<p>*Survey results released this summer by the American Institute of Architects reveal a puzzling disparity: Nationwide, nearly half of the students coming out of university architecture programs are women, yet they represent just 13 percent of the licensed professionals working at AIA-member firms. *</p>
<p>Theories? Keep in mind that the schools have been 50% female since 1980.</p>
<p>why? is this field hard for females to succeed in? cuz im a female student whos thinking of majoring in architecture…</p>
<p>maybe its’ because when a lot of women want to start a family around their 20-30’s…so that, including child birth and raising up a family, usually interferes with commitments to getting licensed. of course… the roles are changing…and a lot of women are starting to work more…so i’m not sure. the architects i work for are a married coupled. they both first got their license…THEN started a family. the husband works full time while the wife works part time so that she can take care of the baby. </p>
<p>a lot of female interns i’ve talked to don’t have plans to become licensed…mainly because they say they don’t think they fit the personality required to be an architect. but that is not to say, all females are like that, because there are certainly those whom i’ve met who work very well under the environment…one of them my current boss. she is great with people…but at the same time persistent, and very good at negotiating. </p>
<p>i think a lot of it is due to stereotypes…in the profession…you’re always dealing with contractors…construction managers…developers…and they usually tend to be guys. and it’s not just dealing with them…it’s negotiating, persuading…so if you’re a female architect…you have to show that you are just as capabale as they are…which unfortunately…isn’t always the view that is accepted in the workplace. but of course…everything is changing…so hopefully it does get better.</p>
<p>I’d say compared to what: how many women are practicing doctors, how many lawyers, how many CEO’s of Fortune 500 companies? </p>
<p>As I enter into the 37th year of my career, I’m astonished by how many women not just of my generation, but friends in their late 30’s and 40’s who have dropped out for one reason or another. I’m not in architecture, but the same phenonmenon applies: the ranks thin considerably as women get older whereas men tend to work until they’re 60-65.</p>
<p>Maybe we’re the “smarter” ones, and get out early ;-)</p>
<p>Seriously, I think a lot has to do with the premise summarized in “Women Don’t Ask”, a very informative book based on studies done by two professors (women) in the Business school at Carnegie Mellon, Linda Babcock & Sara Laschever Women have not been socialized to negotiate, or to take charge , two essential traits critical to advance in architecture (or perhaps any field). I still see many women today wanting to “serve”. I’m not saying that’s bad. Plus, we need more of that attitude in the world. But we also need to teach women to take charge.</p>
<p>Many women I know who run their own larger firms are in partnership with men, often spouses. It’s a start. I know a lot of women who are sole proprietors, but their business is typically very small (one or two people). But like it or not, they are also for the most part in charge of the household and children as well. He may or may not assist at home, but it is typically HER responsibility. HE can focus on work, and assist here and there at home. SHE must focus on work, children, home, etc. all at the same time. Whether or not she is actually doing the work (by using nannies, home services,etc.), it falls under her responsibility. It is difficult to have 2 full time jobs.</p>
<p>If you don’t want to have 2 full time jobs, you must subcontract something. Many couples don’t necessarily want to subcontract the raising of their children to others (nanny, daycare, school, etc.). I think there is more choice today, but traditionally it still falls to the female.</p>
<p>From my single data point, I’d say that the majority of female doctors and lawyers are at least registered. I’d guess that there are at least 40 to 50% who practice.</p>
<p>I have heard from H Bshool friends that practicing female MBAs are also very low.</p>
<p>I practice with my H but I am the lead designer, the lead dog designing large scale projects, towers etc. He can bring in clients like nobody’s business though. We split the kid/house duties evenly. If anything, he did more. </p>
<p>We did use services though. I won’t take offense at the ‘nanny raising your kids’ remark’ but I wish it wouldn’t be hurled at me so often. It’s unkind and untrue–and it’s a remark which is meant to wound the working mum and defend the stay-at-home decision. If you are going to do it, wounding working mums should be a thoughtful exercise–just as wounding SAHMs should not be done lightly. Protect the choice and defend one another–that should be our mutual aim. </p>
