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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?

Team "EQUATOR" - Toolkit for Assessing and Improving Equitable Practice

Interview w/ hackers Amelie-Phaine Crowe, Beau Frail, Don Weinreich, Kavitha Mathew, Kelsey Oesmann, and Lara Garnant

EQUATOR: an imaginary line drawn around the earth equally distant from both poles, dividing the earth into northern and southern hemispheres and constituting the parallel of latitude 0°. Origin: late Middle English: from medieval Latin aequator, in the phrase circulus aequator diei et noctis ‘circle equalizing day and night,’ from Latin aequare ‘make equal’.

Team Equator: an energized group of change agents comprised of a diverse range of backgrounds, levels of experience, and abilities that share common concerns about equity within the profession.

Working together, the team candidly reflected on the shared disappointment about two truths:

  1. Inequitable practices are often ingrained in architectural firm culture
  2. Each firm is different - there is no “one-size-fits-all” approach to building equitable work environments. So, Team Equator set out to create a toolkit that would guide firms in assessing areas where improvement is necessary, then offer implementation strategies to develop equitable practices and policies within firms.

THE EQUATOR as Tool -  a unique, tailored “diagnosis” and set of recommendations for improving equity and diversity within firms;

THE EQUATOR as Process - synthesis and analysis of small and big data, from employee and employer perspectives to identify disconnects; facilitation/mediation of group discussions; presentation of potential solutions and mediation as necessary;

THE EQUATOR as Outcomes - a collection of aggregate data on firms of various sizes; development of scalable solutions and training that can be deployed online; implementation of firm policies for achieving equity and diversity goals; proof (data driven results, best practices and a network of firms); an iterative, feedback loop for continuous improvement.

The hypothesis of Team Equator’s hack is that this toolkit will translate to improvements as evidenced in:

  • Ability for firms to increase awareness of and break poor habits
  • Streamlined process of finding solutions
  • Stronger employee-employer relationships
  • Scalable solutions that are personalized and adaptable, therefore optimized for effectiveness
  • Flexibility and willingness to establish employee-centered firm policies

 

Ice Breaker -  The Egg Project

What did you learn from your group in the course of doing this exercise?

Kavitha - Despite our various levels of experience, I think that we had some common concerns about equity within the profession. 

Beau - Our group of six Hackers discovered the elements that connected us, such as our love for drawing and having no pets, and also celebrated the unique qualities that made us a diverse collection of change agents ready to embrace our differences while finding common ground to explore ideas for making our profession more equitable. (the genesis of The Equator) 

Kelsey - Our group represented a really diverse range of backgrounds, experiences, and abilities, which added a lot of value to our conversations. 

What was the most unexpected response to the what was Unique about each person? (Outside the Egg)

Amelie - I was surprised that no one else played instruments! 

Lara - I concluded from the exercise, that many of our commonalities and differences both (personally and professionally) seemed to speak to mutual creativity, passion, patience, empathy, dedication, and analytical thinking. It was interesting to see how even our differences had common threads. 

What was the most unexpected response to the what was common to the group? (Inside the Egg)

Kelsey - I was surprised none of us have pets - indication of a need for better work-life balance, perhaps? 

Lara - Another interesting coincidence, for me, was that we had all lived on a coast at some point in our lives. We share that common passion and drive. 

Beau - Apparently we are not a group of marathon runners, but we are willing to run toward the goals of creating an equitable future.

Defining the Problem

What did you think of the ideation process for defining the problem?

Kavitha - It was a little frenetic, but ultimately productive.

Beau - I agree, the process of narrowing down to a specific problem to address seemed rushed for our group. I appreciated that Kavitha and others came with strong ideas they had previously contemplated. We became a testing ground for these ideas and shared our varied perspectives that resulted in a well-defined problem. BF

Kelsey - Putting words around such complex challenges and narrowing it down to a cohesive “problem statement” was definitely a challenge. The time limit was helpful for forcing us to speak to the issue instead of around it.

Amelie - Part of our struggle was that a number of different issues we wrote down were inter-connected. It was good to enumerate each one, but very difficult to all agree on which tangential issues to leave behind. Yes, I think our group's passion toward equity and the interconnection of the problems drove us towards brainstorming a large number of issues and multiple potential solutions…

Lara - During that stage, our personal experiences (differences) helped fuel the number of problems, while our common passion for equity had us excited to tackle the problems at hand.  The interconnected nature of many of the problems, compounded the choice.  I agree.  The tough aspect in defining the single problem with a single solution, was letting go of or rather not getting to discuss solutions for problems left on the board.  As a group, in the end we chose well and were able to define a single problem with a single solution in time.  (Of course there was no wrong choice, only the challenge of a time limitation to define it, solve it and present it.)  The process of brainstorming problems, while frustrating due to the time constraint, ultimately reflected our common concerns for equity.  

 

What was the problem that your group agree to solve?

Kavitha - We tried to create a toolkit and process for measuring and improving equity within firms, leading to greater diversity. 

Beau - The problems that our team gravitated toward as the highest priority to address included:

  • The ability for a firm to assess their meeting of equity metrics

  • Resilience of the profession through recessions and other disruptive events. This included retaining talent and providing growth opportunities for younger employees (via equity metrics)

  • Aging in the profession/ experience gap (similar issues as above) 

 

Crafting the Solution

What did you think of the ideation process for crafting the solution? Was it difficult to come up with ideas? Was it difficult to narrow down to the final solution?

Beau - The fast paced generation of ideas was exciting and at times frustrating. We had many ideas from different perspectives that were worth exploring. Narrowing down on an idea seemed hasty, though perhaps that is the inherent pace involved in Hackathons.

Kelsey - It was a challenge to keep ideas at a “brainstorm” level - I think we had a tendency to get into the details of a specific solution before we considered all the options to determine what the solution should be.

Amelie - It wasn’t too difficult to come up with supportive strategies for our solution. The trouble was that we had a lot of ideas and not quite enough time to write them all down. It was a pretty fluid process. I think we also had some struggles with figuring out how to communicate the strategies verbally in our pitch, and which to leave out of the talking points. 

 

What was the problem that your group agreed to solve?

Beau - Ultimately, our group resonated strongly around a central solution for measuring the equitable quality of a workplace, providing assessments of firms, and offering implementation strategies to develop equitable practices and policies within firms. This equity and diversity assessment and implementation tool is called The Equator. 

Kelsey - The Equator addressed inequitable practices and policies that are often ingrained in firm culture and tradition, and provided a unique, tailored “diagnosis” and set of recommendations. Each firm is different and has different challenges and assets, and we wanted to respect that there is no “one-size-fits-all” approach to building equitable work environments.

Amelie - EQUATOR in its final form struck a good balance of being user-friendly, useful to define success vs improvement areas, and potentially appealing as a branding tool for equitable firms.

Lara - Equator, while a single process, possesses the ability to flex to each employee-employer relationship for both the success of the individuals, the firm, and ultimately the industry.  The nature of the process is personalized to the individuals involved.

 

How did you decided to present your elevator pitch?

