Call - To - Action

Committee

Let’s hold firms accountable and increase transparency.

WE ARE ALL IN THIS TOGETHER

NOMA PDX would like to invite every firm and organization within the AEC industry to pledge to the Call-to-Action.

This Call-To-Action is not a legally binding document, but a guideline for firms/organizations to change their current practices of supporting, recruiting/retaining, and promoting BIPOC individuals. This Call-To-Action will be different for all firms/organizations in the Pacific Northwest based on each one’s unique circumstances. NOMA PDX will provide support to firms in sharing of resources and providing forums for firms to work together to help create a more diverse building industry.

We recognize that this work will be difficult, as it will require critical conversations from leadership and staff, internal reflection, and a long-term commitment to systemic changes. This uncharted territory calls upon each contributing firm/organization to brave the daily discomfort and uncertainty, to make mistakes along the way, and to challenge the complacency of the status quo. Ultimately - with courage, conviction, and struggle - collectively we can re-imagine and rebuild our profession, one person at a time.

Call-To-Action Pledge

On October 11, 2023 - in alignment with the NOMA National Conference in Portland - we invite all individuals and firms/organizations who are ready to affect real change to join us for a two-year initiative by adding your name as a signatory to this Call-To-Action Pledge. Sign-up for the CTA pledge will officially close and the work will begin on February 2, 2024. All pledge signatories must be a supporting member of NOMA PDX.

Thank you to all that have signed up to the Call-to-Action. The pledge registration is now closed.

We would like to acknowledge and thank NOMA NW for sharing the original CTA Pledge and resources with us.

Call-To-Action Commitments

Refer to Call-To-Action Benchmarks for more in-depth information on how to fulfil the CTA Commitments

Prerequisites

(These are requirements that should be met before proceeding with the pledge commitments. The prerequisites lay down the foundation for what it means to work towards a more just, equitable, diverse, and inclusive workplace)

1.Conduct office-wide EDI training to establish a benchmark metric for your firm. Conduct cultural competency interviews, starting with leadership. Know where you and your office stand before engaging in the subsequent pledge (from individual employees to policies and practices). This is a pivotal first step for any entity looking to make effective change.

2. Start this Call-to-Action by creating a safe space for current and future BIPOC staff. Openly state that Black Lives Matter, and follow through with actionable systemic changes. Work towards transforming the workplace into a safer space not just for BIPOC, but for all staff. When all staff feel valued, seen, and heard, employee retention is improved.

3. Acknowledge that systemic racism/anti-black sentiment and gender inequality have historically existed within the United States, and continue to persist in new forms in the present day. Holistic buy-in from leadership, middle management, and staff on the reality and urgency of this issue is critical in establishing a common point of reference for which to begin the work.

4. Be a co-conspirator everyday by speaking up and showing up for BIPOC colleagues. This includes, but is not limited to: acknowledging, listening to, validating, valuing, supporting, and amplifying the voices of BIPOC professionals both inside and outside of your firm/organization’s domain (i.e. at formal and informal meetings, on job sites, in front of clients, within your communities/homes, in private and public spaces).

Foundation Commitments

(Once the prerequisites have been established, firms/organizations should move onto these commitments. This is a starting point for actionable items within your firm/organization)

1.Conduct at least (2) annual* open-to-all, firm-wide workshops on cultural competency. Secure the services of a BIPOC expert/specialist on anti-racist educational initiatives.

2. Develop a mentorship program within your firm/organization and/or participate in an external mentoring program to connect and support BIPOC staff in their career development within the profession.

3. Integrate BIPOC books, materials, and vendors into the office’s circulation of reference materials. Acknowledge and support the BIPOC community’s contributions to architectural history and the built environment.

4. Develop, publish, and uphold clear metrics with path-to-leadership job descriptions, made accessible to all staff.

5. Develop collaborative partnerships with HBCUs, MSIs, and/or local community colleges, universities, affinity groups, and BIPOC-focused organizations, to attract Black or underrepresented BIPOC interns. Provide a competitive salary and benefits.

6. Actively recruit and provide equal opportunity for underrepresented BIPOC professionals for the firm’s primary services. Provide a competitive salary and benefits.

7. Develop an equitable, diverse, and inclusive workforce. This means:

7A. Diversifying recruitment and hiring: Create a hiring committee, which includes senior underrepresented BIPOC staff. All voices within this committee should be listened to (see Appendix).

7B. Diversifying staff: Increase recruitment and retention of underrepresented BIPOC to contribute in primary staff roles.

7C. Diversifying leadership: Exercise intentional promotion and retention of qualified BIPOC staff to leadership positions (i.e. Partner, Principal, Senior Associate, Executive board, etc.).

*Please note that, at this time, non-BIPOC individuals do not satisfy this or any of the commitments in the CTA.

