DIVERSIFYING THE MAINSTREAM
. Elevating Issues, Lifting Voices, Raising Funds

On the longest day of 2002, fifty-some design professionals of various stripe assembled in Bellevue for a mini-conference, "Diversity Matters in Practice: Working Together," presented by the AIA Seattle Diversity Roundtable in partnership with MulvannyG2 Architecture. Event sponsors*:
� MulvannyG2
� Arai/Jackson Architects + Planners
� Jones + Jones Architects + Landscape Architects
� LMN Architects
� Miller/Hull
� Mithun Architects+Designers+Planners
� NBBJ
� ZGF

WELCOME & INTRODUCTIONS
AIA Seattle President Steven N. Arai AIA welcomed attendees to the 5th annual Summer Solstice event, briefly outlining the history and purposes of the program: "From the beginning, the purposes of the Solstice event combined (1) assembling a community of designers from diverse backgrounds for a celebration of diversity, and (2) raising funds for programs of support to students from minority and disadvantaged backgrounds at the UW College of Architecture and Urban Planning. In 2000, our campaign led to the endowment of the Denice Hunt K-12 Internship. Building on that success, the Diversity Roundtable in 2001 committed to a second campaign, to endow the AIA Seattle Fund for Architectural Diversity."

He went on to note that, seizing on the opportunity of the recent publication of Kathryn Anthony's Designing for Diversity: Gender, Race, and Ethnicity in the Architectural Profession (U. of Illinois Press, 2001), the Roundtable expanded the 2002 program to include a mini-Conference with Dr. Anthony as keynote speaker, and incorporating a panel of practice leaders from the area.

On behalf of the Diversity Roundtable and AIA Seattle, Steve Arai welcomed special guests:
� Keynote speaker Kathryn Anthony, University of Chicago
� Patricia Saldaña Natke AIA of Chicago, Chair of the AIA Diversity Committee
President Arai extended special thanks to partners and sponsors of the event, whose confidence and support made possible this year's expanded program, and also form the basis of the contribution to the UW CAUP scholarship program. Rounds of applause went to all, especially including MulvannyG2 for hospitality and support for the Solstice event, and AWA Seattle for assistance in promoting the event.

KEYNOTE ADDRESS: KATHRYN ANTHONY
AIA Seattle 1st VP Rena Klein AIA outlined the Conference format, and welcomed keynote speaker Kathryn Anthony, with an introductory appreciation of her landmark work.

In her remarks, Dr. Anthony offered highlights from her findings about the status of women and other under-represented groups in architecture - including perhaps the most extensive analysis available of professional demographics regarding these groups' experience in various aspects and phases of architectural careers - from student population studies to registration statistics, employment placements and salary data differentiated by gender, race, and ethnicity. Extensive anecdotal presentations and compilations also document the quality of experience in various elements of architectural practice.

In summarizing her findings, Dr. Anthony offered suggestions about emerging trends, areas for optimism and "further struggle," with specific suggestions for action steps available individually and organizationally. She noted particularly that, unlike other organizations representing the professions of medicine, law, accountancy, and others, the AIA has not invested in nor apparently directed attention to detailed studies of professional demographics related to future trends. She expressed optimism that "all of us can benefit" from understanding these aspects of our profession and our opportunities to make a difference.

PRACTICE LEADERS PANEL
The program continued with a panel of practice leaders, moderated by AIA Seattle Community Service Award 2002 recipient Keli Hagen Associate AIA. A brief summary of panelists' comments follows (paraphrased):

o Steven N. Arai AIA, Arai/Jackson Architects + Planners:
"At Arai/Jackson, after 32 years in the business, we have all the right statistics (33% women, 35% racial/ethnic minorities) -- but we can't fall back on this achievement without examining and learning what it means to genuinely incorporate the rich mixture of perspectives into our work together. We need to work further to create an office culture that promotes the value of diversity, and relates this value specifically to our projects."

o Johnpaul Jones FAIA, Jones + Jones Architects + Landscape Architects:
"32 years ago when Ilze Jones, Grant Jones, and I established Jones + Jones, we had to choose whether to register as a WBE or an MBE, since the structure didn't allow both. Over the years, we have steadily added both women and minorities in ownership, and have worked on maintain professional balance of architecture and landscape architecture in our practice. Early on, we began to work with Indian groups, on a semi-volunteer basis; and now that these groups have gained some economic strength through the casino business, we have done some interesting work on cultural facilities - which calls on the diversity values within the practice.

