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There has been much discussion raised about "Why are women leaving Architecture? and more broadly, Why is the profession losing key talent?"  Both women and men practitioners are disillusioned by the myth of work/life balance: Women are grappling with "have it all" expectations of juggling family time with the demands of full-time work.  Men are struggling to support their families solely on an architect's salary and fall back on asking spouses to maintain their jobs. The lack of affordable childcare and high cost of living only magnifies the challenges.  How did we end up in this modern family dilemma? What can we do to improve the situation?

INSPIRE% TALKS - Relaunch: Be Tough, Brave and Go for It!

by Lucy Irwin, AIA

Equity by Design asked me to share my story of relaunching my architectural career at the 2016 EQxDM3 Symposium Friday Night INSPIRE% TALKS - given in a Pecha Kucha style format: 20 slides, 20 seconds each. The Symposium was designed to be an opportunity for architects of all ages and levels of experience to come together to learn from one another by sharing research, experiences, wisdom, dreams, insights and strategies. This is the story I shared.  Some of the resources I used in my journey are at the end of the post.

 

 

We are about to take a risky journey together. So climb into the boat with me. You can be in the bikini or the one piece, but hold on tight, because there are rapids ahead, big rocks to crash into, and it’s all going to pass by in a flash.

At 26, I was probably like many young architects, ambitious, hard working, directed.  I’d graduated from Dartmouth College and Yale School of Architecture, worked for several architects on the East Coast, Chicago and San Francisco.  I was on the fast track, and I was going to do it all.

I imagined myself as the next Frank Lloyd Wright, or Zaha Hadid, while also being a wife and a mother. If I worked hard, I could have a successful career and achieve my personal goals.  But life is risky, and in fact takes twists and turns we can’t imagine at 26. See those rocks and rapids ahead?  I took a big risk, got married, and moved to North Carolina.

I got a great job working for Phil Freelon, the architect of the San Francisco Museum of the African Diaspora. I got my internship years done, designing airports, banks, research facilities. At this point, I was right on track with my male peers, gaining experience, skills and confidence. I took the licensing exams, which at that time lasted several days, while I was 7 months pregnant.  I passed them all, moved to San Francisco with my husband and weeks later our first child was born.

After getting our new little family settled, and surviving the Loma Prieta Earthquake, I found a job working part time doing high-end residential work.  It didn’t feel quite like I was on the Frank Lloyd Wright fast track anymore, but I kept at it. I took the additional oral exam required to get my California license, this time pregnant with my second child. After maternity leave I returned to my part time job, until our third child was born. Juggling two careers and child care for three children was tough. It became clear the best solution for the time being was for me to take care of the home front.

I never stopped thinking like an architect, or seeing the world through the lens of a designer. I paid my licensing dues year after year, but I could not read the magazines or watch who was getting prizes.  It was too painful to be on the outside of something I loved passionately. Between recessions, and being fully occupied with children and community service, years went by.  While I did not practice architecture, I did continue to work on solving complex problems creatively and developed many skills that make me a more valuable architect now.

I did lots of risky things during that time, following my passion for building stronger communities for families and fighting for a more equitable society.

  • I coordinated the first reunion of the Black Student Union at St. Ignatius High School.  We produced a video telling the 40 year history of the club, which was an amazing education in the history of San Francisco.

  • I sat for 6 weeks on a jury for murder case.

  • Worked on political campaigns.

  • Taught sewing to middle school students.

  • Built volunteer organizations at public, private and parochial schools.

  • Sat on boards, learned how to balance  budgets and developed strategic plans.

  • Did workdays with Habitat for Humanity and Rebuilding Together.

But the risk I really want to tell you about is when I decided to return to the practice of architecture.  I decided to take a Revit class, to update my skills.  That first class was terrifying, and I came out of it bug-eyed. I stuck with it and soon realized my knowledge of how buildings go together gave me a leg up.  It was really scary telling people I wanted to return to architecture. Would it be possible?  How it would work out?  

I started doing informational interviews, and through that process I found Equity by Design.  I joined the AIA, a mentorship group, and the Organization of Women Architects.

At my first meeting of Equity by Design, I met Pamela Tang, another mother who had taken 20 years off to raise her four children.  That gave me so much courage and hope.  Rosa Sheng and Lilian Asperin supported, encouraged and challenged me to develop new skills.  I attended the AIA Convention in Atlanta in 2015, and participated in my first EQxD Hackathon Workshop.

I did over 20 informational interviews, asking architects what changes they had seen in the profession, what continuing education they had found most helpful, what resources they would recommend, what skills they look for when making new hires.  I was humbled by what these individuals had accomplished, and their generosity.

Through this process, I learned so much about the current practice of architecture, where I might fit in, and what skills I needed to strengthen.  The more practice I had talking to architects about the volunteer work I had done, and how it fit into my current ambition of returning to practice, the more comfortable and confident I felt.

