anchor
SoCal NOMA launches Diversity Equity and Inclusivity Challenge
In a joint statement from the American Institute of Architects Los Angeles Chapter (AIALA) and the Southern California Chapter of the National Organization of Minority Architects (SoCal NOMA), a new tool to expand inclusion has been announced: the SoCal NOMA Diversity Equity and Inclusivity Challenge. In describing the new initiative, the statement reads:
The SoCal NOMA DEI Challenge is a ten-point plan that delivers a pathway to diversity for Los Angeles firms through touchpoints including: mentorship, recruitment and promotion, and pro bono services to underserved communities. The results of its clear implementable actions will be tracked, in the same way as the American Institute of Architects (AIA) 2030 Challenge, to determine areas where improvement continues to be needed and to identify successes in reaching these critical goals.
The 10 "actions" that firms can undertake as a part of this challenge each have a scoring threshold with a maximum of 100 potential points to be achieved across all measurements. Those 10 actions include:
- Partner and/or collaborate on projects with architecture firms that are Black owned or owned by underrepresented people of color.
- Create project teams that include Black owned or underrepresented persons of color in a prime, partner, or sub-consultant roles.
- Provide paid internships for architecture students from historically
Black design schools (HBCUs), or for Black and underrepresented
people of color from local architecture schools in Southern California. - Increase recruitment of Black and underrepresented people of color for design staff, leadership, and total number of professionals at the
firm.
- Develop a mentorship program within firm or participate in outside
mentoring program to connect and support Black and underrepresented people of color in their career development within
the profession. - Increase career advancement of Black and underrepresented people of color to management and leadership positions.
- Include Black & underrepresented people of color in company-wide
marketing materials, social media, and publications to increase
representation and recognition of employee contributions to projects
and to the firm.
- Conduct diversity training for all staff at the firm.
- Provide pro-bono design services and hands-on contributions to
underserved communities (Black and underrepresented people of
color) by partnering up with local grass-roots organizations on at least
one (1) project per year.
- Join SoCalNOMA as an annual Chapter Partner to support all of the chapter initiatives including Project Pipeline (Summer Camp & High
School Boot Camp), local college NOMAS Chapters, Young
Professionals licensure programs, and Senior Practitioners continuing
education.
Firms who would like to commit to the challenge can learn more on the SoCal NOMA website, where the challenge and its guidelines can be downloaded.
Similar articles on Archinect that may interest you...
2 Comments
Step in the right direction!.More needs to be done.Licensing should model law,medical,nursing and other professions where individual architects do not solely determine who gets licensed by being gatekeepers.Licensed Architects control internships by determining who they hire;a subjective process that has cost the profession in fairness,equity and diversity.
Schools should aggressively mentor and recruit from diverse high schools and neighborhoods attracting national demographics;talent and interest in architecture is egalitarian and randomly distributed in populations;opportunity usually is not and that's what needs to be fixed.
Schools should be given benchmarks with the state involved.For instance in the last 10 years medical schools that did not push to diversify their ranks have been put on the spotlight on accreditation;this is now working in the medical profession which is set to reflect underlying population demographics.
Licensing programs should be launched in schools that meet demographic mandates(this will be an incentive for other schools to follow suit since it creates a competition for licensing;students are likely to enroll in places where they are guaranteed a return on investment as soon as possible) allowing students to complete internships supervised by licensed faculty who are solely recruited fro licensing purposes.
Funding for the program should come from projects delivered by the state.The state has billion dollar projects funded by tax payers.These projects should be distributed to schools that meet the equity mandates.Other projects should be brought in by the schools through its own marketing ventures engaging students in this as a way to boost their business acumen on graduation.
Students can take the licensing exams immediately they graduate and launch their practice if they have the entrepreneurial readiness.
The current model has been a disaster as licensed architects and AIA members have perpetuated stereotypes built from the failures in society.Professions and professionals particularly architecture should be pace setters in social reform.
Right now architects are a shame compared to other professions.
As a wider industry we generally lack the initiatives that will drive a realization of what all of this DEI really means in our space.
Diversity without Equity, Empowerment and Inclusion is like power without control, things get away from us all remarkably quickly.
This is a 400+ year old problem and will never be fixed in a short period of time so we must consider the first steps of the journey as a means to reaching the greater aspiration, and during that time we may understand what that actually is.
The first challenge, ahead of all those identified in the initial article, which is a good start, is to make ourselves attractive as an industry to diverse candidates or they will continue to be more attracted to other markets sectors such as the tech companies. This means that we have to develop an awareness around our own projected image and realize our unearned privilege and how that is projected in our company profiles and website content. It's not enough to show diverse staff in images, that's a simple checkbox mentality and has no weight with those who know better. We need to demonstrate that diverse candidates can be successful in our businesses and provide role models in executive leadership and C-Suite teams that are proof of our commitment to driving change.
From this comes the first wave of measurable metrics, applications for positions and attendance at selection interviews, recruitment will still be dependent upon candidate demonstrated ability and experience, so it's still a competition but the playing field should be level and the rules fair to all at that point. Checks and balances are required around unconscious bias before recruitment decisions are made to ensure integrity is retained.
We have a lot of work to do in this area and the onus falls squarely with us as employers to influence that change and provide that opportunity to diverse candidates to not only enter but be supported, mentored and driven to succeed.
The engagement of external consultants, designers and engineers is an easier change to effect, select qualified firms that have a minority or disadvantaged certification. The same for trade partners, they are all out there now trying to survive with everyone else.
Success is not measured by just signing up to initiatives, action groups and the high profile groups it has to come from focused efforts with our companies. As with most things the measurable is the not about the output but the 'outcome', this is where success and achievement is verified.
We find ourselves in extraordinary times and presented with opportunities not often afforded us, so we need to grasp that and take this time in history to influence change
Architects, Engineers, Designers, Contractors...…… we are all the same when it comes to Diversity and Inclusion, none is really better or worse than the other. We all need to open up to the real message around D&I and that's about Equality, in every respect, and the opportunity to compete without judgement or disadvantage (real or projected).
Block this user
Are you sure you want to block this user and hide all related comments throughout the site?
Archinect
This is your first comment on Archinect. Your comment will be visible once approved.