来自 ASLA

The Visualizing Equity in Landscape Architecture Project|Samantha Solano, ASLA+TJ Marston

项目概述

PROJECT STATEMENT 景观设计行业公平性的可视化（VELA）是一项研究计划，它揭示了整个景观设计行业中的性别公平状况，并将其进行空间化和视觉化。距离上一次记录女性在景观设计中的职业状况报告发表已经过去 20 多年，当时女性所面临的诸多问题到如今仍未得到解决。为了了解这些差异依旧存在的原因，以及与之相关的其他不平等问题，VELA 项目从当今角度出发，对女性在学术界和职业领域中的地位进行了审视和研究，并从多个公共渠道收集了超过 17000 个特殊数据点。该分析将数据重新组织为一系列强大的可视化结果，在归纳当下趋势的同时强调改善行业性别平等的机会。此项研究的目的关乎于一个价值观的问题，即认识到“我们”在行业中的不足之处，以及对行业进行重大调整的必然性。本项目是一次具有挑衅意味和及时性的探索，它将为景观设计行业提供重要信息，通过教育、呼吁和赋权，增强从业者的团结性，从现在开始，改变景观实践的未来。

The Visualizing Equity in Landscape Architecture (VELA) Project is a research initiative that reveals, spatializes, and acknowledges the status of gender equity throughout landscape architecture. Over twenty years have passed since the last report documenting women’s careers in landscape architecture. The issues raised then are similar to many problems women face now. To understand why these disparities still exist and the gaps associated with them, the VELA project offers a current review of women’s status in both academia and the profession. The research collected over 17,000 unique data points from multiple public sources. The analysis organizes the data into a series of robust visualizations that catalog current trends and highlight opportunities to improve gender equity in the profession. The purpose of this research is a question of value—to recognize where “we” as a profession fall short and where critical re-alignments must occur. The project is a provocative and timely exploration that serves to inform, instigate, and empower the landscape architecture community to rally together and transform the future of practice, now!

▲VELA，即“景观设计行业公平性的可视化”项目，提供了景观设计领域的第一个可视化数据库，它对全美专业代表和学术机构中的性别分布情况进行了长期的比较和研究。The VELA Project. The VELA project (Visualizing Equity in Landscape Architecture) is the first visual database in landscape architecture which comparatively maps and studies over time the distribution of women and men in professional representation and academic institutions throughout the US.

项目说明

PROJECT NARRATIVE

研究陈述

1973 年，ASLA 的首位女主席 Darwina Neal 撰写了一份关于女性在景观设计领域的职业状况的重要报告。在其具有开创性的发现的推动下，接下来的几十年间陆续产生了一些后续研究，每项研究都对女性在行业中的地位提出了关键性的见解。在过去 50 年，大量文献和报告都着重强调了女性从业者在考取执照、职业晋升和创业方面面临的歧视问题。距离上一次重要报告的发表已经过去 20 多年，当时女性所面临的诸多问题到如今仍未得到解决。随着以女性为中心展开的各项倡议在社交媒体和集体讨论中的重新出现，对女性在景观设计行业中的地位进行深入且符合当代趋势的研究势在必行。

不同于以往仅从内部会员资料中收集数据的研究，VELA 项目揭示了大量来自开源数据的支持，使我们得以对学术研究领域、专业发展和领导力等研究较少的领域形成大致的了解。这项研究围绕不同主题提出了问题，比较了男性和女性在行业中的总体分布状况和差异，同时揭示了这些差异如何随着时间产生变化。研究对象的类别包括：毕业生、学生奖项、资格证、设计奖项、组织领导、教师职称、教师工资以及研究/教学奖项等。研究呈现了一系列以数据驱动的可视化图形和信息图表，在保证数据浅显易懂的同时，也为读者提供了更深入的分析和思考机会。

方法

主要的研究方法包括从可公开访问的资源以及现有的数据报告中收集的二手数据分析。数据目录被汇总为更大的数据集，个人身份信息被清除，以保持结果的匿名性。该过程是通过空间简化和对应 W（女性）或 M（男性）的数据点而进行的。研究的组织方默认了具体指标包含了基于二元性别分类的感知识别所造成的偏见。经过广泛的数据收集，统计结果被组织起来，随后按照时间、比率、数量和比例进行了可视化。项目的结果不仅仅是收集到的统计数据，可视化本身同样被视为结果。

