Howells, Orms, Useful Simple Trust, Sheppard Robson, and We Made That are among the practices providing evidence of a progressive Equalities, Diversity and Inclusion (EDI) policy.
We Made That’s proposals to turn former station platforms into Rochdale Platform Park, with community facilities and public realm. The practice appoints an Equalities, Diversity and Inclusion Champion on every project, and takes steps to ensure that project teams reflect the diversity of the communities in which it works.
Creating a just space for people
Part 3 of the Regenerative Architecture Index is concerned with providing social connection, economic opportunity and wellbeing for all. Our design processes should foster a shared sense of stewardship where neighbourhoods can self-organise and build their resilience. This requires ethical, inclusive and participative approaches. Responses in this section were assessed by Architects Declare steering group members Mandy Franz, Michael Pawlyn, Tom Greenall, Alasdair Ben Dixon and Mark Goldthorpe, with expert input from Regenerative Architecture Index ambassador Immy Kaur – social and civil activist, businesswoman and co-founder and director of CIVIC SQUARE. Read more about Part 3 of the RAI here.Â
Practice Question 1
Does the practice have a progressive Equalities, Diversity and Inclusion (EDI) policy and can you evidence many forms of diversity, which are welcomed and acknowledged, within the practice?
Answers breakdown
Front-runner
We Made That
We have a structured EDI policy and action plan. We provide educational opportunities, work placements, pro- bono consultancy services to third-sector organisations, mentoring and financial contributions. We specifically address inequality and our policy sets specific measures of success, based on a set of objectives, and take active steps to address inequality through:
- EDI ‘Champion‚‘ on every project, with a project-specific action plan
- Sub-consultants assessed on ownership diversity, social and environmental impact
- A database of diverse-led practices across built environment disciplines
We Made That’s 20-strong team is 70% female, 15% LGBTQIA+, 20% BAME and 10% disabled. Despite the built environment’s influence on our everyday lives, we recognise that women and Black, Asian and multi-ethnic groups are still under-represented in the professions that shape it. We want to help correct the bias in who gets to shape the places we live and work in. Self-starting initiatives like the RE–SET–GO programme – an award-winning accessible, hands-on, paid workplace experience and mentoring programme with the mission of diversifying architecture practices – have been fundamental to We Made That’s approach to this.
Runner-up
Haworth Tompkins
Haworth Tompkins is a RIBA Role Model practice, one of only nine studios in the UK awarded this title. We have robust and progressive EDI and Social Responsibility policies that shape the processes and procedures of recruitment, opportunity and outreach. We are committed to diversity at all levels of the practice, believing diversity attracts diversity to ensure that the profession reflects the society we serve.
As an EOT, our EDI focus and working groups work to improve policies and procedures through initiatives like the Social Mobility Think Tank, Public Health and Universal Design, Gender in Architecture, Addressing Race Inequality, Social Value, Human Resources, and LGBT+ EDI. We monitor progress via diversity and satisfaction surveys. Our staff demographics reflect our EDI principles: 43% are female, 1% identify as non-binary, 24% are from ethnic minority backgrounds, 13% are members of the LGBTQ+ community, and 8% identify as disabled.
Ones to watch
Tate+Co
We have a progressive EDI Policy in our Handbook which is issued to all team members prior to them starting at the practice so that they understand our commitment and requirements. As well as this we have a number of other policies, such as a Menopause Policy, which demonstrate our commitment to making our workplace as inclusive as possible. Tate+Co is 75% female in terms of team members.
We are actively involved in a number of initiatives to improve diversity in the architecture profession, including regular school workshops with the RIBA Ambassadors programme and working with the Grimshaw Foundation for which Jerry Tate is a trustee.
Hopkins Architects
We do have an Equal Opportunities policy. We offer unconscious bias training and we have an enhanced maternity and paternity policy. We are registered with ‘10,000 Black Interns’ and have an intern placed within the firm every year. We financially support a number of employees undertaking a Level 7 Apprenticeship route to architectural qualification, which is a more financially inclusive way of becoming an architect.
Project Orange
We have a policy. However as a small practice of six people (including ourselves) our diversity changes depending on who stays and goes. We are 50% LGBTQ+ (both directors being civil partnered). Over the years we have employed staff from the EU, Asia and USA. Often we have a 50:50 gender balance. However recruiting for a rural practice is challenging as candidates are local.
Recent analysis of all our alumni showed that in 20 years, 55% of staff went on to set up their own practice, which we celebrate. We now call ourselves a ‘stepping stone’ practice.
