Women have historically been underrepresented in architecture, but a recent report from the National Council of Architectural Registration Boards (NCARB) shows encouraging and steady growth in numbers of women entering the profession.
This year’s study, 2015 NCARB by the Numbers, found a record-high number of women are on the path to earning their architecture license. While this is a big step forward, there’s still a lot of opportunity — including increasing retention and bridging the gap from entry-level to leadership positions. Fortunately, a number of organizations and programs are dedicated to doing just that. Let’s take a look:
An Organizational Network
As part of this growing representation of female architects, organizations around the globe are focusing their efforts on encouraging and fostering the success of all women in the industry — from emerging professionals to established leaders — through professional development, mentorships and increased networking opportunities.
These organizations are also gaining momentum through national collaborations, like the recent American Institute of Architects (AIA) Women’s Leadership Summit.
This biennial series seeks to raise the profile of female principals and leaders in the profession by sharing and promoting the design work of women, exploring new paths to leadership and learning from each other about professional issues and challenges.
The sold-out 2015 Summit reflected a new focus on increasing the value of the architectural design profession and many other challenges facing these professionals.
Advocacy for Cultural Change
Beyond personal career advancement, women in architecture organizations are gathering ideas and research for new modes of practice to advance the profession. Regionally, the Iowa Women in Architecture group published this Best Practices White Paper in 2014.
Nationally, AIA San Francisco’s Missing 32% Project performed a survey and published its findings in the Equity in Architecture 2014 Report, resulting in the nationally approved resolution 2015.1 AIA Equity in Architecture Resolution.
Internationally, the Australian organization Parlour brings together research, opinion and resources to promote gender equity in architecture. Resources include Parlour Guides to Equitable Practice and research contribution opportunities such as the Mapping Women project, which builds a historical archive for women in architecture.
Professional Development and Mentorship
Mentorships are at the heart of the architectural profession. Programs like the Women in Design Kansas City Mentorship Program connect women in the industry who share similar interests, enabling them to learn from each other and grow as professionals.
Whether peer-to-peer or cross-generational, mentorship programs like these offer ample opportunity for personal and professional development. And it runs the gamut from advice on career growth options, opportunities to discuss particular fields of interest within or beyond architecture, or to the details of assistance editing resumes, cover letters and portfolios.
Small mentorship groups, like Lean In Circles, that create cross-generational networks around specific topics are becoming increasingly popular; research shows that these peer support groups are powerful, giving women more confidence and the ability to learn and accomplish more in small group settings. The AIAKC PIERS Program is a recent example of this small group concept, providing opportunity for all architects, with any background and at any career level.
Beyond Architecture
Architecture is just one profession influencing the built environment. Groups like Commercial Real Estate Women (CREW Network) and the Urban Land Institute’s Women’s Leadership Initiative provide opportunities to build a network of clients and collaborators while gaining professional insight and development.
I’ve personally witnessed the career impact that comes from being involved in these professional groups through my leadership experience within the AIA locally and nationally, and now through participation with the Burns & McDonnell Professional Women’s Exchange — an internal group dedicated to expanding opportunities for women to improve their careers and personal development through education and networking.
With the amazing contributions of these professional organizations and their commitment to improving mentorship, networks and the culture of architectural practice, our industry is on a trajectory toward a rich and diverse future.
If you’re like me, you’re always looking for ways to advance your architectural career. I’d love learn more about how you do it. What are some of your favorite organizations or programs for personal and professional development?
Amy Slattery is a senior architect and project manager at Burns & McDonnell, where she leads the science and technology design practice. She’s known for project management and design critique for complex building types, with specializations in leading integrated project teams, laboratory design, higher education, arts facilities and sustainable strategies.
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