Professional Studies 3
Emmanuel Adedokun
Hidden & Unequal Oppurtunities for BAME in Architecture
CONTENTS ABSTRACT
3
INTRODUCTION
4
poems
6
terminologies
8
i
9
racism
10
barriers
11
statistics
14
fighting for diversity in the system 15
why does diversity in architecture 18 matters? african architecture network
20
CONCLUSION
26
self reflection
27
bibliography
30
references
31
poster
32 2
ABSTRACT The purpose of the following essay’s to study, analyse the different factors that affect and cause a lack of BAMEs in the industry of architecture. Over 90% of the architects in the UK, are from a white background. The population of the UK’s more diverse than ever been. Today, in the 21st century, we still face issues when it comes to the wider participation of different ethnicities in the industry. There are several physical and invisible barriers which are set against BAME, prior to their achievement in the field. The essay looks at some of the this issues and analyses the statistics of the RIBA. As I belong to the BAME category, I would also share a piece of my story and the hurdles that I face, to achieve the final goal, of being an architect.
3
introduction Why does diversity matter? There’s a lack of BAME identity among the architects of today. Whether or not the BAME does not like to test the water In this field does not appear to be a mystery. Several studies from the RIBA, represented a decrease in BAME pupil and charted in the sector. Of course, there’s a high dropout rate for people from a white ethnicity as well. However, these stats are not as disproportionate as the BAME. The following essay will attempt to educate people on specific key terminology and make people aware of the hidden obstacles of the pupil In architecture. The first part of the article focuses on crucial vocabulary, which is not so much known or utilised in our daily basis, which makes BAME diverse from the white ethnicity. Moreover, the study will also display critical statistics reported from the RIBA reports, which will be broken down and analysed to back up the main argument, about making sure that the industry has multi-diverse identities. Additionally, the study will also display several barriers that appear to clutch down BAME in the industry. Professional thoughts of Elsie Owusu, RIBA 2019 president, runners up, will also be discussed. An architect that has been fighting for the wider participation in the industry for several years. In conclusion, the essay shares a hypothetical network that goals to provide a source for BAME to be able to create a further network from the very beginning of their career and be able to reach out to young talents. The whole point of the essay’s to demonstrate that diversity in this industry matters, and it will benefit the end-user, our society, but also bring more attraction to the field.
4
The following spoken words are a description of my feelings during the last six years in the sector. The three spoken words touch topics that, to some people, appear to be nothing but irrelevants.
5
“ What if……” What if you didnʼt know my name What if you didnʼt see my colour What if you'd only see my intellect What if we were wearing the same clothes What if you understood my feelings What if freedom of speech was not so free What If we were to speak with our native languages What if I brought my cuisine What if I spoke about my household What if we didnʼt think alike! What if we shared the same blood What if we spoke about our history What if we spoke about privilege What if we really worked as sibling, yess as brothers and sisters What if inequality was real
6
“How about…..” How about we come to a middle ground How about we understand my background How about we understand my invisible barriers How about we really treat each otherʼs equally. How about we donʼt share any offensive joke How about we stop being blind How about we dialogue about the way I really feel How about I behaved contrarily How about we spoke the truth, but nothing else that the truth
“Why…..” Why donʼt you embrace me Why donʼt you embrace my culture Why donʼt you understand Why donʼt you stop lying to me Why donʼt we meet half-way through our knowledge Why donʼt we share the same food as siblings
7
terminologies A
b
racism
prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior[ ].
discrimination the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, or sex.
c
identity
d
white privilege
e
systematic racism
If culture is how we behave, as a member of a group, then the word 'identity' relates to how we think about ourselves as people, how we feel about other people around us, and what we believe other think of us. 'Identity' means being able to 'fix' or 'figure out' who we are as people.[ ] White privilege manifest it-self in everyone and no-one. Any BAME knows that you need to be careful with who they discuss white privilege. It's a manipulative, suffocating blanket of power that envelopes everything we know like a snowy or more likely rainy day in Manchester. It's brutal and suppressing. It's scary and keeps you in the dark, which wants to stay in the dark and makes you bite your tongue. White privilege's a manipulative and i ngenious f orm of i nvisible power.[ ] . It' a n intellectual b lanket that we do not see daily, but it protects the defaulted constituents. Racism does not go both ways, it's a unique form of discrimination which is supported by white structural power, and we(BAME) have to recognise this.[ ]These form of racism, does not appear by verbal speech, but on a more constructed f orm of action. I t shows in i nstitutions and p ractices which are aware of the consequences of the activities behind racism and discrimination. They've now been able to inject a form of discrimination in their approach, which does not favour BAME.
