sept-oct 2012 Championing CHANGE Learning from research OUTSIDE PERSPECTIVES Gender equity in 2012 WORK/LIFE Finding the balance MAKING IT WORK Perspectives from across the profession

Human capital Not just a gender issue 10. Editor Laura Wise [email protected] Editorial Committee Chair Contents Joe Agius [email protected] President’s message Art direction and design 02 Jamie Carroll and Ersen Sen leadinghand.com.au Letter to the editor Copy Editor 03 SPECIFYAWS.COM.AU Monique Pasilow Managing Editor Roslyn Irons On the cover News and views from around the Chapter ONLINE RESOURCE FOR ARCHITECTS & SPECIFIERS The last edition of Architecture Bulletin 04 Advertising dedicated to gender was December 1997 [email protected] (below). Since that time, while industry Guest editorial Callantha Brigham, understanding of the demands of work Subscriptions (annual) Tarsha Finney, Diane Jones, Sandra Kaji-O’Grady Six issues $60, students $40 and family has evolved, many issues 06 [email protected] remain the same. A recent survey by and Caroline Pidcock Parlour asked “Where do all the women Editorial & advertising office go?” - reflecting the continued Tusculum, 3 Manning Street under-representation of women in Gender equity: perspectives from outside the Potts Point NSW 2011 architecture. In this edition, we examine 08 profession Dr Rae Cooper and Merilyn Speiser (02) 9246 4055 why women leave the profession and consider strategies for addressing ISSN 0813-748X inequities and achieving a balance for Champions of change: observations from Published six times a year, both practitioners and practice. 10 Architecture Bulletin is the journal of research Sandra Kaji-O’Grady the Australian Institute of Architects, NSW Chapter (ACN 000 023 012). Work/Life/Balance: Callantha Brigham speaks with Continuously published since 1944. 12 six men seeking the right balance Disclaimer The views and opinions expressed in articles and letters published in Life in partnership: Kerry and Lindsay Clare Architecture Bulletin are the personal 15 in conversation views and opinions of the authors of these writings and do not necessarily represent the views and opinions of Making it work Penny Fuller, Abbie Galvin, the Institute and its officers. Material Helen Lochhead, Christine Major, Rachel Neeson contained in this publication is general 16 comment and is not intended as advice and Misty Waters on any particular matter. No reader should act or fail to act on the basis of Reflections on women in architecture any material herein. Readers should 19 Caroline Pidcock Australia’s leading range of high performance consult professional advisers. The Australian Institute of Architects NSW and thermally broken windows and do ors Chapter, its officers, editor, editorial Future fulfilment : three UNSW students committee and authors expressly Architecture Bulletin December 1997 look forward Sophie Bock, Madeleine Rowe and disclaim all liability to any persons 20 Image: Suellen Symons in respect of acts or omissions by any Lauren Sideris such person in reliance on any of the contents of this publication. Review: Marion Mahony Reconsidered (book) Bronwyn Hannah, Print and paper Patrons 21 Printed by Rostone Print using Parlour (website) Beverley Garlick soy-based vegetable inks on Architecture Bulletin thanks FSC mixed source certified paper, its Patrons for their support Review: 2012 National Conference Architectural Window Systems design, extrude and supply Vantage residential manufactured to ISO 14 001 22 Matthew Chan environmental accreditation using Gold Patron and Elevate™ commercial window and door systems, Australia’s leading range elemental chlorine-free (ECF) pulps. Hassell Plates and paper offcuts from the of high performance and thermally broken windows and doors. Fully tested printing process are recycled. Silver Patrons 24 Obituary: Bruce Stewart Robertson and energy rated to deliver the solutions you require. Bates Smart Cox Architecture 22. Group GSA To help you access all the information you need to specify AWS window and door systems we’ve developed a dedicated online portal for Architects and Bronze Patrons fjmt (Francis-Jones Morehen Thorp) 2D and 3D CAD data at the click of a button. Lend Lease Design Tanner Architects REGISTER FOR FREE AT WWW.SPECIFYAWS.COM.AU Supporter Buzacott Architects Technical Sponsor Architectural Window Systems FOR TECHNICAL INFORMATION & SPECIFIER SUPPORT

2012 Su ppor tin g C o r p o r a t e P a r t n e r email: [email protected] or visit www.specifyaws.com.au Architecture Bulletin September / October 2012 1 Once again, I congratulate all members name, its spirit will live on. Public transport v urban design; The rail corridor can be a problem or a involved in this year’s New South Wales I was also pleased to see that the Letter to the editor solution. A solution might begin by Architecture Awards presentation as winners, discussion paper for the NSW long-term I don’t think so. persuading the authorities to install entrants, jury members and organisers. It was a transport master plan, released early this year, Rose and McPherson, “Is Newcastle off track” additional at-grade crossings to provide great night for our Institute and for specifically acknowledged the need for land (Architecture Bulletin, May/June 2012), made access through to Honeysuckle, to architecture. In addition to the fantastic media use, transport and infrastructure planning to assertions in regard to transport and landscape the corridor, and to replace heavy coverage, including a four-page colour work together. This is another major step revitalising Newcastle’s CBD. I am obliged to stanchions with light catenaries. Let us see supplement in a major metropolitan towards a more coherent long-term planning comment. the benefits of a frequent commuter rail , newspaper, the Chapter will continue sharing framework, and one the Institute has been The article ignores the existence of the service before we spend a lot of money to get president s the success stories with the community through advocating for some time. Hunter Independent Public Transport Inquiry rid of it. the Architecture on Show talks at local libraries. (HIPTI), sponsored by the Newcastle Herald, HIPTI also found that light rail can message The NSW Planning Review has now Women in architecture of which I am convenor. improve connectivity between old and new, reached a critical point. The NSW Government Instead of focusing on a short 4-kilometre but to be cost effective it has to be part of a has released a green paper combining a report With much to be proud of as our profession spur of rail corridor, HIPTI considered how to new transport spine from the CBD to the “It shouldn’t be from its review panel with other work argues for change in the public interest, it’s integrate Newcastle CBD with the rest of the University (Callaghan) and Wallsend, and a necessary to reaffirm commissioned by the Minister for Planning and sobering to remind ourselves, in this issue, of city. Because of its location on a peninsula, prospective high-speed-rail station in the the need to retain Infrastructure Brad Hazzard. On first review, the gender gap that persists in architecture. Newcastle CBD will never be central to the city vicinity of Cameron Park. the document promises to deliver a new As in other fields of human endeavour, but it can be integrated with it. The divide between the new and the old more of the highly planning system based on design thinking and men and women bring different perspectives The key to CBD revitalisation is to make it CBD has been created by architects, skilled and awarded strategic planning processes that our Institute to the work they do. Regrettably, we still easy for customers and employees to planners and their developers in concert. has been advocating for many years. operate in a world conditioned to some extent commute [to] and visit, including from The new buildings in Honeysuckle actually female graduates that The NSW Government has recognised that by stereotyped behaviours and role fast-growing Lake Macquarie (195,000 people) turn their backs on the old city. enter our profession, intensive community involvement at the expectations. and Maitland (70,000). A 15-minute rail strategic phase of the planning process will free As Sandra Kaji-O’Grady from the service along both axes combined with express Edward Duc but it is, and we do.” up resources that have, for too long, been University of Sydney points out, women buses to Eastlakes and Newcastle Airport/Port Merewether bogged down in protracted, unnecessarily perform academically at the same level of Stephens is the most cost-efficient way to complex and often adversarial development excellence as their male peers, and in equal achieve this. assessments. Under the new system, if a design numbers; however, this equality does not carry Rose and McPherson’s assertion that proposal complies with the development through their careers in the profession. There removing heavy rail and replacing it with buses controls established in the strategic plan, it will is a continuing trend, documented over many will be a panacea for all CBD ills is, at best, secure approval with minimal intervention years, for women to leave the profession in naive. How can expending $500 million on from councils and other consent authorities. In much greater numbers than men. Women that truncating a transport mode and replacing it some cases, it will be possible to secure a do stay face impediments in managing a work/ with buses in an already congested peninsula ‘deemed approval’ after 10 days. life balance, and in reaching the upper be a solution? This is a major change in the way property echelons of the profession. There are some AECOM’s 2010 Newcastle City Centre and development is planned and delivered in amazing and notable exceptions to this trend, Renewal Transport Management and New South Wales; and, like all changes of but too few. Accessibility Plan showed that the city will legislation, it comes with some risk and the It shouldn’t be necessary to reaffirm the soon experience gridlock unless more people possibility of unintended consequences. need to retain more of the highly skilled and use public transport. More buses will simply Having got the big picture looking pretty good, awarded female graduates that enter our add to the congestion. The new law courts the devil’s in the detail. Every element of the profession, but it is, and we do. and expanded university campus will planning system needs to act in harmony for the Architecture is all about bringing differing exacerbate the situation if heavy rail is changes to work as intended. Across our perspectives to bear on the complex problems truncated without improvement of the rest of industry and within our profession, a lot of we are so good at solving. That’s another good the transport system. information, explanation and collaboration will argument for keeping more women in our be required. The Institute will be providing workforce as architects, as practice partners, updates to all members about these changes. and as business leaders. Clearly, it is in our interests, and the broader This edition of Architecture Bulletin raises public interest, that they do work effectively. the issues we need to confront. The next step I am very pleased to have been closely is concerted action by us all to address them. involved in the review of SEPP 65 over the past The Chapter looks forward to leading this year. There has been widespread support for change. the strengthening of this key design policy, and I am still confident the SEPP’s underlying Matthew Pullinger mechanisms and principles can be extended to NSW Chapter President other building types and scales within the new

