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- The architecture industry still lags behind changing demographics, with lower proportions of non-white and female architects.
- Diversity, equity, and inclusion (DEI) efforts are ongoing as companies and professional organizations address barriers to entry and other issues.
- Specific strategies to increase diversity include promotions and programs that attract the next generation of construction, which will also benefit the industry as a whole.
Demographer Dudley L. Poston, Jr. said that by 2045, the share of non-Hispanic whites in the U.S. population is expected to fall below 50 percent, while blacks, Latinos and The proportion of Asian Americans in the population will increase accordingly. However, the construction sector is a key player in creating and maintaining the built environment for all communities, and it does not fully reflect the country’s current or projected demographics. According to the National Council of Architectural Registration Boards (NCARB), by 2022, white men will account for 69% of all architects in the United States, while Latinos will account for only 10.2%, Asians will account for 15%, and black men will account for 3%. Men also continue to outnumber women in the profession, with only two in five licensed architects being women.
While significant disparities remain in the industry, many agree that great strides have been made in diversity, equity, and inclusion (DEI). Jason Pugh, global director of DEI and principal at Gensler, warned that “the industry is working hard to become more diverse and inclusive, but there is still a long way to go.”
Expanding DEI in construction
Recent appointments of Black women to top positions in national design-related professional associations signal the expansion of DEI efforts, including Kim Dowdell, 2024 National President of the American Institute of Architects (AIA); alumna Angela Brooks, U.S. Current President of the Planning Association (APA); Tiffany D. Brown, Executive Director of the National Organization of Minority Architects (NOMA). “Marginalized people are getting a long-awaited promotion,” said Gary J. Nelson, NOMA’s Western Region Vice President, and “we’re getting better at exposing young people to this career. ”
However, there is still much work to be done. Despite increased awareness and DEI efforts, one area that has not improved is the number of licensed Black architects, a number that has hovered around 2.5-3% for decades. Significantly lower than the 13% black population in the United States. Although Black women are appointed to visible leadership positions, the total number of Black women among licensed architects in the United States is 593.
“Between attempts to politicize critical race theory, the rollback of protective legislation for marginalized groups, and cease and desist letters being sent to companies with strong DEI policies, DEI appears to be under attack,” Pugh said. “Unfortunately, we are starting to see some construction companies back away from the strong, bold stance and commitments they made in 2020.” Nelson agreed there is still much work to be done, despite changes in the professional landscape, But opportunities to take on senior leadership roles (e.g. principal, partner) and address gender and/or gender issues have not changed much. The racial pay gap continues to plague the construction industry.
global barriers to entry
The UK faces similar DEI issues in the construction sector. Robbie Turner, Director of Inclusion and Diversity at the Royal Institute of British Architects (RIBA), said: “Architecture in the UK is not representative of the society it serves. Women across our industry are grossly underrepresented, while white are significantly overrepresented.” According to Turner, only 31% of architects in the UK are women, 2% are black (compared to 4% of the population), and disabled architects only account for 1% of UK architects ( compared to 4% of the total population). twenty one%).
Turner said one reason why architecture does not accurately reflect the society it serves in the US and UK is that historically it has been “a privileged white male profession”. Pugh agreed, adding that in the past architects might have come from families of higher socioeconomic status or wealthy families with ties to the industry. Students of color, women, and other marginalized groups rarely see themselves represented in person by university faculty or on academic campuses.
Another reason the profession is largely white and male-privileged is the expense of becoming an architect, with tuition and supplies costs skyrocketing compared to the relatively low starting salaries. According to the data, the average tuition for an architecture degree ranges from $50,000 to $175,000. U.S. News & World Report. According to Indeed.com, entry-level annual salaries for architectural designers can be as low as $35,000 in some areas of the United States.
Another barrier to becoming a registered architect that disproportionately affects marginalized communities is the long and arduous road to becoming a registered architect, starting with five to six years of college education and then a residency as a future architect Must document their experience in various aspects of the industry and ultimately pass a series of rigorous licensing exams. To address this issue and the licensing exam becoming a barrier to entry into the industry, the National Council of Architectural Registration Boards (NCARB) recently eliminated its rolling clock policy — a policy that analysis showed disproportionately affected women and people of color.
