aia women in architecture resource guide

AMERICAN INSTITUTE OF ARCHITECTS

WOMEN IN ARCHITECTURE TOOL KIT

October 2013

Issue Date - October 2013

TOOL KIT - AMERICAN INSTITUTE OF ARCHITECTS

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Acknowledgements The TOOL KIT was developed by AIA Miami WiA Committee members (Lourdes Solera, FAIA and Natividad Soto, AIA) as part of AIA Florida’s 2013 Women in Architecture Task Force with input from AIA National Diversity Council (Valerie Hassett, AIA) along with resources, guidance and observa-tions from Women in Architecture / Women in Design Committees around the country (Lori Garrett, AIA, Kathryn T. Prigmore, FAIA, Jo Anne Murray Levinson, AIA, Joyce Raspa-Gore, AIA). The TOOL KIT will remain a resource for both chapters wanting establish and established committees as well.



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TABLE OF CONTENTS 1. INTRODUCTION A. FIVE QUICK START-UP STEPS 2. WOMEN IN ARCHITECTURE - CURRENT CONDITIONS 3. MISSION STATEMENT & GOALS 4. HOW TO GET STARTED A. GUIDELINES B. LAUNCHING YOUR WiA COMMITTEE 5. COMMITTEE STRUCTURE A. STEERING COMMITTEE / VOLUNTEERS B. MEMBERSHIP / NAME C. LOGO D. SPONSORSHIP E. COMMUNICATIONS 6. PROGRAMMING GOALS 7. PROGRAM IDEAS 8. NETWORK APPENDIX A. RESOURCES & DATA B. WEB SITES OF ORGANIZATION AND WORK / LIFE BALANCE ISSUES C. WORK / LIFE BALANCE BOOK LIST



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1. INTRODUCTION Women in Architecture TOOL KIT was developed to assist groups of women and / or components who want to foster an environment in which women architects can succeed. The TOOL KIT’s pur-pose is to provide a guideline from which ideas can be used and or expanded to fit a range of needs and interests. A. FIVE QUICK START-UP STEPS 1. Identify individuals willing to be champions/ leaders for the new committee

2. Identify target audience

3. Identify mission statement & purpose

4. Schedule launching event

5. Identify quarterly events / programs for an initial schedule



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2. WOMEN IN ARCHITECTURE - CURRENT CONDITIONS History Starting in the late 1970s, surveys regarding women in the profession and leadership roles were conducted The numbers were not encouraging. In 1958, 1 percent of registered architects were women. By 1988 that number had risen to 4 percent and to 13.5 percent by 1999. The AIA’s 2006 survey of architecture firms reported: “Since the late 1990’s, the share of women in leadership roles in the profession has continued to grow. Women principals and partners at firms have quad-rupled from 4 percent in 1999 to 16 percent in 2005.” This statement would appear very encouraging, however when compared with the number of fe-male students in US architecture schools then the statistics are not as encouraging. Therefore the Women in Architecture / Women in Design Committees play an essential role in increasing the number of women architects and women principals. Several AIA components throughout the country have Women in Architecture / Women in Design groups, with the most prominent and active in Chicago, Boston, Kansas City and Virginia. Com-mittees in Florida, Louisiana and Texas have emerged or become increasingly active in recent years due to a grassroots effort by local women architects. Many areas still are behind in estab-lishing groups that can help mentor young women intern architects develop and stay in the profes-sion. Some may be reticent to create a group because they may feel that first and foremost they are architects and there should be no reason to differentiate from all the architects. Current Conditions Data shows that today almost half of the students in architectural programs in the US are women. This number has increased progressively since the 1970’s. However, the number of women that become registered, achieve upper management levels, become partners and own architectural firms has not increased at the same rate or in the same proportion as their male architectural coun-terparts. Currently only 17 percent of registered architects are women. AIA National Diversity Council AIA National’s objective is to support a national and international network of women in the profes-sion with the goal to share knowledge, interests, professional advice and support development of the next generation of the profession. Women in Architecture groups want to engage, connect and support all female professionals so that we can raise the profile of women architects; share and promote the design work of women; explore new paths to leadership; and learn from each other. AIA National is a great source of information for evolving committees as well as helps host the bi-annual Women in Leadership Summit.



