Insights from tomorrow’s architects: Appreciating women in architecture and driving change

The realities

Nineteen, naïve and the only woman in the practice, I watched my male colleagues complete design tasks and be taken to site, whilst I remained firmly in the office, completing admin roles and ringing suppliers. I knew I had been offered interviews solely because I was a woman, yet in practice, I found myself struggling with something as basic as accessing PPE in suitable sizes and fits.

In a world so often seen as male-dominated, I should be grateful for the opportunities and position I do have, right? Wrong.

State of play

Despite significant progress in reducing gender inequality in architectural practice over the course of the 21st century, there remains a need for deeper, more meaningful approaches to diversity and inclusion. Whilst recent UCAS figures show that the percentage of women studying architecture in the UK has reached a record high of 51.5%, this is not reflected in the profession itself, where women make up only 29% of all architects.

There are a variety of issues surrounding the inequalities women face within practice, with one analysis showing that, within the 10 biggest UK practices, women are paid on average 15% less than men. On the surface, this may suggest that women are earning less for the same roles. However, the disparity is more closely linked to the lack of women in higher-paid positions.

So why are women not advancing? Implicit bias is evident throughout the industry and may contribute to women feeling there is little incentive to continue their careers, leading many to leave the profession.

Importance of being seen

The expectations of architectural education fall short in inspiring the next generation. Teaching, albeit subtly, often reinforces the idea that architecture is a field primarily for men.

As a young, aspiring architecture student, I was once asked to write about Team 4, a practice established in 1963 by Norman Foster and Richard Rogers. The problem? Three of the five founding members were Su Brumwell, Wendy Cheesman and Georgie Walton – incredible women whose contributions were overlooked in the university assignment.

Walton was the only qualified architect within the team during its early years, and it was down to her, and her alone, that the group was able to function as an architectural practice.

When searching for somewhere to make an impact, women can find themselves disillusioned, often receiving interview offers to help a practice meet diversity targets rather than because of their individual merit. Rather than feeling valued or genuinely wanted, we are left with the impression that we are simply there to balance the numbers.

We need more women in architectural practice, particularly in senior roles, for the wealth of knowledge and perspectives they bring

Although this kind of tokenism helps to address gender inequality in offices, there should be a more respectful and meaningful approach to achieving this goal. Women are as deserving of positions in practices as men and are equally as capable.

Even after securing roles in practice, women are still less likely to be supported in their careers, particularly given the additional responsibilities they often manage outside of work. Currently, women provide 13.5 billion more hours of care each year than men to look after the next generations. With over 75% of architects now expected to work overtime, many women are left with no choice but to seek more flexible working conditions outside the profession.

The role of women in architecture is even more blatantly overlooked in construction, where modern building contracts, such as the JCT SBC/Q 2016, acknowledge only the male gender throughout, regularly referring to ‘he’ when discussing roles and responsibilities, with no reference to ‘her’ role (JCT, 2016). Similarly, the naming of safety equipment on-site, such as the ‘Mansafe’, reinforces the impression that women do not belong in these spaces.

Benefits of women in practice

We need more women in architectural practice, particularly in senior roles, for the wealth of knowledge and perspectives they bring, as well as to support the industry’s commitment to achieving a more sustainable future through gender equality. Research has shown that when women occupy just 30% of management positions within a business, profitability can increase by 15%, demonstrating that, beyond offering alternative design perspectives, women contribute tangible financial benefits to businesses.

The challenges ahead

Although the UK strives for equality, with sex listed as one of the nine protected characteristics in The Equality Act 2010, the same cannot be said for other international communities. With architectural collaborations in the Middle East increasing, added complexities arise when some countries remain hesitant to work with women as equal partners. Ethical decisions become even more challenging when professional principles come into conflict with the financial pressures of securing overseas projects.

Whilst some progress is being made in the UK to support women in staying in professional practice – through improvements to in-house policies and broader initiatives such as the Flexible Working Bill – more still needs to be done. Recognising and addressing the challenges faced by more marginalised groups of women is essential in achieving real progress for all.

Improving education, celebrating women within the profession and using the influence architects hold will help demonstrate the importance of equality and the impact women have on sustaining the built environment. Only an intersectional approach can truly recognise the full potential and importance of appreciating all women in architecture.

>> Also read: Insights from tomorrow’s architects: how Bartlett Part 3 students see the future of practice