Race and racism are never far from the headlines. It doesn’t matter who, where, when; individual, organisational, institutional; inculcation, intention, impact.

Race is a very nebulous idea. In a conversation I had with Angela Saini about her book Superior: The Return of Race Science. She said that at one time Johann Blumenbach, the German Naturalist and Anthropologist, described people who were Caucasian as those who were from anywhere between Western Europe and Northern India, so included Brown people. But as we know, Caucasian has also been used as a 'polite' term for people who are white. But as a union member, and in anti-racism movements she, and I, could also be categorised as Black, because politically to be non-white was to be Black. So, depending on your perspective Brown women, like us, could be simultaneously described as white (Caucasian), Brown or Black.
 
Angela went on to emphasise to be human is to be cultural.
 
Race is biologically superficial, but it's deeply cultural. This cultural belief is so engrained it’s reinforced a power position called whiteness, which is not just a skin colour, and is also deeply nuanced.

We can start to pick at this scab, but all that will happen is we’ll end up in semantic debate similar to the ones that have happened so frequently every time there’s a slip up, we start running down that rabbit-hole… the point is, that debate about language is a distraction.  

Skin colour, and discrimination against it, is the reason we’re not proportionately represented in these professions. And representation matters. It’s important we know and understand, not only who is in Built Environment professions, but we’re clear about who isn’t. Examine the gaps and make plans – which we execute – to tackle them. ARB brought out it’s analysis of the architecture profession recently, and other professions and organisations in the Built Environment have been trying to do so too, but it’s been haphazard.

Building People CIC is attempting to pull together the existing demographic research, in all its inconsistency, across Built Environment professions. This research project is now live and we’re seeking workforce demographic data/knowledge for one ‘state of the built environment nation’ report. Does your organisation or network collect data? Are you aware of datasets that we can include? We’re aiming to publish in June, so please send details our way.

We need a proper representation of people in the professions in order to inform the creation of inclusive spaces, to understand the voices of all of those impacted by the work, and because inclusive design informs how we interact with each other. We need inclusive professions to create an inclusive society. Without proper representation, architecture will always fall short of greatness.

Inclusion isn’t about other people and their identities, it’s about us and our behaviours.

We need to look in the mirror and ask, what is it about me that needs to change, so I can be inclusive of you, whoever you are. We have to be motivated. Do we want to look in the mirror? You might say yes, but when that gets uncomfortable, do you run away? What do you need to know about different lived experiences and perspectives that are alien to your own? How do you create procedural changes to mitigate the impact of hidden bias, given difference can activate unhelpful bias? How are you adaptable when working and relating with others?

Answering your Pain Points is a recorded webinar series we’ve been running on EDI, at Building People, for the Built Environment, which helps examine and guide through addressing these points.

People’s identities are layered, but we can control our behaviours to consciously act inclusively when difference rears its head, and become, amongst other anti-discrimination attributes, anti-racist.

It’s a big task. Don’t get distracted.

Be part of the change and sign up to the Diverse Leaders Pledge for action points on recruitment, progression and advocacy.