<p>One of the reasons we opened our practice in 86 was to get the flexibility we needed to raise our children. We kept the volume down deliberately. It may be my single data point, but the results have been good so far. My boys, now grown and exploring other continents, are happy and loving and curious.</p>
<p>We did use full time household help until the youngest was 12. I still use a myriad of household services. I don’t like housework or laundry or ironing and I don’t do it.</p>
<p>kj…is there anything in the education that puts women off of taking the exam? What is it about offices that puts women off?</p>
<p>“Protect the choice and defend one another–that should be our mutual aim.” Well said, Cheers!</p>
<p>I know only a few of my peers from law school who continued climbing the career ladder with a family in tow without a layover, and they certainly had help - an au pair or live in nanny as well as a housekeeper. After 13 years of a litigation practice I took a break to be a full time mom for a while - that stretched into 6 years and even now I’m only back as a project attorney. I’ve maintained my licences through continuing legal education and fees (of course), but not working the traditional sell-your-soul hours. We had a nanny for a few years, day care until I stopped working, grandparents to take care of the sick child and I continue to use a housekeeper. There’s help out there, you just have to be comfortable using it. Being home for a stretch was great as well, and it’s wonderful to have a career to return to, even if I’m starting a few miles back from where I left the path. </p>
<p>Anyway, lawyers don’t have to do 3 years of post grad work before we sit for the bar exam (as you Architects do) which would account for a higher percentage of women becoming licenced - we can sit as soon as we’re done school. Maintaining the licence is different by state, but not undaunting. I think that statistics don’t represent reality. I think women, moms especially, have found more creative ways to use their degrees and licences. People are often citing statistics to say that women are discriminated against because they don’t represent a larger percentage of partners in major law firms - personally I think that women have just found other options (and better ones).</p>
<p>DD is following in your footsteps, which explains why I’m on the Arch forum. I’m glad that she’s not worried about the stats. I’m happy that she’s following her heart and getting a great education in a field that excites her. And I’m really glad that we all have so many choices available to us.</p>
<p>Cheers…I did not intend to “hurl” any criticism! For the majority of my career I have not been a full stay-at-home mom either, although I have worked part-time for much of it… It appears I hit a nerve, however, and that was not intended. You are correct that we need to support all the choices. I think if you re-read my post, I was simply stating a fact, not making any judgment. It is a choice. To be able to focus on any career full time, especially while raising a family, you have to delegate, hire, or have support systems in place. Trying to “do it all” also comes at a price! Women are SLOWLY being able to make that choice, but more often than not, the family responsibilities fall to the woman. Full-share spouses are more common today, but even so, I think it is often in an assistant capacity. As an analogy, there’s a huge difference between being in charge of a committee vs. being a worker bee on the committee. I think (but no facts to back it up), that while many men freely offer assistance, they are not the ones who mentally take charge of the numerous jobs of raising children. This extends way beyond household chores, and includes the children’s healthcare, education , etc. That has not been the case in my family, but I still know plenty of professional couples that follow that pattern.</p>
<p>Many successful men & women in any field (not just architecture), have those support systems in place. In professional careers such as law, medicine or business, the financial rewards of the job usually allow them to hire assistance. Architecture salaries typically do not allow it, at least early in the career which would coincide with young children. Some professionals have a “wife” to take on the other required life tasks. I’ve known very few stay-at-home dads. Typcially it is the woman. Or, they have spouses whose careers allow them to take chances early in their own. Many years ago, one of my firms took an informal survey at an office party (just a show of hands) asking how many of the men were married to teachers. I was shocked at the number who raised their hands. Obviously it was not planned that way, and perhaps that firm was the exception. However, with so many being married to teachers, I also realized they had school holiday and summer care-givers, typically a great health care benefit package through their spouse’s employment, and steady albeit limited income. It allowed them to take more chances, perhaps to start out on their own, building firms from small beginnings, or even working incredible overtime at a firm Some successful architects also got their start because they had significant (wealthy) connections early. These are just examples, and by no means apply to everyone. Having support systems in place (financial, connections, assisance, etc.) all make it “easier”-- for men OR women. I just think women traditionally have fewer support options, especially as young mothers.</p>
