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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?

EQxD U Workshop 4: Architecture AND... Meet the Panelists!

by Julia Mandell

We are excited to bring you the 4th and final EQxD “U” Workshop of 2015:
Architecture AND...Exploring Meaning & Influence by way of Multidisciplinary Practice
October 22, 2015 @AIASF 130 Sutter St, San Francisco 6pm - 8:30pm, register here

With Architecture AND… we will explore alternate models of practice that expand the avenues of influence for architects. More than 50% of all respondents to the 2014 Equity in Architecture Survey stated that they were dissatisfied with their current job situation. A large number responded that they were interested in alternative career paths. Rather than leave architecture behind completely - and have the profession lose ever more talent to other fields - how we can cultivate expansive multidisciplinary practices that are innovative, exploratory, and meaningful? 

The workshop will feature four professionals who have taken their work beyond the traditional boundaries of the field. After a review of key survey findings on the topic we will hear from the panelists about their paths, entrepreneurial thinking, and lessons learned in a question and answer session. This will be followed by design thinking exercises to guide us in thinking freely and widely about our career futures and the new kinds of practices we can create. Gain the courage and knowledge to turn your interests and ideas into a new work reality at our workshop!

10/22/15 Architecture AND… Workshop Agenda
Networking & Refreshments 6pm - 6:15pm
Introductions/Welcome 6:15 - 6:25pm
Panel Discussion 6:25 - 7:15pm
Break/Transition 7:15 - 7:20pm
Design Thinking Exercises 7:20 - 8:10pm
Conclusions 8:10 - 8:30pm

MEET THE PANELISTS!

EBMIN

EB Min
Partner, Min | Day

EB is the San Francisco-based principal of Min | Day.  A graduate of Brown University, EB received her March from U.C. Berkeley.  E.B.’s early experience in the landscape architecture design-build office of Topher Delaney and Andrea Cochran instilled an interest in the integration of landscape and building. She has taught at U.C. Berkeley and currently teaches at California College of the Arts. E.B. has served on the boards of both the AIASF and the AIACC. During her tenure on the AIASF board, EB helped in the formation of the Missing 32% Project. Recently she has been involved in expanding her practice into furniture design with the formation of MOD furniture, a design off-shoot of Min | Day.  

Robert Yuen
Founder and CEO, Section Cut, RYRD

Robert Yuen is the co-founder and CEO of Section Cut and founder of RYRD (Robert Yuen Research + Design). Trained as an architect, Robert’s design practice has developed over 6 years into a dual focus on architectural services and web-based entrepreneurship. Robert earned his March from the University of Michigan, as well as an MS in Architecture specialized in the use of digital technologies with industrial multi-axis robotics. Robert is currently focused on Section Cut, a web-based community committed to empowering designers and demystifying design culture to the larger public. SC is a crowd-sourced, curated collection of design resources and objects with an educational agenda.

Peter Wilson
Partner, Wilson Associates, Markethall Foods

Peter Wilson is a founding principal of Wilson Associates, a development/design/build practice practice in Oakland. Peter received his MArch from U.C. Berkeley and established a solo design practice in New York, NY, where he was named one of the Architectural League’s first Emerging Voices and taught at Pratt Institute before establishing Wilson Associates in the Bay Area with partners Tony and Sara Wilson. Peter is an architect, a developer, and a small business owner who, along with his siblings, has developed a panoply of small businesses to create a sustainable urban design vision in North Oakland.

Laura Crescimano
Partner, SITELAB Urban Studio

Laura Crescimano is Principal and cofounder of SITELAB urban studio, a San Francisco-based strategic design firm focused on using research & visualization to create great places through big plans and small interventions. SITELAB’s work operates at the intersection of analysis and inspiration. Laura’s projects range from the Kendall Square Public Realm Plan for Cambridge, MA to Pier 70, a 28-acre acre mixed-use development on San Francisco’s waterfront. She has written and lectured on temporary urbanism, design entrepreneurism and public space. She currently teaches on Design and Activism at UC Berkeley. Laura earned her Masters of Architecture from Harvard.

 

 

EQxD "U" Workshop 4: Architecture AND...

Architecture AND...Exploring Meaning & Influence by way of Multidisciplinary Practice

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Based on the results of the Equity in Architecture Survey, less than 50% of male and female respondents were satisfied with their current job situation.  In the same question, a large number responded that they were looking or open to new opportunities within the profession as well as alternative career paths.  Architecture AND... allows us the forum to evaluate traditional models of practice in comparison to emerging models that expand the exploration of design as an addition to practice; partnerships with clients and allied partners, integrated project delivery with multidisciplinary teams, recapturing talent with diverse skills and increased engagement in the workplace. Cultivating Architectural practice to be expansive, innovative, meaningful and influential explores a new way to increase job satisfaction, improve talent retention and sustainability of the profession.

What does Architectural practice look like 20 years from now and what are the potential in expanding the spectrum and adaptation of services that we can provide; reinforcing the value proposition of design as a societal necessity? Developing a diverse practice that straddles several related fields can be lucrative from both a business and creative standpoint. How can a multidisciplinary practice broaden our creative thinking when times are prosperous and deplete the potential risks of volatile building market? What kinds of divergent/convergent work make sense for architects and architecture firms to take on that will promote resiliency and relevance into the future?

