Year in Review with the Justice, Equity, Diversity, and Inclusion Committee
What initially drew you to this group?
Kaci Taylor (KT): I was curious to see the direction in which AIA was approaching J.E.D.I. issues.
Janna Ferguson (JF): I was originally interested in being an AIA volunteer in general as a way to meet other professionals in Colorado and advocate for needed change within the profession. I chose the J.E.D.I. Committee to continue my personal commitment to be an advocate for justice, equity, diversity, and inclusion.
How has this committee grown or changed since you initially got involved?
JF: To me, 2020 was a year for brainstorming ideas and projects we could pursue as a committee. It has taken shape into a committee with goals that are multi-faceted: (1) to improve J.E.D.I practices within the profession, starting with increasing awareness, understanding, and providing support for firms to take action; and (2) to introduce the architectural profession and education programs to underserved populations in K-12 schools and colleges.
What are some of the accomplishments this year you are most proud of?
KT: We hosted a great webinar series this summer that focused on J.E.D.I. issues.
JF: The three webinars led by the committee were very successful. It is also very exciting to see the Architecture Pathways map published on AIA Colorado’s website.
What do you think is the biggest contribution that this committee brings to the Colorado architecture community?
KT: We are trying to position ourselves as a resource for community growth within the profession, a place for others to come to if they have questions or need direction as to how to implement policies, procedures, and even design focusing around J.E.D.I. topics.
JF: In the wake of the murder of George Floyd in 2020, conversations about justice, equity, diversity, and inclusion in the United States seemed to take over; it is crucial that these conversations and the efforts that come from them continue to be at the forefront of our thinking. I think the J.E.D.I. committee can continue to both continue the conversation within the architecture community and work on projects that work toward lasting change.
As AIA Colorado strives to create a culture of belonging, what steps have you taken to reach beyond Denver?
KT: Through our virtual webinar series, we had the opportunity to reach every AIA member in Colorado.
JF: Pyatt Studio is located in Boulder; I’ve participated in, and will continue to participate in, the North section social events along with other committee members.
What are some immediate and long-term plans we can hope to see from the committee?
KT: More learning events and hopefully more integration with other committees and how they can bring J.E.D.I. practices and thoughts to their work, as well.
JF: Immediately, the committee can focus internally, increasing our awareness as individuals and as a group about J.E.D.I issues. In the long term, I truly hope the committee can help lead the Colorado community to a more just, equitable, and diverse place.
What one thing do you wish the membership and profession at large knew about this topic or what your committee is doing?
KT: That this work isn’t a check-the-box type of work and that you are never done learning and re-evaluating. The focus on J.E.D.I should not be to make yourself look good but to actually be and DO good with the knowledge gained in learning about J.E.D.I. issues.
JF: Overall, I wish that the efforts to increase J.E.D.I. were less focused on performance or participation and more focused on implementing actual change. For example, having a J.E.D.I. committee or serving on that committee in itself is not enough. It is performative. It is crucial to take the next step, creating and maintaining—through policy/programs—positive change.
Webinar Recap: Designing for Equity
The division is still here. It divides and stifles. Inequity permeates our Colorado built environment. The haves and have nots in design and development are overwhelming to those who eyewitness barriers and hopelessness. For those who do not understand this, listen, consider, collaborate, and design. But how can architects help overcome this current inequity in design? All that and more was discussed during a recent AIA Colorado and NOMA Colorado joint webinar, “Designing for Equity: Our Responsibility to Create Inclusive Environments.”
Panelists included:
- Nita Gonzales, M.ED., Principal, Nuevo Amanecer, LLC
- Shalini Agrawal, Founder and Principal of Public Design for Equity and Director of Programs for Open Architecture Collaborative and Pathways to Equity
- Dee Dee Devuyst, Acting Executive Director, Radian
The panel was co-moderated by Kaci Taylor, AIA, NOMA, and Patricia Joseph, Assoc. AIA, NOMA.
To understand architectural inequities today, one must go back decades and generations to understand a broader context. Consider these opposing ideas dealing with inequity… home ownership versus renting, generational wealth versus hourly minimum wage, and loan acceptance versus loan rejections.
Redlining in Denver from the early to mid-1900s involved denying home loans to minorities based on living in the “red-lined” disadvantaged (or risky investment) areas of Denver. This practice perpetuated itself with minorities not having generational wealth accumulated by home ownership; therefore, renting was the most likely option for minority descendants. Lack of home ownership affects influence and standing in communities, which directly impacts zoning, development, and building usages. Said Gonzales, “The equity lens for Denver is disappointing and frustrating. For example, grocery and early childhood deserts exists in lower income neighborhoods.” Privileged communities are not faced with these challenges.