Team Equator displayed the issue of top down and bottom up perspectives through a short skit. A firm owner and a young professional both expressed their frustrations with gaps and disconnects in equity. We introduced The Equator as a solution for firms and employees/ potential employees to “meet in the middle” to identify disconnects related to diversity and equity and have access to tools for adopting, integrating or advocating solutions. Our group members took turns presenting each part of The Equator process:

  • Equity and Diversity Toolkit for measuring and improving equity within firms
  • Data Collection and analysis within categories from employee and employer perspectives (online platform/ quiz/ interviews). LARGER GOAL: to aggregate data on multiple scaled firms.
  • Identify disconnects, then present solutions and mediate as necessary. LARGER GOAL: identify and develop scalable solutions that can be deployed online
  • Develop firm policies and implementation strategies for achieving equity and diversity goals
  • Measure and verify the impact of implementation strategies/ tools
  • Case studies
  • Adoption toolkits and training
  • Data driven results verified
  • Firm profiles highlighting best practices (opportunity for a Firm Equity Network…)
  • Adjust tools as necessary based on data/ results   

While aggregating data, developing scaled solutions, and creating supportive firm networks are potential outcomes that can become supportive tools for others undergoing the process, the ultimate success of Equator is it’s core focus on:

  • Individual employee-employer relationships
  • Solutions that fit those individuals
  • Flexibility
  • No one solution fits all or fits similar sized firms - (only very similar people with very similar values, goals, relationships, firm culture, etc. may have a similar set of policies - but the success depends on the ability to cater the solutions to meet both the needs of the specific employee and employer for each identified disconnect.)  The aggregate data, scaled solutions, and network are resources to support and provide solutions for each disconnect in the employee-employer relationship.  Best practices can be developed for each identified disconnect as a resource for potential solutions, but ultimately the selection of the best fit for that particular relationship is key.
  • We created this process to be iterative and be able to grow and change as the individual's needs, situations, values, and perspectives change as they progress through their careers.

Lessons Learned

What was the biggest take-away from EQxDHack17?

Beau - These ideas are worth exploring and their potential impact on our profession is an untapped resource for augmenting equity and diversity in architecture. The energy and unique perspectives generated by our group could have continued and further refined our idea. 

Kelsey - Also that these ideas and solutions are feasible, relevant, and actionable. What’re we waiting for?! 

Lara - My biggest take away, is a new found perspective on our ability to affect change despite the size of the obstacles, the lack of processes to facilitate that change, and also the advice of not letting the fear of failure to become one of those obstacles. It is far too easy to get sucked into our day-to-day activities, and lose ourselves along the way (or speaking for myself anyway).  I have been struggling with where to begin - to positively affect society and fulfill my core values in this one lifetime.  Too often, our profession is structured to service the wealthy fraction of society.  Also, too often the firm structure is created without having the employees influence firm policy, which leads to a dissatisfied sector of employees and retention problems.  I always had the drive to make people's lives better with social, environmental, equity issues being at my core. The challenge for me has been the 1) where to begin and 2) how to affect the change I hope for humanity 3) finding those like-minded individuals. I am sincerely grateful for this platform to begin to engage towards equity goals. 

Kavitha - What was the most stimulating aspect of the workshop? Definitely watching the other teams pitch their ideas while getting ready to present ours. 

Kelsey - Agreed - watching the other pitches was really exciting. It’s amazing what can happen when you get a bunch of creative, passionate people in a room together.

 

What was the most challenging aspect of the workshop?

Kavitha - The most challenging aspect was the time constraint on each exercise- helped keep the adrenaline levels high! 

Beau - Yes, we need more time! How about a followup session the next day where we continue to develop our ideas? How about we record our pitches and post them to social media to share these ideas?

Lara - Definitely time...the open ended nature of solving any problem is wonderful for the formation of the group and the ability to solve a problem the group is passionate about...I don't know if it would be possible to shorten the timeframe for the egg project? Send the equity survey, intro, and structure of hackathon in an email to attendees ahead of conference to shorten the intro at the hackathon?  LG

Kelsey - Definitely the time - although I think it was sufficient to get the ideas across. 

 

What would you suggest for people curious about attending a future EQxDHack?

Beau - If you have a desire to make a difference and change our profession for the better, the EQxDHack is the place for you! You will meet leaders from all over the nation and work with them to creatively generate ideas that have the potential to make a lasting impact on our profession. Explore what equity means to you and experience first hand how an afternoon in a stimulating, supportive and slightly competitive setting will drive your best ideas and a spirit of collaboration to address some of the most pressing challenges to our profession related to equity and diversity. 

Kelsey - Prepare to be inspired, challenged, and encouraged - maybe even all at once. You’ll learn from new colleagues across the country, hear their stories and share yours, and think both big and small. Working with a diverse group under strict time constraints will push you and your creative problem solving skills far beyond what you thought possible. No challenge is too great for a group of committed, informed and creative collaborators.

 

EQxDHackathon Blog Series

Access the entire experience of the Equity by Design Hackathon here: 

Special Thanks to our #EQxDHack17 Sponsors for being a Champion for Equitable Practice!

Team “My Block” Explores Architects' Accountability to the Community

A round robin interview with hackers from Team "My Block" including Kitty Myers, Julie Lam, Michael Ford, Corrie Messinger, Maraya Morgan and Jenn Hamrick 

 

The Hackathon framework is modeled after the fast-paced methodology common within the most innovative tech companies in the Silicon Valley.  Equity by Design's core team members augmented this framework with a Flipped Classroom packet to orient participants.  In this blog, Team “My Block” debriefs on their experience - its initial formative steps, the process that creates a cadence for discovery, and their favorite take-aways.

 

Ice Breaker -  The Egg Project 

As a quick and effective way for individuals to know each other, each team was asked to find 3 or more things that ALL members had in common and write them inside a sketched "egg" and then identify 2 or 3 experiences or traits that were solely unique to an individual written outside the "egg". The exercise celebrates individuality while simultaneously building empathy with common ground.

 

 

What did you learn from your group in the course of doing this exercise?

Maraya -One thing that I learned was the acting of looking for commonalities will lead off into the territory of storytelling, which begets more storytelling, which begets more commonalities.  At times it felt harder to find things unique to us, because it felt so good to find the things in each other to which we could all relate.

Jenn - Starting out the conference by being forced to rapidly share yourself was a brilliant way to get our heads in the game to be social for the duration of the event. I was happy to learn that everyone was really enthusiastic about what they are doing, and that gave me the confidence to be able to express myself among strangers/colleagues. It started out a bit slow as everyone tested the waters, but after a few minutes it was actually hard to get a word in because everyone was so excited to share their experiences and ideas.   

Julie - The definitions of what is considered to be equity and diversity vary between cities, states, regions, and countries.  Depending where we considered “home” really brings a different perspective to diversity issues.  The biggest takeaway for me was that I would need to sit down with my peers at home to really determine what issues would be affecting Honolulu versus the rest of the nation.  The issues brought up during my discussion with my team members at this Hackathon, can be the broad overall topics that I could start with and then fine tune from there.  