Join us on Thursday, October 22nd 6pm-8:30pm for EQxD "U" Architecture AND, the last (and most provocative) workshop discussion of the EQxD Series at AIASF.  We will feature 4 diverse panelists from the AIASF community that are actively engaged in multidisciplinary practice models.  The second half of the workshop will feature a highly interactive "gamestorming" style design thinking exercise that will explore the possibilities of engage in professional practice in a multidisciplinary approach.

10/22  Sample Workshop Agenda

Networking & Refreshments 6pm - 6:15pm
Introductions/Welcome 6:15 - 6:25pm 
Panel Discussion 6:25 - 7:15pm 
Break/Transition 7:15 - 7:20pm 
Break Out - Design Thinking Exercise 7:20 - 8:10pm 
Conclusions 8:10 - 8:30pm

Learning Objectives

1.     Upon completion, participants will be able to identify which skills within the architect’s toolkit are transferrable to other services beyond “Traditional Practice.”

2.     Upon completion, participants will be able to understand how to better position themselves individually within a multi-disciplinary firm, or which services they may consider pushing to expand within their firm.

3.     Upon completion, participants will be able to understand how to better position their firm to function as a multi-disciplinary firm, as well as how to better cultivate innovation, exploration and partnership opportunities with other firms.

4.     Upon completion, participants will be able to identify service areas outside of “traditional practice” that architecture practices are equipped to take-on.

 



Work Life Fit: A New Focus for Blurred Lines

By Rosa Sheng, AIA

 

Happy Labor Day! #Architalks is back and no. 12 happens to be themed on “Work/Life” in honor of the American labor movement and the contributions that workers have made to the strength, prosperity, and well-being of our country. No irony should be lost that I have written this post on Labor Day as it was due on Tuesday... with much thanks to Bob Borson of Life of an Architect!

The topic of Work/Life is no stranger to our Equity by Design forum, so we welcome this month’s conversation. Just beware that the secret confession of this Archimom holds firm that Work/Life “balance” does NOT exist – at least not in the meaning that implies maintaining equilibrium. Now, if you are talking about tightrope walking, then you may be closer to my world. (You may also envision juggling flaming knives, drinking from a firehose, or my favorite - the episode of I Love Lucy when they are working at the Chocolate Factory and can't keep up with the assembly line, so they start eating and hiding the chocolates. ) 

And since the proverbial Work/Life balance bubble has burst, there have been several new models hoping to be crowned the new "it" term for career and personal success; Work/Life Integration, Work/Life Flexibility, and now Work/Life Fit. I like the idea of Work/Life Fit. It implies a tailored approach to one's own journey for finding success in career and life. Regardless of the terms and rapidly evolving models of work AND life, we need to address the deeply rooted assumptions that prevent many from realizing the "dream". So, this post will provide awareness of the Implicit gender bias related to work/life flexibility and its impact on advancement to provide some quantifiable new focus for the often blurred lines related to this pinch point.

Survey finding of Work/Life Flex Challenges

As part of the Missing 32% Project: Equity in Architecture survey, our goal was to identify factors or “pinch points” from graduation to retirement that cause Architects to leave the profession. The five major pinch points are: Hiring, Paying your Dues, Licensure, Caregiving, and the Glass Ceiling. A few of the key survey findings addressed the challenges of work/life as it relates to caregiving as a major pinch point for talent retention. Work/Life challenges reported higher by women than men include turning down a promotion, a project opportunity, or project related travel. The 2nd highest response indicated that they left a position in a firm due to the lack of work/life flexibility. When asked what employers could provide that would be most supportive, respondents reported that flexible start and end times, comp time for overtime hours and technology to enable telecommuting from home when needed. 

A recent study by Flex+Strategy Group/Work+Life Fit Inc. had some interesting findings about Work/Life Flexibility perceptions and a few surprises as well. The access to Work life flexibility was very common among the survey respondents with almost all saying they had some form of flexibility in 2013 (97%), with no significant difference between the levels reported by men and women. The ability to be flexible in how, when and where you work and to allocate time and energy between your work and personal life has increased. The number of full-time U.S. workers who said their level of flexibility increased was higher in 2013 (23%) than in 2011 (17%).

However, among those who said they have work life flexibility, the majority of flexibility in 2013 was informal and occasional (55%) such as occasional changes in schedule or your work location other than your employer’s office, while the remainder (42%) had a formally agreed upon arrangement with their employer. The study also found that 31% of full time workers opt to telecommute at least part of the time. And most surprising was that of the 31%, nearly 3 out of 4 were men working from home of no particular generational category, while some have children and some don't; there was no clear pattern that would suggest men wanted to work from home because of family concerns. These findings are quite different to the perception that women are benefitting the most from flexibility arrangements.

In addition to the informal vs. formal nature of Work/Life Flex, there are the impacts associated with which path you choose. A NY Times article "How Some Men Fake an 80-Hour Workweek, and Why It Matters" by Neil Irwin discussed the disparity in a study completed by Erin Reid, a professor at Boston University's Questrom School of Business. One of Ms. Reid's key findings was that people (the majority of which were men) who were "passing" as workaholics, received performance reviews that were as strong as their truly ambitious colleagues. For the people who succeeded at "faking it" there were no consequences of their lighter workloads. Conversely, a second key finding indicated that women, particularly those with young children, were much more likely to request greater flexibility through more formal means, such as returning from maternity leave with an explicitly reduced schedule. Men who requested a paternity leave seemed to be punished come review time, and so may have felt more need to take time to spend with their families through those unofficial methods. The result of this is telling: Those specifically requesting a lighter workload, who were disproportionately women, suffered in their performance reviews; those who took a lighter workload more discreetly didn’t suffer. 

