Inclusive Environments - Part II

Inclusive Environments for RICS APC Candidates – Part II

How to create and maintain accessible and diverse workplaces in the construction industry

Inclusive environments are those that respect and value the diversity of people and their needs, and enable everyone to participate and contribute fully. In the construction industry, creating and maintaining inclusive environments is not only a moral and ethical duty, but also a legal and professional requirement. In this blog post, we will explore some of the key aspects of inclusive environments, such as audibility systems, employment law, health and safety regulations, corporate policy, and ethical considerations, and how they relate to the RICS APC candidates. We will also provide some real-life examples and references to the RICS guidance notes and the UK laws that support inclusive environments.

This blogpost focuses on the following topics

• Audibility Systems

• Employment Law

• Impact of Health and Safety Regulations

• Corporate Policy

• Ethical Considerations as Opposed to Legal Requirements

1         Audibility Systems

Audibility systems are devices or methods that enhance the sound quality and clarity for people with hearing impairments or other communication difficulties. They can include induction loops, infrared systems, radio frequency systems, sound field systems, or personal amplifiers. Audibility systems are essential for creating inclusive environments, as they enable people with hearing impairments to access information, communicate effectively, and participate in meetings, events, and consultations. Audibility systems can also benefit people without hearing impairments, as they can reduce background noise, improve speech intelligibility, and increase concentration and attention.

As a RICS APC candidate, you should be aware of the benefits and limitations of different types of audibility systems, and how to design, install, and maintain them in accordance with the relevant standards and regulations. For example, you should refer to the BS 8300:2018 Design of an accessible and inclusive built environment, which provides guidance on the technical requirements and best practices for audibility systems. [11]

A real-life example of an audibility system in action is the induction loop system installed at the London Olympic Stadium, which enabled people with hearing aids to receive clear and amplified sound from the public address system during the 2012 Olympic and Paralympic Games. The system was designed and installed by Ampetronic, a leading manufacturer and supplier of induction loop systems, and covered the entire seating area of the stadium, as well as the entrances, exits, and concourses. The system was praised by the organisers and the spectators for its effectiveness and reliability. [17]

Another real-life example of an audibility system in action is the induction loop system installed at the RICS headquarters in London, which covers the lecture theatre, the council chamber, and the meeting rooms. The system allows people with hearing aids to switch to the T position and receive the amplified sound directly from the microphone, without interference from the background noise. The system also has a portable loop that can be used in smaller spaces or for individual use. The system is regularly tested and maintained by the RICS facilities team, and the users are informed about its availability and operation through signs, leaflets, and staff. [6]

2         Employment Law

Employment law is the body of rules and regulations that govern the rights and responsibilities of employers and employees in the workplace. Employment law covers a wide range of topics, such as contracts, wages, working hours, holidays, sick leave, maternity and paternity leave, discrimination, harassment, bullying, whistleblowing, redundancy, dismissal, and grievance procedures. Employment law is important for creating and maintaining inclusive environments, as it protects the interests and welfare of both employers and employees, and promotes equality, diversity, and dignity at work.

As a RICS APC candidate, you should be familiar with the main principles and provisions of employment law, and how they apply to your role and responsibilities as a construction professional. For example, you should know the different types of employment contracts, such as permanent, fixed-term, part-time, or zero-hours, and their implications for the rights and duties of the employer and the employee. You should also be aware of the anti-discrimination legislation, such as the Equality Act 2010, which prohibits discrimination on the grounds of protected characteristics, such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. You should also understand the health and safety regulations, such as the Health and Safety at Work etc. Act 1974, which require employers to ensure the health, safety, and welfare of their employees and others who may be affected by their activities, and employees to cooperate with their employers and take reasonable care of themselves and others. [12], [13]

A real-life example of employment law in action is the case of Mears Group PLC v Brock, which involved a dispute over the payment of travel time for workers who travelled between different sites. The workers claimed that they were entitled to be paid for the time they spent travelling, as it was part of their working time, and that the employer's failure to do so amounted to unlawful deduction of wages. The employer argued that the workers were only entitled to be paid for the time they spent working on site, and that the travel time was not part of their working time. The Employment Appeal Tribunal (EAT) ruled in favour of the workers, and held that the travel time was part of their working time, as it was necessary for the performance of their duties, and that the employer had breached the terms of their contracts by not paying them for it. [14]

3         Impact of Health and Safety Regulations

Health and safety regulations are the rules and standards that aim to prevent or reduce the risk of accidents, injuries, illnesses, or fatalities in the workplace or in the public domain. Health and safety regulations cover a broad spectrum of topics, such as risk assessment, fire safety, electrical safety, manual handling, personal protective equipment, hazardous substances, noise, vibration, asbestos, working at height, confined spaces, and construction design and management. Health and safety regulations are vital for creating and maintaining inclusive environments, as they ensure the health, safety, and welfare of all people involved in or affected by the work activities, and protect them from harm or damage.