8
i (Personal Experience)
As a kid, my father always taught me the idea of being persistent, we never really spoke about it, but his action and commitment toward work, and his passion were very evident. I never grew up with the idea that there are distinctions between people of different ethnicities, but the reality soon taught me that I was different from the majority. Having been raised in Italy, my African parents taught me about the importance of taking my academics with extreme severity to breakthroughs and the benefit of social mobility. Which shaped up the person that I am today, and I’m grateful. Little did I know about what inequality meant, but once again, as I tried to strive in my studies and life, I soon came to the realisation that social mobility was not going to be enough. I understood that there’s never a balance in ethnicities and everything else that comes with it. Growing up, the only few options I remember hearing from my parents, were to study science, law, and of course, maths, which would have allowed me to be a doctor, lawyer, engineer, or accountant. Any career that had nothing to do with creativity did not make it into the top 3 jobs. I later learned that this was a commodity in an African household, but it was definitely for the best of our future. Like any other parent, they did not want us to commit the same mistake as they did, but most importantly, running through the same difficulties that they had to run through once upon a time.
Every household has different types of rules, no matter the ethnicity or religion. However, there’s a common denominator, which we know as a culture. Culture does not only relates us to other people, but it also defines a community, a region, a country. Architecture and different creative sorts of careers are not viewed as one of the most skilled jobs. Although creativity has always embedded in me, I only chose to study architecture after leaving college. The career advisors had a fundamental understanding of the architectural journey, but no good enough to be emphasised. When I embarked on this journey, I was never aware that there would be such systematical racism on the route to be an architect. Some of these barriers were not visible to some of my peers. Until I decided to do some research and understood BAME is more likely to be discriminated in the industry. Having faced some of these challenges, the following chapter displays a visible diagram to identify the hurdle and some of the reasons why architecture has a lack of diverity.
pass
pass
pass
pass
9
racism
The following chapter refers back to the book, ‘Why I’m no longer talking to white people about race.’ By Reni Eddo Lodge. During the process of this academic study. The author of the book was able to express my deep feelings about racism, which it’s one of the reasons, if not the main reason why there’s a lack of diversity in the offices that I have been working in the past. The Rooney Rule was first introduced by the English Football League (EFL) clubs during the 2016–17 season and made it compulsory for all 72 EFL clubs to interview at least one black, Asian or minority ethnicities (BAME). Candidates (if an application has been received) for all managerial and first-team coaching roles. The regulation is named after the NFL diversity committee chairman Dan Rooney, who spearheaded a policy that clubs in American football should interview at least one BAME candidate for each head coach or senior football operation vacancy. In 2016, the PL tried to imply, but the chairman basically took it as a joke, as he went on to comment that the rule was unnecessary. [1]. It took the obligation of a rule for people to acknowledge BAME. This is quite shameful, as we can all strive for success in different fields. It took the obligation of a rule, for people at the top to consider diversity, it is a shame.
In 2012, the conviction of Stephen Lawrence, a teenage boy who was assaulted and killed while crossing the road to catch a bus in 1993. However, it will almost take two decades before two out of the five members have been incarcerated. I am sure that if this had been vice-versa, it would not have been up to a year for the police department to have their suspects imprisoned. Maybe we should have had a conversation about eliminating racism. Racism does not go both ways, there is a unique form of discrimination which is supported by white structural power, and we must be able to recognise this and stand against them. No one has a problem with anti-racism. We’ve position as the others, white people are so used to see a representation of themselves, that when you take it out of them becomes very obvious.[2 ]. The lack of diversity and wider participation, it’s by default because black, Asian, and minority ethnics, perhaps believe that they’re not good enough or they won’t stand a chance once they move out of their lane. It is toxic to the extent that it prevents you from bridging out of your comfort zone. “Empower never goes down without a fight. Your career may be affected by your race and class. We’re told to work hard and get a good job, but I realised that social mobility was not going to be enough”[ ]. Just like me, the author describes the idea of not being able to get any far, regardless of the hard work involved. “Discussing racism is about discussing white identity and anxiety; it’s about asking why whiteness built up a defense shape and form”[ ]. It is not evident, and neither seen with a naked eye, but it is certainly felt in within the atmosphere.