专业组织和领导力研究结果

VELA 项目从 ASLA、景观设计基金会奥姆斯特德学者项目、CLARB（景观设计注册委员会理事会）活跃会员记录数据以及 ASLA 各州分会网站收集了 16000 个特殊数据点。

整体数据显示，女性在从事职业前的叙事中占据主导地位。毕业并获得景观设计学位的女性多于男性（55%），从 2013 年至 2017 年取得近 10%的增长。在 ASLA 的学生奖项中，女性在传播、合作和社区服务类别中获得了更多的认可，而在通用设计和分析与规划类别中，男性与女性的获奖比例几乎相等。景观设计基金会奥姆斯特德学者有 65%为女性。然而，这一趋势在女性进入职场后迅速走低。从学校毕业后，积极考取 CLARB 职称的女性数量下降了近 10%。从 2018 年 CLARB 的数据来看，持有景观设计师执照的活跃从业者仅有 27%为女性。随着中层和高层女性从业人员的减少，女性在领导力和认可度方面的影响力也在逐渐下降。

自 1981 年以来，ASLA 通用设计类、住宅类、分析与规划类的专业奖项中，仅有不到 10%被授予女性创办或担任领导的公司。从个体层面上看，23%的 ASLA 奖章被授予女性，其中最多的是 Bradford Williams 奖章（45%），最少的是社区服务类奖章（10%）和 ASLA 奖章（12%）。尽管 ASLA 理事会从 1899 年起便不断吸收会员，女性成员的比例仍然只有 16%。在 2018 年至 2019 年任期，ASLA 分会主席有 32%是女性，而在 1901-2018 年，ASLA 的 73 位主席中仅有 9 位（12%）是女性。

学院职位研究结果

在 Miriam Rutz 于 1975 年给出的工作报告中，全美国仅有 6 名女性在景观设计领域担任终身职位。在今天，约有 388 名女性在美国景观设计院校中担任要职。VELA 项目从全美 69 个 LAAB 认证项目的公共数据中收集了约 1400 个独特数据点，其结果揭示了女性和男性在职称、薪资、组织领导以及奖项方面的差异。

从初级教师人员的分布情况来看，女性所占比例正在显著升高，但在高级职位上仍然存在差异：担任全职教授的女性比例最低。薪资数据全部来自于公立机构，占全体被研究机构的 42%。结果显示，在这些机构中，男性与女性从业者的薪资差距（8.2%）并未像全国平均水平（18%）那样差异过分巨大。也有一些案例是，女性总体上得到的报酬要高于男性。这些数据表明，目前公立机构所实施的关于薪酬透明度和薪酬平等的规定，在减少性别工资差异方面是具有成效的。然而，非终身教职人员的薪酬则存在着明显的差异。

在所有终身职位中，女性所占比例仅为 35%，其中 70%是副教授，30%是正教授。行政领导岗位的男女性别比为 2:1；其次，相较于非终身职位，领导岗位的男女薪资水平呈现出显著的区域性差异。在全国尺度下，女性担任 CELA（景观教育学者委员会）区域主任职位的比例与男性相等，而在第 4 区、第 5 区和第 10 区，过去十年从未有女性担任过区域主任。仅有 27%的 CELA 主席为女性，而在秘书职位中，女性比例却高达 89%，这表明了女性在担任的职位类型上存在差异。总体来看，获得 CELA 教学奖项的女性人数很多，然而女性在初级教学奖项中，尤其是在研究和创新奖项类别中获得的认可明显更少（每 9 个获奖人仅有 1 位是女性）。被评为 CELA 学院院士的女性人数明显少于男性。在过去 7 年中，有 3 年未有女性获得学院院士称号。在 ASLA 颁发 Jot. D. Carpenter 教学奖章的 20 年间，仅有 4 位女性被授予该奖。

