diversity, equity + inclusion
A MORE JUST WORLD AND WORKPLACE / DIVERSITY, EQUITY & INCLUSION AT STOSS
We believe deeply that we have an important role to play in making a more equitable and just world. This applies not only to who we are, but also how we operate our business, with whom we collaborate inside and outside the firm, the ways we work, and the kinds of projects we take on.
We recognize the centuries of racism, fascism, and sexism that have shaped significantly the world we know today, and we believe it is our obligation to make change. To take this on, we must be intentional and persistent about our actions in all aspects of our practice–especially in a profession that is disproportionately white and male, and has participated historically in racist planning, policy, and design initiatives that have willfully discriminated against black, brown, indigenous, and ethnic individuals and communities.
A few key aspects of our diversity, equity and inclusion efforts are summarized here:
We were founded and continue to be guided by diverse leadership: a white man–a first-generation graduate scholar from a working class background–and a black woman–a descendant of slaves whose family has worked for generations with black, brown and indigenous populations in teaching, medicine and law.
Our hiring practices reflect the communities across North America and around the world that we work with–racially and ethnically and gender diverse–and extend to representation at all levels of firm leadership and personnel.
We dedicate time and resources to supporting women, BIPOC and ethnically diverse individuals, and LGBTQ+ people in their careers through mentorship, professional development, transparent and equitable firm and work policies, and support of organizations that are lowering barriers to entry in the design fields.
We take on projects that deliberately address issues of racism and equity in cities and the public realm. We work closely with communities of color and socially vulnerable communities to identify fundamental needs, access and inclusion barriers and our own blind spots–as well as customs, traditions, references and intentions that might be deliberately incorporated into the programming, design, realization, and operation of projects.
Including communities in North St. Louis, Detroit, South Central Los Angeles, East Boston, Roxbury, the Hill District of Pittsburgh, Galveston, Atlanta, and Pasadena, among others.
We seek clients and consultants of diverse racial, ethnic, and socio-economic backgrounds who willingly take on the hard work of moving forward DEI initiatives–through who they are, the work they do, and the intentions they bring to a project.
Including folks and organizations like Amigos de los Rios; Damon Davis; De Nichols; Detroit Future City; JPL+D; Liz Ogbu; Mallory Neezam; The Martin Richardson Foundation; MASS Design Group; MPdL Studio; NADAAA; Neenah Estrella-Luna; New Orleans Redevelopment Authority; Scenic Hudson; Toni L. Griffin / UrbanA; Tree People
We extend this work through volunteer efforts and academic initiatives, tapping into a wide range of people and resources at hand to have the greatest and most powerful impact.
Including monthly clean-ups at Carson Beach and Moakley Park in Boston with Boston Harbor Now; volunteer efforts with Tree People of Los Angeles; Mutual Aid Medford and Somerville; Gaining Ground; and Chris’s role on the Dean Diversity Cabinet at the GSD that examines policies, procedures, and barriers to entry that may allow for a more inclusive and welcoming academic environment.
FIRM DEMOGRAPHICS
Firm Management (Director level)
70% men, 30% women
33% white, 33% black, 33% asian
Firm Leadership (Associate and Director level)
55% men, 45% women
44% white, 44% asian, 14% black; and 14% latino/a of any race
Overall Firm Demographics (all levels)
50% men, 50% women
36% white, 36% Asian, 18% Black; and 9% Latino/a of any race
Languages Spoken
Korean, Mandarin,Portuguese, Spanish, Thai
True equity is not a fixed point but is a process that requires constant attention, intention, and care. There is more work to be done, always. We are committed to this pursuit, to continue to chip away at enduring legacies and attitudes that unjustly discriminate against anyone for who they are or what they believe in, through our profession and in our personal lives. We are optimistic that we can play a small but important part in embedding access to opportunity, health, joy, wealth, and well-being in all we do.
