a disadvantage because of this legislation. It also means that employers, businesses and companies that provide services, like banks, have to make reasonable adjustments to ensure disabled people are not excluded.
3) The Act protects against discrimination on the grounds of race, colour, ethnic origins, faith, age and nationality
4) It promotes better transparency at work - Employers are asked to monitor equality in their workplace more.
5) It protects people from discrimination and harassment based on their sexual orientation
6) It officially lists gender reassignment as a protected characteristic
7) The Act made it illegal for businesses to discriminate against women who are breastfeeding
8) It requires all public sector organisations to actively consider how what they do, every day, affects all of us – not just some
CBRE's DE&I Policies
What are the main D&I policies within CBRE?
RICS' Inclusive Employer Quality Mark
What is the RICS inclusive employer quality Mark? Why was the RICS inclusive employer Quality Mark created?
In 2015, RICS launched a voluntary standard known as the Inclusive Employer Quality Mark (IEQM), designed to help firms in the profession gain competitive advantage and a diverse workforce. The IEQM asks employers to pledge their commitment to adopting and continually improving against the following six principles:
1) Leadership and vision – commitment to increasing the diversity of the workforce
2) Recruitment – engage and attract new people to the industry from under-represented groups; share and gather best practice recruitment methods
3) Staff development – equal and transparent training and promotion prospects enabling all staff to develop and succeed
4) Staff retention – flexible working arrangements, adaptive working and wellbeing practices, pay equality making it a workplace of choice
5) Staff engagement – an inclusive culture where all staff engage with developing, delivering, monitoring and assessing the D&I of their workplace
6) Continuous improvement – continually monitoring outcomes of the firm’s commitment to being an inclusive employer; sharing and learning from best practice across the industry