Talk to us
Live Chat
Architects play a vital role in society. Their unique training and expertise put them in a powerful position. The public rely on the competence of architects and need the profession to behave ethically, to treat people with respect, and to raise concerns should they have any.
ARB, as the statutory regulator for the profession, reflects the public interest in our approach to regulation. To help us do this, we commissioned independent research into the workplace culture experienced by architects and how this shapes the quality of the work they deliver. We did this to:
- Support the development of a new Code of Conduct and Practice, which applies to all registered architects. It describes what the public, clients and colleagues can expect of the profession, and how architects can expect to be treated by one another.
- Inform the work of the Professional Practical Experience Commission by finding out more about what happens during the period of initial education and training that the Commission is looking into.
- Respond to concerns that some architects and other professionals had raised with ARB about the conduct and culture of the profession. We needed an impartial evidence base to help us understand the culture in the profession, the impact of that culture on architects and, through their work, the public.
Thinks Insight & Strategy, an independent expert research agency, developed a comprehensive research methodology. This included an initial survey that was sent to registrants, employers and students through their schools of architecture, and shared across social media. The survey was completed by 898 architects and early career professionals. Further depth interviews were conducted with 15 survey respondents. The survey was widely promoted, and to ensure a rigorous approach to the evidence base, quotas were set to ensure a robust sample across the profession, so that the results could be reliable and inform ARB’s work.
Key findings
The vast majority of architects are good professionals and the research found that architects take pride in their work and demonstrate accountability and commitment. But for many this was undermined by feeling overworked and undervalued.
The research also revealed that architects suffer from higher levels of discrimination and sexual misconduct than in other professions that publish similar research – including academia and parts of the medical profession.
The research also revealed that architects suffer from higher levels of discrimination and sexual misconduct than in other professions that publish similar research – including academia and parts of the medical profession (see research from the Office for Students and General Medical Council).
Over a third of all professionals working in architecture have experienced insults, stereotypes or jokes relating to protected characteristics.
One in four female professionals has experienced unwelcome sexual advances.
A third of professionals would not feel confident raising concerns if they experienced or observed misconduct.
Culture
Values and attributes
Architects feel they embody many of the values and attributes the public and clients would expect of the profession (integrity, honesty, commitment and accountability) but not all (empathy, respect, inclusion, and confidence raising concerns).
Inclusivity
Only half of professionals agree the working environment is inclusive. This drops lower for underrepresented groups including women, ethnic minorities, and professionals with disabilities.
Quality of work and wellbeing
Architects are concerned about lower quality of work, ethical behaviour and wellbeing as a result of excessive workloads and hierarchies that sometimes create significant power imbalances.
Conduct
Behaviour
Significant proportions have experienced bullying (41%), discrimination (33%), and sexual misconduct (10%). Not many sectors publish similar statistics for comparison, but architecture lags behind several that do.
Protected characteristics
Over a third (38%) of all professionals have experienced insults, stereotypes or jokes relating to protected characteristics; this is higher for female professionals (53%), those from ethnic minorities (46%) and those with disabilities (46%).
Unwelcome sexual comments
Nineteen per cent of all professionals and 38% of female professionals has experienced unwelcome sexual comments. Twelve per cent of all professionals and 24% of female professionals – one in four – has experienced unwelcome sexual advances.
Confidence raising concerns
A third of professionals would not feel confident raising concerns if they experienced or observed misconduct. They doubt it will be taken seriously and they fear it will impact their career. There is also a lack of clarity about the correct process.
Addressing the findings
Examples given by participants in the research demonstrate that this is a sector-wide issue.
Architects have described inappropriate behaviours on construction sites or in client meetings, and they also share some examples that start at university. The Grenfell Tower Inquiry’s final report underscored the importance of ethical behaviour and a culture that supports good decision making across the built environment sector. In the words of one of the Inquiry’s panel members, the sector needs “changes in behaviour – and a recognition that the needs of the people who use our buildings must be placed at the centre of our work.”
ARB will set firmer professional standards for architects through a new Code of Conduct and Practice with supplementary guidance on leadership and inclusion, provide tools to support them in raising concerns and challenging unethical behaviour, and collaborate with other sector leaders to promote changes in behaviours and conduct. But regulation will not be enough to change the culture of the built environment sector. It’s clear that all professionals in the built environment sector need to support a better culture for a better built environment.
New Code of Conduct:
Read about how ARB’s proposed Code strengthens requirements for ethical conduct and respond to the consultation on the new Code by 12 December.
ARB’s proposed Code of Conduct and Practice sets clearer and stronger requirements that we believe will support positive culture change in light of the findings of this report.
For example, Standard 2 requires that architects act in the public interest and in a way that prevents harm to others. Underneath each standard is further detail about how architects can meet it, such as that architects “Challenge others where their actions may put people at risk, and report them to an appropriate authority when those risks are not adequately managed” (2.3).
Standard 6 requires that architects treat others with respect, and states that architects will meet this Standard when they “display a committed approach to equity, diversity and inclusion, including in their approach to designing environments and in their relationships with colleagues, employees, clients and communities” (6.2), when they “contribute to a positive and inclusive working environment” (6.3) and when they “maintain and respect professional and personal boundaries” (6.4).
The proposed Code would be supported by a suite of guidance. New guidance topics we are proposing to introduce include:
- Equality, Diversity and Inclusion: Guidance on the approach architects should take to creating a culture that supports equality, diversity and inclusion within the architecture and built environment sector.
- Raising concerns: Guidance on how architects can whistleblow, or raise concerns about other individuals or work.
- Leadership: Guidance for those architects who have the control and management of a practice, including the responsibility to supervise others.
Read the proposed Architects’ Code in full online here and respond to our consultation online here by 12 December 2024.
Raising concerns:
Read about the different complaint and redress routes available to you if you witness or experience unethical conduct or behaviours
As the statutory regulator for UK architects, one of our duties is to deal with complaints about the conduct of architects and their ability to do their job – in other words, their competence.
The Architects Code sets out the standards of conduct and competence that all architects are expected to meet, in both their work and their behaviours. If you – as a member of the public, colleague, or student – think that an architect has failed to meet one or more of the standards set out in the Code, then you can submit a complaint to us.
ARB has specific powers set out in law, and other bodies have different powers and roles. ARB may not always be the appropriate body to address your concern. We’ve provided information to help you direct your concern to the right place on our website, here.
Standards in architectural education:
Read about ARB’s role in recognising qualifications, and how we are using our accreditation work to support higher ethical standards in learning providers.
ARB ensures only those who are suitably competent are allowed to practise as architects. We do this by approving the architecture qualifications required to join the Register of architects. Read more about the standards we apply to learning providers and how we accredit qualifications here.
The Office for Students has introduced a new condition on sexual misconduct. The condition will apply to all learning providers in England from August 2025. We’ve written to learning providers with ARB-accredited qualifications to ask those in England how they are preparing to meet the condition, and highlighting its importance to those in other nations in the UK. Learn more about the new condition here.
See our letter to learning providers about the research here.
A better culture for a better built environment:
Hear from architects and other sector leaders on the practical solutions they apply to support a better culture and a better built environment.
The research into Workplace Culture and Misconduct in architecture asked professionals about the solutions and good practice that they have seen or experienced to help create a positive culture.
“Generally, everyone’s contribution has been valued, and there’s been a culture where whoever’s got the best idea, that idea will be accepted – it doesn’t need to come from the top.”
“If someone’s next step is to become an associate or get into a leadership role, we’re looking at what training we could give them in those aspects – leadership, financial management.”
You can see more of the examples of good practice that professionals shared in the research on pages 48-65 of the full report here.
