2017 Programming

2017 Chapter Programming


This year’s programming (for chapter meetings and beyond) fits generally under the framework or theme of Allied Voices. Throughout the year, we will bring in of some of our professional and client partners to get their perspectives on the built environment and perhaps to have a richer understanding of how architects and architecture situates among the forces that shape our cities and places. So far, these include (among others):

Landscape Architecture and Planning 

As represented by our January Chapter Meeting, Local OHASLA Award Winners.

Public Policy 

By way of a film and filmmaker, highlighting the social effects of planning, design, and transportation policy.

Housing and Development 

As we plan to hear from a mix of developers about the economic models that shape their practices and how architecture and design serve in the realization of their goals.

Non-Profit Organizations 

We are in the initial stages of planning to again realize The Weight of Architecture program, which was last hosted in 2014. You will recall that the The Weight of Architecture is a community outreach program for the Chapter that engages our members to provide pro-bono conceptual design services for a select four non-profit organizations (or Teams). The program brings together our volunteer members for a preliminary planning session, a day-long design charrette, and final presentations to the group and to the Chapter, with the notion that the final design product for each might help with fundraising, financing, or organizational support for further fee-based work by others. We ask that you please keep an eye out for our Call for Volunteers, as well as our Call for Non-Profits.

Out-of-the-Box Practices 

In September, Katherine Darnstadt, a young-ish practitioner from Chicago, will show us the inner workings of her innovative multidisciplinary firm, Latent Design – a firm that leverages civic engagement and social impact to realize projects, often small in scale, that have a broad impact on community and equity.

 

 

Executive Director Announcement

AIA Columbus Announces New Executive Director, Elizabeth Krile

 

Dear AIA Columbus Members,

On behalf of the Board of Directors, I am very pleased to announce that beginning March 1, our Chapter will have a new Executive Director.

Elizabeth Krile comes to us from the Ohio State Bar Association, where she most recently served as Director of Member Services and prior to that, as Executive Director for the Ohio Women's Bar Association. She was the clear leader among over thirty candidates assembled by our search committee in a process that commenced last October.  We are very glad to have her on our team. 

Krile Elizabeth - smaller     Elizabeth is a Certified Association Executive with experience that connects with principal
intitiatives of our Chapter and Institute: She has created
successful outreach programs for
attracting students and young professionals
(countering familiar downward trends in
enrollment). Her communications
strategies reinforced the great value of services and
benefits to members
and improved retention. She has worked to enhance diversity with
the goal
of strengthening board performance. She formed a leadership institute for women
attorneys. And, Elizabeth's governance, advocacy, and strategic
planning skills will be a
valuable asset as the Chapter addresses the
opportunities of the future. 

 

During the coming weeks, as she concludes her tenure at OSBA, Elizabeth will attend select AIA Columbus meetings and events as time allows. Please introduce yourself and help us make her at home here at AIA Columbus.

 

Joseph A. Moss, AIA
AIA Columbus 2017 President

 

 

Diversity and Inclusion Policy

AIA Columbus Approves Diversity and Inclusion Policy

We are pleased to announce that the AIA Columbus Board of Directors have approved a Diversity and Inclusion Policy at the April Board Meeting. The official statement adopted by our chapter reads:

 

DIVERSITY & INCLUSION POLICY
Approved: April 12, 2016

In order to “encourage and celebrate the contributions of those who bring diverse experiences, views, and needs into the design process,” per AIA National, it is AIA Columbus policy that awards juries, speaker panels, exhibitions, and Chapter programs as well as events and activities that represent the chapter to the public – endeavor to be diverse and inclusive according to AIA definitions. AIA Columbus will encourage diversity participation and inclusiveness on the Board of Directors and other positions within the organization. The diversity and inclusion efforts will not be limited to any opportunities explicitly described here and will include any and all programs that further support the efforts of diversity within the profession and AIA Columbus.


The following Statements and Definitions are posted on the AIA National website:

AIA Public Policy
Leadership in design and construction requires collaboration. Architects must encourage and celebrate the contributions of those who bring diverse experiences, views, and needs into the design process.


AIA Position Statements

Civil Rights: The AIA supports the protection of the human dignity and self‐worth of all persons and calls for fair, impartial, unbiased, and nonprejudicial treatment of all persons in every employment, social, and business transaction.

Diversity: “Diversity is a cultural ethos embraced by AIA membership to foster inclusion, service and a quality of life in celebration of all communities in our society. This is regardless of race, ethnicity, gender, national origin, religion, physical ability, sexual orientation or identity, age, geography, intellectual or practice area.”


AIA Definitions

Diversity is the mix of race, ethnicity, gender, national origin, religion, physical ability, sexual orientation, age, practice, geography, programs and organizations. This mixture brings a richness of perspectives, talents and ideas to the AIA and the profession.

Inclusiveness is the intentional act of being open, reaching out, removing barriers, and creating an environment so that all members of an organization can achieve their fullest potential.

Representation is the count and proportion of groups of individuals by demographic characteristics such as race, ethnicity, gender, national origin, religion, physical ability, sexual orientation, age, practice, geography, programs and organizations.

Diversity management is a skill or competency building process to equip the AIA and its members to manage the strategic mixture that involves differences or complexities including people, programs and organizations.

 

 We're excited to be taking this step towards focusing on the importance of inclusion and equality within the profession.

 

Title Sponsors

 

 

PJF-Logo-Anniversary

 

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