The National Associates Committee posed two questions this year to the candidates for AIA office. Candidates were free to address issues raised by the questionnaire in whatever form they found most appropriate, without necessarily answering each question separately. Each response was limited to no more than 500 words. Following are the questions and the candidates’ responses, as they submitted them via e-mail to the AIA by May 2.

1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?

Click on a candidate’s name to view his response:

First Vice President:
James A. Gatsch, FAIA (AIA New Jersey)
RK Stewart, FAIA (AIA San Francisco)

Vice President:
Ronald J. Battaglia, FAIA (AIA Buffalo/Western New York)
Michael Broshar, AIA (AIA Iowa)
Robert E. Middlebrooks, AIA (AIA Hampton Roads,Va.)
Jerry K. Roller, AIA (AIA Philadelphia)
Angel C. Saqui, FAIA (AIA Miami)
Robert I. Selby, FAIA (AIA Central Illinois)
Norman Strong, FAIA (AIA Seattle)

Treasurer:
Tommy Neal Cowan, FAIA (AIA Austin).

First Vice President/President-Elect candidate Responses

James A. Gatsch, FAIA
Increasing membership and its diversity
In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.

While many chapters have had some success in increasing the diversity of their membership, perhaps none has been as successful as the Boston Society of Architects. Theirs is a truly diverse chapter. At Grassroots, I asked how they had accomplished this and their response was: “We asked people to participate.” How simple! The lesson: We don’t need complex solutions; however, we do need to provide a meaningful membership experience across a broader, more inclusive series of membership categories.

Our goals for diversity will not be achieved overnight. Our efforts must be targeted at all points in a person’s professional development:

• Our K–12 students need inspiration and at least a rudimentary understanding of the profession of architecture and one’s potential within it. Armed with that understanding and inspiration, a diverse cross section of our youth will enter our accredited programs. The AIA should make grant monies available to allow local foundations to expand their K–12 efforts.
• Our institutions of higher education must work to engage and stimulate these students and simultaneously help them to gain a realistic understanding of the working world they will soon be entering. The AIA can provide practitioners with the tools they need to become more involved in teaching.
• Our firms need to provide meaningful and supportive work experiences through robust mentoring programs, flexible work hours, and role models. As professionals, we must respect the intern’s contributions to our practices and celebrate their professional growth. The AIA can continue to encourage mentoring and teach mentoring skills.

Accomplishing these goals in our elementary and secondary schools, in our colleges and universities, and in our places of employment will keep people in the profession. With our graduates remaining in the profession, the AIA’s job then is twofold: 1) to provide the guidance, support, resources, grants, and other tools to any and all involved in achieving the above stated goals and 2) to provide a meaningful and valuable membership experience for a broader constituency. With a diverse workplace and a strong incentive for joining, the AIA’s membership will begin to reflect society’s diversity.

Alternative and nontraditional careers
Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?

Our goals for diversifying our membership are not limited to just race and gender. We must also seek to strengthen the Institute by embracing those who have remained loyal to or are interested in the profession but chosen an alternative career.

The non-practicing architect is valuable to the fulfillment of the Institute’s mission at all levels of the Institute. Many such members are very active locally and are supported and represented nationally via our Knowledge Communities and the Board Knowledge Committee. Others have found a home in the Institute under our Community banner. Representation for these individuals will be obtained when the Board Community Committee becomes reality later this year.

By including those who have pursued non-practice-oriented careers in our deliberations, we enrich our response to the challenges that lie ahead. [ top ]

RK Stewart, FAIA
Let me first offer my thanks to the NAC for this opportunity to address a couple of the many issues affecting emerging professionals and the future of the profession. Throughout my career, I have worked tirelessly at all levels of the AIA to ensure that emerging professionals are recognized and engaged fully as valued members of our professional community.

1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
Since 1968, when Whitney Young Jr. challenged the profession to address diversity within our profession, we have struggled with this issue. Our progress has been embarrassing, with little change in the demographics of the profession. There are a number of opportunities for us to change those dynamics. We should raise our commitment to K–12 education programs to expose younger students to the possibilities of a career in architecture. We should expand the AIA’s scholarship programs, implementing the matching fund program proposed by the Scholarship Committee. This program would match local component funds with national funds, a great chance to collaborate with and return funds to local components. We should use the AIA’s 150th Anniversary celebration as a chance to enlarge our scholarship endowment fund to support this program. Finally, we should provide greater support from the national component for local, face-to-face mentoring programs. Only by nurturing and encouraging young people throughout their process of education and registration can we hope to reflect the society we serve.

