Blog %

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 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
 

EQxD Get Real: The Weight

by Marilyn Moedinger, AIA, LEED AP

There is a weight on my shoulders. It’s heavy and slows me down, and even though I didn’t put it there, I get blamed for it. “Drop that chip on your shoulder, why don’t you?” they say. I’d love to.

I’ve learned a lot about the weight in the 10 years I’ve been working in architecture, academia, and construction. I’ve learned that the first thing that some people do when they see me is add to the weight. Maybe it’s a brick that says “girl” or “chick” or “little lady” on it. Or maybe one that says “bitch,” or “bubblehead,” or “boobs,” or maybe it says “weak,” or “wayward,” or “whiner,” or perhaps “inconsequential,” or “incompetent,” or “invisible.” When I see them add the brick, I know how to react now. I’ve had a lot of practice. “Ah yes,” I think to myself, “I’ve seen this before. Since this person will only see me in a physical way, I have to change what I wear, make sure there’s nothing that can be construed as remotely sexy, but still feminine, but still ready to tromp through a construction site, yet still cool and professional. No worries, I have a whole section of my wardrobe labeled ‘Professional Clothing That’s Not Too Clingy But Also Isn’t A Gunny Sack.’” And as a result of our stiflingly patriarchal culture, it’s my responsibility to think of all these things and react to them to effortlessly bear the expectations of others, to breezily mold myself into a "culturally accepted female" - all while having a likable disposition, perfect hair, and a great sense of humor.
And oh yeah, almost forgot – to design and bring multimillion dollar, multi-year jobs in on time and under budget.

Marilyn Moedinger, Founding Principal of Runcible Studios (Photo by Mikkel Stromstad and courtesy of BAC)

Marilyn Moedinger, Founding Principal of Runcible Studios (Photo by Mikkel Stromstad and courtesy of BAC)

It’s hard not to focus on the weight, on the bricks others add to my shoulders. The injustice is searing, frustrating, and insulting. My 8 year old self  strode weightless and confident through the fields of her family farm. She climbed trees, got muddy, tried to install plumbing at her playhouse -  and dreamed up cities and couldn’t wait to build them. She would be both in awe of my accomplishments, and horrified at their price. Over the years, I’ve started to believe those things – maybe I am less capable, maybe I am better suited to a supporting role, maybe my ideas aren’t worth sharing. When does that happen? When do we become so conscious of how others perceive us that we’re paralyzed, rendered stock still by the weight of societal expectations and norms?

And yet. As a white, heterosexual, able-bodied person, I can move easily within many culturally accepted norms. How have I added to the burdens of others over the years by making assumptions, perpetuating stereotypes, being an insensitive, unobservant bull in the china shop? I know of many, and it’s uncomfortable and horrifying.

Privilege doesn’t mean you’re not carrying a weight too – we all have burdens we heft – it means being blissfully unaware of the effect you have on others’ weights. It’s being blind to what you’re stacking on their shoulders, to what you’re requiring them to bear, just so that your world remains intact and unchanged, so that you maintain your [unearned] power and position in society. Privilege is insidious - quite possibly you wield it unconsciously and without outward malice. In architecture, for example, it’s the long hours and paltry pay that are somehow still a badge of honor and a sign of a “cool” design firm that make it especially hard for women to have a family and a career in architecture. It’s the thousand slights women face in the design and construction industry, like being asked to serve coffee at the meeting, being interrupted or being paid less than men.

“I think the only way to relieve this situation is to LISTEN – not to the same old voices, but to the ones that have been traditionally silenced, discouraged, or not welcomed, and then to BELIEVE”
— Marilyn Moedinger, AIA, LEED AP

As our industry becomes more aware of the need for better work/life balance, we make progress, and yet other layers of privilege begin to reveal themselves. The privilege of people with partners and kids who push their work onto others, saying, “You can work late, you don’t have a family.” The privilege of people with fewer family responsibilities who have time and space to study for their exams, saying, “All you have to do is study; if you really wanted it, you’d find the time.” The privilege of people with white skin who go to meetings and jobsites without concern that they’re being judged by their ethnicity saying, “What do you mean, racism? I don’t see it, it doesn’t happen around me.” The privilege of students who can afford an architectural education saying, “Anyone can be an architect!”

I think the only way to relieve this situation is to LISTEN – not to the same old voices, but to the ones that have been traditionally silenced, discouraged, or not welcomed, and then to BELIEVE – not to deny others’ experiences, but to say, “Yes, I hear you, that sounds really tough. Tell me more.” Frankly, I’m sick and tired of hearing the same old voices in this profession. I’m sick and tired of being told I’m imagining things, or that I shouldn’t be so passionate about injustices I see because people might get upset when they’re pointed out. Guess what, everyone – I’m good and done privileging the industry’s established sexism at the expense of my professional growth, my health, my sovereignty, or my passion – or that of my amazing students, colleagues, and friends.