RICS APC candidates should be aware of the impact and implications of health and safety regulations on their own work and on the work of others, and how to comply with them and enforce them effectively. They should also be able to identify and assess the potential hazards and risks in their work environment, and take appropriate measures to eliminate or minimise them. They should also be familiar with the relevant legislation and guidance, such as the Health and Safety at Work etc. Act 1974, the Management of Health and Safety at Work Regulations 1999, the Construction (Design and Management) Regulations 2015, the Approved Codes of Practice, and the HSE Guidance. [13],

A real-life example of the impact of health and safety regulations on a project is the construction of the Shard, the tallest building in Western Europe, which was completed in 2012. The project involved a complex and challenging design and engineering, and required a high level of health and safety management and coordination. The project achieved an exemplary health and safety record, with no major accidents or injuries, and a low accident frequency rate of 0.11 per 100,000 hours worked. The project was recognised by the HSE as a model of good practice, and received several awards and commendations for its health and safety performance. [19]

4         Corporate Policy

Corporate policy is the set of rules, principles, values, and goals that guide the actions and decisions of an organisation and its members. Corporate policy can include various aspects, such as vision, mission, strategy, objectives, culture, ethics, governance, compliance, quality, performance, innovation, diversity, and inclusion. Corporate policy is essential for creating and maintaining inclusive environments, as it defines the purpose and direction of the organisation, and sets the standards and expectations for its behaviour and performance. Corporate policy can also influence the reputation and image of the organisation, and its relationship with its stakeholders and society.

RICS APC candidates should be aware of the corporate policy of their own organisation, and how it affects their work and role. They should also be able to align their work and role with the corporate policy, and demonstrate their commitment and contribution to it. They should also be familiar with the RICS corporate policy, and how it relates to their professional obligations and duties. The RICS corporate policy includes the RICS vision, mission, values, strategy, regulations, rules of conduct, ethical standards, and professional guidance.

A real-life example of corporate policy in action is the RICS Inclusive Employer Quality Mark (IEQM), which is a voluntary scheme that recognises and rewards organisations that promote and support diversity and inclusion in the workplace. The IEQM is based on six principles: leadership and vision, staff development, staff retention, staff engagement, recruitment, and continuous improvement. The IEQM aims to encourage and enable organisations to create and maintain inclusive environments, and to share and learn from best practices. The IEQM also benefits the organisations by enhancing their reputation, attracting and retaining talent, improving performance, and increasing innovation. [1], [15]

Another real-life example of a corporate policy in action is the Diversity and Inclusion Policy of Arup, a global engineering and consulting firm, which states that the firm is committed to creating a diverse and inclusive culture that respects and values the differences and similarities of its people, and enables them to achieve their full potential. The policy outlines the firm's objectives and actions to foster diversity and inclusion in its recruitment, retention, development, and promotion of its staff, and in its engagement with its clients, partners, and communities. The policy also sets out the roles and responsibilities of the firm's leaders, managers, and employees in implementing and monitoring the policy, and the mechanisms for reporting and addressing any issues or concerns. [20]

5         Ethical Considerations as Opposed to Legal Requirements

Ethical considerations are the moral and ethical values and principles that guide the actions and decisions of individuals and organisations. Ethical considerations can include various aspects, such as honesty, integrity, fairness, respect, trust, responsibility, accountability, transparency, and professionalism. Ethical considerations are important for creating and maintaining inclusive environments, as they reflect the character and culture of the individuals and organisations, and influence their relationship with their clients, colleagues, contractors, and society. Ethical considerations can also go beyond the legal requirements, and set higher standards and expectations for the individuals and organisations.