In September of 2015, I attended the AIA Women’s Leadership Forum in Seattle.  To be in a room full of 300 women architects, and hear their stories of how they built their careers, and families, was deeply reassuring and inspiring.  I feared how other women would feel about me re-entering the profession, but the support and encouragement has been amazing.  My biggest challenge is getting out of my own way, knowing I have the skills, wisdom and ability to get back in the game.

Every one of these steps was terrifying, but each time I put myself out there, I built more confidence in my ability to relaunch my career.  So by the time I had a job interview, I was able to tell my story with confidence, ask pertinent questions about the position, and help the interviewer imagine how they might fit an unconventional applicant like me into their organization.

Because of taking the negotiating workshop with EQxD, I was able to negotiate a fair wage.  My first job was in a large very competitive firm, and I learned so much in four months, it was like boot camp. But it may have not been the best fit.  Equity by Design gives me the courage to dust myself off, get back on the horse, and fight for my spot in this tough profession.

I’d love to tell you I’m well on my way to being the next Zaha Hadid now, but that would not be true.  I am just another step along my path, still figuring things out, taking on new risks and challenges. I am so thankful to have Equity by Design on my side, fighting for the profession I love, running programs that help me develop skills to be a better architect.

I encourage each of you to join Equity by Design, and the movement to make architecture a more relevant, equitable profession.

If you are returning to architecture after a break to care for family, I’d love to hear about your relaunch in the comments below or on twitter.  I’m @Lucile_Irwin. Take some risks.  Be tough, brave, and go for it!

Books:

#EQxDisruptBias : EQxD "U" Workshop #1 Disrupting Implicit Bias on 2/8

Disrupting Implicit Bias: Workshop Summary (#EQxDisruptBias)

About the Workshop:

Everyone has implicit bias. We develop our biases through our environment, the people we engage with, and the culture we grow up in. These interactions shape the expectations we have for ourselves, colleagues, and even potential clients. Thus, bias can have a major impact on the design process and desired outcomes in our profession. Additionally, reflecting on our own “Bias Blind Spot” is critical to building empathy and foster a culture of open communication. We will explore implicit bias in design and practice through research and storytelling. We will examine our “Bias Blind Spots” in small groups, and share resources to increase our awareness of bias in our workplace and foster strategies for tangible change.

Workshop Format:

Rosa Sheng, AIA will provide a brief intro on Implicit Bias to frame the discussion. 2017 EQxD Co-Chair Julia Mandell, AIA will be the moderator of the panel with a fresh roster of panelists to provide diverse insights on how to Disrupt Implicit Bias in their work. Afterwards, workshop attendees will break out into small groups for an exercise to rethink how we approach bias in our daily interactions at work, home, in our communities and beyond.

 

Meet the Panelists for #EQxDisruptBias

Helen Bronston - Associate and Architecture Discipline Lead at SmithGroupJJR

Helen_Bronston_P8472_HI_RES - crop for AIA EQxD.JPG

Helen serves as Director of Architecture for the San Francisco office of SmithGroupJJR, where she is an associate.  Raised in Wisconsin, she holds a BA in Anthropology from Yale, and an MArch from Harvard, where she was awarded the AIA Adams Medal. Over her 26-year career she has worked exclusively for non-profit educational, healthcare, and governmental organizations, for that is where she has felt she can do the most good for the greatest number of people. She is currently serving on the board of directors for Joan’s House, a newly-forming shelter for transgender women who have been incarcerated. Her experience transitioning gender as an architect was profiled in the San Francisco Business Times on 12 June 2015. Unable to leave school behind, Helen is also very slowly writing a PhD dissertation in History of Architecture at UC Berkeley.

 

Sandra Vivanco - Principal, A+D, Architecture+Design

Sandra is founding principal of A+D, Architecture+Design, a San Francisco firm characterized by design excellence as well as innovative community-based processes. Published widely, Vivanco is sought as a Latino cultural expert with profound knowledge of modern art and architecture in Latin America. A Professor of Architecture and Diversity Studies at CCA, she is a Mission resident, an avid dancer, a mother of two public school graduates and is fluent in Spanish, Portuguese and Italian.

 

Michael D. Thomas, Esq. - Associate, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

Michael is an Associate with the global law firm Ogletree Deakins in their San Francisco office.  He represents employers in all aspects of employment law.  He also works with employers on diversity and pay equity issues.  Michael has studied mindfulness, meditation and yoga with a focus on healing and self-regulation.  Recent publications include “Preventing Workplace Violence by Examining Trauma and the NFL” which incorporates mindfulness, meditation and body awareness in preventing workplace violence, and “How Employers Can Root Out the Influence of Unconscious Bias in Compensation Decisions.”  Recent speaking engagements include: Inclusion 2.0, “Intergenerational Trauma, Diversity and Inclusion;” Tech Inclusion Conference, “Awakening to Inclusion;” Association of Corporate Counsel event at Google, “Best Practices for Promoting Fair Pay;” Kaiser, Continuing Legal Education, “Implicit Bias” panel and lecturer, Berkley School of Law, “Mindfulness to Disrupt Suffering and Bias.”  He has a B.A. from Bucknell University and a J.D. from Boston College.

