Roundtables Wrap Up

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The Meeting of the Roundtables [Small Firm, Mid-Size Firm, Large Firm, and Emerging Professionals] occurred on Thursday, February 25. The below captures the highlights of each conversation. Please plan to join us for the next session on May 27.

Large Firm Roundtable         

Topic 1: Remote Work and Transitioning Back to the Office

  • Employees have the choice on when to return to the office in person
  • Some firms have purchased PPE for employees and performed deep cleaning for the office
  • Many firms have requirements for masking when in common areas and moving throughout the office
  • In general, firms have not imposed a requirement for employees to vaccinate
  • It was noted that there are varying requirements for re-opening in different states, thus posing challenges for firms with multiple offices in the U.S.
  • One firm leader shared how vaccinations are not embraced by everyone which will influence office policy development
  • Some firms shared that productivity (measured as revenue per employee) has been high during this period of remote work
  • Some firms classified 2020 as a “so-so” year in terms of financial performance

Topic 2: Justice, Equity, Diversity, and Inclusion

  • The 21 Day Racial Equity Habit-Building Challenge by the American Bar Association was shared as a resource: https://www.americanbar.org/groups/public_contract_law/leadership/21-challenge/
  • Firm leaders thought they should let the next generation take the lead on JEDI issues
  • Some firm leaders are mentoring more than ever during the pandemic
  • There was consensus that firm leaders need to understand our future generation as individuals, particularly minorities
  • Some firms have established a J.E.D.I. Committee
  • Firm leaders were encouraged to use Virginia NOMA as a resource.

Topic 3: Cultivating Emerging Professionals

  • One firm leader indicated that emerging professionals were obtaining knowledge and advancing it on their own
  • Firm leaders reported that it seemed emerging professionals in their firm missed the camaraderie of the office environment and desire to come back; however, are accomplishing a great deal from home
  • It seems that conversations on EDI have flourished amongst this demographic
  • There is a concern by some firm leaders if the development of some emerging professions is “falling through the cracks” in the remote work environment
  • Some emerging professionals have risen as key players in contributing to firm vision and strategy during this time
  • The question of how to grow the firm without growing the firm’s real estate was discussed
  • It seems the vast majority of emerging professionals desire flexibility to work from home and the office
  • Some firm leaders believe that the pandemic will change the culture of the profession; the office will likely become a destination for specific tasks opposed to pre-COVID times where the office was a place that you “go just to go”

Mid-Size Firm Roundtable

Topic 1: Remote Work and Transitioning Back to the Office

  • There is a blend of approaches: some are working remotely, bringing in staff in shifts, and some are back in the office.
  • Once teams are vaccinated, many envision returning to the office
  • There seems to be adequate information about safe space planning.
  • Some firms are offering incentives to encourage vaccination, paying for vaccinations, or providing time off. None were mandating vaccination as a requirement to return to work.
  • Site meetings and construction administration have been flowing fairly normally. Some are hosting hybrid meetings or in-person meetings with 6-feet social distance and movement every 15 minutes. Many try to schedule meetings early or late in the day when fewer people will be onsite.

Topic 2: Justice, Equity, Diversity, and Inclusion

  • One firm formed a diversity and inclusion council that is charged with reviewing all policies. They began with evaluating recruitment and legal and have been working for 6 months.
  • Some have not adopted any J.E.D.I. initiatives
  • Hiring/recruitment has been challenging
  • One firm just hired several new team members. Another hired several new people in June right out of school and developed new virtual training/orientation methods to support them.
  • One firm went through the JUST process which is posted on their website. They used the information like a report card and have implemented several new policies and practices as part of their continuous improvement efforts.

