Komfort Driving Equity, Diversity & Inclusion; Allyship Call-In

Understanding “Call-In”:

“Call-In” is a series of working groups designed to develop best practices for EDI. This initiative, was set out by our very own Priti Gadani and Ellie Lawford who approached Eleanor Strange (AEW Architects), Louise Grimes (M1NT Studio Ltd), Matthew Gavin & Martina Mastrangeli (HORIZON Fletcher Rae), Aida Ahmad & Frances Phillips (BDP) and Jonah Speaks (Turner & Townsend) to lead on important subject matters. Identified by the first fact finding meeting, Komfort and the others, will be leading three other sessions in 2025 focusing on Competence, Accountability and Investment. These sessions will address unconscious bias and the impact of power dynamics on inclusion.

Kicking Off in 2025

On February 26th, BDP’s Manchester office hosted the first “Call-In” session supported by Komfort Partitioning, drawing over 60 professionals from the architecture and design (A&D) community. This initiative, focused on Equity, Diversity and Inclusion (EDI), launched with a powerful working group dedicated to Allyship.

The first working group was focused on Allyship with three key objectives:

  • Identify areas where allyship can be strengthened
  • Understand how to actively improve allyship in the workplace and our industry
  • Translate conversations into impactful action

The event commenced with compelling personal stories from Dr. Catalina Ionita, Senior Architect, and Alexander Esfahani, Head of Sustainability/Senior Architect at Chapman Taylor, who shared insights into allyship and the impact of privilege.

Their contributions set a powerful tone, highlighted by their sentiment: “Even after all these years, the sun never says to the Earth you owe me… look what a love like that does, it lights up the sky.”

Participants then engaged in collaborative workshops, exploring the “Why, What, How, and When” of allyship. 

Key Takeaways and Actionable Steps: 

Enhancing Allyship in the Workplace:  

  • Establish safe spaces for open dialogue and active listening 
  • Challenge biases in decision-making, recruitment, and organisational culture 
  • Promote inclusive language and behaviors in daily interactions 
  • Utilize available EDI resources for continuous learning 
  • Lead by example, demonstrating inclusive practices 

Translating Conversations into Action:  

  • Intervene when witnessing exclusionary or discriminatory behaviour 
  • Actively participate in EDI initiatives, working groups and policy reviews 
  • Implement accountability measures, tracking progress and fostering responsibility 
  • Provide mentorship, guidance and advocacy for underrepresented colleagues 
  • Challenge outdated industry norms 
  • Advocate for inclusive policies 
  • Commit to consistent and ongoing action 

Gratitude and Next Steps: 

“Call-In” offers a constructive alternative to “calling out,” emphasising education, mutual respect and positive change. It fosters understanding of diverse perspectives and empowers allies to create supportive workplace environments. 

We would like to express huge gratitude to all attendees for their contributions to this successful event. The insights are crucial for driving meaningful change, and we are honoured to be leading these discussions, with the support of the group, to develop lateral thinking and provoking thoughts. 

A follow-up initiative will be implemented to ensure participating organisations translate these actions into real world implementations. 

We are already looking forward to leading the Competence Call-In in May.