Active Listening

Step 1: Consultant + Committee

In the fall of 2020, AMD contracted externally with the Cameron McAllister Group (CMG) to develop a 50-question survey of staff around the firm’s ongoing ability to recruit, hire, retain, promote, and celebrate a diverse staff. CMG worked with a committee of AMD staff which included representatives at all levels and roles. The survey was administered online from February 24 through March 15, 2021. The survey data was compiled into an Equity, Diversity and Inclusion Assessment and presented to AMD staff in November 2021.

The assessment focus areas included demographics, roles & responsibilities, “joining AMD”, workplace culture & relationships, professional development, engagement and impact, and work-life balance. Key questions focused on the design culture and sense of inclusion, alignment of firm culture with stated values, experience of AMD values/culture based on personal identity, firm communication style and implications, and better understanding the AMD culture of mentorship and support structure to grow careers at AMD.

Step 2: Survey + Findings

Pride in employment at AMD: 100% of staff surveyed either “agree” or “strongly agree” that they are proud to work at AMD.

Sustained efforts to increase diversity: Recent years have seen a more equitable gender composition of the studio which at the time of this report break out as 60% male to 40% female employees within the architecture studio. This percentage compares with the published gender diversity within the AIA Architect membership (Membership demographics, AIA), which was 25.7% in 2021 for all members, but

Step 3: Additional Outreach

Listening Sessions:15 conducted Groups Ranging From: 4-25

Organized Around Shared Experiences: years at AMD, roles, genders, and family situations. Conducted from October - December 2021 and again before the office retreat from April - June 2022.

One-on-One Conversations: Staff who reached out with conflicts for the listening sessions, or a preference for an individual conversation were invited to one-on-one lunch meetings, which accounted for approximately 10-15% of the staff.

Anonymous Suggestion Box

Trial Period & Follow-up Surveys: Two additional surveys were conducted following a remote work policy trial period, to provide staff the opportunity to provide feedback on the development of that policy.

Survey Participation

82% participation rate exceeded the goal of 75%

Average of 48 minutes taking the survey

70-85% of respondents answered open-ended written question is as high as 41.7% of Associates, demonstrating that the field continues to diversify in terms of gender as more women enter the industry.

Respect and Value: 88% of surveyed agree that people of all cultures, backgrounds and values are respected and valued at AMD.

Challenges

Young people have a less positive experience of AMD culture and inclusion.

The design culture is not widely seen as inclusive.

Many staff feel unsafe taking risks or making mistakes at work. There are reservations about the quality of communication from firm leadership.

The culture at AMD could be a bit serious at times; could there be more levity and openness.