Kitty - There were more unique characteristics than commonalities - we didn’t come up with 3 commonalities, just 2.

Julie - I learned from this ice breaker activity that everyone has different levels of intimacy and boundaries.  Each person within our group chose to divulge different levels of personal info and hence allowed varying levels of intimacy to occur.  However, at the end of the day, we learned quite a bit about everyone else within the group.

 

What was the most unexpected response to the what was Unique about each person? (Outside the Egg)

Maraya - Somewhere between unique and common - two teammates had lost children

Jenn - The strength of my teammates overcoming great losses was the most surprising thing to be brought up. I can’t even fathom how hard that was to discuss with the group, but I really want to thank them for their courage. It was really eye opening and reiterates how as architects we have to remember that we are designing for humanity and should do so with compassion and forethought.

Corrie - With the timing of this exercise following the initial panel presentations, there was more of a sense of openness than if this was a cold opener as soon as we gathered, which felt like it may have both framed the context of responses and also allowed the group to open up a bit more that early based on the frankness of the panelists.

Kitty - There is a HIP HOP Architect among us (Michael Ford).

Julie - For me, the most unexpected response was the one Mike provided - about losing a child.  It really affected me on a very personal perspective.

What was the most unexpected response that was common to the group? (Inside the Egg)

Maraya - We all moved into architectural studies before college and all of us live in cities, four from Oakland, California!

Jenn - We all knew that we wanted to go into architecture before starting school, but many of us didn’t start out knowing that from a young age. I mostly hear about the people who always knew what they wanted to be when they grew up, and I have always been in awe of them. Learning how everyone came to find their own calling was inspiring, and made me realize that my path hasn’t really been that different from everyone else's. I was really surprised to find out how many of my group were from the Bay Area!

Corrie - Regional non-diversity.

Julie - Many of them came from the Bay Area or SF.  How did that happen??

Kitty - All of us decided on architecture as a career in our early teens or earlier.

 

Defining the Problem

What did you think of the ideation process for defining the problem?

Maraya -The process was good, particularly in its time limitations.  We were full of ideas, and to be cut off and immediately vote on our favorites was clarifying.

Jenn - I thought that the deadlines and voting process were effective to help us funnel all of our ideas into a cohesive plan. I was actually surprised to see that it worked out as efficiently as it did, maybe we need more of this?

Corrie - It scaled well to continually frame the problem & final presentation.

Julie - This process was both educating and a very useful reference for myself.  It provided me with a framework for a similar event I will be hosting on June 22nd in AIA Honolulu. The way this Hackathon was formulated with first defining the problem was a simple and clear method by which we could start with.  This system worked so well for myself that I will be emulating it during my event.  

Kitty - All of us have a passion for bringing our work into the community, to solicit their ideas before finalizing the design. This process helps us clarify the purpose of our projects ( new structure/renovation/TI).

What was the problem that your group agree to solve?

Julie - Our team really spent quite a bit of time defining various problems.  When we finally decided, we agreed upon "Accountability of Architects to the Community".  I think the one thing that I would modify for this portion of the Hackathon, is the ability to reassess and reshuffle the groups during this point.  I spoke to some of the attendees afterwards and they noted that some of the problems that were agreed upon is not what they were passionate about but rather something that the majority felt strongly about.  With that said, I am suggesting that each group comes up with a problem but at this point of the event, allow individuals to reassess and, if desired, change groups to better meet their personal passions.  

Crafting the Solution

What did you think of the ideation process for crafting the solution? Was it difficult to come up with ideas? Was it difficult to narrow down to the final solution?

Jenn - The solutions just seemed to flow naturally. All of us coming from a wide range of backgrounds and experiences helped us to see the problem from all angles.

Corrie - The ideas flowed well even though the problem request was a broad topic.

Julie - We had the opposite problem, we had so many solutions and so many ideas that we felt we had to really narrow down our ideas to really provide for the best solution possible for our selected problem.  

Kitty - The process was simple for us. Our solution was based on many individual experiences and the permitting process. We each contributed ideas and parts of the solution. Architects are well trained at solving problems, so brainstorming our ideas was natural and fast-paced.

What was the problem that your group agree to solve?

Maraya -  The challenge to community equity that we approached is that “architects and owners are designing non-livable, non-performing buildings w/o accountability to the community or users.”  We see this as a result of a flawed communication paradigm (community reviews that happen infrequently and inconveniently) as well as a lack of an incentive on the part of the owner, who is serving their own interests or their investors’ interests first (or only).  Our solution to this problem was to create an App that would allow people living in a neighborhood to quickly find out the stats on a planned building project in their neighborhood and give it a review, yelp style.  They could also use this app to make suggestions on what they believe the neighborhood needs.  On the output side of the app, the city (or other permitting body) would receive all the feedback directly from the people in easy understand statistics.  The information and suggestions from the app could be used by the city to incentivize the owner and architect team to take suggestions from the community in exchange for a fast-tracking permitting process. 

How did you decided to present your elevator pitch?

Maraya - We presented our App as a sketch demonstrating how people in the community would use MyBlock to influence the owner and the architect in a way that would be beneficial for everyone involved: example given- rather than having some redundant commercial tenant on the ground floor of a mixed use, a suggestion for a grocery was given by residents and acted upon by the O/A team after a talk with the permitting official.

Kitty - Our presentation was based on individual talents, group discussion, and available resources.

 

What was the biggest take-away from EQxDHack17?

IMG_2772.JPG

Maraya - What can feel like chaos and a whimsy storm of ideas can in fact yield many brilliant ideas quickly, given a pre-agreed structure.  Amazingly, I think the fact that we all generally had an idea of the time, but didn't concretely understand the limits of it allowed us to be freer and more frantically energetic at the same time.

Corrie - While equity can be a very wide-ranging topic, the context of the panelists and the themes of technology seemed to quickly work into the tactics of the presentations and  may have led to the many ‘app-based’ solutions.

Julie - The Hackathon is a great methodology by which to brainstorm and come up with tangible solutions for identifiable problems.  It provides a system by which we can channel our energy into creating solutions for equity problems that plague our field.  It also provided a time constraint which created an immediacy and urgency towards finding solutions for problems that we normally would not have encountered.  

Kitty - Architects, young and old have similar passions about design, value to the community, and accountability.

What was the most stimulating aspect of the workshop?

Maraya - The most stimulating aspect was to see the other groups presentations.  During the process, I would overhear bits here and there of what the others were doing, and in the end products were unexpected and rich.  I want them all to succeed so that I can have them/use them!

Corrie - The dialogue within the team was terrific, and even with the current backgrounds of the individuals (SF, Hawaii, Detroit), the themes and issues of community engagement seemed to be a solid and unexpected bond.

Julie - I enjoyed the various group presentations and speaking to each of the groups afterwards at Happy Hour.  It was very enlightening to see the presentations and then have various members’ perspective of their interpretation of the presentations.  Even amongst each group there were differing interpretations.  Very interesting.

