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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?

Interrupt workplace bias, be a “Change Agent”

by Karen Robichaud

Our group “hacked” the subject of Hiring and Retention, with a focus on in-group favoritism and implicit bias.

Defining the Problem

When we look at the classic pinch points in an architect’s career that often drive one away from their firm or out of the profession, what we saw was a tendency for firms to hold on to past practices. Often these past practices haven’t fully adapted to the needs of today’s workforce, so how can we puncture those strategies and move forward?

Hacking Ideas for Hiring and Retention

Hacking Ideas for Hiring and Retention

As we discussed issues of in-group favoritism and implicit bias, what really rose to the top was the importance of intentionality. Diversity, inclusion and engagement don’t happen by accident. Our conversation circled around the urgent desire for a shift in culture towards intentional inclusion, transparency and open dialogue. The business case for increased diversity is clear; diversity improves employee retention and recruiting. As we each shared our experiences, what we noticed is that we (as a collective culture) have an awareness problem. Often people don’t even know their behavior isn’t inclusive. What we determined is that firms and the profession need a person or persons in a role committed to change, raising awareness and cultivating an environment in which calling out bias when it happens. All those are tough things and require fearlessness. We landed on the term “agent of change” or “change agent.”

A change agent is an individual or group of individuals within an organization using his/her/their talents and position to enhance the corporate culture and create a more inclusive environment – calling attention to the talents of all types of people. This can be part of beyond the scope of that person’s primary role.

Part of the point of naming the role and owning it is to hold firms and the profession accountable to the commitment. A change agent keeps the conversation going, often at a fever pitch so that it cannot be ignored. When we are striving to transform culture, we are never done. That’s why it’s hard – there is no tidy “to-do” list with boxes to check. We all need to reflect and assess and sometimes we need reminding.

"Change Agent" Team Members: Karen Robichaud, Matthew Gaul, Gabrielle Bullock, Rebecca Sibley, Ashley Banks

"Change Agent" Team Members: Karen Robichaud, Matthew Gaul, Gabrielle Bullock, Rebecca Sibley, Ashley Banks

Additionally, by naming change agents, they can create a network among themselves to report progress, strategize and bring ideas back to their firms. What we saw as the crux of the challenge was a need for bold action. I come from a theatre background and one of my directors always said “be bold, be daring, be brave” and that’s what is needed here. Change doesn’t happen overnight, but with commitment, intention and accountability, it starts to happen.

What's next for EQxD?

Join us in San Francisco at AIASF on June 11th for our next EQxD "U" Workshop "What's Flex got to do with Success?" (Win Win Strategies for Work/Life Flexibility) Meet the panelists, and participate in small group break-outs to "hack" what works for flexibility in the modern workplace. This event is relevant to all AEC professionals! 6pm-8:30pm. 

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How does going to a Hackathon make re-entry easier?

by Lucy Irwin

I am one of those women who was passionate and determined to be an architect.  Who powered through grad school, worked hard at my internship, achieved licensure, and worked on the A team. I loved being an architect. But after my 3rd child was born, I stepped off the career track; every year thinking, “next year I’ll get back on track.” I kept my California License current, never separating my identity from that of the passionate architect. But years piled up.

I launched three children, and now, I can devote myself to my first love, practicing architecture. In December I rejoined the AIA and found Equity by Design.  What a stunning group of smart, action-oriented, creative problem solvers – the A Team! Through informational interviews with architects in the Bay Area, I am figuring out where my skills and passions align with the current practice of architecture.  

Living close to Silicon Valley, we learn about new technologies almost by osmosis. Architects are fighting for every project they get, and doing things the same old way just does not cut it anymore. Companies like IDEO and Google are using technology and design thinking to solve problems, and we architects need to adapt to changing technologies and opportunities. When I found out that Equity By Design was sponsoring a hackathon at the AIA Convention, I was excited to join in and try my hand at this creative problem solving process.  

In the hackathon, it was inspiring to meet a room full of people, passionate about changing the practice of architecture, and making it relevant to the 21st Century.  Instead of being fed information, we created new knowledge by sharing our insights and experiences, hacking the pinch points in the practice of architecture.

 

Our group “hacked” the subject of how architects can relaunch after taking time away from the profession, and how to present returnees as an asset to firms.  We started with defining the problem:

What makes it difficult to return and how do we encourage/support those returning to Architecture?

Liability to Asset    

Some of the factors that make it difficult to return to the profession of architecture are the challenges of staying current, the narrow perspective of what architecture is, the competitive nature of architecture and architects, and the confidence conundrum.  We considered the fact that once a person is trained as an Architect, they continue to see the world through an analytical, creative and problem-solving lens.  While time away from a conventional office setting may be seen as a liability, it can provide an opportunity to develop other skills such as leadership, focus, entrepreneurship, a deeper understanding of client needs, and project management, as well as developing connections to the community.  

We also discussed a challenge the profession is still battling; the lack of understanding by the general public about what architects do. We saw an opportunity for the profession to leverage the voice of those who are not actively practicing in a conventional firm. For these individuals to be ambassadors to the public; to demonstrate how architects innovate, to think strategically, and to add value by creating more productive environments.  

