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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?

#EQxD2020 : "Chart Our Path" Symposium Planning Workshops

Join us for two virtual #EQxD2020 Symposium Planning Workshops to chart our path for 2020!

Monday, April 27th 12-1pm PST or Saturday, May 2nd 2-3pm PST

LAUNCH

The EQxD Core Team began this year excited to explore the evolving connection between just, equitable, diverse, and inclusive architectural practices and processes and an emergent paradigm in our industry that mandates we promote (or prioritize) the well-being of the communities we currently serve, those that have been often overlooked, and the longevity of life on our planet. 

In short, we hoped to expand our exploration of justice, equity, diversity, and inclusion at all levels of architectural practice, which allow us to create better architecture and actively shape new systems for a better society and shared future in which we can all thrive . By coming together, we hoped to reconnect and learn from one another to find salient intersections between the ways in which we work and relate to one another and our abilities to make a lasting difference in the world. We looked forward to understanding your challenges while also being inspired by your stories, your work, and your commitment to making positive changes, large and small, in your communities. We still do. 

RECALIBRATE

With our daily routines on pause, and perhaps irrevocably altered, each of us have experienced the imperative to reflect on what’s most important, to let go of the things that aren’t, and to foster (virtual!) communities that will enable us to be more effective leaders in an evolving context. 

We also acknowledge that, while our values are unchanged, the current climate has likely caused shifts in what deserves our attention at this particular moment. With this in mind, we would like to come together somewhat sooner than expected to explore our shared agenda and key themes for the #EQxD2020 Symposium (scheduled for November 6-7, 2020). The goal is to work together to build an event that rejuvenates and inspires each of us to continue to have meaning and influence in our practice.

FOCUS

  • What makes us feel authentic? What makes us whole? 

  • What drives each of us personally and professionally in this extraordinary moment? What are our responsibilities to our families, our colleagues, and our communities? 

  • How will this renewed sense of purpose and urgency shape our collective agenda moving forward? 

  • What can we learn from one another and colleagues in allied industries now to ensure that we’re better prepared to champion justice, equity, diversity, and inclusion?

  • How might our time together at the symposium be leveraged to promote lasting, positive changes in ourselves, our families, our communities, our workplace, and our industry?

  • What topics are most critical and/or essential to this dialogue?

DIALOGUE

Please join us to collectively Chart Our Path for 2020. We will be holding two workshops that will explore what guides us as individuals and as a community, as well as to identify the most important issues to address and focus on when we come together later this year . Please use the form linked below to indicate your interest and availability. 

CHART OUR PATH: EQXD 2020

These are extraordinary times. We welcome your participation in planning the next phase of Equity by Design’s work to promote the J.E.D.I. agenda! 

We look forward to collaborating with you.

EQxD Core Team

Thanks to our Early Bird #EQxD2020 Symposium Sponsors

EQxDV “Plus One” Voices: Change Starts with Conversations and Community

Written by Itria Licitra

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#EQxDV Plus One Scholarship Recipients and Mentors gathering for the first time - Photo by Andre Pennycooke  

#EQxDV Plus One Scholarship Recipients and Mentors gathering for the first time - Photo by Andre Pennycooke  

On Saturday, November 3rd, 2018, I found myself looking out over the unusually clear morning bay from the San Francisco Art Institute’s patio - the location for #EQxDV: Voices, Values, Vision Symposium. I am not a member of the architecture community, as a structural engineer, I am architecturally adjacent. I walked onto the patio - lively with the eager chatter of colleagues ready to dive into a difficult and exhausting day of conversations about a number of challenges in the field - unsure of what was to come. Much of what was said over the day was specific to the architecture field, but I was able to find a number of parallels with the engineering field and many tips and tools to inform my approach to my professional practice.

Tactical Implementation Workshop  

Tactical Implementation Workshop  

In the afternoon I attended the “Tactical Implementation” breakout session. During the session, 4 firm leaders spoke about how they exercise and monitor equity at their workplace. After hearing from the speakers, we broke out into small groups based on company size and brainstormed what strategies of tactical implementation would look like at small, medium and large scale. There were two tactics that particularly stood out to me. The first, so simple and seemingly obvious, was to define company values then evaluate how well the company is achieving those values. Setting clear goals and defining what success looks like helps to better measure how well a company is performing with respect to predefined values. I imagine that exercises like this would also help facilitate conversations about nature and cause shortcomings. The second tactic came up a few times throughout the day, it was about how to foster a more diverse workplace. My takeaway was that recruitment should occur in the communities that you would like to see represented in your company. Be intentional about making the company accessible in those spaces.

