We must restore dignity, safety and fairness to architecture

You hear a lot about workplace culture these days, usually alongside words like ‘balance’, ‘wellbeing’ or – more ominously – ‘burnout’. And the architecture profession, with its sweeping ideals and sometimes punishing demands, is no stranger to these matters. We’re an industry that thrives on values, precedent and vision, yet we’ve also developed a dangerous relationship with overtime, long hours and a culture that can often take more than it gives.

The problem with architecture’s workplace culture is much bigger than just unpaid overtime – and a lot needs to change. A recent survey by the Architects Registration Board (ARB) revealed widespread discrimination and sexual misconduct in the profession. ARB found that:

• Architecture professionals suffer higher levels of discrimination and sexual misconduct than other professions that publish similar research – including academia and parts of the medical profession
• 1 in 3 architecture professionals have experienced insults, stereotypes or jokes relating to protected characteristics
• 1 in 4 female architecture professionals has experienced unwelcome sexual advances
• 1 in 3 architecture professionals would not feel confident raising concerns if they experienced or observed misconduct

I am deeply concerned by this evidence, and RIBA is clear: this type of behaviour will not be swept under the carpet. It remains my priority as RIBA president to champion changes to improve workplace wellbeing, and we will take action wherever we can.

The wheels are already in motion. We’ve commissioned a major new study with the Fawcett Society into gender equity in the profession, conducted our own survey on workplace wellbeing, and issued a warning to practices about unpaid overtime.

On the specific concern among my peers about long hours and unpaid overtime, RIBA Council has been debating the issue and hearing from a number of experts, including professional studies advisers in schools of architecture, employment agencies and trade unions. We have also heard evidence from the USA and Denmark about experience of these issues and ways of addressing them.

In late summer this year, we undertook a survey of over 1,400 employees in RIBA chartered practices to gain insight into the issue of unpaid overtime in the profession. The survey also asked about general employee wellbeing and attitudes towards working in practice.

The result paints a sobering picture: overtime is rampant, compensation is often absent, and many emerging professionals aren't even getting the Real Living Wage.

With younger people being especially willing to take part, the findings present a challenge to practices and to the RIBA about workplace conditions and employee wellbeing. We found that:

• Overtime is prevalent in the profession
• Most respondents were not compensated for this additional work time
• Low pay, exacerbated by additional hours without compensation, means significant numbers of young, early-career staff are not receiving the Real Living Wage
• Many of those working in practice rely on additional sources of income to meet their living costs
• Practices are often seen as providing insufficient support for their staff
• There is often a marked difference in how practice work is viewed (and remunerated) between early-career staff, and those more senior
• Young, early-career staff are more likely to be dissatisfied with their pay and conditions than older, more senior staff
• Most respondents viewed their role as detrimental to their mental health and wellbeing

RIBA chartered practices operating in the UK are required to pay at least the Real Living Wage, as defined by the Living Wage Foundation, to all staff, including freelancers and students. This includes the London living wage when relevant. Ahead of our survey findings, in November 2024 we issued a Practice Note to make clear that, at the very least, practices need to take care that hours worked without pay or time off in lieu do not drag a staff member’s hourly wage below the Real Living Wage.

While the RIBA’s survey found that those that are in their earliest career stages are most vulnerable to exploitation and mistreatment, ARB’s findings show that mistreatment in the workplace can happen to anyone working in architecture. It’s up to everyone to help shift the workplace culture by improving employment practices and calling out bad behaviour wherever they see it. We continue to work with ARB and others to drive a culture of safety, respect, and inclusion for all.

We also need to work with practice to develop standards that can ensure early career architects are protected and supported during these crucial years, and we will refocus our efforts to achieve this.

The findings of our survey make it clear that we must address the culture of unpaid overtime, low wages and insufficient support for young professionals.

But more broadly, it’s time to ask ourselves: is the culture that ARB’s findings portray one we want to cultivate? My aim is to ignite a shift in how we view and treat architectural work. Safety, dignity, fair treatment, fair pay and good mental health are not optional extras but the foundations. Can a profession built on the idea of shaping better spaces for living afford to disregard the wellbeing of those doing the designing and building? If we’re serious about making our workplaces into places that foster growth and respect, change is not just an option – it’s essential.