Proposal for AIA new committee:

Building “Equality and Inclusion” in the Field of Architecture for Deaf and Hard of Hearing Professionals Should Be Engaging to the AIA Knowledge Communities

Below is an excerpt from my 2021 article for Architect Magazine, which may be of interest:

"Can you read my lips?" "How do you communicate with others at work?" "You can do the technical drafting under the project leadership." These are common questions and statements that deaf or hard-of-hearing professionals encounter in today’s design companies. Title I of the Americans with Disabilities Act of 1990 requires companies with 15 or more employees to provide reasonable accommodations to qualified deaf or hard of hearing job applicants without discrimination. Are employers aware of this requirement and prepared to meet it? For example, does the ADA’s definition of “reasonable accommodations” explicitly include American Sign Language interpreters or captioning on communication devices that deaf job applicants may require during the hiring process?

The presence of Deaf and hard of hearing individuals in the workplace is often overlooked by owners and principals in their daily operations due to limited interaction with these professionals. There is a crucial need to facilitate effective communication, enabling individuals with sensory disabilities to engage on equal terms with their non-disabled counterparts.

Although AIA includes about 100,000 members across multiple committees and knowledge communities through 250 local and state chapters, about 20% identify as having a disability, and 5% of those architects are Deaf or hard of hearing. Unfortunately, WDA has not significantly benefited from the AIA Office of DEI, although we hope to engage with AIA leaders and knowledge communities to foster further inclusion.

WDA aspires to form a new AIA Committee on Architects with Disabilities (AIA-AWD), due to the limited involvement of Deaf or hard-of-hearing professionals within our existing group. We aim to collaborate with related professionals and knowledge communities by addressing the needs of architects with disabilities. Our objective includes providing guidance on reasonable accommodations for professionals in architectural studios. Additionally, we aim to connect with design professionals in health care, education, social justice, affordable housing, and more, infusing new resources into existing programs and public meetings.

Our dedicated members plan to share career development resources at AIA events and engage with appropriate groups to highlight the importance of greater diversity and inclusion in the workplace. We are optimistic that our new training program will enhance understanding of accessible communication and foster robust working relationships both within and outside the AIA.

Our goal with AIA-AWD is to advance Equality and Inclusion—creating effective communication access for Deaf, Hard of Hearing, and disabled architects. This organization aims to provide AIA member training on the benefits of hiring, developing, and promoting design professionals with hearing loss, along with resources for disabled architects to expand their practices. Furthermore, AIA-AWD intends to offer mentoring for architecture students, particularly those with hearing, visual, and/or physical disabilities. We are committed to building an organizational structure that supports disabled professionals, drawing inspiration from historic civil rights movements. Our steadfast vision is to ensure all demands for human rights are entrenched throughout society.

I would greatly appreciate any comments or thoughts you may have on this proposal. Your feedback would be invaluable as we move forward with these initiatives. Send me: info@worlddeafarchitecture.org.

Thank you for your time and attention.

Regards,

Robbie