I’m asking you to help me learn when I’m adding bricks to your load – tell me to stop. And I’m not taking any more bricks from anyone – I’m throwing them down, rising up, and making some awesome buildings.

EQxD Get Real: Be Willing to Listen | Recognizing our Privilege & Bias

by Katherine Williams, AIA, NOMA

To most people privilege is unseen advantage. If you don’t recognize that you may be privileged, I encourage you to view the privilege walk demonstration in the video “What is Privilege?”,.  The 400 million+ living in the US are privileged just by the rights we have here that are not part of the DNA of other nations. We are taught, from an early age, that we have the right for our voice to be heard and to pursue paths of our choosing. However, our country does not fully acknowledge that at times our privilege will open doors and at other times bias will keep doors closed.

Katherine Williams at construction site

Katherine Williams at construction site

For me, privilege or luck or maybe just God’s favor, has been on my side since I first was introduced to architecture. The first day I began to think of architecture as a career option was at a Girl Scout career fair in elementary school. I was privileged to be in a place with active Girl Scout leaders who had networks that included a woman architect. However, this was only a first step. Next, I was privileged to have a mother who sought out resources when she recognized her children were interested in something. Because of that, I was in an Explorer program for architecture and attended a two week Girl Scout camp on architecture and construction. In those programs, I was building small projects, getting introduced to CAD, and visiting firms and college campuses. As adults we know that we should do these things to find out more about our potential careers, but do we ever consider how many kids do not have access to these avenues to get a taste of the architecture path?
 

Katherine's daughter celebrates competition at the 2012 San Francisco NAWIC/Girl Scout Building Block day

Katherine's daughter celebrates competition at the 2012 San Francisco NAWIC/Girl Scout Building Block day

To juxtapose all of the privileges I was blessed with, as a black woman in a predominantly white, male profession, I think about bias on almost a daily basis. Everyday prejudices and bias about who can be an architect have limited the exposure at early ages to the profession, have made it difficult for people to succeed in our education system, and has hindered progression in firms. I think about it when I walk into a professional gathering, whether AIA, USGBC or other, and see no other person of color. I wonder who does not get invited when there are events to build their network or earn continuing education credits. I think about it when I walk on job sites and see no women workers on a project team. I wonder how many people are trying to get into a union but did not because they did not have the right connections. I wonder which small, minority or woman, contractor did not get the project because they were left off a bid list. I think about bias whenever I tell someone that I am only the 251st black woman licensed in the US. I wonder who is trying to get their boss to give them experience to finish their IDP, or help pay for exam, or time off to study. Without time and funds to prepare and take exams, we will not build a pipeline of future architects.  African-American, women architects number only 337 out of the, approximately, one hundred thousand licensed architects. We are currently less than half of one percent.
 

“I think about bias whenever I tell someone that I am only the 251st black woman licensed in the US... African-American, women architects number only 337 out of the, approximately, one hundred thousand licensed architects. We are currently less than half of one percent. ”
— Katherine Williams, AIA, NOMA
Students chatting with architect at the 2012 San Francisco NOMA student firm crawl. 

Students chatting with architect at the 2012 San Francisco NOMA student firm crawl. 

For a profession that affects almost every person in the country, the lack of diverse voices at the table remains a problem that leads to perspectives being left out of decisions that get made.

If we held up a mirror to the architecture profession it would expose how we are the privileged, providing services to other privileged. It is only once we step out of our boxes to see the world from a different view that we can recognize our own privilege and bias enough to start dismantling the structures that hold them in place.

Because a lot my work has centered on community improvement and development in underserved neighborhoods, many of the people who would be considered my clients lacked privilege. For example, they may not have finished college, have lived with poverty level wages, or were elderly or disabled. An alternative to the privilege walk mentioned above, is the privilege circle. By moving to or away from the center of a circle, based on the questions, one can see who has more privilege, which usually equates to more influence in that particular community or group. “What would be different if people in communities most impacted by inequality were seen as the center of, or as experts on, their communities’ needs and situations?” The notion of community input gets misunderstood by architects as we look for community members to buy into our plans instead of giving them the tools to create their own.

In order to truly create the best solutions, we must be willing to listen, walk around, and allow people who have been living in the communities to have the privilege of being the leading voice. Likewise, in order to create the best design practices, we must invite and listen to those who have not traditionally been at the table.

1. BuzzFeedYellow. (2015 July 4) “What is Priviledge?” https://www.youtube.com/watch?v=hD5f8GuNuGQ
2. University of Michigan, Edward Ginsberg Student Life Center. Privilege Walk Activity.
3. Grant, Brad and Dennis Mann. The Directory of African-American Architects. http://blackarch.uc.edu
4. Brown, Adrienne Maree. (2013 August 17) Take the Privilege Walk. https://indypendent.org/2013/08/17/take-privilege-walk

EQxD Get Real: Being the Only One in the Room

by Mark Gardner, AIA, LEED AP

My path to architecture began with an almost naïve understanding of what I might face in becoming an architect.