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barriers ethnical carrer > hypothetical > track and field
100 m Running track 1 4
FINISH
(architect)
2 3
(student)
5
START
6 7 20 m
50 m
40 m
60 m
80 m
100 m
BAmE White Hurdle
A
b
c
stereotype judgement finance Let's pretend to become an architect's it is as short as the 100 meters race. Running these 100 meters has a prolonged build-up before the athlete starts getting into the most influential position to run as fast as it can, to finish first.
d
e
f
culture
name
nepotism
Usually, the race should be fair and square, by not having any sorts of obstacle or hurdle interrupting the athlete. However, when we transfer this idea onto the architectural career, several studies and interviews report that when it comes to BAME, there are several hurdles along their own lane. Barriers that makes the 100-meter sprint more challenging, when it's compared to the pupil from white ethnicity. Some of these hurdles, stumble some of the athletes to slow them down, or in the worst scenario, give-up.
Some, however, make it into the final line. Notice how the diagram display hurdles on the BAME lane only. It's an unfortunate reality that some pupils face throughout their careers, but cannot comprehend as they're not running the same race. Now, should broader participation in the field be discouraged? Or should they not be embraced? To achieve goals in their careers. In today's society, diversity's imperative as having a regular education, as we have a very different constitution. 11
100 m hurdles Running track 1 4
FINISH
2 3 5
START
6 7 20 m
40 m
50 m
60 m
80 m
100 m BAmE White Hurdle
This is w hat our r ace should look like. A f air race, w here everyone gets judged t he same, asses t he same, favored the same way, and is not judge by their ethnicity.
A race w here we a ll have t o jump t he same obstacle and appreciate the fact t hat only the individuals that have trained t he hardest and a re capable of m oving quicker with m ore efficiency w ill be able to get a p lace o n the podium. Although not only BAMEs are being discriminated against f or some of t he points stated before, i t's important t o realise that w e live in a constitution where the minority generational w ealth has not given them the opportunity to build a certain type of foundation, w hich o ther ethnicity constructed.
Therefore, the RIBA should aways try to reconsider how they're going to make this profession hospitable for different ethnicities.
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A
stereotype
b
judgement
c
finance
Everyone has some stereotype, on a particular thing, or a specific race now at days. However, when it comes to BAME, there's a high proportion of employees that believe that the people from a minority group will not be able to relate to the rest of the team, client, and contractors. They, therefore, presume that they will not be able to carry out the job adequately, so they won't give them a shot, as it will cost them money to train up the individual. Again, systematic racism plays a significant role in the influence of the architectural industry. 'Never judge a book by its cover' we hear that sentence a lot, but it's hard to retract yourself back from having a quick pre-judgment of an individual. BAMEs are more likely to be judged before they even present their work since there's a default mentality of seeing your same peers. BAMEs family in the UK, hearn at list if not more than ÂŁ9,000 less than the white people ethnicity. During the year in industry, the salary of Part 1&2 can be quite low. Students still need that extra funds from family members or any grants available. I, as part of the BAME, found it quite challenging to be able to sustain myself without working part-time during the course of the year. Hence, why there a distinguished drop-out rate in the BAMEs when it comes to the RIBA statistics. Some even face peer-pressure from their families, due to the lack of income after a degree. Therefore, some of these individuals to look for alternative solutions or professions to earn more money much quicker. It's something that I've personally seen myself during the course of the years with several of my peers.
d
culture
Our culture makes the person that we are today. We breathe and live by it, just like religions. BAME has diverse types of culture and beliefs, which sometimes clash or do not match with the ethos of the specific company—slimming down the chance for BAMEs to be able to find a job. Again, another hurdle that has to be jumped over by, to see the finish line.
e
name
Yes! Names are also significant issues at times. Numerous studies report difficulty in searching for employment when you have a confusing name to pronounce or a foreign name. Part of the systematic racism that some BAMEs face on a daily basis, and holds them down from being able to make some companies culturally diverse. Interviews, also report that some pupil hides their middle name, or swap their middle name, to increase their chances of getting a job.
f
nepotism
Another hundrle, that does tackle not only BAMEs but also people from a white background. However, it has a significant influence on minorities, as they have fewer role models and mentors to reach out too. Hence, the practice employs people by strength of their handshake, rather than the depth of their portfolio and talent. The industry suffers when it comes to the representation of society, sometimes due to nepotism.
13
statistics
White
Applicants Part 1*
Black or Asian or Black British Asian British
55.8 67.7 77.7
Entering Part 1
Passing Part 1 Entering Part 2
78.6
Passing Part 2 Passing Part 3
80.9 89.2
Mixed
Other 19.5 7.7
6.8 8.4
13.9 12.1
4.0 4.1
4.9 4.1
7.7 7.7 7.4 3.8
4.0 3.9 3.6 1.8
3.1 1.0
5.7 5.6 5.1 4.2
Ethnic group of students 2017/18 Not know
Not know Mixed
White
Asian or Asian British Black or Black British
Figure A: Forty schools were able to provide information relating to the ethnic origin of UK new entrants to Part 1 courses. This year we have introduced a ‘not know category, to distinguish between ‘other’. The ethnic origin of 14 % students was ‘not known’.