Benefits of a diverse workforce
Diversity and inclusion in construction is more than just an ethical ideal worth pursuing, it directly affects a company’s bottom line: a diverse workforce produces better results and can give companies a competitive advantage. A 2020 McKinsey & Company survey revealed that organizations that embrace diversity tend to foster innovation, challenge entrenched thinking patterns and improve financial performance. When leaders and employees foster a sense of inclusion, its true benefits are revealed. Inclusion is defined as the extent to which individuals feel their authentic selves are valued at work, enabling them to make meaningful and intentional contributions.
The survey also shows that respondents who feel a true sense of belonging are nearly three times more likely to be excited and loyal to their company than their peers. Participants from all demographics said they consider organizational inclusion in their career choices and want their companies to promote more diversity and inclusion.
A diverse and inclusive profession will more accurately represent society, serve communities more effectively, and ultimately create a better built environment for everyone. “We need to develop a profession that is better able to have conversations [with a variety of communities],” Turner said. “Then we will have a profession that is better able to meet the needs of changing society.”
Introducing the next generation
As the U.S. population becomes more diverse, professional organizations and construction firms are taking concrete steps to become more inclusive. One of the most effective steps is to expose more young people to the profession. Renee Byng Yancey, the AIA’s former chief external equity, diversity and inclusion officer, said the AIA’s recent involvement in Girl Scouts was made possible thanks to former Chair Emily Grandstaff-Rice spearheaded the effort.
AIA representatives attended the 2023 Girl Scout Convention, met with Girl Scouts and troop leaders, and worked with them on mentoring and design-related activities. Likewise, NOMA is proud of its Project Pipeline program, which includes summer camps run by local chapters designed to introduce the field of architecture to a broader range of students, with the long-term goal of increasing the number of underprivileged licensed architects.
Candice Harrison, director of DEI at global engineering and construction firm SSOE Group, said elementary and middle school are the best ages to introduce engineering and architecture. For example, SSOE has a partnership with Toledo Public Schools’ Hawkins STEMM Academy, where a team helps implement hands-on learning and expose students to careers in engineering, design and construction.
“We have a team in our company that works on elementary and middle school projects,” Harrison said. “Elementary school and junior high are critical times to be exposed to engineering and architecture so that children can develop an interest in the industry before high school. This way, they can take the right courses to lay the foundation for entry into engineering programs,” added Harrison. , a program that also played a role in the college’s state STEMM designation. SSOE also participates in the Corporate Work Study Program at De La Salle North Catholic High School in Portland, Oregon.
At Gensler, one of the key strategies for promoting DEI is finding ways to connect with K-12 schools and colleges, Pugh said. The company is running a unique pilot program called GAP (Gensler Apprenticeship Program), which aims to leverage a non-traditional route into the industry that does not require a college degree and invites young people to work and learn in real time on the job. After two years, they can decide whether they want to work full-time for Gensler, pursue a traditional degree, or do something completely different. “There are many reasons why college is simply not possible for some students — financial hardship, pressure to graduate, entering the workforce and bringing income to the family, family dynamics, and lack of grades or test scores are among the factors Caused.” We know that this does not indicate a person’s intelligence or ability, nor does it predict future success. Pugh said.
Vision for the future
By taking concrete steps to increase DEI in construction, the industry is moving towards becoming more representative and effective. Professional organizations and many architecture firms share a vision for true diversity and inclusion. Yancey said she hopes the AIA ultimately ensures that barriers to the profession, including cost, risk and revenue, are completely removed.
Lienkie Diedericks, inclusion and diversity expert at the RIBA, said she wanted to “make people feel when they enter a building that it has been built for them, that the people who designed it look like them and have something in common with them” experience.” She hopes to see the field transform from “beauty creators” to “social good.”
Harrison envisions SSOE Group being a place where everyone feels welcome and a sense of belonging while working. Pugh believes in a future where everyone has an equal opportunity to succeed, and Gensler’s makeup reflects the community it serves. Nelson said he would like to see a profession where “from the beginning all the way to the end of their career, people are judged on what they do rather than who they are, where people don’t have to leave their culture at the door and people can leverage it.” diverse backgrounds to improve the built environment.”
This article has been updated. It was originally published in March 2017.
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