“We are trained to be creative problem solvers. Lean in with this skill.”
Shalini Agrawal
Furthermore, a decades-long trend of gentrification negatively impacts minority communities. If we consider the dictionary’s definition, gentrification is described as a process in which a poor area (as of a city) experiences an influx of middle-class or wealthy people who renovate and rebuild homes and businesses and which often results in an increase in property values and the displacement of earlier, usually poorer residents. Gentrification may appear to benefit many, but the reality is a stark contrast that pushes out individuals and families who are not resourced well. And it’s back to renting in substandard neighborhoods.
What are some practical steps architects and design stakeholders can incorporate to mitigate a racially divided built environment? First, designers need to become more intentional in connecting with under-represented neighborhoods. “Walk the community. Risk the chance of meeting people in the community,” Gonzales said. “Balance form with function [in design] with the land and not to control the land.”
Next, take an “Equity Pause.” “Air a question. Make space for listening,” said Agrawal. Be curious. Listen to people and their concerns. Taylor added that what we see is not by accident—it is by design. Use a different lens and an organic approach in architectural design.
Finally, do what architects do best—solve complex problems. Agrawal said, “We are trained to be creative problem solvers. Lean in with this skill.” With this in mind, understand from the community’s point of view the effects of your design. Devuyst added, “How are we causing more harm? Is this project going to unintentionally promote gentrification?”
Authenticity goes a long way. Don’t patronize. Hire help within the community. “Move from transactional to relational,” said Agrawal. “And move at the speed of trust.”
Architects make generational decisions that may last over 100 years. Let’s listen, consider, and design buildings that yield positive outcomes for everyone. Challenge yourself to walk a neighborhood and fully understand its culture and its people, as well as its cost-benefit. That’s a legacy built on listening and designing a built environment that solves complex problems with mutually beneficial outcomes, ultimately helping to unite people together.
Webinar Recap: Turning Words into Action
Change can be hard. Sustentative change requires awareness, comprehension, big ideas, intentional conversations, and consistent work toward goals.
AIA Colorado has made justice, equity, diversity, and inclusion (J.E.D.I.) one of its top imperatives, expanding its reach to more people and building a generational legacy of new architects and designers who will design a built environment that will reflect our multi-cultures and provide an opportunity for anyone to dream of a career in architecture.
And in support of that imperative, the organization has been partnering with the National Organization of Minority Architects, NOMA Colorado, to produce a series of J.E.D.I. webinars this summer. The most recent was “Turning Words into Action: J.E.D.I. Resources to Create Meaningful Change.”
Panelists included:
- Abby Tourtellotte, AIA, LEED AP BD+C – Quinn Evans
- Kevin M. Holland, FAIA, NOMAC, LEED AP – AIA Los Angeles
- Lauren Malik – Thought Ensemble
- Mary-Margaret Zindren, CAE – AIA Minnesota
So how does one create meaning change in their daily life, firm, and with their sphere of influence?
First, realize that each person has the influence and power to change his or her environment. Working from home or using a hybrid method is an example of the workforce being a catalyst for change. Don’t expect those around you to necessarily spur change. Create a space for respectful dialogue and be prepared to engage more meaningfully if needed.
Second, identify the barriers to effectively incorporate change. Said Tourtellotte, “One of the biggest barriers is fear. Take a stance.” But do act humbly and take feedback if there are missteps. “See something. Say something,” she said.
Next, invite an understanding of terminology and words brought up in discussions. “Get on the same page on the meaning of terms,” said Malik. These words could be equity, inclusion, racism, bias, and unconscious bias, among others. She later said this dialogue will open the door to an even deeper conversation.
Another step is to spur leaders to become aware and have intentional conversations toward change. Budget and time will point towards what is valued. “Show me your budget and it will tell me what you value,” said Holland.
Does the employee handbook create the ability to expand J.E.D.I. concepts into change at your firm? Do annual reviews reflect justice, equity, diversity, and inclusion goals? Maybe your hiring procedures and policies need to be updated. Do your billable hours offer a J.E.D.I. category? Each of these practices reflect meaningful change. Is your firm ready to make these changes.
Finally, consider establishing a baseline J.E.D.I. data point and tracking quantitative progress with qualitative meaning. Assign tasks for different J.E.D.I. categories and provide quarterly reports. Preset findings to your entire company, customers, and clients. But make sure this data tracking leads to meaningful conversation and change. Be authentic. As Zindren said, “Be a culture of candor. Know it because you feel it.”
