Equity in Practice: Session 1
Session 1
Intercultural Competence, Workplace Culture, and Compensation
AIA Colorado’s J.E.D.I. Committee kicked off its three-part Equity in Practice series with a session focused on intercultural competence, workplace culture, and compensation, three interconnected forces shaping equity in the profession. This series is based on AIA’s Guide for Equitable Practice.
Co-chairs Sarah Morasso, AIA, and Alexander Person, AIA, framed the conversation by emphasizing that architecture is not neutral, and that advancing equity requires both individual reflection and systemic change.
Session
Recap
Sarah Morasso opened with an overview of intercultural competence, highlighting it as a learnable skill that goes beyond awareness to actively working across difference. She explored how identity and bias—both explicit and implicit—show up in practice, and how unchecked bias can limit creativity, shrink talent pipelines, and ultimately impact design outcomes. Attendees were encouraged to assess their own firms using practical tools and to build awareness through reflection, relationship-building, and ongoing learning.
Maria Pelaez, Assoc. AIA, led the session on workplace culture, describing it as a shared, often unspoken system of values, behaviors, and norms that shape daily experiences. She emphasized that culture is co-created and extends beyond formal policies, with both visible and invisible factors influencing inclusion and engagement. The discussion underscored the importance of aligning stated values with actual practices, encouraging participants to evaluate how their firm’s culture supports—or undermines—equity.
The final segment returned to Sarah Morasso, who addressed compensation as a critical equity issue. She outlined the components of total compensation—direct, indirect, and non-financial—and examined persistent pay gaps across demographics within architecture. The session emphasized the importance of transparency, regular audits, and clear compensation philosophies at the firm level, alongside individual strategies like self-advocacy and informed negotiation.
Throughout the session, speakers reinforced that equity work is an ongoing journey rather than a one-time initiative. Attendees were encouraged to use the AIA Guides for Equitable Practice as a foundation for dialogue and change within their firms, and to continue the conversation in the upcoming sessions in the series.
Key
Takeaways
Unchecked Bias Is a Design Issue, Not Just an HR Problem
When bias limits who gets to practice, who gets heard in design conversations, and whose needs get centered in projects, it undermines architecture’s fundamental purpose of serving people. Bias affects the quality of work, the health of firms, and the integrity of the entire profession.
Architecture exists to serve people—communities, clients, and the public. If bias limits who gets to practice, who gets heard in design conversations, and whose needs get centered, then we’re failing at the fundamental purpose of why we do this. Unchecked bias isn’t just a personal issue or an HR issue, it’s also a design issue.
Use AIA Guides as Leverage for Workplace Change
The Guides for Equitable Practice provide a formal standard that employees can reference when advocating for change. Rather than appearing to complain, employees can position themselves as educated on professional standards and concerned about the firm falling behind.
Any institution or firm that operates with AIA protection, this is a standard. The Guides for Equitable Practice are there. It being a formal document gives you a really good starting point to say, ‘Hey, have you read this?’ If you see particular issues that go against what the guides have to say, it’s not like you’re coming up with some fresh ideas out of nowhere. It turns more into, ‘I’m educated on what the standards for our professional organization are, and I’m concerned that we’re gonna fall behind.’
Workplace Culture Is Co-Created Through Daily Habits
Workplace culture isn’t the same as policies or rules—it’s created by everyday habits and behaviors. Everyone’s actions contribute to and impact the collective environment, meaning each person has agency to strengthen or weaken their workplace culture.
Workplace culture is something co-created. Your behavior is going to always impact and contribute to everyone else’s behavior. And workplace culture is also not the same as policies or rules in a place. It’s something that is created by everyday habits.
Use the DIVE Method When Encountering Unfamiliar Behaviors
When you encounter behavior that feels unfamiliar or confusing, use the DIVE framework: Describe what you actually observe (just facts), Interpret with multiple possible explanations, Verify your interpretations with others, and Evaluate against your values and theirs.
There’s this practice tool called DIVE that’s pretty useful when you encounter a behavior that feels unfamiliar or confusing.
- Describe what you actually hear—just facts.
- Interpret—come up with several possible explanations, not just the first one that comes to mind.
- Verify—check your interpretations with others.
- Evaluate—weigh those interpretations against your values and theirs.
AIA Code of Ethics Requires Fair Compensation
The AIA Code of Ethics, specifically Canon 5 Ethical Standard 5.1, states that members should provide a fair and equitable working environment, compensate people fairly, and support their professional development. This isn’t aspirational language—it’s a professional standard AIA members are held to.
