New London Architecture

Diverse Leaders Committee

Wednesday 22 February 2023

Dipa Joshi

Architect
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Who are the next generation of industry leaders driving our built environment? How do we create an attractive proposition to encourage more diverse teams that see a clear career progression?  These EDI considerations are supported by an increasing focus on Environmental and Social Governance (ESG) across our industry.

The industry needs to widen its catchment of candidates at all levels, move away from unconscious bias and appreciate the opportunities presented by a diverse team.  This will unlock a huge potential to design better quality inclusive built environments with environmental value, economic value, and social value. Impact should be made across all levels – from attracting school pupils to breaking glass ceilings at the upper echelons of management.

From funders to developers to designers, the more diversely representative these are, and the more voices that are heard, the more resilient the developments will be. 
 Inclusive design means creating equitable spaces that feel accessible and welcoming for all – because the spaces feel owned and are subsequently used more.  This has huge benefits such as increasing footfall, generating business, increasing passive surveillance and reducing danger.

From my work as a Mayor’s Design Advocate in Sadiq Khan’s first cohort (2017-2022) I was on the EDI steering group and co-wrote the GLA handbook – Supporting Diversity. As Diversity Champion at Fletcher Priest Architects, I have in turn steered our practice’s EDI strategy and action plan, using the mantra “Measure, Monitor and Mentor” (MMM).

The premise of this initiative is that to increase diversity across the built environment, we should measure the diversity quotient within our practice, monitor it against local demographic and industry standards and set targets for figures across all experience levels.  To make improvements where required, mentoring should take place - both internally to ensure that progression is inclusive, and externally, to engage with a wider audience and attract them to the architectural profession.

We implement activities covering areas such as finessing our recruitment and appraisal processes, creation of a diversity focus group, organising social events and outreach activities. A system of mentoring is implemented to encourage more students to study architecture, nurture them once they are part of our practice, and offer guidance and support to allow growth, progression, and promotion.

I am now delighted to be chairing the Diverse Leaders Committee, assembled by the NLA to provide tangible support and actions for the NLA programme, members and the New London Agenda. At our first meeting in January 2023, we have already begun setting some key initiatives in place. 

The NLA Diverse Leaders Pledge has been in place since 2020 we discussed how we can update it to cover inclusion when it comes to consultation in development.  All NLA members should be encouraged to sign up to the pledge and encouraged to bring accountability. The group will be looking to promote the content of the pledge more by for example organising events that link to the pledge, including pledge signees reporting on progress.

Using the same MMM strategy, we looked at applying this to the NLA programme, creating a clear simple strategy for bringing Diversity into the New London Agenda 
A sample survey form could be provided to members organisations to measure their diversity. Ideally this data would then be shared so that an industry-wide measure can be taken.  Transparency is key to progress here.

Recruitment and Interview guidance will be a helpful resource along with guidance on providing baseline EDI training included in members induction process. The accessibility of advice and training is crucial to raising awareness of diversity. 

NLA members should be encouraged to provide one-to-one mentoring, with levels considered so that senior people are mentees.  The committee is also looking to set up mentoring from the members of the New London Sounding Board.  Alongside this, stories from the diverse sounding board members will be shared, with leaders telling their stories on video. 

We agreed that the NLA would impose a 75/25% member/non-member split on all public events to encourage greater panel and speaker diversity.  

Finally, the idea of a diversity calendar was suggested to be published online, with members encouraged to publish content on that particular cultural event.

I am looking forward to being a positive influence through the NLA, on creating a more diverse and inclusive environment in the built industry profession, incorporating these and many more initiatives.

Diverse Leaders Committee:
Gabrielle Appiah, Senior Stakeholder Engagement Consultant, AECOM
Lilli Hoikka, Operations Manager, Public Practice
Dipa Joshi, Partner, Fletcher Priest Architects (Chair)
CJ Obi, Founder, Urbanist Platform
Benjamin O’Connor, Director, NLA 


Dipa Joshi

Architect
-


Diverse Leaders

#NLADiverseLeaders


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