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
In many components, there is little distinction between membership categories. Associate members and architect members alike lead committees, hold board positions and work together to advance the profession. Often, it is Associate members who make major commitments of their enthusiasm and energy to a component’s work. Rather than drawing distinctions between members, we should focus on the contributions that individual members make to the AIA and their communities. In that light, professionals pursuing nontraditional career paths should be welcomed and encouraged to participate fully in the AIA’s programs at all levels. Each of our Knowledge Communities would benefit from the perspective that nontraditional professionals have to offer. We should embrace these members of the architecture community and understand what opportunities in addition to the Knowledge Communities exist for the AIA to support their careers.

Thanks again to the NAC for raising these important issues.

See you in Las Vegas! [ top ]

VICE PRESIDENT CANDIDATE RESPONSES

Ronald J. Battaglia, FAIA
1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
As a member of AIA’s Diversity Committee and the Board Diversity Discussion Group, I have had the opportunity to advocate for diversity at all levels of the AIA. My actions are drawn from my efforts over 30 years to nurture a diverse staff, provide diverse services, and serve a diverse clientele. I am honored to have co-authored and co-sponsored Resolution 04-02 “To Strengthen the Demographic Diversity of the Design Profession.” In addition, I co-authored the Diversity Policy/Position Statements and Diversity Initiatives presented for Board action.

At this point I believe some discussion/definition of diversity is necessary. Many people erroneously see diversity as simply a numbers game: increase architects from underrepresented demographic segments so our profession more closely reflects our diverse population and we are done. This has been the attitude since Whitney M. Young Jr. challenged the AIA in 1968, and look at the results—our statistics have changed little. The recent AIA Branding Study confirms this: The public identifies architects as white middle-class men. In defining diversity, I cannot improve upon the statement of my Board Discussion Group: “. . . Diversity is a cultural ethos—a way of thinking or acting that affects everything we are or want to be. Diversity fosters a culture of inclusion, greatly enhancing our membership, our profession, and the quality of life of our communities.”

My ideas for policies, programs, and initiatives:

• Adopt the Diversity Committee’s Diversity Policy/Position Statement
• Support ongoing efforts to advance Resolution 04-02, leveraging the knowledge gained with actions to strengthen diversity/inclusiveness in the AIA and the profession
• Fund membership pilot programs that promote a diverse/inclusive membership
• Institute diversity sensitivity training of new Board members and staff; provide a “kit” for state and local components to do the same
• Adopt a policy advising AIA leaders to appoint diverse members to committees whenever possible
• Increase public outreach programs, such as S/DATs and R/UDATs, that connect the AIA to local government and community groups and encourage diversity in our profession, the services we offer, and the clients we serve.
• Establish a program that strongly suggests each member provide 40+ hours/year of pro bono public service to those segments of our society traditionally not reached by architectural services.

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
To become more diverse we must be more inclusive. I believe in the Boston Society of Architects’ model of inclusiveness: the bigger the “tent” the better. Many alternative and nontraditional career professionals have the experiences and perspectives to inform our policies and core values. Together we can make a difference.

• AIA membership categories should be expanded to be more inclusive, allowing non-professionals, government officials, other professionals, and “friends of architecture” to be members
• AIA programs and initiatives should be expanded and/or replaced with those that will benefit our more diverse membership
• Our committees should include these members; we have much to gain from their perspective
• Our Knowledge Communities will be richer and gain relevancy from their diverse interests.

Bottom line . . . this synergy will foster broader perspectives, greater influence, and more work! [ top ]

Michael Broshar, AIA
1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
The resolution passed at Convention in 2004 (To Strengthen the Demographic Diversity of the Design Profession) was a necessary first step. Once we understand the demographic makeup of the profession, the AIA, and architecture schools, we can develop strategies, policies, and programs responsive to increasing the diversity of the AIA. We also need to identify and understand the barriers to entrance and leadership positions within our profession that exist for women and minorities. The seeds for change were planted last year, with the formation of the Diversity Discussion Group. This discussion group will receive and evaluate the demographic information, and will use it in developing an action plan to increase the diversity of the profession, for adoption by the AIA Board. They will also continue to track the data over time to determine the efficacy of the actions we take.

At the same time, we can’t simply hope that the students entering architecture schools become more diverse. In the roughly 35 years since Whitney Young Jr. challenged our profession to embrace diversity, there has been little change in the number of African American architects entering our academies. We need to reach children of all ethnicities and in primary and secondary school settings to make them aware of architecture as a career choice. We need architects in our schools as mentors and role models. Our firm participates as a Partner in Education with a local elementary school, providing mentoring experiences to a diverse student population through penpal programs, cultural fairs, and reading programs. It will take this kind of personal participation, carried to a much larger scale, to begin to attract a diverse student population to choose architecture as a career. The AIA has provided funding for the ACE mentoring program (high school program for students interested in architecture, engineering, or construction). There are opportunities to partner with the American Architectural Foundation, who is focusing on K–12 architecture in the schools programs, and who sponsors a scholarship program for minority and disadvantaged students.