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3. MISSION STATEMENT & GOALS The mission of the Women in Architecture (WiA) Committee is to increase the viability and visibility of women in architecture and in the related design and construction industries. Global Goals Develop and promote women’s growth in the profession through sustained activities that provide mentorship, licensure development and networking opportunities that enable women in architec-ture to reach their fullest potential. Establish a natural progression, from student to registered ar-chitect, that will provide leadership in the profession and allow all women architects the ability to give back to the profession and the community. Specific Goals Goals for most AIA components that have established a Women in Architecture group have a se-ries of interrelated goals. Circle of professional women architects/ designers Mentorship for young women architects / designers Place /group for women professionals to meet for ideas, ventures, advice & support The advancement of women’s role in the profession Discover & validate the contributions and achievements of our predecessors Change the public’s perception of the architect as the “middle aged white man” to a diverse,

non-specific image The mission of the AIA is to serve as the voice of the architecture profession and the resource for our members in service to society. That mission can only be valid if there are many members in the organization. The Women in Architecture Committee can help foster new membership from registered professionals, interns and allied members. Growth in overall membership is ultimately vital to the overall success of the American Institute of Architects.



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4. HOW TO GET STARTED Get together with like minded women and discuss the Current Conditions, Mission Statement and Goals. These founding organizers should select a leader to act as the Champion for the group. Create a steering committee of 6-9 women who will act as the group that guides the committee’s programs, direction and goals. Discuss potential Mission Statements for the group. The following are sample mission statements from components around the country with Women in Architecture / Women in Design groups. The spirit of the mission statement is very similar across the groups but reflects each group’s unique challenges. a community of Women in the field of Architecture dedicated to providing a network and sup-

port system to each other, and to give a “voice” to issues relevant to female architectural pro-fessionals.

The mission of the Women in Architecture Committee is to create an environment of camarade-rie and fellowship for women professionals and students, and to provide an opportunity for dia-logue about issues of interest to women within the design community.

Women in Architecture Committee has the mission to increase the viability and visibility of women in architecture and the related design and construction industries.

To establish a collaborative group initiative where women architects can gather to foster rela-tionships with other females in the design industry. Together we will establish a network of peers where career building and job enhancement will be supported as we increase the visibil-ity of women in the field of architecture.

A professional Interest Area of the Virginia Society of the American Institute of Architects, Women in Design (VWiD) serves as a statewide organizational unit to coordinate programming and collaboration between chapter-based Women in Design/Women in Architecture Commit-tees.

Use the information in this Tool Kit to organize and prepare your proposal for submission to your component for official status. If you need help or support, please reach out to the AIA Diversity Council. Prepare a Statement of Purpose/Organization Paper that supports the creation of a WiA Commit-tee. Approach your local and/or regional AIA Component leaders to discuss your position and gain local input from diverse constituents. Make them believers and ask them to champion the cause. Finalize your materials and submit it to the AIA Component’s Board of Directors for a vote. Some components may want to approve a “Task Force” instead of a “Committee”. Be aware that a Task Force is a one-year group that sunsets at the end of the year. Learn and understand how a component establishes and budgets for Committees and Task Forces. Develop a process for offi-cially establishing the committee which meets the component’s requirements. The goal is to es-tablish a Committee that will continue its work year in and year out.