 

Ming Thompson, AIA - Principal, Atelier Cho Thompson

Ming is a principal of Atelier Cho Thompson, a San Francisco-based design and concept firm, engaged in the art of architecture, interiors, graphics, brand strategy, furniture, installations, and exhibition design. Ming and her partner Christina Yoo formed their firm with an aim to transcend the conventional boundaries between these disciplines, resulting in a richness borne of the cross-pollination of ideas and strategies from across this spectrum of design. Ming studied architecture at Yale University and the Harvard Graduate School of Design and has worked for large and small firms around the globe.  As a practicing architect, Ming is focused on bettering human experience through design; she insists that good design must occur at all scales, from the building to the furniture to the logo, and everything in between.  Outside of architecture, Ming serves on the Board of Trustees of the Yale-China Association and the Alumnae Council of The Madeira School, and teaches at the California College of the Arts.

 

Panel Moderator

Julia V. Mandell, AIA - Architect at Wilson Associates

Julia is an experienced architect and planner with broad project experience in architecture, urban design, and landscape design. Currently designer and project manager at Wilson Associates, a design/build/development firm in Oakland, Julia’s recent work focuses on innovative commercial and residential projects that serve as urban catalysts. Julia is also very involved with AIASF’s Equity by Design, serving as the group’s 2017 Co-Chair. Previously, Julia worked for four years with SWA Group on large-scale urban design and landscape work in China and Houston, Texas. She received her Master of Architecture from Rice University and her Bachelor of Arts in Architecture from Columbia University.

 

Implicit Bias 101 Presentation

Rosa T. Sheng, AIA - Senior Associate, Bohlin Cywinski Jackson, AIASF 2018 President-Elect

Rosa is an architect with over 23 years experience, that has led a variety of award-winning and internationally acclaimed projects, from the aesthetically minimal, highly technical development of the glass structures for Apple’s original high-profile retail stores, to the innovative and sustainable LEED NC Gold–certified Lorry I. Lokey Graduate School of Business at Mills College in Oakland, California. As founding chair of Equity by Design and President-Elect 2018 of AIA San Francisco, Rosa has led Equity in Architecture Surveys in both 2014 and 2016, authored AIA National Resolution 15-1 in 2015, and served on the Equity in Architecture Commission in 2016. She has presented nationally and abroad including Boston, New York, Lisbon, Atlanta, Philadelphia, and Seattle. Equity by Design has been featured in Architect Magazine, Architectural Record, The Wall Street Journal, The New York Times, TEDxPhiladelphia and KQED/NPR.

"Equity by Design: Metrics, Meaning & Matrices" Video Debut

We are excited to share the Equity by Design: Metrics, Meaning & Matrices video from AIASF's 4th Symposium and messaging about the mission and exciting movement for taking action. Please share this video with your colleagues, friends, firm leaders, etc. 

The video is created by Corey Leavitt, our talented filmmaker. 

Special Thanks to AIASF, Equity by Design symposium Thought Leaders and Volunteers and our generous EQXDM3 sponsors that made this video possible.

EQxD "U" - Quarterly Topics for Equitable Practice

by Julia V. Mandell, AIA - AIASF Equity by Design Co-Chair

Throughout 2017 Equity by Design will explore four quarterly topics from the Equity in Architecture Survey through in-depth workshops, blog posts, twitter chats and other activities. These interrelated pursuits will allow us to develop a deeper understanding and gain the knowledge we need to take action for each area of focus.  

  • Winter: Disrupting Bias - January thru March
  • Spring: Articulating Values - April thru June
  • Summer: Charting Your Path - July thru September
  • Fall: Designing Culture - October thru December  

 

Winter: Disrupting Bias

Graphic by Rosa Sheng, AIA

Graphic by Rosa Sheng, AIA

Disrupting Bias is our lead topic for 2017. We’ll kick off with the 1st EqxD “U” Workshop of the year at AIASF on February 8th 6-8pm, Disrupting Implicit Bias. Everyone has implicit bias. We develop our biases through our environment, the people we engage with, and the culture we grow up in. These interactions shape the expectations we have for ourselves, colleagues, and even potential clients. Thus, bias can have a major impact on the design process and desired outcomes in our profession. Additionally, reflecting on our own “Bias Blind Spot” is critical to building empathy and foster a culture of open communication. We’ll learn about the unconscious biases we all carry and techniques we can use to disrupt our own assumptions about others. A diverse panel of advocates will reflect on their own experiences on both sides of bias and discuss strategies for change.

In the next few months on the blog we’ll explore survey findings in Pay Equity, the Glass Ceiling and feature Inspire% stories related to how people have overcome the challenges of bias. A twitter #EQXDChat will allow participants to reflect on bias through multiple points of view.