Kitty - The defining the problem exercise was fast-paced and lots of ideas.

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What was the most challenging aspect of the workshop?

Maraya - The most challenging part was to focus on a single solution to a complex issue.  There are so many good and actionable ideas that it can be hard to remember that the other solutions can always be investigated and acted upon later, but for now, the clarity of one idea is what’s needed.

Corrie - Time for development...while it was a quick hit, the 2-3 hours flew by.

Julie - Time constraints.  More challenging is the execution of the winning solution.  I really think it would be amazing to see the winning solution become reality in some way or form. But I understand the restraints of sponsorship and time.  Still would be amazing to see it come to life.  

Kitty - Initially crafting the solution. This came along easier after we looked at our members’ talents and incorporated them into different roles.

What would you suggest for people curious about attending a future EQxDHack?

Maraya - Don’t be nervous, it’s so much more natural than you’d ever expect!  In the weeks beforehand, read about things that get you excited, and let those sit in the back of your mind.

Julie - Please please please consider signing up for it.  Even if you are not passionate about the topic.  The method itself is such a worthwhile experience.  Through this experience I have formed relationships with two or more of the colleagues I have met within my group. It is through connections with other passionate leaders that I hope to achieve future equity goals.  

Kitty - The process can be compared to an organized and purpose-driven brainstorming event.

 

EQxDHackathon Blog Series

Access the entire experience of the Equity by Design Hackathon here: 

 

Special Thanks to our #EQxDHack17 Sponsors!

Meet #EQxDHack17 Winners - TEAM S.P.A.R.C.

By Sarah Glass (in collaboration with Amanda Dunfield, Bryan C Lee Jr, Patricia Canevari, Stephanie Herring, and Tom Powers)

In April, we hacked. AIA SF’s Equity by Design Committee hosted the Architecture in the Era of Connections Hackathon at the AIA Conference on Architecture ‘17, where a room full of perfect strangers of various ages, experiences, and ethnicities were asked: “What keeps you up at night? And how are you going to fix it?”

 

How did we define our problem?

We started with several issues that we see in practice. We talked about the gap from education to practice, ways to connect with people of different generations, reverse mentorship, career pinch-points, and staying “relevant” as a firm. Our conversation about these separate issues started to blend into one and we began to discuss ways to close the generational gap. This issue is present in both directions - younger employees want to be able to talk to those with more experience to further their education and more seasoned architects want to be able to understand how to attract and retain new talent  for firm development and continued innovation.  As a group, we identified two gaps: the lack of effective mentorship and the lack of accessibility to mentors.  These key factors widen the disconnect between the generations in the workforce. This dialogue informed our problem to hack for the next three hours:

 How can we redefine and re-engage mentorship within the practice of architecture?

 

Getting started.

We agreed that mentorship (as a framework) is the key to success at two scales: at a firm, and for the profession.  In all candor, we shared with each other that we had a difficult time with the word “mentor” as it came with so many preconceived notions and, therefore, a negative connotation implying limitations. We didn’t want our mentorship network to work in a singular (usually top-down) direction. It was important to our group that mentorship works in every way (peer to peer, employee to employer, student to practitioner and vice-versa). Redefining the word “mentor” lead us to our a-ha moment.

 

Team SPARC in Action

Team SPARC in Action

A-ha!

We found a spark, and with that came our answer.  Mentorship is about connectivity, feeling supported, and being valued. But beyond this, you need the opportunity to find a potential mentor - a partner to have a dialogue with about the multiple facets of our professional life. Introducing: SPARC, the Social - Professional - Architectural - Resource - Community.

We questioned what makes a mentor/mentee relationship work. This app, SPARC, will provide the architectural community a way to connect with people regardless of geographical location. By expanding the idea of what mentorship can be, we can connect people beyond an individual firm, location, gender or age, in order to share our collective knowledge to better ourselves and improve the profession.

 

What is the framework?

SPARC is a mentor match-making App. As a user, you would input your areas of expertise to build your profile. These are the areas in which you will be asked to participate as a mentor. The app is searchable by topic. To use this function, you will search for a topic for which you need help or advice. The app will then provide you with the users who have listed this as their area of expertise and passion. You can then start a conversation on the spot for quick, reliable answers. These relationships can be as simple as asking about a flashing detail or as involved as asking for advice for your career path.  

 

Crafting the Perfect Pitch

One of the main features of the EQxD Hackathon was to have each team prepare and present a 5 minute elevator pitch to communicate the game changing solution that each group identified. There were several criteria that the jurors would be evaluating each team's pitch - Relevance to equitable practice issues, user experience & feasibility, impact & metrics, as well as clarity and creativity of the pitch. Teams were told that they could use any means available to communicate their ideas.

Using improv, poster paper with illustrative sketches, and rigorous group rehearsal outside the main room in the quieter hallway of the convention center, Team SPARC was able to capture the audience with humor (Tinder for Mentors...) and creativity (Roll down paper to spell out S.P.A.R.C.) in order to communicate a strong idea for meeting the challenges of mentoring in the profession. "Swipe right on your career".

TEAM SPARC : (L to R) Amanda Dunfield, Tom Powers, Sarah Glass, Patricia Canevari, Stephanie Herring and Bryan C Lee Jr.

TEAM SPARC : (L to R) Amanda Dunfield, Tom Powers, Sarah Glass, Patricia Canevari, Stephanie Herring and Bryan C Lee Jr.

Sharing the Pitch with at the #EQxDHack17 Happy Hour - "Swipe right on your career".

 

Team SPARC take aways.

“It was great that our team had a really diverse group of individuals. There was a range of ages and experience levels.  We also all worked at different size firms.  I learned from my team members that there is a common desire across generations to improve the mentorship practice in firms.  It will take time, but if mentors put in the effort to listen and to share with younger generations, it will be an investment in the future success of their firms and an investment in the future success of the architectural profession.”
— Stephanie Herring
“We started as complete strangers but through the course of 4 hours we each shared our stories, we laughed, and we hacked. We kept asking “why” to get to the root of our perceived problems. In the end, we found that we were all really talking about the same thing - access to mentorship. Each of us believe that a rising tide lifts all boats. This was our common ground.”
— Sarah Glass
“I came to the hackathon not quite understanding what we would actually do and left with a tool that can be used within any setting, for any problem, with any group.  The hack process lead our team from identifying an entrenched challenge to quickly developing what seemed like an outlandish solution at first. The deeper we dove, the more real the idea became. By being open to all ideas and by following the energy of the group, the initial “crazy” idea turned into something meaningful and worthwhile, convincing all of us of its value and immediate need.

