Providing hard data for trends that many perceive only vaguely and some deny altogether, Designing for Diversity reveals a profession rife with gender and racial discrimination and examines the aspects of architectural practice that hinder or support the full participation of women and persons of color. Drawing on interviews and surveys of hundreds of architects, Kathryn H. Anthony outlines some of the forms of discrimination that recur most frequently in architecture: being offered added responsibility without a commensurate rise in position, salary, or credit; not being allowed to engage in client contact, field experience, or construction supervision; and being confined to certain kinds of positions, typically interior design for women, government work for African Americans, and computer-aided design for Asian American architects. Anthony discusses the profession's attitude toward flexible schedules, part-time contracts, and the demands of family and identifies strategies that have helped underrepresented individuals advance in the profession, especially establishing a strong relationship with a mentor. She also observes a strong tendency for underrepresented architects to leave mainstream practice, either establishing their own firms, going into government or corporate work, or abandoning the field altogether. Given the traditional mismatch between diverse consumers and predominantly white male producers of the built environment, plus the shifting population balance toward communities of color, Anthony contends that the architectural profession staves off true diversity at its own peril. Designing for Diversity argues convincingly that improving the climate for nontraditional architects will do much to strengthen architecture as a profession. Practicing architects, managers of firms, and educators will learn how to create conditions more welcoming to a diversity of users as well as designers of the built environment.
Emily Talen explores the linkage between urban forms and social diversity, and how one impacts the other.
15 Scheffler, Die Frau und die Kunst, 35, 68, 27, 42–43. 16 Scheffler, “Vom Beruf und von den Aufgaben,” 97–98. 17 Scheffler, Die Frau und die ... 22 Emma Loewe, “Die Frau im Architektenberuf,” Frauenberuf und -Erwerb, no. 6 (1920).
Application of DSM-5 ASD Criteria to 3 samples of children with DSM-IV diagnoses of PDD. ... How Our Autism at Work Program Is Helping to Win the War for Top Tech Talent. ... Neurodiversity in the Workplace. retrieved from ...
Welch, Susan, Lee Sigelman, Timothy Bledsoe, and Michael Combs. 2001. Race and Place: Race Relations in an American City. Cambridge: Cambridge University Press. Wells, Amy Stuart, Jennifer Jellison Holme, Anita Tijerina Revilla, ...
The unconscious bias workbook: A reinventing diversity publication. Retrieved from http://www.cookross.com/docs/UnconsciousBiasWorkbookSample.pdf. Dali, K., & Caidi, N. (2017). Diversity by design. The Library Quarterly, 87(2), ...
This text provides lecturers with a resource to teach interior design from an inclusive perspective, acknowledging the contributions of all world cultures, rather than just western European traditions.
That buzz of dissonance that we hear reflects the difficulty of condensing our diversity into “one size fits all.” This book proposes that a new understanding of design could resolve that dissonance, and issues a call to reclaim and ...
Behavioral design offers a new solution. Iris Bohnet shows that by de-biasing organizations instead of individuals, we can make smart changes that have big impacts—often at low cost and high speed.
This is a question that many companies are, and every company should be, asking. This guide gives answers grounded in case examples and research.
Curated by Kaleena Sales, a powerful voice and noted advocate for diversity in the design community, the thirteen essays and interviews in this volume feature important and underrepresented design work and projects, both historical and ...