A greater challenge to work/life flexibility as it relates to caregiving is the deeply rooted cultural bias that society still views mothers as the primary caregivers. Cultural assumptions aside, here is the reality: 71 percent of mothers with children at home do work, according to the Bureau of Labor Statistics, and women are the sole or primary breadwinner in 40 percent of households with children, according to data from the Pew Research Center. In the NY times Article The Motherhood Penalty vs. the Fatherhood Bonus by Claire Cain Miller, employers credit fathers as being more committed and stable to their work while the opposite of women in parenthood is perceived; that they are less dependable and more easily distracted in a flexible work schedule.

With all these challenges, it's no wonder that we are faced with the uphill climb to increase the dismal numbers of women who are licensed architects and leaders in firms (which hopefully will include more archimoms in the future.) Can we get to a workplace that not only recognizes work/life, but also respects and encourages workers to exercise their "fit" without judgement of performance solely based on their schedules? And can we get away from the ultra competitive "Culture of Busy" that rewards the perception of long work hours vs. actual efficiency in hours saved in a results focused model? 

The fundamental challenge we have as a profession and society is the need to rethink current workplace models and find new solutions that will positively support those that need work/life flexibility the most. The strongest motivation for this new value proposition is talent retention within our profession. Otherwise we are no better than Lucy and Ethel with a mouth full of chocolates, (and as Lucy pointed out, constantly on the verge of losing the battle).

For different takes on the #Architalks 12 theme "Work/Life", read from the following architecture "blogerati" contributors to this worthy topic.

Enoch Sears - Business of Architecture (@businessofarch)
Work Life

Bob Borson - Life of An Architect (@bobborson)
Work | Life - Different Letters, Same Word

Matthew Stanfield - FiELD9: architecture (@FiELD9arch)
Work / Life : Life / Work

Marica McKeel - Studio MM (@ArchitectMM)
Work/Life...What an Architect Does

Jeff Echols - Architect Of The Internet (@Jeff_Echols)
The One Secret to Work - Life Balance

Lee Calisti, AIA - Think Architect (@LeeCalisti)
work | life :: dance

Mark R. LePage - Entrepreneur Architect (@EntreArchitect)
Living an Integrated Life as a Small Firm Architect

Lora Teagarden - L² Design, LLC (@L2DesignLLC)
#ArchiTalks: Work/life...attempts

Collier Ward - Thousand Story Studio (@collier1960)
Work/Life

Jeremiah Russell, AIA - ROGUE Architecture (@rogue_architect)
what makes you giggle? #architalks

Jes Stafford - Modus Operandi Design (@modarchitect)
Turning It Off

Eric T. Faulkner - Rock Talk (@wishingrockhome)
Work/Life -- A Merger

Rosa Sheng - Equity by Design / The Missing 32% Project (@miss32percent)
Work Life Fit: A New Focus for Blurred Lines

Michele Grace Hottel - Michele Grace Hottel, Architect (@mghottel)
Work Life

Meghana Joshi - IRA Consultants, LLC (@MeghanaIRA)
Architalks: Imbalanced and uninterrupted

Amy Kalar - ArchiMom (@AmyKalar)
ArchiTalks #12: Balance is a Verb.

Michael Riscica - Young Architect (@YoungArchitxPDX)
I Just Can’t Do This Anymore

Stephen Ramos - BUILDINGS ARE COOL (@sramos_BAC)
An Architect's House

brady ernst - Soapbox Architect (@bradyernstAIA)
Brady Ernst - Family Man Since 08/01/2015

Brian Paletz - The Emerging Architect (@bpaletz)
Father, Husband, Architect - typically in that order

Tara Imani - Tara Imani Designs, LLC (@Parthenon1)
On Work: Life Balance – Cattywampus is as Good as it Gets

Eric Wittman - intern[life] (@rico_w)
midnight in the garden of [life] and [work]

Sharon George - Architecture By George (@sharonraigeorge)
Work = 1/3 Life

Daniel Beck - The Architect's Checklist (@archchecklist)
Work Life Balance: Architecture and Babies - 5 Hints for Expecting Parents

Jarod Hall - di'velept (@divelept)
Work is Life

Anthony Richardson - That Architecture Student (@thatarchstudent)
studio / life

Lindsey Rhoden - SPARC Design (@sparcdesignpc)
Work Life Balance: A Photo Essay

Drew Paul Bell - Drew Paul Bell (@DrewPaulBell)
Work / Life

Jonathan Brown - Proto-Architecture (@mondo_tiki_man)
Architecture: Work to Live

EQxD Get Real: I am Learning

by Lora Teagarden, AIA

Unlike many of the others writing on this topic of bias and privilege, I'm left feeling like I don't have much of value to say around this subject. Mostly because I was fortunate to live in an upbringing I'm learning would be called "privileged".