 

Our Hack

Throughout history (We can thank the French for this one)  “Salons” have provided an environment where members meet regularly, with a variety of stakeholders, to present research or projects to one another. At our hack we discussed how the forum of the salon would provide a great entry point for returnees. The salon offers a deadline, an audience and the opportunity to develop communication skills. The benefit to the individual is a structure to present in front of an audience; the benefit to the audience is an opportunity to gain new knowledge, network, develop camaraderie and broaden insights. In hacking the “Salon”, we can create communities which support and challenge returnees to share an area of expertise, and build confidence in their ability to present their ideas publicly. We imagine these salons including not only architects, but also allied professionals and community members who are interested in understanding how architects enrich the built environment. Potential employers/clients could see an individual in action, presenting design and research, showcasing their skills, approach and talent.

There are a number of key performance indicators we recommend analyzing to determine if salons are an effective tool for encouraging and supporting returnees:

  1. number of people who participate in the salons
  2. number of presentations
  3. number of new clients generated
  4. amount of knowledge generated
  5. number of people re-employed in their area of choice and passion
The Salon concept for Returning Architects presented by Nancy Alexander for the team.

The Salon concept for Returning Architects presented by Nancy Alexander for the team.

As promised, time flew by, and before we knew it, it was time to come up with a pitch.  Ours was not as catchy or pithy as needed to win the hackathon, but I certainly won new skills and insights in the process. It was exciting to watch the other groups present their hacks, and the message of the winning team, is a valuable message for surviving any of the pinch points in your career: #BuildYourTribe.

The hackathon was part of that warm welcome back to architecture, Lilian Asperin Clyman has been talking about.  New technologies allow people to work remotely, collaborate, and build teams across geographical, cultural and temporal boundaries.  But some activities are still better in person, and a hackathon is one of those in-person events, where individuals can learn from each other, test ideas, and find out what resonates.  

I’m looking forward to my next opportunity to hack.  My first hackathon was a chance to use my design thinking skills in a fast paced collaborative environment and learn from a diverse group of architects and other allied professionals.  I came away from the event inspired to build my tribe as I relaunch my career.  Maybe I’ll even start a salon!  And next time I hack, I’ll be more confident presenting my ideas, using some of the techniques I saw in action. Maybe I’ll even use a hashtag, take a few selfies and tweet you the results!  

Meaning & Influence: Returning to Architecture

Team Members

  1. Lucy Irwin
  2. Nancy Alexander
  3. Jayshree Shah
  4. M. von Nkosi

What's next for EQxD?

Join us in San Francisco at AIASF on June 11th for our next EQxD "U" Workshop "What's Flex got to do with Success?" (Win Win Strategies for Work/Life Flexibility) Meet the panelists, and participate in small group break-outs to "hack" what works for flexibility in the modern workplace. This event is relevant to all AEC professionals! 6pm-8:30pm. 


I’m not an Architect...

by Karen Robichaud

I am not an architect and, I don't event play one on TV! 

I majored in English and minored in Theatre Arts. When I graduated I had no clue what to do with myself or how to build a career out of my interests and skills. Eventually I stumbled into graphic design and communications for an architecture firm. This gives me a different perspective on how firms operate, how equity fits into that and what they can do. Because of my liberal arts background I’m always trying to connect issues and ideas across disciplines. Before I arrived in Atlanta for the Equity by Design Hackathon, I read the course materials, but I also revisited some of my favorite pieces that have taught me to broaden my perspective and deepened my understanding of how different people understand the world. Sometimes revisiting a favorite piece better clarifies my ideas or reminds me of a great way to phrase a thought. I too need to step outside myself and listen. I read through a few of my favorite passages from Roxane Gay’s Bad Feminist, re-watched Chimamanda Adiche’s TedTalk, “The Danger of a Single Story” and pulled up one of my long-time favorite essays “Yes, You Are” by Sarah D. Bunting about feminism. Each of those pieces inspires me and prompts me to think about what I can do and share to help “eat the equity whale.”

Walking in to the Hackathon, I had no idea what to expect from the experience. After all, I’m not a hacker and I’m not an architect! I left feeling inspired, excited and eager to implement hackathons everywhere. There’s so much to hack! As I listened to the introductory remarks and comments before we broke into small groups, I had an idea for something I’d like to hack specific to the equity movement. I was struck by the importance of language. I care deeply about how we use language and the meaning of the words we use (which is part of why “Yes, You Are” appeals to me). In the context of the Equity by Design discussion, I was struck by when and how words like male, female, man, woman and girl were used. I never heard anyone utter an equivalent of “girl.” In the session I heard a few people say “girl” when they should have said woman and I never heard that happen with “boy/man.” It’s a small thing and it’s subtle, but the longer we perpetuate the use of “girl” when we mean “woman,” the clearer it is that issues of equity and perception run deep in our social constructs.