Mixed
As Part 2 , the UK student intake is 79 per cent white, higher than the 68 % figure for Part 1, 8 % are Asian or Asian British( compared with 12 % at Part 1), $% Black or Black British ( compared with 8% at Part 1). 4% are of mixed origin and 6% ’other’.
Asian or Asian British Black or Black British
If we exclude ‘not known’,then the UK student intake at these schools is 68% per white. 12 % are Asians or Asian British , 8 % Black or Black British, 4 % are Mixed. Another 8 % are from an “other” ethnic background.
Figure A:Ethnic origin of UK new entrants to first year Part 1, 2014/15
Not know Mixed or Multiple Asian or Asian British
White
Excluding where ethnic origin was not know or not recorder, the UK student intake at the 40 Schools able to provide information is 61 % white. 8 % are Asian or Asian v, 5 % black or black birtish, 16 % are mixed or multiple ethnic groups. Another 9 % are from other ethnic backgrounds.
White
Figure B: Ethnic origin of UK new entrants to first year Part 2, 2014/15
Mixed Asian or Asian British Black or Black British White
Black or Black British
Figure C:Ethnic origin of UK new entrants to first year Part 1, 2017/18
RIBA statistic shows that there’s over a 90% drop dropout rate among BAME, from one end of the training to the other end of the profession. One-tenth of BAME students dropout in the process of studying or becoming practitioners. The statistic is disproportionately high, and there are several reasons for this dropout rate, as per the next chapter of the essay. The reports are self-explanatory.
Excluding where ethnic origin was not know or not recorder, the UK student intake at the 40 Schools able to provide information is 61 % white. 8 % are Asian or Asian Birthish, 5 % black or black birtish, 16 % are mixed or multiple ethnic groups. Another 9 % are from other ethnic backgrounds.
Not know
Figure B: Ethnic origin of UK new entrants to first year Part 2, 2017/18
Although, the charts represent a fair amount of white ethnicity student dropping out, the ethnic group table above makes a massive statement. They are showing a vast gap between different ethnicity. The studies might have not taken into considerations the fact that some of these students are international, and they’re going to be leaving the country after their Part 2, most likely.RIBA needs to better.
Source: Mirza&Nacey Research | RIBA Education Statistics
I have experienced good friends dropping out of the course of the last six years.Some of them found the course challenging, some had no extra support from their tutors, and some did not have additional financial support to proceed with their studies. Although, regardless of their ethnicity, every individual has their issue and problems during the process of the course. But when it comes to BAME, there are some more often repetitions for some matters. 14
fighting for for diversity in the system “British architecture is mostly dominated by middle-aged white men” says Elsie Owusu[3 ]. A Ghanian-born architect, which for years has been representing diversity at the RIBA. Over the last years, Ms.Owusu has been holding events and meetings. Due to the lack of diversity in the industry. Today’s architect is not an equal representation of the U.K. population. Between 2011 and 2015, the number of BAME architect has dropped. If architecture was to build the right pipeline for the industry, then the industry should look more like the Olympics team or the England footbal team. Architecture in this country must get serious about bringing the best talent into the professions. There are several reasons why the pipeline gets broken. First, it is a seven years course, three years undergraduate scheme, two years experience in the field, and two years of the master.
Instead, we get soaked from tuition fees and loans that we used in order to survive during our degree. Architecture today is an international business; the more experience you have, the more experience you get.
The more industry relies on connections for advancement, the more likely it is that unconscious biases will exist. The reliance on connections means that the pipeline we rely on bringing new talents in the professions is more based on the strength of handshake rather than a strong portfolio. Name, discrimination starts from the name pronunciation, the fact that the employe will struggle to pronounce their name. Some individuals have had to change their name, to their English middle name, giving them more attraction. Nevertheless, what message does that pass around? A message that means to be ashamed, people feel that they need to miss-represent them-self, what message do we pass around to the younger generations about our values, about wheatear we value talent and hard work. There is not enough accreditation towards these young committed architectural students, which have sailed the boat for years in order to become charted. The salary after the master’s degree can go up to £1,600 p/m, which is not much, as people by then would start looking to begin their own family and perhaps start taking care of personal matters(parents).