AIA Colorado champions these changes, as creating a larger table for everyone to gather, converse, and design yields a better Colorado and community. Please listen to this webinar and join the J.E.D.I. conversation!
Turning Words into Action, J.E.D.I. Resources to Create Meaningful Change
Guides for Equitable Practice—AIA Colorado Edition
The Guides for Equitable Practice are a comprehensive set of guides—one component of a broad commitment by the American Institute of Architects (AIA) to overcome inequities and advance the profession, the careers of individual architects, and the quality of the built environment by creating more equitable, diverse, inclusive, and just workplaces and interactions. As indicated in its Executive Summary, “The need for equitable practice in the architecture profession is becoming ever clearer and more urgent. These guides provide support for informed discussions and concrete next steps to help turn intent into action.”
The AIA Colorado Justice, Equity, Diversity, and Inclusion Committee has developed an abridged version of the Guides, tailored to our state’s practices. We invite you to read them.
Recap: State of the Association Address
On July 21, AIA Colorado leadership provided members its annual State of Association Address. Overall, the Board of Directors conveyed that AIA Colorado is strong with an optimistic outlook for the upcoming year.
The presentation was segmented by: 1) Advancing the Profession, 2) Culture of Belonging, 3) Leadership Opportunities, and 4) Organizational Transformation. Presenters were President Rachael Johnson, AIA; Treasurer Sheva Willoughby, AIA; President-Elect Wells Squier, AIA; Past President Adam Harding, AIA; and CEO Mike Waldinger, Hon. AIA. Here we bring you top-level highlights the completed and upcoming initiatives.
Advancing the Profession
Smart Advocacy. The Architects of Colorado Political Committee (ARCpac) adapted to no in-person meetings and was successful in the elimination of Colorado Department of Regulatory Agencies (DORA) forms and advancing HB21-1303 Global Warming Potential for Public Project Materials to signature and law. These two achievements will have a positive, longstanding impact for Colorado and members.
Building Coalitions. Leveraging AIA Colorado’s partnership with A3LC, a joint program with the American Council of Engineering Companies of Colorado (ACEC) and Associated General Contractors (AGC) allowed our team to promote awareness with global warming. Reaching outside our industry allows AIA Colorado to do so much more!
Environmental Stewardship. The Colorado Committee on the Environment (C.O.T.E.) will send out an environmental issues survey to establish a baseline to assist with awareness and action. The survey’s response is intended for your firm’s perspective. Be on the lookout for upcoming information on this survey.
Change Agent. A point of progress for our state is the partnership with the Colorado Chapter for The National Organization of Minority Architects (NOMA). This partnership changes everything. Johnson said, “NOMA Colorado started this past year. Our relationship is off and running. It is very, very important.” Already, AIA Colorado and NOMA Colorado jointly hosted a webinar, “Are Firms Ready for Diversity.”
Culture of Belonging
Member Resiliency. AIA leadership values each and every member. Membership is holding steady thanks to your steadfast resolve. Following the numbers for our state. Overall member total by geography: 2,301, Denver: 1558, North: 376, West: 225, South: 142. Membership by type: AIA: 1752, Emeritus: 382, Associate AIA and International AIA: 167. Of note when renewing or for new applications, the dues installment payment plan can be used to help with individual budgeting priorities.
Professional Development. The Christopher Kelley Leadership Development Program continues to advance emerging architects. The pandemic limited in-person discussions but allowed for national reach with speakers and mentors. As well, the Architectural Education Foundation is continuing and seeking applications for its Licensure Advancement Fund and this year already funded its annual Travel Scholarships. The Career Leadership Task Force is a significant enabler for the future of architecture.
Working For You. This past year has certainly presented its challenges. Challenges bring opportunities to innovate and set conditions for a better and efficient way forward. This fall, AIA Colorado will unveil its new website designed for a better user experience. In an environment mostly void of face-to-face communications, the newsletters, no-charge member virtual events, and social media engagement were ramped up to inform and create connection. Going old school, the safe and effective drive-in theater hosted the 2020 Design + Honor Awards, allowing for recognition of excellence in person. Local Advisory Councils were launched this year to provide connections tailored to regional priorities and conversations.
Purpose and Profit Driven. AIA Colorado is financially sound, even after this past year and half of uncertainty. Great leaders and collaboration allowed for this fortunate scenario to become a reality. To better align with our mission and values, AMG has been selected as the new investment company.