 

Spring: Articulating Values

In the spring we’ll investigate how Articulating Values in our profession and communities. We will put those values into action in every day practice and strategic ways. In April, at the 2nd EQxD “U” Workshop, “Becoming a Change Agent”, we’ll learn how to put our values into action and shift the status quo. A panel of change agents will share tools and techniques that go from identifying a problem to making a lasting impact. Then we’ll put our new skills into practice in a hands-on workshop activity,  

Concurrently, we’ll gain an understanding on the blog of survey data relevant to our theme in areas like Education, Licensure, and explorations Beyond Architecture. We’ll also read about strategies for equitable practice that allow firms to articulate their values and turn those values into action.

 

Summer: Charting Your Path

Mapping Exercise #EQXDM3 WorkLife Break Out

Mapping Exercise #EQXDM3 WorkLife Break Out

During the summer our attention will turn to Charting Your Path and some serious thinking about how we as individuals organize our lives to succeed both personally and within the profession. The 3rd EQxD “U” Workshop "Graphing the Work-Life Equation", will explore the many possible ways to conceptualize the relationship between our work and personal lives.  Panelists will share how they set goals for navigating work/life flexibility or integration and the strategies they’ve adopted. They will also guide participants in reflecting on their own approach, how it is working for them and re-evaluate areas needing improvement.

Our survey investigations will explore relevant EQiA 2016 Survey findings in Paying Dues, Work-Life, and Working Caregivers. A twitter #EQXDChat will give us a chance to discuss work-life strategies with our friends and allies nationally and internationally.

 

Fall: Designing Culture

Culture with Intent Symposium Break Out Matrices Board

Culture with Intent Symposium Break Out Matrices Board

As the days get shorter again we’ll shift our focus to Designing Culture and spend some time thinking about how we can create culture that fosters creativity, design thinking and inclusivity. Our 4th and last EQxD “U” Workshop "Culture With Intent", will offer a chance to examine the firm culture where we work and how we can participate in shaping it. Along with a panel of experts, we’ll evaluate office culture in relation to our personal values, address any incongruities, and develop strategies to affect positive outcomes.

EQIA 2016 Survey findings in areas like Finding the Right Fit and Professional Development will help us gain a greater understanding of how culture affects career success. We’ll also get a chance to put our Design Culture ideas into action every day through the execution of related #EQxDActions.

If you are interested in participating or contributing to Equity by Design? Please check the EQxDesign.com blog and calendar or sign up to volunteer.

SAVE THE DATE! #EQXDHack17 @ A'17 in Orlando

EQxDHackathon: Architecture And the Era of Connections 4/26/17 @ A'17 (aka. AIA National Convention) in Orlando, FL  1-5pm

If you are attending A'17 in Orlando 4/26-4/29, please be sure to join us for the 3rd installment of the much talked about and game-changing workshop at the Conference on Architecture (Formerly known as - AIA National Convention). 

When you register, please pick WE304 as a pre-convention workshop and note that our program is held on WEDNESDAY 4/26/17 from 1-5pm which is the day before the A'17 starts.

EQxDHack17 Scholarships will be available this year for Students, Emerging Professionals, and Newly Licensed Architects! Stay Tuned for How to Register!

10 New Year's Revolutions - A look ahead for EQxD in 2017

Happy New Year Equity Champions!

You were probably getting worried that we went M.I.A and ready to send out search parties for us. Rest assured that we have been here all along - in a short hibernation post-symposium, recuperating, ruminating and strategically planning for the coming year.

And in 2017, rather than making wishful resolutions, let's all engage in real "actions" that foster pervasive, positive, and impactful change in our lives, in our professions, in our society, and in our local communities. Please join us by participating in our New Year Revolutions in 2017! ACT UP!

Revolution #1 - Adopt a Mindset for Equity and Advocate for Equitable Practice

Craig Froehle - Equality vs Equity Meme

Craig Froehle - Equality vs Equity Meme

There is a critical difference between Equity and Equality. Equality is about “sameness” and believing that everyone gets the same “piece of the pie”, regardless of the outcome. Equity is about recognizing differences and individual challenges, while providing just opportunities for all people to have access to success. In short, we all benefit from equitable practice when we recognize that all people have different challenges and needs.

 

Revolution #2 - Share and Discuss the Equity in Architecture Survey 2016 Early Findings

The Early Findings presentation will be available as a recording of the research team Annelise Pitts and Kendall Nicholson this winter. The results, organized into two frameworks—career dynamics, or the challenges and perceptions of working in the profession; and career pinch points, the milestones that make or break one’s advancement. Moreover, the survey identifies the specific predictors of one’s success in architecture.