Since the campaign of young Stephen Lawrence, which was 26 years ago, there has been a boost of 10 Bam members of the council in the RiBA. The best way of solving the issue of diversity is not through the same old voluntary approach. Secondly, the RIBA’s are now tackling the issue of race and gender discrimination. Through the use of policy and set governance. We need to change the upsetting reality of British architecture so that we could do more for young people that are looking to become architects. Blind-fold is a recruiting method, no photo on the CV, and only people with adequate skills will get an interview . Studies show that this is the best way to find those with the right talent and be able to fit them into the right environment. It is essential that we most set funds and scholarships for trips abroad or be able to contribute to the study trip. The industry most fix the culture of inflexible working hours, which makes architecture so inhospitable to any architect who dares to have a family life. The impossibility of having a family is a common issue in the BAME society as there is a pear-pressure from the family members to be able to have their kids married by a certain age. When the word architect is searched on Google, the first thing that pops up, are middle-aged white men. Says it all. We need to look back at the industry, and reflects as a whole, how young and old practitioners are going to be able to change the perspective of the industry.
The good news today is that RIBA’s changing. Giving the lack of diversity in the profession, we most boost the pipeline. It is imperial that we boost the pool of talent with diverse students into British architecture.
15
communication
equal midndset
integrity
truth
16
Unfortunately, as humans, we only seem to see things more clearly when things go wrong. Grenville Tower, house price inflation, and climate change are all consequences of our actions. As architects, we are involved in leading the design of the next generation; we must look back at our self and reflects on how much we are doing in order to make any change. Look at the climate emergency and the way that we plan villages, towns, and suburbs, towns, and cities. If we do not have diverse people on the team, then how can we design the right spaces for the community. Architecture is about creating massive positive change. Because the building that we build and design should be for anyone, there should not be a default way of deigning for one supreme race, ironically. If an architect thinks about diversity and diversifying what they are offering people, they are more likely to be commercially successful. Public transport systems continue working efficiently and welcome everyone and are easy to use so that everyone can benefit from the variety of lives in our cities. Communities itself are formed to serve the inhabitants. In order to do that, we must involve everyone. Regardless of their gender, ethnicity, and their background, and as the clichĂŠ goes, we still have much work to do, including the idea of developing a network that can help more than just the BAME sector.
17
why does diversity in architecture matters?
It is evident that people who design our homes, influence architects innovators or people who impose their idea on the rest of our society, encourage us to move with the times and adopt healthier, more efficient habits so they say. However, if the industry is dominated by one race, one culture, how does that impact our society, does diversity in architecture matters to us practitioners? Nevertheless, does it also matters to our governing bodies? Statistics and reviews have now proven itself that there is a diversity problem within its ranks, as evidenced in the previous chapters. Over 90% of architects in the U.K. belong to a white background, with over 70% of them being British male architects. The building of London paints a positive picture and story. However, this is not the case when it comes to BAME, because the same infrastructure we now use were built by BAME through the abuse of slavery. The top dragons in the industry are aware of the issue and are now tackling the diversity issue. The president of the RIBA, Alan Jone, says, “There is no place for racism, discrimination or unfair treatment’. Over the last few years, mentoring and training programs for the BAME society, have been put in place. However, these small steps still have a long way to go. The real question we need to ask our self, is? Are we working hard enough to tackle racism and the lack of wider participation? When will the architecture industry, better reflect on the value of diversity of the cities we live in?
We have to remember that the practice of architecture, it is a profession that prides itself on being a vessel for culture and humanity structures and building are a crucial part of a city’s identity. The industry needs to be as diverse as the U.K. society! The environments that we live in has to be designed by the communities and the people that live in those places, if that is not the case, there is a slight imbalance, particularly now, more than ever, where clients sick for the communities consultations before their design decisions, now more than ever with our diverse communities. The following diagrams visualize how the benefits of diversity in the Architecture.
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african architecture network (aan)
The following chapter reveals a hypothetical business idea that I developed in order to tackle the lack of diverse identity in the industry. The network’s goal’s to be filling the gaps(hurdles) required by BAME in Architecture. That is the way I would like to tackle the hidden barriers in the industry for BAME.
19
7-10 members
The following hypothetical business will display the methodology, plan of actions, and goals to be achieved by the network to succeed in the industry. The development of this network will most likely stand out, as there is no network at the moment that offers these schemes . The initial step after graduation involves a meeting with a few friends, where we built a relationship for life. These colleagues will be from diverse backgrounds, including white ethnicity. Having worked down south for work experience, creating the opportunity to also meet pupils from different institutions, which will enable the network to expand much more quickly. The scope of the meeting will inform the team development of the system, on the side of their primary job. Throughout the summer season, aside from taking some time off from education, this would be a crucial period to strategise the network ambition, ready to start making the first move by the beginning of school terms.
