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The Power of Partnership: Four Non-Profits Driving "Belonging" in the AEC Sector

Updated: Nov 25

From Mentorship to Workforce Development—How Organizations are Transforming the Industry’s Culture Together


Professionals from the AEC industry gather at Perkins & Will for the event "Belonging in the AEC"
The environment was perfect at Perkins & Will for the workshop "Belonging in the AEC"

The Architecture, Engineering, and Construction (AEC) industry thrives on collaboration, creativity, and precision. Yet, fostering a sense of belonging in this multifaceted field remains a significant challenge. From psychological safety to overcoming communication barriers, creating an inclusive workplace culture is essential not only for innovation but also for productivity and employee retention.


Four non-profits, NOMA Atlanta, EQiA, ASLA Georgia Chapter, and NAWIC Atlanta came together to address the challenges employees face and impart useful tools at the event "Belonging in the AEC". The workshop style event presented by the organizations above, was hosted by Perkins & Will, and featured a cozy, working atmosphere where the organization HTI lead activities related to communication, listening, and re-imagining workplace social events in a more inclusive way.


One of the organizers noted "last year we did a panel discussion but this year, we wanted to do something a little more interactive...But then everybody leaves...and we wanted to do something where it feels like we're building something and people can walk away with some tools and maybe a stronger sense of community."


DEIB activities presented by NOMA Atlanta, EQiA, ASLA Georgia, and NAWIC Atlanta
Teams focused on building an atmosphere that was inclusive and accessible for a mock company event.

When asked what was one of the most impactful takeaways, one attendee said "It was a reminder that you are allowed to create your spaces of belonging and no one can take that away from you. There are so many tools whether it's through your body language or whether it's the way you speak or ask questions, to be able to reclaim your space and your space of belonging. So yeah, I think that was really powerful."


The two hour event was long enough to do a couple exercises and address basic issues, but it was obvious from audience feedback that more events like this one would be helpful. While only 17% of the AEC workforce are women, an even smaller percentage represent BIPOC, LGBTQia+ and other minority communities. Workshops like these aid companies in acquiring top talents and fostering a work environment that benefits the development of diverse perspectives and talents, while at the same time, re-centering on the wellbeing of their employees.


Below, we explore three of the most common challenges employees face in achieving a sense of diversity, equity, inclusion, and belonging (DEIB) and provide some basic strategies to address them.


 

Challenge 1: Lack of Representation and Inclusion


While the AEC industry connects people of diverse skills, it often lacks DEIB at leadership levels, leaving underrepresented groups feeling undervalued. This disconnect impacts the overall sense of fairness and trust within organizations.


Solution:

1. Prioritize Diverse Hiring Practices: Develop inclusive recruitment strategies to attract underrepresented groups and foster equitable opportunities.

2. Upskilling and Reskilling Initiatives: Create programs that empower employees from various backgrounds to advance their skills, helping to bridge equity gaps.

3. Celebrate Workplace Well-being: Recognize milestones and encourage open conversations to highlight the unique contributions of every employee.



 

Challenge 2: Communication Barriers Across Disciplines


AEC projects rely on effective cross-disciplinary collaboration between architects, engineers, and contractors. However, these teams often work in silos, leading to a breakdown in collaboration and a lack of psychological safety for employees.


Solution:

1. Generative AI in AEC Workflows: Leverage AI tools to simplify communication and improve knowledge sharing across disciplines.

2. Data-Driven DEIB Strategies: Use analytics to track team dynamics and identify areas for improvement in employee engagement and collaboration.

3. Flexible Work Practices: Introduce adaptive schedules and digital tools that allow team members to work seamlessly together, regardless of their physical locations.



 

Challenge 3: High-Pressure Work Environments


Tight deadlines, rising material costs, and a skilled labor shortage create a high-stress environment in the AEC industry. Without robust support systems, employees can struggle to maintain balance, undermining their sense of workplace well-being.


Solution:

1. Prioritize Psychological Safety: Encourage leaders to create an atmosphere where employees feel safe to voice concerns and share innovative ideas.

2. Employee Engagement Programs: Develop initiatives that include regular check-ins, team-building activities, and recognition of individual contributions to reduce burnout.

3. Upskilling and Reskilling: Invest in training to empower employees to handle evolving roles and responsibilities, reducing stress caused by skill gaps.



 

HTI, Organizers and Attendees at the "Belonging in the AEC" Event Nov. 6, 2024
HTI, Organizers and Attendees at the "Belonging in the AEC" Event Nov. 6, 2024

Fostering Belonging for a Thriving Future


Belonging in the AEC industry is more than a buzzword; it is essential for sustainable growth and innovation. By addressing issues like representation, communication barriers, and workplace stress through modern solutions such as generative AI, flexible work practices, and employee engagement programs, organizations can foster a culture of inclusion and collaboration.


Let’s prioritize DEIB and create an industry where every professional feels valued and empowered. Share your strategies for building belonging in the comments below!



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