The Confidence Gap: Why Architecture Must Address Its Silent Barrier
Breaking Down the Perception
Architecture has long been perceived as a male-dominated industry—a notion reinforced by the stereotypical image of the “starchitect” and the construction world’s masculine undertones. While the reality is more nuanced, the imbalance persists, particularly in senior leadership roles. We asked Ishwariya Rajamohan, a leadership coach specialising in confidence-building for women in architecture and hospitality, why this gap remains and what can be done to close it.
“Most architecture students today are women,” Aishu explains, “but once they enter the profession, they encounter systemic barriers that make them question their place.” These obstacles range from pay disparity and rigid work structures to a lack of visible role models at the top. The result? A steady exodus of talented women from the industry.
The Hidden Cost of Inaction
The confidence gap isn’t just a personal struggle—it’s a business problem. Aishu warns that many women are reaching a tipping point: “I keep hearing, ‘If nothing changes, I will leave.’” For practices, this translates into high turnover costs, lost expertise, and diminished diversity—factors that directly impact creativity and client trust.
Recruitment and onboarding are expensive, but the real cost lies in losing mid-career professionals who have years of experience. “When women don’t see representation at senior levels, optimism fades,” Aishu notes. “They start to believe progression isn’t possible.”
Barriers Beyond the Office
One of the most significant challenges women face is balancing career progression with family planning. Historically, maternity leave and flexible working were seen as liabilities rather than necessities. “Women often overthink asking for time off,” Aishu says. “Every conversation feels like a negotiation.” While the pandemic introduced remote working, many firms are reverting to rigid office policies, reigniting old prejudices.
The impact isn’t limited to promotions. Some women decline leadership roles altogether, fearing they cannot manage additional responsibilities alongside family commitments. Others leave to start their own practices, seeking autonomy and flexibility.
Practical Steps to Rebuild Confidence
Confidence erosion is gradual, but rebuilding it requires intentional effort. Aishu offers actionable advice:
- Document Your Wins: “Keep a notebook of every success—big or small,” she suggests. “When confidence dips, revisit it. It reminds you of your value.”
- Build Networks Early: Technical skills alone won’t secure leadership roles. “Men have always leveraged social capital. Women need to do the same—start nurturing connections from day one.”
- Ground Yourself Before High-Stakes Meetings: Whether it’s deep breathing or arriving early, find practices that help you feel centred. “Confidence isn’t about being loud; it’s about being authentic and prepared.”
For those returning after a career break, Aishu stresses the importance of trusting your abilities: “Taking time out for family is not a weakness. It’s life. You can still deliver exceptional work.”
Culture Starts at the Top
Employers play a pivotal role in closing the confidence gap. Beyond pay equity, firms must foster inclusive cultures where women feel supported in leadership ambitions. “Representation matters,” Aishu emphasises. “If your board is all male, candidates notice. Diversity isn’t a box-ticking exercise—it’s essential for empathy-driven design.”
Architecture thrives on understanding human experience. Without diverse voices at decision-making levels, practices risk designing spaces that fail to serve everyone. “Our job is to anticipate needs before users articulate them,” Aishu says. “That requires perspectives from all walks of life.”
Finding Support and Community
Fortunately, initiatives like Women in Architecture, NAWIC, and Part W are creating spaces for women to connect, share experiences, and build confidence collectively. These networks are invaluable for mentorship and advocacy—two pillars of career progression.
Aishu’s Mission
Through her coaching practice, Aishu helps women navigate the four stages of leadership growth: preparing for promotion, mastering interviews, managing the transition, and defining authentic leadership styles. Her approach prioritises self-awareness over performative strategies: “Confidence isn’t about pretending to be someone else. It’s about reconnecting with your own power.”
Want to explore more insights and resources for architecture professionals? Visit https://www.architecturesocial.com for articles, events, and community support.
Add a comment