Leadership Opportunities
Regional Changes. The scope of how regions are organized between national and state chapters has changed. A vote at the national level removed the region terminology nationwide in the bylaws and are no longer defined by national. What are the outcomes of this decision? Dues are no longer required for the Western Mountain Region. Every state has a seat at the table for national opportunities. Any member can run for national level positions. Further communication from AIA Colorado will discuss this region change.
Volunteers Make AIA. AIA Colorado deeply appreciates its members. Members can be more engaged with one another by volunteering, and the architectural and leadership skills gained are substantial. Please consider volunteering. This is an invitation and not an obligation. The call for volunteers for 2022 will distribute later this year.
Organizational Transformation
In-person Events. The approach right now for events is a cautious blend of some virtual events and some in-person events, including the Design + Honor Awards. We look forward to safely seeing each other in person. Other events, such as our weekly webinar series, will continue to be hosted virtually. Connecting to each of the regions in Colorado is a priority and makes good sense for member value.
On The Move. The newer normal presented opportunities to re-examine AIA Colorado’s current office location and its lease agreement that will end soon. To better align with our values, vibe and resources, a new office location at The Alliance Center has been suggested. Other tenants at this center share our sustainability and energy-efficient points of view. The synergy of our efforts will yield promising outcomes. Greater collaboration and integration will occur with partner organizations, firms, and the University of Colorado Denver nearby. Upcoming decisions need to be finalized, but AIA Colorado is excited about this transition!
For the full event, please see the recording of the 2021 State of the Association Address.
Webinar Recap: Are Firms Ready for Diversity?
Diversity efforts are pointing to a greater immersion of minority and underrepresented individuals in all facets of our nation and state, and architectural firms are seeing this change. As well, the University of Colorado Denver College of Architecture and Planning is experiencing its highest numbers of minority students yet. The question is: Is your firm ready to embrace this newer normal?
To create a collaborative dialogue and strengthen our efforts, AIA Colorado partnered with the recently established Colorado Chapter of National Organization of Minority Architects (NOMA) for a joint webinar on July 7, “Are Firms Ready for Diversity.” Kicking off the presentation, AIA Colorado CEO Mike Waldinger said, “We desire to foster a culture of belonging.” To this end, NOMA Founding Board Member and UC Denver Visiting Assistant Professor Annicia Streete joined Waldinger as co-host and moderated the webinar of the four panelists:
- Yiselle Santos Rivera, AIA, NOMA, LEED AP BD+C, WELL AP, Firmwide Director of Justice, Equity, Diversity & Inclusion + Medical Planner + Vice President, HKS, Inc.
- David Allen, NOMA, Architectural Designer, Rowland+Broughton
- Sarah Aziz, J.E.D.I. Visiting Professor at CU Denver College of Architecture and Planning
- Jeremy Fretts, AIA, NCARB, M.A. Ed., Assistant Vice President, Experience+Education National Council of Architectural Registration Boards (NCARB)
The conversation—the full recording of which is now available on YouTube—provided the following takeaways:
Barriers to Architecture. Sarah Aziz led the dialogue about how a lack of resources could affect internship offerings and the ability to live in large cities where firms are located. Next, the method of architecture licensure may be prohibitive to minority prospects. Waldinger noted that the AIA Colorado Licensure Advancement Fund is available and can assist in off-setting costs.
Licensing Challenges. Representing NCARB, Jeremy Fretts knows many questions need to be answered regarding the formal architectural licensing procedure. This process is being evaluated to determine if it is equitable and attainable for any and all emerging professionals. Is there exam-question bias or pass-rate correlations that need to be changed? Terminology and experiential paths could affect outcomes on achieving licensure. This vital career path needs to be fair and accessible.
What Matters Most. David Allen shared his personal architectural journey and how his firm, Rowland+Broughton, provided him a voice that encompasses his whole self. He championed NOMA Colorado and the needs this organization meets for minority architecture careers. “The NOMA Chapter was a home away from home as it is hard to find people who look like me and understand the challenges I was experiencing,” Allen said. He proposed that mentors are vital at any stage in an architect’s career, and his helped him gain better awareness and how to navigate the ups, downs, and barriers.
Dance to Advance. Yiselle Santos Rivera encouraged those with influence to not just invite others to the party, but also to ask others to dance—in their own unique style. Be intentional in having a voice different from others. Provide an anonymous communication feedback forum that provides open dialogue and tangible results. Said Santos Rivera, “If you are doing something wrong, admit the mistake and develop that conversation. Defensiveness does not help growth. Welcome challenges.”