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A. GUIDELINES Once the Committee has been established by the local AIA Component, the steering committee may wish to develop guidelines to establish the committee’s structure. This document can help guide the group and its leaders, particularly at the inception of the group, when many questions may arise. Below is a sample guideline. These guidelines may be expanded as needed by each group. Women in Architecture Guidelines I. Mission and Purpose

1. Mission Statement: to be developed by the group 2. Purposes: To provide mentorship, support, and advocacy through professional development

programs and research. II. Ethical Conduct

1. The conduct of the WiA activities shall be in accordance with the policies and ethical conduct of the American Institute of Architects Code of Ethics and Professional Conduct.

III. Membership, Leadership Committee, Meetings and Operating Procedures

1. Membership is open to AIA Members and others as determined by the group 2. The Steering Committee

a. Committee shall appoint a chairperson and a group of volunteer leaders. (Number of volunteers at the leadership level is up to each group). b. Committee duties and responsibilities shall consist of the following:

i. Communicate with the membership community ii. Plan programs and events Iii. Disseminate information on chapter events.

. IV. Finances and Accounting

The Committee will work with local AIA to prepare a budget for programs and events indicating projected revenues and expenditures.



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B. LAUNCHING YOUR WiA COMMITTEE Launch a publicity program. Communicate to the mem-bership that the Committee has been launched and so-licit committee members. Announcements should be included in Component newsletters, direct communica-tions, and web site announcement, as well as personal outreach from the founding organizers. Reach out to all segments of the demographic – emerging profes-sionals, young architects, architects at all levels, related industries (interior designers, engineers, landscape ar-chitects, product reps, etc.); Associates, Members, Fel-lows, Emeritus and Allied members. Issue press re-leases to local media. Chair(s) must be prepared to talk to media and represent well. Call for a Launching Meeting where interested parties will introduce themselves, discuss their wishes for the group and future meeting schedules. Establish a Chair or Co-Chairs for the group. The Chair(s) will act as the coordinator(s), voice(s) of the group and champion the activities. The initial event will allow the group/ chapter to determine the level of interest and participation. Many components have discovered an untapped group of members and associated professionals who will become active participants in the group. Some committees have used the film created by the Beverly Willis Architecture Foundation, “A Girl is a Fellow Here” as a great way to initiate the discussion and goals for the group. The BWA Foundation is great resource. http://bwaf.org/ This initial meeting will help establish a list of active participants and those who may take a leader-ship role in committee. Those in a leadership role will guide the group’s annual programs and share in the responsibilities. Sharing responsibilities minimizes the potential of individual burn-out and disbanding of the group.



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5. COMMITTEE STRUCTURE A. STEERING COMMITTEE / VOLUNTEERS At the initial meeting, ask all participants to fill out a form to indicate what they would be willing to be involved with (leadership, programming, food & refreshments, outreach, etc.). The form could also ask participants to provide input on programs, ideas or suggestions. This meeting is a great opportunity to solicit women professionals who would be willing to be part of the steering commit-tee or if that level of commitment is not available, then perhaps willingness to be part of a sub com-mittee within the group, providing a ready database of volunteers.

Below is a sample that AIA Richmond developed.

RICHMOND WOMEN IN DESIGN—SIGN‐UP SHEET Name:____________________ Profession/Company______________________ Email:____________________ Phone:________ Please check all that apply: ____ I am interested in being a member of RWID and receiving notices of meetings ____ I am willing to be part of the RWID leadership and steering committee ____ I am willing to volunteer to help with social logistics (meeting venue, food, etc.) ____ I am willing to volunteer to help with outreach (internet presence, mailings, etc.) Preferred RWID meeting times (if any): _____Monthly lunch meetings _____Monthly meetings after work _____Other (please specify) Other Comments or Suggestions:



