In celebration of the RIBA Gulf Chapters’ Women in Architecture Programme on 7 May, at this year’s International Women's Day, the chapter partnered with AIA Middle East to explore how women are 'inspiring inclusion' by leading much needed change within the architectural industry in which we work, and the societies that we live in.
Hosted by Technal Middle East at their experience centre in Dubai, both in person and online audiences had the pleasure of an extraordinary evening celebrating the achievements and resilience of women in the architectural industry.
The RIBA Gulf Chapter and our partners at this event (AIA Middle East and Technal) were proud to be in a position to promote and support women and other minorities within the industry by extending our gratitude to our panelists who shared their trailblazing work. Personal experiences and narratives of empowerment and equality were shared in the discussions.
Over a hundred in person attendees, comprising of architects, allied professionals, community members and students heard insights and discussions from esteemed panellists who all shared their personal journeys and experiences as female architects, having moved far and wide to live and work in the United Arab Emirates.
These female professionals were dynamic speakers, design heroes, company founders, educators and emerging leaders, who are shaping the face of the profession today. They led on topics of overcoming challenges in male dominated industries by delving into narratives of empowerment and equality.
The panel of women hailed from diverse backgrounds. They were all born and raised in different countries, and who forged their careers in the UAE and beyond. Including a Canadian raised in Tunisia, an Iraqi from New York, a Saudi educated in UK and a Greek from a northern village - all whom were inspired to become architects.
Each female panelist outlined the challenges and barriers they had faced. From detailing gender related cultural norms experienced globally, and then contrasting this with their experience in the UAE, and the levels of respect that women in the industry receive.
These women felt the inner determination of wanting to create spaces for people and using materials and light to bring those spaces alive. To pursue a vocation that would enrich and inspire so many others by the products of the work they visualise and create.
All are strong women whose voices, journeys and work shatter perceived misconceptions on women's roles in the region. Not just by contributing to the breaking down of barriers and promoting inclusivity, but also empowering others, being mentors and paving the way for women to be seen and heard by all.
Panelists
Sumaya Dabbagh, RIBA, Founder and Design Principal Dabbagh Architects in Dubai.
A Saudi educated in the UK.
Raya Ani, FAIA, LEED AP, Founder I Design Director RAW-NYC Architects.
An Iraqi from New York.
Zeineb Anouar Fares, Senior Lecturer, School of Architecture and Interior Design Canadian University, Dubai.
A Canadian raised in Tunisia
Grammatiki Zamani, ARB, RIBA, AIA Int’l Assoc, Founder and Design Director Kiklos Architects, Dubai.
From a northern Greek village.
Moderated by:
- Sandra Woodall, FRIBA.
- Stephanie Kinnick, Middle East Director and Past President, AIA Middle East.
- Amel Abdelli, EDI, AIA Middle East.
Q&A session
Did you face more struggles in academia or in practice? Which was the most challenging to navigate?
The challenges were mainly faced in the practice and work place. In academia you have support from peers and teachers. The market (work place) challenges are completely different. This is where you toughen up. The challenges are of a different nature.
What is your advise on getting into the work place, where most practices are led by men?
Listen more than you talk. Upon finishing university, you will think you know everything. Once you start practising, the shift of knowledge is significant. Students are not exposed to this in academia. Listen and learn - and then build on that to develop. Insist on your design thinking, express your personality, bring your design value.
When you graduate - try to be in demand. Focus on things that companies need, and develop that skill so expertly, hone up on it, so that it makes you so good, that they only want you - when you show your portfolio upon graduation.
In practice you will start from the bottom, technical drawings, software skills etc. Be strong on materials, construction - this will assist on designing properly. Even first year students, go and start an internship - two weeks, watch and learn, listen. Your vision will change! Academia is completely different to what is happening in the practices.
Would you hire a female architect who has taken a career break to raise their child? How do you support them? And have you considered implementing a structured programme to help these women integrate back into the industry?
It is important to accommodate women who come back from a break. Education, keeping up with what's happening would help. Part time roles are offered to allow space for flexibility until they feel they can go full time.
I would hire the mother returning to the workplace, because raising a child creates a good manager in time management, organisational skills, and life experience.
An audience member also explained how she is a returning mum and that recruiters - are not interested in women who have returned from a gap. We need a 'returnship' to help parents. She is eternally grateful to RIBA for creating CPD's, but there is no actual support system.
Challenges and barriers
Assumptions
Female structural engineers being questioned on carpets and curtains, when in fact their specialism is on architecture and not interior designing.
Working mothers who had to depart from the office to collect children were frowned upon. Whereas the working environment in the UAE was more softer due to respect for the presence of a woman. It was a tough experience in the west, as your own rhythms and cycles were not welcome.
During architecture university in Athens Greece, where majority of the students were 85% female, an astute and brilliant professor and architect turned to the girls and stated: "I appreciate your efforts, but most of you are going to have a baby before you graduate or right after, so your studies are going to be a waste."
The sad part, was that he was right. Upon completion the female students did not continue into practice due to experiencing lack of support within the practice environment and prejudices faced as females.
The critical thing to remember here is, no studies are a waste - no matter what.
Attitudes
When liaising with clients she received more respect. Gender was not a matter of discussion. However walking onto a construction site, the woman always has to prove herself - knowledge wise, and much less when designing.
Male colleagues in university competed with the only female in a class of all male students. She had to masculinise her behaviour to level with them.
Dealing with labourers on construction sites is challenging. They do not take advise kindly from a female pointing out building structural flaws.
Society
Saudi women have a lot to catch up with. Women in the 80's, in Saudi were not allowed to study architecture (but you could in the 70's) and then it was stopped completely and women were not allowed to study architecture. Women of that generation period had to study architecture abroad or did not have that opportunity at all. Then, in early 2000's universities started accepting applications from women again - so there has been a gap generationally.
Women were not welcome in the workplace ten years ago, things started to shift. In Riyadh, there were regulations in place of women arriving through separate entrances in the workplace. Change has occurred since then, and women are now seen everywhere in terms of the introduction and acceptance of women, in Saudi Arabia.
Improvements needed in the working environment
- Creating a supportive network to share our struggles- because it is not enough to just share success stories. Society to build more of support system.
- We need to understand each other, so we can have more flexibility when we need it. We can support the men and the men can support us
- Having an understanding of the value that women can bring to the field. Seeing it from that perspective then only more women will be wanted there.
- Childcare responsibilities. Who does it go to? It may take the men to have to shift a mindset and take up part of the childcare from being the sole carer. Shifts from root level in the family system need to be made. The gulf region has a long way to go, males are the provider and females are care giver for children. Once that starts to shift, then we will see other shifts.
- Flexibility is required both men and women in the gulf.
- Men, society, and government have to create an incentive for this shift to work. For example the government needs to create a certain quota of women in the industry - then the figures cannot be messed around with.
- We already see hands on fathers in this day and age, but it has to be a win win for both genders, with incentives and benefits for the male parent to take up the bigger role in childcare duties.
- Educating men on 'inclusion' of women - this is where it starts.
About RIBA Gulf
RIBA Gulf Chapter Committee is made up of 15 volunteer members from across the GCC, and whereby more than 50% of the committee are women.
This Chapter led programme - Women in Architecture, is a key platform for the promotion and support of RIBA Members across the region.
By sharing awareness, knowledge, skills and experiences, results in the best showcase of promoting the work and value of RIBA Members to the wider community.
Find out more
Find out more about events, opportunities and resources for members in the Gulf region.