I admire the research and dialogue the Equity by Design effort has cultivated, but I think a big piece of the puzzle is education on a broader level. How do the issues facing architecture mirror those facing other industries? We need to talk about what’s going on in our society at large for different groups to better understand how and why biases play out in the workplace. When we talk about the cultural ideals reflected in the media and pop culture, we better understand why it’s so deeply ingrained in our subconscious that it’s “bad” for women to exhibit assertive behavior. I think unlocking some of that is key. Many other industries suffer from the same gaps in diversity and if we have larger, interdisciplinary discussions that support and inform industry specific conversations, it becomes possible to move the ball forward on multiple fronts.

The Hackathon reminded me how important it is to listen, challenge assumptions and push outside my comfort zone. I want to keep talking about equity, draw parallels to other disciplines and elevate the conversation so we’re not working in a bubble. I want to find ways to help people see the challenge from many angles so that we’re all hear each other better.

We need to listen and we need to share stories fearlessly.

What's next for EQxD?

Join us in San Francisco at AIASF on June 11th for our next EQxD "U" Workshop "What's Flex got to do with Success?" (Win Win Strategies for Work/Life Flexibility) Meet the panelists, and participate in small group break-outs to "hack" what works for flexibility in the modern workplace. This event is relevant to all AEC professionals! 6pm-8:30pm. 


We need to Hack more!

by Matthew Gaul    

Without a doubt, the most significant event of the whole AIA National convention in Atlanta was Equity by Design (EQxD) Hackathon ½ day event. Unique to the convention we were going to do something, on the spot, to improve the profession. The whole afternoon was a microcosm of what I have experienced since I attended my first EQxD meeting a year ago. What I got out of it was a real sense of what it will take to move the profession forward and an even stronger sense of optimism that we will get there.

Why I went:

First stop: a selfie at the front door.

First stop: a selfie at the front door.

Like all EQxD events and meetings I’ve been to, the Hackathon was about awareness and action. Action is the key to causes. Architecture is keen to action when it comes to external things like the 2030 Challenge for sustainability, but we’re ironically inactive about our own internal challenges.

At the Hackathon, we set out to focus internally, not on our desires about design as architects are regularly accused of doing, but on our self-worth and conduct. Frankly, it is still a significant thing for the profession to stand up out of our sandbox of beautiful designs, to grapple with real human issues. I believe doing so helps us realize our true value and prepare for a Post-Green world, when being sustainable will be as much of a concern to the public and the profession as being accessible and ADA compliant. When we get there, we’ll be left with our one common denominator: our fellow humans for whom we design. After all, Architecture can’t sustainably focus on sustainability because we’ll get there, and when we do, we’ll be left with our one common denominator: our fellow humans for whom we design.

I also wanted to be there to be one of the men in the room. Everyone has potential for implicit bias, groupthink, and ignorance. Research shows us that diverse groups make more intelligent and equitable decision through a reduction in assumptions and increase in experiences and awareness. So, by participating help mitigate these factors in myself and others.

How it went:

It was hard. Not in the typical architecture-is-hard because the problems are complex and take a long time to develop solutions. It was hard because we didn’t have a long time to figure things out, and we couldn’t use our typical problem solving methods. We were actively figuring out what our methods could be while using them to solve our group’s chosen equity issue, and then presenting in a way that we were totally unaccustomed. And that’s the essence of a hackathon.

In the end, this was the most focused, participatory, and fruitful four hours of the whole convention. Don’t get me wrong; other convention activities had the same high qualities, but none produced original work on the spot and drew upon their participants to act in the present and future in quite the same way. We all left with a feeling of community, ownership, and responsibility.

What I take away from it:

“A pocket full of change.”

“A pocket full of change.”

Equity in Architecture and improving the value proposition/understanding of architecture is going to be a lot harder and more complicated than I thought. It isn’t just a matter of sharing information, straightening up, rallying others to action, and changing what others do or think. There is a lot of hard work in figuring out how and what we are doing to change ourselves as a profession and how others perceive us.

Personally, I will make it a point to draw on others more. (It won’t be just to spread the good word of equity, but it will also help shape the bricks that we will use to build a better profession. It is my hope that AIA National does the same.

There is a real value in every single person’s time and energy, because they can shape the course of events and the profession that shapes humanity’s built environment.

And who wouldn’t want a part of that?

Read more of Matthew's thoughts on the importance of equity in architecture from an excerpt of his EQxD Hackathon scholarship essay below. 
 

“I believe that Architecture fundamentally needs to raise its internal and external valuation to reflect the importance of architecture in the daily lives of people, society, and the future of humanity. This improvement of valuation has to start with better, more equitable practices within the profession. Once we value ourselves better in this way, provide greater opportunities to our members, and retain more talent, we can better communicate our value to society, and achieve a level of regard and compensation that will enable us to produce our best work.”
— Matthew Gaul

What's next for EQxD?

Join us in San Francisco at AIASF on June 11th for our next EQxD "U" Workshop "What's Flex got to do with Success?" (Win Win Strategies for Work/Life Flexibility) Meet the panelists, and participate in small group break-outs to "hack" what works for flexibility in the modern workplace. This event is relevant to all AEC professionals! 6pm-8:30pm.