Equity and opportunity for women are issues that emerge repeatedly across different disciplines and in different countries. The policies and programs used to improve diversity outcomes in architecture elsewhere, and those to improve the situation in other professions in Australia, form an important resource in challenging historic and contemporary barriers to entry and progression in the architectural workforce. A selection of links, grouped by location and discipline, follows.
Architecture elsewhere
CABE ‘Equality Scheme and Action Plan
CABE's 2008 ‘Equality Scheme and Action Plan' was a comprehensive look at barriers to inclusion in the built environment including race gender, disability, sexuality, age, social background and religion. It provided a three-year plan to improve inclusion and further targeted research. Access to the report is via the archived CABE site (following the merging of CABE and the Design Council in 2011 to become Design Council CABE).Diversity in the Architecture Profession (2004)
Report from the American Institute of Architects National Associates CommitteeRoyal Architectural Institute of Canada: ‘Consultation & Roundtables on Women in Architecture in Canada’
The Royal Architectural Institute of Canada (RAIC) commissioned this report in 2003. Recommendations include: celebrating women’s achievements, publishing salary grids, improving Institute flexibility to recognise part-time employment and parental leave and expanding the definition of ‘architect’ to those in non-traditional roles.Royal Institute of British Architecture Employment Policy
Formally endorsed by the RIBA Council in 2004, the RIBA Employment Policy aims to promote best practice. It sets out information to assist all its members (practices and employees) of their rights and responsibilities. "Architecture reflects the society that builds it, but it also affects the way that society develops. This means we need to recruit, retain and promote architects who can respond to the different needs and values of all sections of the community."
Policies & programs in other professions
Australian Securites Exchange Policy Directive
This presents a good framework for writing a policy aimed at aiding women to move into senior positions in organisations.Equal Opportunity Handbook and Model Policies, NSW Law Society, 2001
As the old saw goes, lawyers are people who can write 200 pages and call it a brief, so it won’t surprise you to learn that the Equal Opportunity hand book runs somewhat long at 87 pages! As a result, it gives a very clear introduction to the principles of Anti-Discrimination law using clearly explained examples. There is some NSW specific content, but the principles are more widely applicable. Also includes checklists and model policies for non-discriminatory recruitment and promotion practices, pay equity, work/life balance and harassment which can be amended for use in your organisation.Equal Opportunity in the Medical Work Force, Australian Medical Association, 1995
This short position statement outlines the Australian Medical Association’s approach to equal opportunity in the medical work force since 1995. Specific points relating to gender equity include the need for selection committees to include doctors of both sexes and acknowledging the importance of same-sex role models in career development. Wider issues such as retraining and flexible rostering are also addressed.Equitable Briefing Policy and Implementation Plan, Protocols on Flexible Working Hours, Part Time Work, Working From Home, Law Council of Australia, 2008
These short protocols identify issues, challenges and advantages for both organisations and employees to consider when considering non-traditional working opportunities such as remote or part-time work. These approaches to work are particularly of interest to those with caring responsibilities. More law specific links include the Model Equal Opportunity Briefing Policy for Female Barristers and Advocates.Moving on From One Size Fits All: Gender Mainstreaming in the Medical Profession, Australian Federation of Medical Women, 2004
An excellent discussion paper funded by the Australian Government Office of the Status of Women that proposing ways of incorporating the diversity of medical men and women within medical practice and outlines discriminatory practices that are still occurring.Women in Engineering
Engineers Australia is working hard to increase female participation in engineering. The Women in Engineering National Committee (WIENC), within Engineers Australia, seeks to attract, retain, support and celebrate women in engineering. Initiatives include improving the Personal Protective Equipment (PPE) available for women; something women architects may eventually benefit from.Women in Science
Initiatives from the Women in Science and Engineering Summit (WiSE) run by the Australian National Commission for UNESCO, the Australian National Committee for UN Women and the Federation of Australian Scientific and Technological Societies.