<p>Most architecture firms were not family friendly. Part-time, job sharing, and other creative family solutions are still rare. My guess is it is similar in high-powered law and business firms? My hope was that this is changing with more women entering the field, but evidently not. Perhaps it is because the field remains male dominated, and they don’t see the same needs. There are also not many architecture “mega-firms”, and smaller firms traditionally do not have the same personnel requirements and benefit packages that you often find at the larger companies (such as hospitals, or big corporations). While I’ve been able to work part-time, it has rarely been for a large firm. Either it has been on my own, or working with smaller firms on an as-needed basis. Most larger firms I know will not hire part-time, unless you’ve been working there full-time first. They would rather keep a trusted and trained employee than lose them, but don’t want to start out on a part-time basis. This in turn, prevents many part-timers from changing firms, which is sometimes the only way to advance. It also often restricts part time employees to little or no benefits (including health care, which is imperitive with young families). </p>
<p>One lesson I learned later than I preferred, was that it was much tougher for females at a male dominated firm to be mentored. Males typically mentored other males. Rarely did they ask me to join them at a baseball game after work, or a round of golf on the weekend. Maybe their wives would not approve. Perhaps if they weren’t married (or maybe if they were), they were afraid it may suggest they were “interested”. Or maybe they just didn’t like me 
I never thought much about it at the time. I had my own social life separate from the firm. But where is the office “politics” discussed? Where are many “behind the scenes” decisions made? I had no female mentors (I was the first woman at my firm). In later firms with more female employees it was significantly different, but typically they were still not in management positions. Perhaps that should be a pre-requisite for young female architects who are seeking employment.</p>
<p>I’m registered, but fell under the old system (no IDP, no required experiences). It was easier back then, and could be condensed into a shorter time period. I was registered less than 2 years after I graduated w/ a professional Master’s degree,. Plus, I went to grad. school immediately after undergrad. I also postponed having a family until after registration. It was not planned; it just happened that way. With today’s requirements (IDP, etc.), coupled with the recent history that many choose to work after their undergraduate degree before applying to graduate school, it takes a lot longer to become registered. This process now falls at a more inconvenient time period for females if they are listening to the “biological clock”. </p>
<p>Cheers mentioned women MBA’s have similar patterns. It is my understanding that MBA’s also have a break period between degrees. One student told me that you MUST have work experience before applying to MBA programs. Again, the MBA track extends the time period which makes it difficult for the females who choose to be parents, because they usually do not have the same support systems in place. A Law degree has no such intern requirement to my knowledge. Medicine obviously does, however. </p>
<p>I’m not sure about any downside in the education system. other than the potential lack of women mentors (who are or have been practicing architects). Do more women drop out in architecture programs than other professional degrees? </p>
<p>This sounds pessimistic, but I don’t think it needs to be. It is changing – just slower than we would like I also think the architecture career gives both men and women a lot of options.</p>
<p>Hurl was probably overstating it, but I do get tired of that accusation. Nannies raised my children–hah! I get tired of the western 50s family being held up as the absolute too. That was a brief moment in time in a tiny corner of the planet. Most of the world didn’t follow that model. I grew up in a 50s style American family and my mother was overworked and unhappy. </p>
<p>Anyway, the variations on childrearing are endless. May each choose their own!</p>
<p>My H is not an assistant by any definition–except at the office when it comes to design. I do more ‘planning’ tasks but he does more ‘activity’ tasks–of his own volition. I am so grateful to his mother.</p>
