Disabled architects: Unlocking the potential for practice

Abstract Disabled Architects: Unlocking the Potential for PracticeSandra Manley, Ann de Graft-Johnson and Katie Lucking, UWE, BristolThe Royal Institute of British Architects (RIBA) commissioned UWE to investigate the experiences of disabled architects and architecture students with the aim of making recommendations to increase the diversity of the profession and disseminate good practice. Architects for Change (AFC), the RIBA’s Equality and Diversity forum and the RIBA Inclusive Design Working Group promoted the research ambitions. The core aims of the research were to:•Identify good practice relating to equal opportunities for disabled people in the architecture profession; •Identify obstacles to entrance, progression and retention of disabled people in architecture;•Assess the current situation and make recommendations for improvement against which future progress can be monitored;Key conclusions from the findings were that:•the architecture profession needs to make significant changes; •in particular the educational environment needs to change to be more inclusive;•some students were traumatised by their educational experiences. Nevertheless most disabled people who participated in the study retained their enthusiasm to the practice of architecture. In the words of one student who participated: “Architecture is a marvelously stimulating field. Learning about it is a privilege” (Architecture Student, 2010).The report recommendations were based on the findings and included primary and secondary education as well as higher education, the relevant professional bodies and architects practices

Association of Researchers in Construction Management

In October 2003 the Royal Institute of British Architects (RIBA) appointed a University of the West of England (UWE) research team to investigate reasons why a disproportionate number of women were leaving architectural practice. The statistical information available on representation of women within the architectural profession and those going through architectural education and training indicated that there was an issue which needed to be addressed. Whilst the percentage of women entering architectural studies had increased from 27% in 1990 to 38% in 2002/3, the percentage of women within the architectural profession as a whole, at 13%, had remained fairly static for a number of years The UWE team presented 'Why do Women Leave Architecture' in June 2003. Five years on from this research a review of progress has been undertaken. Concentrating mainly on what the organisations whose work can influence architectural education and practice have done in response to the original research, the review examines the responses and actions taken, assesses their effectiveness and provides an update on the situation. The findings are both positive and negative. On the positive side current figures indicate that the overall percentage of women in architecture has increased to 17% and most of the organisations have taken concerns about women leaving architecture seriously, although there is still much more work to do, including a need to find out more about the nature of good practice. The overall conclusion is that a more proactive approach is needed to ensure that women can thrive in the architectural profession, as this is seen as a benefit for both males and females and can contribute to the development of a more diverse profession that reflects the community it serves

Why do women leave architecture?

Report for the Royal Institute of British Architects (RIBA) diversity panel Architects for Change (AFC

Diversity or the lack of it in the architectural profession

Approximately 37 per cent of architectural students are women and the percentage is increasing. This increase is not reflected in the architectural profession; women represent only 13 per cent of the total and analysis reveals that women are leaving the profession after qualifying. The research reported here was undertaken in 2003 and investigated the reasons why women were leaving. Research methods included the appointment of an expert advisory group, an extensive literature review, a web-based questionnaire aimed at women architects and a series of interviews with women who had left architecture. No single reason emerged from the research to explain why women left but a multiplicity of factors, such as low pay, poor promotion prospects, discriminatory attitudes and sexist behaviour were found to influence departure. The problem has an international dimension as revealed through the web survey and from ongoing academic interest. There are serious implications for the future of the profession if, through its culture and practice, it loses skilled people after they have qualified. Finally a series of key strategic recommendations for the professional bodies as well as practitioners suggest ways of reducing this female brain drain. The aim is to increase diversity in the construction industry and improve the competitive edge of the architectural profession.Women in architecture, gender, discrimination, inclusion, equality, diversity, workplace practice and culture, equal opportunities,

Gathering and reviewing data on diversity in the construction professions

Research report commissioned by Construction Industry Counci

Continuum of care for maternal, newborn, and child health: from slogan to service delivery.

The continuum of care has become a rallying call to reduce the yearly toll of half a million maternal deaths, 4 million neonatal deaths, and 6 million child deaths. The continuum for maternal, newborn, and child health usually refers to continuity of individual care. Continuity of care is necessary throughout the lifecycle (adolescence, pregnancy, childbirth, the postnatal period, and childhood) and also between places of caregiving (including households and communities, outpatient and outreach services, and clinical-care settings). We define a population-level or public-health framework based on integrated service delivery throughout the lifecycle, and propose eight packages to promote health for mothers, babies, and children. These packages can be used to deliver more than 190 separate interventions, which would be difficult to scale up one by one. The packages encompass three which are delivered through clinical care (reproductive health, obstetric care, and care of sick newborn babies and children); four through outpatient and outreach services (reproductive health, antenatal care, postnatal care and child health services); and one through integrated family and community care throughout the lifecycle. Mothers and babies are at high risk in the first days after birth, and the lack of a defined postnatal care package is an important gap, which also contributes to discontinuity between maternal and child health programmes. Similarly, because the family and community package tends not to be regarded as part of the health system, few countries have made systematic efforts to scale it up or integrate it with other levels of care. Building the continuum of care for maternal, newborn, and child health with these packages will need effectiveness trials in various settings; policy support for integration; investment to strengthen health systems; and results-based operational management, especially at district level