Neil Fenelon Neil Photo: planning system. Even if the SEPP changes its

2 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 3 chapter news

Chapter Manager’s report Student Awards program our thanks go to the level, including the fast-paced world of social DARCH update directors. DARCH, supported by BlueScope He reminded us that the Institute can only universities, jury members and sponsors media. Steel, also hosted a lunch at Cook and Phillip prevail if it enters the public discussion on the On behalf of the Chapter congratulations to involved, and to team member Dominique We are delighted to report the opening of Developed to Park on 30 May for emerging architects to meet value of modern architecture with a positive everyone involved in this year’s New South Kelaher for her coordination of the event. The the Newcastle Division’s new regional office recognise and the Australian Institute of Architects 2012 Gold agenda and a united voice. Wales Architecture Awards and the New South revitalisation of the awards resulted in a very centrally located at 149 King Street, Newcastle. celebrate outstanding Medallist Lawrence Nield. Wales Graduate and Student Awards program. successful evening on 1 June that also achieved Kate Griffith and Melissa Laney collaborative We held another successful DARCH Small Thank you to the chairs and jury members of a record attendance. enthusiastically moved into the newly achievements in the Bar Tour in June, this time in Surry Hills. Hosted Beyond Boundaries: the Architecture Awards who took time out of We are pleased to announce the refurbished offices in the middle of July. The built environment, the inaugural DARCH House by the bar owners and designers, it was an Sydney Architecture Festival 2012 their busy schedules to assess the 173 entries appointment of Laura Wise to the newly new office has sufficient room to hold CPD Awards will be held later this year. To find out excellent night of drinks and design. Our most on presentation day and the 68 short-listed created position of NSW Communications events and the staff would welcome visits from more about eligibility and submission recent event was our Regi(fru)stration seminar The sixth annual Sydney Architecture Festival projects. Special thanks to the Institute staff, Officer. Laura joined the Chapter in June members who may be in Newcastle for the day requirements see our website www.darch.com. in July at Tusculum, sharing insights into the (24 October – 4 November 2012) will host more in particular Gillian Redman-Lloyd and Eleni having recently moved from Fairtrade in and in need of a hot desk. If you are in the area au or email [email protected]. sometimes daunting registration process. than 80 events at locations across greater Ragogo for creating such a memorable Melbourne where she worked in marketing please do pop in, Kate and Melissa would love Submissions close Friday 5 October 2012. Sydney, as well as the biennial open house celebration at Luna Park that achieved a and communications. In addition to being to see you. In May, DARCH held a career seminar with Valuing award-winning buildings weekend by the Historic Houses Trust, Sydney record attendance of close to 500 people. responsible for producing Architecture Bulletin, Bespoke Careers to which graduates brought in the long term Open. For the first time, the festival program has Thank you also to our sponsors. Laura will be utilising her media skills to Roslyn Irons their portfolios for a ‘speed dating’ session with been curated under a central theme: Beyond For another very successful Graduate and enhance the Chapter’s exposure at a local NSW Chapter Manager architectural recruitment experts and practice Valuing Recent Architecture, a Refuel CPD Boundaries. Many events are free and include session held on 21 June, invited participants to guided architectural tours, talks, open houses, Patrons news engage in a discussion about the long-term value workshops, exhibitions and panel discussions. of the New South Wales Architecture Awards The program caters both to members of the Cox Richardson program, particularly in regard to the survival of architecture and design industry, as well as awarded buildings. Case studies of three Sulman actively involving the general public in Adelaide Studios (the new home for the South Medal winners were presented: Kuring-gai discussions about the future of Sydney’s urban Australian Film Corporation) won the Keith College (1978), Sydney Convention Centre and built environment through the headline Neighbour Award for Commercial Architecture, (1989) and Olympic Park Station (1998). event SUPERSYDNEY (www.supersydney.org). as well as commendations for heritage and The critical question for participants was: ‘If This ambitious project seeks to gather insights, interior architecture undertaken by Cox the awards program is the method by which the inspirations and visions for the future of the Richardson and Grieve Gillett (local Adelaide Institute publicly expresses its admiration for metropolis of Sydney from residents of all ages, practice) as architects in association, at the SA present-day architecture, what is the measure by ethnicities and socioeconomic backgrounds. Chapter awards. Meanwhile The Darling Hotel which these accolades might retain their SUPERSYDNEY culminates with the unveiling (below), recently completed in Pyrmont, won meaning decades after the event?’. of the findings at the festival launch event on Best New Hotel Construction and Design 2012 The key mechanism by which the Institute Wednesday 24 October. at the Asia-Pacific International Hotel Awards in can express its long-term respect for winners of Kuala Lumpur, Malaysia, as well as being the Sulman Medal is to list them on our Register Further details about events and recently listed in Conde Nast’s Hot List 2012: of 20th Century Buildings of Significance. There the current festival program are Top 60 Best New Hotels. Photo: Brett Boardman are currently close to 3,400 buildings on the available at the official website register, including 52 of the 60 extant Sulman winners in New South Wales (another four are sydneyarchitecturefestival.org in the Australian Capital Territory). By listing these important buildings on its own register the Institute is demonstrating that the Bates Smart Tanner Architects profession values them for the long term. This is important in defending their integrity against Construction has commenced on Australia Tanner Architects has commenced the design Also located on the Parramatta Campus, the unacceptable compromises or demolition in Towers II at Sydney Olympic Park (above). and documentation for the adaptation of the Boiler House Precinct (above) has been subsequent years. Bates Smart won the commission to design the east wing of the 1813 Female Orphan School at short-listed in the New and Old category of the While a register listing has some moral bite, two residential towers through a limited design the Parramatta Campus of the University of 2012 World Architecture Festival Awards. This it lacks the statutory teeth of listings on LEP competition in 2010. The towers are linked by a Western Sydney. This project, led by Megan project, led by Alex Kibble, saw the complete heritage schedules and the New South Wales podium comprising commercial office and retail Jones, will complete the renewal of this transformation of the centre of the campus into State Heritage Register. However, the process tenancies that create a lively street frontage for nationally significant building, which will a vibrant student-centred public domain that for listing on the Institute’s own register cannot residents and passers-by. The towers’ elliptical accommodate the Whitlam Institute and the included an adaptation of the burnt-out ruin of be easily transferred to the statutory arena. geometry recalls the surrounding sporting Whitlam Prime Ministerial Collection. the 1894 boiler house. Photo: Michael Nicholson As NSW Government Architect Emeritus infrastructure while maximising views and Peter Mould reminded us in his summing up at access to sunlight for residents. Horizontal the end of the CPD session: the profession needs The Sydney Architecture Festival is sun-shading bands vary in depth to respond to to tread carefully in the public arena. Voters do presented by the Australian Institute of orientation. The first tower is due for not warm easily to modern architecture until it Architects (NSW Chapter) and the NSW completion in 2014. has become a familiar part of their surroundings. Architects Registration Board.

4 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 5 For the past 20 years we have had a slightly get serious about creating greater equality in found is that many women who limit their “As a profession, and as a nation, Guest fluctuating but almost solid 50 per cent gender the division of caring and household tasks’.8 professional engagement make the decision to equity in enrolments at, and graduations from, The collision of the domestic sphere with leave, or to remain under-advanced, we cannot educate 50 per cent of our architecture schools around Australia.1 , 2 Despite the practice of architecture is particularly irrespective of their employer. In this scenario graduates, and put them through an editorial this there continue to be few women in senior curious to reflect upon. Architecture is a what may outwardly be perceived as decision-making positions in the field of practice hard to switch off from, prodigious in disempowerment can instead be seen as an additional two years (minimum) architectural practice. 2 For any profession, its ability to haunt after hours. It tends to be empowerment in itself. in-job training before registration, moral arguments aside, this lack of gender vocational and rarely does it yield great The issues traverse multiple terrains: “For the past 20 diversification has been found to have financial recompense. Those who enter the office culture; awards programs; what only to have them not be considered years we have had a significant economic effects.3 profession usually accept its personal constitutes valued output and outcomes; and for, or reject, leadership roles, or to Put within a broader national labour intrusion, yet it is nonetheless unsurprising valid forms of participation. These realities are simply leave altogether.” slightly fluctuating context, the World Economic Forum has that greater work/life balance is an ambition further explored on pages 16-18 through the but almost solid found that while Australia sits equal first for for architects of both genders.6, 9 Given the experiences of six women from across the women’s educational attainment, it places a non-compartmentalised nature of practice, if profession, and in former NSW Chapter Callantha disappointing fortieth in women’s workplace we are serious about gender diversity we also President Caroline Pidcock’s personal participation.4 This is clearly not an issue need to get serious about the preconditions to reflection on practice (page 19). As Callantha Brigham % Architect specific to architecture, though the figures for work that surround and inform practice. We Brigham from the NSW Government NSW Government our profession are shocking. In 2011, 20.4 per need to stop regarding these discussions as Architect’s Office illustrates on pages 12-14, Architect’s Office cent of registered architects in Australia were peripheral and start applying our creative skill the traditional workplace environment is also 50gender equity in women compared to 46 per cent in law and 36 to the challenge ahead. The Parlour website, increasingly called into questioned by men. 2, 5 enrolments at, and per cent in medicine. Of the registered launched at the Institute’s 2012 National At one level any loss of human capital is an Tarsha architects who are also directors of Architecture Conference, is fast becoming a issue of pragmatic economics. As a profession, Finney architectural practices and who sit on the forum for this discourse.10 and as a nation, we cannot educate 50 per cent graduations from, Senior Lecturer board, less than 1 per cent are women.6 To date, much of the writing and of our graduates, and put them through an Faculty of Design, architecture schools We need to ask ourselves some serious scholarship regarding women’s participation additional two years (minimum) in-job Architecture and Building University of Technology around Australia.” questions about the return on our investment in the field of architectural practice appears to training before registration, only to have them in the education and workplace training of have excused the profession from making the not be considered for, or reject, leadership women in architectural practice. As the changes required at the practice level. As roles, or to simply leave the profession Dr Sandra Australian Human Rights Commission’s Sex Sandra Kaji-O’Grady, Professor of altogether. It is a sobering thought for four Kaji-O’Grady Discrimination Commissioner Elizabeth Architecture at the University of Sydney and female students of 2012 (page 20). Professor of Architecture Broderick noted in 2009 there is ‘no nation or Chief Investigator on the research project The problem is all of ours – men and Faculty of Architecture, Design and Planning government, industry or sector [that] can Equity and Diversity in the Australian women – and it belongs to workplace culture The University of Sydney afford this kind of loss’.4 Architecture Profession: Women, Work and and practice. “In 2011, As labour-force surveys have progressively Leadership, argues on pages 10-11, it is difficult shown7, the Australian workforce has been to locate the ‘problem’ of women’s Guest Editorial Committee Diane experiencing progressive change since the late participation or lack of participation without Jones 1960s. Gone is the traditional family-income discussing the practice of architecture itself. % Footnotes: Principal Director model of male breadwinner and female Since the last edition of Architecture Bulletin PTW 1. Justine Clarke, Architecture, gender, economics, Parlour, homemaker. In its place are one-plus earner that focused on gender (December 1997), 11 March 2012 http://www.archiparlour.org/gender- couples or double-income full-time workers. research has advanced significantly on issues architecture-economics/ 20.4of registered Societal changes, the increased pressure of related to women in leadership, sticky floors 2. Gill Matthewson, The numbers so far…, Parlour, 15 March 2012 http://www.archiparlour.org/the-numbers-so-far/ family mortgages, planned parenting and child and glass ceilings. Senior Lecturer in Work and Caroline architects in Australia 3. Andrew Boak, David Colosimo and Tim Toohey, care have each enabled or enforced an increase Organisational Studies at the University of Australia’s Hidden Resource: The Economic Case for Pidcock were women.” in dual-income families. Sydney Business School, Dr Rae Cooper Increasing Female Participation. 26 November 2009 http:// Director www.eowa.gov.au/Pay_Equity/Pay_Equity_Information/ Pidcock – Architecture The household pressures associated with outlines some of the societal changes that have Australias_hidden_resource.pdf and Sustainability dual-income couples typically emerge with the taken place more broadly on pages 8-9. 4. Elizabeth Broderick, Why Gender Quotas Would Help Business, The Punch, 16 October 2009 http://www. arrival of children. Typical care years coincide However, given the limited scholarship into thepunch.com.au/articles/gender-equality-in-business- with key career years and both paid and unpaid women’s participation in architectural the-merit-in-quotas/ work needs to be allocated within a 24-hour practice, there are important lessons to learn 5. Heather Moore and Kate Potter, Advancement of Women in the Profession, The Law Society of New South Wales 2011 cycle. Whether paid or unpaid, the issue of from parallel disciplines. Merilyn Speiser, 6. Paula Whitman, Going Places, The Career Progression of work/life balance extends beyond the former General Manager HR at accountancy Women in the Architectural Profession 2005 individual, impacting on partners and families. firm Crowe Horwath (pages 8-9), describes 7. Australian Bureau of Statistics, Labour Force, Australia, As NSW Government Minister for Family and the challenges and complexities she faced June 2012 8. Pru Goward, Striking the Balance: Women, men, work and Community Services, and Minister for retaining women within accountancy – a family, June 2005 Women, Pru Goward has stated: ‘If we are profession that has been at the strategic 9. Australian Institute of Architects, The Career Progression serious about helping people to balance paid forefront of measures to keep women in the of Men in Architecture September 2007 work and family obligations, then we need to workforce for several decades. What Speiser 10. Parlour www.archiparlour.org