<p>I did get mentored by men–not so much in school where I was mostly discouraged by very threatened men–but in the field and not just by my bosses. One construction project manager took a huge interest in my career. He might have been a bit sweet on me but he really pushed me to excel on the jobsites–and in the office. He harangued my first bosses for making me answer the phone. He went on to run an massive construction outfit. My best school mentor was probably a young professor I had in my first year. He wrote: “She’s willing to be daring.” I took that comment to heart, baby! I am still very daring in many aspects of my life.</p>
<p>As I think about it, all of my bosses mentored me–they gave me big design and management responsiblities at a super young age. They were all sad and bitter when I left their firms. They took a personal stake in my achievements. I have always had male clients who have taken the same personal stake. They love me and I can tell when that love kicks in. I have one very traditional male client who is handing me the biggest projects of my life. He’s sending me into the stratosphere. Meanwhile, his wife is not allowed to work outside the house. Go figure.</p>
<p>I’ve never thought about why the mentoring happens. My dad taught me to ask for advice. That has been a salient bit of info.</p>
<p>Other reasons I attracted male mentors? I’m not sure. I’m a huge extrovert with a preternatural confidence. You’d think that would make me even more annoying, haha. I do like a laugh and I was always very very quick–I completed most tasks in short order. I made sure I was the fastest. Also, my spatial ability came with a rocket boost and that made me very capable at a very young age. From all my female clients, I knwo that my spatial ability is very unusual among women. Schools should do more to help women compensate for that difficulty.</p>
<p>It’s not all roses though, I was propositioned by one professor. I was also propositioned by two of my non-New York bosses–at my farewell dinner. I was gutted by that. I’m a gullible type and didn’t see it coming. They literally smacked two condoms on the table. Yuck.</p>
<p>I don’t think schools do a good job of educating women. I think the uptake of licenses reflects that. Frankly, I think schools steal tuition off women students. They pass them along knowing they won’t be able to compete in the field. Schools have had a 50% ration for more than 25 years. I don’t think the profession is changing quickly enough. </p>
<p>you’re right about large architecture firms. The girl who grew up across the street was named the managing partner of her 150 person law firm. She has four children under the age of 18. I can’t think of a female equivalent. </p>
<p>Interestingly, her old boss was my old babysitting boss. He’s the one who first persuaded me to jump at the chance to get off that August waitlist. He was always a big supporter of female professionals. </p>
<p>Even from my babystitting days–I had male mentors.</p>
<p>I will not pretend in any way to have an answer for this issue, but I would offer a few observations;</p>
<p>-Getting registered these days is very tough. Nine exams, with total freedom to schedule puts a tremendous burden on an intern’s self discipline. Paticularly if married or with kids. The old system of a three day multiple choice exam in June and a one day design exam in December was much easier to plan for.</p>
<p>-Mentoring young women is no doubt much tougher for me. As the senior principal in the firm, if I don’t have lunch plans on a given day I will ask an intern to lunch so we can talk about his career and aspirations. If it is a young woman I do not feel comfortable asking her to lunch alone because I am afraid of giving her the wrong impression, so I always have to find another person to join us, not always an easy thing at the last minute. </p>
<p>-We are also a construction company. Despite the fearsome reputation of the construction industry, we have a culture that allows women to excell in project management roles. I am frustrated by the number of outstanding women we lose after motherhood. However, getting a $100 million project built is an all consuming affair that cannot be done part time from home. Given the shortage of talent in both construction and architecture, this is an issue we have to figure out how to solve.</p>
<p>Those are just my observations, but if anyone has a solution I would love to hear it.</p>
<p>rick</p>
<p>Ah…a challenge then!</p>
<p>Suggestions and Questions:</p>
<p>Perhaps you should change your method of lunch w/ interns. Always invite two or more interns at a time (if you have that many simultaneously). I think they learn a lot from each other as well, and may also feel more at ease when someone at their level is included (male or female). That way, there would be no question about intentions.</p>