Revolution #3 - Attend the EQxD "U" Workshops at AIASF (Quarterly)

Save the Date! The 1st of 4 Quarterly Workshops in 2017 will be Wednesday, February 8th on Disrupting Implicit Bias. Throughout 2017, EQxD will be deep diving into the topics of the Equity in Architecture Survey with Workshops, Blogs, #EQxDChats on Twitter, and other ways to take action and move the needle.

  • Winter - Disrupt Bias
  • Spring - Articulate Values
  • Summer - Chart your Path
  • Fall - Design Culture

Revolution #4 - Attend EQxD Hackathon at AIA's Conference on Architecture in Orlando

"One of the most unique and talked-about pre-convention workshops is back! Join us for a new EQxD Hackathon in its 3rd year of innovation and disruption and explore the intersection of design and tech.

The day will begin with a diverse panel of industry leaders and entrepreneurs discussing future architectural opportunities in the new digital economy. Once you're inspired, the "mini-hackathon" format will let you develop a real plan of action for creating a positive impact on the profession. You’ll leverage your design thinking skills to rapidly prototype radical, actionable initiatives and explore future business models for the architecture profession."

 

Revolution #5 - Contribute a Blog Post to EQxDesign.com

In 2017 Action starts with using your voice and EQxDesign.com is the perfect forum for sharing your story of challenges, triumphs, advocacy for equitable practice, etc. We have an amazing list of past contributors and this year we will be trying to get more voices represented in our INSPIRE% blog series.

 

 

Revolution #6 - Become an Equity Mentor & Champion

One of the key factors for success and talent retention in architectural practice is having strong professional mentors and champions. Build a culture of organic mentorship that support people’s passions and unique skill sets. Allow that to feed back into the firm culture. Build relationships with “champions;” Find a Champion, but also be a Champion. Find people that purposefully and conscientiously look out for you (and you for others), to advocate for development and advancement opportunities.

 

Revolution #7 - Walking the Talk - Advocate for Social Justice in your Design Work.

DAY OF ACTION ACROSS AMERICA

Join the Design Justice Platform for the pivotal Design as Protest as a Nationwide action, on Friday January 20th 2017, connecting activist, community organizers, architects, planners, designers, and artists, with the direct intention of utilizing our skill set to stand up to injustice, discrimination, and hate. Ultimately, we will use design as a means to speak out in support of the disinherited and marginalized communities at risk during the next administration. 

 

Revolution #8 - Break Down Silos - Get Connected and Expand your Equity Network

Architects may have mixed feelings about engaging in Social Media. There are trolls and bad things that could happen. But the reward is greater than the risk. In all seriousness, there is an amazing world of connections to be made to forward the movement for equitable practice. You can also strengthen your professional development, building relationships and connections to people who will likely become your future champions. Suggested: Twitter, Linked In, Facebook. 

 

Revolution #9 - Build Recognition of Equity, Diversity and Inclusion Champions

Despina Stratigakos launched a movement in June 2013 in Places Journal with an article titled "Unforgetting Women Architects" . Despina's modern day strategy to undo the effect of women architects being left out of the history books suggested that Wikipedia was the new medium of measuring existence and recognition. Since then, Architexx, Parlour, and N-ails have answered her charge to document notable and inspirational women architects. Write a Wikipedia entry to contribute to the restoration and ongoing legacy. Write about women contemporaries in architecture that you admire. Use the WiKiD guide developed by Justine Clark's Team at Parlour. Collaborate with other groups like SheHeroes.Org to expand the storytelling beyond our profession. Let's expand this recognition to practitioners who are immigrants, people of color and LGBTQ practitioners, etc. the list goes on.

 

Revolution #10 - Advocate for Pay Equity and Promotions

Less than 40% of EQiA survey respondents had negotiated for a higher salary if they had an unsatisfactory offer. This turned into a popular series of workshops to learn better negotiation skills. I shared an article in AIA YAF Connection in April 2015 that highlights the key components to becoming a better negotiator.  

The other aspect is to ask employers to help root out influences of implicit bias in the hiring, promotion and compensation decision making with real applicable suggestions from Michael D. Thomas, Esq. of Ogletree Deakins

 

 

#EQxDM3 Symposium - Full Storify Recap

2 weeks after the AIASF Equity by Design's 4th Sold Out Symposium - Metrics, Meaning & Matrices, we have compiled, curated and edited a Storify capture of live tweets and photos from the day as part of our ongoing commitment to all of you for actionable resources towards Equitable practice in architecture. The infographics that summarize the key findings are provided here for your reference.

 

Here are some other posts and articles about the what occurred at the EQxDM3 Symposium. Video to follow shortly!

Equity by Design Releases Early Findings From Its 2016 Equity in Architecture Survey by Wanda Lau

San Francisco’s Equity by Design Symposium Uses Data to Engender Change by Lydia Lee

EQxD's 4th Symposium A Success! by Angie Sommers, PE.