"I also want to emphasize the critical importance of speaking out on diversity issues: don't fear to speak from your heart and your family to ask for what you need from your colleagues. It will make all of you, and all your work, richer."

o Susan Jones AIA, NBBJ:
"NBBJ originated in 1949 when four white males assembled at the request of a client that they collaborate. 'Collaboration' has remained a persistent theme at the firm, with new resonance today, in one of the nation's largest firms with hundreds of employees. About 20 years ago, the firm's leadership made a conscious commitment to bring new breadth to the ownership and management, and three years ago appointed the first woman partner (today, three). But diversity is not about numbers, it's about great design and the challenge of managing creative people, with diverse passions and motivations.

"How do we foster a culture of creativity? (1) open exchange of information at all levels; (2) nurturing/mentoring interns, at this particularly tough period of their careers; (3) consciously attracting and cultivating leaders. We've found special value in the HR process of a '360 review" in which mutual commentary fosters accountability of the whole team.

"A word of advice to those who feel held back by discriminatory attitudes: Stick with it, and stick to your guns! Don't stereotype yourself. Let people, including your supervisors, know when they've crossed the line."

o Donald I. King FAIA, DKA:
"Based on my personal experience of frustration in working with 'establishment white male architecture,' I aimed to turn that around by assembling a collection of 'not acceptable' people and to make that an asset to our business. This philosophy has helped us overcome 'conformist modes' and encouraged independence in our thinking and design - especially relevant to our client base among under-served populations. We don't care if our work doesn't win design awards!"

o Jerry Q. Lee AIA, MulvannyG2:
"I found inspiration to become an architect in my childhood, from an immigrant classmate, my best friend, who lived in poverty. I wanted to be able to make a difference in lives like his. Over the past dozen years with MulvannyG2, I've often had the opportunity to interview applicants from other cultures who've been turned down by other firms, mostly because of non-conformity in appearance or perhaps limited English language skills. I'm amazed at the brilliance of some of these individuals, and glad that we had the chance to put their skills to work.

"In fact, it has become quite an advantage to us in our work with diverse cultures both here and abroad. We have really tried to achieve an internal culture that respects and capitalizes on diversity, because we feel that feeling respected helps contribute to professional creativity."

o Kristen Scott AIA, Weber + Thompson:
"In a firm of 38 people, we have 60% women and minorities, and 40% among the professional staff - probably statistically remarkable in a firm of this small size. My partners showed their commitment to diversity early on, by hiring me! In 1996, I became the first woman principal; now as the mother of two young children and as President-elect-elect of AIA Seattle, I seem to be trying to prove that you can do and have it all!

"Early in the life of this firm, the principals made a conscious commitment to hiring people for the long term, which has meant a concomitant commitment to (1) flexibility to changing life situations and (2) mentoring. Specifically, we have designed our space with a very open office plan - no secrets! And we have assigned mentors within the firm. As the firm grows in numbers, we found the challenge increased to keep up with people's professional growth. So we broke the group into pods - NOT project-related - to keep people in touch with a network. We schedule lots of social occasions to keep the barriers down, and we've tried some experiments to adapt to employees' family commitments - including working at home. These strategies demand a lot of both management and staff, but so far we've found it pays off for our practice."

