ArchTam’s Pride ERGs do incredible work to create more inclusive environments, develop tools and resources to educate and inform, and ensure the visibility of underrepresented groups.  As we wrap up another successful Pride month, we’re sharing some of the ERGs’ accomplishments over the past few years.

Since launching in 2020, ArchTam’s Pride Americas ERG has grown to nearly 400 people. Pride Americas has made great strides in promoting intersectionality and allyship through partnerships with other ERGs, such as MOSAIC in honor of Asian American Pacific Islander month to co-host trivia and dumpling-making, with BeBold as part of Black History Month to co-host a panel discussion on intersectionality and trivia, celebrating International Transgender Day of Visibility by highlighting members of the community, and partnering with Women’s Leadership Alliance for a panel discussion to mark Lesbian Visibility Day.

Cristian Bevington, president of Pride Americas, says, “Being part of the ArchTam ERG program is fantastic. The team constantly inspires me, pushes me to continue learning and makes me thankful that we have such passionate people at ArchTam. We work together to acknowledge the intersectional nature of what we do, strive to bring our communities together, and seek to be allies for everyone.”

Promoting inclusivity is also a goal for ArchTam’s Pride Europe ERG. Despite being just under one year since its inception, they’ve accomplished some big tasks, such as contributing to the development of a Trans Inclusion Policy and Guidance document for their region and holding several events for their community, such as a LGBTQ+ parenting session for both parents of LGBTQ+ children and parents who identify as LGBTQ+ to raise awareness and provide a safe space for discussion.​

“Being on the Pride Europe committee has been a great way to meet others in the community. Professionally, it’s allowed me to meet many people from across business lines, geographies and career levels, which has already impacted my work,” says Mark Frank, committee member of Pride Europe. “I hope that Pride Europe grows large enough to have regional chapters in offices locally to do more in-person events. I also hope we can enact further change at the organizational level, particularly for our trans and nonbinary colleagues.”

ArchTam’s Pride Australia/New Zealand ERG will celebrate their one-year anniversary on July 1. Since launching in 2021, they’ve established a broad group of 35 representatives across Australia and New Zealand to promote inclusivity and highlight diverse employee experiences and perspectives. Having conducted their first Australian workplace equality index survey and second “You Can’t Ask That” discussion, an honest and personal Q&A session where employees asked questions to increase their understanding of experiences of team members who identify as LGBTQIA+, the team is successfully educating colleagues and ensuring all employees feel seen and heard.

“As we approach our first anniversary,” Craig Lowe, Pride Australia/New Zealand Committee Lead, says, “it’s really humbling to see all that’s been achieved. I’m really proud to be a part of this journey and look forward to building things further.”

Our commitment to equity, diversity and inclusion enables us to better anticipate our clients’ needs, understand the challenges facing the communities we serve, drive innovation that propels our industry forward and realize our purpose of delivering a better world. When we feel free to be ourselves, we thrive. Join us: https://www.archtam.com/careers/

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As an ally for equality and inclusion, I feel one of the most important actions I can take is to learn from the experiences of different communities and cultures. In this spirit, I want to share some insights from a recent discussion I had with some of my LGBTQ+ colleagues and allies. The following colleagues shared their voices:

Cristian Bevington (he, him, his) is a senior analyst on the Global Cities team.

Stephen Engblom (he, him, his) is an Executive Vice President and Global Cities Director.

Marissa Farrar (she, her, hers) is Vice President, DCSA People Strategy & Operations.

Wendy Lopez (she, her, hers) is the Texas executive, providing leadership, strategy and growth across all business lines in Texas.

Chris MacDougall (he/him, they/them) is a senior GIS specialist within the Water business line.

How have you felt visible and celebrated by your colleagues or clients as an LGBTQ+ professional?

Chris: Colleagues supported me both formally and informally when coming out, by sharing words of support, committing to make sure I had the resources I needed, and by attending training on the proper use of pronouns. Colleagues and clients alike celebrated my LGBTQ+ visibility through words and actions. It opened the door for me to fully be myself and be even more effective in my roles at ArchTam.

Wendy: While I have been part of organizations where I felt that being LGBTQ+ was only tolerated, ArchTam celebrates the LGBTQ+ community. When Marriage Equality passed five years ago, our CEO Mike Burke immediately congratulated and celebrated with our LGBTQ+ staff. When you are free to come out of the shadows and be your true and whole self, your potential is limitless.

What LGBTQ+ professional organizations or internal ArchTam groups are you involved with and what have you found are the benefits of being involved in this organization?

Stephen: I am an avid supporter of AIDS Lifecycle (ALC) and have ridden in four rides raising over $65,000, with amazing support from ArchTam colleagues. This collaboration with ALC inspired me to sponsor a workshop at my high school in Pennsylvania in which the campus LGBTQ+ group collaborated with the athletic department. This project was very personal for me. When I was a high school varsity athlete, I knew I was gay but felt the pressure of social norms to hide part of myself in the closet and leave part of my potential on the sidelines.

Cristian: I am an active member of ArchTam’s San Francisco Inclusion & Diversity (I&D) Committee and participate in the national I&D group. By being involved, I amplify my voice and the voices of those who feel less able to speak out. I have been fortunate enough to meet, talk with, and learn from incredibly inspiring individuals who remind me how important it is to look beyond our communities and support each other.

What are lessons learned that we can draw upon from the LBGTQ+ movement?

Stephen: My generation of the LGBTQ+ movement stands on the shoulders of those who came before us to fight for the right to be out. The great freedom I’ve been granted to pursue my career and personal life without prejudice requires I work hard to be a visible symbol showing that any LGBTQ+ professional can achieve his, her, or their goals.

Cristian: Key turning points of the LGBTQ+ movement, such as the riots at Compton’s Cafeteria and Stonewall Inn, saw disproportionate representation by trans people and people of color. Because of these members of our community, many of us have the freedoms we do today. We must stand with others who face discrimination and against violence toward them.

Chris: We have made a lot of progress worth celebrating and there is still more work to do. Black voices need further amplification within the LGBTQ+ community. Visibility of our trans and nonbinary fellows are also especially key. The efforts toward equality did not end with Marriage Equality, which mostly centered and benefitted white cisgender people. The movement will always need the help of allies who listen, follow the lead of LGBTQ+ people, and use strength in cooperation with us to effect positive change.

Marissa: There is beauty in the LGBTQ+ community, being a vast one and filled with overlapping and distinct issues and opportunities. It is represented by a series of letters, acknowledging the differences of the community at large. There’s now a + symbol, signifying inclusivity. Furthermore, characteristics such as race, generation, nationality, profession, etc. each subtly impact the person’s lived experience. As allies, it’s essential to recognize unique points of view and be aware that gender identities and expressions partially inform these points of view. We must also own our growth and education. As Chris rightfully calls out, it’s not up to our LGBTQ+ teammates to expend the mental and emotional energy to teach us when there are resources available. Our conversations will be much more fruitful if they don’t have to explain the basics first.

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