The AIA Diversity Committee, committed to gathering data to provide a clearer picture of architecture as a career today, recently convened a collateral summit in Washington, D.C. Individuals from the AIA, American Institute of Architecture Students, Association of Collegiate Schools of Architecture, National Council of Architectural Registration Boards, National Architectural Accreditation Boards, National Organization of Minority Architects, ArchVoices, and McGraw-Hill Construction shared detailed information April 11 on their organizations’ current data holdings and collection methods.

Most organizations collect their data through membership applications and periodic surveys, such as the AIA’s Firm Survey and Compensation Report, conferees confirmed at the meeting held at the AIA national component headquarters in Washington, D.C. “There is a real need to be more comprehensive in how data are collected and shared,” said Ted Landsmark, Assoc. AIA, chair of the Diversity Committee and president of the Boston Architectural Center. “We want to design a seamless method for data collection.”

The group also examined models in other fields. After presenting ArchVoices’ recent information-seeking initiatives via a survey and an essay competition, Cofounder and Executive Director John Cary Jr., Assoc. AIA, described the Official Guide to ABA-Approved Law Schools, a comprehensive guide published by the American Bar Association (ABA) and the Law School Admissions Council, which includes the demographics of law students and faculty, bar exam pass rates by school, and post-graduation employment rates. Available for sale in hard copy and as a searchable database on the ABA’s Web site, the Guide has no counterpart in the architecture profession, Cary noted.

Assessing information needs
Using mapping software, Boston Society of Architects Deputy Director Nancy Jenner facilitated a discussion to develop questions that will elicit qualitative data to provide a detailed picture of the architecture profession. The group broke the web of questions into three segments: architecture education, internship, and professional careers.

Summit participants also addressed defining terminology—such as “traditional” and “alternative” careers—and developed a comprehensive list of ethnicities (including multiracial choices) that all organizations could use. Further, attendees discussed the need to collect data on sexuality and disability in the workplace. Currently, there is no quantitative information on gay, lesbian, bisexual, and transgender design professionals and no central repository for information about special accommodations made for design professionals with disabilities.

Actions planned
The group identified immediate goals, including publishing proceedings from this meeting and submitting a white paper to the 2003 NAAB Validation Conference. They also assembled a task force with representatives from each organization to develop recommendations for filling in data gaps. The task force will publish its work online. Most immediately, however, the upcoming 2003 AIA Firm Survey will contain more detailed questions regarding the presence of race and ethnicity in firms. This information will not only contribute to the larger profile of ethnic and racial minorities in the workplace, but will also help the Diversity Committee prepare programs and services to meet the needs of underrepresented members.

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