For architectural designer Tiffany Brown, a project manager at SmithGroupâs Detroit office and executive board member for the National Organization of Minority Architects (NOMA), the days since George Floyd was killed by Minneapolis police have unleashed a rollercoaster of emotions. âIt's been discouraging. It's been fearful. It's been scary. It's been making me angry at times,â she says. âWe go from dealing with this crazy pandemic, and this new way of living and working, only to turn around and have to deal with this again,â she tells RECORD.
Looking at the efforts of organizations, schools, and firms in recent days, Brown says that for her, many statements of support âkind of fell flat. There was no empathy behind them, no purpose. It was, âMaybe we should say something.â But when you look at those companies, do they have Black leadership? Black people on their executive board or board of directors? No, not a lot. Maybe a few, but minuscule numbers in relation to the amount of staff they have.â
Brown cites the long and difficult road to licensure as a major systemic barrierâone that she personally has faced. âMany times, thatâs the reason why you don't see Black faces on those boards. So what are companies doing to encourage their employees to get licensed? How are they assisting?â She also questions whether licensure should be a necessity for leadership. âI've been the go-to person to talk about diversity and inclusion, throughout my career,â says Brown, who joined SmithGroup in 2016. âIf you keep asking me to be the face of your firm for diversity and inclusion while not bringing me into leadership or conversations related to architecture, then what is the point? What is there for me to look forward to, what is there for me to aspire to?â
âItâs not about giving a handout, or making it easy for someone to be in a leadership position in a company,â she continues. âWhat needs to be given is the opportunity. Are you providing the opportunity for someone of color to lead? Are you able to do that on a project where the client's not demanding a diverse team? Are you going to do that on your own, or because you have to, because it's hitting you in your pockets? Itâs a constant fight in our profession.â
One of Brownâs approaches to righting these systemic wrongs has been to encourage young people to pursue architectureâand in particular, those who come from similar backgrounds to her own. âI was born in a development that was created by racist urbanism,â she says. âSomehow I made it to where I am, but generation after generation, year after year, there are so many who do not, because of the built environment and the way that our neighborhoods and cities are designed.â In 2017, she won a Detroit Knight Arts Challenge grant for her initiative 400 Forward, which provides mentorship and support to Black women entering the profession. âLots of times, kids just need someone to help them realize their potential, and to pull it out of them, so they can become the future activists of our country.â She currently mentors multiple young people at various stages in the professional pipeline, from a high schooler with an interest in design to a recent architecture school graduate.
Professionals of any background can use this same strategy to shape the field from within, she says. âMentor someone who doesn't look like you! Make a connection with someone who has a completely different struggle, whether it's a student or a young professional. It takes time, and there will be some uncomfortable moments, but you'll learn from that person. Youâll learn compassion and empathy. You'll learn to look at the world through a different lens.â