My parents got divorced when my sister and I were both very young, but they worked hard to make sure our bills were always paid and necessities provided. They saved to afford vacations and our annual round of shinguards and travel costs for soccer. We were not unlike most families in that we all worked hard, except we are white - which I’m learning sometimes brings a privilege all unto itself. And because of that, I'm continually learning…

I'm learning that I was blessed to grow up being taught that I can achieve anything I set my mind to - yes, even as a girl. No matter whether it was true or not, my parents allowed this dreamer to dream.

I'm learning that a support system is half the battle of fighting towards progress. Had I not had family, friends, or mentors there to support me during my struggles in life - and there have been many - I don't know where I would be today. From playing on the Men’s soccer team to petitioning for a Women’s team when the Athletic department didn’t want to fund it; from being recruited to play soccer in college to having to figure out new ways to cover the cost of college when they found out I was studying architecture and was told “architecture and sports don’t mix”; then getting divorced in the recession and moving myself over 2,000 miles back to my network of friends and family, with no job prospects and little portfolio of past work due to the constant moving of a military wife. My support system was there for me day in and day out and I’m learning the unfortunate reality that not everyone has that. I’m learning how much more that we need to grow in the efforts of championing each other.

I'm learning that equity needs to be a continual forward effort. When we choose to not act, learn, or start dialogue to move us forward like salmon up a stream, we're losing ground.

I'm learning that, when you haven't experienced a specific version of bias, empathy doesn't always translate. I recently ate my shoe trying to explain why you can't look at diversity as a snapshot. It involves history and so many benchmarks, but my empathy was lost in the wording and I hurt people. And for that I will always be sorry. I long for a world where merit and empathy and kindness rule, but I’m quickly realizing how much of a struggle lies ahead in removing bias from the world before that happens. I'm learning...
 


I'm learning that for every lost moment of nurturing my "little sister" (in the Big Brothers Big Sisters program), we lose 3 steps towards the unfortunate bias of life beating the optimism out of her. She has such a bright spirit and so much compassion, I'm learning how hard it is to keep that spirit alive when the biased odds of life aren't on her side. From navigating school systems to join clubs to helping provide access to her interest in art, I’m learning how to better help her learn and self-direct to build the life she dreams.

I'm learning that sometimes moving forward towards growth and equity means sitting still and listening. There is so much to be learned from others.

I'm learning that equity means different things to different people based on our backgrounds, but the most important thing is to come to the table vulnerable and willing to learn.

I'm learning...will you join me?

EQxD Get Real: The Mom Bias vs. The Mom Privilege

by Meghana Joshi, Associate AIA

Last night, at the AIA Orange County office, I was browsing through the reading material in their library, and "Women's Architectural League" caught my eye. It is a red leather bound scrapbook with pictures of women in the Architectural League, and newspaper clippings from early 1960’s Mad Men era. Women in beautiful clothes, and women in beautiful hair-dos meeting for luncheons to celebrate local architecture by organizing "home tours" and "helping their husbands" in their chosen field. It was essentially an unofficial AIA club for Architects’ and Associates’ wives. It was the time and era of transition of women from, "work if you need money" to being a, "professional." There were women in high places, but for an average woman, it was a tradeoff between work and family. You were not expected to do both successfully.

This picture in particular caught my interest:

"Little Jeffrey Bell, 3-year-old son of Mrs. Stanley Bell of Costa Mesa hangs on to Mrs. Bell's apron string as he tries to convince his mother that she should stay home with him instead of attending the annual meeting of the California Council of the Women's Architectural League." Mrs. Bell was a delegate to the event. There is another picture of Jeffrey Bell along with Annette Bell and Lisa Woodman tied up in a big ribbon and shown as "precious charges" to the babysitter as their mothers leave for the parley in Coronado. I don't know these women, but with the network they formed, and the events that they hosted, I can safely tell that their mission was to educate the public about architecture - they were playing a supporting role to their husbands’ careers mostly because of the societal bias against privileged women going back to work after having children more than anything else.

Fifty years later, the world has changed.

Women are underrepresented, but they are present in almost every profession of the world unless it is gender prohibitive. NCARB numbers for women in architecture are reassuring - more women are entering the profession, and more women are making efforts to stay in the career, get licensed and be mentors. The percentage of women completing AREs has doubled since 2000. We are still at a measly 35%, but I have trust and faith in the next generation for not being the "Missing 32 Percent".

What still hasn't changed? - The mom bias.

The pinch points for women in architecture are still "licensure", "caregiving" and the "glass ceiling" - all tied up mostly to parenting duties. Speaking about my personal experiences - my privilege is my bias and my bias is my privilege. That's the hardest truth of my life. As an entrepreneur, I work hard - but then there are times when my decision to be an entrepreneur is pegged to motherhood making it a "convenient way to balance work and life". It's not so. It's not so for any entrepreneur, male or female - parent or not. We are in the business because we are passionate about the business and creative sides of architecture- we take risks. Not because we want to be able to pick up the children from school, and save daycare dollars. I don't know how many men in business hear that, but if I had a dime for every time I heard that, I would be a ....

Then there is the mom guilt.

Have you stayed at work past six? Have you shown up to work before sunrise? Let's assume your employer is all for work-life balance, but also lets you call the shots on your project schedule. Let’s assume you are doing something you are so passionate about, you refuse to leave your desk simply based on the clock. Let’s assume your co-parent / your parenting support system and you have it under control. I don't know why I am adding "assumptions" since it should be nobody's business. But still, for argument’s sake, how many times have you heard "I could have never done that - Timmy needs me." or "Wow, you are lucky, my husband would never do that".