<p>What is the big hang-up with part time help? Hospitals do it with ease. Large corporations are finally getting on the band wagon. I did work part time for a larger firm, but it was the situation I described earlier. I had been there for 10 years first. They agreed to keep me part time, and I did so for quite awhile until the politics (and partners) changed, and I felt it was time to move on. I believe I was extremely efficient as a part-time employee. Typically I was only working on one or two jobs at different phases during any one time. I was PA on one job. I even had a designer (working full-time) and a draftsperson working under me. I believe it went smoothly. The client knew they could always catch me available at certain hours, and even after those hours, they could reach me by phone if necessary. I did construction administration on another job. On yet another I chuckled when I left because they ended up putting two full-time employees on a job I was doing solo as a part-timer! (Okay…they were probably working on other jobs at the same time, however). I had to be efficient with my time to make it work, but that was as much a benefit for the employer as it was for me.</p>
<p>I have not been able to find a part-time job at a larger firm since. Most of the part-time positions I’ve held are for smaller firms with colleagues I met through previous work. The excuse I keep hearing is that they would hire me in a heartbeat if I were willing to work full-time (plus) hours. I don’t know if that is the full story, but I’ve heard it a lot, and do not fully understand why more firms are not open to the possibility. </p>
<p>I fully understand that it is not efficient use of office space and equipment to hold a position for part-time only. But job-sharing can be a lifesaver for moms (or dads) who want to split their time to office and family. As the work force ages, I’m guessing there will be retirees who would like the same option. It seems a win-win to me. Employers hire extremely talented and experienced help. Employees find added flexibility. I did run into some griping from other employees at times, but all I had to do was mention that my paycheck was half theirs, and it quickly subsided ;-)</p>
<p>KJ;</p>
<p>Taking two people out to lunch is a good solution, just harder to pull off without planning. Also I think there are certain questions that you can discuss with a mentor that you may not wish to talk about in front of a peer. </p>
<p>Part time work can be a solution in some situations, but not if you are out on a job running a major construction project, and running major jobs is the way to the top of a construction firm. We have had some success moving people to estimating positions in the office where the schedule can be more flexible, but after a while many of them decide to just stay home. It is a perfectly valid choice, I just hate to lose them at the point at which most of them are emerging as professionals. </p>
<p>rick</p>
<p>I think the solution for the lunch thing is to treat the female intern exactly as you would a male intern. Ask her out to lunch, keep the conversation 90% business, and while she may feel akward for the first ten minutes, once she sees that you’re really just talking shop, and once she eventually sees you do the same with the male interns (or maybe she’s noticed it already), then she’ll realize that you’re treating her equally and appreciate it. When you only ask the female interns out to lunch in groups, that gives the impression that they are not recieving the same level of one-on-one mentoring that the male interns recieve, and is frankly discrimination. When you take them out in groups, it’s much harder to talk about personal goals and aspirations, and you’re (unintentionally I’m sure) witholding the same level of intern experience from them as a result. They deserve the one-on-one time just as much as the male interns do. So push past your discomfort and give them equal treatment.</p>
<p>…</p>
<p>I like larationalist’s idea, (respect and equality)- not that I am a female intern but…</p>
<p>Yup, what la said. I’m alone with men all the time. Go to a busy lunch spot and your problem will be solved. Most professional women have great emotional shields that prevent hanky panky from creeping into their professional relationships. At the first sign of flirting, back away, but until then, be fair and take a female to lunch. Actually, you should make it a mission to track all of their exam plans. Rick, in that big firm, you could single handedly change that 13% statistic!!</p>
<p>Women don’t need to work from home and they don’t need part-time hours. What they do need is hugely flexible hours. I’ve run major projects–up to 13 projects at any one time-- for my own firm since the time my first boy was 3 months old. In truth, a really dynamic woman with a great PA doesn’t need 8 hours a day to run a construction project. </p>
<p>Pick a dynamic unmarried woman and give her a ton of responsibility and a ton of money. Then, when she has kids, give her a great PA and 12 years of TOTAL flexibility. What is total flexibility? It’s “We need 40 hours but you can decide when to put them in” + six weeks vacation every year.</p>
<p>You’ll be amazed by what a woman can juggle and accomplish if she feels she has the freedom to attend school performances and doctor’s appointments etc.</p>
<p>Girls, if you’re reading this, think outside of the box when you have your kids. And take the bloody exam! You’re letting the side down if you don’t!</p>