 

 

 

Equity by Design: Metrics, Meaning & Matrices. A conversation with the EQxD Core Team

Interview by Molly Thomas and Sam Moeller

The 4th annual AIA San Francisco Equity by Design (EQxD) Symposium takes place this weekend, on October 29 at the San Francisco Art Institute. Formally known as The Missing 32% Project, EQxD is focused on achieving equitable practice in architecture in order to retain talent, advance the profession, and engage the public in understanding architecture’s true value and impact. At this year’s event, the findings of the 2016 Equity in Architecture Survey will be presented, further exploring the conference theme, “Metrics, Meaning & Matrices” through a series of interactions including break-out sessions, panel discussions and an outdoor installation.

We sat down with EQxD Founding Chair Rosa Sheng, Co-Chair Lilian Asperin, Research Chair Annelise Pitts, Symposium Chair Julia Mandell, and Industry Outreach Liaison Saskia Dennis-van Dijl, to talk about this year’s theme and how the movement has evolved to encompass the broader topic of equity in the workplace.

How did you get involved with EQxD and what does the movement mean to you?

ROSA: In June 2013, after speaking at the 2nd Missing 32 Percent Symposium, I founded the committee with my fellow panelists (including our lovely Saskia!) as a way to raise awareness of the gender disparity in the industry. It’s exciting to see what started off as a conversation shift into a movement with actual results. 

JULIA: I'm the newest member of the core team, and I’ve been involved with EQxD for two years. I heard about the committee after the 2014 survey was published, and I knew I wanted to be part of the movement.

LILIAN: January of 2014, my father’s passing was the first time in my career that my professional and personal trajectories massively collided. My involvement with Equity by Design was meaningful during this period of personal grieving and upheaval because I was experiencing a particularly difficult pinch point. Crafting the Mission statement energized me. We shared an interest in being of service to our talent, with a capital “T”.  It resonated with me that so many of us agreed that people’s wellness is directly related to a thriving profession in Architecture.

SASKIA:  I asked Rosa (as a favor!) to be on a panel for the Missing 32% conference to talk about Communication and Negotiation.  I knew Rosa through my work with BCJ — I don’t think either of us necessarily had the issue of women in architecture on our radar.  That conference really galvanized me, and I quickly got involved in the Equity by Design research project and the resulting conference in 2014.

Explain the name The Missing 32% and how it transformed into the movement that is known as Equity by Design.

ROSA: The Missing 32% resulted from an incubator event conceived and produced in 2011 by the AIA SF Communications Committee. It is a jarring reminder that nearly one-third of women with professional degrees in architecture do not become licensed architects, AIA members, or senior leaders in the profession. Over the years, the phrase has evolved to encompass a broader conversation of equitable practice for everyone, which is reflected in the current name, Equity by Design.

SASKIA:  The term Equity by Design is very intentional.  Equity is about everyone and not only women. And we are design thinkers and design professionals.  Our goal is to gain knowledge and share best practices...to achieve Equity by and through Design!

What is the significance of this year’s symposium theme “Equity by Design: Metrics, Meaning, and Matrices?”

ROSA: The theme builds upon the last five years of advocacy and sets an exciting path for our committee’s next “chapter”. Equity is for everyone. We are approaching the mission's design holistically and we're not just looking at a small scale. We're looking at a scale beyond our industry — equity for architects, design collaborators, clients, and our communities. We are being intentional about creating a entirely new lexicon to foster actionable change. 

ANNELISE: We must leverage metrics to track progress on how the gender dynamics are shifting. If we want the ratios within our profession to change, we need benchmarks for comparison and time to review, discuss, and adjust our course of action based on the findings.

LILIAN: In terms of meaning, we seek meaning at different intervals in our careers and in the connections we make. Oftentimes, we end up feeling like we have to make a choice between personal and professional growth, but by focusing on “the bigger meaning,” we are inspiring changes that will provide work-life synergies. Many of us are drawn to architecture because we are filled with excitement about how we can change the world — we are drawn to meaningful careers, and when we see the impact and influence possible through our work, we raise awareness of architecture’s true value within our society while simultaneously realizing personal and job satisfaction.

JULIA: The last component, matrices, well, we can adopt matrices to inspire advocacy and action. By nature, we are makers, problem solvers, and creators. Matrices enable us to become originators of new approaches and frameworks so that we can create more equitable environments within architectural practice and the places we design.

The 2014 Equity in Architecture Survey put hard numbers to what many of us have experienced in architecture. How have the metrics helped you affect change? Why is this survey unique and what do you hope to accomplish with the 2016 survey?

ROSA: In 2014, we asked many questions geared toward working parents but when we reviewed the data, we recognized the need to expand the questions to encompass caregiving and other career pinch points. So for the 2016 survey we asked more questions about non-parent caregivers and people with a broader spectrum of families. This evolution in the survey questions and data is helping us affect tangible action because we are attempting to reach people individually. We are taking the time to understand what matters on a personal level versus using a blanket approach.