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
The AIA is a complex organization, and it is possible to engage members at a number of levels, but the strongest connection to the member occurs at the local component level. Members join the AIA for a variety of reasons: some for social experience, some to increase their knowledge, and others because a united voice of the profession can advocate more forcefully than many voices.

I believe that whether traditional or non-traditional, licensed or unlicensed, the AIA can provide a touchstone for members sharing common interests at any number of levels. Knowledge Communities exist representing the breadth of practice for traditional and nontraditional professionals. Additional Knowledge Communities may be identified over time, responding to the knowledge needs of current and future members. Advocacy and community opportunities exist both locally and at the national level, through meetings, social events, government affairs, special interest committees and conventions. A key to attracting nontraditional members is welcoming and personal contact with members sharing their interest. [ top ]

Robert E. Middlebrooks, AIA
1. Lost opportunities for our profession and the AIA in seeking diversity occur at predictable points. Each one strips the prospective professionals from our ranks.

First, and I feel most importantly, is at the early and mid stages of a child’s education. Our profession loses its diversity at that critical point, when children need focused attention. Introduction of architecture curriculum into elementary and middle-school education, coupled with focused professional assistance, could drastically alter our long-term diversity. The AIA and the Foundation also need to further develop both curriculum and promotional information in support of young adults. I see the creation of a DVD that could include a broad variety of information, slideshows, and video presentations that can be used by each of us as we go directly into the schools to recruit our next generation.

Obstacles from college entrance requirements to finding the first job also strip our profession of diverse candidates. Identifying good college candidates by criteria other than a 4.0 and a next-to-perfect SAT may help. Certainly finding job opportunities with competitive pay would help bridge the gap to internship.

The transition through internship and examination is the next hurdle. Clearly, strong mentorship programs and support by the firms continue to be the key, as represented by the Diversity Committee’s report.

The last is the most surprising. The AIA should be the haven for diversity and be the organization most naturally suited to support a diverse profession, but clearly we have failed to represent even the small percentages of women and minorities in our profession. Certainly this gap needs more study to determine the cause. Is it lack of value in the AIA or is it simply that firms are not supporting the broader spectrum of employees? Here the AIA and our firms need to be far reaching in supporting our diversity.

2. The original AIA was certainly created to represent a very traditional role of the architect. Very few of us practice today using the same methodologies set forth by the forefathers of the AIA. Change has occurred to influence our profession, for both the good and the bad. We are today a broader organization, covering many diverse and alternative practices. Most of our practice alternatives are supported by our knowledge communities, but most still follow a traditional path. Even “Emerging Professionals” focuses on traditional practice first and foremost.

I feel a dedicated Knowledge Community that focuses on alternative careers would be the best way to support alternative and nontraditional career professionals. It would give us a place and a forum to support a diversity of career paths and subjects. Of course, the problem is by nature broad and hard to categorize, so it will take a concerted effort to identify and draw in professionals on the fringe and on alternative paths. Our success in doing so will enrich and rejuvenate our profession, along with broadening the scope of influence that the AIA, architecture, and design professionals desire. [ top ]

Jerry K. Roller, AIA
Your two questions are appropriately interrelated. We must change the current make-up of the profession to more closely reflect our society at large. Once we develop a more diverse membership, we must properly welcome all members, including those in alternative and non-traditional careers, in the life of the AIA.

Our membership will not become more diverse until a more diverse group enters architecture schools. High schools are channeling talented minorities into medical and law schools and not advising them on the virtues of a career in architecture. The American Architectural Foundation has begun to address this issue by promoting architecture in K–12 education. In my hometown, AIA Philadelphia has established the Charter High School for Architecture and Design (CHAD), which services a very diverse student population. My firm was one of the founding members of CHAD.

The Foundation program is excellent, but we need to expand our efforts. The national component of the AIA should provide grants to the local components to develop outreach programs to youth groups and houses of worship that service minority communities. Our members need to meet with small groups of children to portray architecture as the wonderful, rewarding profession that we know it to be. We need to attend Career Days at public schools, as I do each year at the large magnet school that I attended. We need to form liaisons with guidance counselors so we can meet and mentor promising minority students.