Topic 3: Cultivating Emerging Professionals

  • Several firms are seeking to hire emerging professionals at this time.
  • Shortly before the pandemic, one firm hired a student part-time. He has now graduated and is full time. Because the firm is not planning on hiring anyone else, he is advancing very quickly out of necessity.
  • One firm hired several new graduates and has implemented regular virtual check-in meetings and virtual check-sets to help support them.
  • There are a lot of people participating in ARE support sessions which is helping them to be well prepared for the test. One office just had a staff member pass the ARE.
  • There was some discussion about mentorship programs in Seattle and New York. The group talked about the differences between mentorship and training as well as challenges of mentoring in a smaller firm.
  • One firm is considering a more structured mentorship program and evaluating their existing methods. They have had some success with summer interns who are “attached at the hip” with a firm principal. This firm is back in person, so it is easier – to do this.
  • Because of the virtual environment, one firm in creating more structure to their mentorship programming out of necessity.
  • The group discussed the various challenges of having multiple partners with different styles.
  • One firm matches each new hire with an in-house “mentor” who helps them on the job.

Small Firm Roundtable

Topic 1: Remote Work and Transitioning Back to the Office

  • Some firm leaders shared that it is difficult to manage projects remotely as a small firm
  • One firm has employees working in the office but seated 12’ apart with masks optional at one’s desk
  • One firm requires clients to make an appointment before visiting the office; “walk-ins” are prohibited
  • A firm leader stated that the company was so busy that they are turning down clients

Topic 2: Justice, Equity, Diversity, and Inclusion

  • One firm made Martin Luther King Jr. day a paid holiday for staff. This day will eventually be made a day of service for the firm
  • A firm leader shared that the company is being more intentional about casting a “wider net” in search of interns
  • J.E.D.I. conversations take on a much different context in small firms; for example, firms with 3 to 4 people
  • Several firms believed they could make a stronger impact with J.E.D.I. by serving the community (example projects mentioned: converting a church to a community center pro bono for a disadvantaged neighborhood, making oneself available to the Government as a contract vehicle, “Architects Anonymous” pro-bono services program]

Topic 3: Cultivating Emerging Professionals

  • The group discussed AIA Virginia’s Amber Book ARE prep scholarships being sponsored by the Branch Museum of Architecture and Design
  • The Chair of The Branch voiced opportunities for engagement with the 501c3

Emerging Professional’s Roundtable

Topic 1: Remote Work and Transitioning Back to the Office

  • Overall, most firms have been supportive of the remote working arrangements
  • Some reported that their teams have become more dynamic and flexible in their scheduling. The group appreciated that flexibility and most hoped that it would continue.
  • Document review and redlines/mark ups have been challenging.
  • The group discussed the various advantages and challenges with Blue Beam, Miro, and Mural
  • Some discussed the challenges of remote work during the early career stage
  • Most are still working remotely, though some are in the office.

Topic 2: Justice, Equity, Diversity, and Inclusion

  • Some firms’ J.E.D.I. efforts have been disappointing or have seemed performative (rather than substantive and sustainable)
  • The group discussed the challenges of bringing J.E.D.I. issues to firm leaders
  • One firm is trying to identify information to see if there is unconscious bias in the review process
  • The size of the firm seems to impact diversity; larger firms are (in general) while smaller firms seem less diverse
  • There seems to be some level of “tokenism” in some firms
  • AIA should reward/recognize/celebrate firms for genuineJ.E.D.I. efforts
  • Michael Marshall – who has suggested a hiring diversity/staffing rating system like LEED was discussed.
  • The group wondered how many firms are willing to sponsor visas for international applicants.

Topic 3: Cultivating Emerging Professionals

  • It can be difficult to get the information/support that one would normally get when in the office
  • It is difficult to build professional relationships within firms in a remote setting
  • Some have felt like there is a lack of connection and communication in the virtual space.
  • Despite good intentions by firm leaders, some are not feeling supported and don’t know how to ask for it.
  • It is very hard to learn when personal or mentorship relationships are absent.
  • Some were uncomfortable asking for things/support/help because they feel like firm leaders are doing them a favor by keeping them or offering more flexibility in scheduling
  • “It feels like you should know what you’re doing, but you don’t — and you don’t know who to ask?”
  • Being paired with a firm “mentor” (who you aren’t afraid to ask questions/ whose “job” it is to help you) has been a successful approach
  • Some didn’t find out until several years into their architecture program that a Masters program was necessary to be licensed and that expensive testing was necessary (following a long internship/training process).

