ACCESS NOW Some of the bullet points are a bit vague and random, hopefully, I can help identify what it is the RICS want to know! Our values stand on a foundation of safety, integrity, inclusion and diversity. Culture - an inclusive culture where all staff engage with developing delivering monitoring and assessing diversity and inclusivity Inclusion allows engagement with talent effectively. Responsible for driving appropriate culture and values within the country. The Equality and Human Rights Commission has published a range of guidance on all aspects of the Equality Act 2010, including a Code of practice on employment. Then you have your client team who may include project managers, engineers, support staff etc. Turn diversity into profitability. (2015) Square holes for square pegs: current practice in employment and autism. If a sentence is correct as it is, write C at the end of the sentence. All employees who have requested flexible working from day one have been accepted. We asked six RICSprofessionals fromdifferent ethnic, professional and geographical backgrounds aboutrepresentation andtheir hopes for2021. Patrick Henry offered these words on freedom give me liberty or give me death.. - Emails which include all members of the team. Example 1. It is also the belief that no one should have poorer life chances because of their background, personal identity or experience. It's with this in mind, for instance, that I am involved with the Construction Leadership Council's People and Culture work stream. Overcoming prejudice, bias (including unconscious and micro-aggressions) and changing entrenched negative attitudes can be difficult. raising a grievance concerning equality or discrimination. Build EDI concepts and practices into staff training courses, management training and teambuilding programmes to increase awareness of the need to handle different views, perceptions and ideas in positive ways. Risk Management Had a brilliant time speaking at yesterday's d&i Leaders (Diversity and Inclusion Leaders) LGBT+ at work conference. 70 percent of the RICS membership in the UK is made up of SME's. A lack of appropriate access was viewed as the primary barrier to increasing diversity (31 percent) among SME decision makers, followed by the lack of availability of diverse candidates (19 percent). . It is imperative that, as employers, we create inclusive workplaces the office, site, home or elsewhere for our teams. Equality enables delivery of fair outcomes. Looking forward to attending the Chartered Institution of Civil Engineering Surveyors (CICES) Northern Powerhouse event next week with Amanda Bradshaw, Mark It does not physically or socially separate, discriminate or isolate. Help shape its future, Learning together, leading together investing in our whole community, Understand what EDI means in the workplace and how an effective EDI strategy is vital to business. In this episode, Miles Keeping and Jon Wright discuss key issues relating to the competency of Diversity, Inclusion & Teamworking. Please note that the free trial includes full access to isurv with the exception of downloadable content which is only available with a paid subscription. 1 in 10 also noted the lack of diversity in business role models. This then evolved into our D&I community, which includes employees from all locations and levels, and represents eight of the nine characteristics protected under the Equality Act 2010. It is also important to recognise that D&I, well-being and employee engagement are all aligned when it comes to creating opportunities for employees to be brilliant. 13) What legislation is there against discrimination? Hiring a diverse workforce doesnt guarantee that every employee has the same experience or opportunities in the workplace. 18 July. This factsheet explores what workplace equality inclusion and diversity (EDI) means, and how an effective strategy is essential to an organisations business objectives. It's clear we are making progress but it is up to all of us to play our part in creating the future industry we want to be part of. Visit the CIPD and Kogan Page Bookshop to see all our priced publications currently in print. The Engineers Ireland CPD Accredited Employer standard is a strategic framework which enables engineers and engineering employers to raise competency levels and deliver tangible business benefits by investing in engineers through continuing professional development. The IEQM is based on 4 clear key principles: Leadership - demonstrable commitment at the highest level to increasing the diversity of the workforce Diversity, inclusion and teamworking This document is only available with a paid isurv subscription. Central to this programme was increasing the visibility of black professionals and leaders in the builtand naturalenvironment, highlighting theirexpertiseand inspiring those in the profession now and forthe future. I will be hosting a leadership module focusing on Diversity, Inclusion, Gender and Equality for @limak starting summer Valentina Mller-Hinteregger on LinkedIn: #leadership #corporateculture #equality #diversity #inclusion #mba #emba Equality is not the same as equity. Keep up-to-date with the law and review policies through checks, audits and consultation. Result in significant legal costs, compensation and settlements paid to avoid defending expensive discrimination claims. Questions & Model. 