Initially, I was lured by the art, science, history and technical nature of the field, the ability to affect the environment and change people’s lives. I  had an opportunity to practice a profession with a history.

I had never met a Black architect until I got to Georgia Tech. 

Mark Gardner Principal at Jaklitsch / Gardner Architects

Mark Gardner Principal at Jaklitsch / Gardner Architects

 Even at that time, I didn’t have the experience to ask the hard questions: Is the practice of architecture difficult? Is it made more difficult by the complication of color? At what point will the bias of others get shelved? Could I make use of this position to understand what it means to be a good architect?

I only needed to put my talents forward… right?
The architecture profession does not represent the cross section of this country, much like congress. Congress is 87 percent white; 85 percent in the House and 96 percent in the Senate. Based on an article in The Atlantic, “The 33 Whitest Jobs in America” , The Architecture Profession is roughly 91.3 percent white. Black architects make up less than 2% of the total number of registered architects nationwide. 

How does this clear lack of diversity affect our design? What does it mean? I went to Georgia Tech and I was 1 of 4 African-American students in a class of 120 students. Some professors were my champions and mentors and others, not so much. Occasionally unsure of my footing, I would make decisions slowly, deliberately and waited for opportunities. 

Early in my career, as friends found jobs and started their path toward licensure, grad school or whatever was coming next, I was turned away from many majority architecture firms. I would interview with the same firms and hear kind words, but little more. Still I kept faith. If I worked hard, that hard work would be rewarded. At one interview after a few years of working and managing, I had a firm Principal tell me that I could fill the role of an intern who was leaving for school. I reminded her of my experience level and was met by a blank stare. It is a difficult moment to reconstruct. Was I overly sensitive? Had she just overlooked my portfolio? Did she make up her mind in her busy schedule to believe what she wanted to believe? Whether we recognize it or not, there is an internal never-ending battle being waged by what we think we know against the unknown. Our eyes can't lie and yet our bias only gives undue weight to doubt. Questioning this bias is a good and necessary thing. I eventually found my opportunity from two African-American architects who could understand my struggles because it was their struggle. William Stanley and Ivenue Love-Stanley taught me how to find a space to design and make use of my experience. I sat in the theater at the 2014 AIA Convention to hear Ivenue share the lessons from our story. She practiced what she preached as evidenced in her 2014 Whitney Young Award Acceptance Speech:

“How many of you today realize that it is absolutely important that young people be afforded internships, as well as, permanent positions in your firms…” she said. “I, for one, will continue to advocate for change. I want to simply ask you to search your souls and honestly ask the question, ‘Is this profession what you want it to be?’ There is a scarcity of minorities and women in key leadership positions at the major architecture firms in the country. It is astounding. I would suggest that we start by aggressively increasing enrollment of minorities at major schools of architecture. Then aggressively work to increase the representation of minorities and female faculty members…these improvements are long overdue. We stand to lose an entire generation if we do not act fast.”  - Ivenue Love-Stanley, FAIA

I agree. Why do we as a profession not give more opportunity to younger architects — in particular, women and those of color? They bring incredible value to the profession, something unique, a new story to tell- the future story. The sea of change Ivenue was asking for is not one that can be made alone but requires the majority to align with what is being asked by the minority. I have been fortunate to be in situations where I have the opportunity to prove my talents and found the confidence to trust in my talents. That confidence is built upon the support and respect of architects who trained me.

The time spent in Atlanta gave me the confidence to return to school to pursue a graduate degree in architecture. Eventually a junior architect position brought me to New York and I spent several years working in various firms. I was always trying to get better, learn as much as possible and value the power of observation. From a young age, as an African-American, you’re told you have to work harder because in some quarters little is expected of you. 

As a principal of a firm, I now sit in a position of privilege, but it is also a position of perspective. I remember being a student. I remind myself what it is like to sit across the table in that interview. I remember the times when I could have used a mentor. I am a mentor. When asked “How did you do it?” or “Tell me the steps to get where I want to go.”  The first thing I say, is that we are free to write our own stories and there is not a guide book. I am reminded of a Charlie Rose interview with Steve Martin, that resonates with me. He says, “I always say, be so good they can’t ignore you...be undeniable.”

I have found the confidence now to be the only one in the room. I no longer feel the burden to assimilate, but to celebrate that my experiences also want to be shared. We can all be agents of change. The disparities and bias that exist in our society demand it.