RICS APC candidates should be aware of the ethical considerations that apply to their work and role, and how to uphold and demonstrate them in their practice. They should also be able to identify and deal with any ethical dilemmas or conflicts of interest that may arise in the course of their work, and seek appropriate advice and guidance when needed. They should also be familiar with the RICS ethical standards, and how they relate to their professional obligations and duties. The RICS ethical standards include the RICS five ethical principles: act with integrity, always provide a high standard of service, act in a way that promotes trust in the profession, treat others with respect, and take responsibility.[3], [4], [5], [16]

A real-life example of an ethical consideration as opposed to a legal requirement is the case of the Grenfell Tower fire, which occurred in 2017, and claimed the lives of 72 people. The fire was caused by the ignition of a faulty fridge-freezer, and was exacerbated by the flammable cladding and insulation materials that were used in the refurbishment of the tower. The inquiry into the fire revealed that the cladding and insulation materials did not comply with the building regulations, and that the contractors and consultants involved in the refurbishment were aware of the fire risks, but did not act on them. The inquiry also found that the contractors and consultants had breached their ethical duties to the residents and the public, by failing to act with integrity, competence, care, and diligence, and by putting their commercial interests above the safety and welfare of the people. [18]

6         Conclusion

In conclusion, creating and maintaining inclusive environments is a key aspect of the RICS APC candidates' work and role, and it requires them to be aware of and comply with various aspects, such as audibility systems, employment law, health and safety regulations, corporate policy, and ethical considerations. Inclusive environments are not only beneficial for the individuals and organisations involved, but also for the society and the profession as a whole. Inclusive environments foster a culture of respect, diversity, and excellence, and enhance the reputation, performance, and innovation of the construction industry.

7         References

1. RICS (2019) Inclusive Employer Quality Mark. Available at: https://www.rics.org/uk/surveying-profession/inclusive-employer-quality-mark/ (Accessed: 30 November 2020).

2. RICS (2019) RICS Valuation - Global Standards 2017 (the Red Book). Available at: https://www.rics.org/uk/upholding-professional-standards/sector-standards/valuation/red-book/ (Accessed: 30 November 2020).

3. RICS (2019) RICS Professional Statement: Ethical Standards for RICS Members. Available at: https://www.rics.org/uk/upholding-professional-standards/standards-of-conduct/ethics-professional-standards/ (Accessed: 30 November 2020).

4. RICS (2018) RICS Rules of Conduct. Available at: https://www.rics.org/uk/upholding-professional-standards/regulation/rules-of-conduct/ (Accessed: 30 November 2020).

5. RICS (2018) RICS Professional Statement: Conflicts of Interest. Available at: https://www.rics.org/uk/upholding-professional-standards/standards-of-conduct/conflicts-of-interest/ (Accessed: 30 November 2020).

6. RICS (2017) RICS Guidance Note: Induction Loops. Available at: https://www.rics.org/uk/upholding-professional-standards/sector-standards/building-surveying/induction-loops/ (Accessed: 30 November 2020).

7. Health and Safety Executive (HSE) (2020) Health and Safety Made Simple. Available at: https://www.hse.gov.uk/simple-health-safety/ (Accessed: 30 November 2020).

8. ACAS (2020) Advice and Guidance. Available at: https://www.acas.org.uk/advice (Accessed: 30 November 2020).

9. Equality and Human Rights Commission (EHRC) (2020) Equality Act 2010: Guidance. Available at: https://www.equalityhumanrights.com/en/equality-act/equality-act-2010-guidance (Accessed: 30 November 2020).

10. Legislation.gov.uk (2020) UK Legislation. Available at: https://www.legislation.gov.uk/ (Accessed: 30 November 2020).

11. BS 8300:2018 Design of an accessible and inclusive built environment. British Standards Institution, 2018.

12. Equality Act 2010. UK Parliament, 2010.

13. Health and Safety at Work etc. Act 1974. UK Parliament, 1974.

14. Mears Group PLC v Brock [2018] UKEAT 0274_17_2903. Employment Appeal Tribunal, 2018.

15. RICS Professional Statement on Inclusive Environments. Royal Institution of Chartered Surveyors, 2018.

16. RICS Ethical Decision Tree. Royal Institution of Chartered Surveyors, 2019.

17. The London 2012 Olympic Stadium Induction Loop System. Ampetronic, 2012.

18. The Grenfell Tower Inquiry. UK Government, 2017-2021.

19. The Shard Health and Safety Case Study. Available at: https://www.managementtoday.co.uk/crew-built-shard-used-magnetic-nets-stay-safe/reputation-matters/article/1443118

20. Arup - Diversity and Inclusion Policy. Available at: https://www.arup.com/-/media/arup/files/policies/equality-diversity-and-inclusion-policy-arup-2023.pdf