CHANGE DISCRIMINATION WITHIN THE ARCHITECTURE INDUSTRY !
The Issue
- BLACK AND ETHNIC MINORITY MAKE UP LESS THAN 2% OF THE QUALIFIED ARCHITECTS
- 33% of BAME PEOPLE HAVE EXPERIENCED RACISM IN THE WORKING ENVIRONMENT
The problem of few black and ethnic minority architects in practice has not yet been resolved & any approach that has been taken thus far has done NOTHING to rectify it.
In one London borough, a quarter of residents are black. Yet out of the 110 firms selected by the council to compete for £100m in fees, not a single one is led by a black architect.
The solution I propose is as follows
Collectively the ARB/RIBA and all concerning bodies should be able to create a system whereby ethnic minority architects can employ up to 15 people from the BAME community to their practices who will be assigned several real life tasks that they can learn from. As architecture is a practical subject. And demands real life experience. In order to excel.
Therefore, its vital to create opportunities for first-hand experiences in order to allow for more diversity in architecture firms and enable people to benefit from this programme. But more importantly to understand the 4 BASIC steps of the ARB/RIBA STAGES. 1. SCHEMATICS 2. DESIGN DEVELOPMENT 3. CONSTRUCTION DOCUMENTS 4. CONSTRUCTION ADMINISTRATION.
In conclusion the criteria set by the ARB/RIBA or other architectural related bodies might appear to be race-neutral on paper, but when you actually test them against the demographics of the industry, they’re going to have a discriminatory effect.” For example
John Halford a human rights lawyer claimed that “When it comes to procurement, councils should be looking very carefully at their rules and thresholds,” he says. “For example, if you had a rule to only accept architecture practices that have been established for 30 years, or have completed projects of a certain value, then that rule superficially seems non- discriminatory in terms of race and gender. But, obviously, if you look at the demographics of architecture firms, you quickly see that such a rule might exclude most BAME- or women- led practices that have been established more recently, or worked on smaller projects
I hope by now you can clearly see how this issue has detrimental effects all across the board from race, employment, ownership, etc it is up to us to make a change now. As the one rule fits all causes more damage than inclusion.
JOIN US IN ABOLISHING SYSTEMATIC RACISM & CREATE A MORE INCLUSIVE WORLD PLEASE ACT NOW !!!
The Issue
- BLACK AND ETHNIC MINORITY MAKE UP LESS THAN 2% OF THE QUALIFIED ARCHITECTS
- 33% of BAME PEOPLE HAVE EXPERIENCED RACISM IN THE WORKING ENVIRONMENT
The problem of few black and ethnic minority architects in practice has not yet been resolved & any approach that has been taken thus far has done NOTHING to rectify it.
In one London borough, a quarter of residents are black. Yet out of the 110 firms selected by the council to compete for £100m in fees, not a single one is led by a black architect.
The solution I propose is as follows
Collectively the ARB/RIBA and all concerning bodies should be able to create a system whereby ethnic minority architects can employ up to 15 people from the BAME community to their practices who will be assigned several real life tasks that they can learn from. As architecture is a practical subject. And demands real life experience. In order to excel.
Therefore, its vital to create opportunities for first-hand experiences in order to allow for more diversity in architecture firms and enable people to benefit from this programme. But more importantly to understand the 4 BASIC steps of the ARB/RIBA STAGES. 1. SCHEMATICS 2. DESIGN DEVELOPMENT 3. CONSTRUCTION DOCUMENTS 4. CONSTRUCTION ADMINISTRATION.
In conclusion the criteria set by the ARB/RIBA or other architectural related bodies might appear to be race-neutral on paper, but when you actually test them against the demographics of the industry, they’re going to have a discriminatory effect.” For example
John Halford a human rights lawyer claimed that “When it comes to procurement, councils should be looking very carefully at their rules and thresholds,” he says. “For example, if you had a rule to only accept architecture practices that have been established for 30 years, or have completed projects of a certain value, then that rule superficially seems non- discriminatory in terms of race and gender. But, obviously, if you look at the demographics of architecture firms, you quickly see that such a rule might exclude most BAME- or women- led practices that have been established more recently, or worked on smaller projects
I hope by now you can clearly see how this issue has detrimental effects all across the board from race, employment, ownership, etc it is up to us to make a change now. As the one rule fits all causes more damage than inclusion.
JOIN US IN ABOLISHING SYSTEMATIC RACISM & CREATE A MORE INCLUSIVE WORLD PLEASE ACT NOW !!!
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Petition created on 7 August 2020