6 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 7 undervalued; there is a relative lack of women women. It obviously makes sense in terms of invest in flexible workplace practices, Dr Rae (Rachel) Cooper is Continuing the The architecture of discrimination progressing through organisational equity. Equally, there are sound business cases especially for parents of young children. Senior Lecturer in Work conversation in 2012 hierarchies; women often accept jobs below for ensuring organisations encourage women’s Research shows that when women feel valued and Organisational Glass ceiling: Describes the barrier that women find difficult to get past; an invisible but their skill levels as they search for flexibility participation and progression. There is strong within organisations, such as through access Studies at the University impenetrable part of the organisational hierarchy. Dr Rae Cooper This concept underpins significant debate that works for them; as well as plain, old- research evidence that diversity brings to good permanent flexible work and training, of Sydney Business regarding the lack of women in CEO and board fashioned, gender-based discrimination. innovation, which is critical in today’s they are productive and committed members School. Dr Cooper has roles; however, the problem starts well before Let’s start with the good news: in terms of The pay gap has a real impact at the time of competitive marketplace. It also makes sense of staff. These types of policies also increase published over 40 articles this, with many women finding it difficult to secure senior and strategic roles. education, women in Australia are better earning, but it has also a compounding impact to promote women if you have invested in staff retention. and chapters on industrial relations and educated than they have ever been. Women and across the course of a life. It is a key reason – them within the organisation. After all, why would you want to loose half gender and work in leading journals and in Glass wall: Australia is more gender segregated in labour market terms than most other OECD girls outperform men at most points when along with career breaks to care for children There has been some movement. Many of your talent pool? major collections, and was Deputy Chair of the countries. Glass wall refers to the highly competence is measured, and have higher levels – why women’s retirement savings are so low organisations are rising to the challenge and NSW Premier’s Expert Advisory Council on segregated labour markets characterised by women working in occupations and professions of educational attainment than boys and men. and why the majority of older Australians building workplace practices that include and Women from September 2010 to March 2012. where the overwhelming majority of employees However, this does not translate into the living in poverty are female. encourage women’s participation. Part-time are female. These areas – generally in education, health, social and community services – remain labour market or women’s careers and I see this Coupled with the pay gap is a benefits and career path work is one example. Setting “Many organisations undervalued and underpaid, despite their as a waste of education, talent and potential. entitlements gap. Pay is an obvious measure, targets for the promotion of women into enormous social and economic importance. If we look at most labour market but if you look across women’s careers there is a senior roles is another. A number of are rising to the Sticky floor: A term used to describe both the measures, women lag ‘behind’ men or are lot more going on. Because women often work progressive organisations are auditing the industries and workplaces that lack career paths challenge and building (such as child care) and the process by which suffering relative to their brothers, husbands in contract, casual or temporary positions they position of women and are setting targets that women become entrapped in low-paying jobs. and male colleagues. The gender pay gap is do not accrue the benefits that more often are incorporate diversity targets into senior workplace practices Most people working within perennial ‘sticky floors’ are women who work well below their persistent and troubling, and if we compare attached to male jobs, like long-service leave, managers’ KPIs. Data collection is a key that include and skill level in an attempt to reconcile their men and women in full-time work it sits at sick leave, holiday pay and the like. strategy here. The maxim that ‘if you do not non-work and work roles. around 18 per cent. It results from a range of For organisations there are a number of measure it you do not care about it’ holds true. encourage women’s issues: the jobs women work in are typically compelling reasons to change the situation for This might also mean organisations should participation. ” Gender equity: perspectives from outside the profession

Role desire stints at parental leave. However, many did not “We had to change this We had to change this situation by making 4. Ensuring the remuneration package reflects want to commence on our Pathway to Partner the partner role desirable. From my the role design components fairly. Merilyn Speiser program as they saw this role in direct contrast situation by making the perspective, role design in this context to their other life priorities. partner role desirable. involves designing a role to be flexible enough Merilyn Speiser is the With a background in accounting and financial This challenged my thinking about a to suit a wide range of individual aspirations founder and Principal advice, I made the shift to human resources number of things including what it was about From my perspective, while still fulfilling its work obligations. Consultant of Catalina (HR) and strategy while being a partner at the role of partner that women saw as role design in this Based on my experience, a potential Consultants and accounting firm Crowe Horwath. I was head of prohibitive or undesirable. I also noticed how framework for designing a partner role in previously held the role HR for the business for six years during a period this decision made these women feel context involves order to meet role desire could include: of Head of Human of rapid expansion where we focused on talent empowered; that they had a choice and they designing a role to be 1. Starting with the baseline role description or Resources at international management, performance, leadership were making it. This said many things to me. flexible enough to suit a profile for a partner. accounting firm Crowe Horwath. development and employee engagement. It was Mainly, that as an organisation we at least had 2. Agreeing with the employee on the Speiser has over 20 years’ experience in the during this time I first came to realise the created the tangible pathways so that all wide range of individual non-negotiable responsibilities and the development of business strategies, leadership phenomenon of ‘role desire’. senior people, men and women, knew what aspirations while still targets needed to achieve these. These development, performance management and While as a firm we could tick the boxes on the road map looked like for getting there. should be individualised to the employee’s succession planning. all the ‘best practice’ female retention However, some women were making a very fulfilling its work ‘role desire’ criteria: for instance, if they strategies – generous paid parental leave, conscious choice to not follow that path. obligations.” want to work a 30-hour week, the job flexible working conditions, work from home, While very few women left Crowe Horwath description would reflect this; if they would flexi hours – we were still finding that our for this reason – because they didn’t want to rather manage staff than win new clients it senior women were not interested in the do the Pathway to Partner program – they would similarly reflect this. senior roles. Our back-to-work retention rate were happy to remain at manager level, and 3. Ensuring the organisation has clarity and was very high. Women were incredibly grateful the loss for the business was huge. These transparency around the agreed role design for the support, flexibility, environment, and were individuals the business had invested in so that all stakeholders understand the client opportunities, and many had multiple and who had the talent to go further. ground rules.

