2020 Call-to-Action

Your support is imperative

NOMA NW would like to invite every firm and organization within the AEC industry to pledge to the Call-to-Action. We believe the fulfillment of these commitments helps lay the foundation for the reconstruction of a truly unified and anti-racist architectural, engineering, construction, and design community. This list of commitments is by no means exhaustive, and therefore, we welcome all voices to contribute to the building of this new framework by submitting feedback to us.

This Call-To-Action is a voluntary and aspirational effort for AEC firms to take on. WE ARE ALL IN THIS TOGETHER. NOMA NW and AIA Seattle will provide support to firms in sharing of resources and providing forums for firms to work together to help create a more diverse building industry. This Call-To-Action is not a legally binding document, but a guideline for firms/organizations to change their current practices of supporting, recruiting/retaining, and promoting BIPOC individuals. This Call-To-Action will be different for all firms/organizations in the Pacific Northwest based on each one’s unique circumstances.

We recognize that this work will be difficult, as it will require critical conversations from leadership and staff, internal reflection, and a long-term commitment to systemic changes. This uncharted territory calls upon each contributing firm/organization to brave the daily discomfort and uncertainty, to make mistakes along the way, and to challenge the complacency of the status quo. Ultimately - with courage, conviction, and struggle - collectively we can re-imagine and rebuild our profession, one person at a time.

We thank both the AIA Seattle and Planning in Color for endorsing this Call-to-Action, and for their ongoing support of this critical initiative.

Terminology

(See Appendix)

When we uplift our most vulnerable and disenfranchised communities, we all benefit. Throughout this document we use the acronym BIPOC (Black, Indigenous, and People of Color). We take this acronym to mean, colloquially, “black” and “brown” peoples represented by the African American, Native American, Latin American, Middle Eastern, and South/East Asian communities. We acknowledge that every cultural group holds their own histories, perspectives, traumas, and social/cultural experiences in relation to US history of systemic racism and “othering”. It is impossible to address them all in this one Call-to-Action. Therefore, the focus is on building bridges across a deep and persistent fissure in this country and profession: The Black/African American experience. We believe that by channeling efforts towards rooting out biases and injustices against one of the most historically disinherited and generationally traumatized communities, we - by extension - also uplift all other marginalized communities in the process (Native American/Indigenous people, POC, LGBTQIA+, Women).

Co-conspirator: Co-conspiracy is about what we do in action, not just in language. It is the move through guilt into acknowledgement. Being a co-conspirator is activating one’s privilege and courage to call-out and interrupt racist or biased behavior and practices, for the equal treatment and advancement of all.

CTA: Call-to-Action

HBCU: Historically Black Colleges and Universities.

MSI: Minority-Serving institutions

EDI: Equity, Diversity, and Inclusion

NOMA NW stands firmly with our National organization’s guiding JE:DI principle:
To Pursue Justice and Equity to yield Diversity and Inclusion

The Call-to-Action Pledge

We invite all individuals and firms/organizations who are ready to affect real change to join us by adding your name as a signatory to this Call-to-Action Pledge.

Prerequisites

(These are requirements that should be met before proceeding with the pledge commitments. The prerequisites lay down the foundation for what it means to work towards a more just, equitable, diverse, and inclusive workplace)

Conduct office-wide EDI training to establish a benchmark metric for your firm. Conduct cultural competency interviews, starting with leadership. Know where you and your office stand before engaging in the subsequent pledge (from individual employees to policies and practices). This is a pivotal first step for any entity looking to make effective change.
Start this Call-to-Action by creating a safe space for current and future BIPOC staff. Openly state that Black Lives Matter, and follow through with actionable systemic changes. Work towards transforming the workplace into a safer space not just for BIPOC, but for all staff. When all staff feel valued, seen, and heard, employee retention is improved.
Acknowledge that systemic racism/anti-black sentiment and gender inequality have historically existed within the United States, and continue to persist in new forms in the present day. Holistic buy-in from leadership, middle management, and staff on the reality and urgency of this issue is critical in establishing a common point of reference for which to begin the work (see Appendix).
Be a co-conspirator everyday by speaking up and showing up for BIPOC colleagues. This includes, but is not limited to: acknowledging, listening to, validating, valuing, supporting, and amplifying the voices of BIPOC professionals both inside and outside of your firm/organization’s domain (i.e. at formal and informal meetings, on job sites, in front of clients, within your communities/homes, in private and public spaces).

