Healthcare Design - June/July 2021 - 32

15 years in the industry, he's been either the only Black designer or one of
two in the three fi rms where he's worked, while Hallenbeck, an industry
newcomer in the fifth year of her career, is one of two Black registered
15 years in the industry, he's been either the only Black designer or one of
two in the three fi rms where he's worked, while Hallenbeck, an industry
newcomer in the fifth year of her career, is one of two Black registered
15 years in the industry, he's been either the only Black designer or one of
two in the three fi rms where he's worked, while Hallenbeck, an industry
newcomer in the fifth year of her career, is one of two Black registered
architects in her Dallas studio.
architects in her Dallas studio.
However, improvements have been made over the years-particularly
However, improvements have been made over the years-particularly
recently as the discourse over mounting issues of systemic racism and
health inequities have inspired both individuals and businesses to drive
diversity, equity, and inclusion (DEI) initiatives. In the healthcare design
industry, specifically, efforts are focused on encouraging more women
and people of color to not just pursue architecture as a career but focus on
healthcare, promoting diversity within project teams and organizational
leadership, and informing design solutions that will help correct health
disparities within communities. " We can develop so many wonderful solutions
when we have equitable representation at the table to contribute to
ideas, and I think we all want more of that, " Thompson says.
recently as the discourse over mounting issues of systemic racism and
health inequities have inspired both individuals and businesses to drive
health inequities have inspired both individuals and businesses to drive
recently as the discourse over mounting issues of systemic racism and
EDUCATIONAL OUTREACH
Achieving that vision of diversity requires fi rst attracting individuals to the
profession. To that end, healthcare design firms are exploring programs
to reach young people, expose them to architecture, and help guide their
career paths. For example, Cleveland is helping to drive a five-year partnership
between SmithGroup and three Historically Black Colleges and
Universities (HBCUs): Florida A&M University, Hampton University,
and Howard University. The program focuses on mentorship, internship,
and sponsorship of design studios. The strategy, he says, is driven by statistics-of
the 132 colleges in the U.S. with National Architectural Accrediting
Board-accredited programs, the country's seven HBCUs produce over
one-third of the Black graduating architects. " We have to start targeting
those demographics and increasing the number of graduates and financial
resources to those architecture programs, " he says, with the ultimate
goal to not only boost diversity in the talent pool but provide students with
valuable mentorship and access to the fi eld.
Similarly, Walton says Moody Nolan is working with middle and high
schools to expose students, specifically those of color, to architecture at
an even younger age. The program helps students understand the craft by
bringing them into the fi rm's offi ce to participate in a mock project, learn
how to use design thinking to solve problems, and conceptualize the roles
of project players ranging from clients to contractors. " At a very young age,
you're sparking that interest. By the time they get to where Taft's program
starts, they've already identifi ed this as a solid career path, " he says.
Hallenbeck says she personally was inspired by an architecture program
she participated in during high school. " That's really why I'm here. I think
if I wouldn't have had that program, I wouldn't be an architect today, " she
says, urging industry members to pursue very deliberate approaches and
not wait for students to come to them. For example, her Dallas office of
Perkins&Will identifi ed a local middle school and off ered to deliver design
coursework there.
And while such eff orts lay a foundation for exposure to architecture and
design in general, the next critical step is making the connection to healthcare.
" We have to work so much harder to get people to think about healthcare
architecture, " says Navarro, who's one of the founders of She Builds, an
organization that works to raise awareness of and exposure to women working
in the design and construction trades, as well as a participant in ACE
Mentor, a program that provides young people with mentorship and onthe-job
training in the architecture, engineering, and construction industry.
The solution, Hallenbeck says, is following Navarro's lead by ensuring
32
JUNE/JULY 2021
Taft Cleveland,
Architectural designer,
SmithGroup (Chicago)
" It's about changing the
entire culture of fi rms
and how we interact with
our clients and how we
interact with healthcare in
general. " -Taft Cleveland, SmithGroup
healthcare professionals are represented in such
eff orts. " If we want to expose students to healthcare
design, healthcare designers have to be the
ones doing this sort of outreach, " she says.
Ariana Hallenbeck,
Designer, associate,
and diversity champion,
Perkins&Will (Dallas)
Victoria Navarro,
Regional director of
planning, design, and
construction, Advocate
Aurora Health (Milwaukee)
DEFINING A VISION
While programs like those outlined will help
achieve goals for diversity within the healthcare
design industry, the group also discussed what
their vision is for the future-starting with defi
ning success. " Diversity is just counting heads,
counting the number of diff erent types of people
who you have at your organization. Equity is acknowledgment
of historical disparities and that
not everybody starts their journey as an architect
or healthcare architect in the same place, "
Walton says, adding that inclusion is then the
ability for employees to be their " true and authentic
self " without feeling it limits them within
the workplace. " It's defi ning what those terms
are and having a measuring device to see and assess
how fi rms are doing and giving resources to
improve if they need them, " he says.
Hallenbeck agrees, saying that DEI programs
Tammy Thompson,
President, Institute for
Patient-Centered Design
Inc.; corporate director of
experience design, Vidant
Health (Greenville, N.C.)
provide companies infrastructure to help
drive change, but change requires accountability.
" Without true tracking, you're going about
it blindly. You have to be realistic about where
you're at and establish your goals to then move
forward and accomplish them. "
Further, goals should ensure that diversity, eqRoderic
Walton,
Principal and project
manager, Moody Nolan
(Chicago)
uity, and inclusion aren't " market-driven words
but words with action, " Cleveland says. Action
can include solutions ranging from pausing to
see who's at both the design and leadership tables
to making sure people in project renderings
are representative of communities being served.
" It's about changing the entire culture of firms
and how we interact with our clients and how we
interact with healthcare in general, " he says.
One way to inspire a shift in culture is to encourage
conversation on subjects that may feel
taboo within the workplace, such as social disparities
and police violence. Walton says Moody
Nolan launched a " Walk the Talk " program
HCDMAGAZINE.COM
http://www.HCDMAGAZINE.COM
Healthcare Design - June/July 2021

Table of Contents for the Digital Edition of Healthcare Design - June/July 2021