8 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 9 directors of Bates Smart are women and only while the proportion of women at junior levels associated with women – being consultative, one of these is an architect, the other is the is healthy. Principal Bill Dowzer points to some empathetic, a team player, and willing to listen Champions of change: financial manager, but as Vivian affirms “Bates of the complexities for managers facing to alternative views – are less valued, although Smart’s participation in the research project is questions of gender equity versus redressing they may lead to better approaches to observations from research motivated by our desire to remain at the imbalances through affirmative action: “BVN management. In management studies a radical forefront of promoting women”. employ and reward on merit; gender is rethink is taking place around leadership; The picture at BVN is fairly similar: there indifferent in terms [of] our regard and support perhaps prompted by the recent exposure of Dr Sandra Kaji-O’Grady, Professor of Architecture at the University of Sydney reports on the progress of are 12 principals, three of whom are women, for our staff. We also recognise that some of the flaws in the ‘charismatic’ leadership model in the Equity and Diversity in the Australian Architecture Profession: Women, Work and Leadership research pressures that this study is investigating – such fields such as banking and politics. It is timely project which aims to map Australian women’s participation in the profession in order to better as young families and ageing parents – that we rethink leadership roles in our own “It is in our interest to ultimately affects all of our staff.” profession. understand their under-representation at senior management levels. retain staff by Accommodating periods to have and look Researcher on the project and doctoral after children is one step toward improving candidate Gill Matthewson has observed in the offering increasingly equity in the profession – indeed improving interviews she has carried out so far, that In 2011, several of my academic colleagues and supportive and conditions for men and women – yet it is not a issues of gender, diversity and leadership are I, in partnership with three large architectural cure-all. If, as research shows, periods of often confused and misunderstood in the practices, BVN, Bates Smart and PTW, the flexible work part-time work are perceived as a lack of profession. This has been evident in the Australian Institute of Architects and practices for women commitment to one’s career, then it does not diversity of responses to the Parlour website: Architectural Media, were awarded funds advantage women to be taking up the option if some women are delighted that there is a through the Australian Research Council’s and men with men do not also. Furthermore, research on venue for debate and information, others are (ARC) National Competitive Grants Program families. We strive to leadership in business and other professions convinced that discrimination does not exist (Linkage) for a project titled ‘Equity and avoid a talent drain suggests that it is not the time demands of and that if one has talent and determination Diversity in the Australian Architecture senior roles that deter women but, rather, success will come regardless. One thing is Profession: Women, Work, and Leadership’. and create a stable deeply held societal beliefs about how a leader clear, progressing women to the next level will The project has multiple ambitions: first, to team environment behaves that work against women’s depend on the efforts of male champions, work to support the Institute towards a formal promotion. It has been argued that the significant policy change, and more thoughtful policy on gender equity; second, to establish a from which everyone qualities attributed to a good leader are those and knowledgeable discussion around issues website for gathering and disseminating benefits, including associated with masculine behaviour: being of equity. knowledge about women’s careers in the decisive, cool-headed and single-minded and profession, and for generating debate and the clients.” keeping one’s own counsel. Character traits Sandra Kaji-O’Grady discussion (www.archiparlour.org); third, to Professor of Architecture at the establish how architectural practices do or do University of Sydney and Chief Investigator not support women’s careers and open up of the Equity and Diversity in the Australian opportunities for leadership. Architecture Profession: Women, Work and The project began with the observation understand the business case? Can we also men with families. We strive to avoid a talent Leadership research project that while women are statistically more likely assess the impact on practice culture of drain and create a stable team environment to leave the profession and significantly less supporting women’s careers in the profession? from which everyone benefits, including the likely to reach the upper echelons of The project seeks to learn from three clients.” The project hopes to get an accurate architectural practice than men, there was practices committed to gender equity: BVN, picture of the costs and benefits – social and Footnote wildly divergent representation of women Bates Smart and PTW. There are probably financial – to Bates Smart of supporting men across different practices. Within Australia, a others who are doing well, but these three have and women through maternity and parental The Australian Institute of Architects is one of quick and dirty survey of the largest Australian been prepared to generously commit to the leave, part-time work and working remotely. several industry partners of the Equity and architectural practices – practices in which the cash and in-kind expectations the ARC has of The project also seeks to understand the Diversity in the Australian Architecture Profession: numbers of women in senior roles are in its industry partners in Linkage grants and, impact of their policies on workplace culture Women, Work and Leadership research project. double figures, so that the figures have more crucially, to open themselves up to and design quality. The Institute has established an internal statistical significance – reveals that women’s examination. We have begun interviews and Bates Smart’s explicit commitment to staff working group chaired by the National representation in senior roles (directors, observational analysis at the Sydney office of development benefits both men and women, President Shelley Penn. The group will review partners and associate directors) varies from Bates Smart and the Brisbane office of BVN. yet it is the women in particular that are really the program and proposed outcomes of the 0–45 per cent. This suggests that women’s Bates Smart makes an excellent case study. thriving in comparison to females in other research, and make appropriate career success in the profession has more to It has a clearly stated ‘Work and Family’ policy large practices. Vivian observes that “the recommendations to National Council.

do with where they work than whether or not and promises employees long-term career practice currently has female directors and a Photography by Nick Bassett, taken they have children/marry/take maternity leave development that includes support for high proportion of women in senior leadership in the Sydney offices of BVN and Bates Smart in April 2012. Images or go part-time. The fact is that some registration and annual reviews to establish positions.” In the Sydney office 30 per cent of collected as part of the visual architectural practices attract, retain and future goals. Bates Smart Director Philip the associate directors are women. The sociology research component of the project Equity and Diversity in the promote talented women, others do not. Not Vivian explains that “it is in our interest to practice is winning awards and made it Australian Architecture Profession: only are there legal obligations not being met, retain staff by offering increasingly supportive through the GFC relatively unscathed. It’s not Women, Work and Leadership. it makes no business sense. Can we better and flexible work practices for women and all plain sailing though. Only two of the nine

10 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 11 mornings has been part of our weekly routine Over time, as the practice grew, their own staff “Being embedded within for the past two years; something we both began to have children and they too enjoy doing,” says Border. commenced working part-time. Today the the community has given For Border, the move to part-time work office has a staff of six and only one staff us an appreciation and has brought both challenges and opportunity. member works full-time. “An open-plan layout Spending time with the kids, practice and assists us in managing this. Shared information commitment to teaching has proved an enjoyable mix, encourages a sense of shared responsibility, and community we could not however, “financially it can be challenging, if one staff member is absent others can and career-wise, I think working part-time generally assist,” says Melocco. have gained through a slows down a career,” he says. Despite this he As Melocco’s and Moore’s children have nine-to-five work week. would not change the situation. “It gives you grown, their family needs and work practices We understand what it is an opportunity to sort out what you are on have shifted. While both now work five days in about, and what is important to you. I’m the office, they still work flexibly and leave like to be at home with working towards running my own design early one or two afternoons a week in order to kids in the middle of the practice and working part-time gives me the accommodate family and community time and opportunity to work toward this,” commitments. At project pinch points day and to experience says Border. Melocco works late in the office, while Moore what happens to a community when Finding the right balance of work and family Jason Border everyone goes off to life remains a challenge for both women and work. This certainly men practicing architecture. Six men at affected us as designers.” different stages of their careers spoke to Callantha Brigham about their experiences. Moore. It has also given Melocco and Moore the time and presence to act as design advocates within their communities, and when the practice has been engaged in local John Prentice government work – sporting amenities, childcare centres and after-hours crèches – the partners have formed strong bonds with client representatives due to their personal With two careers and no family support in understanding of these facilities. Sydney, Jason Border and his partner Lisa Apart from the personal satisfaction of share the care of their young children (one is increased time with their families, Melocco three and a half, the other is one and a half). and Moore look back on their experience Border works three to four days a week, and his working part-time and count staff loyalty and partner works three days from home. For retention as their chief (albeit unexpected) Border, the past two years have involved a David Melocco and Philip Moore reward. “For a small practice, staff represents range of activities: he works two days a week a large investment in training, time and cost. for the design practice Curve Design 9, has an An average project for us will go for around John Prentice is an associate at Woods Bagot. productivity. He finds the temptation to work ongoing role as a design tutor at the University David Melocco and Philip Moore started tends to work from home, clocking in to work two years and throughout this time staff amass Prior to the birth of his first child (who is now out of hours both greater and easier with a of New South Wales, and is in the early stages their practice, Melocco and Moore, in 1993. after dinner or using the evening to make project knowledge invaluable to our office. two months old), Prentice sought approval to home office and, as a result, has adopted an of starting his own practice, Localstudio. While neither partner had set out with a plan client calls. There is a general acceptance that Having worked flexibly for much of our own set up a home office in order to spend more increasing blend: “Mostly I really appreciate Border feels his current work arrangement to work part-time, within 10 years they both work/life overlap is unavoidable; architecture careers we could hardly turn around and deny time with his family. To assist in the transition, the opportunity to spend time with my allows him to have more control over the found themselves with two young children and crosses with regularity into life and vice versa. this experience to others. Overall it’s worked an office policy was established and Prentice daughter when she is awake, even if this means hours he works. While enjoying previous partners ready to return to work. With similar Reflecting back on the early years, both well for us; happy staff makes for a happy now has a workplace area where he works from working later into the night to make up for it.” full-time roles and the opportunity to work on values and at equivalent life stages, Melocco feel the experience of being at home with their practice and a more successful business,” says home one day a week. “The set-up includes Prentice sees the arrangement as award-winning projects, Border felt he was and Moore commenced part-time work as a kids has added value to them as architects. Moore. > access to files on the office server, and clients reflective of a changing workplace culture. “I missing out on his children: “On a normal day practical measure in order to juggle practice “Being embedded within the community has are able to reach me throughout the day via think Woods Bagot have recognised the role I’d see them for around one hour in the and family responsibilities. given us an appreciation and commitment to mobile or email,” he says. flexibility has to play in attracting and morning and one hour in the evening. If I’d In the beginning each worked four days a community we could not have gained through Prentice has observed both challenges and retaining staff. Offering [employees] this also have to start early or finish later it would be week – Melocco taking Tuesdays off and Moore a nine-to-five work week. We understand what opportunities as part of the new arrangement. allows [the company] to demonstrate to less.” His current work practice gives him an Thursdays – in order to ensure a minimum of it is like to be at home with kids in the middle Removed from office distractions he notes demonstrate to clients the flexible work opportunity to be part of the parenting process three days together in the office. For 10 years, as of the day and to experience what happens to a increased focus, but also the pressure of arrangements we have long been advocating in during the week and not just on weekends. they established the practice, each spent a day community when everyone goes off to work. absence and a sense of having to prove his fit-out design.” “Swimming lessons with my son on Friday at home with their children as a primary carer. This certainly affected us as designers,” says

12 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 13 Hugo Harpley “Initially it was Cath who suggested we Life in partnership both work part-time as it was important to her we develop individual relationships Partners in life and work, with our children. This came a bit later award-winning husband to me but it’s now one of my greatest and wife architectural team joys looking back.” Lindsay and Kerry Clare spoke to Callantha Brigham about how they have managed

