A new report reveals that gender inequality remains deeply entrenched within the UK architecture profession. Women architects are significantly more likely to feel that motherhood has negatively impacted their careers compared to women in the broader UK workforce. This finding is part of a comprehensive study commissioned by the Royal Institute of British Architects (RIBA).
Key Takeaways
- 83% of women architects with children report career impact from motherhood.
- 35% of respondents experienced sexual harassment at work.
- 50% of respondents faced bullying.
- 54% of women discovered they were paid less than male colleagues for the same work.
- Challenges highlighted 20 years ago largely persist today.
Motherhood and Career Progression
The study, conducted by the gender-equality charity the Fawcett Society, found a stark difference in how motherhood affects careers. An overwhelming 83 percent of women architects with children believe their career progression has been impacted by their maternal responsibilities. This figure stands in sharp contrast to 38 percent of women across the wider UK economy.
This data suggests a particular challenge within the architectural field. It points to a workplace culture that may not adequately support women who choose to have families, potentially forcing them to choose between career advancement and personal life.
Key Statistic
Women architects are more than twice as likely to feel motherhood has harmed their careers compared to women in the general UK workforce.
Enduring Challenges from Two Decades Ago
The 56-page report, published yesterday, serves as a follow-up to a similar study conducted in 2003. It highlights that many of the issues identified two decades ago continue to plague the profession today. The report indicates a persistent culture of long working hours, an imbalance of power between employers and employees, and a lack of clear policies to promote equality.
Interviews conducted by the Fawcett Society uncovered what the report describes as "blatant and uncompromising sexism." This suggests that discriminatory practices are not isolated incidents but are embedded within certain architectural environments.
"Our findings reveal that the challenges highlighted 20 years ago persist today: long hours being glorified, an imbalance of power between employers and employees, lack of clear policies and proactive action, and stark displays of sexism within practices," the report states.
Widespread Bullying and Sexual Harassment
The report also brought to light alarming rates of bullying and sexual harassment. More than one-third, or 35 percent, of women surveyed reported experiencing sexual harassment at work. Half of all respondents, 50 percent, had experienced bullying.
The data further indicated that black and mixed- or multi-heritage respondents were significantly more likely to have faced bullying. This suggests that intersectional discrimination may be at play, affecting women from diverse backgrounds more severely.
Historical Context
This new report builds upon a 2003 study commissioned by Architects for Change. The consistent findings over two decades underscore the deep-seated nature of these issues within the architectural sector.
Persistent Pay Discrimination
Despite equal pay legislation being in effect in the UK since 1970, the report found widespread evidence of pay discrimination. Among 534 women surveyed, 54 percent discovered they were being paid less than a man at the same professional level. This highlights a significant legal and ethical failing within the industry.
Penny East, chief executive of the Fawcett Society, emphasized the need for action. "We see from this project and from our research, that there are too many women in the architecture profession who are being paid less or treated differently to their male colleagues," she said.
RIBA's Response and Recommendations
The report outlines 47 recommendations aimed at addressing these systemic issues. Twenty of these recommendations are directed at RIBA, with the remainder targeting the government and individual architecture studios.
Key recommendations for RIBA include monitoring chartered practices' HR policies and gender ethnicity pay gaps. The report also suggests that RIBA should refuse to charter practices that do not meet a base level of standards for equality. Additionally, it calls for the suspension of annual fees for members on maternity or parental leave exceeding six months.
Action Plan
RIBA has launched a one-year action plan to implement 10 of the report's recommendations, with others to be considered over a longer timeframe.
Valerie Vaughan-Dick, RIBA chief executive, acknowledged the severity of the findings. "This report lays bare the scale of architecture's gender inequity crisis," she stated. "We cannot afford to lose talented women to outdated workplace cultures or structural inequity." She confirmed that RIBA accepts the report's findings and recommendations, committing to meaningful action.
A Call for Increased Equity
Sumita Singha, director of Ecologic Architects and commissioner of the 2003 report, expressed disappointment that, despite an increase in the number of women architects over the past 23 years, this has not translated into greater equity. "After decades of campaigning, legislation and women's marches, I wanted some good news," she noted.
Singha stressed that increasing the progression of women in architecture would enhance the visibility, voices, and value of women architects. This would also lead to a more gender-mainstreamed approach in the design of buildings and cities, benefiting society as a whole.
The report serves as a critical call to action for the architecture profession to address deep-seated inequalities. It highlights the urgent need for cultural shifts and concrete policy changes to create a more inclusive and equitable environment for all its practitioners.