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°ÄÃÅÍõÖÐÍõ Inclusion Footprints

Our Inclusion and Diversity action plan is focused on not just changing the profile of the profession; it’s looking at how we can value and leverage our differences while working together to create a better, more competitive advantage for our members.

The actions you take, not just today, but throughout the months and years to come will have a lasting impact on both your own career and those around you.

We have set out a list of Inclusion Footprints: steps you can take to drive change.

If each °ÄÃÅÍõÖÐÍõ member took just three steps today, that would be 135,000 Inclusion Footprints: vital steps to make an impact.

Create a two way mentoring relationship with someone different from you

Take some time to share and support someone else professionally who has very different lived experience - listen to them as much as offering your own perspective.

Career development

Acknowledge where the gaps are in your practice and create opportunities for underrepresented groups.

Listen to colleagues and do further reading

Listen to, and understand people’s lived experiences to address and break down barriers. Don’t rely on Google, but find and read properly referenced books about topics such as race, feminism, LGBTQ+ experience, disability and neurodiversity, and social mobility - especially if it’s not your own experience.

Learn about Cultural Intelligence (CQ) and see if training is available

Check out to participate in online assessment and training, and read about the behavioural competencies.

Support colleagues experiencing big life changes

Understand the barriers people face e.g. new parent or acquiring a disability. Support their transition and share good practice with others. Watch the news and think about how these bigger societal issues might be impacting people you know. Reach out to them to see if they would like to talk. If they do – listen, don’t judge, don’t offer advice, just be supportive. If they don’t, respect that, don’t push, just remind them that you’re there.

Other actions practices can take to drive forward inclusion include joining the °ÄÃÅÍõÖÐÍõ in signing up to the Halo Code – which aims to protect the rights of staff who come to work with natural hair and protective hairstyles associated with their racial, ethnic, and cultural identities. Practices should also consider joining the °ÄÃÅÍõÖÐÍõ in no longer using the term BAME – it hides racial diversity where disaggregation is important - going forward, we must be clear and intentional with the language we use to describe and discuss specific underrepresented racialised groups’ experiences.

These are just suggestions. We welcome you to think of your own Inclusion Footprints to commit to – anything that helps make inclusion a reality in your area of control. Let us know what steps you’re taking by sharing via or inclusion@riba.org – we’d love to share your stories.

If you want to commit further to creating an inclusive profession, sign our Inclusion Charter.