An Update on the AIA Virginia J.E.D.I. Committee

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Since its inception in September 2020, the Justice, Equity, Diversity, and Inclusion Committee has been dedicated to creating a more equitable architecture profession throughout the Commonwealth of Virginia. Our efforts acknowledge the grave disparities that marginalized identities face and aims to provide opportunities for education, programming, and advocacy. This work serves everyone. To date the committee has 4 main areas of focus:

Education: Education and training serve as the foundational for the work happening in firms and architectural schools across the country. It is important to have a shared language and a common understanding of the history and systems at play in American society. That being said, the committee will provide opportunities to learn about the value of diversity, the obstacles facing historically underrepresented populations, and ways to combat the many forms of bias, bigotry and exclusion in the discipline. Moreover, it is our hope that architecture firms take that knowledge and begin implementing equitable practices that respond to the systemic barriers to entry and retention in the profession.

Acknowledgment: Already underway, the committee has proposed ways to honor firms and individuals that champion equity through their exemplary civic engagement and/or their proven record of policies and procedures that expand inclusion and reallocate resources to underrepresented people.

Advocating: Inherent in the work of any committee focused on equity is a duty to advocate. Our planned advocacy can take place in many forms. It can manifest as a public statement of support for climate action and environmental justice or as a conversation with elected officials in support of specific legislation. As we continue to protect the health, safety, and welfare of the public, it is important for us to give voice to those who have not always had a seat at the table and this is where programming comes in.

Programming: In this initial year, the committee aims to create opportunities for dialogue between disparate groups with the hope of gaining more understanding and developing some shared values. In addition to original content, the committee plans to promote and circulate webinars, programs, and services offered by other components, organizations, and agencies.

As I said before, this work serves everyone. It extends far beyond the reach of the committee and the architecture discipline at large. In the words of the late John Lewis, I hope that you will join us in our efforts to get into some “good trouble” this year.

Kendall A. Nicholson, EdD, Assoc. AIA, NOMA
member of the AIA Virginia J.E.D.I. Committee

Virginia Firm Directory

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The AIA Virginia Firm Directory helps connect clients with an architect or architecture firm that meets their needs. Clients can search by firm name, ZIP code, distance, and areas of practice.

View the Firm Directory

Listings are free to firms with an office in Virginia and an AIA Virginia member Principal. To have your firm listed in the directory, click on the “Create a Listing” button inside the directory. To correct any information in your listing, email cguske@aiava.org.

Newly Licensed

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We understand the dedication and effort required to study for and pass the ARE. Congratulations to the following member for passing their exams and gaining licensure. This is great news that thrills all of us and we are so proud to call you architects!

Kamran Charmsaz, AIA (Northern Virginia)
Sean P. Haislip, AIA (Northern Virginia)
James P. Lawyer, AIA (Richmond)
Georgia M. Todd, AIA (Central Virginia)

Have you recently passed the ARE? Upgrade your membership to Architect using this AIA form. or send an email to your Member Services Director, Cathy Guske, cguske@aiava.org

New Members

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We are always excited to welcome new members to Virginia. The following members recently joined the ranks of AIA Virginia.

New Architect Members

Mr. Andrew Brown, AIA (Central Virginia)

New Associate Members

Miss Ana M. Garcia, Associate AIA (Northern Virginia)
Ms. Saanika S. Lokre, Associate AIA (Northern Virginia)
Mrs. Caitlin M. Morgan, Associate AIA (Central Virginia)
Mr. Temitayo Odunlami, Associate AIA (Richmond)
Ms. Daniela P. Urazan, Associate AIA (Northern Virginia)
Ms. Ellen Wildman, Associate AIA (Hampton Roads)

AIA Virginia Allied Members

Daniel Corker, President, RVA Construction, Inc.
Kevin Franz, Business Develop Manager, Metl-Span
Elizabeth Connolly, Architectural Representative, pella 386

View all of the AIA Virginia Allied members

Associated Thoughts: Springing Ahead

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In the last few days, we have experienced the joyous shift of daylight savings, balancing the unfortunate loss of an hour of sleep with the revelation of sunsets that sneak off later and later. The first day after the spring ahead is something I look forward to every year, where we can actually see clearly the transition from one thing to the next. Our winter is ending, and the light lingers later in the sweetening air, and I feel that spring is close at hand.