"Why the lack of Black Students?" Architecture Record Nov. 2012
The 33 Whitest Jobs in America, The Atlantic Nov. 6, 2013
Charlie Rose Interview Clip with Steve Martin

EQxD Get Real Series: Bias & Privilege

by Rosa Sheng, AIA

Architecture's Diversity Problem

It doesn't take too much to notice architecture's diversity problem. Statistics, while vague and hard to come by, estimate 15-18 percent of licensed architects are women and 13 percent of licensed AIA Architect members are minority populations including 5 percent Asian Americans, 4 percent Hispanics or Latino and less than 2.0 percent African Americans. While enrollment in architecture schools and NCARB candidates may be on the uptick, people of color and women still drop out of the field at a very high rate. The 2014 Equity in Architecture Survey sought to understand the key factors of job satisfaction that were influenced by likelihood of becoming a Principal, a transparent path to promotion, and day to day work that is meaningful to long term goals. Additionally, there is a lack of mentors, a dearth of financial support, and a bureaucratic system resistant to change. But a more deeply rooted factor preventing people of color and women from advancing is an outright ignorance towards systemic bias and prejudice that benefits the privileged in the workplace.

Not Your Token Architect

Last month, during the July Twitter #ArchitectChats about emerging professionals, a heated conversation somehow went south; "touching the third-rail south" to be exact. A biased statement was made, there were clearly those that were offended by the statement (and likely had every right to be). Focusing on the person who made the statement was less important than honing in on the fact that this type of thinking exists. 

“I don’t want an inexperienced non-caucasion m/f in a major decision position just for the token effect.”
— (Statement made during Twitter #ArchitectChats)

We cannot make progress in terms of equity, diversity and inclusion when there is a base lack of understanding of the institutional racism, implicit bias and the largely unfounded fear and ignorance of the "other" that exists. (The "other": broadly be defined as those who are systemically without power and privilege to get access to the same opportunities as the majority). We cannot make progress when there is a fear of discussing the bias and prejudice that exists, no matter how "uncomfortable" the subject matter may be at times.

Tokenism is flawed in the statement above as there is an assumption that non-whites are less experienced and therefore undeserving of advancement to a position of power. Tokenism is defined as the practice of using a member of a minority group in order to prove how "progressive" and "forward-thinking" an organization may be, without truly solving the root of the problem: implicit bias and systemic racism. While the act of tokenism is used by those in power to subvert the issue, those who advance are viewed as "tokens". The backlash towards them implies that these individuals are not qualified or deserving of their position and may even remain loyal to those in power who promoted them.

The Challenge

When the "token" statement was made, I wasn't offended, but rather perplexed. I tried to explain to the person making the statement why it would be offending to others. I saw an opportunity to have a broader discussion about bias & privilege in our EQxD Get Real blog series that would allow for a more authentic understanding of the real challenges that those striving for equity must face everyday. I asked our twitter followers: Who would be brave to contribute? We had many volunteers who are professionals in architecture at various stages of their career and diverse in their backgrounds. We asked them to reflect on the following questions and we ask that you do the same.

  1. Reflect on your awareness of what these two words mean to you - bias & privilege
  2. How does bias or privilege affect your ability to achieve your career goals (or not?)
  3. How do you think bias and privilege affect Architecture as a profession today? 
  4. What needs to be done about bias and privilege to inspire action/positive change?

Dare to Share

Each of us has bias towards others and each of us has privilege over others. It is when bias & privilege limit opportunities for those who are NOT in a position of power that we end up where we are today. For the next 3 weeks, we will be featuring the candid responses of each volunteer to these provocative questions.  Our goal is to create a safe forum for these difficult conversations in hopes of reaching a broader understanding of the individuals who have contributed and how bias and privilege affects each and every one of us in different ways.

Please follow us on Twitter #EQxDGetReal for each blog related to this challenge. 

 

Recap: EQxD "U" Workshop - Negotiation is your Power Tool

Our 3rd workshop in the EQxD "U" series: Negotiation is your Power Tool was a stimulating conversation about negotiation with our diverse panelists: A contractor, a client, an architect, and an HR director. Some of them confessed to never negotiating for high salaries earlier on in their careers. View our storify recap to enjoy the highlights from the discussion.

 

WHAT'S NEXT FOR EQxD "U"?

Hungry for more Knowledge, Discussion and Action? Join us for the best and last EQxD "U" Workshop #4 on Thursday, October 22nd at 6-8:30pm for "Architecture And...Expanding our influence through multidisciplinary practices". 

Developing a diverse practice that straddles several related fields can be good idea from both a business and creative standpoint. How can a multidisciplinary practice broaden our creative thinking when times are good and help protect against a volatile building market when times are bad? What does the Architecture firm look like 20 years from now and what are potentially the evolution of services that we can provide that reinforces the Value of Design? What kinds of divergent/convergent work make sense for architecture firms to take on that will increase resiliency and relevance into the future?