Meeting New People
The idea behind the African Architecture Network(AAN), it's a collateral reaction to the lack of connection available for BAME in the industry. After having experienced six years in the industry, and not being able to associate with many mentors, I believe that after my degree, while looking for new job opportunities, I will also be focusing on the development of AAN. There are only a few networks that are specifically BAME up north, which allows me to fill a gap in the market. It's a network that will primarily focus on the creations of new bonds, wider participation, and the search for new BAME talents for our next generation.
Team growth
14-25 members
20
Throughout the summer period, we will meet at list three times, where we will exchange our details, discuss topics about diversity in the industry, future opportunities, funds, scholarships, and membership for joining the network. By the beginning of September, we would have made AAN public, and we will focus on the marketing of the network. It is imperial that every member of the network get back to their university and inform tutors and students about the AAN. Presentations across different universities around the country will allow us to make the name more familiar among students and young practitioners.
European expansion
Team growth
Having expanded the team up north and down south in the UK, the AAN's next goal to be able to expand the network down to Italy. Having moved to the UK ten years ago, fortunately there are still a few connections with some of the students at the Politecnico di Milano. The expansion over to Milan will be crucial, as it means that the network will become international.
A
A
Before the expansion of AAN to Italy, the network must gather enough funds to be able to make this move possible. Having been a student in Italy before, the AAN will be nothing but beneficial, in a country where the wider participation has got zero meaning.
N
Being able to connect to our peers in Italy will give the network an opportunity for international collaboration and a wide variety of intellect working on new exciting projects, filling a wide variety of opportunities and also make a name for themself internationally.
21
International expansion
As the branches of the network expand over to the rest of Europe, the managerial and memberships grow proportionally.Just as in the UK, the goals will be to reach young BAME students, to make them aware that they are talented pupils, which are capable of being anything they want to be in the future. Acknowledge them about the support that the network could create for BAMEs like them. Nigeria,lagos
Finally, the expansion of the AAN must also reach the motherland, Africa itself. Having visited Nigeria ever since birth, it would be a pleasure to be able to extend the branches of the networks to the capital of Nigeria, Lagos. This connection between these three countries over the space of a decade will only be the first phase of the network.
U.K,london
Itis imperative that in the next ten years, BAME would not face the same hurdles that we had to jump. Wider participation becomes normality in the sector. Pupil and young practitioners from all over the world would be judged by the content of their work, rather than their own personal background.
Italy,Milan
22
2
AAF to be able to expand and create networks between Manchester, Bradford, and London. Network to be able to create formal meetings and professional events around the country.
GRADUATE
4 Within the space of the decade, the goal and mission of the network should be the completion and the end of the network's first phase, and the beginning of a new era.
(timescale) n (short-to-long plan)
≼2030
2026
2020 2021
2030 5 The future's bright. At this point, the network should conduct new goals for the future expansion of the network.
1 Organise initial meetings to records minutes in regard to the development of the AAFMeetings to be arranged on social meetings(SM), as well as physical meetings.
3 The goal's to go international with the strategy to be able to attract young BAME students, as well as professionals to be aware of the movement and attract them to join the network and the expansion of the professional network.
23
NETWORK Nigeria,lagos
U.K,london
Italy,Milan
OBJECTIVES
1
1
2
3
2
Next Generation: To enable young academics to b e aware of w hat t he p ractice offers t o the BAME category. The unpriceable reward behind being an architect, but most importantly, the support offered today to achieve the end goal. Unpaid Internshps: T o tackle the issue o f unpaid hours, hard work and tiers. In a w orld where expenses of life are rising and it's purely challenging t o be able to travel, sustain and commit when there's no financial support from the industry. The network r ecognises t hose issues and values the importance of the system been challenged. Scholarship: Facilitate the process and develop more scholarships for BAME. The proposition of building a system, where parental financial income does not affect the grant for young students. A lso, m ake m ore BAME activists aware of the shortage of scholarship available. Expecting different companies t o be able to provide a variety o f funds t o support the upcoming society.
4
3
4
5
5
Support Scheme: To enable all sorts of BAME architectural firms to be able to afford the RIBA membership. T o imply a network t hat g ives back to the subscribers of this movemet. Small practices tend to struggle when there are fewer opportunities, but w e'd like them not t o be discouraged and know that we're there to support their practice. Support Scheme: The network needs and has to educate the practitioners that t hey collaborate with, but most importantly be able to make them a ware t hat t he BAME culture's r ich of potentials w ho can b e tested i n the industry. There are so m any opportunities w hich a re nothing but being held back by our practicioners from being exposed to our society.
