A Call to Reform Gender Dynamics in Architecture
Equal pay, equal opportunity for promotion, and parental leave are important to women in every field
Like many young, ambitious — naive — professionals right out of college, I accepted the first job offer I received. I didn’t even bother applying to other firms because I wanted to work there. It was a great place at first, but the atmosphere changed once a few years passed. I saw many male colleagues move up and receive special treatment while I sat with my endless set of redlines. I worked through my lunch break as the men were invited to luncheons with clients and upper management. As the firm grew, the unequal treatment of the women in the office became even more apparent. It was even more evident when I announced I was pregnant (more on that in another story).
In the United States, where there were 152,775 architects in 2020; gender disparity is evident, with only 17 percent of registered architects being women. Despite this, in architecture programs, the gender balance is more equitable, with 50 percent of students being female. Historical surveys from the late 1970s to 1999 indicate slow progress in the representation of women in the architectural profession. The data shows a significant shift from one percent of registered architects being women in 1958 to an increase of 13.5 percent by 1999.
“…Most women of my generation left the profession entirely because of discrimination and lack of opportunities. Those who remain in the profession literally all own their own firms, most with their husbands or other small offices, it was the only way to survive. Data will show female ownership or women in principal roles, but only because they were forced out of other offices or denied career advancement opportunities in offices they worked.” — White woman, The Elephant in the(Well-Designed)Room: An Investigation into Bias in the Architecture Profession
A comprehensive survey involving 14,360 participants worldwide shed light on disparities in architecture. Female and minority architects and designers earn lower salaries than their white male counterparts. Additionally, they face challenges in securing leadership roles and encounter obstacles to career and salary progression, particularly mothers. The study emphasizes the need for architecture firms to implement best practices related to equity and employee well-being faster.
It's a national and institutional problem
The issue extends beyond architecture and is more deeply rooted in societal dynamics. Discriminatory practices persist across various institutions, consistently hindering the full flourishing of individuals from underrepresented groups. Academic institutions and corporations continue to grapple with the entrenched cultural norms of exclusive networks and systemic discrimination. Our inclusion in many of these environments results from years of grassroots activism and reluctantly enacted legislation. The issues range from equal pay to paid parental leave that goes beyond the realm of architecture. This industry is just one of many with an underrepresented number of females. But why not start here?
Architect and MacArthur fellow Jeanne Gang exemplified this approach in her firm, Studio Gang, which undertakes high-profile projects not commonly assigned to women-led firms. In a recent essay on advancing gender equality, Gang emphasized the importance of addressing workplace respect — equal pay. “It’s obvious,” she stated, highlighting pay as a tangible and objective measure of value. Equalizing pay is a crucial initial step toward achieving equality, providing a foundation for the profession to tackle more intricate challenges collectively.
“Most women of my generation left the profession entirely because of discrimination and lack of opportunities. Those who remain in the profession literally all own their own firms”
Many firms like Studio Gang are beginning to turn the tables and reestablish how an architecture firm is managed by women and for women. Another firm based in Los Angeles, Four Letter Design-Build, has the same approach regarding equal opportunities for women. Letter Four distinguishes itself from typical architectural firms through its unique operational strategy. This distinction begins at the leadership level, where Lauren Adams, a co-owner and principal licensed architect, spearheads the firm. Adams holds an architecture degree from Cornell University and possesses AIA and NCARB credentials, accumulating over two decades of experience in the field. Notably, she has consistently prioritized supporting women in architecture throughout her career.
“Working for various firms over the years, I learned a lot about what works and what doesn’t with respect to firm culture, treatment of staff, work-life balance, etc. I wanted to take all of the things I appreciated at each firm to provide a great working environment, one that focuses on learning, growth, mutual support, responsibility, transparency, and of course fun.” — Lauren Adams, Principal Letter Four Design-Build
The industry must prioritize addressing the broken rung in the career ladder. With almost a decade of minimal progress, companies must take decisive action, starting from the top down. Organizations should monitor and evaluate the nomination and selection process to uncover promotion disparities, considering race and gender. Establishing safeguards and ensuring fair evaluation criteria can prevent biases from impacting decision-making. Leaders should invest time in supporting women’s careers.
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