The AIA Code of Ethics is pretty direct on this, specifically Canon 5 Ethical Standard 5.1. It states that members should provide a fair and equitable working environment, compensate people fairly, and support their professional development. Not just aspirational language, it’s a professional standard that we’re held to within AIA.
Intercultural Competence Is a Learnable Skill, Not an Innate Trait
Intercultural competence—the ability to understand cultural differences and act on that understanding—is both knowledge and skill that can be taught, practiced, and improved over time. No one is expected to have it all figured out, making it an accessible goal for all professionals.
The good news is that it’s learnable. Intercultural competence is both knowledge and skill, which means it can be taught, practiced, and improved over time. None of us are expected to have it all figured out.
Negative Workplace Culture Drives 50% Voluntary Turnover
When workplace culture is negative, organizations experience up to 50% voluntary turnover. These turnover costs include recruiting, training, low productivity, lost experience, and low morale—making culture a critical business concern, not just a feel-good initiative.
When work culture is negative, there’s like a 50% voluntary turnover, and turnovers can translate into costs. These costs can be recruiting, training, low productivity, lost experience, low morale. And those costs are very high.
Total Compensation Has Three Distinct Components
Compensation includes direct financial (salary, bonuses), indirect financial (time off, health insurance, retirement contributions), and non-financial elements (advancement opportunities, recognition, autonomy, flexibility). When evaluating pay equity, all three components must be examined, not just the salary line.
Total compensation is the full picture—direct, indirect, and non-financial, all combined. And when we start evaluating equity in pay, we have to look at all of them, not just the salary line.
The Iceberg Model Reveals Hidden Cultural Dynamics
Like an iceberg, most of culture is invisible—values, religious beliefs, gender roles, and assumptions about how the world works lie beneath the surface. Understanding this hidden dimension is essential because we can’t change what we’re not aware of, especially when it comes to recognizing biases.
If you think of an iceberg, only a small portion is visible above the surface. Things like food, music, language, family structure—and everything underneath, there’s a lot more, like values, religious beliefs, gender roles, assumptions about how the world works. Most of culture is invisible.
Architecture Pay Gaps Widen Throughout Careers
In architecture, white men earn more than men of color, who earn more than white women, with women of color earning the least. Average salaries for men exceed women’s at every experience level, with starting pay differences of a few thousand dollars diverging to approximately 15% by late career.
On average, in architecture, white men earn more than men of color, who earn more than white women, and women of color earning the least. Average salaries for men are higher than women’s at every year of experience, with average starting pay difference within a few thousand dollars, then increasingly diverging to approximately 15% pay gap in late career.
Join
Upcoming Sessions
Equity in Practice Series: Session 2 – Recruitment, Negotiation, and Mentorship
Participants will examine how hiring practices, career negotiation dynamics, and mentorship structures influence workplace equity and professional development. The session will explore how bias, unequal access to opportunities, and informal networks can shape career trajectories—and how firms can intentionally create more transparent, supportive systems that strengthen both individuals and organizations.
Equity in Practice Series: Session 3 – Career Advancement, Community Engagement, and Measuring Progress
We’ll examine how systems within firms and institutions influence career mobility, professional development, and leadership opportunities. The session will also explore how architects engage with communities in ways that acknowledge historical inequities and support more inclusive design processes that reflect the needs and experiences of the people architecture serves.
In addition, the course will introduce strategies for measuring progress toward equity within organizations—highlighting the importance of accountability, data, and continuous evaluation in building more inclusive workplaces and design practices.
AIA Colorado & NOMA Colorado Host “State of DEI” Roundtable
AIA Colorado & NOMA Colorado Host
“State of DEI” Roundtable
On Wednesday, September 24, AIA Colorado’s JEDI Committee partnered with NOMA Colorado to host The State of DEI in Colorado: What’s Next for the Architecture Profession? The event brought together architects, students, firm leaders, and community members to discuss the future of diversity, equity, and inclusion (DEI) in the profession at a moment when such efforts face pushback at both the federal and state levels. The discussion benefitted from the participation of many visiting professionals from the Large Firm Roundtable.
The program was facilitated by Nichole Sorhaindo, AIA National’s Managing Director for EDI Strategies. Nichole opened with national data showing that while a more diverse generation is entering architecture schools, firm leadership remains less representative. She was joined by four panelists who shared insights from their work and communities: Jason Pugh, AIA (Gensler), Margarita Gonzalez, Assoc. AIA (Minidwell), Kevin Nguyen, AIA (Regular Architecture), and Kari Lawson, AIA (HDR).
