Pay equity is arguably one of the biggest issues in the industry today. In February, The Architects’ Journal released its 2019 report on the U.K.'s gender pay gap, which unveils all documented salaries at firms that employ 250 or more people. Legally, these large-size practices must publicly reveal their gender pay gap in an effort to spread awareness on the issue. According to the article, Foster + Partners, which employs 1,061 people, includes 36 percent female architects who earn a median pay that’s 6.9 percent lower than their male counterparts. Zaha Hadid Architects has nearly the same amount of women on staff as Foster’s office, but the median pay gap is 21 percent. Arup, the global engineering and design firm, pays its female employees 16.9 percent less. Here in the U.S., where it's not a requirement to disclose firm-wide salaries, people are beginning to think more seriously about how gaps in gender, race, and pay equity may affect the internal culture of a firm and the subsequent projects produced its employees. Last summer, Jeanne Gang revealed she had closed the pay gap at Studio Gang, becoming the first firm in the country to do so. As Gang pointed out in her Fast Company article, the pay gap is one of architecture's greatest injustices and diversity in design isn’t just about filling a quota with different faces of different colors in a single office. It’s about recognizing the value that architects of all backgrounds bring to the table, and compensating them appropriately. Like any profession, the dollar amounts for an architect's salary will differ from state to state, but the respect for the mind and skills of a designer, no matter their race, gender, or language, should be the same across the board. That, according to Gang, will truly allow creativity to flourish.
Architecture firms @ZHA_News and @Hawkins_Brown have become the latest practices to report their gender pay gaps – with both failing to improve on their figures from last year. #equalpayday #genderpaygap https://t.co/JANJG9KVPY— AIA Advocacy (@AIA_Advocacy) April 2, 2019
Posts tagged with "Gender Issues":
Dr. Helen Rodríguez Trías St. Mary’s Park, Bronx Dr. Helen Rodríguez Trías was a lifelong public servant and pediatrician dedicated to advancing reproductive rights, and HIV/AIDS care and prevention, as well as serving communities of color. Her many leadership positions, from serving as the medical director of the New York State Department of Health’s AIDS Institute to being the first Latinx director of the American Public Health Association (APHA), allowed her to make a significant change to not only the medical landscape in New York City but across the country. In 2001, President Bill Clinton presented Rodríguez Trías with the Presidential Citizens Medal. Katherine Walker Staten Island Ferry Landing, Staten Island As the keeper of the Robbins Reef Lighthouse in New York Harbor for over three decades, Katherine Walker helped rescue about 50 sailors from shipwrecks during her tenure. She was appointed to the position in 1890 by President Benjamin Harrison after her husband died. Born in Germany, she immigrated to the United States just eight years before taking on the monumental task of overseeing all maritime movements in the Kill Van Kull, a shipping channel between Staten Island and Bayonne, New Jersey. According to She Built NYC, the new monuments will be commissioned through the Department of Cultural Affairs’ Percent for Art process, which means community input will be at the core of the artist selection and design processes. The search for the individual artists is expected to begin at the end of this year with the fully-built statues coming online between 2021 and 2022.
So thrilled my personal shero, Dr. Helen Rodriguez-Trias, will be honored w #SheBuiltNYC statue #intheBronx. Every time I enter my conf room I draw inspiration from Puertorriqueña pediatrician focused on better health outcomes for women of color & their families. #PublicHealth pic.twitter.com/fdRLyXirN8— Oxiris Barbot (@DrOBarbot) March 7, 2019
- Making an internal commitment to launch a specific role or representative in the firm to address issues of equity, diversity, and inclusion.
- Encouraging 50/50 gender equity by 2020 by promoting gender equity in staff makeup, hiring practices, and project selection.
- Building and embracing alternate workplace models that foster inclusivity like authoring internal anti-discrimination policies and offering flexible hours and telecommuting to reduce employee turnover.
- Sponsoring and participating in programs organized by ethnic or cultural minority groups in the field.
- Participating in EDI trainings hosted by AIA|LA and other approved agencies.
- Ensuring there is diversity and community representation in architectural renderings, imagery, and presentations.
- Advertising the opening of pre-qualification lists for government contracts to small firms (government contracts are often structured to benefit minority- and women-led organizations).
- Infusing the organization’s Presidential Awards policy with EDI values as guidelines for the selection process.
- Organizing college tours of Historic Black Colleges & Universities (HBCUs) to allow firm leaders and hiring teams to see student talent and understand the legitimacy of HBCU architecture programs.
- Pooja Bhagat, principal, Poojabhagat Architects + Planners
- Raven Hardison, lead designer, Parsons
- Kerenza Harris, director of design technology, Morphosis Architects
- Rachel Jordan, architect, CO Architects
- Elizabeth Mahlow, founding partner, Nous Engineering
- Elaine Molinar, partner and managing director, Snøhetta
- Lisa Pauli, design director, R&A Architecture + Design
- Anne Schopf, design partner, Mahlum Architects
- Maria Smith, executive creative director, M&C Saatchi
- Elizabeth Timme, co-founder, LA-Más
Ingalill Wahlroos-Ritter, dean, Woodbury School of Architecture
Deborah Weintraub, chief deputy city engineer, City of Los Angeles
“This pay gap exists because [a] higher proportion of our longest-serving team members who grew the practice with Zaha Hadid over the past 30 years are male and have continued to lead the company since her passing in 2016. We therefore currently have a smaller proportion of women than men in higher paid senior positions.”In an effort to address these imbalances, ZHA has increased the company’s maternity pay and partnered with the Architect’s Journal’s Women in Architecture forum. A mentorship program has also been established throughout the firm. Still, even as firms are motivated by public exposure to address the imbalances in pay between men and women, studies have shown that the pay gap is widening. Foster + Partners, AECOM, and other big names have disclosed similar figures, though they claim that the imbalance also results from having more men at the top and not as an equal pay issue. Foster + Partners has, for their part, also committed to broadening gender diversity at the senior level, while AECOM pledged to create a more inclusive workforce. Transparency in the field has become a pressing topic as of late, as more and more women have been coming forward with their experiences regarding harassment, discrimination, and general misconduct. A full list of U.K. companies who have disclosed their pay and bonus gap data is available here. Companies have until April 4 to disclose their pay gap report, and more industry figures will be forthcoming.