Michael Spory, Assoc. AIA

Despite the seeming sameness of a work-from-home, socially distanced life, we have all had lots of transitions this past year. New technology, new patterns of communication, new expectations for our time, new challenges to keep our minds engaged, and our firm billings high enough, among many. We have lived through unbelievable upheaval, and are about to face it again. With the trickling vaccinations comes the onset of another transition for architects, as we adjust once again to hybridized workplaces, reformulated daily practices, and a profession that will be finding a new “normal.” Like the gradual lightning that flips suddenly at daylight savings day, we will emerge into a new world–a world that we must shape for the better.

For many young professionals, our transitions might be taking on new responsibilities after our expertise gained in blending digital and physical management techniques, and developing and documenting projects with stakeholders whom you might never meet in person. It might be figuring out what a hybrid workplace looks like. It might be in transitioning in a new title as “Licensed Architect” (shoutout to all those taking their AREs now) or realizing important it is to give back from good mentorship and support aht we’ve received. For students, the transition might be gained skills in virtual networking, digital presenting, grassroots organizing tactics outside of offering free pizza–skills that firms need. For new moms and dads, it might be transitioning back to a new balance of childcare and professional life once again–one hopefully rooted in better firm policies that advocate for equal opportunities for those who take of loved ones and those who do not.

Transitions are hard. These new steps often challenge us to face that fact that we are inadequate–that we don’t know a great deal–and that we are entering new, unknown territory, where success is not guaranteed. But transitions also offer a break from old habit, from leftover patterns that need rejiggering, and an opportunity to overhaul complacent systems. Approaching this new threshold is like coming up to a mountain ridgeline in the fog. As the horizon view clears before and behind us, we feel the anticipation of returning to the good things and grief and confusion as we sort through the things we lost. Students will miss milestones as they celebrate the arrival of first jobs (which will happen), and younger staff will miss promotions and raises, even as we forged new knowledge in the crucible of socially distanced professional necessity. Some may thrive in the coming phases of lingering uncertainty, and for others, it may tempt us to retreat into the security of what we already know.

As I approach this upcoming Spring Ahead Sunday with certain excitement (my household is preparing lots of pie, as daylight savings joyfully dovetails with Pi Day this year–the smallest of delights) at the return of sunny evenings, I look ahead to the horizon, and see the many many opportunities for young designers glistening in the lifting fog. I hope you see them too. I hope you reach for them with all your might–and know that we are here to support your reach.

In solidarity and action,
Michael Spory, Associate AIA
spory@vmdo.com

Speaking Up with a Unified Voice

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In yet another adaptation to the pandemic, AIA’s signature leadership and advocacy event, Grassroots 2021 was held last month in a virtual format.  The conference included a wide range of leadership programs and biennial Hill Visits with federal lawmakers.  In one memorable session, Robert Nichols, Assoc. AIA gave an inspiring presentation on the work of the World Deaf Architecture Association, which he co-founded.  Speaking through an interpreter, Mr. Nichols spoke of the importance of courage when engaging people that have different backgrounds than your own, sharing this quote:

“Courage is what it takes to stand up and speak.  Courage is also what it takes to sit down and listen.”

Winston Churchill

Mr. Nichols is a leader with tremendous courage, perseverance and passion who speaks on behalf of  architects and designers that are deaf, deaf-blind, or hard of hearing.   His leadership and advocacy has provided opportunities for networking, professional development and education worldwide.

Sean Reilly, AIA

AIA Virginia has never been more resolved to strengthening the culture of advocacy within our organization.  During this unusual time, when society and communities are facing multiple complex challenges related to the built environment, the problem-solving expertise and passion of architects are needed more than ever. AIA Virginia believes it is particularly important that we demonstrate how to advocate for architecture’s value to emerging professionals.  Inspiring architects to think of themselves as advocates for our profession and the built environment is of critical importance to the future of our profession.

