According to a 2021 study by the U.S. Bureau of Labor Statistics, the construction workforce is 87.9 percent white and 89 percent male. Just 9.9 percent of construction professionals are women, 6.2 percent are Black and 2 percent are Asian.
Similar research gathered in 2023 by the National Council of Architectural Registration Boards (NCARB) came up with similar results. Although there are some signs of progress—early on the path, near-gender parity was maintained with women accounting for 49 percent of individuals starting the experience program—there are still major disparities in ethnic diversity. Looking at the faces that currently make up the profession, fewer than one in five architects identifies as a racial or ethnic minority, and only two in five are women.
There are many factors behind the building industry’s challenges of equity, some of it cul- tural and some of it having to do with practical issues, like access to higher education. In the past few years, there has been a concerted effort to create a more diverse industry.
Diversity in the Data
“At a high level, we really think it’s important to be transparent with our data, even if it reflects poorly on us or others historically,” says Michael Armstrong, CEO of NCARB. “For example, several years ago we released exam success rate data by demographic group, race, ethnicity and gender. It was clear that white candidates had a higher probability of passing the exam than nonwhite candidates. That led us to do an internal review of how the exam is written and if there are any unconscious biases or impediments we could remove. As we expose that data for greater conversation, we also apply it internally to our own programs.”
“The current state of DEI [diversity, equity and inclusion] in the design and construction industry is complex and evolving,” says Tiffany D. Brown, executive director of the National Organization of Minority Architects (NOMA), a group formed 50-years ago to represent the needs of African American architects. “Despite the removal of DEI initiatives in certain states, the Supreme Court’s ruling on Affirmative Action, and how those have affected people of color in leadership, the industry has shown a commitment to advancing diversity, equity, inclusion and accessibility through executive orders and strategic plans.”
“When I entered the industry 17-plus years ago, everything was focused on LEED and sustainability,” says Jason Pugh, global director of Diversity, Equity and Inclusion for Gensler and immediate past president of NOMA. “Every firm seemed to be promoting how many LEED APs they had or the number of LEED-certified projects they completed. In that moment, the design community was leading that conversation. We were the ones explaining the ROI to our clients and the community. Eventually those sustainable strategies became best practices for every project and embedded in our standard scope of services. My hope is DEI will also become embedded in our everyday practice across the building design industry, especially with the rise of ESG [environmental, social, governance] goals.”
Why DEI?
There was a time when the idea of encouraging diversity in any profession was just considered a good idea on its face, but the cultural winds have shifted and real resistance to the idea of diversity, equity and inclusion programs has come to the fore. In much the way the sustainability movement launched simply with the goal of doing the right thing and eventually faced backlash, now many industries and firms find themselves needing to make an ROI argument for investing in workforce diversity. Fortunately, there is a strong case to be made.
“Diversity in the profession fosters creativity, empathy, inclusion and broader social impact,” Brown explains. “It encourages innovative thinking, enhances problem-solving skills, and results in designs that are responsive to diverse needs and experiences. I often describe the benefits a more diverse profession can provide with six major points: broader perspective and innovation, enhanced problem-solving skills, inclusive design, increased cultural competence, improved representation and role models, and positive impact on society.”
“There are a number of economic studies that have suggested that companies benefit by speaking to a more diverse consumer base because their employees are more diverse,” Armstrong says. “It brings credibility to the value of the practice if the people you are working to protect through design are represented on your team or at your firm. It’s going to resonate better with the community, whether it’s a new library, school or any other type of project. I think the relationship between architect and client can be very personal and special. It makes sense that people that have similar perspectives and backgrounds are going to be more collaborative.”
“At the end of the day, our firm believes in diversity of thought and experience on our teams,” Pugh says. “We believe diverse teams produce the best product, the best projects and the best designs. That’s really what it comes down to. It’s also recognizing the changes across the global landscape. Our society is growing more diverse every day. The young professionals entering the workforce are growing more diverse every year. This next generation has grown up in a very inclusive world, and diversity is some- thing they value and are looking for when they come into the industry. Companies that embody DEI values are the ones attracting top talent.”
Addressing the Issue
Groups like NOMA and NCARB have been studying and trying to gather data and counter the lack of diversity in the profession for many years, but more attention came to the issue after the murder of George Floyd in 2020. It launched a cultural conversation as society at large began looking at the significant gaps that have long existed.