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B. MEMBERSHIP / NAME After identifying the target group (who will be your members, both as leaders and as event partici-pants), one of the first things to do is name the committee. Choose a name to identify the group: Women In Architecture or Women in Design. Whether it includes the words Architecture or De-sign is up to each group. The choice of name may impact the participation beyond the AIA mem-bership. The component by laws may have an impact on the name of the committee. Some groups have provided feedback that the name Women in Design is more inclusive. People may perceive a benefit to networking and collaborating with allied disciplines, which could also help with sponsorships. Other groups see the Women in Architecture as more dynamic and that the word “architecture” itself provides the umbrella which includes architects, engineers, landscape architects and allied professionals. There are groups that limit membership to only architects and/ or AIA members, while others are more inclusive. Most of the WiA committees will fall under the umbrella of the local AIA compo-nent; therefore it is very important to determine how to structure the group. For example, some events may have an entry fee. Groups need to determine the fee structure to address benefits of AIA membership versus non-membership. The AIA membership benefits can be used to leverage enrollment of new members into the association. If group decides to include members who are not AIA members, similar questions of costs and/ or fees will apply. The committee will need to determine how to structure these members and their benefits.



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C. LOGO Adopt a logo. The logo could be inspired by other WiA groups or unique to the Component. A fun activity could be a competition to submit possible logos for the group. Prize winners would have complementary participation to various Committee activities.

AIA Miami

Chicago

AIA Boston

AIA Kansas City

AIA New Orleans

AIA Richmond AIA Orlando

San Francisco AIA Dallas



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D. SPONSORSHIP As a functioning committee with programs and events, the WiA group must be funded either by the local AIA component, with dues, entry fees or by sponsorships. Identify and solicit donations to fund programs. If the committee is part of AIA component, donations/ sponsorships are legitimate business expenses to donors / sponsors. The WiA committee should work closely with the local AIA component to ensure that benefits and sponsorship are coordinated and no conflicts arise. Several chapters have developed matrixes that communicate the associated benefits. The benefits can be as simple as listing the sponsors name on the “evite” and official recognition at the event itself or for major initiatives or programs. It also benefits the WiA committee to have separate funding from the local component to allow for flexibility from the component’s overall annual budget. Below is a sample matrix from AIA Richmond

Corporate Benefactor Patron Sustaining

AIA RICHMOND WOMEN IN DESIGN 2013

$1,000 $500 $250 $100

Opportunity to welcome attendees to one event x

Opportunity to distribute materials/table at two events

x x

Recognition on event signs x x

Acknowledgement on all RWiD announcements including e-mail alert/notice

x x x

Event tickets or invitation to monthly programs x x x x

Recognition on AIA Richmond website x x x x



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E. COMMUNICATIONS Establish a presence on the Component Web site. The presence can be as simple as a link to the committee chair(s) name and contact information to its own page within the component site. Some groups like Chicago or San Francisco, which organized many years ago, have their own website and organization independent of AIA. WiA New Orleans used Bludomain website ( http://www.bludomain.com/ ) to establish their presence on the internet. Start up cost was $200 and cur-rent h annual fee of $100. New Orleans found that having their own website was helpful easy to use. Additionally, to foster networking within the local community, throughout the state and national level, make sure that the group’s website is linked back to AIA National list of Women in Architec-ture groups and through AIA National’s Diversity Council resources. Establish a presence on social media such as Facebook, LinkedIn, Twitter, etc. This is particularly important for the younger generation which uses social media as an essential communication re-source. Several chapters throughout the country like AIA New Orleans, AIA Dallas and AIA Miami have visible pages on social media. These are great tools to communicate upcoming events and foster the image of women architects as vital players in architecture and design. In 2013, two young women architecture students at Harvard Graduate School of Design created a Facebook page that highlighted the need to acknowledge Denise Scott Brown’s contribution to the Pritzker Prize awarded to her husband and partner, Robert Venturi. The Facebook page unleashed a wealth of interest and media articles, and is an example of how social media was used to advance the image of women in the profession.