Panelists emphasized that inclusive design must go beyond compliance to create meaningful experiences. Examples ranged from restaurant seating designed so every guest shares the same perspective, to community-driven planning for historic neighborhood projects. The conversation highlighted that listening, trust-building, and cultural responsiveness are essential tools for architects serving diverse communities.
They also stressed the importance of mentorship and pipeline programs. Initiatives such as HDR’s partnerships with Denver Public Schools, Gensler’s GAP apprenticeship program, and grassroots efforts like AIA Colorado’s Design Like a Girl help open doors for young people who might not otherwise consider architecture a viable career. Panelists placed particular emphasis on supporting students and immigrants pursuing alternate pathways to licensure. Participants further underscored the need to expand cross-profession partnerships, create psychologically safe workplaces, and ensure that diverse leadership is visible at every level. As one speaker noted, “You can’t be what you don’t see.”
The dialogue acknowledged challenges, including shrinking DEI positions within firms and shifting policy landscapes. Jason highlighted challenges faced by Gensler as a global organization and federal contractor, such as navigating conflicting federal and state regulations and developing inclusive policies applicable across offices. He noted that the DEI conversation often gets bogged down in the specificity of language when it should be focused on dismantling divisive and predatory systems. Margarita emphasized that architecture is a global language and that architects can lead efforts to foster collaboration across cultures and language barriers.
Following the panel, participants split into small groups for breakout discussions, where attendees shared personal experiences and brainstormed strategies for action.
This unique event reinforced that equity in architecture is not just a professional priority but also a responsibility to the communities architects serve. The evening closed with a call to continue building a collaborative network—composed of AIA, NOMA, local firms, educators, and community partners—that can sustain and grow DEI efforts in the profession.
Panelists
- Jason Pugh, NOMAC, AIA, AICP, LEED AP — Principal Architect, Gensler
- Margarita Gonzalez, Assoc. AIA, LEED AP BD+C — Founder, Minidwell; Teacher, CEC Early College
- Kevin Nguyen, AIA — Owner, Regular Architecture; 2025 AIA Colorado Architect of the Year
- Kari Lawson, AIA — Architect, HDR
GENERATE 2024 PRACTICE + DESIGN CONFERENCE
Breakout Series Session
Presented by Dr. Elena Sabinson, PhD, and Dr. Kait Peditto, PhD, at GENERATE 2024 Practice + Design Conference.
Article by Anna Friedrich, AIA, AIA Colorado Associate Director
The J.E.D.I. Committee Presents:
If Design Can Be the Source of Exclusion, Can It Also Be the Remedy? Designing Neuro-Inclusive and Accessible Spaces
At this year’s Practice + Design Conference, the AIA Colorado J.E.D.I. committee organized a breakout session that was the culmination of many years of planning. While the J.E.D.I. committee has previously presented breakout sessions on the topics of diversity and inclusion in design, this was the first HSW-accredited presentation. Committee co-Chair Sarah Morasso, AIA, explained that while they had faced challenges in obtaining HSW certification from AIA National in the past, this year, their efforts aligned with a policy shift by AIA National to offer more recognition to lessons focused on design solutions for people with diverse abilities.
As a member of the JEDI committee, I was able to witness some of the behind-the-scenes work that the HSW Accreditation sub-committee members put into pulling this all together, and I was privileged to attend the talk to witness the results.
The co-presenters for the talk were Dr. Elena Sabinson, PhD and Dr. Kati Peditto, PhD, who met while working on their doctorate degrees in Human Behavior and Design from Cornell University. Dr. Sabinson is currently an Assistant Professor at the CU Boulder ENVD program, researching how design can improve experiences for neurodivergent people. Dr. Peditto is a Senior Design Researcher at the multi-disciplinary design firm DLR Group, where she works to apply neurodiversity design research to practical solutions in the field. Dr. Sabinson and Dr. Peditto both identify as neurodivergent and, needless to say, both women are passionate about inclusive design solutions.
The session began by clarifying that we are all “neurodiverse,” from the simple fact that no two brains are alike. People who identify as “neurodivergent” are people whose brains function differently than established social norms, and may require accommodations outside of what is ordinarily provided. The presenters emphasized that when we design for neurodiversity, we make our designs more inclusive and functional for all.
They also clarified that neurodivergence is not a diagnosis. It is an umbrella term that encompasses many diagnosable conditions, either inherent or acquired, such as Autism Spectrum Disorder, ADHD, PTSD, CTE, and others.