意义

VELA 项目还与其他由杰出女性领导的倡议展开合作，致力于在整个景观设计行业中提升女性地位，并且已经赢得了极大的关注。可视化和整体研究成果通过基层社会活动、通讯、会议、出版物和舆论得到了有机的传播和分享。自 2019 年以来，VELA 网站已经收到大量有关参与和支持数据收集的询问。与此同时，这项工作显然还未完成，项目组织者将持续进行数据的收集和可视化，以创建一场关于景观设计行业内的多样性、公平性和包容性的全面叙述。项目的主要目标始终围绕着创造价值以及为行业服务而展开。这些证据可以作为个人、企业、组织和机构的切入点，鼓励他们在其影响所及的范围内展开讨论并促进变革。

▲时间轴：距离上一次记录女性在景观设计中的职业状况报告发表已过去 20 年。今天我们仍然能够看到类似的趋势，却没有足够的数据来阐释这一问题。VELA 的目标正是完成当下景观设计行业中关于性别平等的叙述。Timeline. Twenty years have passed since the last report documenting women in landscape architecture. Today, we witness similar trends but with sparse data to tell the story. VELA aims to complete the current narrative on gender equity in landscape architecture.

▲目的+方法：由于先前的研究已经记录了女性在实践中的情况，本次研究主要以学术界和专业组织为目标对象，试图建立女性从业者在整个景观行业中的全面基线。除了计算性别比例外，研究还对数据进行了空间和时间上的映射。Purpose + Methods. Since prior studies document women in practice, this research targets academia and professional organizations to establish a comprehensive baseline of women throughout landscape architecture. In addition to calculating gender ratios, the data was mapped spatially and over time.

▲职业生涯梯状图：初始数据显示，随着职业等级的不断攀升，女性人数的占比逐步下降。这一下降趋势在毕业后、考取执照以及获得教育奖项这三个节点上体现得尤为明显。Professional Career Ladder. Initial data shows as you climb the professional ladder, there are less and less women. The drop off is significant in three spots; after graduation, licensure, and awards and leadership.

▲毕业率+获奖数量：在过去的 15 年，获得景观设计学位的女性人数多于男性，且大多数学生奖项由女性获得。这些数据表明，并不存在“缺乏有才能的女性”这一问题。Graduation Rates + Awards. The last 15 years have seen more women graduating with landscape architecture degrees than men and women make up a majority of student awards. This data highlights that a lack of talented women in the pipeline is not the problem.

▲景观设计师执照的考取情况：在毕业之后，致力于考取执照的女性数量下降了 10%，而真正获得执照的女性也就变得更少。持有景观设计师执照的活跃从业者仅有 27%为女性。Licensed Landscape Architects. After graduation, the numbers start to decline with the number of women pursuing licensure dropping 10%. Even fewer women get their license. Only 27% of active licensed landscape architects are women.

▲ASLA 奖章和专业奖项授予情况：自 1981 年以来，仅有 9.7%的 ASLA 专业奖项被授予女性创办或担任领导的公司。尤其值得注意的是，即便女性从业者的人数已大幅增长，实际的性别比例依然没有随时间发生改变。

ASLA Medals + Professional Awards. Since 1981, 9.7% of ASLA Professional Awards and 20% of ASLA Medals have been awarded to women/women-led firms. Most notably the gender ratio has been consistent over time, even as the number of women in the workforce significantly increased.

▲ASLA 全美国+分会主席任职情况：在 2018 年至 2019 年任期，ASLA 分会主席有 32%是女性，而在 1901-2018 年，ASLA 的 73 位主席中仅有 9 位（12%）是女性。ASLA National + Chapter Presidents. Thirty-two percent of ASLA chapter presidents from the 2018-2019 leadership cycle were women and from 1901-2018, only 9 out of 73 (12%) ASLA presidents have been women.

▲ASLA 理事会：尽管 ASLA 理事会从 1899 年起便不断吸收会员，女性成员的比例仍然只有 16%。在过去的 10 年间，这一数据仅提升至 25%。

Council of Fellows. ASLA’s Council of Fellows, which has been inducting members since 1899, has a membership base of 16% women. In the last decade, only 25% of fellows inducted were women.