SPARC acts much like the hackathon itself by leveraging the skill sets of all members, so that the individual is made stronger by the group and, therefore,can accomplish things that would be seemingly impossible alone. SPARC creates a platform to develop authentic connections regardless of geographic location, firm size, stage of career, gender and age - to bring equitable mentorship within the practice of architecture to everyone. Now, we only need to get SPARC developed so that we can utilize this much needed tool!””
— Amanda Dunfield

#EQxDHack17 @ A'17 Conference on Architecture - Storify Recap and Blog Series

One of the most talked about events at the AIA A'17 Conference on Architecture in Orlando was the 3rd Annual Equity by Design Hackathon: Architecture and the Era of Connections on Wednesday April 26, 2017.  We continued to have a very diverse group of hackers this year, which varied in age, level of experience, gender and racial/ethnicity. Our great experiment of the hackathon also reinforced the idea that a diverse group of strangers can work collaboratively and successfully together in a condensed period of time to ideate and develop creative solutions for the many challenges we face in the relevancy of the profession.

Class of #EQxDHack17 Photo - April 26, 2017 at A'17 Conference on Architecture in Orlando, Fl.

Class of #EQxDHack17 Photo - April 26, 2017 at A'17 Conference on Architecture in Orlando, Fl.

We are grateful to our panel this year that included talented architecture and industry thought leaders F. Jason Campbell, Esther Sperber and Carlos Velazquez. Our Jurors also featured EQxDHack veterans Lilian Asperin and Frances Choun.

This week, we are excited to launch the #EQxDHack17 Blog Series that includes the lessons learned from the day and summation of elevator pitches of the 4 teams: SPARC, My Block, Equator and Our Town. While it took us some time to recover from the intensity of A'17, we really wanted to capture the voices and insights from as many team members as possible while also crafting clear and inspiring learning tools for those who couldn't be with us. Special Thanks goes to our #EQxDHack17 Scholarship winners for leading the efforts of organizing their teams thoughts into the team blogs.

As a great way to get immersed before we launch the #EQxDHack17 Blog Series, we have captured live tweets from the Hackathon and Happy Hour hoping that it will provide you with a great overview of the day's energy. See if you can spot some familiar faces!

What is EQxDHackathon?

If this is the first time you have heard about Equity by Design Hackathons at the AIA National Conference on Architecture (Formerly known as 'Convention') here are the summaries of past #EQxDHack events that would give you a better idea of the unique continuing education experience. 

#EQxDHack15 in Atlanta Blog Series Recap

#EQxDHack16 in Philadelphia Blog Series Recap

 

Save the Date: #EQxDHack18 on June 20, 2018 NYC

Be sure to join us next year in NYC as we come up with a more exciting, invigorating and game changing experience at A'18. 

 

Thanks to our #EQxDHack17 Sponsors!

INSPIRE% [7]: Let Go of Fear

By Michael D. Thomas

1. Can you tell us a little bit about who you are and what you do?  

My name is Michael Thomas.  I am a labor and employment attorney with the law firm Ogletree Deakins in San Francisco.  My practice focuses on class actions and employment litigation.  I am also part of our Pay Equity group and I conduct workplace trainings on implicit bias and diversity. 

2. Why did you choose to study law?  

I grew up a poor, African-American male raised by a single mother.  At a young age, I knew that I was different because of my race and class.  I also know now that people often viewed me and I often viewed myself based on stereotypes and biases inherited through socialization and from prior generations.  

Law is a powerful tool to guide society in changing perceptions and beliefs that are formed by stereotypes and biases.  Examples of this in practice include the legal battles to racially integrate the military and schools and legalize interracial marriage and same sex-marriage.  A more recent example is a set of laws designed to correct pay disparities based on race, gender and ethnicity.  

3. What inspires you on a daily basis?  

I am inspired each day by my ability to be curious about my potential.  I strongly believe that to take a step forward, we often have to step back and unlearn what prevented us from moving forward.

Michael, bottom, with his brother.

Michael, bottom, with his brother.

I grew up in Pittsburgh, Pennsylvania.  My grandfather was one of the first African-Americans to integrate the steel mills.  He had to fight racism to do that.  He was also one of the first African-Americans to purchase a home in a certain part of Pittsburgh.  He had to fight racism to do that too.  He spent so much of his life fighting against racism that he became a hard and unemotional man.  My grandfather expected my father to be the same way in order to function in a predominantly white world.  Influenced by my father’s family, I grew up in the same environment where the expectation was that the world was hostile because of my race and I could not show vulnerability.

I was also socialized to assume that “whiteness” was the norm and the standard to follow and strive towards.  I learned at an early age that if I wanted to function and to succeed in society, I had to learn how not to be seen as “black,” how not to reveal or recognize my authentic self, and how to not show vulnerability.  

This strategy was effective at different points in my life.  However, as an adult, to get feedback on how to grow and mature in career, life, and love, I have to understand my authentic self and my needs.  I have had to step back and let go of false beliefs about myself to step up and step forward.  It all begins with being curious about my potential. Remaining curious inspires me.  

4. What are three of your most influential projects and why?

My three most influential projects: 1) developing a Mindful Mentoring Program that connects adults with youth at risk via a mindfulness practice; 2) working with Inclusion Ventures to develop a comprehensive pay equity audit and implicit bias training; and 3) speaking at Inclusion 2.0 on “Diversity, Inclusion and Intergenerational Trauma.”   Why?  All three are creations of my authentic self.

5. What is the greatest challenge/difficulty that you have had to overcome in your professional career?

Learning to let go of fear and beliefs that are limiting. 

6. What do you believe has been one of your greatest accomplishments to date? Why?  

Michael's depiction of himself, practicing yoga.

Michael's depiction of himself, practicing yoga.

I completed a yoga certification training with the Niroga Institute in Oakland, California. Niroga teaches Raja yoga, the yoga of mindfulness. In Raja practice, yoga poses and breathing techniques come together to prepare your body and mind for focus and moment to moment awareness.

Why do I consider this one of my greatest accomplishments?  During my practice of yoga, I stopped to observe my black skin and the physical and mental harm it receives from stereotypes and bias.  It was the first time I can remember that as I made those observations and my mind went into fight or flight mode and I wanted to escape the discomfort, I could not.  Instead, I had to stay in my posture and focus on my breath without reacting. In that experience I learned acceptance and forgiveness, and how to not respond to false thoughts or beliefs.  At that point I was able to direct my attention inward, without judgment or blame.  

Focusing the mind on breathing and bodily sensations through gentle movement activates the prefrontal cortex, or the noticing part of the brain. The noticing part of the brain, when activated by my yoga practice, allows me to observe that I am not my fears or the biases projected by others and myself. It allows for more self-regulation and conscious decision-making in the moment.

Now, after my training in Raja yoga, I can show vulnerability and empathy towards others without fear.  Empathy and vulnerability allow for greater decision-making out of curiosity instead of fear.  Curiosity leads to discomfort.  Discomfort leads to growth and change.

At some point we have to stop blindly moving forward and stop and make courageous decisions to treat ourselves and each other differently even if it means embracing fear and the unknown.  

7. If you could go back in time, what would you tell your 24 year-old self?

Don’t be afraid.  You belong.

8. What is the best advice that you ever received and how does that apply today?

BK Bose is the Executive Director of the Niroga Institute.  He frequently asks the question, “What separates you from freedom?”  I think of that question if I feel I am making decisions out of fear and not love or kindness. It allows for better decision-making.

