FBM’s Post

As seen in the dismal drop off in women architecture graduates and those who actually become licensed to practice—only 37.9 per cent of architects in Canada are women—the visibility of women in leadership positions is key to attracting more women to the profession.

This Canadian Architect magazine highlights challenges women face in architecture. Providing tailored mentorship and training programs tailored to the needs of emerging female leaders prepares them for leadership positions. This investment in their professional growth ensures a robust pipeline of qualified candidates for succession. #architecture #womenarchitects #leadershipdevelopment #successionplanning #strategicplanning

Balancing Architecture and Motherhood: Challenging Gender Roles and Empowering Women in the Field • The architecture industry faces gender inequality, with women often taking career breaks for childbearing and child-rearing, while men do not. This leads to a lack of female representation in leadership positions and a scarcity of female role models for young women in the field. • Despite progress, women still only make up 36% of newly licensed architects, and they face challenges in balancing their careers and personal lives. However, some women are finding success as entrepreneurs and small business owners, which allows them more flexibility and control over their work schedules. • The author, an architect and mother herself, encourages women to pursue both their careers and their dreams of having a family, emphasizing the importance of setting a positive example for their daughters and showing them that they can achieve their goals without sacrificing their personal lives. • The author shares her own experiences and advice for other entrepreneur mothers, highlighting the challenges and rewards of balancing work and family while pursuing their passions https://lnkd.in/ge3kAh9P

Terms such as ‘gender mainstreaming’, ‘gender sensitive design’ and ‘feminist urbanism’ are creeping into use in architectural dialogue. But, jargon aside, how is policy actually starting to shift? And what does it mean for architects? I asked the experts why UK cities are failing women, girls, and other people across the gender spectrum - and what we can do about it. Thanks Marc Cairns, Becca Thomas, New Practice, Susannah Walker, Make Space for Girls, Marina Milosev, London Legacy Development Corporation, Jenna Patel, Jack Pritchard, Alice Bell, Howells, Nourhan Bassam, Meredith Bowles, Mole Architects, Arup https://lnkd.in/eC5tQf5h

Female colleagues have been confronting challenges for decades, making progress in the workplace. Despite efforts from companies, there remains a daily struggle in the design workplace. Keep making the change, ladies! Check out this insightful article shedding light on the ongoing challenges faced by women in architecture: [Link to the article](https://lnkd.in/ePG2DH59)

With women representing only 10.8% of the construction workforce and 27% in architecture and engineering, the AEC industry has a long way to go toward true gender equity. The numbers may still show underrepresentation, but the construction industry is evolving. Women in construction now earn close to pay equity, at 99.1% of what men earn—a notable achievement in an industry traditionally dominated by men. And while women in leadership remain a minority, nearly 40% of women in construction now hold leadership positions, paving the way for the next generation. For me, navigating this industry has been both challenging and deeply rewarding. In a field where women are still rare in executive roles, we’re making strides toward visibility and inclusion. Achieving true equity will require a focus on three areas: increasing recruitment, supporting leadership growth, and creating visibility for women on job sites. This change can start with organizations like NAWIC and WCOE, whose advocacy and mentorship create a stronger network and empower women to thrive. Diversity is a strategic advantage. Gender-diverse companies, according to McKinsey, are 25% more likely to outperform their peers. For construction, this means that welcoming women and promoting them into leadership makes our industry more competitive and innovative. As we work toward a more inclusive AEC industry, I’m committed to advocating for women and sharing insights from my own journey. To those with experience in AEC or leadership: what steps have you seen make the biggest impact on driving gender diversity? #LuxuryRealEstate #MidtownVegas #UrbanDevelopment #SmartCity #LuxuryRealEstate #HousingMarket #OperationalArchitect #RealEstate #HousingMarket #PurposeDriven

Celebrating women in construction So often when we talk about gender disparities in construction it’s with a negative angle. The gender pay gap, the percentage of women working in construction, and the biases towards maternity leave. While these continue to be important points to have conversations on, it’s really encouraging to see positive news surrounding women working in construction for a change. At the end of September, the industry celebrated the top 100 Most Influential Women in Construction at an awards evening. From influencers and regional winners to those working in specific trades, it was an evening to celebrate the positive impact that women have in the industry. What’s really interesting is that it was recognised that progress has been the result of a collective effort. There are many people, men and women alike that are actively encouraging women in the industry, and this is exactly what the industry needs. Awards evenings are a fantastic way of recognising the efforts that people put in, but really, it’s the every day actions that make the most impact. The difference it makes when one person is willing to speak up on behalf of others should not be underestimated. Often bias is not conscious, it’s something learnt through interactions with others. When there are groups of all men, people act differently to when it’s a mixed gender group. As an example, think of the types of jokes you tell when it’s just a group of your close mates, compared to when you’re at a public gathering of all ages and genders. In fact, that’s a really good way to discern if you’re being biased. If you wouldn’t share the joke with everyone, then it most likely is rooted in bias. The thing is that unless someone actually points out the bias or prejudice, most people don’t understand what the problem is. It’s the same as when there are discussions on how few women there are in senior roles, and the response is that they know of a female financial director so what’s the problem? The problem is that if most people don’t see the bigger picture which includes a percentage that highlights the discrepancy, then nothing’s going to change. Because they don’t see the problem there’s no incentive to uncover why that is the case and certainly no inclination to work towards a solution. The people recognised in the industry are those driving solutions, in the end it’s the industry that will benefit by the expertise that women have to

For over five decades now, women have been steadily joining the architectural profession. Looking back on my more than two decades in the field, it's clear that not much has changed in terms of leadership makeup. From the early 2000s to today, I've seen too many talented female friends and colleagues hit roadblocks—missing out on promotions, struggling with childcare costs and inflexible work schedules, or simply not getting the chances they deserve. And it's not just architecture; this story repeats across many professions. There's no shortage of talent, just a lack of opportunity. It's unfair that women still carry the load and face financial penalties for it. It's time for all of us—companies, sectors, and society as a whole—to step up. The next generation deserves better, and it's on us to make sure they have equal chances to succeed. #socialvalue #equality #paygap

"According to the Institute for Women's Policy Research, the percentage of women working in #construction #trades is the highest it’s been in two decades. And more women are being promoted to leadership roles and owning their own construction businesses, with a 64% growth of women-owned construction firms from 2014 to 2019." Read the full article from Samantha DeAlmeida Roman, MA, MS on NJBIZ here - https://lnkd.in/enGJkgNh #womeninconstruction #abcnjc #ABCMeritShopProud

On May 15th, we are taking back the term “Breaking the Glass Ceiling.” It’s time to Break the Glass Ceiling. The often-invisible systemic barriers that exist to keep women and underrepresented communities from professional advancement. World Economic Forum’s 2021 Global Gender Gap Report estimates that it will take an average of 135.6 years for women and men to reach parity on a range of factors worldwide. That’s why Break the Glass Ceiling Day is on May 15th, the 135th day of the year. And that’s why we need to do more than just break through. We are dismantling outdated definitions of success. For all people who identify as women, for all historically marginalized communities. We are championing living by your own values and achieving them by your own standards. Because there’s more than one way to break the glass ceiling. Let’s celebrate the first-ever #BTGCD and redefine success on our own terms. https://lnkd.in/gs8ra-7m (The above copy was shared with permission and encouragement from the incredible Cate Luzio and her impactful work at Luminary NYC.)