Progress towards gender equity in architecture sector remains too slow, report finds

Over twenty years on from the Royal Institute of British Architects’ (RIBA) landmark report ‘Why do women leave architecture?’ (2003), a new independent report by the Fawcett Society – ‘Build it Together: Progress and planning towards gender equity in the architecture sector’ – reveals that progress towards gender equity in the profession remains too slow.

Commissioned by RIBA, the report combines national data on gender inequality, such as the UK gender pay gap (11.3%, ONS 2023), with new survey responses from over 600 women working in architecture, supported by qualitative research conducted across the UK.

The research shows that gender inequity remains deeply rooted in the profession – with ongoing pay disparities, exclusionary workplace cultures, and the career penalties faced by mothers and carers. For example, 83% of women respondents felt that having children had held back their career progression, while many described the continuing impact of long-hours cultures, presenteeism, and exclusionary networking practices – often referred to as an “old boys’ club.”

Half of women surveyed said they had experienced harassment or misogyny at work, yet only 11% of those who reported it received a satisfactory response from their employer. Many cited the absence of formal HR structures, limited policies on maternity and menopause, and inconsistent procedures for dealing with discrimination.

‘Build it Together’ also however highlights examples of positive progress – including instances where practices have introduced flexible and hybrid working or transparent promotion pathways, and where grassroots networks such as Women in Architecture and UrbanistasNW have been founded to offer mentoring and peer support.

In total, the report makes 47 recommendations for RIBA, government, and architectural practices – of which 20 are directed at RIBA.

RIBA has accepted the report and notes all its recommendations, and in response, is launching a one year action plan to initially deliver on ten within the next twelve months.

Actions include:

• Publishing new, free-to-access HR guidance and templates on areas ranging from maternity/paternity/miscarriage/adoption and carers leave, to flexible or part-time work requests.
• Developing RIBA Academy CPD around returning to work following extended career breaks.
• Providing training and support to the EDI volunteer leads across RIBA regions.
• Committing to voluntary EDI monitoring and completing an annual audit of the diversity of RIBA speakers, contributors and exhibitors.

The remaining recommendations will be considered over a longer time frame.

Dr Valerie Vaughan-Dick, chief executive, RIBA, said: “This report lays bare the scale of architecture’s gender inequity crisis. We cannot afford to lose talented women to outdated workplace cultures or structural inequity.

We therefore accept the report’s findings and note the recommendations – committing ourselves to meaningful action. Our plan, shared today, sets out practical steps to drive change both internally at RIBA and across the profession. Equity is not just a fairness issue; it’s fundamental to the future and integrity of architecture”

Penny East, chief executive, Fawcett Society, added: “Fawcett is committed to equal and inclusive workplaces for women. We see from this project and from our research, that there are too many women in the architecture profession who are being paid less or treated differently to their male colleagues. However, it is also clear that there is a real determination from women, from sector leaders, professional networks and from RIBA to pursue gender equality in architecture. We hope that this report is read and absorbed not just by those who are already persuaded of the challenges, but by those who dismiss the issues or perhaps even perpetuate the problems directly.

“Inequality affects every sector, every workplace. It cannot be up to a small group of people to resolve this, but instead a sector-wide effort that requires employers and practitioners to do things differently. We hope that the recommendations set out here provide a helpful and practical guide to make those changes happen. We thank every woman and every expert who shared their experience and their time with us so generously.”