LILIAN: We’re trying to use the survey to spur constructive conversations about what’s happening. The data makes equity issues irrefutable. We can now say, “Here’s a pattern. What are we going to do about it?”

ANNELISE: The Equity in Architecture Survey is so useful because we ask questions in a very objective way. We do not lead questions with a biased statement, such as “do you feel this?” We ask specific questions. For example, we asked: “Are you an architect?” “Did you graduate from architecture school?” “Do you have friends in your current firm?” “We then cross-tabulated these objective responses with questions about their work load.

SASKIA: The 2014 survey and the widespread publicity that resulted caused many firms large and small around the country to take a deeper look at their own cultures, policies and behaviors.  It provided both leaders of practice and staff with a language and a series of benchmarks by which to better understand their own challenges.  Whether it is in revamping their performance review process or better integrating not only flexible policies but flexible culture, architectural firms are slowly but surely making significant changes!  I am particularly interested in how this impacts people in practice and have focused on that rather than broader policy questions.

What has been a consistent topic over the years? What’s emergent?

ROSA: The topic of success and how it is defined is on the forefront. We’re learning that success is not merely scaling your business and making the most money. Although there is value in growing the firm practice financially, we are finding that that more people value success in their careers through meaningful work, working with talented and collaborative teams, and control of work-life integration — a swinging pendulum between professional and personal growth.

ANNELISE: Work-life integration is an emerging key phrase in many industries and we are looking at the ways in which the architecture industry is acknowledging this need and making it a reality. Professional growth — getting promoted, working on various projects, leading groups, and thriving in the work environment help achieve equity. But nurturing personal growth — supporting family needs, individual goals and giving meaning to work are just as important. with monetary recognition and increased responsibility. They go hand in hand.

LILIAN: Adding to the topic of success — it is about being able to curate the life you want. For example, we crossed paths with a woman who was an artist, and while she doesn’t have children, she values work-life integration. She wanted a four-day work week with Fridays off to devote to work different from her day to day, which was for her, a wellspring of inspiration. She discussed her needs and made them clear to her employer and team. After a while, because her colleagues saw her coming back to work refreshed and energized, they behaved in ways that were protective and encouraging of her schedule. By communicating what was important to her, this talented designer was able to structure her week in a way that was more focused on being present and joyful.

SASKIA:  Flexibility is a consistent topic. There is no doubt that men and women are looking to develop work and life integration that isn’t just about being able to juggle or “time manage” more effectively. Whether you’re a parent or have a strong passion outside of architecture, you want to be able to do it all, and I think there are some amazing examples of people and firms figuring out how to make that happen! And as an evolution of the thinking about flexibility and integration, we are all increasingly cognizant that this is not solely an issue around caretaking. It is instead about people having multifaceted passions and interests that have value to themselves and their employers.

I have seen an increasing awareness and focus on the importance of thinking through the promotion process in a much more rigorous way. I’d like to think the Equity by Design 2014 research had a hand in helping to raise awareness of developing a transparent and consistent promotion process reliant less on relationships and more on assessment of actual performance and achievements.  

I also know that many larger firms are grappling with issues of mentorship and sponsorship. Many have had programs in place that haven’t always been effective for a diverse audience in the long term. And so how can we not only encourage mentorship, but create systems of sponsorship for women, for people of color, and allow everyone to benefit from those relationships?

How do you foster equity within leadership + within the EQxD symposium itself?

ANNELISE: At the symposium, we will present the early findings of the 2016 survey through a series of panel discussions throughout the day. In between these sessions, we’ve designed a series of diverse and interactive breakout workshops with a framework that encourages participants to engage in a dialogue of what is meaningful in their career experiences.  

JULIA: We can foster equity within leadership by encouraging others in our industry to communicate their needs, take initiative and action, and learn to negotiate. We can encourage people to fight their fears and speak up. We can also begin to think of everyone as a thought leader — from the person who has 5, 10, 15 or 25+ years of experience.

ROSA: Architects can be averse to negotiation, both within their direct work environment and when pitching a new business project. Our survey results still show that a low amount of professionals engage in negotiation. We’re trying to foster equity by providing essential skills for all professionals to overcome these obstacles —one-day negotiation sessions, for instance, to empower people and give them the right tools to know WHEN to negotiate and HOW to do it confidently and succinctly.

LILIAN: We can encourage our Talented colleagues to adopt a “just do it” attitude. If something is not happening that needs to be happening, and a person steps up and takes on that role, that person is contributing in ways that foster equity and meritocracy. Ultimately, this is the way leadership works, at any level of experience. It’s leading from any and every chair. You start taking action and say: This is what I think will make a difference. This is the future I want to be part of.

 

JOIN US ON TWITTER @AIASF AND @EQUITYxDESIGN via HASHTAG #EQXDM3 on 10/29 AS WE LIVE TWEET THE SESSIONS!

 

AIASF Equity by Design Symposium Sponsors

Special thanks to our amazing sponsors for their dedication and support. We look forward to seeing you there!

