Hoffmann Architects

BELONGING

Diversity, Equity, and Inclusion

JUSTICE
EQUITY
DIVERSITY
INCLUSION

Diversity, Equity, and Inclusion

Recipient of the inaugural Justice, Equity, Diversity & Inclusion (J.E.D.I.) Award from the Connecticut Chapter of the American Institute of Architects (AIA Connecticut), Hoffmann Architects has demonstrated commitment to advancing diversity within the firm and the profession.

Hoffmann Architects’ Diversity and Inclusion Committee, composed of diverse representatives encompassing a spectrum of geographic locations, job positions, and experience levels, from recent graduates to senior leadership, has won accolades for its ambitious initiatives in promoting not just diversity, but also a culture of inclusion and belonging. Some of these programs include:

  • Diversity Advancement Scholarship, established with the Connecticut Architecture Foundation for students of color pursuing architecture and engineering careers.
  • Student Loan Repayment Program for employees to assist in paying down student debt, which disproportionately impacts people of color.
  • Inclusion and Belonging Survey to establish a baseline on employees’ feelings about workplace culture, and an anonymous online Suggestion Box on the company intranet to keep channels of communication open.
  • Diversity & Inclusion Blog, a dynamic, interactive internal website with news, events, volunteer opportunities, resources, social media, cultural celebrations, conversation threads, videos, and more.
  • D&I Book Club for staff to share conversations about challenging topics.
  • Career Fairs for members of underrepresented groups with the Minority Construction Council, Women in Architecture and Design, and the National Organization of Minority Architects Students, serving as panelists, mentors, and presenters.
  • ACE Mentor Program volunteer mentorship opportunities for staff.
  • Diversity Challenges, Equitable Practice Courses, and other educational program participation with the United Way, AIA, NOMA, Builders of Color Coalition, and other organizations.
  • Inclusive Leadership Program with an outside consultant for senior management and J.E.D.I. Education Session for all employees, as well as follow-up virtual conversations.
  • Compensation equity conversations firm-wide.

 

Hoffmann Architects’ recruitment and hiring is governed by a strong commitment to equal employment opportunity and affirmative action, with a focus on eliminating artificial barriers and increasing opportunities for the recruitment and advancement of underrepresented groups, including BIPOC, women, LGBTQ+, people with disabilities, and people of diverse ethnic and religious identities. The firm regularly reviews hiring practices to assess progress toward affirmative action goals and ensure that all employees are given equal opportunity for assignments and promotions, as well as mentoring, training, and career development.

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Minority Construction Council Career Fair

Hoffmann Architects has actively worked to increase the proportion of underrepresented groups in leadership positions, including shareholder and office director roles. Recently, the Virginia office director was recognized with the Construction Institute Champions of Change Award for her support and promotion of women in the industry. When retaining subconsultants, the firm has a policy of partnering with M/WBE enterprises whenever possible to advance opportunities for local women- and minority-owned companies. After years of frequent collaboration, Hoffmann Architects has built excellent relationships with many such small businesses.

AIA Connecticut J.E.D.I. Award

AIA Connecticut J.E.D.I. Award

From working to build a pipeline of diverse professionals to empowering members of underrepresented groups within the firm, Hoffmann Architects is committed to fostering a work culture that attracts and retains top talent, values diverse experiences and perspectives, encourages innovation, and promotes career growth and mentorship to expand diverse representation in leadership. By providing equitable access to opportunities for professional advancement, the firm aims to build a diverse workforce with competency to lead and collaborate with colleagues of varied backgrounds and identities. Heightened cultural competence within the firm enables our project teams to be more effective in engagements with clients and consultants, with sensitivity to each person’s unique perspective, experiences, and needs.