“While progress has been made, systemic inequalities and discrimination persist in many areas, and some groups continue to face barriers and underrepresentation,” Brown explains. “The pace of change can vary significantly between different regions and communities, and progress may not be uniform across all sectors and industries. Some countries have passed laws to protect the rights of minority groups and women, and there has been growing recognition of the importance of representation in various fields, such as politics, business and media. It feels discouraging at times reading about the elimination of DEI programs here in the U.S.”
“I think the architecture profession is not alone within the building sciences for having a lack of diversity for many reasons,” Armstrong says. “People with ethnically or racially diverse backgrounds haven’t chosen the building sciences like they do law or medicine. Some of this may be based on systemic bias and who people think are supposed to go into those industries based on whom they’ve seen publicly. In the pantheon, we tend to glorify famous white male architects.”
“After the murder of George Floyd in 2020, you were hard-pressed to find many companies that would talk openly and publicly about racism, but we developed five strategies to fight it in our firm,” Pugh recalls. “Racism is a very charged word, almost taboo, and society likes to tiptoe around it. But we need to attack it head-on and say racism is real, it’s something that impacts the building industry, and we must do something about it. Our strategies are very robust and focus on recruitment and retention, expanding access for and diversity of the pipeline bringing in new professionals from the next generation, as well as our projects, our work in our communities and partnerships with our clients.”
The Path Forward
Realizing there is a gap is the first step, but the real challenge is finding ways to transform the actual face of an industry that isn’t always known for rapid change. There is a great deal to be done at all levels, and impacts can be made at the individual and firm level.
“It starts with small steps, not necessarily grand gestures,” Armstrong says. “We all must risk a little bit of criticism and introspection and learn how to behave differently. That’s not something that changes overnight.”
“I believe the industry can make strides toward true equity in the next 10 years. My hope is to see this reflected in the leadership of architecture firms and entities that shape the profession as
a whole,” Brown says. “It should be common practice to provide opportunities for minorities to lead projects, individually and in joint ventures. Society should revisit systemic barriers in promo- tion policies, and companies should take intentional steps to diversify their boards of directors. The future of diversity in the profession rests with university leadership and architecture firms themselves. Those currently in leadership roles should use their positions to promote diversity by seeking out a more diverse workforce.”
It is universally acknowledged that addressing the pipeline of young people coming into the industry is vital in diversifying the industry. Part of that is simply outreach and exposing young people in different communities to professionals working in architecture and construction so they begin to see it as a viable career choice. And another part is enacting programs and structural change that indeed make the professions more accessible to all.
“We’re seeing growth in the number of Latino and Asian American newly licensed architects, but growth of newly licensed African American architects is not very impressive,” Armstrong admits. “NCARB supports NOMA’s 2030 challenge to double the number of Black licensed architects coming into the profession by 2030. We’re reaching out to Historically Black Colleges and Universities to encourage them to adopt our Integrated Path Initiative where students earn experience credits while they’re still in school, which shortens the timeline to licensure.”
“Currently there are 134 schools with accredited architecture programs around the country. Of those, seven are Historically Black Colleges and Universities, and those seven schools produce more than a third of all the Black students that graduate and enter the building design industry each year,” Pugh says. “There are currently 17 states and U.S. jurisdictions that do not require
a professional degree in architecture to get licensed. There are nontraditional paths and opportunities available to support the dreams of someone who wants to be an architect or planner but college is simply not in the cards for a variety of reasons. Our Chicago office recently launched a pilot program called Gensler Apprentice Program, which is an apprenticeship program that leverages these alternative pathways and expands opportunities for young people from traditionally underrepresented backgrounds and communities to enter the industry and learn on the job.”
“Together, as individuals, let’s begin to explore and dismantle the barriers set in place so long ago,” Brown says. “Let’s commit to rebuilding equitable structures at all levels. Society must invest in community, arts, and leadership education for every person and every child. We must begin to enact and navigate the monumental change that is necessary. By pairing diversity in leadership with the removal of systemic barriers, the industry can take the necessary steps forward.”