Hugo Harpley and his wife Cath have three Andrew Hosking works three days a week why the design is evolving the way it is, it has their professional and children aged 11, 9 and 7. For the past 18 with Cox Richardson. His wife is a lawyer who given me an insight into how I might personal responsibilities. months, Harpley has been establishing his works full-time, and he has two young children communicate better with people working for own practice from a home office in – one is four, the other two and a half – that me in the future. I have learnt to really Cootamundra. The family moved to the town attend day care two days and spend one day a appreciate the process of architecture and Callantha Brigham: Broadly speaking you both six years ago to be closer to extended family. week with their grandparents. Hosking has which things are worth fighting for,” he says. seem to have a fairly equitable and diverse Prior to this Harpley spent 12 years as a project been the primary carer of his children for the The importance of forward planning, clear practice. How have you divvied up family and architect at Stanic Harding, two of which were past two years. His current work arrangement communication and recording assumptions practice responsibilities over your career? spent working part-time and two working commenced as long service leave then for others have been fundamental to Hosking Lindsay Clare: We fell into having a practice remotely. changed into a part-time role. in managing part-time work. While he is not when I was 25 and Kerry 20, not really having Without family in Sydney, the initial With a career spanning over 20 years with convinced a part-timer could run major design any business plan as such, just a desire to Kerry Clare with eldest children Brendan and Renee in 1980 at a site visit to White House (Fig Tree Pocket) - winner 1982 RAIA QLD motivations for part-time work were a mixture Cox Richardson, Hosking describes the change projects, he does believe part-time work can be produce some decent buildings. During our House of the Year and 2009 25 Year Award for Enduring Architecture - QLD Architecture Awards. Image: Lindsay Clare. of sharing child care, career equity, and to part-time work as “taking his foot off the accommodated within teams, and the training with Gabriel Poole we were always personal finances. Harpley was the first accelerator”. Within the office his role has arrangement could be well suited to able to swap roles – drawing, writing, site employee of Stanic Harding to work part-time changed from that of a project architect, mentoring and creating ‘shadowing’ inspections and the like – and we continued to extended family; work is more enjoyable that CB: Typically the age of caring for a young family and as such was determined to ensure the managing people and deadlines on complex opportunities for full-time junior staff. do so in our own practice. Having children way. Living close to where you work and where (32–45) coincides with the prime career years. arrangement would succeed. From the outset, major projects, to an educational and support made the juggling of work more difficult but it your children go to school can make a big Can you think of anything we could do as a negotiations were focused around meeting role. “While I miss not understanding all the Callantha Brigham also made us more time efficient, which is a difference. Commuting is not fun with kids. profession to better support men and women project programs and deliverables rather than issues on a project, and not knowing exactly NSW Government Architect’s Office good skill to have in business. In our day there during this period? a ‘clock-on, clock-off’ presence. The was not much childcare support and so Kerry CB: Do you have any strategies you could share for KC: Practices need assistance in better experience disciplined Harpley in working undertook most of the child rearing, but I managing projects and clients during this time? understanding the benefits of employing efficiently, honed his organisational skills and Andrew Hosking supported that role fully and we tried to work Have you ever experienced any negativity around architects who are in their child-raising years. strengthened his time management. together in the evening – mostly on design family responsibilities, and, if so, how did you These people are generally motivated to stay The success of this part-time work issues – on the dining table. handle this? with the company and, from our experience, arrangement was critical in enabling Harpley to During those years we only had a work LC: For me, family and my relationship with are often the most efficient and effective negotiate working remotely from telephone (we could not afford a home phone) my partner comes first. As Ian McHarg [the workers. Flexibility in work hours, helping to Cootamundra. While at home, Harpley found and there were no fax machines so it was late landscape architect, planner, teacher, and set up a ‘work from home’ arrangement, or he could spend time on and off with his family important to be on site regularly, which meant author of Design With Nature] says, if you even making families aware of what assistance as long as work activities remained structured taking the children with us; they are still prioritise the importance of issues it is very is available to them, are some of the initiatives around deliverables. In order to ensure he remembered by many of our clients. Our five easy to make decisions. Having said that, both that could make a difference. remained connected with project sites and the children are all over 25 now and I think that Kerry and I are serious about professional There is a difficulty that needs to be raised office, Harpley spent two days of every fortnight they view their childhood as enriching service to clients and always try to act in our around keeping architects, who are the based in Sydney. This became a time to (including all the site visits) and appreciated clients’ best interest with everything we do primary child carers, involved in projects schedule site meetings, face-to-face seeing their parents work hard at both career throughout the life of a project. During the under construction. Employees who require appointments, and to socialise and engage with and family. It is interesting to reflect on the years when the children were young I dealt reduced hours (say a four day week or to leave the office. Feeling his absence more than ever, fact that all of our children have a keen sense mostly with client interface and Kerry was able at 3:00PM each day) should consider, along Harpley recalls having to make a conscious of the importance of environment and design. to work more flexibly. There did come a time with their firm, what roles are appropriate for effort to assimilate with office culture. during the last recession in the nineties when each project. For instance it may not be wise to Reflecting on his experiences Harpley CB: What have you learnt from the experience of we had to work far too much – seven days a undertake the role of Project Architect as the recalls: “Initially it was Cath who suggested we juggling family and work commitments that you week – and I think that is what made us take administration of contracts during both work part-time as it was important to her would pass on to others? stock and move to Sydney to be involved in construction needs continued attention. A we develop individual relationships with our Kerry Clare: I think the type of practice that larger projects. We also felt it was a good realistic evaluation of the role within a team children. This came a bit later to me but it’s now you work for is important during these early opportunity for the children (all in their teens during these years is very important. one of my greatest joys looking back,” he says. years. We tried to run our office like an by then).

14 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 15 strap

observe, analyse and understand; to Abbie Helen coordinate multiple inputs and drivers, Galvin Lochhead consultants and team members. Then, Principal Assistant Government Architect Making BVN Architecture NSW Government Architect’s Office through the exploration of multiple design Adjunct Professor options, we are able to discover the hidden University of Sydney potential within each project, and to maximise I have often been asked it work the opportunities offered by each project. to comment about how I I have never considered myself This fundamental skill of inquiry to ‘make it work’ and usually I respond with a a traditional architect and have had anything develop new and better ways of doing things light ‘all is rosy’. I feel uncomfortable with the but a traditional path. Navigating the pathway perhaps readies architects to better embrace attention given to me as a woman/mother With a background in architecture, of an architectural the benefits of an equitable and diverse when I have a conventional role-reversal landscape and urban design, I have worked environment. Our unique perspective is situation. My position is really no different to across disciplines for most of my career. I have career can take many extended to the issue of gender. In my any man/father who is working full-time, with worked in the private and public sectors and in 3. forms as Architecture experience it is something we are able to look a supportive wife at home. large and small offices – including my own – on beyond. The very nature of our work relies on I work full-time and have three children, complex urban projects through to furniture Bulletin Editor Laura this ability. the eldest now in high school. My husband, an design. I have combined teaching with practice Christine Wise discovered when architect, is extraordinarily supportive and is and have raised a family (almost grown) while Major My decision to start a practice with my the primary caregiver. When our children were maintaining a full professional life. Partner partner was primarily about the architecture she asked six women young, our roles were more equally shared, but How I have I made it work? For me, I feel I Welsh + Major we wanted to design. With this came the from across the as our children have gotten older, and the have been open to quite different ability to choose my working hours, the pressures and expectations at work have opportunities. As such I have had a rich and My practice of projects I want to work on, and the people I profession their views become greater, we found we could not, and varied career, although it has had its architecture is informed by wish to work with. Our clients are, in a way, on ‘making it work’ as a did not want to manage this ‘equality’, and the challenges. Trying to juggle many balls at the many issues, but not necessarily my gender. In self-selecting; they do not come to our practice pressures that it created. Our situation is same time is a perennial challenge and often a fact, my initial response to this question could (with a 50/50 gender split) if they have issues woman in architecture. clearly not applicable or possible for everyone. source of stress, although over time I have equally have been that of a male architect in with women architects. Recently I read an article in The Atlantic, become quite agile at meeting competing similar circumstances to myself. I am acutely aware that this is not the case Why Women Still Can’t Have It All, and I have demands and working on very different Architecture continues to be a male- for many women, and I have not always had Penny been following the virulent and emotive projects simultaneously. In fact I would say I dominated profession in a male-dominated the luxury of choice. While many male Fuller responses this has generated internationally. thrive in an environment where I am industry; however, the professional path I have architects enjoy a presumption of Partner The article has made me pause, and to be more intellectually and creatively stretched. taken means that gender (bias) has limited competence, their female counterparts can Silvester Fuller frank about what I think. I have learnt over the years that you can impact on what I do. Yes, there is the find themselves required to prove their Winner – 2012 Australian I feel an enormous responsibility, both in have it all, but not necessarily all at the same occasional client, consultant or builder who capability as an architect time and again. The Institute of Architects NSW Emerging Architect Prize my position as a principal in a large practice, time! As a sole practitioner with a fledgling seems troubled by a female architect. They effort to do this is both demoralising and and as a mother. If I am honest, while I love practice and young children I soon realised the either recover quickly or I choose to not work exhausting. Happily, these days my energy can To be honest, my gender is what I do, I feel constantly compromised by flexible working hours I was seeking by with them. This is perhaps the crux of the be more positively focused on the practice of not really something I have considered much not being able to offer as much as I should in working for myself actually meant I could issue: I have that choice. architecture in all its complexity and diversity. > during my career. I do not believe that I have both these roles. I do not believe this feeling is work nights and weekends. It has been been advantaged or disadvantaged because I unique to me as a woman and I am sure there important for me to work out ‘what is the most am a woman; I think I have genuinely received are many fathers who spend a lot of time away important thing to focus on right now?’, the same opportunities and support from their family who feel the same. whether it is preparing for the registration throughout my career as that of my male peers. Ultimately, I think the only way we, as a exams, being there for family or pursuing In the 2012 architectural climate everyone society, are going to enable women to further study to expand my expertise. I have needs to work hard regardless. 1. participate in a meaningful way in the not always got it right but when there is a lot of At Silvester Fuller we employ a design workforce is to have a fundamental change in distracting background noise, posing this process that relies on collaboration through our approach to work. Work/life balance simple question has helped to clear my mind diversity. Equity and diversity are important simply cannot be a women’s issue. It must be and focus my energy. Right now I am looking components of an effective team when striving an issue that faces men, women, the old, the to broaden my horizons. After 18 years of being to reveal the unique and progressive. In fact, young, those with family and those without. tied to the school calendar it seems like a good equity and diversity are distinct advantages Unfortunately, I do not believe I have led time to take stock and think about a whole new across gender, experience and cultural by example in this regard, or have made a range of possibilities. It is quite liberating! conditioning. particularly good role model. I believe there We are an innovative and strategy-driven are structural issues within the profession and design studio and approach each project the industry that make it extremely difficult 4. without preconceptions. As architects, our for women who are attempting to balance a responsibility is to move beyond the obvious, career and children, and it is not until these 1. Penny Fuller – Dapto Anglican Church (Winner 2012 Blacket Prize and 2012 Public Architecture Award - NSW Architecture Awards). Photo Martin van der Wal. 2. Abbie Galvin – Creswell Gymnasium. Photo: John Gollings. 3. Helen Lochhead – Harold Park Master Plan. the constraints of the conventional and issues are addressed that we will see higher Image: Haycraft Duloy. 4. Christine Major – Kiandra Courthouse + Chalet, Kosciuszko National Park. Image: Welsh + Major Architects. habitual. We are required to listen and 2. levels of female representation and retention.