A simple suggestion to all working mothers: don't call the other woman lucky if she has a good support system. Like everything else, it needs hard work too; to have and to maintain a support system. Don't ever tell a working woman when she needs to go home, or who needs her at home. Architecture being what it is, sometimes cannot be an eight hour job with a fixed schedule. If someone volunteers, if someone involves themselves more into the profession than treating it as a job to pay bills, be supportive. Reword your "wow, you are lucky" to "I am glad you can make time for things you are passionate about". No one is lucky- even lottery winners bought several tickets before they won.

The mom privilege.

The mom privilege is actually bias in disguise. Finally after working for fifteen years, and two children, the time is right for me to pursue licensure. As I take care of my projects and parenting along with studying for ARE exams, I do hear things like "At least you have a reason for not doing it". No, children aren't and shouldn't be a reason for anyone to stop in their tracks. I didn't work on my licensure so far because I didn't have the drive to. Of all the women that changed the world, many didn't wait for their child to grow up and be in high school and not need them anymore - it doesn't work like that. But that's a "privilege" that I deal with as I continue my journey;, my migration from the “Missing 32 percent”, currently as the Test Taking 38%* and one day adding to the number of licensed women architects.

In a nutshell, while I do what I want to do in my life, at my own pace and at my own timing and methods, please don't guilt me - or have bias against me - or treat my parent tag as a privilege. My gender, my reproductive accomplishments, and my age - they should all be background noise. Same goes for other women - or men.  Architects have the privilege of changing the world with their careful planning and execution of community components. Let’s use that privilege to end bias - not end each other's career with bias against people of color and/or gender.

No one should go "missing" in a profession because they were not accepted by the tribe.

* (Based on NCARB By the Numbers 2015)

EQxD Get Real: When Insomnia Speaks

When Insomnia Speaks: Transitioning from Motherhood, Scorn and Advocacy

by Alicia Liebel-Berg, Associate AIA

It is Midnight. The blue hue glows from the baby monitor as I watch my son sleep. Exhaustion pounds on my forehead. Stress invades my thoughts. My alarm is set for 4:30 a.m., I need to sleep. I wish I could sleep. What happened to me this year is difficult and needs to be shared with other emerging professional women who are considering having children. The problem is; how will it really be shared? Who will read it? Perhaps that is what privilege really is, the freedom to share the truth without fear of judgment and consequences. 

Alicia Liebel-Berg, Associate AIA

Alicia Liebel-Berg, Associate AIA

Some would say that the ability to birth a child is a privilege; others would say it is a burden. Why? Arguments could be made that mothers are distracted and lack the ability to have the scheduling flexibility that the architecture profession demands. Extend that from the transitional gate of woman in practice to a mother and the battle to prove equivalence in billable hour production. Anxiety rises to dread and suddenly a mother discovers that her confidence has been shattered. She struggles to ascertain if she is held as a valuable asset or the woman who is just going to quit her job anyway. Unexpectedly she finds herself questioning her resolve to be the parent and career woman. She starts to have doubts and wonders, “Is this constant mental anguish of trying to keep up with appearances and professional abilities worth the time away from her child?” Is that paycheck big enough to compensate for this new bias? How did she go from never having a sleepless night to having weeks on end consumed by slow moving hours clogged with confusing thoughts?

Can bias be proved against someone who simply took the ten weeks of time she was offered and came back to find that perceptions of her abilities as a professional had changed - even if they were in the most subtle yet gut alarming ways? What is a mother to do? How does one begin to defend and argue assertively against that? There isn't a handbook on the gender bias of fighting for a privilege that may have never existed. What is this privilege that never existed? It is the ability to return to your workplace, as a new mother, without the derogatory perceptions that you have become a delicate emotional mess and a liability.

As the architecture profession scratches their heads trying to find the elusive answer of, "Why are women leaving the profession?” someone needs to own the result. It is because you pushed them out the door due to your lack of understanding. This mother, no doubt, knew that there had been a paradigm shift in everything she once knew to be comfortable and routine. This woman once felt that she had a position of achieved distinction, but now she can't shake the feeling that she has been unexpectedly and unconsciously demoted. When she raised the dialogue to her senior management to process the conundrum at hand, the powers with privilege misinterpreted it for weakness instead of a chance to collaborate on an evolution of assigned roles and responsibilities. 

Predictably the new mother will move onward, despite it all, she has to. She doesn't have the privilege or have the tools to combat the corral that society has placed her in. If you want a career and a family, this is your new reality. You wanted it all, new mother, now deal with it...

Several weeks ago I wrote this ode to the new mother by the light of the baby monitor. The next day, while hot on my soap box, my husband said to me, “You have been scorned and you are making people pay." I did not appreciate or understand his subtle nudge then. I do now.

Professional practice is defined by transformative moments. These are little blips in the career seismic chart which resulted in a shift in perception. The frustrations described above conceded the conclusion that Advocacy is birthed from scorn

Career experiences crusted with turmoil yields privilege. When we are given the seeds of privilege we are tasked, in turn, to sow them and cultivate them. It is our responsibility to survey the path ahead. Scorn is the road we navigate; perseverance is the new surface we lay so that those who come after us know the way. I must never forget the mothers who came before me and continued to practice through every moment that lacked understanding, empathy or decency.