Creating a more inclusive, welcoming organization is a broader challenge. As we heard at the 2002 convention, educators, government architects, and others do not want separate treatment. We heard the same expression at AIA Pennsylvania, where our pilot program to offer half-price membership to that group has not succeeded. The lesson is as follows: Rather than create separate groups for each constituency, we need to integrate women, minorities, and non-traditional members into our “One AIA,” because we are all enriched by the broad participation of diverse graduates of architecture schools.

As architects take on more varied roles and the profession becomes more diverse, we need to make sure that all our trained architects are welcome inside the AIA tent. It means, on a simple, social level, encouraging our leaders to reach out to diverse members of the profession. Our chapters should redouble their efforts to include a broad representation of professionals on boards and committees. We should remind our members that being an architect is a matter of education and training, not a function of employment.

We must also encourage our members to be more welcoming in their practices to provide better opportunities for women and minorities. This could include a survey of how firms are accommodating personal needs for combining family and practice and are offering flexibility to those who need it. We could create an award recognizing firms who make particular efforts in this regard.

Over the years, the profession’s make-up has changed for the better. Our public persona must now change to reflect our growing, diverse make-up. [ top ]

Angel C. Saqui, FAIA
1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
As a member of Hispanic ethnicity, practicing in the USA since 1967, I have had a long experience on this subject.

My firm is a living example of diversity, having employed architects from all corners of the world, including Africa, Japan, Vietnam, Egypt, Europe, South and Central America, the Caribbean, and many more.

During my five years of service as Chair of Membership Recruitment and Retention of the then Florida Association of the AIA (now AIA Florida), I was able to bring in new members not only from the Hispanic community, but from other ethnic groups as well, with the simple tool of explaining to potential members the benefits of joining the AIA. This was done coupled to the technique of a direct personal recruitment, where one member would bring in at least one prospective new member, regardless of ethnicity.

There is much that can be done in this aspect, and it would take much longer than 500 words to explain it. What is necessary is a team of devoted members and staff, with the conviction of attaining this goal. The closest I could visualize this movement is as professional proselytism, with great fervor and ideal, backed up by the resources that we have.

My lifelong experience in this area gives me a special advantage that I wish to share with other members.

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
I believe that an architect is an architect, no matter what he/she has chosen as a means of livelihood or expression, or whether licensing has been obtained. I myself for several years was engaged in nontraditional areas. Yet, I always saw myself as an architect. I was always interested in anything related to the profession, regardless of what I was doing at any moment in particular.

During my lifetime, I have spoken with many architects who have been practicing in alternative or nontraditional areas. Most have expressed that the profession of architecture is deeply rooted in their hearts with great passion, no matter what they were doing.

The AIA is the great force that binds all architects. I believe we should not place those architects in separate niches because of the way they earn their living, but provide them with the means to seek their own professional interests through our diversity of resources and activities.

Thanks for this opportunity to express my opinions. [ top ]

Robert I. Selby, FAIA
1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
I am running for Institute Vice President to continue to promote greater diversity in architecture schools so we can achieve greater diversity in the AIA. I helped write the AIA’s adopted Public Policies on Architecture Education that called for greater diversity to include members regardless of gender, age, race, religion, ethnic background, sexual orientation, physical ability, or national origin. Now it is time to translate policies into action. The Diversity Committee under the leadership of Ted Landsmark, PhD, Esq., Assoc. AIA, is off to a great start. But they can’t do everything by themselves. The question is: How can you and your component help achieve diversity?

I invite you to attract more underrepresented students to architecture schools by visiting them in inner-city grade schools. Kids don’t see our profession on TV as they do lawyers and doctors, so they don’t know that architecture is a caring profession that designs libraries, schools, recreation centers, and helps rebuild neighborhoods to become truly livable communities. I invite you to join or start a school visit program to include populations underrepresented in our profession.

I invite you and your AIA component to join or start an AIA neighborhood urban design assistance team, perhaps in association with your nearest collegiate school of architecture with an existing outreach program. When neighborhood residents see architects, architecture students, and faculty working in their communities on the residents’ agendas, we earn respect from parents who might encourage their sons and daughters to consider a career in architecture.

I recommend that AIA architects be able to earn HSW continuing education credits for school visits and pro bono neighborhood revitalization assistance programs.

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
Let me use educators as an example of an “alternative” career that often feels underserved by the AIA. How could the AIA serve this group better, and vice-versa? The AIA aspires to be a greater knowledge-based organization. Educators are scholars who create new knowledge. More educators would join the AIA if they could present peer reviewed scholarly papers at the National Convention and publish them in AIA/J. The quid-pro-quo to the AIA is an elevation of its stature as a knowledge-based organization.