16 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 17 making it work

Rachel good designer. This is critical because we make part-time hours. I realised that working Those who work longest and on the biggest Neeson design decisions constantly; it is at the core of part-time was limiting in terms of salary and Reflections on women projects are not the only ones who are Director what we do. Each is responsible for the career progression as I was always going to be recognised as valuable members of the team. Neeson Murcutt Architects day-to-day running of one or more projects, compared to the abundant supply of full-time While architecture firms have been enabling me to direct design across all our architects. In 2005, on joining Bates Smart, I in architecture instrumental in delivering physical The question for me at this projects, and to find new ones. made a conscious decision to break with environments for such businesses, we do not particular point in my life, is For several years, Nick and I have been project work and enter a purely management seem to have learnt much along the way about how to make architecture work as a widow. Nick careful about the projects we target and take role. At that time I was the first and only With an architectural career with young children, and a poor relation to real the workplaces that occupy them. Murcutt died last year. Without my children’s on. I am continuing to do that. As an office we working mother in the Sydney studio. spanning 25 years, former NSW work that is full-time work... Men working This is particularly worrying for a father, without my soulmate at home and in the really enjoy the difference between public As the practice grew I was joined by differently is what’s going to bring about profession that sees design as the solution for office, I feel very much ‘a widow’. projects and private residential jobs; the Natalie Lane-Rose with whom I now job share. Chapter President and 2011 attitudinal change.’’ 1 any number of problems. My experience of architecture is one of ebb broader concerns of one and the intimacy of Prior to having her triplets, Natalie was also a Marion Mahony Griffin Prize “Architects as professionals must set their own and flow. I rely greatly on my extended family the other. Aspirational clients and projects practising architect (at Bates Smart). Each winner Caroline Pidcock, director Women in the workplace house in order, be more socially entrepreneurial, for support; in fact I moved in with them that we genuinely support allow us to maintain year Natalie and I review our hours and cover of Pidcock - Architecture and and work harder and more creatively towards a earlier this year so that my children Alice and the stamina that architecture demands, and for each other during leave. Natalie now works Sustainability, reflects on the Recruiting and retaining women workers more equitable and balanced work life for everyone. Otto could have the reliable routine that that my life situation demands. more hours than I do and, although we still makes financial sense. The Australian Stock Women architects have been pioneers in this, and young children need to feel secure, while I ebb think of it as ‘job sharing’, together we progress of women in the Exchange (ASX) has mandated quotas for it’s time their contribution was better recognised.” 4 and flow with the practice. Informal currently work eight days per week. There are profession and the challenges women on boards. This is not a feel-good Dr Naomi Stead, University of Queensland Misty mentoring has been very significant for me now many architects working flexible hours still to be overcome. thing, it is driven by the many reports In 2004, as NSW Chapter President, I in the past 18 months. Nick and I were Waters within our studio including women returning demonstrating that companies with females decided to give my 2004 annual award to the complementary in so many ways. There are Practice Manager from parental leave, however it is still not easy “Small practice is a euphemism for not being able on their boards consistently make more practice doing the most to encourage women Associate Director many new skills that I am now having to Bates Smart to ‘make it work’. to make large to medium practice work.” money than those that do not. This is affirmed to stay and progress in the profession. Among develop. I do seek out advice when I feel out I feel that gender has not been a major issue “It is not possible to work part-time on large in research from the US regarding company a number of excellent entries from practices of my depth or unsure. I could cite a dozen or I am one of two Sydney in terms of pursuing a career in architecture but projects.” performance, as noted by Shelly Penn, of all sizes, the winner was Hassell, which more architects who have been very open in Practice Managers at Bates Smart. I work in a wanting to work part-time is a significant Statements such as these, which came National President of the Australian Institute continues to support and celebrate its female helping me at this level, not least of all my broad management role across recruitment, challenge. I am fortunate to be in a senior role recently from females interested in promoting of Architects, on the Parlour website.2 employees in a wonderful range of interesting closest friends and the colleagues in my staff management, new business and where I enjoy a diversity of tasks and part-time women in architecture, cut to the heart of the The retention of women also makes the ways. However, as the general situation in the studio. This is the profession at its best, when marketing. Currently I am working three and a hours, but it certainly would not suit everyone. I problem of why our profession finds it difficult most of our talent pool. For many, many years profession has not changed much since then, there is this strong sense of a collegiate. half days per week. encourage women not to abandon their project to truly recognise and retain women. there have been equal numbers of women I am not sure the idea behind this award had My office is relatively small – currently me I graduated from architecture in 1996 and work lightly; instead, ask yourself: ‘In five or 10 Survey after survey continue to find that studying architecture at our universities with the effect I had hoped for. plus five – a scale I can manage. I have a had my first child in 1999, second in 2001, and years’ time, will I regret this choice and what women from all walks of life are disinclined to consistently excellent outcomes. How can we Perhaps we need a design competition to wonderful team: supportive, dedicated and a third in 2008. For a number of years I will my options be?’. put up with ‘toxic’ work cultures or jobs that think it is okay to ‘lose’ this well (and explore alternative ideas about what a better trustworthy. Each member of my staff is a experimented with project architecture and can be characterised by being under paid and expensively) trained talent pool from our architectural workplace might be for both over worked and that encourage them to profession? Imagine what practice might look women and men. It will need a brief that disengage. If the flexibility, personal time and like if we had found ways to keep this talent. encourages participants to consider a diverse good work environments they value cannot be Holding on to female employees has the range of ideas for ways of: working and found, they leave. potential to extend and improve what we do. collaborating; managing different-sized Unfortunately, it seems that these The reason companies with women in board groups; co-locating or working apart; as well unfriendly, unsupportive work cultures, which positions prosper is usually that they are open as the many new tools that can assist. This can occur in practices of any shape or size, are to change and different ways of doing things; might be a way to start creatively working the very same work cultures that underpin they celebrate diversity and bring their flexible towards seriously addressing the issues we what we recognise as success in architecture. approaches to the boardroom table. continue to identify as holding back our Hence the current situation where there is a profession as a whole. serious loss of experienced women working in Creating the change the profession. Caroline Pidcock Most women architects seem to be found in “The real question is are we really ready to change small practices, government agencies and the way we think about gender diversity and take a Footnotes: universities, where such a culture may be less big-picture, bold-action approach, or will our 1 Elizabeth Broderick, Men must close the gender gap, The prevalent. While I have found such work conservative masculine culture prevail?” Sydney Morning Herald, 21 February 2012 environments to be great and rewarding places Claire Braund, Executive Director, Women on Boards3 2 Shelley Penn, Diverse paths, Parlour, 4 July 2012 http:// to work, others do not necessarily regard them Workplaces in new professions – such as www.archiparlour.org/diverse-paths/ 3 Claire Braund, Looking at the big picture on gender as successful career outcomes. Thus, the internet companies Google, Apple and diversity, Women on Boards, October 2010 http://www. 5. damaging imbalance in the profession remains. Facebook – have developed ways of working womenonboards.org.au/pubs/articles/norway_bigpicture. htm 5. Rachel Neeson - Stanmore Public School Library and As the Australian Human Rights and places for working that aim to provide the 4 Naomi Stead, Redesigning practice, Parlour, 15 March Classroom Addition (Winner 2012 Public Architecture Award). Commission’s Sex Discrimination best opportunities for all staff to realise their Image: Neeson Murcutt Architects. 6. Misty Waters at the Bates 2012, http://www.archiparlour.org/setting-our-own- Smart office.Photo Nick Bassett. Commissioner, Elizabeth Broderick notes: potential and deliver their best. They are house-in-order/ 6. “Flexible work is seen as a work practice for women outcome orientated, not process driven.

