Because abusing power and position to take advantage of subordinates is not consistent with the values of Fellowship, I propose establishing a process to consider revoking Fellowship for architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors.
I have no personal knowledge about specific situations. Certainly, no one should have to endure harassment. However, two questions:
Are we considering tossing aside due process and "innocent until proven guilty" in favor of "credible accusations?"
If so, does anyone remember the whole situation with the Duke La Crosse team and the lives that were ruined by "credible accusations" that were lies?
Just saying . . .
Charles R. Heuer, FAIA, Esq.
The Heuer Law Group
One Mifflin Place, Suite 400
Cambridge, MA 02138
James R. Diaz |FAIA, FACHA
222 Vallejo Street
San Francisco, CA 94111
O (415)398-5191 C (415) 254-6927
www.kmdarchitects.com | firstname.lastname@example.org
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As someone who has been the victim of unwelcome sexual advances and harassment I totally support Ms. Reeder's proposal to revoke Fellowship for "architects credibly accused of engaging in unwelcome sexual advances, behavior that creates a hostile or offensive work environment, or other illegal and unethical behaviors." I believe the AIA should be setting the highest standards of professional conduct and as Fellows we must be the leaders.
Katherine S. Georgeson, FAIA, NCARB, LEED AP
ORCHESTRA Design Studio
You mean there is not already a process? There is a process for revoking AIA membership is there not. Would it be the first and maybe final step? Does there need to be a link added one to the other?
Paul G.Johnson FAIA, FASTM, NCARB
Leader Building Technology Studio
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The architectural profession has been thrust into the national discourse on sexual misconduct in the workplace. Expressions by AIA members have been many, often impassioned.
The AIA Board has elected to add its voice by releasing a "Where We Stand" statement. By now, I hope that everyone following the College of Fellows discussion has read Where We Stand: Sexual Harassment & the Architectural Profession. (If not, it can be found at https://www.aia.org/pages/185386-where-we-stand-sexual-harassment--the-archi.) Unlike other statements which address the actions of others, the Sexual Harassment statement focuses on actions that AIA is taking and ones it is committed to.
Having conferred with the College of Fellows Executive Committee and others, as AIA President, I offer the following contribution.
There is no place in the architectural profession for sexual harassment. It is wrong. It does real harm. It victimizes people we need to sustain our profession into the future. It contradicts essential ethical and equitable workplace principles and practices.
For years, AIA has had an effective anti-harassment policy for its employees. Since 2014, AIA has conducted bias and harassment training at major national events like Grassroots. In January, the AIA Board approved the second round of component accreditation which requires all AIA components to adopt anti-harassment policies. The Board is committed to anti-harassment education for all members and training for all component employees and volunteer leaders. (Again, I ask you to refer to the Where We Stand statement.)
In the College of Fellows discussion and elsewhere, many are demanding disciplinary action, calling for immediate expulsion from AIA and the College of Fellows and for the revocation of awards and honors. These are serious matters. AIA must act according to the governing documents of the Institute and follow established procedures. As the United States Constitution provides for due process, so do AIA's Bylaws, Rules, Code of Ethics, and other duly adopted policies.
For Architect, Associate, and International Associate members, there are strict constraints on the termination of membership. Violations of the AIA Code of Ethics and Professional Conduct must be brought before the National Ethics Council for adjudication. When membership is terminated, so too is membership in the College of Fellows. There is no separate path for expulsion from the College.
Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May.
Thank you all for expressing your thoughts on this important issue. The architectural profession must respond forcefully to guarantee that our workplaces are free from sexual harassment. I hope that I have contributed some clarity about what AIA has done and is committed to doing moving forward.
Carl Elefante FAIA
To Mr. Gauvreau and other fellow AIA members:
On the 25 April 2018 chat room was a message from Carl Elefante (AIA President) which stated in part: "...Since no provisions in the Code of Ethics specifically cite sexual harassment, I have directed the National Ethics Council to determine if the Code of Ethics, as written, is sufficient to address such cases, and if not, to suggest modifications. I anticipate receiving its findings in May...."
In view of this directive from our AIA President, what purpose will we serve AIA to meet on 19 June 2018 (after the National Ethics Council) to discuss this matter? Could you please explain further what the purpose and scope of this meeting would be, thanks.
Do we want to ask for an open forum to respond/receive AIA member comments in regard to the National Ethics Council findings at the AIA'18 meeting in New York City? At another time and location?
Jonathan Humble, FAIA, NCARB, LEED BD+C
American Iron and Steel Institute
Northeast Regional Office
45 South Main Street, Suite 312
West Hartford, CT 06107-2402
In March, AIA released a Where We Stand statement to its members regarding its stance on sexual harassment. AIA also has offered its members a variety of resources on its website regarding identifying and responding to sexual harassment in the workplace. The page also includes a list or resources that are in development.