One of the six goals of the 2020 – 2022 Strategic Plan is “Invest in the future generations and develop visionary leaders for service.”  In response, AIA Virginia is launching the first annual Architects Speak Up!, a structured and coordinated outreach event, which will be held during May. This event will provide an excellent opportunity for AIA Virginia members to connect with their in-district state lawmakers virtually and advocate for the value architects bring to improving people’s lives, communities and the built environment.  Key goals of this event include:

  • Inspiring and empowering members to speak up for our profession
  • Cultivating relationships with state lawmakers
  • Building advocacy capacity throughout the local components
  • Training members to become an integral part of advocacy
  • Growing the culture of the AIA Virginia PAC

Participants will be equipped with knowledge, insights, tools, and resources to communicate effectively with confidence in the legislative meetings. See the post in this Newsletter to register for Architects Speak Up!

While AIA members broadly view advocacy as a core member value and need, the percentage of members who engage in advocacy is quite low. Traditionally, many architects think advocacy is something done by a few people.  One of the key goals of Architects Speak Up! is to inspire a greater number of architects to become advocates.

Why? 

Because there is strength in numbers and the decisions of lawmakers and other key influencers impact all architects, their businesses and the communities they serve. By increasing our advocacy capacity Virginia architects will expand their influence at all levels of state and local government and use it for the purpose of having a seat at the table when bills are crafted on the big issues of our time: access to affordable housing; resilience and climate change; justice, equity, diversity and inclusion, amongst other issues. We can begin by empowering the next generation to speak up on behalf of our profession to improve people’s lives and transform the built environment.

Sean E. Reilly, AIA
AIA Virginia President
AIA Virginia PAC Board of Trustees member

2021 Honors Committee Appointed; Clark to Serve as Chair

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At the Feb. 26 meeting, the AIA Virginia Board of Directors affirmed the following appointments to the 2021 Honors Committee:

Jim Clark, FAIA (Chair)

Eric Keplinger, AIA

Amanda Schlichting, AIA

Randy Vaughan, AIA

Robert Boynton, FAIA

The following members will continue their terms on the committee:

Kendall Nicholson, Assoc. AIA

April Drake, AIA

Lee Shadbolt, AIA

Paula Loomis, FAIA

Chuck Swartz, FAIA

David Keith, FAIA

Bruce Wardell, AIA

Amber Hall, AIA

The honors program recognizes the best efforts of Virginians who, by profession or avocation, have made creating, preserving, and enhancing Virginia’s communities an important life commitment.

The call for nominations is expected to launch in late April.

Virginia Celebrates Eight New Fellows

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The American Institute of Architects (AIA) is elevating a record eight AIA members from AIA Virginia to its prestigious College of Fellows, AIA’s highest membership honor, for their exceptional work and contributions to architecture and society. Less than 3% of the architecture profession achieve AIA Fellowship.

The newly elevated members are:

Allison Ewing, FAIA (Central Virginia)
Kathleen O. Frazier, FAIA (Central Virginia)
Brian J. Frickie, FAIA (Northern Virginia)
Kathleen M. Galvin, FAIA (Central Virginia)
David A. Keith, FAIA (Hampton Roads)
Daniel J. Lemieux, FAIA (Nothern Virginia)
David H. Peabody, FAIA (Northern Virginia)
Alice J. Raucher, FAIA (Central Virginia)

Allison Ewing, FAIA, is the founder/partner at Hays+Ewing Design Studio in Charlottesville.

As architect and leader, Allison Ewing advances sustainability through design, implementation and advocacy – both within and beyond the architectural profession – by modeling change in the building industry with solutions both visionary and practicable.

Kathleen O. Frazier, FAIA, is co-founder of Frazier Associates in Staunton.

Kathleen Frazier has revitalized the historic heart of communities in Virginia and nationwide for the past forty years, transforming attitudes toward the built heritage through her dedication to historic preservation, economic revitalization, and community engagement.

Brian J. Frickie, FAIA, is principal at Kerns Group Architects in Falls Church.

Brian Frickie delivers aspirational, enduring, and inspirational leadership across the AIA at all levels. His visionary activism and collaborative, participatory style uphold the profession’s stature, elevate the organization’s relevance, and empower individual architects as leaders.