Through the breakout sessions and the conversations that ensued throughout the day, I was struck by the strength of the community that was forming around me, the kindness and enthusiasm that people were showing towards each other and me, and the ways so many people were tackling the challenge of equity in various ways. I felt inspired by the strength of the people that spoke, willing to share their experiences with all of us and help facilitate this community. Equity by Design has provided a space, for people to come together to share similar and dissimilar experiences. This allowed people to create a network of inspiration and support that I was witness to continuously throughout the day.

Vision Panel - Photo by Rosa Sheng  

Vision Panel - Photo by Rosa Sheng  

I am still relatively new to the industry with just a few years under my belt. I am feeling my way around engineering and design - reconciling the things that I really enjoy with the positive and negative effects that my work has on my community. I live in the Bay Area, where it is rare that a week passes without a conversation about housing prices, gentrification or the tech industry. I cannot pretend like my work does not play a role in this climate. I participate in an industry that primarily creates spaces that are not accessible to me. There are redeeming projects and I do find value, but I would like to find a better way to exercise my skills in a more meaningful way. At the end of the day, listening to the Vision panelists speak, I felt a renewed hope that there are wholly good projects out there. I want to take the conversation they started a step further and explore how we can remove micro-aggressions from everyday projects. How can we use our power and influence to encourage owners to consider how equity can be designed and built in? I don’t know the answer, but I would like to be around to explore options and see where this conversation goes.

Photo by Andre Pennycooke  

Photo by Andre Pennycooke  

#EQxDV: "Plus One" Voices: Belonging Together

Written by Maggie Gaudio

As I prepared to attend my first #EQXDV Symposium, I did not know what to expect. In all honesty, I wasn’t quite sure what “Equity by Design” really meant. Initially, I jumped to the conclusion that it meant “equitable design” since I am still in architecture school and have made it my personal goal to create socially conscious designs that benefit everyone as opposed to select groups of people.

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My naivety became clear to me the moment the symposium began and I was exposed to Equity in Architecture Survey findings - data the organizers of the event had collected from over 14,000 professionals in the realm of architecture and design. This data covered the current climate of the profession in regards to gender, race, salary, values, work/life balance and so forth. The reality of this data and the conversations that flowed from it revealed to me that equity by design, although still related to equitable design, has a much broader and holistic meaning. I learned that equity by design means bringing understanding to the profession. An understanding that everyone is different and brings valuable, relevant qualities to the table. Therefore each should be appreciated and rewarded appropriately. Currently, there is a general awareness of this, yet not an overall understanding and implementation of it.

The following are some issues that I had encountered before attending the symposium but feel I learned about much more deeply throughout the event:

  1. Women in architecture and the related fields are still being paid less than men.

  2. Only about 440 black females in the country are registered architects. In the country!!

  3. Many women leave the profession after having children.

  4. The concept of work/life balance means something different to everyone.

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These topics are prime examples of how today’s professional field of architecture is aware of the fact that people are different, yet there is not an understanding and appreciation of this difference. There is such a lack of understanding that women are either not getting licensed or leaving the field because of their race, their commitments to their families, or their unequal salaries. As a woman entering the profession and interested in one day having a family and a life outside of my job, this causes me significant concern. However, having attended the symposium - hearing from and speaking with people who share similar concerns as me - it was inspiring and refreshing to be surrounded by like-minded people as dedicated to creating a more inclusive professional field as myself.

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This collective dedication and passion for the same cause was contagious and the sense of community was palpable. One of the several panelists that we had the pleasure of listening to, Damaris Hollingsworth, said that she believed the definition of community was when we intentionally behave as if we belong together. I wholeheartedly agree with this and it was clear that the attendees of the symposium intentionally behaved as if they belonged there and comfortably shared their thoughts with each other.