2021 by farhan-tanvir.com. All our partners are involved with a reverse mentoring scheme, which now has 128 participants, and senior leaders have a mentor from our D&I community. In the UK, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation are protected characteristics covered by discrimination law to give people protection against being treated unfairly. We put equality, diversity and inclusion at the heart of our business, seeking to promote fair employment procedures and practices to ensure equal opportunities for all. 6) What is the importance and business value of diversity in a team? Incorporated by Royal Charter, Registered Charity no. Developing ties with others is something you do by acting respectfully and delivering on your promises. 8) Please outline some of the formal communication processes within your team? Activities included recruitment, selection and training. FARAGHER, J. You'll get there by giving your employees a voice, learning to listen . Our reportDiversity and inclusion at work: facing up to the business casereviews the evidence on the touchpoints in the employee lifecycle that may contain barriers to equality. International Standard Serial Numbers (ISSN): Advertise with MODUS, RICS journals and in other RICS communications. Experienced, qualified, and passionate Equality, Diversity & Inclusion (ED&I) professional and Chartered Member CIPD.<br><br>14 years' experience across all protected characteristics in dedicated ED&I roles (including ED&I Manager from 2011-2019) with a PgDip in Equality and Human Rights and MSc in Human Resource Management. We put equality, diversity and inclusion at the heart of our business, seeking to promote fair employment procedures and practices to ensure equal opportunities for all. But perhaps my ultimate mantra is that consistency is key. I'm not really sure what is being sought after here but I assume that the RICS expect us to understand communications should be inclusive. Diversity, inclusion and teamworking This document is only available with a paid isurv subscription. Give the writing prompts about the description of a beautiful morning. <br . How team members are selected and appointed, The role played by the various team members, The importance and business value of diversity in a team, How partnering and collaborative working affect the team, Internal diversity and inclusion policies, including any applicable to non-discrimination or anti-harassment in the workplace. We're an international bank, nimble enough to act, big enough for impact. The achievement of equality of outcomes requires identifying the barriers and biases and taking targeted action (including positive action as permitted under the EA10) to overcome specific inequalities, discrimination, disadvantages and marginalisation experienced by certain groups and individuals including those protected characteristics under the EA10. The CIPDs vision is for the HR and people profession to be principles-led, evidence-based and outcomes-driven. Here are some approaches we suggest organisations take to comprehensively measure inclusion: Whichever approach you take, make sure you: Research links inclusion with employee satisfaction, creativity and reduced absenteeism, meaning that employees and employers stand to gain by being more inclusive. Often, inclusion is thought to help diverse workforces in particular, but diversity could easily be substituted for 'difference' and doesnt need to refer to demographic characteristics. Chartered status preferred; Link diversity management to other initiatives such as such as Investors in People (IIP), BSI 76000 Valuing People and ISO 9001 Quality Management. These were two very different events in terms of scale and audience, but both focused on having honest conversations on a subject I am passionate about how can we as an industry advance and embed inclusivity? Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Research onthe psychological contractshows that people want to work for employers with good employment practices. Contract Type: Permanent - Full Time. BADER, A., KEMPER, L. and JINTAE, F. (2019) Who promotes a value-in-diversity perspective? So what is Level 1 Diversity, Inclusion and Teamworking all about? The focus will be on Diversity and Inclusion in | 11 comments on LinkedIn One of the key lessons for me as part of our own D&I activity is that we need to change things one step at a time and be mindful that it may take several years. 15) What is the RICS's Inclusive Employer Quality Mark? The environmental aspect of ESG has been a high priority for years but social impact is also key. View Heather Pratt - Chartered MCIPD, FLPI'S profile on LinkedIn, the world's largest professional community. Focus on accountability and transparency, ensuring that merit, competence and potential are the basis for all decisions about recruitment and development, and be alert to the influence of conscious and unconscious biases. We encourage individual expression in our workplace and are committed to creating an inclusive environment where everyone feels they have the opportunity to contribute. The CIPD is a Disability Confident Leader. PHILLIPS, K.W., DUMAS, T.L. Explore our viewpoints on age diversity, disability, gender equality, race inclusion, religion and belief, and sexual orientation, gender identity and reassignment. Help shape its future, Learning together, leading together investing in our whole community, Assessing the evidence on workplace inclusion. It was important that all employees could see that it represents the whole business, and that it has the backing of the most senior people in RLB. Inclusion and Teamworking all about Bookshop to see all our priced publications in... 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