Kathleen M. Galvin, FAIA, is the owner of Galvin Architects in Charlottesville.

Kathleen M. Galvin synthesizes her work as an architect, citizen and elected official, to create just, healthy places; build sustainable, connected communities; and end poverty, while inspiring young architects to answer the call to serve.

David A. Keith, FAIA, is the chief executive officer and design principal at Hanbury in Norfolk.

David Keith champions a model of practice driven by continuous talent development, creating a thriving culture of design excellence and transforming the firms that he leads and the communities and campuses in which he works.

Daniel J. Lemieux, FAIA, serves as Principal and a Director for Wiss, Janney, Elstner Associates, Inc. in Falls Church.

Daniel J. Lemieux has led the advancement of building science in architecture throughout his over 25-year career in professional practice and as a thought-leader in the development of international technical design and construction standards.

David H. Peabody, FAIA, is the owner of Peabody Architects in Alexandria.

David Peabody pioneers passive and zero-energy building in the United States. Through practice, advocacy and collaboration, he advances the design profession’s leadership in the transition to an economy built on connected, energy-positive buildings.

Alice J. Raucher, FAIA, is the architect for the University of Virginia.

As an architect, educator, and design leader of two internationally recognized university campuses, Alice Raucher consistently strives to build community through her commitment to innovative campus planning, historical relevance, and architectural design excellence.

Racing for Relevance

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Lately, I have been reading “Race for Relevance” by Harrison Coerver and Mary Byers. It is truly a great read and discusses what membership organizations, such as the AIA, need to do to remain relevant. I thought it was so valuable that I purchased a book for each staff member. Soon, we are going to commence group discussions on each chapter together. Our President, Sean Reilly and I are doing the same thing.

A question you should ask yourself is how will you – as an architect – remain relevant to our society?

Our community leaders are still grappling with how to reopen schools. Our U.S. Capitol was stormed by thugs and now this symbol of our democracy is behind barricades. We continue to see our black and brown brothers and sisters claw through systems that were not necessarily designed for their success.

Again, how will you remain relevant as an architect? How about during a pandemic?

This answer becomes increasingly difficult during a public health crisis. However, it can be done. Let me tell you three things AIA Virginia is doing to remain relevant which I invite you to be a part of.

  1. Elevating the Voice of the Architecture Profession Through Strategic Industry Partnerships
    There is strength in numbers. This is why we are partnering with the American Council of Engineering Companies and the Associated General Contractors for our first ever AEC Virtual Symposium on March 17-19. Together, this coalition has enough prominence to attract the Governor of Virginia in accepting an invitation to be one of our keynote speakers. If the Governor thinks we are relevant, then I would say we are moving in the right direction.
    Please register at www.aecvirginia.com and join us for this event!
  1. Relentlessly Advocating for Architects to Receive Gubernatorial Appointments
    Architects play such a vital role in our communities through the design of spaces and places. As such, we should have a seat at the table on Boards and Commissions whose work focuses on these spaces and places – thus impacting the quality of life in our communities. Our nominees from AIA Virginia were chosen by the Governor to serve on the Fair Housing Board and the Secure and Resilient Commonwealth Panel. Reach out to me directly if serving in a capacity such as this is of interest to you. Your skills are needed and desired.
  1. Being a Part of the Solution in Making our Profession Better Reflect the Society we Serve
    The data says it all. For some demographics, there are leaks in our profession’s pipeline and sometimes even the entry to the pipeline seems obscure. I’m proud to say that we were an instrumental partner in the formation of Virginia NOMA and have a Memorandum of Understanding with the organization to memorialize our partnership well beyond its “start-up” phase. In addition, AIA Virginia was intentional about its fundraising efforts in supporting Hampton University – the state’s only HBCU architecture program. We are hopeful that you are standing with us in these efforts. Moving the needle on an issue like this takes time and perseverance.

Being relevant does not mean you have to be super-human. Just pick one thing to do. And let AIA Virginia help you.

R. Corey Clayborne, FAIA, NOMA, MBA
Executive Vice President