Last year we helped sponsor a young architect from Azerbijan who became a refugee in the UK (for speaking out over workers rights). We were able to find him work, give him a decent computer, and assist his travel costs. James was a contributing editor to the book ‘A Gendered Profession’ (RIBA Publishing).
Orms
We have an EDI policy in place which is continually updated and covered in detail as part of new staff inductions. This currently includes specific equal opportunity policy statements on age, disability, race, gender and gender reassignment, sexual orientation, religion or belief, pregnancy or maternity, marriage or civil partnership, ex-offenders and Architecture Race Forum, attending regular presentations and discussion groups.
We have expanded our pool of interviewers and recruitment agencies to improve diversity in our recruitment processes. We also have several initiatives that support more inclusive access to architectural education. This includes school partnerships mentioned previously, apprenticeships and Part III support.
Feilden Clegg Bradley Studios
The practice has an EDI Plan of Action, which is reviewed and updated on a regular basis. Our plan outlines our commitment to EDI within the practice and the wider industry and details a number of initiatives which we undertake to support this work. We have signed the RIBA Inclusion Charter and our EDI Group regularly present at Partnership and all practice meetings on the development of the Plan. We have an Employee Forum which has been a great source of initiatives that the practice has then implemented and followed up on.
We run a blind recruitment process for all roles across the practice and have trained all managers involved on inclusive hiring. Alongside this, we have a number of partnerships we support both financially and through volunteering time, to develop the diversity of the wider architectural profession, including Design West’s Shape My City, Regeneration Brainery and Open City.
Collective Works
We recognise the importance of diversity and are striving to create an inclusive practice. Our practice is both female and global majority led. We also recognise the importance of neurodiversity and believe that taking decisions collectively will lead to better outcomes for all. We work to ensure representation within our team and seek out consultants from underrepresented groups. The more closely our team reflects the society we wish to serve, the more effectively we’ll be able to work with a broad range of clients and stakeholders. We are part of the Paradigm network, have spoken up regularly on gender inequity within the profession and have supported Part W Collective, The Just Transition Lobby, and Unheard Voice.
Howells
We are proud of the diversity of our team which reflects the rich ethnicity of both London and Birmingham. Our EDI statement sets out how we ensure our ongoing commitment to equality and inclusivity. We also have an in-house diversity champion and have signed the NLA’s Diverse Leaders Pledge and the Future of London Speaker’s pledge to reinforce our commitment.
We monitor non-financial KPIs which includes diversity and also measures diversity in leadership roles (senior architect and above). This data is actively monitored by our People and Performance Manager, who reports to our quarterly Strategic Board where this information is reviewed, and targets are agreed. All staff have undertaken compulsory EDI training in the last six months.
We recognise the need to improve diversity and inclusion within the practice and we actively promote and advertise positions to all, including those from ethnic minority or disadvantaged backgrounds. All our vacancies are advertised on our own website and social media, locally and through easily accessible websites such as LinkedIn and Indeed.
Sheppard Robson
Our 15-strong EDI group is led by the position of the EDI Champion; together, the team has the space and budget to drive forward issues and communication within the practice. This includes a programme of events and a healthy dialogue with leadership to input on the running of the practice.
We also recognise that the company’s leadership needs to be engaged in setting the tone for the conversation, so it has launched larger initiatives. Recent activities include creating a dedicated multi-faith room and a wellness room within our London office as well as creating more routes to working with us through apprenticeships and collaborative practice courses.
We hope it is clear from the women taking up leadership roles at the practice, including four women promoted to partner level in the last three years, that progression at the practice is not limited in any way by gender.
Useful Simple Trust
The Trust’s EDI Group is working towards a more progressive approach to inclusion across all our brands, whether that be project or people based. We are proud of the progress made on gender balance – women make up 50% of our Executive Board, nearly 50% of our Trustee board, and almost 50% across Useful Simple Trust as a whole.
Whilst by no means perfect, we strive to be an inclusive business. This is reflected in our Diversity Statement on all job applications where we actively encourage people from culturally diverse backgrounds, women, people with different abilities, LGBTIQ+ community, all age groups, and those with intersectional or multiple diverse characteristics to apply.
In February 2024, we provided Allyship Training to delve into the legal and social context of equity, diversity, and inclusion, including unconscious bias, and recognising and combating discrimination in an industry that is often widely criticized for its conscious bias.