24
1
KINDERGARTEN
Parenting starts from the day the baby, leaves his/her mother wumb. From that they on, hundreds of thousands of words would have been spoken to this child, even if they will not understand what these words means. However, what we do know is that kids get influenced by what we speak and talk about to them. Hence, why one of the AAN goals to attend kindergarten to display work to young kids and give them an illustrative look of what an architectural journey involves. We are not trying to brainwash those kids' ideas, but we would like them to be aware of diverse identities in their daily life, and the importance of having diversity in the future. 3
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FRONTLINE PUPIL
PLANS
Just like in the kidergarten, it will be crucial to be able to deliver classes and events in high schools. Informing the pupil about the lack of diversity in the industry and the benefits of being an architect. Which do help not only our society but also improve the quality of life. Growing up in an african household, I never recalled my parents talking about the career of being an architect, which I later learned that it was not a common career in African households. At AAN, we want to make sure that the next generation is aware of the benefits of being an architect, as well as the fact that it is very hospitable.
GOALS
MENTORING
AAN will provide mentors that will be able to relate with the pupil. This is crucial, as the mentor will show the pupil and young practitioners the right way to jump their hurldles. Mentors have lacked when it comes to the BAME sector. Having been through the course myself, I am yet to find a mentor to look up too. Hence why the AAN expansion must bring in the family, multidisciplinary, and diverse talents that can relate with the next generation.
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ROLE MODEL
Role Models, are key BAME individuals who would have been breaking barriers in their talented ways. These models will be available in the network for practitioners to be able to learn from one another and tailor their skills to be able to break their barriers.
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conlusion
Ignorance, allied with power, is the most ferocious enemy justice can have,’ James Baldwin. Athought there is no specific enemy. The time to be ignorant has run out. We cannot longer use the excuse that people are unaware or ignorant about discrimination, white- privilege, and a lack of diverse identity. Just like technology, architecture has been able to develop and benefit from technological innovations. It is time for the industry to benefit and embrace more than ever the diversity that we have in the U.K. Whether we like it or not, our nation’s becoming more and more diverse. The spaces that we were using yesterday are becoming out of date, and our future generations will develop new urban roles, new urban landscapes, and new spaces to be living in. However, as discusses through the essay, diversity is imperative. he industry needs to make the profession hospitable for any talent, but most importantly, be able to look at everyone under the same lens. Therefore, do not be anti-racist for the sake of an audience. Talk to white people to make them aware of the current issue. We have to hang on to hope. Now racism can be found in coded language. We need to see and understand that racism is structural, and it does not have to be verbal. We might not be able to escape the legacy of the past, but we can use them to model and shape our future. It is on our shoulders. It is our task. Because in the end, society goes beyond design decisions! A small movement is better than no movement. You do not have to be the leader of a massive movement, and it can be formal or informal, as long as we are all playing our part.
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SWOT STRENGHT
WEAKNESS
OPPORTUNITEIS
THREATS
PS3 has been a long, expected module. The classes were always reaching out for speakers from all over the country, making each lecture very diverse and reach of opportunities to enable us to pick up new skills, as well as being able to learn about future potential roles, once we graduate. Some of the speakers were very passionate and engaging, while some of the other speakers were quite dull and were not keen on delivering an engaging presentation. Never the less, I felt like I was able to pick up relevant information which I would be using once I leave the MSA. However, I struggled to digest all the information that I absorbed during the course of the intensive week. After a 9-6 lecture, I would have loved to be able to go back home and reflect on the presentations, even if it would have been for like a couple of hours. However, I never got the chance to do so, as I was trying to complete my studio work and prepare myself for the business proposals meeting in between each presentation. Leaving me extremely drained. The lecture that was more relevant to my potential development was the lectures that I spent more time studying in my personal time. As mentioned in my essay of hidden barriers and lack of diversity, I felt like I could not relate with most of the speakers, as they were all of one particular ethnicity. Although I was able to communicate with the speakers, I still felt like there was a gap between the pair of us. I hope the essay explains why I felt this way. Having run through the course for the last six-year, with no significant role model.
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To my knowledge, PS3 made me realise how strong my passion for continuing in the construction industry. Working among a big group works quite well with me, and I can make executive decisions for the group. I have noticed that I pay attention to my colleagues' morale, as I believe that if they were not happy to work on the task, we would make sure that they would have been able to work on something that would have been more tangible to their skills.
THREATS WEAKNESS
SWOT STRENGHT
OPPORTUNITEIS
I did not attend my group meetings on time, which meant that I would have lost some key information that I would have had to ask again during the course of the day. I also noticed that If I had no interest in the lecture, I will then partially switch off and didn't focus on listening to the rest of the lecture.By not respecting the time of other members in the group, I could have potentially be seen as an individual that was not serious about their work. For example, in the future, if I was to be late for interviews and meetings, I could potentially lose my job and cause myself to query my ability to deliver on time.
