How Male Architects Can Be Allies

for Women in Architecture

By Shana Dacres-Lawrence

I often get asked, “Why aren’t there more women in architecture?”

On the days when I’ve questioned everything, it’s never been because the work was too hard. It’s not the complexity of the systems, or the difficult trade-offs I have to make. Those challenges are part of the job— and for me, they’re part of the appeal.

The truth is, on those days, it's the culture—shaped predominantly by men—where exclusion isn’t always overt, but ever-present.

It’s the undertones. The micro-aggressions. The passive-aggressive comments in meetings and emails. It’s in the long silences after I speak up, and the excuses made in place of accountability—

"He’s just really smart."

"He didn’t mean it like that."

"That’s just how he is."

It’s the public cut-downs cloaked in professionalism, and the private apologies that vanish like smoke—hollow, without weight, without change.

These aren’t isolated moments. They form a pattern. One that steadily pushes women out.

So when the follow-up question comes—“What can I do to support / be an ally for women in architecture?”—here are the five things I say to the men in architecture.

ArchitectHer event - room fulled with mostly women listing to a speaker present

1. Acknowledge the Imbalance and Educate Yourself

Allyship begins with awareness. It means acknowledging the systemic disparities that exist—not just in headcounts, but in access to opportunity, visibility, and influence. In both tech and architecture, women remain underrepresented, especially in leadership. While women make up about 35% of the tech workforce, the numbers are significantly lower in tech architecture. And beyond the stats are deeper issues: 72% of women in tech report experiencing a pervasive “bro culture” at work. Black women, in particular, are 55% more likely to have their competence questioned or be subjected to demeaning behavior.

Key actions:

Educate yourself about the lived experiences of women in architecture. Read, observe, reflect.
Ask questions, and when women share their experiences, listen fully—without defensiveness.
Most importantly, pay attention to the culture in your teams and workforce. You have a role to play in dismantling the barriers that hold women back.

2. Interrupt Bias and Address Inequities

“Assumptions are for lazy architects.”

Don’t assume she was okay just because she didn’t speak up after being sidelined in a meeting. Don’t assume she’s going to call it out on a call where she’s clearly in the minority. Don’t assume that the passing comment didn’t cut deep just because she chose to ignore it in the moment—to keep her composure, to stay “professional,” to not be labeled emotional.

The reality is, women in architecture are frequently in the minority. It takes serious courage to name a microaggression others didn’t even register—especially when it catches you off guard. No one is ready to go to battle every day.

When you witness sexism, bias, or exclusion, say something. Step in. Back her up. It’s not about being a hero—it’s about being decent, aware, and responsible. You have the power to interrupt the pattern.

Key Actions:

Speak up when you witness microaggressions or exclusionary behavior—silence is complicity.
Reflect on your own biases and question the assumptions you've internalised.
Normalise accountability—create a culture where calling things out isn’t exceptional, it’s expected.

3. Mentor and Sponsor—Not Just Support

Women mentoring women is powerful—and essential. There’s a deep value in sharing experiences with someone who understands the unspoken things, the things we don’t have to explain. But women shouldn’t be expected to carry both the scars of the past and the burden of shaping the future alone. Men in architecture must step up—not just as allies, but as mentors and sponsors.

Why? Because we’re still navigating spaces where men are the majority, and often the gatekeepers. Because seeing the same environment through a different lens can change how you lead, collaborate, and advocate. And because whether you realise it or not, that “bro culture” runs deep—its rules unspoken, its advantages often invisible to those who benefit from them.

Key Actions:

Mentor with purpose – Share patterns, strategies, lived experiences, and unspoken rules. Help a women in architecture navigate the realities of the profession by offering insight—not just advice. Become an ArchitectHer Mentor.
Use your influence to elevate women - Sponsor a women in architecture. Advocate for high-impact opportunities and structural change. Be vocal. Be deliberate. Become an ArchitectHer Sponsor.

4. Measure Progress and Hold Firms Accountable

“Design is a force for change”—and that change starts from within.

If design reflects values, then equity must be embedded in the design of our practices—not treated as an afterthought. Technology architecture often prides itself on innovation and impact, yet still clings to outdated structures and hierarchies that silence underrepresented voices.

Equity doesn't happen organically. It happens through intentional, measurable, and institutionalised effort. If we truly believe in the power of design to transform lives and shape futures, then we must turn that lens inward—toward our companies, teams, and systems.

Treat inclusion and equity like the design challenges they are: complex, systemic, and solvable with the right tools and the right mindset.

Key Actions:

Call for transparent promotion pathways – Advancement should be based on merit and impact—not “mates-rates,” insider politics, or who 'looks like an architect'. Everyone deserves to know what success looks like and how to get there.
Request mentoring and sponsorship to form part of performance metrics – Success shouldn’t be measured solely by individual output. Ask: How have you contributed to the growth and visibility of others—especially those in marginalised groups like women in architecture. Reward those who lift others as they rise.
Advocate for forums where women can speak openly and honestly about their experiences—without fear of retaliation, being labeled “difficult,” or having their credibility questioned. These spaces must be backed by real accountability, where calling out harmful behavior leads to action, not silence.

5. Allyship Is a Practice, Not a Title

Being an ally to women in architecture isn’t about grand gestures or public declarations. It’s about consistent, intentional choices—quiet, everyday decisions that shape workplace culture.

Allyship means recognising that equity isn’t just a women’s issue. It strengthens the profession, enriches our design outcomes, and leads to spaces that serve more people, more thoughtfully. It’s not about helping women “fit in” to existing systems—it’s about reshaping those systems for the better.

This message is for the men—especially those in positions of power, leadership, and influence. Your allyship has the potential to shift not just the tone of a meeting or the outcome of a project, but the entire trajectory of the field.

Key action:

Embrace that allyship is not passive support—it’s ongoing, deliberate work. It’s noticing, speaking up, stepping aside, lifting others up, and staying committed even when it’s uncomfortable. Its about and creating a professional culture where women don’t just survive in architecture, but we thrive!
Promote ArchitectHer and other targeted communities within your company. Visibility matters. Create pathways for women to see and hear from others not just surviving, but thriving in architecture—across every domain.
Communities drive courage - Sponsor an ArchitectHer in-person or virtual community event.

So when you ask, “What can I do to support / be an ally for women in architecture?”—start here:

Know that you are not bystanders—you are architects of culture. Whether you're the Chief Architect at a top firm or a junior architect finding your voice, you shape the spaces we work in just as much as the ones we build.

Listen deeply. Speak up when it’s hard. Share your platform. Interrupt bias. Mentor, sponsor, and advocate. Push for transparency. Hold your company accountable. And most of all, treat equity not as a side initiative, but as core to the integrity of your practice.

You have the influence to change the culture. So use it. Architecture will be better for it—and so will the world we design.