Unfortunately, I don’t think it is quite the same in the day-to-day reality of the architectural profession. Well, not yet. As with most cultural shifts, major changes don’t happen overnight. But the symposium is an example of first steps, of bringing awareness to the issues at hand and fostering an inspiring environment in which people can openly share ideas on how to make change happen. Throughout the day, there was an emphasis on the concept of champions - of being a champion for someone else and of having a champion for yourself. When we are surrounded by the support of such champions, we feel empowered to make a difference. I definitely felt (and still feel!) empowered by the champions I met at the symposium to become an increasingly engaged and active member of this community, united in the cause of creating a more inclusive and understanding profession.

Belonging Together - “It was clear that the attendees of the symposium intentionally behaved as if they belonged there and comfortably shared their thoughts with each other.”

Belonging Together - “It was clear that the attendees of the symposium intentionally behaved as if they belonged there and comfortably shared their thoughts with each other.”

#EQxDV "Plus One" Voices: Speaking Up is Hard

Written by Taylor Holloway

Speaking up is hard. Being the only one is hard. Succeeding in your profession without an abundance of support, peers, or mentors with shared commonalities, is even harder.

The #EQxDV Symposium, the 2018 Equity in Architecture Survey, and the AIA Guides for Equitable Practice, are the courageous efforts that give validity to the systemic, accepted, and covert, biases and injustices within architectural education and practice since the history of United States. Prior to the #EQxDV Symposium, I had never been able to articulate, voice, or discuss my experience of architectural education and practice that 90% of licensed architects have not experienced, and largely, cannot comprehend.

#EQxDV “Plus One” Scholarship Winners and Mentors - (Left to Right) Taylor Holloway, Jill Bergman, Olga Bracamontes, Frances Choun, Maggie Gaudio, Meghana Joshi, Mani Farhadi, Saskia Dennis-van Dijl, Itria Licitra. (Patricia Ramallo not pictured) Ph…

#EQxDV “Plus One” Scholarship Winners and Mentors - (Left to Right) Taylor Holloway, Jill Bergman, Olga Bracamontes, Frances Choun, Maggie Gaudio, Meghana Joshi, Mani Farhadi, Saskia Dennis-van Dijl, Itria Licitra. (Patricia Ramallo not pictured) Photo credit: Jordan A. Lim.

#EQxDV 5th Sold-Out Symposium at San Francisco Art Institute - November 3rd, 2018. Photo Credit: Andre Pennycooke

#EQxDV 5th Sold-Out Symposium at San Francisco Art Institute - November 3rd, 2018. Photo Credit: Andre Pennycooke

For the first time ever, alongside a band of driven equity and justice warriors, I recognized that I was not alone in my experience both at school and in practice. I am not alone in being the only black woman in my graduate M.Arch class. I am not alone in being told by firm leadership that I was “just was not a good fit” irrespective of my professional performance. I am not alone in grappling with the reality, cost, and isolation of being the first generation in my family to attend college as well as the first to attend graduate school. And most importantly, I am not alone in deciding to commit myself to changing the profession of architecture.

The #EQxDV Symposium was undoubtedly an exceptional event, but more so, it was a space of true dichotomy. It is a space where both pain and joy were unearthed. It is a space where both fact and feeling were examined. It is a space where both reality and the means for mobilizing a new reality convened. Above all, it is a space that architecture needs.

Intersectionality Workshop Presenters - (Right to Left) Rosa Sheng, Prescott Revis, Mani Farhadi, and A.L. Hu. Photo by Taylor Holloway.

Intersectionality Workshop Presenters - (Right to Left) Rosa Sheng, Prescott Revis, Mani Farhadi, and A.L. Hu. Photo by Taylor Holloway.

During a morning workshop - Intersectionality and Intercultural Intelligence, we utilized Milton Bennett’s Intercultural Development Continuum to aid us in pinpointing our personal Intercultural Mindsets. Our talented and patient facilitators helped participants identify how we each dis-engage with or actively integrate our understanding of cultural difference into our lives. Applying actionable tools and processes to confront inequity and bias that exists in all forms of professional practice, not just architecture, isn’t impossible--but it is work. It is work that requires iteration and a conscientious effort to be inclusive and self-aware.