Speaking at Tech Inclusion 2.0 on "Diversity, Inclusion and Intergenerational Trauma."

Speaking at Tech Inclusion 2.0 on "Diversity, Inclusion and Intergenerational Trauma."

9. How do you see the law profession changing in the next 10 years? What would your role be in the future?  

The most important characteristic for lawyers to cultivate will be empathy.  The practice of law focuses on logic and reason.  Both are important.  Both are also devoid of feelings and emotion.  As a result, lawyers often cause harm and lack creativity because we are not using the creative side of our brain.  Empathy is the pathway to creativity.  Creativity is the pathway to innovation.  Innovation will assist lawyers in being of greater service to our clients and to society.  It all begins with empathy.  

10. We have heard that while the general public respects lawyers, they have little knowledge about what they do. Do you have any thoughts about how we can bridge the gap?  

Law school should be more affordable and accessible.  When there are significant barriers to entry, the legal profession becomes exclusive and accessible only to a small portion of the population.  The law should be more accessible for people to either become a lawyer or for people to know a lawyer.  

About our INSPIRE% Contributor:

Michael D. Thomas was a panelist for our EQxDisruptBias Workshop in February 2017. His work as a Lawyer in equitable practice areas such as pay equity, mitigating bias in hiring and promotion processes and his thoughts on mindfulness and healing led us to ask him to contribute to this series. Even though he is practicing in another field, we value advocates for equitable practice and the lessons that we can learn from their journey as well.

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

 

 

Restructuring Structural Engineering for Equity: The 1st SE3 Symposium Builds a Case

by Julia Mandell, AIA - Equity by Design Co-Chair

The inaugural SEAONC/SE3 Symposium, held on Thursday, January 26th, 2017, was invigorating and inspiring - a chance to understand the state of equity and engagement in the profession of structural engineering - through lively panel discussions to get a sense of the possibilities for a different kind of practice.  

Equity is not just an issue in architecture - things are similarly dire in structural engineering. According to 2016 numbers from the Bureau of Labor Statistics, 11% of civil engineers (of which structural engineering is a subset) are women. There is also evidence that women leave the profession in greater numbers than men – one in four female engineers leave the field after age 30, compared to only one in 10 male engineers, according to the Society of Women Engineers.

A committee of  the Structural Engineering Association of Northern California (SEAONC) the Structural Engineering, Engagement, and Equity (SE3) Project was created in 2015 to address this state of affairs. In 2016, the SE3 Project conducted a survey to assess conditions in the profession and garner an understanding of factors that contribute to a lack of diversity in the profession and low engagement among all engineers. The group’s first Symposium, entitled ‘Listen, Assess, Change,’ used the survey data to ground and energize a series of discussions about current practice and strategies for change.

Listening to the Evidence

The centerpiece of the event was the presentation of the results from the group’s 2016 survey. These results were illuminating, offering a number of striking findings that shed light on specific conditions getting in the way of increased engagement for all engineers and potentially leading to higher rates of departure for women in the profession. Some key findings:

1.     Those in charge think they’re doing a better job at managing than their staff does.

The survey found that principals were 43% more likely than those in all other positions to “agree” or “strongly agree” that expectations for advancement were clearly communicated and less likely to feel than more management training is needed in their own firms.

2.     Mentorship makes a big difference.

Over half of all respondents indicated that they had at least one mentor who strongly influenced their career. 83% of these respondents reported being either “satisfied” or “very satisfied” with their career advancement/trajectory, while of respondents who reported that they did not have a mentor, only 67% reported being either “satisfied” or “very satisfied”.

3.     There is a significant gender pay gap.

The survey found a notable difference in pay between men and women, one that increasingly widened with more years of experience and in more senior positions. The most extreme pay gap was present for principals, with men making $52,000 more on average than women.

4.     There is a stigma towards those who care for children and take advantage of flexibility benefits.

Although 51% of respondents had children, the survey indicated a stigma associated with employees who care for children and a disinclination to use flexibility benefits. For example, only 19% of respondents reported that they had taken time off for parental leave.

This data creates a strong argument for making changes to practice in order to increase engagement and correct for gender inequities. As part of their survey presentation, the SE3 group offered a set of best practices that included more management training, increased programming to foster mentorship, annual pay audits to correct for pay discrepancies between genders, and initiatives to empower staff to use flexibility benefits.

Much of the SE3 findings dovetailed productively with the results of the 2016 Equity in Architecture Survey. I shared this relevant data at the SE3 Symposium as part of a presentation on the work of Equity by Design. Like the SE3 survey, the 2016 EQiA survey found that mentorship had positive correlations with  the satisfaction and career success of architects, especially women. The EQiA survey findings also indicated a significant gender pay gap across all levels of practice, like the SE3 survey, and bolstered this finding with data about negotiation practices: equal numbers of male and female respondents reported negotiating over salary. This result makes it clear that the pay gap data cannot be explained simply by saying that women don’t negotiate.

These similar results from two allied fields begin to create a broader picture of the conditions of practice within the AEC industry, and illustrate the need for change in both fields to achieve equity.

Assessing Practice and Envisioning Change

At the Symposium, panel discussions and presentations enriched as well as enlarged the picture of current practice offered by the SE3 data. The opening keynote speaker, Maryann Phipps, President of Estructure, spoke about her own experience as a pioneering woman in structural engineering and offered some thoughts about the future of the profession. 

A panel entitled ‘Assess’ focused on the experiences of four practicing professionals. Many of their stories spoke to the need for more flexibility in practice and the challenges of balancing personal life and career, whether as a parent or as a single person. Joel Villamil, Senior Associate at Marx Okubo Associates, spoke about his decision to leave traditional practice for a more flexible position in development consulting that would allow him and his wife to more easily co-parent their three small children. Janiele Maffei, Chief Mitigation Officer of the California Earthquake Authority, recounted her decision to work as a sole practitioner while her children were young. Meanwhile, Emily Guglielmo, Principal at Martin/Martin, Inc., related her thoughts on work-life balance as a managing principal and mother of three children under ten. Taryn Williams, Senior Project Manager at Simpson Gumpertz & Heger, shared her experience taking a three month sabbatical to recover from burn-out and reassess her career goals and trajectory.

The closing panel, entitled ‘Change’, offered a way forward: Three change makers shared their expertise and offered strategies that attendees could implement at the firm level to move towards increased equity and engagement. Krista Looza, Associate Principal and Regional Office Manager at Buehler & Buehler, Inc. spoke about empowering her junior staff to contribute to management decisions. Saska Dennis van-Dijl, Principal Consultant at Cameron MacAllister and member of the Equity by Design core team, emphasized the importance of making the business case for diversity to firm leaders and clients. Emily Loper, Policy Manager at the Bay Area Council, shared workplace policies that can increase equity, like pay audits to correct for gendered discrepancies in pay.

Together, the SE3 survey data, the stories shared by current practitioners, and the strategies for change relayed by experts resulted in an inspiring event that offered a variety of ideas to both individual and firms who want to work to increase engagement and equity in structural engineering. More work is needed, but the SE3 Project has offered an inaugural vision and strategy to assist structural engineers in moving forward with that work.