With reflection, I have support as a mother in the socially acceptable ways, but not in the ways that are obvious or tangible. My current firm advanced and supported my abilities as a woman, but produced a stressful environment as a mother. I was ignoring the warning signs until the big confrontation occurred. I failed to accept and clarify to my senior staff that my capabilities had changed but my professional desires had not. I was oblivious to the impact that my parenthood was having on my job performance.

Much of the impetus that created the conflict of perception occurred because I was in a work environment that was not conducive to the new life I had. My work hours shifted and my daily drive went from a 40 minute cruise to a nearly 90 minute gridlock. The commute was harboring unnecessary stress as two hours of my day were consumed in transit. The firm's business model is formulated on extreme deadlines. As such, I no longer have the ability to support that model. My capacities changed and now I no longer fit into their fast-paced, rapid deadline, work production culture. There's nothing personal about that, just a simple fact.

Ultimately I have learned that when difficulty arrives, (and it will, it always does) it is important to feel the consequence of scorn - but then, put down the pitch fork and open up a dialogue. Nothing is as powerful as telling your story to help the next new mother avoid a similar anxious state. I am getting real and summoning the courage to make my next big career change. It is difficult to lay aside seniority and familiarity in order to adapt to an evolving lifestyle and career.

I am going back on the job hunt. Predictably this new mother is moving onward, despite it all, I have to. I have the privilege and the skills to polish my portfolio and lay aside what is professionally familiar. I desire a career and a family, this is my new reality. I wanted it all; I am a new mother, now I am dealing with it, on my own terms.

EQxD Get Real: Check your bias blind spot

By Sharon George, AIA

It starts at the very beginning – girls vs. boys

The societal problem became crystal clear to me when I had my first child.  All the pink toys, princess dolls, and kitchen sets screamed - GENDER BIAS.  At first, it was just an interesting observation, harmless really, compared to some other egregious offenses.  But it's not so benign, is it?

A year after my epiphany, Sheryl Sandberg gave her popular TED talk about women leaders.  A few years later, I discovered Equity By Design [EQxD].  I am glad there is open dialogue about the challenges facing professional women.  If there was such conversation and solidarity when I joined the workforce, I was not aware of it, and perhaps, I would have had better tools to deal with bias in the workplace.  As it was, I had a very lonely journey.

Growing up with bias and privilege

Sharon R. George, AIA

Sharon R. George, AIA

As a female raised in India, gender bias is not a strange concept to me.  It is widely prevalent and deeply rooted in the patriarchal society.  On the bright side, I grew up in a large city, my parents are well educated, forward thinking, and middle class.  My biggest privilege was access to education and freedom to pursue my career goals.  (Millions in India, especially girls, do not have such opportunities.)  Moreover, I had the means to accomplish my dreams of higher education in the United States.

Bias in America        

I thought I would be escaping old-fashioned ideas of gender norms when I moved to America.  After all, isn’t America a progressive melting pot, where social reform took place over a century ago, and women walk with their head held high?

So, when I hear comments or see behavior that exhibit patronizing attitudes towards my age, race, skin color, gender, or intelligence, I am taken aback.

I have been making excuses for people who treat me with prejudice - that it was an isolated incident, or the one person’s attitude, or their social ineptitude, or their insensitivity.  Things got better as I got older, but looking back on 15 years of excuses reveals a sad and fundamental truth: Sexism is alive and well in American.

Bias in the professional world

When I was a young college student, I had the courage to snuff out prejudice.  But when I entered the professional world, I was at a loss.  I was a foreigner in the early stages of culture shock, with family 10,000 miles away and friends that I could count on one hand, searching for my place in a not-very inclusive community of professional cliques.

How do you build relationships in the proverbial boy’s club, when only the male employees are invited to lunch, golf, and conferences?  How do you ask for equity when only the male architects are given the high-revenue, complex, prestigious projects?  I had no answers and no support, and had lost all courage, confidence, and verve.

‘To a certain extent, all architects struggle to survive in a profession where the educational preparation is long, the registration process is rigorous, the hours grueling, and the pay is incredibly low.  Yet, many underrepresented architects face additional hardships, such as isolation, marginalization, stereotyping, and discrimination.’

Designing for Diversity, Kathryn H. Anthony

Overt Vs. Implicit Bias

I came across the Implicit Association Test a few years ago when I read Ask For It.  Most people are not sexist or racist or discriminatory.  But everyone has subconscious bias.  And that is the silent killer of equity in professional settings.

I did say most people – I have personally experienced blatant sexism and racism.  I’ve had an employer ask me in an interview when I plan to get pregnant; if, as a mother, I can focus on work and be productive; I’ve had a colleague ignore me for 3 years; etc.

But more often, I am a target of implicit bias.  It is so subtle that I feel awkward about raising a flag – maybe’s it’s just in my head, right?  The male intern who sits in my project-team-meeting is treated to more eye-to-eye contact and a respectful handshake.  The white project manager at my construction-site-tour is assumed to be my superior and gets all the questions.  I am invisible!

The core issue - intelligence bias

My husband and I talk about these issues often.  We compare our cultures, professions, and the 'bias baggage' we carry.  He is an American, a computer engineer and a self-proclaimed geek.  One day, he showed me this xkcd comic and said, there is this notion in America that girls are bad at math.  As someone who excelled in math and science, I was fuming.  Despite all the gender bias that is prevalent in India, I had never before heard that sentiment.

