Racial, ethnic, & gender equity
Harnessing the passion of our members and the broader design community, AIA is taking steps to advance racial justice and equity in our organization, profession, and communities.
Expanding access & opportunity
AIA is advancing equity, diversity, and inclusion by expanding access, strengthening inclusive practice, and supporting a more representative profession. We are committed to expanding access so more people can enter, remain, and advance in architecture and design.
AIA advances equity through the following priorities aligned with the AIA Strategic Plan 2026-2030:
- Remove barriers to access and advancement
Dismantle barriers within AIA systems, policies, practices, and programs that intentionally or unintentionally contribute to injustice and exclusion. - Connect members to career pathways
Collaborate across AIA networks to make resources more visible, accessible, and easy to navigate, supporting growth at every stage. - Expand early access to the profession
Expand inclusiveness and diversity within the profession through K-12 and higher education engagements and advocate for effective pathways into the profession. Expand the participation of racially and ethnically diverse populations, women, and other underrepresented groups.
Questions regarding race and equity at AIA? Email us.
Understanding equity & representation trends
AIA engages in ongoing research and collection of member data to understand progress toward a more equitable and representative profession.
AIA Membership Demographics Report
This report provides insight into the evolving composition of the profession across race, ethnicity, gender identity, and age, showing gradual gains in representation among women and racially and ethnically diverse members across the profession, alongside ongoing efforts to strengthen demographic data collection and reporting. Insights include:
- Representation among underrepresented racial and ethnic groups has increased to 18.3% of membership, reflecting steady growth over the past decade.
- Women now comprise 27.1% of AIA membership, up significantly from 2014.
- Associate members reflect a more diverse pipeline, with 32.7% identifying as underrepresented racial and ethnic groups.
An Investigation into Bias in the Architecture Profession
Conducted with the University of California Hastings College of the Law’s Center for WorkLife Law, this study examines how bias can influence hiring, advancement, and workplace culture, particularly for women and individuals from racially and ethnically underrepresented groups, and identifies strategies such as bias interrupters to support more inclusive environments. Findings include:
- Bias in architecture affects workplace systems, including hiring, performance evaluation, assignments, and retention.
- Patterns of bias can have measurable impacts on outcomes, influencing career progression and opportunities within firms.
- Individuals from underrepresented groups, including women and people of color, experience a disproportionate share of biased and exclusionary behavior in professional settings.
- The study highlights the importance of examining patterns in workplace systems and outcomes to identify where bias occurs and support more equitable practices.
- It introduces “bias interrupters”—targeted adjustments within existing business systems, such as hiring, evaluations, and meetings, that are designed to reduce bias and improve equity in workplace processes.
Compensation & equity
AIA examines structural factors shaping equity in the profession through the AIA Compensation & Benefits Report, which provides data on salary, benefits, and workplace practices across architecture firms. The report highlights differences in compensation and advancement across roles, experience levels, and firm types, offering additional context for understanding how equity plays out in hiring, retention, and career progression.
Equity focused resources
Dimensions of Diversity and Identity (AAUW)
A visual framework illustrating the multiple dimensions that shape identity, from visible traits to lived experiences and organizational factors. This resource supports a deeper understanding of intersectionality and how overlapping identities influence inclusion and belonging.
Where Are My People? Black in Architecture (ACSA)
This research examines the representation and experiences of Black individuals in architecture, highlighting systemic barriers and disparities across education and practice. It offers data and insights to support more equitable and inclusive pathways in the profession.
Where Are My People? Disability in Architecture (ACSA)
Focusing on disability in architecture, this resource explores issues of accessibility, representation, and inclusion within academic and professional environments. It provides insights to help create more supportive and equitable spaces for disabled individuals.
Where Are My People? Queer in Architecture (ACSA)
This report explores the experiences and visibility of LGBTQ+ individuals in architecture, including how identity intersects with professional culture and norms. It highlights barriers and opportunities for fostering more inclusive and affirming environments.
Where Are My People? Hispanic & Latinx in Architecture (ACSA)
This resource examines representation and access for Hispanic and Latinx individuals in architecture, addressing systemic barriers across education and practice. It offers insights to help advance equity and inclusion within the profession.
Where Are My People? Asian American, Native Hawaiian, and Pacific Islander in Architecture (ACSA)
This research explores the diverse experiences and representation of AANHPI individuals in architecture. It highlights key challenges and considerations for improving inclusion across academic and professional settings.
Where Are My People? Native American, First Nations & Indigenous in Architecture (ACSA)
Centering Indigenous perspectives, this resource examines representation, access, and systemic barriers within architecture. It underscores the importance of culturally responsive approaches in both education and practice.
Where Are My People? Middle Eastern and North African in Architecture (ACSA)
This report explores the representation and experiences of MENA individuals in architecture, including issues of identity, visibility, and misrepresentation. It provides insights to support more inclusive and informed professional environments.
AIA Guides for Equitable Practice
The Guides for Equitable Practice are a vital part of AIA’s long-term commitment to lead efforts that ensure the profession of architecture is as diverse as the nation we serve. These guides will help you make the business and professional case for ensuring that your organization meets the career development, professional environment, and cultural awareness expectations of current and future employees and clients.
Updated for 2024, the AIA Firm Survey Report is the only report that covers the full complexity of firms that power the architecture and design profession. Free for AIA members!
Design for Equitable Communities—Framework for Design Excellence
Architect’s Role in Creating Equitable Communities is a collection of targeted ways that architects—using their agency and power—can work to mitigate oppression and advocate for a future with just and equitable communities.
AIA Compensation & Benefits Report
The AIA Compensation & Benefits Report is the architecture industry’s most comprehensive report on salary, hiring, and benefits trends. The 2025 edition includes data from firms in 34 states, 45 metro areas, and thousands of positions.
NCARB and the National Organization of Minority Architects (NOMA) launched a joint study to identify how minority professionals experience obstacles on the path to licensure. Findings from the study, highlight areas of additional support and an action plan to address the disparities moving forward.
Explore the NCARB’s annual report, which highlights key insights into data long the path to licensure, diversity in the profession, and more.
Enact change by voting in your local, state, and federal elections. Register to vote, get election reminders, and more here.
Black Lives Matter toolkits for conflict resolution, healing justice, ways to take action toward racial justice and resources to intervene when violence is inflicted on Black communities.
LinkedIn: Free Courses to Help You Become a Stronger Ally and Have Inclusive Conversations
LinkedIn's free courses can help you understand and confront unconscious bias, have inclusive conversations and communicate across cultures, and create a diverse and inclusive workplace.
Harassment Prevention Resources
Explore resources to identify, respond, and prevent all forms of harassment in the workplace.
6 free courses (Business Insider)
Consider taking one of these free online courses about race and America's history of injustice from three Ivy League schools. The open courses present an average time commitment of 2-4 hours per week.
The Guides for Equitable Practice are a vital part of AIA’s long-term commitment to lead efforts that ensure the profession of architecture is as diverse as the nation we serve.
Next to Lead is a new pilot association leadership program that removes barriers to AIA leadership positions for ethnically diverse women.
The Future Focused video campaign highlights underrepresented architects and designers weekly. The series shares the stories of women, men, and firm leaders who are leading change in architecture.