EQxD Curated Collection for A'17 Orlando - What's in it for me?

By Rosa Sheng, AIA

Why should I attend A'17 AIA Conference on Architecture in Orlando?

I have been in many conversations the last few months with Architects, AIA Members, and the AEC community at large on this very question. There have been many critiques about the "EVENT" (formerly known as the "AIA Convention" nearly since it's original inception). The Keynote line up has been inconsistent from year to year and most recently under scrutiny for the sequence and representation of presenters. The continuing education programs are still predominately driven vendor content at the prime hours of the event while member authored seminars are relegated to the earliest and latest slots of the day. The Expo floor itself is an overwhelming scale of products, services, and more programming - at times bordering on information overload. 

At a point where there are many conferences and learning opportunities to attend, what is the value proposition for AIA members and professionals working in the built environment to attend A'17? In short many have asked, What's in it for me?

Equity by Design Convention Programs - Year 3

I have attended a few "AIA Conventions" in my early professional career. They weren't memorable, except for perhaps a few Keynote speakers that I was interested in hearing; or keeping up with my continuing education in a "one stop shop" mode; or perhaps experiencing the architecture/urban design of the host city.

However, in recent years, since the formation of Equity by Design, the AIA annual gathering has transformed into an entirely different opportunity with greater meaning and intent. We realized that in order to get our message out to a greater audience about Equity's importance to the future of Architecture, we needed to be present and engaged with members in a physical setting. We saw the need, so we submitted continuing education workshops and seminars with content of relevance to today's member needs at multiple levels. The AIA National (former Convention) Conference became a unique opportunity to interact with fellow members about the issues that mattered the most - talent retention, engagement vs. burnout, work/life flexibility, transparent promotion/pay equity, and leadership training - discovering new ways to think about the future of practice in Architecture, and develop a supporting "tribe" of like minded champions to support their professional goals while discovering their personal passions.

We are very excited that for the 3rd year in a row, Equity by Design will be hosting programming at the A'17 Conference on Architecture in Orlando. See below for the 3 official program opportunities to join us in conversation about equitable practice.

(WE304) EQxD Hackathon: Architecture and the Era of Connection

4/26/2017   1:00 PM - 5:00 PM   Room W207C  (**Additional fee beyond general registration)

2016 EQxD Hackathon 

2016 EQxD Hackathon 

One of the most unique and talked-about pre-conference workshops, we have developed a reputation within the Conference for developing a game changing learning experience that has yet to be rivaled.  In it's third year, we celebrate the chance to tinker, ideate and hack at the intersection of design, technology, and equitable practice. We have also fine tuned our "UX" aka User Experience by engaging with the teams before during and after the event to make it the best participant engagement event at A'17 - Conference on Architecture. After the event, please join us for the Post-Hack Happy Hour where we will recap the event and announce the winners! Click here for more info

ARCHITECT LIVE - Interview w/ Equity by Design - EXPO HALL

4/27/2017   3:30 PM - 4:00 PM - EXPO HALL - ARCHITECT BOOTH

ARCHITECT LIVE

ARCHITECT LIVE

Special Interview w/ Equity by Design: Metrics, Meaning and Matrices Panel - Architect Live (#3863) in the exhibit hall is set up to be provocative, interactive educational programming with the energy and the format of a live talk show studio. The segments are exciting and fast-paced, at a maximum of 30 minutes long. We publish the schedule to all attendees so that they can come view as a live audience. Expo Pass/Registration to attend. In addition, the content is streamed live on http://www.architectonline.com/ and any presentation materials will be published there as well. And after it’s streamlined, the interview will be hosted on the ARCHITECT site in the video gallery.

(FR306) Equity by Design: Metrics, Meaning, and Matrices in Action 

4/28/2017   3:30 PM - 4:30 PM    Room W307B

Equity is the ethos of our work. It is the ability to recognize differences and provide fair access to opportunities. At this session, we'll review the results of the most comprehensive research on equity in architecture. You'll leave with strategies that promote equity via professional development and grassroots organizational change. As you'll see, it's in your firm's best interest. 
Equitable practice promotes the recruitment and retention of the most diverse talent while also building stronger, successful, sustainable practices. Using findings from AIA San Francisco's (AIASF's) 2016 Equity in Architecture Survey, you'll develop targeted strategies for promoting equity at various career milestones. 

 

EQxD CURATED COLLECTION

"There are too many seminars and I can't find the one's that I find meaningful or relevant to my career development."

To help solve this challenge last year, we also encouraged other members in our equity "tribe" to submit programs to address equitable practice. This year, to shorten your search, we went a step further, search through the ENTIRE schedule and expanded the EQxD Curated Collection of programs to those we viewed as having relevance to our larger discussion about equity's impact on design and the built environment. We are please to share our picks for A'17 if you have yet to decide on what you will attend.

(WE110) Creating Impact as a Citizen Architect

4/26/2017   8:00 AM - 12:00 PM (**Additional fee beyond general registration)

The impact architects can have on community leadership is immeasurable, from providing insight into community planning and architectural review to introducing and influencing critical legislation. This skills-based training workshop will help you become a better citizen architect through collaboration, innovation, and shared resources in a highly interactive setting. A powerful keynote on the "Impact of Public Dialogue as Citizen Architects" as well as a panel discussion and peer-to-peer breakout groups will inspire you to head back to your community and make substantial, effective contributions.

(TH107) Design for Well-being: Holistic Approaches to Homelessness

4/27/2017   7:00 AM - 8:00 AM

As US cities struggle to serve and house homeless individuals and families, San Francisco has led the way in providing innovative solutions. The architect's role is at the core of this effort, demonstrating design's impact in bringing about positive social change. Join us for this seminar to hear from representatives of the San Francisco Mayor's Office of Housing and Community Development, who will discuss progressive public policy strategies. Plus, Leddy Maytum Stacy Architects and David Baker Architects will share their award-winning design responses. 

(TH109) Shaping Communities Through Design Review Committees

4/27/2017   7:00 AM - 8:00 AM

Whether you take a prominent place at the table or work quietly in the background, your role in shaping communities extends beyond any individual project. In this session, you'll explore the ins and outs of serving on design review committees, commissions, and boards. 

AIA has long supported and celebrated the work of "citizen architects." Such positions, handled well, offer you the chance to connect with the community and promote your knowledge and expertise. 

Join this discussion of best practices and learn how to secure opportunities for a rewarding experience. 

(TH114) Reinventing Public Housing

4/27/2017   7:00 AM - 8:00 AM

The deplorable living conditions found in 22 San Francisco public housing developments are a consequence of neglected maintenance, a lack of supportive services, and flaws in design. The San Francisco Housing Authority's radical response—selling off its housing stock to private developers and housing providers—offers lessons and opportunities for architects and designers. Under the action taken through the U.S. Department of Housing and Urban Development's Rental Assistance Demonstration program, buyers will maintain the properties as permanent low-income housing. Join us for this seminar to examine the rehabilitation, redesign, and infill of basic community facilities necessary to support healthy community life.

