What has Jane found to be workable with regard to the full inclusion of disabled staff and clients? Is the office fully wheechair accessible and what adaptions needed to be made? If so, were the implications of costs and disruption on the business manageable?
How many Part II women Architects has Jane mentored through Part III in her own practice over the years? How many women Architects with children under 5 has the practice employed over the years? What challenges have the issues of lack of experience and the need for flexible working brought? What has Jane's practice been doing differently to other practices in overcoming these challenges over the years?
Comment on: Historic England on hunt for best post-war pubs
The King Offa in St Albans, not a spritzer in sight. ( I think they still hold meat raffles.).
Can we hear more from practice owners - their own stories - as to how they personally have dealt with difficult issues such as lack of experience in junior staff or helping their staff balance being a productive staff member with an engaged family life? As for the leading by example issue, well, I from personal experience I can write that one of the leading advocates of mentoring and promotion of women in the industry is the very same person I worked for as a Part 2 where I got F All help with my Part 3 studies and experienced a hatchet job on my confidence. Very much a case of do as I say not as I do!
I didn't suggest women architects were a 'nice to have'!! IMO, the problems women architects face are the same as most working women. Example - childcare costs (It costs me £125 a DAY for nursery care for two preschoolers which requires an income of about £40K a year to break even as it's taken out net earnings!) and if you you are a young architect that has just racked up a £90K debt from seven years of studying it may simply not be feasible to continue an architectural career.