#EQxDM3 Behind the Scenes: Transcending the Glass Ceiling

With less than a week to AIASF's 4th Symposium — Equity by Design: Metrics, Meaning & Matrices, EQxD Blog will be featuring "behind the scenes" interviews with the facilitators of the Symposium Break Out Sessions for Career Dynamics and Pinch Points. Julia Donoho, AIA, Esq. shares her insights on working with the Thought Leaders to shape this Pinch Points session.

Transcending the Glass Ceiling - Redefining What It Takes to Succeed

#EQxDTranscend

The glass ceiling has long been cited as the ultimate problem we face in leadership advancement. However, this idea of a single invisible barrier at the cusp of upper leadership is no longer accurate or useful. There are a spectrum of obstacles throughout a professional’s career and we must work continually to overcome them. This session will look at this spectrum and explore strategies for moving our careers forward. Session leaders will share their experiences and the tactics they have employed to achieve career advancement. Participants will share their own approaches and ideas and together the group will produce a playbook of strategies that everyone can apply to their careers.

Thought Leaders and Facilitator:

Why were you interested in being a facilitator?

To move the profession more swiftly towards a culture that is diverse and inclusive.  

Julia Donoho, AIA, Esq.

Julia Donoho, AIA, Esq.

How have the Equity pinch points and/or dynamics informed your session?

Our pinch point is the “glass ceiling,” but we felt that was a concept that is no longer useful.  People encounter glass ceilings at every level of their career.  Each time you get through one, then there is a different landscape and another glass ceiling.  So we felt that “glass ceiling” was a concept that we need to move beyond.  The situation is more like a progression of landscapes with different rules.  The important thing is to keep moving through them, and the more quickly you understand the landscape or obstacle, the quicker you can move through to the next landscape.

Are there any a-ha’s that emerged from the process of working with your team?

A-HA, we came up with the idea of creating a Playbook of how to get past certain barriers and obstacles on one’s career path.  The journey is important, but strategy can make a big difference.  The sooner you can understand your landscape, the sooner you can identify pathways through.  We can use others’ experiences to learn strategies for getting past particular barriers, to go to the next level.  Community service, additional credentials, specialization, awards, and service-leadership positions are all strategies that we have utilized to rise above a crowd.  We hope that we can send participants home with a Playbook that they can share with others, and that we can develop and enhance.  

Check out all the #EQxDM3 Break-Out Sessions Here

AIASF Equity by Design Symposium Sponsors

Special thanks to our amazing sponsors for their dedication and support. We look forward to seeing you there!

#EQxDM3 Behind the Scenes: Hackathon - Mentorship Re-designed

With less than a week to AIASF's 4th Symposium — Equity by Design: Metrics, Meaning & Matrices, EQxD Blog will be featuring "behind the scenes" interviews with the facilitators of the Symposium Break Out Sessions for Career Dynamics and Pinch Points. Prairna Gupta-Garg, AIA shares her insights on working with the Thought Leaders to shape this Career Dynamics session.

Hackathon - Mentorship Re-designed

#EQxDMentorship

Mentoring is important for professional growth at any career stage, from learning the ropes to navigating choices later on. Unfortunately, mentorship can reinforce inequity as mentors and mentees are often drawn to people of similar ethnicity, race, and gender. Mentorship can also be too limited in scope, restricted to advice when the mentor can be most powerful as champion or sponsor, advocating for the mentee when promotion or hiring decisions are made. In this session we will ‘redesign mentorship’ through hands-on exercises and small group discussions. Together we will create a tool to provide effective professional development for everyone.

Thought Leaders and Facilitator:

Prairna Gupta-Garg, AIA — Facilitator

Prairna Gupta-Garg, AIA — Facilitator

Why were you interested in being a facilitator?

I am passionate about the mission of the organization and feel that many of us talk about the issues facing our professions but very few actually take the necessary action. Being an action-oriented person, I saw the role of the facilitator not only as a thought leader, but that of an action leader — transforming intangible thoughts to tangible action items that can be adopted by the community as a solution to the problem.

How have the Equity pinch points and/or dynamics informed your session? 

Our group discussed the pinch point of ‘paying your dues’ and its relationship to a ‘re-designed mentorship’. How do you train people but also give them a realistic sense of where they are now (important to mentors), and where they are going (important to mentees) in developing a successful tool providing professional development for everyone irrespective of their gender, race and/or experience. 

Are there any a-ha’s that emerged from the process of working with your team?

The biggest ‘a-ha’ that emerged from working with my team was the concept of ‘sponsorship’ i.e. having someone within your company who champions you and your growth when promotion decisions are being made; and how it is different than traditional mentorship.

 

Check out all the #EQxDM3 Break-Out Sessions Here

AIASF Equity by Design Symposium Sponsors

Special thanks to our amazing sponsors for their dedication and support. We look forward to seeing you there!