Foundational Commitments

(Once the prerequisites have been established, firms/organizations should move onto these commitments. This is a starting point for actionable items within your firm/organization)

Conduct at least (2) annual open-to-all, firm-wide workshops on cultural competency. Secure the services of a BIPOC expert/specialist on anti-racist educational initiatives.
Develop a mentorship program within your firm/organization and/or participate in an external mentoring program to connect and support BIPOC staff in their career development within the profession.
Integrate BIPOC books, materials, and vendors into the office’s circulation of reference materials. Acknowledge and support the BIPOC community’s contributions to architectural history and the built environment.
Develop, publish, and uphold clear metrics with path-to-leadership job descriptions, made accessible to all staff.
Develop collaborative partnerships with HBCUs, MSIs, and/or local community colleges, universities, affinity groups, and BIPOC-focused organizations, to attract Black or underrepresented BIPOC interns. Provide a competitive salary and benefits.
Actively recruit and provide equal opportunity for underrepresented BIPOC professionals for the firm’s primary services. Provide a competitive salary and benefits.
Develop an equitable, diverse, and inclusive workforce. This means:
- Diversifying recruitment and hiring: Create a hiring committee, which includes senior underrepresented BIPOC staff. All voices within this committee should be listened to (see Appendix).
- Diversifying staff: Increase recruitment and retention of underrepresented BIPOC to contribute in primary staff roles.
- Diversifying leadership: Exercise intentional promotion and retention of qualified BIPOC staff to leadership positions (i.e. Partner, Principal, Senior Associate, Executive board, etc.).

Ongoing Commitments:

(These commitments should be established throughout the duration of the pledge. They can also be used as a foundation for continuing to integrate EDI policies and systems into your practices beyond the 2 years of the pledge)

Actively work to increase the presence of underrepresented BIPOC professionals and provide clear path-to-leadership framework for:
- Primary service roles - such as Project Manager, Senior Associate, Principal, and Partner positions.
- Secondary support roles - such as head of Human Resources, head of finance, head of marketing.
Partner and/or collaborate annually on projects with at least (2) Black or Minority Woman-Owned, or owned by underrepresented people of color, within the AEC Industry.
Provide pro-bono design and/or consulting services to BIPOC-owned organizations/businesses from historically disinherited communities of color each year.
Become engaged at the state and local levels in public, housing and education policy. Advocate for policies that promote integrated neighborhoods; legislation that benefits the growth, resources, infrastructure and, therefore, prosperity of all communities and demographics.
Support BIPOC students in HBCUs, MSIs and higher education institutions through mentorship, advocacy, scholarship, etc.
Establish and uphold safe, professional work environments for BIPOC staff by (see Appendix):
Be intentional when including BIPOC staff in your firm/organization’s marketing materials, social media, and other professional publications (see Appendix).
Commit to ongoing cultural competency learning, work, and long-term transformation, both at the individual level and organizational level.

NOMA NW will track each firm’s progress as they embark on their internal journey to uphold their Call-to-Action pledge commitments. While this pledge is voluntary, firms are expected to proactively submit bi-annual progress reports to NOMA NW; reporting will be confidential between NOMA NW and the firm/organization. The firms will be publicly displayed on NOMA NW website as a way to celebrate achievements towards creating a more equitable workplace and industry. This public acknowledgement works to encourage firms to collaborate and learn from each other throughout this (re)building process. NOMA NW will collaborate with firms/organizations to create thoughtful ways of tracking progress. When we do not challenge ourselves by fully committing, we risk the future of our very community and profession.

We are at a pivotal moment in time where we must work together and take action. Now more than ever, it is imperative that your firm/organization signs this Call-to-Action in a collective effort to combat racial and social injustice, and to foster new avenues for growth and unity, within the AEC profession. We are calling all firms to act as co-conspirators in helping propel the momentum of engaging in the work to achieve a Just, Equitable, Diverse, and Inclusive profession.

See links below for supplemental information.

NOMA NW no longer accepts new submissions.

Endorsed by: