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Who We Are

The mission of the AIA Small Firm Exchange (SFx) is to advance the mutual interests of architects practicing in small firms. The objectives of the AIA SFx are three-fold:

1. Advocate the value of small firms, the national SFx, and local SFx groups, both within the AIA and to the public.

2. Curate and disseminate the most pertinent resources and information, from the AIA & elsewhere, that benefit small firms.

3. Inform the AIA of current issues facing small firms and areas in which current resources/information are lacking.

Approximately 75% of all firms within the AIA are small firms (less than 10 employees), which equates to 14,459 small firms within the organization.

~26.8% = sole practitioners = 5,173

~33.5% = 1-5 employees = 6,459

~14.7% = 5-10 employees = 2,827

For context, small firms share of staff is 16.0% and share of billings is 12.0%

We need to find ways to leverage that size for collaboration and influence, just like the individual large firms do.

   

  

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Post Pandemic Trends in Our Firms

  • 1.  Post Pandemic Trends in Our Firms

    Posted 12-15-2023 12:00 PM

    In my experience of having people in my charge post-pandemic, understanding the key drivers and trends is vital to ensure the balance of work and life are maintained. I love being in the office but not everyone does. So should we change? Check out this article to get a better understanding: HR Policy Trends By Hannah Brown, SHRM-SCP

    This article reflects on the transformative journey of HR policies, particularly in the wake of the 2020 shift to remote work. The architectural community demonstrated resilience and adaptability as firms grappled with the challenges of isolation and a sudden shift to virtual collaboration. What stands out is our industry's commitment to reflection and innovation, exemplified by the extensive polling among staff to shape solutions for the hybrid work model. The article delves into the nuanced aspects of this hybrid approach, emphasizing the benefits of clear communication and the challenges faced by fully remote employees. Furthermore, it explores the evolving time-off policies that prioritize wellness, with a spotlight on longer-term support, especially for women in the industry. The discussion extends to the critical realm of Diversity, Equity, Inclusion, and Belonging (DEI&B), emphasizing the need for genuine, impactful initiatives over performative gestures.

    As the architectural landscape embraces change, the question becomes: How can the industry continue to shape policies that foster flexibility, fairness, and diversity, ensuring resilience in the face of future challenges? Explore the full article HR Policy Trends for an insightful journey into the dynamic future of architectural HR policies.



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    Michael Perez AIA
    PMKC Leadership Group
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