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Communicating with members and other attendees is extremely important. WiA New Orleans for example, uses mailchimp (http://mailchimp.com/) for their monthly email blast, which sends reader back to their website. Mailchimp will also track the hits onto their website. Their group has grown to 250 members since launching in 2012. Prior to launching their committee, New Orleans had all their communication procedures (website, email) set up so that potential new members had a clear understanding of what the group was planning on doing. They had iPads to survey participants for individual data with results in real time. AIA Orlando uses evite (http://www.evite.com/) for their monthly announcements. AIA Miami uses the components resources and evite to share upcoming events. Some groups have created news-letters. These have been well received and have great benefits, however the time commitment for creating the newsletter needs to be considered. The steering committee needs to have a communications plan both for the group’s initial launch as well as for the long term benefit of the group.



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6. GOALS Establish measurable short term and long term goals for the committee. For example, add 10 women members to the component per year, start a Women Principal’s Network, have quarterly meeting/programs including a program in March for Women’s History Month and in October for Women in Small Business Month, run a charitable program, etc. Each year measure your pro-gress and refresh measurable goals. Report achievements and progress to WiA members, the general component membership, and other interested parties including the social media. At each meeting, there should be a list of recent and upcoming events to distribute to all attendees. PROGRAMMING GOALS Programming goals for the committee can be categorized as follows, but is not limited to: AIA Related organizations (i.e. ACSA, NAAB, NCARB, NOMA) Practice General Professional Development Community Leadership Work - Life Balance AIA YAF/EP – Emerging and Young Professionals must be brought into the fold as active partici-pants that can engage this demographic. These are the key to the future of WiA and the AIA. AIA Leadership – Encourage leadership within the AIA. The WiA group will benefit by having a member serve as a chapter board director. This will lead to robust communication between the committee and component board. Additionally encourage WiA members to become active in other component committees or take other leadership roles within the component. AIA Honors & Awards – The number of Women receiving awards is not commensurate with the talent existing in the group. Encourage women to submit for the wide range of local, state and na-tional award programs available within the AIA. Identify and provide a comprehensive list of awards with descriptions and links to the award site (if available). This resource should be avail-able locally with local award information, links to state/regional resource and link to National re-source list. Encourage women that have won awards to identify and reach out on a personal level to other women to participate. AIA Fellowship – Increase the number and visibility of Women Fellows. Establish a dialogue with the component’s Fellowship Committee. If there is no committee, reach out to a nearby compo-nent that has a Committee or to the National Fellowship group to solicit mentors for potential Women Fellows.



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AIA Regional & National Meetings & Conventions – Propose programs of interest to women and to the general membership. Conduct a WiA sponsored program at regional & national meetings. Join related organizations to provide programs that highlight women’s impact in education, prac-tice, leadership, etc. Create programs that address practice, retention and promotion in firms, leadership styles, etc. Conduct regularly scheduled meetings/programs – specially during Women’s History Month (March) and Women Small Business Month (October). Community Leadership—Encourage women to participate in AIA’s Citizen Architect program. En-courage and support women candidates for public office. Become vocal citizens to ensure parity for women in all opportunities – business participation, salaries, representation. Women’s Principal Network – Establish an informal group of owners and principals of architectural firms. The primary purpose of this group is to develop friendships and a support system to freely discuss ideas and situations relevant to women in firm leadership positions. This group will also commit to making themselves available to mentor any woman that seeks guidance with their ca-reer development. Encourage participation at AIA National Convention programs geared for women architects. Encourage participation at the bi-annual Women in Leadership Summit.