Intersectionality Workshop Participants - Photo by Andre Pennycooke.

Intersectionality Workshop Participants - Photo by Andre Pennycooke.

Among the many learnings I drew from the Intersectionality workshop and the Symposium, what resounded most is that moving towards equity, justice, diversity and inclusion is not solely the work of the underrepresented. It is the work of all of us. Only in collaboration and from a place of openness can architecture emerge on the other side of history as an adaptable, valued, relevant, and evolving profession.

Voices Panel - Kevin Holland, Diana Jacobs, Julia V. Mandell, Tiffany Brown, and A.L. Hu. Photo credit by Wanda Lau

Voices Panel - Kevin Holland, Diana Jacobs, Julia V. Mandell, Tiffany Brown, and A.L. Hu. Photo credit by Wanda Lau

Tiffany Brown, the founder of 400 Forward, spoke at the Symposium about whether it is fair to steward African American women into a field where they will be underrepresented and undercompensated. And it is true; according to the 2018 Equity In Architecture survey data,  black women in architecture may find themselves possessing a master’s degree and still earning less than a white male counterpart with only a bachelor's degree. And it is true; in 2018 we’re still addressing whether a millennia old profession can be made equitable enough to include individuals of different races, creeds, gender identities, socio-economic backgrounds. Yet everyone at the #EQxDV Symposium was in attendance because they possess a belief, or at a minimum a hope, that the evolution and relevance we seek as a profession, will only come after we have made space for the very populations architecture never intended to make space for.

This past week I had the privilege of witnessing Tamara Burke, the founder of the #MeToo movement, give a keynote address. Listening to Tamara, I began to fully understand that those of us working to overcome an injustice or a form of trauma can only do so if made aware that we are not alone. The EQxDV Symposium exists not simply to affirm the profession’s real challenges of inequity and bias, but to serve as a foundation and wellspring of encouragement for the efforts that are propelling the profession forward and ushering in new generations of designers, architects, and leaders.

The #EQxDV Symposium was a gathering of the most welcoming and authentic group of individuals in the profession that I have ever encountered. It is also the only gathering of architects I have ever seen collectively decide that they care enough about the profession to mobilize and develop strategies to evolve the field so that its future may look nothing like its past. It was an honor to attend the 5th Equity by Design Symposium, and I reiterate: it is a space that architecture needs.

#EQxDV 5th Sold-Out Symposium at San Francisco Art Institute - November 3rd, 2018. Photo Credit: Andre Pennycooke

#EQxDV 5th Sold-Out Symposium at San Francisco Art Institute - November 3rd, 2018. Photo Credit: Andre Pennycooke

Join our Champions! #EQxDV Sponsorship Opportunities

The movement for equitable practice can't happen without the generous support and commitment of the Architectural and Engineering community, both individuals and firms that have doubled down on forging the path forward for more equitable workplace culture, creating new value for design and practice and impactful outcomes for the communities we serve.

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Become a #EQxDV Symposium Sponsor! 

Join the current group of Champions for the #EQxDV Symposium on November 3, 2018. There are many benefits to sponsorship support of this premiere event, including reserved tickets for the events based on the level of support so that you don't have to worry about registration being sold out. Please get in touch with us before the August 22th Registration launch.

Firm Sponsorship Benefits Prospectus

Premium Sponsorship Benefits Prospectus

 

2018 Equity by Design Sustaining Sponsors

We would like to take the time to thank our AIASF EQxD 2018 Sustaining Sponsors who have supported the 2018 Equity in Architecture Survey Research effort that has resulted in over 14,000 responses.

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.

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

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

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

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

Meet the #EQxDM3 Thought Leaders and Keynote Speaker!

AIASF Equity by Design is excited to present our diverse group of Thought Leaders who will be contributing their expertise and experience to the Equity conversation on October 28 + 29th . We had an incredible list of talented professionals submit for the program and it was a difficult decision to come up with the final list. Regardless, we encourage everyone to join us for our 4th Symposium -  Equity by Design: Metrics, Meaning & Matrices. Find out more about each of them and the sessions they will be participating for October 28 + 29, 2016.

