Voices for Equity in the Profession.

It is the last week to provide feedback to a set of important gender equity guidelines being developed in Australia for the architecture profession.

The commentary and resources published by Parlour and their researchers are formidable, and their conference Transform earlier this year was the most engaging I had been to in a long time. Parlour is probably the most important and articulate voice in the profession right now, and they want to talk to you.

It’s immediately clear that a great deal of care, experience, and intelligence has gone into these guidelines. I believe Neph Wake and Naomi Stead are to thank for the hard yards in producing these documents (please correct me if I’m wrong), which is yet another significant outcome of the parent project ‘Equity and Diversity in the Australian Architecture Profession: Women, Work and Leadership’ funded by the Australian Research Council through the Linkage Projects scheme, made so much more accessible thanks to Parlour, edited by the “effective” Justine Clark. (This wonderfully cryptic and completely deserved title was recently used to introduce Justine).

They explain:

The Parlour Guides to Equitable Practice are being developed to help architectural workplaces facilitate change towards a more equitable profession. Aimed both at employers and employees, the guidelines will address the specificities of small, medium, large and regional practice. They will provide hints and tips, and guides to thinking on a range of issues relevant to the architecture profession in Australia today.

As tailored as these are for the culture of the architecture profession, these really have relevance to all workplaces, so if these issues ring true, regardless of your professional penchant, I’d recommend a good sit down with these.

The ten Draft Guidelines address:

1. Pay equity: Moving towards equal pay between women and men in architecture.

2. Leadership: How to promote and support women to senior roles in architecture.

3. Recruitment: Equitable recruitment and hiring diverse talent in architecture.

4. Mentorship: Mentors, sponsors and career champions in architecture.

5. Negotiation: Negotiating flexible working conditions in architecture.

6. Long hours: Challenging the long-hours culture in architecture.

7. Part-time: Meaningful part-time work in architecture.

8. Flexibility: Making flexible patterns work in architecture.

9. Career break: Returning from parental leave and other career breaks in architecture.

10. Registration: Supporting women who choose to register in as architects.

11… Parlour also offers suggestions for other areas they haven’t already addressed.

 

If you can, these drafted guidelines should be devoured at length, they are highly addictive and very readable. Even if you take a crack at two or three of the issues close to you heart, it’s worth offering your contribution this way as the online form below allows specific feedback to each individual theme, so every bit counts.

You can download the Draft Guidelines here, and link to the feedback form on that page. Following consultation, the finalised Parlour Guides to Equitable Practice will be published later this year.

www.archiparlour.org