Reinforcing her comments, Waldinger said, “Good intentions can be wrongly executed. Acknowledge this and move forward.” What will help us get better? The conversation is no longer what you will not do, but what you will do.
Allen’s passion of drawing led to an impromptu invite to a college design day, a mentor, and ultimately an architectural career. AIA Colorado is committed to continuing more of these success stories. Understanding and awareness will benefit everyone involved in our state’s architectural profession. What can you do today?
Are Firms Ready for Diversity? How to Cultivate a Culture of Belonging
Promoting Equality, Growth, and Opportunity: Lessons Learned from the Firm of the Year
It’s been nine months since the call from AIA Colorado came letting us know that our firm, Rowland+Broughton, had been named 2020 Firm of the Year, and I can still recall my immediate, overwhelming thrill. Seventeen years of work and effort and due diligence, of more than 350 successfully completed projects, of growing and supporting a talented, capable team, had all just paid off in one of the most meaningful ways—recognition by our peers.
Looking back during a recent AIA Colorado Town Hall webinar with members at varying levels in our careers discussing 2020 AIA awards we received, I had a chance to reflect on what being named Firm of the Year meant.
Certainly, it gave R+B a leg up, but it also humbled and motivated us as a firm to keep pushing the quality of design. It inspired us to continue to be mentors for others in our profession, and to continuously encourage growth, leadership, and opportunity. As AIA Colorado West Director, knowing the criteria—the heavy requirements for the selection—made it even more impactful.
As a woman-led firm (I’m Co-Founding Principal of R+B with my husband, John Rowland, AIA), R+B is proud to support and encourage equality in the architecture profession. When we opened our doors in 2003, the gender topic never entered into the equation. Rather, diversity of all types was encouraged, from people to projects to clientele. Today, with women making up 50 percent of our 38-member team and six in leadership roles (presently the highest number among 2019-2020 award winners), the sentiment still holds true.
It’s clear that R+B’s overriding DNA of promoting growth, opportunity, equality, gender, and beyond is the foundation of R+B’s success on all fronts. John and I agreed that being well-rounded is a huge benefit to our team and, therefore, our projects.
Early in my career, I worked for and with strong women. I attribute strong mentorship during that time to be a big part of enabling me to become founding partner of a firm. There was no heavy glass ceiling in terms of my trajectory, and I believe that’s true for women in architecture today.
At R+B, we invest in leadership coaching with team members across the board. We also practice formal mentorship between team members at different levels that focuses on creating and meeting goals and milestones. Succession planning helping to position rising team leaders to become partners and owners is an integral part of our team culture, as well. Further investment is made through our education benefit that can be used for licensure and continuing education classes.
Sharing her thoughts on team building and opportunity at R+B, Amanda Christianson, AIA, Principal, in our Denver studio, and 10-year R+B team member, noted that, “R+B is a firm where young people looking to learn and work hard and be challenged can put themselves in scenarios where they can accelerate their learning and thrive.” She went on to say that mentoring benefits both mentors and mentees, as they learn from each other’s experiences and perspectives.
On a personal note, Amanda shared that having direct contact with Principals and seeing how they represent R+B in the field helps team members “learn by association.” Additionally, Christianson was fully supported during her path to licensure by the mentorship available from R+B’s 11 licensed architects, as well as the benefit offered for paid time off to take exams. She is currently Chair of the AIA Colorado 2021 Business of Architecture Knowledge Community.
Eugenie Provost, Architectural Designer in our Denver studio with two-plus years at R+B, is especially candid about how working directly with a strong female leadership team “from the top down” helped with what she considers a relatively quick trajectory along her path toward Project Architect. (She is currently pursuing licensure). Being exposed to situations, such as male-dominated construction sites where she can grow and develop skillsets, has provided valuable learning experiences. Recently, Provost was selected to run R+B’s weekly design-oriented “Inspiration Meetings,” encouraging the team to think in an innovative way and helping her to build public speaking skills.
Our firm has always supported flexible working and a more entrepreneurial approach to accountability, which allows each team member to have a voice in setting deadlines. This has been especially successful for working parents and students. The goal now is to create healthy work-life balance while flexibly working!
Looking forward, as the 2021 Design + Honor Awards call for entries goes live (May 5!), it’s important for aspiring firms to access not only the design work they have accomplished, but also the internal culture they have established and the opportunities they can afford their firms and their teams. As one of my favorite sayings goes, “A rising tide lifts all boats.”