Equity by Design

There is a stigma that taking a Leave of Absence is detrimental to career growth when in fact time away can be celebrated as an opportunity to gain strength and focus. Can we provide a path to re-entry for those who have left the profession due to family or medical needs, financial concerns, unfavorable job markets, or divergent career exploration? What are the precedents for returnships and on-ramping by corporate workplace that can be applied to Architecture? What are potential, radically fresh ways that we can design this transition process so it is mutually beneficial for firms and returning employee?

Learning Objective 1 Upon completion, participants will be able to clarify current priorities and work values by completing “Work Values” assessment questionnaire before the session and discussing in small groups.

Learning Objective 2 Upon completion, participants will be able to identify transferable skills gained during time away and re-frame narrative to highlight assets gained during time away vs. deficits accrued

Learning Objective 3 Upon completion, participants will be able to identify opportunities and challenges for  returning to the profession and assess the current skills that need to be developed to align with professional goals, and determine the tools/people that can help achieve those goals.

Learning Objective 4 Upon completion, participants will be able to propose a set of Best Practices for use by the AIA or individual firms to support and provide returnee access paths and programs for successful re-entry into the profession.