18 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 19 review

Book review biography and work upon her return to women in architecture Chicago aged 67. James Weirick’s essay • space for disseminating information on the Future fulfilment examines aspects of the Griffins’ work in Australian Research Council (ARC) project: Australia, with a focus on their Capitol Theatre Equity and Diversity in the Australian The transition from university to the bring to the workplace?’; and second, ‘how do ability of women to ‘have it all’ in reaction to project in Melbourne. He argues powerfully Architecture Profession: Women, Work, and workplace is a daunting prospect for any these practices allow graduates to make articles such as that by Anne-Marie Slaughter that the story remains patchy, even Leadership student and statistics reveal that it can be significant contributions to the workplace and on why women still cannot do exactly that.5 As “contradictory”, characterised by “gaps”, • research tool in itself, undertaking surveys on more daunting for women than for men. Three actively encourage achievement of their full students, the future of our career and family “distortions” and “a slight sense of unease”: the position of women architects female final-year architecture students at the potential?’. We feel the question that needs to balance is unmapped but this issue reminds us • forum in which women architects can University of New South Wales, Sophie Bock, be asked is ‘how can the profession and the of the importance of planning our professional “...This tension has at its heart her participate. Madeleine Rowe, and Lauren Sideris, were Australian Institute of Architects develop lives, particularly through consciously marginalisation in the story of With visual identity design by Catherine asked to consider their transition into the stronger support networks, mentoring designing the first stages of our career. Our Griffiths (Studio Catherine Griffiths), and the th profession in light of the following facts that programs and professional development for own discussions dealt with the ambiguity of 20 century architecture despite site built by Peter Johns (Butterpaper), have not changed in the past 20 years. graduating students, be they men or women?’. the ‘all’ that many women struggle to achieve her extraordinary contributions Parlour looks good, is written well and uses In Australia, and the need to recognise varying definitions to the work of Frank Lloyd Wright modern technology in the best possible way. • 43 per cent of architecture students are of success. Marion Mahony Reconsidered As an architect very much involved in the female1 “Only Therefore, what has become most Editor David Van Zanten and Walter Burley Griffin, the Sydney women’s movement of the 1970s and • only 20.4 per cent of registered architects important to us through this exploration is Publisher University of Chicago Press sheer beauty of her artistic 1980s, I have been somewhat despondent are female2 how women define success. As noted by RRP $57.95 . Members $52.15 about the more recent generation of women production, and the scale of that • only 38.4 per cent of female architecture % Ninotschka Titchkosky from BVN in 2010: www.architext.com.au who are seemingly accepting of their position graduates remain in the profession after the “Women’s expectation that their gender will production created under within the architectural profession. My age of 35, as compared to 90 per cent of male hold them back can be self-fulfilling”.6 The key This book is a substantial contribution to the challenging circumstances over observation is that it has not become better, architecture graduates. lesson here is for a young female graduate to growing scholarship about the life and and in many respects may have become worse. At this stage of our architectural careers, 38.4 take ownership of her career decisions in a architectural career of Marion Mahony Griffin five decades and across three But suddenly something has changed and I of female architecture success seems dependent on one factor: our graduates remain in positive way. Australia’s Governor-General, in America and Australia (1871–1961). It is the continents…” (Weirick, p95) wonder why. Has the number of architects potential. As optimistic graduates, we seek Quentin Bryce’s suggestion that “women can second of two publications associated with a who are women reached the critical mass fulfilment and opportunity in the workplace. the profession after have it all but not at the same time” might be 2005 exhibition of Griffin’s work at the Mary The A4 format, hard-cover book is necessary for them to now feel they can speak Our first reactions to the statistics on women the age of 35”. more constructive for us in terms of planning and Leigh Block Museum of Art in Chicago generously illustrated with images of Griffin’s out with more authority? in architecture revealed relative ignorance our careers, achieving success and becoming (Griffin’s home town). Six papers were read at projects and scenes from her life, mostly in Do we now have the requisite number of about the diverse factors that can affect our leaders. a symposium, ‘Marion Mahony Griffin black and white, many previously unseen. men understanding the position of their goals being achieved. These statistics remind We asked ourselves, ‘where are the We acknowledge that with leadership Reconsidered’, that was held in conjunction professional female friends and partners? us that in no way does the university practices that have mentoring systems in comes responsibility and the requirement to with the exhibition in November 2005. Two of Bronwyn Hanna (Judging by the bloke-pushing-stroller count experience translate directly into professional place?’. We feel that a mentoring system that achieve life balance, which can be inevitably those papers, by Christopher Vernon and Heritage Branch on Leichhardt footpaths this might be so.) experience. Where academia eliminates teams female graduates with established challenging for female architects. However, we Debora Wood, were presented as essays within NSW Office of Environment and Heritage Has technology helped women come out? discrimination and inequalities, this is not practising female architects, would allow them walk away from this investigation with an the exhibition catalogue, Marion Mahony Something is definitely happening. necessarily replicated in the workplace. to better understand career progression and increased awareness of our professional Griffin: Drawing the Form of Nature (Debora Many women of my generation had to Therefore, how do we move from the its challenges. Mentoring programs like this possibilities, reflections on the need to reassess Wood, Northwestern University Press, 2005). Website review choose between a professional career and a university environment where we have been could be run through DARCH3 or through goals at each career stage, while keeping in It has taken a further six years to publish the family life. It is a position I refused to accept, supported and encouraged to perform to our workplace settings. mind the overall goal of leadership. other four papers authored by Alice T. but sometimes I felt my life in architecture best, where we question and challenge ideas, As we all expect to register, our discussion Friedman, Paul Kruty, James Weirick and Anna was reminiscent of the scene in the Ladies and where our hard work is ‘rewarded’ in the turned to the transition from graduate to Sophie Bock, Madeleine Rowe and Lauren Sideris Rubbo. They are edited and introduced by Lounge, where I was alone on the outside. form of grades? registered architect. Comparing the number of University of New South Wales David Van Zanten, the first scholar to take a I look forward to the Parlour website being In the transition from university to female registered architects – 20.4 per cent serious look at Griffin’s work in his essay of www.archiparlour.org used as a tool to help women have more Footnotes: professional practice we question: first, ‘which – to the 46 per cent of registered lawyers who 1966, ‘The early work of Marion Mahony fulfilling roles both within the architectural practices value what graduate architects can are women, brings into consideration systems 1. Karen Burns, Women in Architecture, Parlour, 10 March Griffin’ (in the Prairie School Review). Parlour. For me this word conjures up profession and with their families. I wish 2012, http://www.archiparlour.org/women-and- like the College of Law, which offers courses architecture/ American art historian Alice T. Friedman’s memories I had as a child of the dimly lit Parlour and the future of women in and programs that bridge the gap between 2. Gill Matthewson, The Numbers so Far, Parlour, 15 March skilful essay concerns Griffin’s early life and ‘Ladies Lounge’ in pubs, where women sat, architecture the best. academic studies and professional practice. 2012, accessed online http://www.archiparlour.org/ career in Chicago before she left for Australia often alone, at small round tables drinking the-numbers-so-far/ This program strengthens young lawyers’ with Walter in 1914. It outlines the culturally sherry, while their bloke was in the public bar Beverley Garlick 3. DARCH, http://www.darch.com.au conceptual understanding, practical skills and rich and politically progressive context chatting with all his mates. Director, Beverley Garlick Architects 4. The College of Law, http://www.collaw.ac.nz/About-Us/ 4 ethical awareness. Could a similar system that 5. Anne-Marie Slaughter, Why Women Still Can’t Have It All, inhabited by Griffin among activist, feminist The Parlour website bears no relationship For more than 30 years, Beverley Garlick has bridges the gap between architectural studies The Atlantic, July/August 2012 , http://www.theatlantic. women in Chicago and then in Frank Lloyd whatsoever to this scenario. This ‘parlour’ been committed to serving the profession and com/magazine/archive/2012/07/why-women-still-can- and architectural practice see more women 8217-t-have-it-all/9020/ Wright’s studio. Paul Kruty’s essay examines seeks to expand the spaces and opportunities promoting the participation and recognition of proceed with registration? 6. Harriet Alexander, Mind the Gap: The Gender Imbalance an ad hoc but collective development of a new available to women in architecture; it’s a women in architecture in Australia. From 1996 As driven and dedicated students, our in Architecture, Sydney Morning Herald, 4 October 2010, drawing style in the early years of the 20th combination of: to 1999 she was Chair of the Institute’s Women http://www.smh.com.au/executive-style/executive- expectations of professional success are high. women/mind-the-gap--the-gender-imbalance-in- century, of which Griffin is a pre-eminent • social network in Architecture Task Group and in 2005 the In recent weeks the media has examined the architecture-20101004-163vt.html practitioner. Anna Rubbo discusses Griffin’s • news forum focusing on issues relating to recipient of the Marion Mahony Griffin Prize.

