I wanted to be a part of this panel, “Power” at “Convergence” by
Harvard-GSD-Women in Design Group because “abuse of power” in architecture can
be very destructive not only for individuals but all the system in the
profession or academia.
First of all, instead of “control”, “authority” or hierarchy”, I
prefer to re-define power as the ability to do something or act in a
collaborative way within a diverse, inclusive and equal group, organization,
institution, and hope this characteristics of power in architecture (and
society) can be much more effective in our discipline, profession, society and
lives. In addition to this, I would like to underline the difference between
“power” and prestige”. Power refers to legal or official authority, and
possession of control, or influence over others. On the other hand, prestige
refers to widespread respect and admiration felt for someone on the basis of
perception of their achievements or quality.
“Power” has been operating (in architecture education, teaching,
scholarship, academic career, profession and architectural [design] practice)
in various ways, and we should discuss this issue (the abuse of power) by
considering this whole picture and the interrelated system in architecture:
Networks controlled by masculine establishment including schools, professional
organizations, practice (offices/firms), publications (professional/scholarly)
and media in architecture are some leading factors reinforcing “power (and
sometimes, unfortunately, the abuse of power)” in the past and today.
Current practice of (critical) architecture history and
historiography is one of the realms that merits a considerable attention to
“deconstruct” the dominance of white, Western and heroic male figures in our
collective memory.
Regarding some recent critical issues, such as #me too and its
influence on architecture today, I think that there are some critical factors
for the abuse of power in institutional structures, organizations, offices (in
architecture and in general), such as;
-Ignorance of risk factors;
-The lack of effective leadership, mid-level managers and
supervisors for accountability;
-Holding mid-level administrations and supervisors to create
fee-harassment / assult, etc. in working environment;
-Effective policies, procedures for safe reporting systems;
-Commitment to equity against abuse of power, commitment to give
necessary time and resources to be effective against the abuse of power;
-Protection for employee who reports abuse of power, harassment,
assault, measurable consequences, etc.
A leader should take a visible role in stating the importance of
having a diverse and inclusive workplace; should articulate very clearly which
behaviors and approach will not be acceptable in the working environment;
should foster an organizational culture to prevent abuse of power for everyone.
In this respect, I think that minorities and underrepresented
groups/communities in the architecture profession, schools of architecture and
universities deserve a considerable attention; and personal, social,
professional and/or academic isolation of victim is one of the most critical
problems.
Everyone in academia, professional world and society must feel a
stake in this effort.