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7. PROGRAM IDEAS Launch Meeting – “A Girl is A Fellow Here” film is presented and discussed prior to discussing the establishment of the committee structure and tasks. Women’s History Month Program – “in studio” visit to a woman architect’s firm. 8 x 8 x 2 – 8 women present 2 of their most challenging/favorite/exciting projects with 8 slides in a total time of 4 minutes. The panel could be firm owners, project leaders, associates discussing their current work or allied professionals. Speed Mentoring (Bridge the Generations)– similar to speed dating, but in this case women men-toring women with career advice: a group of women architects of various ages and experience get together, introduce themselves informally and ask a question of another member who does the same and passes on to the next one. Can be modeled after several programs hosted by AIA Na-tional at prior conventions. Project Tours – Tours and discussion of projects by women architects. Marketing for the New Normal Panel – a group of women that discuss the marketing program for an architectural firm. Local Woman in Political Office Lecture – invite local women in political office to lecture about their motivations, dreams and goals in office. Expanding business opportunities for women in architecture - Woman Owned Business Certifica-tion - Information on how to navigate the certification processes with Federal, State, local – can be a moderated panel Basic Business Practices - Presentation on how to start & run own firm (taxes, certifications, etc.) Women authors discuss their publications and have a book signing – could be hosted at local book stores. Women in Architectures series panel (residential, institutional, medical, academic, educational) to highlight work by AIA Member Women Architects. How To Get Published – invite editors to discuss the process of submitting articles, projects and what publications are looking for. Fellowship in the AIA – “Getting “F’d”…. as in Women and the AIA Fellowship program – Woman Fellow can present. Tours – Architectural tour for families to historic or significant sites by women architects or of im-portance to women’s issues.



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Conferences - Statewide WiA chapter conferences or a Women in Design session at the annual state conference. Work / Life Balance programs - panel discussion on work/ life balance Panel discussion on taking a pause and then re-entering the profession Wife / Husband team

Social / Networking event - with emphasis on giving back to the community, i.e. - bring a suit to be donate to groups that help disadvantaged women advance in business (“Dress for Success” pro-grams), donate architecture books to the local schools.



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8. NETWORK

Maintain communications with AIA National’s Diversity Council for guidance, resources & contacts. There are several WiA / WiD Committees throughout the country. As the new group gathers to de-termine mission, purpose & schedule, it would be wise to contact other chapters that have a WiA committee as well as AIA’s Diversity Council and staff. These advisors will share their experi-ences, lessons learned, provide guidance, inspiration and will answer questions for any individu-als / groups looking to start their own Women in Architecture Committee. Establish communications and network with other WiA groups and partner with organizations such as AIAS, The Girl Scouts, Boys and Girls Clubs, American Association of University Women (AAUW), Commercial Real Estate Women (CREW), Beverly Willis Foundation, ACSA, NAAB, NCARB, NOMA, Professional Women in Construction, etc. Conduct an annually scheduled conference call or webinar with network component WiA groups to share program and success ideas for cross-pollination. The AIA Diversity Council can assist with this. Connect with related industries groups – engineering, landscape architecture, interior design and planning. There are many contacts and links to related organizations & groups, some of which are listed be-low. Many of the national organizations have local presence as well. Girl Scouts - http://www.girlscouts.org/ WiA/WiD groups in AIA AIA Kansas City - http://www.widkc.org/ AIA Dallas - http://www.aiadallas.org/displaycommon.cfm?an=1&subarticlenbr=86 AIA Northern Virginia - http://www.aianova.org/committees.php AIA Boston - http://www.architects.org/committees/women-design AIA New York - http://aiany.aiany.org/index.php?section=committees&prrid=5 Facebook / LinkedIn links https://www.facebook.com/WomenInArchitectureNewOrleans https://www.facebook.com/womeninarchitecturemiami http://www.linkedin.com/groups/AIA-Dallas-Women-in-Architecture-3183286/about http://www.linkedin.com/groups/WOMEN-IN-ARCHITECTUREAIA-Orlando-3961336 Beverly Willis Foundation - http://bwaf.org/ Women in Architecture Fund - http://win.insb.us/funds/wiafund/ Commercial Real Estate Women - https://www.crewnetwork.org/default.aspx American Association University Women - http://www.aauw.org/ Riding the Vortex - https://www.facebook.com/groups/Ridingthevortex/



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APPENDIX



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A. RESOURCES AND DATA Funding Sources

AIA Trust—CAN Schinnerer Grant Program - http://www.theaiatrust.com/component-resources/ “The Component Grant Program supports projects, conferences, and publications that assist the components in fostering leadership, aiding management education, and in-creasing the effectiveness of professional practice. Projects must fill an immediate need within the component to foster the practice management and leadership abilities of archi-tects in private practice or must promote meaningful, long-term benefits to the profes-sion or local architecture community. The projects must represent new initiatives or significantly improved programs.”