One of the primary symptoms of many neurodivergent conditions is a sensitivity to external stimuli, which can come from any of the five senses. The presentation included an interactive “sensory audit” of the lecture hall we were sitting in, where we broke up into groups to identify potential sources of sensory overload. My discussion group made note of the loud-patterned carpet, the bright glare of sunlight from the open doors, and the rigidly uniform closeness of the lecture chairs, which did not leave a lot of room for movement or personal space.
After the activity, Dr. Sabinson and Dr. Peditto presented actionable suggestions for designers to consider when designing for neurodiversity and neurodivergence. These include:
- Limiting sensory distractions. This encompasses using soft surfaces to dampen sound, thoughtful placement of loud equipment (even the background hum of standard HVAC equipment can be very overstimulating), and introducing natural and biophilic elements.
- Clear and Thoughtful Wayfinding. Wayfinding in complex buildings should be an integral part of the design process rather than an afterthought. Clear wayfinding helps people struggling with social cues feel comfortable and confident navigating the space. They also suggested making the space available to explore virtually before arrival, using an interactive app combined with 360 photography.
- Diversity of space type. Dr. Sabinson and Dr. Peditto touched on the sometimes controversial topic of the open office. Their reviews are mixed – while the open office can be a place of overstimulation and distraction, some neurodivergent people benefit from “body doubling” or having other people around to keep them focused. This emphasizes the fact that designing for neurodiversity is not a one-size-fits-all solution. The most effective designs provide accessible options for the desired privacy level, which can vary from person to person or hour to hour.
- Implementing “Co-Design” polices when working with people with disabilities. When working with people with disabilities, Dr. Sabinson and Dr. Peditto cautioned against making these groups feel as if they are being used for an extraction (or “harvesting”) of information, without full participation in the design process. Disabled and diverse people want the same seats at the drafting table.
What struck me while learning about these strategies is that they are relatively moderate and inexpensive. All of them make spaces more functional for everyone who walks through the door.
It was so fulfilling to have the opportunity to learn from experienced researchers who have devoted their careers to designing a built environment that is safer, more pleasant, and more welcoming for all. As designers, we always strive to make our buildings as functional as possible. It is important to keep in mind that even seemingly minor decisions, such as the placement of HVAC systems or the color and font of wayfinding signage, can go a long way in creating an accessible environment.
The J.E.D.I. Committee would like to extend their thanks to Dr. Sabinson and Dr. Peditto for presenting, and to all the committee members who worked to make this HSW-accredited session possible.
About Elena Sabinson, PhD – Assistant Professor, University of Colorado Boulder ENVD
Elena Sabinson is a design researcher whose transdisciplinary work spans environmental design, psychology, and emerging technologies. With a PhD in Human Behavior & Design from Cornell University, Elena’s doctoral research focused on the development of therapeutic soft robotic surfaces designed to enhance emotional well-being through sensory engagement and self-soothing activities. As a neurodivergent researcher, Elena is passionate about the role of neurodiversity in design processes. She directs the neuro D lab at CU Boulder, which investigates how design can foster joyful experiences, accommodate diverse sensory needs, and address environmental barriers, creating spaces that empower individuals across the spectrum of human experience.
Dr. Kati Peditto – Senior Design Researcher, DLR Group
As a design psychologist and a woman with autism and ADHD, Dr. Kati Peditto is personally invested in the transformative power of evidence-based design for mental health and well-being. A celebrated expert in health and the built environment, Dr. Peditto earned her PhD in Human Behavior and Design from Cornell University before completing postdoctoral work in the Cornell Department of Human-Centered Design. A New Investigator Award winner from the Center for Health Design, her research has been showcased in the Design Lab with Bon Ku podcast, The Atlantic, and the BBC. Dr. Peditto’s journey is a testament to how neurodiversity can shape and enhance our understanding of the spaces we inhabit.
Denver Public Schools 8th Grade Career Fair
“Humans will always be an integral part of architecture,” explained Claire Messer, Master of Architecture student, College of Architecture and Planning at CU Denver, addressing an 8th grader who asked whether Artificial Intelligence was taking over the profession. “Imagine your community wants to build a new recreation center,” Messer continued. “Your ideas about the programs and spaces will help shape the building, making sure it serves the community’s needs.” This question was just one of many fielded at the “architecture” table during the recent Denver Public Schools 8th Grade Career Fair.