20 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 21 review

on another level, they also appear spatially resolved and robust in execution. KC: Our approach when we started out was that every project we do has the opportunity to be extraordinary. Studio East Dining is a good example: we turned a structure that was to experience exist for only three weeks into an award- obliged to align themselves with a single current discourse? It may have been winning project. You’ve got to see the 2012 National message, evidenced in a speaker line-up that symptomatic of the deeper critical framework potential of each particular opportunity and Conference, was not as heavily curated as in previous underpinning the conference, which was at create something. But that’s got to come from Brisbane, 10–12 May iterations. Instead, speakers were loosely times not present. On the bright side, the you; you don’t get it on a plate. We, as a studio, paired, each international guest placed with an conference format did imbue the whole work really hard on developing ideas. I think a Australian practitioner. All sessions were ‘experience’ with a very collegial tone, which, lot of young architects we encounter expect Matthew Chan of Scale followed by a standard-format discussion, in truth, is one of the main reasons many of us opportunities to come to them; and there is Architecture attended the during which a host would tease out the go to these events, making the lack of complacency there. You have to make those Institute’s National Architecture conversation. The main attractions – Wang ground-shifting moments actually refreshing. opportunities come to you. Prior to the Conference held in Brisbane in Shu, Peter Rich and Kjetil Thorsen – were each Snohetta’s video of their in-house robot recession we thought that architecture was allocated their own slot allowing more time for cutting a prototype for their intriguing nice to have, but now it’s the responsibility of May. Here he recounts his discussion with high-profile local identities. reindeer shelter showed off their mastery of the profession where it has become a need. ‘experience’, including his the latest digital tools. It also ticked the box for conversation with the youngest The sessions were: the inclusion of a practice that is unafraid of MC: What I like about your work is its power to • Introduction: Paul Finch using technology in their design and speaker at the event, Kevin communicate a larger agenda, while still • Rachel Neeson and Koji Tsutsui, hosted by manufacturing process. In the past few practising within the realm of formal and spatial Carmody of Carmody Groarke. Jennifer Taylor conferences, the inclusion of a ‘digital architectural elements. • Richard Kirk and Kathryn Findlay, hosted by practice’ in the line-up has always been useful KC: I think architecture in many regards is During the media launch of Experience, in a Michael Keniger in highlighting differences between practice made up of simple elements, and those Brisbane version of a Melbourne laneway, • Wang Shu hosted by our own Priztker models. However, in Brisbane this was happily Studio East Dining overlooking the London 2012 Olympic Games site. Architect: Carmody Groarke. Photo: Christian Richters. elements can be described very easily. When it Architecture Australia Editor Timothy Moore Architecture Prize winner Glenn Murcutt absorbed into the broader mix of speakers. interacts with the city is when it becomes a shows me photo that has just come through on • Luis Feduchi, Anuradha Mathur, and Dilip da A highlight for me was the work of the complex issue, and I think that’s where the his phone. Recent Pritzker Architecture Prize Cunha, hosted by John Macarthur emerging practice Carmody Groarke. I sat MC: With your studio being a testing ground for amount of time you had, the line of thought must delight of architecture lies. laureate Wang Shu is barefoot, his pants rolled • Peter Rich, hosted by Paul Sanders down in conversation with Kevin Carmody, ideas through competitions, can you describe how have been absolutely clear from the beginning. I Architecture is a framework for connecting up, wading through the artificial lagoon at • Kevin Carmody and Inaki Abalos, Renata the youngest of the speakers at the conference, Studio East Dining fits into the overall scheme of think this comes after years of researching and people to the landscape, to the city, or to South Bank beach in the heart of Brisbane’s Sentkiewicz, hosted by Haig Beck and discussed the first five years of his studio’s things. How quickly did this project come to fruition? thinking about things; when ideas tend to coalesce memory, or should we say culture. For us, this is CBD. Shot by Peter Bennetts, it is one-part • Kjetil Thorsen, hosted by Brit Andresen development. KC: Our studio has a series of streams for into a certain point, from which can suddenly ingrained in context, in use, in inhabitation. classic tourist shot, one-part architectural • Wrap Up with Paul Finch and Haig Beck testing ideas and one of those is pavilions. spring a new idea. So I want to know how you photography. But more pointedly it delivers Matthew Chan: Your first five years of practice They don’t have the heaviness of architecture, structure research in the office. How much of it MC: Given the emerging architect’s badge you precisely what was promised 12 months ago by As a result, perhaps of this looser look to have been incredibly productive for you. such as dealing with waterproofing, and so on. works its way into projects? have been wearing of late (Carmody Groarke were the Experience conference’s creative directors approach, there were no heated exchanges, no How have you managed to track so much ground You can often develop the idea very quickly KC: We imagine the studio not as a series of Architectural Review’s Emerging Architecture Michael Rayner, Peter Skinner and Shane showdowns or collision courses of political in such a short space of time, both in terms of and deliver the project very quickly. research projects, but as a body of work. Look Award Winner 2010), how do you convert that Thompson: a “real, sensed, experience of difference. Did the pairings themselves lack intellectual development and in building a profile? In our studio’s optimism, we feel that at the NLA Skywalk project: it was a 160-metre into attracting serious investors with capital to architecture”. potency? Or was this rather smooth and Kevin Carmody : We have been quite whatever the project, we can still test a really walkway, built in three days, in the street achieve your next level of projects? How do you “The trio is keen to inject a strong Queensland uneventful ride due to an innate lack of successful in terms of competitions, winning good architectural idea. We were asked to behind the British Museum. The London build a level of trust between you and the clients flavour to the event, which features the theme disagreement, signifying the state of health of five out of the six we entered; and for the sixth come in and dress what was essentially a Festival of Architecture was held there, with when, traditionally, those sorts of investors look ‘experience’. Describing their approach, they said: one we came second, that was on the national wedding tent for [the Studio East] project. something like 100 consecutive events over for track record? ‘We’ve chosen as a theme, a single word that library project in the Czech Republic. And all They were going to put a marquee on the roof one weekend. The idea was about creating KC: That’s the million dollar question! If you carries a depth of meaning: experience. This term that was in the first 18 months. A series of and we would design the interior. However, we spaces in the street to act as stages. There were knew how to instil trust as a younger architect, encapsulates the theoretical concept underpinning opportunities came through winning, with managed to convince the client that, for the events occurring simultaneously, and the you’d be doing public buildings already. As a the conference; describes an important attribute probably 50 per cent of our work won through similar cost of the marquee, we could build walkway over the top was an experience of younger studio you only have one reputation sought in keynote speakers; informs the structure, competitions. something out of the material they had on the seeing the public realm in a different way: the and everything you produce must be of quality. character and conduct of associated events; and We use competitions to test ideas, to building site: scaffolding, scaffolding boards, trees, the street. If you mess up on that it’s so easy to lose the evokes an inspirational touchstone from popular prove to clients that might award public and shrinking PVC wrap used [to protect] steel good momentum. The next thing is that we as culture.” (from AIA press release) projects that we are capable of dealing with in transport. Built in 10 weeks, it was there for MC: I think we use the word ‘research’ quite a studio are interested in creating another five The conference theme ‘experience’ was complex issues of the city and particularly 1,000 dinners (three weeks) and pulled down loosely as architects, but when I look at your years of good-quality projects. less structured than those from previous complex public buildings. It’s been quite immediately after. projects there seems to be an ongoing inquiry into years, allowing more freedom for both the crucial in our development that we’ve experimental spaces and their innovative use of 2012 National Conference guest speaker Wang Shu. creative directors and delegates to form their Photo: Peter Bennetts. progressed predominantly through work MC: In order to produce a building that quickly cheap materials, both due to necessity and own conclusions. Those in attendance felt less that’s not built yet. and with that much iconic power in the short survival. Yes, you have to deliver the projects, but,

22 Architecture Bulletin September / October 2012 Architecture Bulletin September / October 2012 23 obituary

Bruce Stewart Robertson was born on 19 October established garden adjacent to a park filled with 1926 at Lidsdale, New South Wales. During World palm trees. The house has a low-pitched tile roof War II, he served on HMAS Australia (1944–1946), on an elongated plan terminating in square seeing action as an anti-aircraft gunner in pavilions set at 45 degrees to the main body of the Lingayen Gulf in the Philippines in which his ship house plan. The house is one of the few was hit by six Japanese Kamikaze planes. Robertson-designed houses to remain After the war, Bruce studied at the Julian substantially intact. Ashton Art School in Sydney before commencing Another house of importance was the his architecture course at the University of Sydney Middleton House in Clifton Gardens, Mosman in 1947, where he met his future business partner, (1961), which won the inaugural 1964 Mosman Thomas Joseph (‘Jack’) Hindmarsh (1923–2004), Council Award for the best-designed house in and graduated in 1951. His teachers included Allan the municipality during the previous three years. Gamble, Lloyd Rees and George Molnar. For his The influence of traditional Japanese houses and practical experience as a part of the course, Bruce the architecture of Frank Lloyd Wright are Bruce Stewart Robertson chose to commence the construction of the first evident in this house, with loving attention to (1926–2012) phase of his future family home at Seaforth. He was detail including the copper-sheathed ends to the registered as an architect in 1952, setting up the main structural beams where they projected partnership of B.S. Robertson & Hindmarsh in 1953. beyond the edge of the roof. Only fragments of Soon after, Bruce travelled to Japan to experience the Middleton House remain today. When Quality Matters... traditional Japanese buildings and later he travelled In recognition of their architectural quality, Model-Tech 3D to Frank Lloyd Wright’s Taliesin in Wisconsin. two of Bruce’s houses have been listed as heritage specialises in the highest With the growth of the architectural items; the Sherington House in St Ives (1963) and quality models for presentation, marketing partnership, a purpose-built, copper-sheathed, the Dent House in Turramurra (1964). Both these and DA. We utilise A-frame office building was constructed on a houses demonstrate the influence of Frank Lloyd advanced techniques, prominent rock outcrop at Seaforth in 1958. In Wright. The Sherington house has affinities with colour and texture 1959, the Robertson House was cited as one of the the Salenger House in its use of white-painted matching, and a best 10 houses in Australia by the influential rendered brickwork and a low-pitched roof computer controlled cutting system to ensure our models are clean, precise and Architecture and Arts magazine and the office pivoting on the tall space of the living room, visually exciting. To view our portfolio of building was nominated as one of the 10 best which separates the bedrooms from the service completed projects or discuss your options ARCHITECTURAL MODELMAKERS buildings in the same year. Together with the areas of the house. and possibilities, please call Russell Pearse. Robertson House, the Robertson & Hindmarsh Like many architects, Bruce was Office at Seaforth was demolished in 2000. disenchanted with the ugliness of much of MODEL-TECH 3D Among hundreds of houses designed by Bruce Sydney’s built environment and searched for a Level 6 / 2 Foveaux Street in the firm’s first 20 years, the Salenger House at new way of building at a higher density without Steve Mosley Matt Scott Rob Flowers Surry Hills NSW 2010 Palm Beach (1957) was an important early house. losing the benefits of a house set in a garden. In phone: 9565 4518 T: 02 9281 2711 F: 02 9212 5556 email: [email protected] The house is a white-painted bagged house set in an the 1960s he developed the concept of garden E: [email protected] apartments (attached strata title town houses), www.modeltech3d.com.au www.modelcraft.com.au and, to facilitate their construction, he and his partner established a development company and a building company so that the projects were SHARE OFFICE FOR LEASE developed, designed and constructed within the CHIPPENDALE one organisation. o Shared office space in boutique Bruce had always taken a practical approach warehouse opposite Sydney University

to architecture and enjoyed participating in the o Large 32m2 room with large windows building process himself. This practical approach and plenty of natural light extended to obtaining his pilot’s licence in order o Shared reception area + 12 person to ferry light aircraft from Czechoslovakia to meeting room Australia for and with one of his architectural o Shared printing equipment, A1 plotter, A1 clients during the height of the Cold War in 1960. printer, A3 copier For the same client he designed a ski lodge at Advertise in o Shared library Perisher Valley that is now celebrating its fiftieth architecture anniversary. o Shared kitchenette Bruce Robertson retired from active bulletin o Close to Central and Redfern Stations participation in the practice in 2006 and died on T: 02 9246 4055 11 April 2012. o Public parking 100m away Top image: Portrait of Bruce Robertson by Neil Fenelon. Lower image: Robertson & Hindmarsh Office, Seaforth. E: [email protected] Architect: Robertson & Hindmarsh. Photo: David Moore. o Rental $1,700/month including costs Scott Bruce Robertson o Contact Alex on 02-9310-1234

24 Architecture Bulletin September / October 2012 THE TERMIMESH GUARANTEE

TermiSafeArchitectureAd0712CTP.indd 1 23/07/12 11:48 AM