I recommend we expand our Knowledge Communities and convention programs to include more nontraditional careers. We already have KCs for Corporate Architects, Facility Managers, and Public Architects. Knowledge Communities are great forums for developing and exchanging best practices with kindred spirits. I invite alternative career architects and associates who are developers, photographers, contractors, set designers (and the list goes on) to identify new KCs that should be formed. I also invite AIA component leaders to ask alternative career professionals in your locations to join the AIA and to join or form component committees to serve their unmet needs locally. [ top ]

Norman Strong, FAIA
1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
The American Institute of Architects is the voice and the future of our profession. That being said, the AIA membership must reflect the society we live and practice in.

Many significant efforts have been made to broaden our membership and access to architecture through scholarships and other programs on a national level but that is just a part of the challenge, we need to do more. We also need to collectively address and accommodate alternative career tracks, and access to the profession upon graduation from an architectural program. We are losing the potential for our future by not engaging and encouraging this important group to carry forward and lead our profession.

I believe that in order for the AIA to make a significant move toward a more diverse membership we need to tackle the problem as “One AIA” by challenging all levels of the AIA components and membership to address diversity and not just rely on the AIA national component to develop a “solution.” With an architectural emphasis through local activism in community K–12 schools, in our universities, and in our practices the AIA can make a difference.

An excellent example locally is my AIA Seattle component’s long term commitment to diversity through a summer solstice celebration of diversity, which culminates in the funding of scholarships to encourage access to the profession for those who may not have considered architecture as a viable option. This emphasis has evolved into participation by our diverse community and has developed powerful leaders within our component and community.

Our AIA150 celebration in 2007 is the opportunity to make a statement about our future. The AIA Board, the National Diversity Committee, and the National Associates Committee must develop a call for action now to all levels of the AIA, to show the power and potential of architecture to individuals and their communities. If the AIA and architecture are to be truly relevant to society, let us demonstrate it through activism within our communities. The long term rewards will be significant to all!

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
Many of the issues this question raises relate to the question above, although I believe the power of the AIA being relevant and valuable to alternative and nontraditional career members is through the Knowledge Community (KC) network.

For the last three years, I have been in a leadership role in our move to a knowledge-based organization. I have met many alternative and nontraditional career leaders within the AIA National KCs who are completely engaged and doing incredible things for the members of the AIA. Their perspectives and passions broaden the discussion we are having with architects and the communities we work in.

The next strategic step in the process is to fully align all components and their diverse members into similar KCs to the national model so that the same broad opportunity for alternative and nontraditional career members is available locally. I believe the AIA’s next wave of leaders will emerge out of these local KCs, to the benefit of our profession and society. [ top ]

treasurer CANDIDATE RESPONSES

Tommy Neal Cowan, FAIA
1. In light of the recently released NAC Diversity White Paper, what are your ideas for increasing membership diversity? Please provide examples of appropriate policies or programs that have been adopted (or that you would like to see adopted) either nationally, regionally or locally to address diversity.
It is my opinion that diversity does not start with architecture registration, but begins as early as the elementary years of formal training. Were it not for a fifth-grade art teacher at Rosedale Elementary taking the time and effort to encourage yours truly to follow his interest in building types through Austin’s Laguna Gloria Art Museum’s Wellsley Jr. Art Competition (third-place winner), I would probably be a dentist in Pflugerville. It therefore stands to reason that if the AIA wishes to promote diversity at registration, it must encourage interest at initiation. I believe we have the resources and connections to offer financial support to local components that would initiate, manage, and maintain programs specifically designed to engage young students in our profession.

For example, AIA Austin—in conjunction with the University of Texas at Austin School of Architecture, the local Real Estate Council, City of Austin Permitting, local credit union, AIAS and more than a dozen local practitioners—invited students from two low-income, minority elementary schools to spend a day enjoying a “Box City” program. Breakfast and lunch as well as transportation and all materials were donated for 40 fifth graders. Each student was exposed to the design process, production documents (bluelines of their drawings printed by U.T.), permitting by the City of Austin, financing advice by the credit union, construction of a scaled cardboard model with final placement in the architecture school courtyard, which had been block-zoned. These students are now in middle school, and they are being exposed to the possibility of our profession through follow-up Career Day lectures.

2. Where in the AIA do you feel alternative or nontraditional career professionals (both licensed and unlicensed) best fit in and can be best served and represented?
I believe that nontraditional professionals are just as much a part of “Community” as practicing professionals, and although they might be involved in government, industry, or education pursuits, their interaction through all AIA programs would benefit all parties. [ top ]

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