Partner and/or collaborate on projects with architecture firms that are Black-owned or owned by Indigenous or Underrepresented people of color.

Create project teams that include Black-owned, Indigenous or Underrepresented persons of color in a prime, partner, or sub-consultant role.

Provide paid internships for architecture students from historically Black design schools (HBCUs), or for Black, Indigenous, and Underrepresented people of color from local architecture schools.

Increase recruitment of Black, Indigenous, and Underrepresented people of color for design staff, leadership, and total number of professionals at the firm.

Develop a mentorship program within the firm or participate in outside mentoring programs to connect and support Black, Indigenous, and Underrepresented people of color in their career development within the profession.

Increase career advancement of Black, Indigenous, and Underrepresented people of color to management and leadership positions. Publish and uphold objective, clearly-defined path-to-leadership job descriptions, made accessible to all staff.

Include Black, Indigenous, and Underrepresented poeple of color in company-wide marketing materials, social media, and publications to increase representation of employee contributions to projects and to the firm.

Conduct diversity training for all staff and commit to the on-going work of developing cultural competency, both at the individual level and organizational level.

Provide pro-bono design services and hands-on contributions to underserved communities (Black Indigenous, and Undrrepresented people of color) by partnering with local grass-roots organizations.

Support Wisco NOMA, AIA Wisconsin and/or Wisconsin Architects Foundation diversity programs through volunteerism. Opportunities include Wisco NOMA's Project Pipeline, K-12 outreach/ Architects in Schools, and Continuing Education.