 

Featured Keynote Speaker

In her tenure as the founder of the 3% Conference, Kat Gordon is well versed and experiences at how to be an agent of change in Advertising, where only 3% of creative directors were women. Launched on September 27, 2012 in San Francisco, the 3% Conference has exploded into a 2-day, 800-person event in New York City, multi-city road shows throughout the year, a vibrant online community on multiple social platforms, a student scholarship fund, a creative award, and a business blog to support the crusade.

Kat Gordon's presentation is timely as a launchpad for our next chapter. By recalling her personal journey as an agent for change, Kat will share the key aspects of change leadership - transforming key discussions into strategic actions to affect the lasting outcomes that we desire for Equity in Architecture movement.

Introducing our #EQxDM3 Though Leaders

Joining our Keynote Speaker, Equity by Design Core Team, and AIASF Leadership, is a group of talented leaders, academics, and practitioners in the Equity movement both locally, nationally and abroad. We welcome you to join them in what promises to be an interactive and motivating day. Click here to find out more our Thought Leaders and their sessions on October 28 and 29th.

Call for Thought Leaders #EQxDM3 Symposium 10/29

“Thought Leader (noun) - one whose views on a subject are taken to be influential and impactful.”

CALL FOR THOUGHT LEADERS

AIASF Equity by Design Committee invites you to contribute as a Thought Leader for the 2016 Symposium EQUITY BY DESIGN: METRICS, MEANING AND MATRICES on Saturday, October 29, 2016 from 9am - 4:30pm at the San Francisco Art Institute.

Photo by Daniel Wang

Photo by Daniel Wang

Starting Monday, June 6th we will be seeking Thought Leaders to participate in the Symposium sessions which range from panel discussions of key findings from the Equity in Architecture survey to interactive break-out sessions geared toward action-oriented outcomes. We are looking for dynamic, collaborative, articulate thinkers with a unique perspective on the spectrum of topics involved with achieving equitable practice. Once selected, we will collaborate with thought leaders on developing topic sessions that are highly engaging in discussion and inspiring in actionable outcomes.  

 

Why Equity in Architecture Matters

Equity is the ethos of our work. It is the ability to recognize difference and provide fair and just access to opportunities. Equity also speaks to a collective ownership, vested interest and knowledge of our worth. Equitable practice promotes the recruitment and retention of the most diverse talent while building stronger, successful, sustainable practices. The equitable representation of professionals allows us to better represent the people we are meant to serve. Equity is for everyone - architects, design collaborators, clients, and our communities.

 

ABOUT THE EVENT

This year’s Symposium theme, EQUITY BY DESIGN: METRICS, MEANING AND MATRICES builds upon the last five years of advocacy and sets an exciting path  for the next chapter of our journey towards equity in architecture.

We must leverage metrics to make any substantial progress towards changing the ratios in our profession. We seek meaning at many levels: in the discovery of significance in one’s career, in the personal connections we make with others, and in our own reflection upon research findings that can positively transform workplace culture. We create matrices to inspire a new mindset for advocacy and action. These generative networks of connections enable us to become originators of new approaches and constructs.

At the Symposium we will present the early findings of the 2016 Equity in Architecture Survey through a series of panel discussions. Interspersed among these sessions, we have designed a series of diverse and interactive break-out workshops that encourage participants to engage in meaningful dialogue about their career experiences. Most importantly, we will experience the power and impact of action by learning and applying matrices as individuals, firms and in our professional networks.

SESSION TOPIC AREAS

MORNING SESSIONS: CAREER DYNAMICS

Our research has shown that, regardless of age or level of experience, both men’s and women’s perspectives on their careers are shaped by ways in which individuals and firms, address several key issues, or career dynamics. Each of these career dynamics has the potential to cause unwelcome professional and personal tension. On the other hand, awareness and discussion of each of these career dynamics can begin to meet individual needs and build diverse firms where talented individuals love to work.

Metrics:  Career Dynamics

In the Metrics Presentation, the EQxD survey team will reveal and discuss our research on the following Career Dynamic

FINDING THE RIGHT FIT - What is “job-person fit,” or a successful match between an individual and a firm, and how do we recognize it when we see it? What strategies can individuals employ to assess personal priorities, and identify working environments where they will thrive?  How can firms and individuals work together to create equitable studio culture? 

