2019

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tailoring transitions: retaining top talent and developing women leaders

mira mui | catherine calvert |  cory hitzemann |  charlene kovacs  |  kristian kicinski  |  amanda st. andre
paid leave: a business decision | aia women in design | seattle,wa
27 march 2018  

This is the second of three panel discussions on paid family and medical leave, this evening will focus on how to manage transitions before and after a period of family or medical leave. The evening will start off with a panel discussion of local Architectural and Engineering leaders who will speak to the employer benefits and challenges of providing flexibility around an employee’s unique family or medical needs. A round table discussion will follow, with participants sharing personal experiences and strategies for maintaining a career during life transitions.

 
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cohousing: another answer to the american dream

grace h. kim
housing design summit | daniel burns real estate consulting | denver,co
21 march 2018  

The focus of the Housing Design Summit is design, innovation, and market shifts in production home building. As far as we are aware, this is the only conference of its kind in the U.S

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cultivating diversity through equitable and inclusive design

margaret knight | jennifer montressor  |  karimah edwards |  ubax gardheere  |  francis james  | susan balbas | miguel maestas
resonate | WASLA conference 2018 | seattle,wa
16 march 2018

Resonate. As landscape architects entrusted to design for diversity, how can we ensure that equity and inclusivity resonate through our work? How do we ensure that discrimination isn’t the lasting impact of our work? Our current social and political climate has shed light on previously unrecognized or ignored discriminatory practices that are both pervasive and ingrained in our structural, institutional, and societal systems.
As landscape architects working with and for diverse people and communities we have a professional obligation to be inclusive and treat our clients, colleagues, consultants, allied professionals, and the community at large equitably. Now is the time to acknowledge that we are not immune to perpetuating discriminatory practices through our work. Through a panel discussion, practitioners are invited, encouraged, and challenged to evaluate themselves and their practices to identify and remedy practices in their work that contribute to a culture of inequity and discrimination.