NEW! (TH201) Pro Series: Solutions by Design: Architecture as a Catalyst for Social Change

4/27/2017   2:30 PM - 4:00 PM      Room W304B

How does architecture impact the social fabric of our communities?  How can architecture be a catalyst for solving community challenges, driving social change, or creating engagement and progress?  How does equity in design impact communities?  A high-powered panel of architects who are pushing the boundaries in these and other areas of social and cultural concern discuss how architecture and architects can affect the social structure of communities across the globe and have measurable and practical effects on the way we live and interact with society. Join Rosa Sheng, AIA who will moderate a Keynoter speakers and practitioners who are making positive change in their projects and practice.

 

(TH202) Blind Spots: Multisensory Placemaking for the Blind and Visually Impaired

4/27/2017   2:00 PM - 3:30 PM

How can we design delightful architecture that doesn't presume or privilege sight? What are best practices for design that appropriately address the visual and nonvisual needs of the blind and visually impaired? Explore how you can go beyond mere compliance with ADA codes to address the opportunities—not just the challenges—of the visually impaired. Using the new 40,000 GSF LightHouse for the Blind and Visually Impaired in San Francisco as an example, this session will address issues related to acoustics, lighting, and technology. You'll also explore general strategies for visual and non-visual design. While complying with ADA codes is necessary, you have the opportunity to produce designs that are not overtly adaptive or condescending. By attending this session, you'll discover how to give all users of your spaces—particularly the blind and visually impaired—a sense of delight. 

(TH213) Architecture for a More Sustainable Africa

4/27/2017   2:00 PM - 3:30 PM

The human population explosion: crisis or opportunity? The numbers are stark, with two billion additional urban inhabitants expected by 2030. The fast-growing cities of Africa, Asia, and Latin America will feel the greatest impact. In this session, you'll see how architecture can improve the social, environmental, and economic well-being of these cities. You'll examine projects including Niger's Dandaji Library, a building with an adaptive reuse design featured in AIA's 2016 Emerging Professionals Exhibit. You'll also see architecture acting as a vehicle for sustainable development and prosperity when it emphasizes affordability, local materials, good governance, and community engagement. Join your colleagues for an inspiring discussion of architecture at its best, as we strive to build a better world for future generations.

(TH312) Women in Green and Why Diversity for Design Matters

4/27/2017   4:00 PM - 5:30 PM

This spring marks the 10-year anniversary of a pivotal publication: Women in Green: Voices of Sustainable Design. What did it tell us—and what have we learned in the years since? A decade ago, the study's authors explored how and why women were leading in sustainable design more than in the field generally. Now, we'll examine the status of diversity in design, the role of sustainability, and firms' efforts to build more-diverse practices that are relevant to the work of the future. Hear from one of the authors, other leaders in the field, and your own peers and colleagues as we discuss a topic that remains timely and relevant to all of our work.

(FR106) Engaging a Diverse Workforce: Supporting Employees Living with Disability

4/28/2017   7:00 AM - 8:00 AM

Our profession is at its best when it reflects society's full diversity. People with disabilities make up a significant percentage of our population and contribute to our field's innovation and success. Are firms taking the right steps to support these employees? In this seminar, you'll join a discussion about effective ways firms can promote inclusion and support differently-abled professionals . You'll hear from a panel of differently-abled colleagues, and learn how simple strategies like flexible schedules and attention to mobility issues can make a tremendous difference to your peers'—and your practice's—success. 

(FR109) Designing Environments for Low Vision: Tools & Techniques 

4/28/2017   7:00 AM - 8:00 AM

Low vision is becoming an increasingly prominent design concern in America—one that presents architects with opportunities and responsibilities. In this interactive session, you'll examine best practices and big failures, and even participate in some problem-solving, as you learn the latest tools and strategies. An architect, lighting engineer, and optometrist from the NIBS Low Vision Design Committee will share state-of-the-art techniques you can apply in your work. With low vision already affecting 17 million people in this country's aging population, your practice is sure to benefit from their insights.

(FR110) The Art of Community Engagement: Lessons from the Frontlines

4/28/2017   7:00 AM - 8:00 AM

Contentious public projects exist everywhere. The disgruntled citizen or outspoken neighborhood group can strike fear in the heart of clients that aren't prepared to confront conflict. As a design professional, you're charged with finding consensus among increasingly diverse user groups. What fundamental strategies can you employ to overcome stakeholder resistance and foster a deeper sense of trust and community cohesion? Join us for this panel discussion to learn about researching your community audience, finding the community champions, leveraging media, and other valuable tricks of the trade.

(FR112) What Architects Need to Know About Disasters and Risk Reduction

4/28/2017   7:00 AM - 8:00 AM

Why do buildings fail during natural disasters and what will the future of architecture look like in the face of increasing risk? After 10 years of disaster response and recovery nationwide, the AIA Disaster Assistance Program is sharing emerging research and personal lessons from the third edition of the AIA Handbook for Disaster Assistance. Join us for this seminar to hear from those who've seen first-hand why buildings fail, how risk is increasing, the impacts of land use and building codes, and more. Stories from the field will convey a changing landscape for the practice—the impact of natural hazards and the pitfalls and opportunities in practice and community engagement.

(FR319) Relieving the Stress of Pediatric Emergency Care

4/28/2017   3:30 PM - 4:30 PM

A trip to the emergency room is stressful for anyone, particularly children. How can architects help ease a child's mind by making the experience less tense and chaotic? One firm found a way, partnering with a health care institution and its Family Advisory Council for an innovative pro bono project. The result? An interactive multimedia tool that helps familiarize kids with the hospital environment. Join us to hear how the participants stretched their skills to enhance and promote well-being among our community's most vulnerable members—and consider how you might do the same.

(FR406) Improving the City: Designing an Active Streetscape in Affordable Housing

4/28/2017   5:00 PM - 6:00 PM

What's one of the more significant opportunities overlooked in the design of high-density, affordable housing? It's staring us in the face—right there on the ground floor. The commercial ground floor can make a big difference in creating vibrant neighborhoods that serve residents, businesses, and cities. In this seminar, a cross-disciplinary team of architects and engineers will present key findings of their work with the NYC Department of Housing Preservation and Development along with the Design Trust for Public Spaces. With this conversation, you'll hear directly from the team and client behind the newly published "Design Guidelines for Ground Floor Retail." Take a front-row seat and learn to put their tools to work for you

(SA106) Engage, Train, and Retain: Cultivating Leaders

4/29/2017   7:00 AM - 8:00 AM

Nurturing new talent is crucial to a firm's long-term success. How do you retain that talent and develop emerging professionals into AEC industry leaders? In this session, you'll hear from colleagues with a proven record of success. Join us to analyze how three programs—representing architecture, engineering, and construction firms—elevate emerging professionals and collaborate across the AEC industry. Through case studies and candid conversations, you'll learn very specific strategies for building a leadership culture that meets the changing needs of new talent in your firm's specific setting.