BURNOUT/ENGAGEMENT -. What are burnout and engagement, and how are they related? Why is promoting engagement important to a firm’s bottom line? Who is particularly vulnerable to burnout, and what are the warning signs? What are firms doing successfully to foster engagement and avoid burnout?

PROFESSIONAL DEVELOPMENT - What are the most effective ways that firms are preparing employees for career success? What role do mentorship and sponsorship play in promoting equity in the workplace? How do individuals assess their strengths  and set goals for their futures, and are there gendered differences in self-assessment?

WORK-LIFE INTEGRATION - Why are many professionals more likely to let their personal health and relationships suffer while also suppressing their other professional passions? What can firms and individuals do differently to encourage a thriving integration among professional practice, wellness and meaningful work?

BEYOND ARCHITECTURE - How common is it to take an extended leave, sabbatical, or extended time away from a job in architecture? Why do people leave architecture, and what do they go on to do after leaving the field? What measures can firms take to smooth transitions back into architectural practice for those who would like to re-enter the field?

Metrics: Panel Discussion

Following the Career Dynamics Metrics Presentation, we are seeking panelists to discuss the  findings by addressing themes from the presentation. For this panel, we seek Thought Leaders with general knowledge of Career Dynamics topic areas mentioned above, as well as unique perspectives on one, or several of the Career Dynamics.

Metrics & Meaning: Break-Out Sessions

Following the morning Metrics sessions, conference attendees will select one of four Break-Out Sessions. Each of these sessions focus on a topic related to the Career Dynamics. Potential formats for these sessions are described below. Each session will be developed and led by two Thought Leaders with the assistance of a facilitator from Equity by Design.

AFTERNOON SESSIONS:  CAREER PINCH POINTS

Photo by Daniel Wang

Photo by Daniel Wang

In addition to broad career dynamics, there are a number of professional and personal milestones that can act as career pinch points. These milestones have the tendency to become roadblocks that hold have disproportionately negative impacts on women’s and minorities’ careers. In this section, we will explore key career pinch points, as well as strategies for fostering equity by increasing both men and women’s success in negotiating them.

Metrics: Career Pinch Points

In the afternoon Metrics Presentation, the EQxD survey team will reveal and discuss our research on the following Career Pinch Points:

STUDIO/ACADEMIA - Is architectural education adequately preparing aspiring architects for their careers? What knowledge areas and skill sets aren’t being sufficiently addressed in school? How can schools set precedents for equitable studio culture?

PAYING DUES - Why are aspiring architects more likely to leave the field within their first few years of experience than at any other time in their careers? What can firms and individuals do to increase engagement and long-term commitment to the profession amongst young designers?

LICENSURE - What is the value of licensure? Why are men more likely than women to pursue an architectural license? What can firms do to encourage employees to become licensed?

CAREGIVING - Are women and minorities more likely to suffer negative career impacts related to their caregiving responsibilities? What are firms doing successfully to support working caregivers?

GLASS CEILING - Why, when the talent pipeline is more diverse than ever before, do white men continue to hold the majority of firm, design, and thought leadership positions within the industry? Why is there still a gender pay gap within architecture, and what can we do to address it? What can individuals, firms, and institutions do to promote the advancement of the industry’s best talent?

Metrics: Panel Discussion

Following the Career Pinch Points Metrics Presentation, we are seeking panelists to discuss the  findings by addressing themes from the presentation. For this panel, we seek Thought Leaders with general knowledge of Career Pinch Points topic areas mentioned above, as well as unique perspectives on one, or several of the Career Pinch Points.

 

Metrics & Meaning: Break-Out Sessions

Following the afternoon metrics sessions, conference attendees will select one of four Break-Out Sessions. Each of these sessions focus on a topic related to a Career Pinch Point. Potential formats for these sessions are described below. Each session will be developed and led by two Thought Leaders with the assistance of a facilitator from Equity by Design.


SESSION FORMATS

All sessions will be developed collaboratively with other Thought Leaders, session facilitators, and Symposium organizers. Once you are selected as a Thought Leader you will be paired with a facilitator and other Thought Leaders to develop a session that fits within a particular topic category.

