The events of the previous two weeks, where violent racism and Islamophobia exploded in communities around the country, alarmed members of the profession and provided practice leaders with an opportunity to check internal processes to make sure staff members were sufficiently supported and safeguarded.
In the aftermath of the violence, there remains the issue of systemic racism, online abuse and the long-term impacts that victims of racist attacks suffer.
Baz Qureshi, RIBA’s Head of Contact Centre and Member Servicing, reminds practices that they have a duty to ensure a safe and supportive work environment for all employees, especially during challenging times. By supporting staff from under-represented groups, practices demonstrate their commitment to equity, inclusion, and the wellbeing of employees.
What is the emotional impact of racist attacks?
The emotional toll of experiencing or witnessing racism and violence negatively impact an individual’s wellbeing, confidence and overall mental health. Practices should be aware of this reality and provide the necessary support to help these employees manage their workload and cope with the stress, he urges.
“Individuals from these groups may beat a higher risk of being targeted by discriminatory behaviour or violence, both within the workplace and in society at large,” Baz says. “Looking out for each other ensures their safety and helps prevent any potential harm.”
He continues: “Employees from minoritised groups may feel isolated or marginalised, particularly if they don't see others speaking out against the racism and violence. Regular check-ins and support can help mitigate these feelings and foster a more inclusive and supportive work environment.”
Newcastle-based practitioners Tim Bailey, Head of Practice at xsite architecture, and Grace Choi, Director of Grace Choi Architecture, also call on practice leaders to acknowledge the seriousness of the situation and to actively take an anti-racist stance.
Now, they hope that something positive can emerge if practice leaders are prompted to renew their efforts to create inclusive workplaces. Here they offer some practical steps:
1. It’s all about ‘asking’
The first thing all practice managers should consider is asking those staff from ethnic minority backgrounds how they have been impacted by events, whether these are events in the news or in day-to-day interactions in or outside the workplace, says Tim.
A simple step, perhaps, but asking someone if they’re ok is the first step to understanding and then helping. Asking in a sensitive way, while acknowledging these are emotional and tough subjects to talk about, is also important.
In the context of the recent in-person attacks and riots, practice managers might ask about travelling between work and home, particularly if minoritised staff members who are based in an area that has been targeted.
Asking colleagues about their wellbeing and if anything is troubling them must be an ongoing process, says Tim.
“Most offices will think that relationships are such that people will always be able to find an empathetic ear, but we have to realise that there are going to be situations when this isn’t the case,” he says.
To this end, there should always be a confidential channel open for people to express concerns, he adds, as not everyone will be comfortable speaking about their lived experiences in a group discussion, and that all staff members are made aware of it.
2. Create safe spaces
Starting a work WhatsApp group might help colleagues to create a safe, supportive space, Grace suggests.
Working from home can often enhance a manager’s responsibility for a colleague’s wellbeing. Grace says she has heard of people who were so affected by the recent protests that they went into self-imposed isolation, afraid to leave their own home because of the fear of violence or confrontation outside.
“Some people are more affected than others,” Grace says. “We have to make sure that even when people are in their own homes and avoiding travel, that everyone is safe both physically and psychologically, and able to do their job in a supported way.”
3. Flexible working
Although flexible working is now a fixture in many practices around the country, when racist attacks take place colleagues from an impacted group – especially if they live in an affected area – might feel safer working from home rather than using public transport to get into the office.
Conversely, some may feel safer if they came into the office to be with others.
Whatever a staff member feels is right for them, practices can help by listening, putting in place capabilities for remote working, and making sure their journey to and from work is as safe as possible.
4. Put EDI policies into practice
Most practices will have a paper-based version of their policies on equal opportunity or EDI. In light of the racist attacks, managers must audit their own office cultures and ask themselves whether their policies are being actively applied and reviewed, says Tim.
Policies should not be there just for HR and hiring purposes, he continues. One way this can be done is to ensure that in weekly or monthly team meetings, there will be an equity and inclusion item raised in the context of ongoing work.
Grace adds that alongside reviewing policies, practices should think about how to cultivate an inclusive culture going forwards. Having an honest look at whether our own understanding and behaviours invite and support people from non-white backgrounds may be revealing and encourages practices to address any gaps.
5. Encourage allyship within the practice
Allyship in the workplace is regarded as crucial by champions of inclusion and equality. This phrase is usually defined as a person in a privileged group standing in solidarity with a marginalised group of people to challenge any systems that negatively impact that group’s rights, access, and ability to thrive.
Grace says allyship is about visibly and vocally standing alongside a colleague, rather than taking no action at all, in the face of a situation you know to be wrong.
“Professionals are competent people, but a moment of racism can still strip away their strength,” she says. “You should never underestimate the negative impact a racist or Islamophobic event can have on a person. An ally is someone who will both listen and speak up on your behalf and stand with you.”
Combating racism - and the impacts and effects of racism - is an ongoing process. If you have been affected by the recent attacks or you're experiencing ongoing discrimination, contact the Architects Benevolent Society, which offers free help with mental health and wellbeing.
Thanks to Baz Qureshi, RIBA; Tim Bailey, xsite architecture; and Grace Choi, Grace Choi Architecture.
Text by Neal Morris and the RIBA Practice team. Send us your feedback and ideas
RIBA Core Curriculum topic: Inclusive environments.
As part of the flexible RIBA CPD programme, professional features count as microlearning. See further information on the updated RIBA CPD core curriculum and on fulfilling your CPD requirements as an RIBA Chartered Member.
