Page 118 - AV AWARDS 2015

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118
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Flexible work practices
are becoming
increasingly common in architecture. Some architects
already enjoy the benefits of flexible schedules or
working from home. In architecture the challenge is
less to encourage the adoption of flexible work patterns,
and more to overcome their often-unspoken career costs.
For example, returning to part-time work after parental
leave is often considered a career killer, and this
inevitably impacts disproportionately on women.
This guide looks at some of the benefits of working
flexibly in architecture and identifies strategies to
help these arrangements run smoothly.
>
04. Flexibility:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Equitable recruitment
is an important place
to start building an equitable practice and profession.
Recruitment processes in architectural practices range
from very casual to tightly managed. Whatever the
process used, recruitment needs to be done well to ensure
that the practice attracts and keeps the best people, and
that all applicants have equal opportunity. Satisfied
employees, high levels of performance and competitive
strength are just some of the rewards for practices that
handle recruitment well.
This guide provides advice on fair and equitable
recruitment strategies and processes for both employers
and employees. It includes material for those starting
out in their career and those at more senior levels.
>
05. Recruitment:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Every career is different.
It’s often more
than a single, rising trajectory – it can involve pauses,
shifts in intensity and different types of work over
a lifetime. There is more than one career model and
different models suit different people and life stages.
Research indicates that women are more likely to
have complex ‘non-standard’ careers and to experience
delayed career progression.
This guide looks at how careers might be considered and
navigated. It offers suggestions for supporting women’s
professional development and career progression.
This includes supporting women with ‘traditional’
architectural careers in private practice, and those with
more complex ‘flexible’ careers.
>
06. Career
progression:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Good negotiation skills
play a big role in
the development of individual careers, in the strength
of successful practices and in the continuing viability
of the profession as architecture renegotiates its
cultural, social and political role. Research in other
fields consistently demonstrates that gender can impact
negotiation styles, outcomes and even the willingness to
negotiate in the first place.
This guide outlines the importance of negotiation
skills in architecture. It offers advice to employers
and employees about negotiating in ways that provide
a fairer playing field for women and men, and are
beneficial to all parties.
>
07. Negotiation:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Mentoring is a critical tool
for retaining
women in architecture, developing their careers and
assisting women returning to work after career breaks.
Mentoring relationships can be useful and inspirational.
They deliver valuable learning experiences and diverse
support and advice to the mentee. They also provide
value for the mentor who shares experience and skills
and gains insight into the concerns and experiences of
younger architects.
This guide outlines the benefits of mentoring programs
and relationships, and includes strategies for building
their effectiveness.
>
10. Mentoring:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Only 21% of registered architects
are women. This is despite women having comprised
approximately 40% of architecture graduates in
Australia for three decades.
Encouraging, supporting and mentoring those women
who choose to register is a symbolic and practical
contribution to gender equity in the profession.
This guide outlines the obstacles that women may face,
and strategies to manage them, and provides advice about
supporting women who wish to register as architects.
>
11. Registration:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Career breaks are common
in architecture
and many people take one or more breaks over the course
of their career. The reasons are diverse and include
caring for children or other family members, further
study, travel, an occupational side step, or an enforced
break due to redundancy or illness. Some of these are
seen as career advancing, while others are perceived
‘career killers’. Whatever the reason for the break, it
needs to be carefully managed.
This guide assists employees and practices to
collaboratively plan for and manage career breaks,
particularly parental leave, and to support a successful
return to work life, particularly for women.
>
08. Career break:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
We need the best people
to lead the profession
(women and men) at both practice and industry levels.
Women are significantly underrepresented at the senior
levels of architectural practices and in leadership roles
in the profession. Yet substantial research shows that
companies and organisations with diverse leadership
groups consistently outperform those without. The
ethical and business cases for gender-diverse leadership
are abundantly clear – architecture needs to catch up.
This guide addresses the obstacles women may face in
attaining seniority, offers women tips on positioning
themselves for leadership roles, provides guidance on
promoting and supporting women, and outlines the role
leaders in the profession can play in facilitating change.
>
09. Leadership:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Equal pay for equal work
has been enshrined
in Australian law since 1969. Despite this – and despite
the best intentions of many – gender-based pay gaps still
occur in architecture, as in most industries.
This guide offers simple suggestions to assist practices in
evaluating, establishing and maintaining pay equity, and
to help employees seeking to achieve gender pay equity.
It also makes suggestions as to how the profession as a
whole can assist in addressing the issue.
>
01. Pay equity:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Long working hours
are a huge issue in
architecture. A culture of long hours is damaging to
individual architects, to businesses, to the architect’s
professional standing and to the viability of the
profession. It has major negative effects on those with
commitments outside the workplace, and impacts
particularly severely on women’s careers. Although there
are surprisingly few resources available and the issue
can seem inevitable and intractable, there are also good
examples of practices that don’t fall into this pattern.
This guide challenges long-hours cultures in
architecture. It examines the complex factors behind it
and offers suggestions about how to manage workload and
workplace culture for the benefit of all.
>
02. Long-hours
culture:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Meaningful part-time work
in
architecture is essential to workplace equity. It allows
employees to balance life and work demands – to be
challenged and fulfilled at work, while also devoting
adequate time and energy to family life or external
activities. It also ensures practices retain key talent,
experience and professional knowledge.
If the industry is to achieve true gender equity,
serious part-time work needs to be a more available
and acceptable career option for everyone.
This guide outlines the benefits to practices and
employees and offers strategies for creating and
promoting meaningful part-time work.
>
03. Part-time
work:
PUBLICATION PARTNER
PARLOUR GUIDES
TO EQUITABLE
PRACTICE
www.archiparlour.org
Parlour
Guides
to Equitable
Practice
Helping architecture to
become a more equitable and
flexible profession; one that
offers opportunity for all and
is well positioned to meet
contemporary challenges.
>
BATES SMART AWARD FOR ARCHITECTURE IN THE MEDIA
NATIONAL AWARD |
Parlour Guides to Equitable Practice
| Parlour (Justine Clark, Naomi Stead, Susie
Ashworth, Catherine Griffiths & Neph Wake)
The
Parlour Guides to Equitable Practice
is a
comprehensive resource providing guidance for the
architecture profession in issues regarding equality.
Parlour illustrates eleven difficulties that commonly
challenge women, but far from being a document
targeting women alone, it recognises that gender-
based issues are diverse and affect everyone. The
guide addresses individuals, practices, and the wider
profession as collective agents of change.
Parlour identifies key workplace topics, makes a case
for why it matters, and offers positive strategies for
complex problems. In each section, issues such as
pay equity, flexibility and career progression are put
under the microscope, and links to additional resources
help further the conversation. The wide reaching
press coverage in both Australia and abroad highlight
the potential that this guide can have on redefining
architectural practice.
The Jury was unanimous in awarding the
Parlour
Guides to Equitable Practice
the National Award. The
guide comes at a crucial time of change within the
profession, and amidst this climate it is an important and
valuable tool. This resource will help facilitate a positive
transformation, and push architecture towards inclusive
and sustainable practices.
Producers:
Justine Clark, Naomi Stead, Susie Ashworth,
Catherine Griffiths & Neph Wake
Photographer:
Peter Bennetts