Recruit & Retain A Diverse Staff

Architecture is by nature a collaborative industry. Nearly every aspect of our work is crafted through the efforts of a team, and research shows that diversity within a team creates better work.

We recognize the imperative to increase diversity of staff both because of the potential to make our work better, and because, as public architects, we work with a diverse public. By reflecting the clients and communities we serve in the teams we put forth, we improve the potential for authentic connection and collaboration, which informs our work. We also offer role models to the communities we work with to illustrate architecture as a career for anyone.

Today, one-quarter of our firm ownership is held by a person of color and more than a third of our firm Principals and Senior Associates leaders are women. Firmwide, we have made strides in building gender diversity resulting in over 50% gender diversity. We continue to build cultural, ethnic and racial diversity within our studio, currently reflecting 9.4% diversity firm-wide.

We are committed to the hiring, retention, and promotion of racially and ethnically diverse employees at all levels of the firm. Our retention and promotion strategies are focused on providing a culture and work environment where all employees can be successful in their careers and to be represented at all levels of the organization, including senior leadership.

Increase the Diversity of Our Staff

With a focus on communityoriented projects, we find an additional imperative to increase the diverse make-up of our staff, so that we can reflect the communities we serve and model a pathway into our industry.

GOAL Double the percentage of underrepresented groups within the AMD staff by 2030.

1. Engage universities and local minority-focused organizations for recruiting (i.e. NOMA).

2. Host a summer intern annually from an HBCU or other minorityfocused institution.

3. Review hiring process to ensure postings are written and posted in an inclusive way to ensure resume review aligns with diversity goals.

4. Develop and track metrics on diversity at all stages of the hiring process, in employee retention, and in any workforce reductions.

Invest in the Pipeline to Our Industry

Nationally and locally, our industry has not matched the diverse make-up of the general population. We must make efforts to ensure a broader cross-section of the future workforce is exposed to Architecture as a career and has access to pathways into the industry.

Goal

1. Host one or more student interns each year from local, underrepresented communities (high school or college).

2. Engage local K-12 schools to promote the field of architecture. Focus on schools with a diverse student population. Commit to engaging two schools per year.

Members

Membership

2021

Pinch Points

Women in Architecture, the Missing 32% GRADUATION MID CAREER RETIREMENT

"In the United Stated, women represent slightly less than 50 percent of the student graduating from accredited architecture programs. The percentage of women who are American Institute of Architects member, license architects and senior leaders varies between 15 - 18 percent of the total."

Equity by Design:

The Evolution of a Movement May 24, 2018 Rosa Sheng, AIA and Annelise Pitts, AIA

Architecture Student Debt

M. ARCH

Male, Black

M. ARCH

Female, Black

M. ARCH

Female, Asian or East Indian

B. ARCH

Female, Asian or East Indian

RANGE

All Groups

All Respondents (Average)

Equity by Design: Voices, Values, Vision!

2018 Equity in Architecture Survey Report, AIA San Francisco

This chart illustrates the average current debt by degree level and graduation year, based on demographics At least part of the reason for lack of diversity in our profession could be related to student debt. It shows a reason why BIPOC (Black, Indigenous, and people of color) populations may find architecture as a career difficult or impossible to consider.

Identify & Address PinchPoints within the Career Path

We know that women and minorities are underrepresented in our industry in part due to pinch points along a career trajectory. Large numbers of individuals leave the profession due to pressures not experienced by all architects.

GOAL Create policy practices that alleviate pinch-points.

1. Women in mid-career: Document policies to address concerns of flexibility and advancement opportunities.

2. Minorities early-career with financial assistance: AMD will financially participate in student loan assistance programs.

Invest in a Work Environment Focused on Inclusion

Seeking diversity without the hard work of creating an inclusive work environment is bound for failure. We must also commit to create a work environment built on a premise of equity and inclusion.

GOAL Bring focus and intention to ways our work environment can become more inclusive.

1. Reflect diversity in the ways we celebrate together, like holidays and staff gatherings.

2. Review benefits package to identify adjustments that may address the needs of individuals from diverse backgrounds.

3. Create a training program to target improving skills in the development of an inclusive environment within the office and teams. This could include implicit bias, running inclusive meetings, management in a hybrid environment, etc.