The AHMM Equity, Diversity and Inclusion (ED&I) Working Group is formed of a small group of volunteer employees who have been working together since 2020 to identify the challenges and opportunities that exist in relation to ED&I at AHMM. Our business exists in the context of a wider system built on structural privileges and prejudices that control opportunity and representation at all levels of society. There is no roadmap for how we can better represent the diverse society that we design for, however it is our shared vision that by positively engaging in discussions surrounding ED&I, AHMM can develop a model for supporting Equity, Diversity and Inclusion that is bespoke to the structure of our business, ingrained in our internal culture, and directly related to the way in which we design and deliver great architecture for the cities and places we serve.
‘A practice that better represents our diverse society, while also promoting an inclusive culture, will become a better informed place of work and, as a result, an even more capable organisation.'
Peter Morris, Managing Director AHMM
In early 2022, the ED&I Working Group published the practice’s first Equity, Diversity and Inclusion Annual Report. The report identified a range of recommended activities to help AHMM become a leader in addressing Equity, Diversity and Inclusion within our industry and within our business.
I joined AHMM in 2014 having worked for a diverse range of practices in the UK, India, Russia, and the Middle East. Being born in India and having had this varied work experience, I bring a different viewpoint to the ED&I group. I am also currently on the leadership group for the Architecture Race Forum and hope to positively contribute and share my knowledge to AHMM.
I joined AHMM in January 2022, after studying at Auburn University. I had the opportunity to participate in the architecture school's design-build program, Rural Studio, where I worked with a team for a few years post-graduation building a project for a non-profit organisation. I was born in Venezuela and have lived in different cities in the United States, Canada, and Italy. This exposure to different environments has given me an appreciation for diverse cultures and perspectives. By engaging with the ED&I group I wish to support and contribute the efforts of becoming a more inclusive practice.
I joined the ED&I group to better educate myself and make sure there are discussions taking place to highlight where improvements can be made, how we can make these improvements happen and set some targets. I also sit on the Architectural Race Forum and hope to use this as a bridge the close the gap and share my knowledge to/ from AHMM.
I joined AHMM in 2005 as an architectural assistant. As a mixed-race person, I became aware from a young age of what it is like to feel a lack of belonging. I helped establish the Gender Pay Gap Working Group at the end of 2018, whose work led to the creation and implementation of AHMM’s Gender Pay Gap Action Plan. Creating a more equitable, diverse and inclusive workplace and profession requires consistent action by everyone, every day. I hope my experience brings a positive contribution towards AHMM becoming an ever-better place of work for all its employees.
I joined the ED&I group to better educate myself and make sure there are discussions taking place to highlight where improvements can be made, how we can make these improvements happen and set some targets. I also sit on the Architectural Race Forum and hope to use this as a bridge the close the gap and share my knowledge to/ from AHMM.
In 2019 an independent cross-practice working group, set up through the practice’s Employee Ownership Forum, carried out a review of all of the practice’s policies to identify potential gender bias. As a result, a 16-point Action Plan was developed and approved by the Board and is now being implemented.
The Action Plan has been a catalyst for the practice to take a step back and to look at processes at all phases of the employee life cycle - recruitment, development, progression, and retention - recognising the things that have a positive impact and areas for improvement. The implementation of the plan is continuously monitored to ensure that actions lead to positive benefits in the professional and personal lives of all employees and, in tandem with this, to further closing our gender pay gap.
In 2020 several members of staff came together to create _The Space, a volunteer group that aims to promote a safe space for open discussion, exploration, and celebration of the different cultures and varied perspectives represented within AHMM. _The Space launched their first series of events during Black History Month in October 2020.
AHMM continues to mark Black History Month every October with a range of educational and social activities for our staff, including discussion groups, external speakers, culinary events, and knowledge sharing.
Each March AHMM marks Women’s History Month with a series of talks and events across our offices. In 2025, the London studio celebrated the achievements of women within the organisation and participated in an inclusive design exchange with neighbouring architecture practices, the Bristol studio hosted a bake sale to raise money for women’s charities, and the Oklahoma studio invited artist Romy Owens to give a talk about her work relating to motherhood and matriarchy.
2021 saw the practice’s first LGBTQ+ History month programme, which we celebrate during the month of June. In February 2025, our events series included a Queer Spaces talk from Facundo Revuelta about Hotel Gondolin, a tour of the LGBTQIA+ Archives at the Bishopsgate Institute, a LGBTQIA+ Book Club session, and Queen Pin Board for staff to share inspirations and ideas.
| Link | Date | Title |
|---|---|---|
| 27.03.23 | AHMM Poet in Residence | |
| 09.02.23 | UEL School of Architecture Broadgate Prize 1 Broadgate | |
| 09.11.22 | AHMM APPOINTS EQUITY, DIVERSITY AND INCLUSION LEAD |
