Christine Murray's comments
Yes, you can nominate as many as you like, and we've taken a note of these - although people should feel free to second the nominations too, here or on Twitter
Yes, you can enter the awards (nominate yourself), or you can be nominated by someone else.
Men and employers looking to discuss childcare and flexible working are, of course, welcome to come along to the event. The seminar is part of the Women in Architecture programme because in our 2012 survey, 89% of the women surveyed said having children put them at a disadvantage in architecture, but just 34% of the men with children surveyed said it put them at a disadvantage.
The AJ Women in Architecture campaign was launched in response to a survey of 700 women architects who highlighted issues of equal pay and recognition in architecture. The Women in Architecture tab at the top of our website is there because it is one of the most searched for section on our website, so we made it easier to find. Its prominence is in response to subscriber demand and letters received. We regularly also cover issues facing old, young, part qualified, architects of diverse origin and lesbian, gay and bisexual architects experiencing discrimination because "surely selecting one group as worthy of recognition above another is wrong". As for your personal comments about me, I will not credit them with a response, but advise you that trolling is not tolerated on the AJ site.
I've been told authentication is back online - please try again and sorry for the inconvenience!
We're having trouble with our authentication - but the wizards are on it and it should be fixed soon. Will post a note when they've cracked it.
I agree with Alison, and add to her point that women don't have children on their own. The burden of childcare cost is too often represented as theirs alone, but childcare is a shared cost, just like children are a shared responsibility. As soon as we consider the cost of childcare against the parents' two salaries, not one, a new picture of what is affordable emerges.
In our experience, companies are more likely to falsify or misrepresent salary levels than individuals.
We asked 891 people for their job title and salary rate, 191 men and 700 women, as well as a range of quantitative and qualitative questions - a mix of fact and perception. This is consistent with good research - perception is important in gauging the distance between any perceived pay gap and fact. You will see this done in surveys on crime perception and fact, for example.
As for the facts, when we compare what respondents have given as their age, job title, salary and location, and compare this information to data we've collected in the AJ State of the Profession survey, the 191 men responding to the Women in Architecture survey, and the RIBA salary bands, it is an unfortunate fact that many women are paid less than men of equal age, job role or experience.
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