Ongoing Commitments

(These commitments should be established throughout the duration of the pledge. They can also be used as a foundation for continuing to integrate EDI policies and systems into your practices beyond the 2 years of the pledge)

1. Actively work to increase the presence of underrepresented BIPOC professionals and provide clear path-to-leadership framework for:

1A. Primary service roles - such as Project Manager, Senior Associate, Principal, and Partner positions.

1B. Secondary support roles - such as head of Human Resources, head of finance, head of marketing.

*Please note that, at this time, non-BIPOC individuals do not satisfy this or any of the commitments in the CTA.

2. Partner and/or collaborate annually on projects with at least (2) Black or Minority Woman-Owned* businesses, or businesses owned by underrepresented people of color, within the AEC Industry.

*Please note that, at this time, non-BIPOC/BIWOC (Black, Indigenous Women of Color) individuals do not satisfy this or any of the commitments in the CTA. For MWBEs, businesses/individuals must be >75% Women of Color-owned.

3. Provide pro-bono design and/or consulting services to BIPOC-owned organizations or businesses* from historically disinherited communities of color each year.

*Please note that working with non-BIPOC-owned organizations or businesses does not satisfy this commitment. This amendment will take effect from reporting periods #2, 3, and 4.

4. Become engaged at the state and local levels in public housing and education policy. Advocate for policies that promote integrated neighborhoods; legislation that benefits the growth, resources, infrastructure and, therefore, prosperity of all communities and demographics.

5. Support BIPOC students in HBCUs, MSIs and higher education institutions through mentorship, advocacy, scholarship, etc.

6. Establish and uphold safe, professional work environments for BIPOC staff by: (see Appendix)

  • Creating and distributing clear protocols for actively and judiciously addressing microaggressions and implicit biases against race, sexual orientation, and religion.

  • Compensating a BIPOC professional when asking for EDI or other consultation/advice. (see Appendix)

  • Creating project teams that include Black and underrepresented women and people of color in prime management, partner, or consultant roles.

  • Allowing BIPOC and minority women employees equal opportunity to make mistakes, learn/grow, and feel fully supported/valued while doing so.

  • Be respectful and accommodating of the needs of BIPOC cultures and religions.

7. Be intentional when including BIPOC staff in your firm/organization’s marketing materials, social media, and other professional publications. (see Appendix).

8. Commit to ongoing cultural competency learning, work, and long-term transformation, both at the individual level and organizational level.

  • NOMA PDX will track each firm’s progress as they embark on their internal journey to uphold their Call-to-Action pledge commitments.

    While this pledge is voluntary, firms are expected to proactively submit bi-annual progress reports to NOMA PDX; reporting will be confidential between NOMA PDX and the firm/organization. The firms will be publicly displayed on the NOMA PDX website as a way to celebrate achievements towards creating a more equitable workplace and industry. This public acknowledgement works to encourage firms to collaborate and learn from each other throughout this (re)building process. NOMA PDX will collaborate with firms/organizations to create thoughtful ways of tracking progress. When we do not challenge ourselves by fully committing, we risk the future of our very community and profession.

    We are at a pivotal moment in time where we must work together and take action. Now more than ever, it is imperative that your firm/organization signs this Call-to-Action in a collective effort to combat racial and social injustice, and to foster new avenues for growth and unity, within the AEC profession. We are calling all firms to act as co-conspirators in helping propel the momentum of engaging in the work to achieve a Just, Equitable, Diverse, and Inclusive profession.

Closing Call-to-Action

Supplemental Information

  • Reporting Form

CTA Reporting Form

“It always seems impossible until it's done.”

— Nelson Mandela

Call to Action Committee

  • Karina Ruiz - she/her/ella

    NOMA PDX President Committee Co-Chair

    BRIC Architecture, Inc. - Principal

  • Jean von Bargen Root - she/her

    Committee Co-Chair

    MWA Architects - Principal

  • Lisa Sato

    Lisa Sato - she/her

    NOMA PDX Board Member Committee Organizer

    CHA - Project Designer/Architect

  • Jordan Land

    Research and Development

    BRIC Architecture, Inc. - Designer

  • Natalie Willes

    Outreach and Program Planning

    Actalent - Account Manager

  • Crystal Sanderson - she/her

    Outreach and Mentorship

    Integrus - Associate Principal

  • Audrey Alverson - she/her

    CTA Communications

    Salazar Architect Inc. - Director of Communications & Engagement

  • Kelly Chanopas - she/her

    Outreach and Mentorship

    ZGF - Architect

  • Amanda Petretti - she/her

    Program Planning

    Studio Petretti Architecture – Founding Principal

  • Pearl Kang

    Pearl Kang

    Mentorship

    Hennebery Eddy Architects, Inc - Architect

  • Jason Fifield

    Mentorship

    CHA - Architect

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