INTERACTIVE OBSERVATIONS/
ACTION COMMITMENTS
In the next phase of the Solstice conference, facilitated by Rena Klein utilizing modified Open Space techniques, attendees created an agenda of discussion topics, with conversations convened by attendees based on their own passions and responsibilities. The process generated numerous lively conversations, and resulted in some shared insights and commitments. A sampling follows:
� "A closed mouth does not get fed. Don't shut up!" - Kathryn Anthony
� "Shared passion for design draws us ALL together, 'major' firms as well as women- and minority-owned practices. The circle enlarges, the network grows for everyone's good." - Steve Arai
� "Tell the success stories, highlight the people involved, and get the word out - including about this great event and the AIA Seattle Diversity program!" - Pat Natke
� "The image of architecture needs to change to reflect a new reality." - Rob Natke
� "We need communication among the various diverse groups, and our firms." - Matthew Jones
� "I need to do more to bring public attention to a different story." - Ken Roberts
� "We can change perceptions. We have the power!" - Tyra Sorensen
� "Speak up, ask the questions, tell people 'who's really on the team.'" - Colette Wallace
� "We can promote understanding of the economics of architecture: inaccessibility at many points, the myth of 'pedigree' issues - and address by outreach, mentoring, scholarships. Firm outreach to HS counselors can help." - Clarence Kwan
� "It goes beyond me and my firm." - Mitch Smith
� "AIA can outreach to under-represented groups in architecture via membership." - Lisa Papp
� "AIA needs to tell the story via its major vehicles, i.e. Architectural Record and Convention. - Rena Klein
� "At this event, expression of concern at all levels gives us hope. Together we can apply a 'design problem' approach to this issue." - Carlin MacDougall
� "We can hear lots of different voices in the choir, which tells us the value of sharing and also of talking beyond this circle. I appreciate the opportunity to gather, we need this communication." - Wendy Pautz
� "We should create a LEED rating for architectural practices regarding their diversity-friendly policies, and publish the Top Ten/Bottom Ten." - Teresa Rodriguez
� "We need each other for mutual support within 'vanilla' architecture." - Keli Hagen
� "We can get value by creating and encouraging frank and direct exchange within our firm." - Rob Widmeyer
� "I got some new ideas about employee benefits which can become a standard. The rise of the so-called 'creative class,' which some think offers salvation to our society, depends on diversity (among other factors). Diversity supports creativity supports new markets, and connections over what we care about gets us there together." - Don Miles
� "Let's respect the power of our multicultural fabric, and translate it into our families and our work. Bring people together to create a unique architecture." - Bob Weisenbach
� "Tell the stories, we can all do it! I commit to helping find additional support for scholarships in design, and to helping get the word out." - Jerry Lee
� "Although we have chosen 'a rich man's profession,' we can communicate about diversity to help create bridges across cultures. No old boys' network here!" - Nancy Callery
� "Let's get to know and respect each other as individuals and get beyond judging by looks and conjecture based on appearance. This will advance our understanding, and each and all of us." - Tung Ho

CONGRATULATIONS TO SCHOLARSHIP RECIPIENTS
Attendees welcomed and congratulated Craig R. Skipton, a landscape architecture student selected as the first Denice Hunt Intern. His project, supervised by Dr. Sharon E. Sutton FAIA of the Center for Environment, Education and Design Studies (CEEDS), involved working with K-12 students in design of a playspace at T. T. Minor Elementary School in Seattle. Alix Henry, recipient of an AIA scholarship this year, also received the congratulations of the assembly.

SOLSTICE PROCESSION/
GIFTS TO SUPPORT STUDENTS AT UW CAUP
Hosts from MulvannyG2 led celebrants on a tour of the office, which occupies three floors of a building within a Hines office complex. Guests enjoyed an ethnic feast and made "offerings" to benefit the AIA Seattle scholarship programs at the University of Washington College of Architecture and Urban Planning. Preliminary tallies showed net proceeds exceeding $9,000, thanks to the generosity of sponsors and guests.

CLOSING CIRCLE AND CHORUS
Recognizing the challenges involved in overcoming social and economic disadvantage in our society and the design professions, Steve Arai led a concerted chorus of Billy Joe Royal's "Down in the Boondocks."
Down in the boondocks, down in the boondocks,
People put me down
'Cause that's the part of town I was born in.
I love her, she loves me, but I don't fit in her society.
Lord have mercy on a boy from down in the boondocks.

* other donors:
Douglas Bailey AIA � Doug Brinley AIA � Donna Jean Brown AIA � Nancy Callery AIA � Viviana Curutchet � Fukui Architecture � Tung T. Ho � Tim Jewett AIA � Johnston Architects � Norman J. Johnston FAIA � Donald I. King FAIA � Carlin MacDougall � Patricia Saldaña Natke AIA � P2 Design Group � Marga Rose Hancock Hon. AIA � Wolf Saar AIA � Sclater Partners � Kristen Scott AIA � Tyra Sorensen AIA � Sharon E. Sutton FAIA � M. Colette Wallace Assoc. AIA � Robert Weisenbach AIA � Daniel Williams ARCHITECT � Elzbieta Zielinska

THANKS, EVERYONE!