Case Studies of Successful Women (describe path to profession and how they achieved success) could be written and video material. History Data – The Exceptional One: Women in American Architecture 1888-1988 Statistical Data – members, salary, licensure, graduation rates, fellowship, leadership, awards, etc. Studies and books abound about work-life balance, leadership and women. The most current and popular version is the book by Facebook COO Sheryl Sandberg, Lean In - Women, Work and the Will to Lead. The success of the book and the foundation created along with its website and Face-book pages has brought to the forefront again all the issues of women in the professional world. These along with all the resources out there are great tools for the group.



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www.areforum.org General topics, architects forum, women in architec-ture

www.worklifepolicy.org General work and life issues for all professions

www.aia.org/diversity AIA national committee on diversity with links

www.smallbizresource.com Small Business resources from business week maga-zine

www.pinkmagazine.com Professional women magazine

www.bdonline.co.uk Building design online, some stories on work / life and parenting / work

mag.newsweek.com Collection of articles on work life balance

www.girlsgetgoing.com Women community for goals for life finance, health, relationship

www.familydoctor.org/healthy.xml Fitness and health discussions

www.pilestofiles.com Carol Halsey's organizing ideas

www.getorganizednow.com Organize Tips - Helps daily life get organized

www.freecycle.org Worldwide network of people who are giving (& get-ting) stuff for free in their own towns

www.organizetips.com/ Tips from a professional organizer

www.organizeit.com Tips from a professional organizer

www.getdonegethome.com Simple system to find more time with the ones you love

www.maximumbalance.com Free community. Share experiences. Find a mentor. Achieve your goals

www.advancingwomen.com Advancing career, providing tools, resources, products and services to support their goals

www.worknwoman.com Working moms share stories and resources on the "balancing act"

www.womans-work.com Alternative work arrangements such as job share, flex time, telecommute and part time work

www.parenting.com Based on the magazine, lots of resources and house / life organizational products

www.ivillage.com Discussion Boards every topic imaginable.

B. WEB SITES OF ORGANIZATION AND WORK / LIFE BALANCE ISSUES



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C. WORK / LIFE BALANCE BOOK LIST Harvard Business Review on Work and Life Balance Harvard Business Review Work and Life Integration: Organizational, Cultural, and Individual Perspectives (Lea's Organiza-tion and Management ) Ellen Ernst Kossek “Beyond Work-Family Balance: Advancing Gender Equity and Workplace Performance” Rhona Rapoport “Harriet Steps Off the Wheel: A Modern Day Fable About Work/Life Balance” Cathleen O'Connor Fundamentals of Work-Life Balance Erica D. Chick Work-Life Balance Ronni Lamont, Gordon Lamont 52 Strategies to Work Life Balance: Easy Solutions for Busy People Ian Hutchinson Work Life Balance Susan Hughes, Charlotte Points Seeking Joy: The Real Truth About Work/Life Balance--Women Corporate Executives Speak Out Rhonda Harper Life Is Not Work, Work Is Not Life: Simple Reminders for Finding Balance in a 24/7 World Robert K. Johnston, J. Walker Smith Tick Tock! Who Broke the Clock?: Solving the Work-Life Balance Equation Warren "Trapper" Woods, William A. Guillory Beating the 24/7 : How Business Leaders Achieve a Successful Work/Life Balance Winston Fletcher Time Management is an Oxymoron Maynard Rolston Creative Time Management for the New Millennium: Become More Productive & Still Have Time for Fun Jan Yager

aia women in architecture resource guide

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