Boutique Design - April 2016 - 58

Director of Global
Diversity | Perkins + Will,
Los Angeles

Three years ago I designed and proposed an approach to creating a more diverse,
inclusive and engaged organization based on my 30-plus years of experience as
one of very few African-American female architects in the U.S. As a global firm
working all over the world, it became clear that we should mirror the societies
and clients we serve. We believe that a more diverse team (of all characteristics)
would provide more innovative and rich solutions to our work and culture.
I don't think we need to be color-blind. I prefer to be color-brave, as Mellody
Hobson (president of Ariel Investments and current chair of the board of directors of DreamWorks Animation), said in a TED Talk. Some of things any firm
can do:
* Encourage affinity groups where communities of similar backgrounds or
interests can share, mentor, etc. I suggest the design community take a good
look at the make-up of our profession, own it and take action to cultivate a
stronger, better profession by building a more diverse pipeline and
promoting the value of differences. So my wish list is that all differences are
celebrated, valued and sought out. We all have biases. The key is to acknowledge them, understand what ours are and proactively address them.
 * E
 stablish diversity/inclusion/engagement as a goal of the organization
with measureable goals and metrics.
*P
 rovide diversity training to address unconscious bias, definitions and
cultural awareness. Identify a leader responsible for setting strategy and
tactics. Diversity is not only the director of diversity's problem. Diversity,
inclusion and engagement are everyone's problems and everyone's goals.
This philosophy must be reinforced at every level of the organization.
* When you're working on projects, reach out to local middle and high schools
and have students come in and shadow you, see charrettes, listen to critiques.
Biggest obstacle to real change: Maintaining momentum and keeping the
conversation top of mind for everyone. IIDA has done that with its diversity
report. The paper that will come out of the round table discussion will put the
issue front and center. It's a stake in the ground that marks the position that
this issue is critical and that it's a priority.
58

boutiquedesign.com april 2016

Donovan Olliff
Chair of the Diversity
Advisory Council,
Assistant General Counsel
+ Management Board
Member | HOK, St. Louis

COUR TE S Y OF PERK INS + WILL (BULLOCK ); COUR TE S Y OF HOK (OLLIFF )

Gabrielle
Bullock

HOK's Diversity Advisory Council is a firm-wide team founded in 2010 to
explore and take action on issues affecting diversity and inclusion across our
24 global offices. In 2013, Jan Harmon, HOK's director of human resources, and
I saw an opportunity to reconstitute the council as a truly representative body
reflecting HOK's rich diversity of age, gender, experience, expertise and geography. Today, there are 14 council members, including nine women and five
men, whose professional experience ranges from just a few years to more than
three decades. These people represent HOK's major offices in North America,
Europe, the Middle East and Asia Pacific.
Our "Commitment to Opportunity" work plan helps HOK connect the
priorities of the council to the business case for diversity and inclusion.
Priorities are set annually and progress is discussed and evaluated on a quarterly basis.
As part of our ongoing initiatives, we recently asked all 1,800 of our staff
members to participate in an anonymous, online "HOK Workplace and
Opportunity Survey." Though our committee is still compiling the results, the
37 questions we posed were designed to help us continue to build a diverse,
inclusive workspace. HOK is also a sponsor of the American Institute of
Architects' (AIA's) Equity by Design committee, which seeks to advance the
national movement for equitable practice across our profession. All of our
firm's graduates of U.S. architecture schools have the opportunity to participate in EQxD's Equity in Architecture Survey 2016, which was open through
April 1. We will have access to the aggregated large firm survey results, which
our Diversity Advisory Council will use to inform our continually evolving
diversity programs.
One of the council's most important initiatives has been implementation of
a firm-wide mentoring program. We created a Mentoring Task Force that facilitates communication among local offices and that shares what each office is
doing to create mentoring relationships.
The pace of change: This evolution requires patience and persistence. We
are measuring outcomes in terms of years, not days or months.


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Boutique Design - April 2016

Table of Contents for the Digital Edition of Boutique Design - April 2016

Boutique Design - April 2016
Contents
From The Editor
In This Issue
The Buzz
Wall Power
Q+A: Steam Punk Dynamo
Hit Refresh
White Paper
Products: Bath + Spa
Products: Textiles
Exit Interview
Boutique Design - April 2016 - Boutique Design - April 2016
Boutique Design - April 2016 - Cover2
Boutique Design - April 2016 - 1
Boutique Design - April 2016 - 2
Boutique Design - April 2016 - 3
Boutique Design - April 2016 - Contents
Boutique Design - April 2016 - 5
Boutique Design - April 2016 - From The Editor
Boutique Design - April 2016 - 7
Boutique Design - April 2016 - In This Issue
Boutique Design - April 2016 - 9
Boutique Design - April 2016 - The Buzz
Boutique Design - April 2016 - 11
Boutique Design - April 2016 - 12
Boutique Design - April 2016 - 13
Boutique Design - April 2016 - 14
Boutique Design - April 2016 - 15
Boutique Design - April 2016 - 16
Boutique Design - April 2016 - 17
Boutique Design - April 2016 - 18
Boutique Design - April 2016 - 19
Boutique Design - April 2016 - 20
Boutique Design - April 2016 - 21
Boutique Design - April 2016 - 22
Boutique Design - April 2016 - 23
Boutique Design - April 2016 - Wall Power
Boutique Design - April 2016 - 25
Boutique Design - April 2016 - 26
Boutique Design - April 2016 - 27
Boutique Design - April 2016 - 28
Boutique Design - April 2016 - 29
Boutique Design - April 2016 - 30
Boutique Design - April 2016 - 31
Boutique Design - April 2016 - Q+A: Steam Punk Dynamo
Boutique Design - April 2016 - 33
Boutique Design - April 2016 - 34
Boutique Design - April 2016 - 35
Boutique Design - April 2016 - 36
Boutique Design - April 2016 - 37
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Boutique Design - April 2016 - 42
Boutique Design - April 2016 - 43
Boutique Design - April 2016 - 44
Boutique Design - April 2016 - 45
Boutique Design - April 2016 - Hit Refresh
Boutique Design - April 2016 - 47
Boutique Design - April 2016 - 48
Boutique Design - April 2016 - 49
Boutique Design - April 2016 - 50
Boutique Design - April 2016 - 51
Boutique Design - April 2016 - 52
Boutique Design - April 2016 - 53
Boutique Design - April 2016 - White Paper
Boutique Design - April 2016 - 55
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Boutique Design - April 2016 - 57
Boutique Design - April 2016 - 58
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Boutique Design - April 2016 - 62
Boutique Design - April 2016 - 63
Boutique Design - April 2016 - Products: Bath + Spa
Boutique Design - April 2016 - 65
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Boutique Design - April 2016 - 67
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Boutique Design - April 2016 - 69
Boutique Design - April 2016 - 70
Boutique Design - April 2016 - 71
Boutique Design - April 2016 - Products: Textiles
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Boutique Design - April 2016 - 83
Boutique Design - April 2016 - Exit Interview
Boutique Design - April 2016 - Cover3
Boutique Design - April 2016 - Cover4
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