Call-To-Action Appendix

For recommended reading visit AIA’s Guide for Equitable Practice.

Co-Conspirator: For more information: Making The Transition from Ally to Co-conspirator

HBCU: For more information: HBCUs with Architecture and Design-Related Programs

JE:DI: The colon emphasizes the need for JE (Justice and Equity) to be tackled within the workplace first, before true, sustainable DI (Diversity and Inclusion) can begin to take place. One is needed in order to form a foundation for the growth of the other. 

MSI: For more information: https://www.doi.gov/pmb/eeo/doi-minority-serving-institutions-program

Prerequisites 3: timesupfoundation.org Building an Anti-racist Workplace

Foundational Commitment 7: Diversifying recruitment: NOMA NW understands that not all firms currently have senior BIPOC staff. Our intention for this commitment is that firms will hire senior BIPOC staff and actively train current BIPOC staff included in the hiring committee. Also, see Ongoing Commitment 1.

Ongoing Commitment 6: According to the UW’s Center for the Science of Social Connection, "Microaggression is the modern form of racism. To reduce racism, we need to decrease microaggression. In the workplace, racism most often manifests itself through microaggressions - indirect, subtle, or even unintentional acts of discrimination against members of marginalized groups. Microaggressions may take the form of stereotyping, “othering,” or avoidance.” 

Ongoing Commitment 7: Include BIPOC in renderings to increase diversity and representation. Understand the local context in which you are representing (i.e. if you are working on a project that affects BIPOC communities, be mindful of who is in your renderings).