On November 20th and 21st, 2024, the AIA Colorado Justice, Equity,Diversity, Inclusion (J.E.D.I.) Education Pipeline Committee, NOMA Colorado, College of Architecture and Planning at CU Denver, and AIA Colorado members hosted an “architecture” table at the Denver Public Schools 8th Grade Career Fair. Over 3,400 middle school students were introduced to exciting career possibilities and post-secondary options.
The event continues the J.E.D.I. Education Pipeline’s mission to spark young minds’ interest in architecture and expand career pathways, all while promoting diversity within the profession. Students engaged with representatives of the field who brought physical models, digital designs, plan sets, and design books to ignite curiosity. They were handed “Future Architect” stickers in English and Spanish, provided by AIA Colorado, and five lucky school libraries will receive architecture books, donated by J.E.D.I. committee members, through a raffle. Curiosity about architecture abounded, and questions were asked about salary, educational preparation, internship availability, stress management, and the challenges architects face, including the impact of AI!
The 8th Grade Career Fair, an annual event serving the entire Denver Public Schools district, is a cornerstone of their Career and College Success program.
A huge thank you goes to the many passionate volunteers who staffed the architecture table, sharing their knowledge and excitement for the field with the next generation of designers:
- Mallory Esselman, AIA, Anderson Mason Dale
- Deona Florenca, Associate AIA, Anderson Mason Dale
- Sarah Goldblatt, AIA, SG Consultants
- Sarah Morasso, AIA, MA Studios
- Margaret Pauls, AIA, Denver Public Schools
- Jenny Edwards, Assoc. AIA, McMillen
- Ron Abo, FAIA, The Abo Group
- Jeana Delamarter, CU Denver College of Arch and Planning
- Claire Messer, Master of Architecture student, College of Architecture and Planning at CU Denver
Inaugural “Design Like a Girl” Workshop Series Concludes
AIA Colorado’s J.E.D.I. Committee is proud to announce the successful conclusion of the inaugural Colorado “Design Like a Girl” (DLAG) workshop series.
The program, originally founded in Washington, D.C., by the Washington Architectural Foundation and was brought to Colorado through the inspiration and hard work of Sarah Goldblatt, AIA, and Britany Soler, Assoc. AIA, with the support of the AIA Colorado J.E.D.I. Committee. ‘Design Like a Girl’ aims to inspire the next generation of female-identifying designers by organizing full day design workshops for middle school students. Local architecture, design, and engineering professionals volunteer as mentors to guide, instruct, and inspire the young designers.
The first and second workshops in the three-part series focused on architecture and engineering. The final workshop, which focused on interior Architecture and sustainability, took place on Friday, April 19th at CU Denver College of Architecture and Planning.
The day began with an introduction to the role of Interior Architects and designers and how they shape space through creative uses of building elements, furniture, color, and materials. Aided by a diverse library of materials donated by mentors, the girls crafted their own color palette.
Following the color exploration, CAP alumna, Jenny Arzberger of JARZ Design Studio, whose work focuses on creating safe and calming spaces for neurodivergent children and teens, shared her design process, from selecting inspirational imagery to conveying her ideas to clients, and gave the girls a sneak peek of renderings for an upcoming interior design project at the Smithsonian in Washington, D.C.
Claire Messer, a CU Denver CAP student and president of the school’s All for Women in Architecture (AFWIA) chapter, provided an engaging tour of the School’s studios and fabrication labs, providing a glimpse into the future if the girls decide to pursue a design education.
After a quick introduction to sustainable materials and biophilic design, the second half of the day was dedicated to a wellness space design project. The girls first created inspiration boards and then moved to carefully constructing models of their chosen wellness program, using material, color, and furniture to define space. Some models featured elements of biophilic design using materials the girls had brought in from their own backyards. A final presentation allowed the girls to present their work in front of the group.
This workshop series would not have been possible without the collaboration of Sondra Osif and the whole team at the Spark Early Career Exploration Program at Denver Public Schools, who recruited students through an application process, organized transportation for the girls, and provided on-site support.
Get Involved
Planning is already underway for next year’s round of workshops. If you, or your firm, is interested in getting involved with the program, please reach out to Brittany Soler, Assoc. AIA, or Sarah Goldblatt, AIA.
Thank you
The leaders of the workshop would like to extend their gratitude to the mentors who helped make this final workshop a success:
- Anna Friedrich, Assoc. AIA
- Sarah Goldblatt, AIA
- Brittany Soler, Assoc. AIA
- Gabriella Wakulchik, AIA
- Courtney Minter, AIA
- Kitty Yuen, AIA
- Claire Messer
- Jenny Arzberger
- Beth Cook
Special Thanks to:
- Joanna Schmickel, FAIA, CGS Architects
- Our Guest Speakers:
- Jenny Arzberger, ASID, JARZ Design Studio
- Clare Messer, CU Denver College of Architecture and Planning M.ARCH student, All for Women in Architecture (AFWIA) Chapter President
- AIA Colorado J.E.D.I. Committee
- NOMA Colorado
- Sondra Osif with Spark Early Career Exploration Program, Denver Public Schools
- Washington Architectural Foundation (WAF)
- District Architecture Center (DAC)
- CU Denver College of Architecture and Planning
- Workshop Host
- Rowland & Broughton: Architecture & Interior Design
- Lunch Sponsor
Design Like A Girl Workshop
AIA Colorado J.E.D.I. committee and NOMA Colorado are proud to announce the success of the second “Design Like a Girl” (DLAG) workshop held on February 16th, 2024.
Originally founded in Washington, DC by the Washington Architectural Foundation, DLAG began as a mentoring program for young women interested in the design and construction fields. Joanna Schmickel, FAIA, has been directing the program since its inception. AIA Colorado’s J.E.D.I. Committee, NOMA Colorado, and Denver Public Schools collaborated with Joanna to bring the program to Colorado, hosting the first of three planned workshops in October 2023.
For the second workshop, a group of 19 aspiring middle school designers from varied Denver Public Schools were paired with female mentors from the Colorado architecture and engineering community. This workshop was designed to build upon the lessons learned in the first workshop. The topic of the day was “Engineering and Construction,” which aimed to introduce participants to critical, yet often less glamorous and visible elements of design.
Activities of the day involved lessons in how the different engineering specialties contribute to a successful building design, acting out structural concepts, and attempting to build the tallest tower out of spaghetti sticks and tape to support a single marshmallow. Other workshop highlights included a construction site tour of Studio Gang’s Populus Hotel and a lunchtime zoom conversation with the project’s architect, Kristina Eldrenkamp.
For the Populus tour, students and mentors walked a few chilly blocks from CU Denver’s College of Architecture and Planning to the construction office of The Beck Group, the GC for the project. Beck Group representatives led the tour and provided PPE and lunch for the girls and mentors.
While on site, the girls were able to witness the energy and occasional chaos of an active construction site. They observed the unique tear-shaped windows and noted the fantastic city views available from the sky deck. They could see exposed structural and mechanical systems and watch the huge exterior panels lifted into place.
For the final challenge of the day, the young designers were provided with a wealth of donated materials to choose from and instructed to incorporate at least one structural element they had learned about that day into a pavilion design. Some pavilions were designed to shelter from the elements while others provided a certain quality of light. One pavilion was designed as a place to connect and browse the internet. Columns were the most common structural element, but several used arches. At the end of the day, the girls presented their designs in front of their parents, mentors, and fellow designers.
The next workshop is scheduled for April 19th. If you are interested in being a mentor or learning more about Design Like a Girl please reach out to Brittany Soler solerbrittany@gmail.com or Sarah Goldblatt sarah@sarahgoldblatt.com.
The lead organizers of the workshop, Sarah Goldblatt, AIA, Brittany Soler, Assoc. AIA, and Ely Merheb, AIA, would like to extend their gratitude to the many mentors who donated their time to make connections with these future designers and offer advice, support, and instruction.
Carrie Cardona, AIA
Sarah Goldblatt, AIA
Ely Merheb, AIA
Kendall Ruder, Assoc. AIA
Brooke Schubert, AIA
Rachel Lee, AIA
Cherie Goff, AIA
Gabriela Culak Wakulchik, AIA
Katie Spicer, AIA
Kate Thomas, Assoc. AIA
Kelly Rayon, AIA
Dania Morelli, AIAS
Mallory Esselman, AIA
Courtney Minter, AIA
Maggie Hua, AIA
Jenna Michieli, AIA
Noel Michel, Assoc. AIA
S.J. Acin, Assoc. AIA
Kelly Garrett, AIA
Cynthia Ottenbrite, AIA
Skylar Potts
Katelyn Wager
Samantha Hurst
Beth Cook
Christine Britton
Jamie Park
Caitlin Charlet
Claire Padilla
Claire Messer
Abbey Woods
Sarah Fisher
Kayla McDougle
Stephanie Scott
Renee Azerbegi
Special Thanks to:
- Joanna Schmickel, FAIA, CGS Architects (DLAG Program Founder)
- Our Guest Speakers:
- Christine Britton, PE, JVA
- Katelyn Wager, PE, EVstudio
- Noel Michel, Assoc. AIA, Anderson Hallas Architect
- Kristina Eldrenkamp, Architect, Project Leader, Studio Gang
- AIA Colorado J.E.D.I. Committee
- Sondra Osif with Spark Early Career Exploration Program, Denver Public Schools
- Washington Architectural Foundation (WAF)
- District Architectural Center (DAC)
- CU Denver College of Architecture and Planning
- Evan Palmer, Assoc. AIA, The Beck Group
- Adam Perkins, Eric Rymarz, & Jack Ross with Urban Villages
ARE Study Group
Study Group Information
What do you need to reach your ARE goals? Access to study materials? A group of peers studying for the same exam as you? A study schedule with people to help you stay accountable? Someone to help you work through those persistent difficult study questions?
We all have the same goal, so why do it alone?
The J.E.D.I. Committee would like to assist in creating a strong network of people, study materials, accountability, and resources beyond what is offered at individual firms. We’re also interested in knowing where everyone is on their exam journey.
The committee has established a Google Sheet with test takers’ names, contact information, the exam they’re studying for, the exams they’ve passed, and their location. People can then find others in their area who are studying for the same exam as them – to study together, share resources, share study and testing tips, and much more.
Please fill out the following form and we’ll add you to the Google Sheet. Then, keep an eye on your inbox for an invite to view the Google Sheet.
Be added to the ARE study group information list
ARE Study Group Information
RECENTLY LICENSED AND ESTABLISHED ARCHITECTURE MENTORS
The committee is also establishing a Google Sheet with contact information for recently licensed and established architects who are willing to meet with study groups once a month to answer any of their questions and to offer advice and study tips that helped them during their test-taking experience.
Please fill out the following form and we’ll follow up with additional information.
ARE Study Mentors
Additional AIA Colorado Member Resources
Lastly, visit the AIA Colorado exam resource page and reach out to staff regarding a number of study materials available to loan to current AIA members. Contact Advocacy Engagement at nikolaus@aiacolorado.org to coordinate.
Engaging Justice, Equity, Diversity and Inclusion (J.E.D.I.) Workshop
ENGAGE 2023 PRACTICE + DESIGN CONFERENCE: INNOVATION LAB
Engaging Justice, Equity, Diversity and Inclusion (J.E.D.I.) Workshop, a Collaborative Presentation by NOMA Colorado, EBECC (Equity in the Built Environment – A Colorado Coalition), and AIA Colorado’s J.E.D.I. Committee.
Presented on November 16, 2023, by Adriana Medina-López-Portillo, Ph.D., CPC, ELI-MP, Trainer and Consultant, Pangea Training, Jason Pugh, AIA, NOMAC, AICP, LEED AP, Global Director of Diversity, Equity & Inclusion, Gensler, Mei-Ling Krabbe, IIDA, NCIDQ, WELL AP, Workplace Strategist, Stantec, Raphael Chavez, AIA, NCARB, LEED GA, Project Architect, HDR, and Patricia Joseph Gill, AIA, NCARB, NOMA, NOMA President, The Abo Group at ENGAGE 2023 Practice + Design Conference.
This breakout session focused on five topics lead by 5 BIPOC facilitators in a small group setting. The room was set up with chairs in a circular configuration to share individual experiences and perspectives on each topic. The groups rotated twice during the time allotted.
Allyship: Facilitate by Mei-Ling Krabbe
Allyship is intentional, actionable commitment to speak up about bias. This discussion focused on barriers to being an ally that includes lack of awareness and empathy. In order to be a good ally one must be intentional, actionable and committed to continue allyship education.
Types of Bias: Facilitated by Jason Pugh, AIA
Bias is typically described in terms of racial, gender, age and implicit (unconscious bias) but this session explored other types of bias. Maternal bias occurs when women return from maternity leave and have to prove themselves all over again. “Prove it again” bias is when a group has to prove themselves more than others. Tightrope bias is when a group needs to be more politically savvy in order to succeed. And “tug-of-war” bias is where support or bias against a group can fuel conflict within that group.
Inclusivity: Facilitated by Patricia Joseph Gill, AIA
In this session, the group shared times in their life when they felt included. The sharing reflected empathy, recognition, and acceptance of differences, and support, care, and compassion. The group also shared times when they felt excluded. These were times when empathy and acceptance were not present.