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It has been a module that This class was always one which I was looking forward to as I have always been interested in the business aspect of architecture. I have often been surprised that people who show such creativity, passion, resilience, and work ethic. Don't apply those same sentiments to their careers, often with the default position being to find employment in a firm. In addition to this general enthusiasm for the business of architecture, I had recently started to develop an idea that I will roll out after finishing university. I hoped that I would be able to explore and incubate this idea in this class. Ideas from people within the group were continually being dismissed, which showed that they were a clear power of white privilege, as discussed above. Members of the group gave some relevant opinions, but their opinions were ignored immediately. Others, however, gave irrelevant or similar ideas that were suggested by others, but their ideas, however, were quickly adopted by the group. We had a few people in the group that notably ignored, dismissed, or felt the need to challenge other people's suggestions, which came across as if they are the ones dominating the team and taking executive decisions for the rest of the team. Due to the same people, there was constant tension and division between the group; these same people constantly micro-managed everything they could possibly micro-manage. These people that felt the need to make others in the group feel uncomfortable were white people; the other part of the group was the international students. I observed that due to the language barrier, they struggled to challenge the behavior of the white students and just had to adopt the ideas of the white students and follow their direction. The future is definitely bright. PS3 has shown me that I do not have to be a regular architect, but there are lots of opportunities for an individual like me to test out. Having written about BAME in the essay, I would like to fulfill the idea of creating a network for the minority. Where people can relate and integrate with each other at ease. The primary idea of being a charted architect's not as hungry as it used to be, but I'd like to cherish the idea that I'll be a representative for the BAME in the industry of construction. However, before I do that, I'll have to make sure I get some experience.
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references Eddo-Lodge, R. 2018, Why I’m no longer talking to white people about race, Expand edn, Bloomsbury Publishing, London. Killingray, D. 1994, Africans in Britain, Frank Cass, Ilford. Waters, R. 2018, Thinking black: Britain, 1964-1985, University of California Press, Oakland, California. Kidd, W. & Teagle, A. 2012, Culture and identity, 2nd edn, Palgrave Macmillan, Basingstoke. Small, S. 1994, Racialised barriers: the black experience in the United States and England in the 1980s, Routledge, London. Christian, M. 2002, Black identity in the 20th century: expressions of the US and UK African diaspora, Hansib, London. Killingray, D. 1994, Africans in Britain, Frank Cass, Ilford. Waters, R. 2018, Thinking black: Britain, 1964-1985, University of California Press, Oakland, California. Kidd, W. & Teagle, A. 2012, Culture and identity, 2nd edn, Palgrave Macmillan, Basingstoke. Small, S. 1994, Racialised barriers: the black experience in the United States and England in the 1980s, Routledge, London. Christian, M. 2002, Black identity in the 20th century: expressions of the US and UK African diaspora, Hansib, London.
appendix
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bibliography Eddo-Lodge, R. 2018, Why I’m no longer talking to white people about race, Expand edn, Bloomsbury Publishing, London. Killingray, D. 1994, Africans in Britain, Frank Cass, Ilford. Waters, R. 2018, Thinking black: Britain, 1964-1985, University of California Press, Oakland, California. Kidd, W. & Teagle, A. 2012, Culture and identity, 2nd edn, Palgrave Macmillan, Basingstoke. Small, S. 1994, Racialised barriers: the black experience in the United States and England in the 1980s, Routledge, London. Christian, M. 2002, Black identity in the 20th century: expressions of the US and UK African diaspora, Hansib, London. Killingray, D. 1994, Africans in Britain, Frank Cass, Ilford. Waters, R. 2018, Thinking black: Britain, 1964-1985, University of California Press, Oakland, California. Kidd, W. & Teagle, A. 2012, Culture and identity, 2nd edn, Palgrave Macmillan, Basingstoke. Small, S. 1994, Racialised barriers: the black experience in the United States and England in the 1980s, Routledge, London. Christian, M. 2002, Black identity in the 20th century: expressions of the US and UK African diaspora, Hansib, London.
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ps3 20/21
design your
future
Coming closer to the end of your MA course, and you dont what you’re going to be doing next? You want to set your own know how to go about it? Feeling on the low, due to the low expected salary? Are you looking to become more than just an Architect?
Well, get ready! P S3 will journey among diverse experts in the industry, but also e xperts t hat work along with a rchitects. Working a long w ith a big group t o create a hypowill allow you to learn new skills, but most i mportantly b e able to give you that extra push to know that you're talented a nd y ou s hould b e conquering the business.
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“Orange is the new black”
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Professional Studies 3
Thank You
