diversity, equity, and inclusion
PBDW Architects strives to create a more equitable, inclusive, and ultimately diverse practice.
Knowledge sharing amongst the staff is prioritized, providing opportunities to present design thinking, communicate lessons learned across project teams, and promote transparency in how the firm functions.
Office practices aspire to promote each staff's "zone of genius", allowing for flexibility in how staff and project teams work to accommodate different styles, schedules and constraints, ultimately increasing efficiency across the office.
A strong internal mentorship program is a key tool for encouraging professional development, welcoming new staff to our firm, and preparing seasoned staff for the next level in their careers.
We believe that good design comes from research and conversations with a diverse range of perspectives at the table, and we look for ways to expand this inclusivity in our hiring practices and internal promotions.
The physical space of the office encourages interaction and dialogue, with seating based on project teams not hierarchy, communal pin-up spaces for informal charrettes, and flexible spaces supporting both work and social gatherings.
In these ways, our culture is one of regular dialogue, foundational growth, and shared experiences, supporting and encouraging all staff to do their best work.
dei design practices
We see equity and inclusion as key design guidelines.
Understanding our biases and impact as a profession helps us continuously learn, educate and assist our clients more effectively, and make better, more thoughtful architecture.
Along with fulfilling the missions of our clients, every project is an opportunity to make a positive impact on the communities it serves.
PBDW takes care in designing engaging spaces that fulfill not just the basic program requirements, but also invite a diverse range of users to interact with the built environment.
From a contextual street presence and welcoming entrances to user-driven interiors and multi-purpose gathering spaces, our buildings aim to make all inhabitants and visitors feel welcome.
We prioritize using concepts of Universal Design to ensure that all users have high-quality, barrier-free spatial experiences.
We see environmentally responsible building techniques as a human rights issue and prioritize minimizing our carbon footprint by reusing existing buildings whenever possible and centering the health of the end users and our planet in every project.
We prioritize diversity when forming project teams.
PBDW aims to incorporate perspectives from as many end-users as possible in our design process through community visioning sessions and interviews with key stakeholders about current and future spatial needs.
We have strong relationships with many consultants certified as Minority & Women Owned Business Enterprises and Service-Disabled Veterans’ Businesses, and we prioritize these certifications when seeking out new consultants.
We work with many mission-driven clients that promote Diversity, Equity, and Inclusion as part of their core values, helping PBDW to make DEI-centered design practices integral to all our projects.
dei outreach
Our commitment to DEI work extends beyond our office environment to our interactions outside PBDW.
Our staff is deeply engaged in the fields of architecture and historic preservation at local, national, and international levels; from being on non-profit boards and the Landmarks Preservation Commission, to writing articles and books, teaching design studios, and giving lectures and attending conferences, our staff is in constant dialogue with others in our fields, engaging in thoughtful exchanges and sharing knowledge on the critical issues affecting our joint communities.
Beyond professional circles, we strive to find new and positive avenues to engage with the larger community in our values of enriching and empowering our communities to mutually benefit people, the city, and the environment.
Many of our staff participate in mentoring programs outside the office, encouraging more women and minorities to become architects and voices for design in their communities.
PBDW participates annually in Open House New York, giving the opportunity to share our work and the practice of architecture with a broader community who might not otherwise have the opportunity.
PBDW also gives back to the environment and community at large, participating in volunteer days in our local parks and running charity drives, improving the places where we live and work.
dei workgroups
Staff-led workgroups focus on specific priorities aligned with our Diversity, Equity, and Inclusion (DEI) strategic plan developed in 2021. Workgroups stimulate dialogue among the staff, across project teams and levels, and collaboration across workgroups is also encouraged. Each group approaches DEI from a different aspect of architectural practice and office culture. The workgroups have a high level of participation, with most of the staff belonging to a workgroup and meeting regularly.
design
We are designers, first and foremost. As a firm, PBDW solves problems for our clients and in our communities through design. Great design starts with asking the right questions, with sharing knowledge & experiences, and with engaging all stakeholders. The Design DEI Workgroup seeks to foster collaborative design practices and promote opportunities to engage staff, clients, and project teams at each step of the design process. Through design charrettes, bi-monthly all-staff conversations on design, flexible pin-up spaces, and collaboration with our internal mentoring program, PBDW promotes an office culture and client engagement centered on an equitable exchange of ideas, skills, and interests.
process
The Process DEI Workgroup is focused on best practices for transparency and clarity in expectations on projects. Our goal is to facilitate a smooth project delivery process, accounting for internal team members’ understanding of project management, fee structure, and other aspects of project organization, roles, and responsibilities, to ensure a successful project for both our clients and staff. Our long-term aim is to establish standard practices for more office wide transparency to bolster our staff at all levels.
learning
The Learning DEI Workgroup aims to establish practices for creating a learning community at PBDW. The Learning Group hosts sessions on professional development topics of the staff’s choice, fostering opportunities for staff to learn from each other and from sources outside the office. Integrating individual staff learning goals with office-wide needs, the Learning Group gathers what the staff wants to learn, provides opportunities for staff to meet those learning goals and share their knowledge, helps to disseminate PBDW best practices, and provides learning resources to the staff.
mentoring
The Mentoring DEI Workgroup aims to foster knowledge exchange and relationship development among staff. Through formal and informal practices, the program framework creates opportunities for professional and personal growth through support and guidance. Sharing valuable experiences, insight, and continued collaboration allows for growth through new perspectives. The Mentoring Group has expanded to community outreach opportunities through internship programs helping students advance their education while fostering mentorship.
wellness
The Wellness workgroup aims to foster dialogue concerning the health, wellness and flexibility of our staff and the programs, benefits and decisions that affect them. One of our principal goals is to ensure essential benefits such as insurance, hybrid work policies, and the Flex Facts program are periodically reviewed with the leadership and clearly disseminated to the staff. Working with the Design group, we advocated for pizza lunches instead of only happy hours to provide more flexibility for improved employee work/life balance. We hope to remain an open ear to how PBDW can improve the physical environment of the office so that all of us can reach our zone of genius.