General sessions will have a panel discussion format. Break-out sessions will fit one of the following typologies:

THINK TANK - Focus on design-thinking exercises to develop creative solutions and new ideas to solve topic-specific problems. Very interactive***

STORYTELLING - Sharing stories and experiences on topic-related theme. Storytellers can be a mix of Thought Leaders and session participants. Moderately Interactive***

EQUITABLE PRACTICE IN ACTION - Presentation of case studies in practice, including lessons learned, followed by feedback discussion. Moderately Interactive***

SKILL-SHARE - Learning-focused skill-building clinic, potentially with a role-playing component. (Examples - Negotiation, Dealing w/ Bias or Interruptions, or other challenging  scenarios.)  Moderatelyl Interactive***

*** The interactivity of various session types can be adjusted depending on the other sessions offered. For example, if the Skill-Share is more active it can be paired with a more static Equitable Practice in Action session.

SUBMITTAL AND ACCEPTANCE

To be considered as an EQUITY BY DESIGN 2016 Thought Leader, you must submit your application to the AIASF by June 24, 2016. 

If accepted as a Thought Leader for EQUITY BY DESIGN 2016 you will agree to adhere to the following milestone deadlines for session development and attend at least 4 preparation meetings, preferably in person.

SESSION DEVELOPMENT MILESTONES

Call for Thought Leaders Deadline: June 24, 2016

Thought Leaders selected and notified: July 15, 2016

Break-out Session proposed topic options (3) due: August 15, 2016

Collaboration w/ Facilitator & Other Thought Leaders for brief descriptions of 3 potential session designs including subject focus and format.

Metrics Panel Discussions initial meetings: Early August

Final Break-Out Session Brief due: Aug 25, 2016

Brief session description for conference schedule.

Preparation Meeting/Call I: Early September

Content development (outline of each session) and practice, required for every session.

Technical/spatial/furniture/toolkit (markers, flip charts, voting dots, etc.) requirements.

 Preparation Meeting/Call II: Late September

Content development (outline and activities) and practice, required for every session.

Preparation Meeting/Call III: Early October

Content development (outline, time duration, leaders) and practice, required for every session

 

IMPORTANT INFO

THOUGHT LEADER PROPOSALS WILL BE ACCEPTED ONLINE ONLY BETWEEN JUNE 6 thru JUNE 24, 2016.

THOUGHT LEADER PROPOSALS MUST BE SUBMITTED BY JUNE 24, 2016 by 5PM PST.

ONLINE SUBMISSION INSTRUCTIONS (SUBMISSIONS START ON MONDAY JUNE 6, 2016):

  1. Visit aiasf.me/aiasfEQXD (this link is case sensitive) to access the presentation submission site.

  2. Create a new account with the user name and password of your choice.

  3. Click the CREATE NEW button at the bottom of the Form Thought Leader page to begin your submission.

  4. Identify a primary contact person and email address for your entry.

  5. Click NEXT or the SUBMISSION tab to move to the presentation segment of your submission. Complete all required fields and click SAVE.

  6. You are still able to review and edit submission at this time. Be sure to click the FINALIZE button when you are finished editing your presentation, or your session will not be reviewed. 

  7. You may click SAVE during any part of the submission process and return to your submission at a later time. You will need your user name and password from step 2 to return to your account and continue.

  8. Once you have submitted your application, no additional changes can be made, so please review all information carefully prior to submission. 

 

FAQ's

Is there compensation for Thought Leaders?

Selected Thought Leaders will be offered free conference registration for their participation. 

There will be no honorarium compensation or travel/hotel expenses reimbursed for Selected Thought Leaders.

What happens after Thought Leaders are selected? 

Once selected, Thought Leaders will be coordinated by a facilitator on finalizing session topic, format and content. Participation and preparation are important to the success and impact of the session. Please think carefully about your time and availability to contribute to this unique and rewarding experience.  

 

MORE QUESTIONS

If you have any questions regarding the Symposium, please contact Julia Mandell, EQxD Symposium Chair, by calling + 1 281 687 2582 or by sending an email to julia.v.mandell@gmail.com.  

If you have any questions regarding technical support for submitting your application for Thought Leaders, please contact rcohn@aiasf.org

Courtesy of QAspire.com Tanmay Vora

Courtesy of QAspire.com Tanmay Vora