Asian American Pacific Islander Heritage Month, celebrated each May, honors AAPI culture, history, and achievement in the United States. IIDA connected with two Asian American design leaders, Karen Muraoka, FIIDA, and Joey Shimoda, FIIDA, FAIA, to explore ways the design industry can be a catalyst for change in creating diversity and inclusion initiatives. Representation matters, and diverse leadership is important in encouraging others to envision themselves in these roles, and to expand the conversation. Muraoka and Shimoda talk about the importance of this EDI work and share how we can implement intentional strategies to increase Asian American representation in the industry.

Creating an EDI focused workplace shouldn’t be wishful thinking—with deliberate action, positive change is possible. What kind of progress do you see happening within the design industry and in what areas would you like to see further focus?

The greatest testament to deliberate and positive change is evident in the number of companies, both large and small that have a segment of EDI within their design firms. It’s grown exponentially recently where various issues are surfacing and becoming not just hot talking points, but actual action points—whether it be gender, ethnicity, race, LGBTQIA, age, education, or position, etc, the importance of needing respect is more obvious in conversations.

Many design firms and design related manufacturers have created an EDI position and a leadership role to coordinate their platforms. This is a dedicated effort to show the value of EDI issues that affect their employees and counterparts directly. Another positive element that I’ve seen from the design firms and related manufacturers is the providing of scholarships and grants for college programs and advanced education in the field of design. This provides a significant aid to students seeking higher education opportunities towards professionalism.

I would like to see continued development and involvement in regional areas and to understand the positive and negative points that have surfaced in some of the smaller firms. It’s often hard to measure the growth in these firms in comparison to larger firms that are more visible or publicly disclosed. The smaller firms make up the bulk of who we are and what we do and together can change the direction of success when knowledge is shared and actions are united.

Do you see any current planning strategies intentionally focusing on driving diversity in the industry?

IIDA has created an Equity, Diversity, and Inclusion focus in recent years—not just one event or panel discussion dedicated to the issues. It has grown and encompassed a myriad of coordinated arteries throughout the IIDA, and has become a part of every conversation and direction. This dynamic focus by IIDA reaches every state, every chapter, and every member. I am a member on the IIDA Equity Council ‘s Strategic Partnerships Committee. We have been tasked with seeking out who the EDI participants are in the design community as well as other industries and there are many.

We realize that issues of inequity across industries and strategic solutions can be adapted and useful to learn from each other. Our goal is to connect with various industry groups to understand how to approach the important issues, potentially join their efforts and strengthen the path to a goal. The results and resources will provide our chapters, designers, and design firms with the tools to incorporate EDI and tailor it to the right fit for them. Our committee will join the other IIDA Equity Council committees to develop EDI initiatives that each chapter can incorporate.

What are some of the ways we can further support and develop AAPI representation in the industry?

The AAPI community and the various cultures within have always included capable individuals but they have let their achievements speak for them. This was more true in the older generations. Today, with the younger AAPI having a greater voice, they are beginning to generate a greater presence. It is something I am proud to see, and it is something that is definitely burgeoning and strengthening—I believe it will continue, but not without the support of the local, regional, and national communities. We need to stand up for ourselves and bring the EDI AAPI concerns and issues to the table in real ways to make a difference. The platforms need to be honest and true and then followed up with actionable movements. We need to be seen and heard if there is to be a greater AAPI presence. The counterpart to that is the acceptance and offerings made to the AAPI community. Nothing is ever successful when done alone. I am proud to be an Asian American in the design industry and am proud to see the dedicated efforts to develop a better environment for everyone. We are all making the right choices!

Creating an EDI focused workplace shouldn’t be wishful thinking—with deliberate action, positive change is possible. What kind of progress do you see happening within the design industry and in what areas would you like to see further focus?

I think that the interior design industry has been working hard to create an awareness that encourages the creation of a more holistic design profession. The one thing that I see clearly is how design schools are embracing diversity more and more. They are also focusing on hiring a more diverse teaching staff to help bring different points of view into focus. As an example, at the Savannah College of Art and Design (SCAD), Vice President for Industry Relations Khoi Vo has been a long time advocate of incorporating equity in education. Most recently, they have added Kia Witherspoon of “Determined by Design” as a professor to further increase the outreach. Dean Jason Schupbach, of the Westphal College of Media Arts and Design at Drexel University continues to champion equal access and inclusion into the process of education. He identifies the fundamental elements of design education that creates bias and exclusion, and tries to eliminate them from the process. I am also pleased to see my colleagues at the larger firms like Perkins&Will and HOK and my developer clients like Tishman Speyer, paying much more attention to diversity in their selection processes.

Do you see any current planning strategies intentionally focusing on driving diversity in the industry?

While I have not directly experienced any formal planning strategies, I do see a lot of conversation amongst the leadership in the industry to make key decisions with an eye towards diversity, equity, and inclusion. I think everyone is being cautious to not get into a “check the box” mode of decision making. As a result, the conversation is still being critically reviewed so we remain true to the goal and respectful to all who are involved.

What are some of the ways we can further support and develop AAPI representation in the industry?

I am continually disappointed at the low percentage of all minority participation in the profession of architecture and interior design, not just AAPI. We have a long way to go. One place to start is education. We need programs as early as elementary school to show kids the impact that design has on the environment. There is also the ability for firms to have more robust internship programs to help with skills and experience working in the real world. In at least two instances, we have had young high school kids work with us over the summer, one decided design was not for her, and the other went into landscape architecture. But the beauty was that they were not too young to experience the day-to-day aspects of a design firm to see for themselves if they wanted to be a part of it. In terms of specifics for the AAPI representation, it is particularly challenging because there are so many distinctly different perceptions of their own cultures and everyone is not starting from the same place. I think the first step is for leaders who are of this ethnicity to create a platform or forum for growth and inclusion. The conferences that IIDA has helped to create have been great starting points for getting all of us engaged—and now that means more of us need to spend time moving towards implementing a positive course of action.