But that is how it works, isn’t it?  

The unwritten memo says: 

Women are incompetent, until proven otherwise

Men are competent, until proven otherwise

 

Competence and Knowledge:

I think the ridiculous notion that ‘women are not as smart as men’ speaks volumes.  And it strikes at the heart of the issue facing women professionals in STEAM (Science, Technology, Engineering, Architecture, Mathematics) fields.

People are very comfortable with women in an Interior Designer role. Furthermore, people are comfortable with me as an Architect talking design related issues.  No offense to designers, but somehow, seeing a woman as the Project/Principal Architect is a big leap?

Is it because conversations about architecture typically include technical and practical discussions about construction, specifications, energy analyses, structural engineering, that I cannot worry my pretty little head with?  Is that why I have to ‘prove myself’ over and over again, every time I meet a new builder/ structural engineer/ lighting consultant/ energy rater?

A young designer on my team recently asked me, what she can do to make her colleagues take her seriously.  As her manager, my immediate answer was ‘be really good at what you do’.  I was simply repeating what I told myself when I was starting out - work hard, dig deep, and earn respect.  Nothing wrong with that except….do young men have this problem?  I would like to have a better answer.

It seems like the conversation about equity in the workplace is coming to a head.  Recognizing what discrimination looks like and knowing that it’s not just happening to me, but to many like me, is powerful knowledge that tips the balance towards action.

Active Action is speaking up, spreading awareness, sharing stories, opening dialogue, checking your own biases, etc.  There are numerous organizations, all over the world, demanding women’s rights through active action.  I have listed a few of my favorites below.

Some people are more comfortable with passive action. They listen, take their talents elsewhere, look for alternate careers, or set up their own workplace and their own rules.  But no one is an island - sooner or later you have to collaborate with others.  

I constantly check my attitudes and revisit my beliefs.  Not just for my own sake, but for my son and daughter.  I am sure that I have unconscious biases too.  I better get unpacking*.

Cheers,

@sharonraigeorge

This post is also published on Sharon's Blog site www.architecturebygeorge.com 

 

Taking Active Action:

http://themissing32percent.com/

http://archiparlour.org/

http://www.3percentconf.com/

www.leanin.org

http://www.goldieblox.com/pages/about

http://therepresentationproject.org/

http://www.genderavenger.com/

https://www.ted.com/topics/women

http://www.theinclusionsolution.me/

http://educategirls.org/

Resources for Unconscious Bias

*Unpacking our Biases: Conscious and Unconscious

 

EQxD Get Real: Bias & Privilege, should it define or limit your dreams?

by LaShae Ferguson, Associate AIA                                                           @LaShae_F 

When I was invited to discuss bias and privilege, honestly, I cringed. What a topic for discussion. Bias and privilege are strong topics and in today's world, you know it's there, but it doesn't always reveal itself blatantly.

LaShae_smile.jpeg

In the context of bias and privilege, under the surface are elements of economics, resources, and historical background. I am privileged to have access to water, medical care, voting rights, and business ownership. My children, who are girls, have access to a free education and learning resources. Lately, I’ve been reading the stories about engineers and technology professionals, who have had to endure challenges in the workplace because of their gender. They started this movement #ilooklikeanengineer and it is inspiring because it makes us feel that we are not alone in our struggles, challenges and frustrations. Architecture is not isolated from what’s happening in our society or in the world, it is an extension of it, so it makes sense that what happens in society filters into the professions, not just in architecture but in business, technology, and engineering. These are the professions where, because of your gender, you’re seen as being employed in a non-traditional role.  If you’re fortunate enough to be in the upper echelons of these professions, our numbers dwindle.

But change is happening. Even though in 2015, race, gender, violence, unfairness, injustice, are intricately woven, there is an undercurrent of change. Working in firms, I witnessed very few associates or partners that looked like me, but in my mind, I said screw that, I'm going to be an owner and I’m going to find not only people who resemble me but those that excel at what they do. I’ve had the privilege of working shoulder to shoulder with design architects and owners who freehand sketch, explain building systems, pass on business advice and that changed the game for me. Once I got that exposure, I thought, okay, I can do this.

LaShae Ferguson, Associate AIA, Principal of LA Design Collective

LaShae Ferguson, Associate AIA, Principal of LA Design Collective

 No one is immune to either privilege or bias to some degree, but the power of that lies in allowing it to define or limit your aspirations and dreams. My story wouldn’t be real if I didn’t mention that I’m an archimom, and everything I do is emulated by my girls. I would sound crazy if I told them they couldn’t do something because they’re African American or because their girls. And I am a product of a woman who lived on her own terms, my mother. She is my role model, my rock and an endless source of reason, humor, comfort and common sense.

Some of the things she shared with me; Rome wasn’t built in a day, don’t give up so easily, and most of all, I’m proud of you. Now, growing up in that environment is not only a privilege, but a blessing. Some of the other nuggets of wisdom I’ve learned (and I am still learning) that provide a source of encouragement:


  1. Identifying 3 people who are sources of inspiration, and who overcame bias and privilege. One of my favorites is Serena Williams, Shonda Rhimes and one of my personal mentors whom I work with very closely. 

  2. Broadening perspectives, reach out and get to know people who may not necessarily look like you.

  3. Jealousy or envy of someone else because of the way they grew up and what they have is not productive.

  4. If someone consistently makes you feel slighted, talk about it, when the air is clear, when you both are in a better mood, be specific, direct, brief and keep it moving.

