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Saturday, October 18 • 1:00pm - 1:50pm
GD3. How to solve the Confidence Conundrum? Change your View, then Change the World. FULL

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Our research shows that, even though women take on similar responsibilities, work similar hours, and are promoted to mid-level management positions at rates similar to men early in their careers, they are dramatically less likely to become principals or partners. If, as this data begins to suggest, confidence and ambition are greater predictors of success than experience, what can women do to increase their chances of promotion? In a profession that values design and creativity, why does it seem that women gravitate towards management roles? Can we support, mentor, and advocate for each other more effectively to achieve success in design leadership ?  How can we play this game of success on our own terms?  Do we try to get better at "playing by the rules" by cultivating our leadership skills OR changing the rules altogether by creating new paths to advancement? or Both?

Learning Objective 1

In the context of participatory brainstorming and discussion, participants will assemble an agreed upon definition of confidence, competence, and its component elements that is relevant to professional development. These definitions will form the basis of discussion for the current equity challenges in architecture firms.

Learning Objective 2

In response to the specific concerns identified by the group, participants will propose actionable outcomes on the firm and institutional level that will support the discussion and development of professional mentorship focused on confidence development and achievement recognition within the profession across genders.

Learning Objective 3

Drawing on personal experience and expert research, participants will identify and discuss current gender bias challenges related to confidence vs. competence in the architectural workplace and ideate strategies that will raise awareness and aid in changing perception. These strategies will be compiled in a toolkit and valuable resource for mentors, mentees, and firm leadership.

Learning Objective 4

Through interactive discussion, participants will, as a group, share and document relevant personal stories related to equity challenges and positive outcomes where confidence vs. competence is a factor in hiring, salary raises, performance reviews and career advancement. The group will compile an archive of shared experience within the profession of architecture that will provide inspiration and advice thru storytelling.

avatar for Julia Mandell

Julia Mandell

Designer and Project Manager, Wilson Associates
Julia is a dynamic designer and planner with broad project experience in architecture, urban design, and landscape design. Currently designer and project manager at Wilson Associates, a design/build/development firm in Oakland, Julia’s current work focuses on innovative commercial... Read More →

avatar for Jennifer Devlin-Herbert FAIA, LEED AP BD+C

Jennifer Devlin-Herbert FAIA, LEED AP BD+C

Principal, EHDD
Jennifer is a leader in the development of collaborative design processes. Her key strength is an ability to effectively engage the community – the public at large, project stakeholders, the design team, and firm members – to build an understanding of the role of architecture... Read More →
avatar for Dominique Price AIA, IIDA

Dominique Price AIA, IIDA

Design Director, Gensler
Dom specializes in architectural programming and modes of production, blending technical expertise with humanistic sensibility.  She developed her skills as a designer over many years working with innovative and internationally recognized firms.  Much of her early work focused... Read More →

Saturday October 18, 2014 1:00pm - 1:50pm PDT
Room 18

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