Intercultural Competence: Facilitated by Adrina Madina-Lopez-Portilla
Intercultural competence is essential to creating an environment where talent from all backgrounds can thrive. A person’s experience of cultural differences both informs and constrains how the individual interacts with others. Moving beyond these person-specific constraints requires the development of intercultural competence.
Mentorship: Facilitated by Raphael Chavez, AIA
Being a good mentor means providing guidance, encouragement, feedback, and/or skills development to a student, an emerging candidate or professional. Successful mentoring programs create a supportive culture, establishes clear structures, and ensures accountability.
In summary, the participants in this session were challenged to be more Engaged in J.E.D.I. by adopting the following pledges:
- Focus on being a better ally.
- Using Mentimeter in my faculty meetings to include more voices.
- Publish and enable more diverse voices.
- Standing firm for the needs of myself and others.
- Encourage myself and others to be more aware of biases that we may encounter.
- To continue my personal growth of inclusion but to work harder at educating my peers as well.
- Being aware of my “excluded” moments to better move towards “inclusive” memories and actions with those around me.
- I pledge to advocate for inclusiveness for all underrepresented groups.
- I promise to interrupt and challenge bias in all forms when it shows up, both against me or others!
- Consciously providing more accessible designs and engaging more in local communities.
- Use my personal inclusive or exclusive feelings and experiences with my team so they feel included and connected.
- Making my practice a model of equity, diversity, and inclusion.
- Listen with an open heart before responding. Be aware of judgment and how it impacts the world broadly.
- Ally: Make sure students understand the different career options/pathways.
- Mentorship: Engage students in community design so the community can have a better understanding of what designers do.
- I plead to actively maintain a relationship with younger designers and architects in my office as a mentor.
- Continue to advocate for J.E.D.I. in the architecture profession and work towards diversifying the profession through increased opportunities to promote architecture as a career pathway for youth.
J.E.D.I. DPS 8th Grade Career Fair
On November 14th and 15th, the AIA Colorado J.E.D.I Education Pipeline Committee, NOMA Colorado, CU Denver CAP, and other AIA Colorado members participated in the DPS 8th Grade Career Fair. Over the two-days, 2000+ middle school students participated in the event which introduced them to a wide range of career paths and post-secondary options.
The event continues the J.E.D.I. Education Pipeline’s efforts to introduce school-age students to architecture to expand career pathway exploration and diversify the profession. Students attending the recent fair interacted with architects who shared physical and digital models, plan sets, and design books. “Future Architect” stickers, provided in both English and Spanish by AIA Colorado, were given to students and five architecture books (donated by J.E.D.I CO committee members) were raffled off and given to school libraries. Curiosity about architecture abounded and questions were asked about salary, educational preparation, internship availability, and the challenges architects face.
The 8th Grade career fair is an annual DPS event serving the entire school district and an integral part of their Career and College Success program. Thank you to our many volunteers who staffed our table and shared their experience and enthusiasm for architecture with the students:
- Jonas Sayer, AIA, Anderson Mason Dale
- Jeana Delamarter, CU Denver College of Arch and Planning
- Chris Klein, AIA, Davis Partnership Architects
- Sarah Goldblatt, AIA, SG Consultants
- Ivan Patino, Tryba Architects
- Matt Weaver, AIA, Anderson Mason Dale
- John Graham, AIA Anderson Mason Dale
- Linnaea Stuart, AIA, Arch11
- Sole Moreno Velasco, Arch11
HCM Design Discovery Day
The Hord Coplan Macht Design Discovery Day event is an important part of the firm’s strong
commitment to diversity, equity, and inclusion (DEI) through engaging students from underserved
communities in the design profession. The Denver office recently held their first Design Discovery Day
event and welcomed 15 local high school students who were eager to explore the world of design.
The event offered participants a glimpse into the various facets of HCM’s work. Educational sessions,
spotlights on past and current projects, a construction site tour, and an office tour were just a few of the
engaging activities that provided students with an immersive understanding of the design profession.
Small group breakout sessions with HCM designers from diverse market sectors allowed students to
interact directly with professionals, gaining insights into the different realms of design. These sessions
not only demystified the profession but also sparked inspiration and curiosity among the participants.
Design Discovery Day is more than just an annual event for HCM; it is a pivotal first step in reaching out
to underserved communities. The firm recognizes the importance of fostering diversity at the roots and
is actively involved in initiatives aimed at enrolling and supporting students from Historically Black
Colleges & Universities (HBCUs) and Hispanic Serving Institutions (HSIs). Through scholarship and
mentorship programs, HCM is committed to breaking down barriers and providing opportunities for
individuals from these communities to thrive in the design field.