  5. Understand that having limited resources, does not equate with limited imagination and growth.

  6. Always gather your tribe, surround yourself with positive open minded people

LaShae's daughters at Smithsonian's MathFest on the National Mall - learning how to build structures.

LaShae's daughters at Smithsonian's MathFest on the National Mall - learning how to build structures.

Growing up, I did not know one architect, I didn't even know what they did and so I pass this knowledge of architecture not only to my kids, but kids in the inner city; volunteering with Architecture in the Schools, so they know, I'm African American, I’m a woman, I grew up in a rough neighborhood, in poverty, I paid my way through college and so can you.  Other than my dad working demolition, my personal historical background didn’t provide a backdrop for architecture-the resources were zero and the economics was equivalent to the resources. But in my mind, I could change those circumstances, with one action, then another, and so on.

We still have a long way to go, but let's continue to influence one another by invoking dialogue, by sharing our stories, challenges and triumphs. We need understanding, tolerance and an open mind. Even though change and our perceptions are sometimes an uncomfortable process - it is possible. And I tell people all the time - you want change? Make it happen. You be the change. We can get there.

EQxD Get Real: Architecture - Open to ALL

By Jared W. Smith, AIA, NOMA  

I was on a trip to China, studying abroad with my college classmates. Being a 6'-4" African American in China, I expected to stand out. One day while in Shanghai, I ventured out on my own close to the university dorms. There was an indoor market with vendors selling various small items. I walked the floor glancing at the goods. At one vendor's station, I found something of interest. They seemed very hesitant as I approached. Having been in the country for a couple weeks I was aware that I'd attract some attention but this was like no other. As I continued to peruse, I could feel their discomfort growing. It escalated to a point where they did not want me to remain at their table to purchase anything. I was shocked to be "shooed" away. A bit of calm rather than anger came over me. It was best that I hadn't made a scene in a foreign country. Later on it hit me what had occurred. 

Yes, I stand out.

Jared W. Smith, AIA, NOMA (Photo by Pak Ki So)

Jared W. Smith, AIA, NOMA (Photo by Pak Ki So)

Architecture has historically been a white male dominated profession. According to the Directory of African American Architects, African Americans make up less than 2% of registered architects. Does that put me at a disadvantage? Could others act bias towards me? Possibly. That does not mean I should agree to it or remain without changes for better equality. This is not to discredit anyone of any other nationality that has put in hard work and dedication to become successful in the profession. However with similar education, abilities and a creative prowess for quality design, we all deserve to be at that table. Why is this not the norm?

How can we achieve that norm? Or could it be an advantage? Coming from a background of two working class parents whose own parents were low income, I had little to be considered privileged. My family was blessed to never be without the necessities. My parents both sacrificed to attain their Masters’ degrees while raising my brother and me. Privilege doesn't start at adulthood but from the influence enumerated at birth through adolescence to adulthood. What is allotted and taught to our children as they develop is what they will become and feel as adults. This article by Toby Morris illustrates this principle of the effects of our upbringing. 

Where have things gone astray? For one, African Americans are not shown in a good light in our society. This affects how we are perceived no matter what profession. The negative display exasperates a bias nature. Bias and privilege affect Architecture as a profession today by creating a sense of entitlement. African Americans may think "I am not good enough," or "I cannot attain that," or "I'm not qualified to enter that competition," Negative thoughts bring upon negative actions. If you believe you can't, then you are halfway toward failure.   

Possible solutions - A showcase of senior and highly experienced African American architects in the profession. Not only is it a benefit but also a motivation to aspiring architects. A coinciding article entitled "Why the Lack of Black Students" touches on this need. These future architects get a confidence boost seeing those they can relate to in positions they hope to hold one day. In a recent article by Entrepreneur.com, building individual confidence plays a major role in a successful business and improved perception by others.

I am grateful to have had a rather diverse schooling environment as well as a diverse workplace. New York City is known for being America's Melting Pot full of determined individuals striving for their dreams no matter the obstacles. As a whole, more change is necessary.

Years ago while surveying at a housing authority complex I came across a 30-something African American man confined to a wheelchair. He observed me as I used my binoculars and camera. I was documenting facade deterioration. He proceeded to ask, "Hey where do you work and are they hiring?" I proceeded to tell him I worked for an architecture & engineering firm. He then said "That looks easy. I can do that." Continuing the conversation, I went on to explain briefly the profession and what I was doing. He said "So.. you're an architect" and I replied yes, as soon as I pass all my exams. He asked "Are there many of us?" By the skepticism in his voice and bewildered look, I know he figured there were not many. I said No. He ended the conversation in a way to respectfully leave me to my surveying. His last comment as he wheeled away was "oh.. I did not know."  


Architects are known by the general public as intellectuals who design buildings, homes and interiors. However, why is it without any knowledge of the profession's statistics is it known to be limiting to people of color? Is this due to societal influence? We all deserve to be at the table to showcase our talents.  

This post is contributed by Jared W. Smith from his new website.

 
Post Links: 
Toby Morris Illustration

Why the Lack of Black Students Article

Entrepreneur Article "6 Actions You Can Take Every Day to Build Your Self-Confidence"

Travel Channel Article "American's Melting Pot"

The Directory of African American Architects