▲学术职称梯状图：在景观设计专业担任教学职务的女性占 39%。在较低职称中担任终身职位的女性占 45%，分布相对均衡。全职教授职级的性别分布差异最大，女性仅占 28%。

Academic Career Ladder. Women represent 39% of faculty positions in landscape architecture. The percentages across lower ranks suggest equity is on its way with women representing 45% of tenure track positions. The full professor rank experiences the greatest disparity (28%).

▲教师薪资水平分布状况：公立院校的薪资数据显示，关于薪酬透明度和薪酬平等的规定在减少性别工资差异方面具有积极作用，男性与女性从业者的薪资差距为 8.2%，比全国平均水平低 10%。美国东北地区的薪资水平差异最大。

Faculty Salaries. Salary data from public institutions suggest regulations on pay transparency and equity have a positive effect with the pay gap averaging 8.2%. That is 10% less than the national average. Regional differences remain highest in the northeastern US.

▲CELA 区域主任分布情况：女性担任 CELA（景观教育学者委员会）区域主任职位的比例与男性持平，但在不同地区存在明显差异。在过去 10 年中，美国有三个地区从未有女性担任过区域主任。CELA Regional Directors. Women are represented equally in Regional Director Positions within CELA globally. But there are large differences in representation across CELA Regions locally with three US regions having zero women as Regional Directors in the last 10 years.

▲CELA 领导职位分布情况：总体来看，CELA 的领导职位有不少是由女性担任，但在主席职位中的占比仅有 27%。秘书职位中，女性比例高达 89%，这表明了女性在担任的职位类型上存在差异。CELA Officers. Overall, there is significant representation of women holding Officer positions in CELA. However, only 27% of CELA Presidents have been women while 89% of Secretaries were women, showing a large disparity in the type of positions women typically hold.

▲初级教学奖项分布情况：虽然女性在初级职称中的占比较高，但女性在初级教学奖项评选中，尤其是在研究和创新奖项类别中获得的认可明显更少。这可能是导致担任终身职位的女性人数减少的原因。Junior Teaching Awards. While the percentage of women at the junior rank are high, women receive significantly less recognition in Junior Teaching Awards, especially in the Research and Creative category. This may contribute to the drop in women from tenure track to tenure.

▲高级教学奖项分布情况：获得高级教学奖项的女性数量相较于初级奖项明显增加，但女性在研究和创新奖项类别中获得的认可仍然较少。这表明，生活方式的改变（尤其是在职业生涯中期）可能会使女性在学术界的发展受到影响。Senior Teaching Awards. The number of women receiving senior awards raises significantly from the junior level. However, women still receive less awards in the Research and Creative category. This suggests lifestyle changes (greater mid-career) may play a role in the advancement of women in academia.

▲学院院士分布情况：被评选为学院院士的女性人数明显少于男性。从时间轴可以看出，这一趋势并未得到改善。在过去 7 年中，有 3 年未有女性获得学院院士称号。Academy of Fellows. Women are inducted into the Academy of Fellows significantly less than men. The timeline highlights this trend is not improving with three out of the last seven years having zero women inducted into the Academy of Fellows.

PROJECT NARRATIVE

Research Statement

In 1973, Darwina Neal—the first female president of the ASLA—prepared the premier report on women in landscape architecture. Surged by the groundbreaking findings, several subsequent studies throughout the following decades emerged. Each provided critical insights into the status of women in the profession. The last 50 years of literature and reports highlight substantial disparities in licensure and promotion, women-owned businesses, and job discrimination. It has been over twenty years since the last significant study was released, yet women today still face similar issues. With the resurgence of women-based initiatives populating social media channels and conference circuits, the timeliness of having a contemporary dive into the status of women in landscape architecture is imperative.

Unlike previous studies that collected data solely from exclusive membership pools, the VELA Project reveals evidence from open-sourced data, providing a glimpse into less studied areas of academia and professional progression and leadership. The research asks questions across various topics and comparatively maps the overall distribution and disparities found between men and women while revealing how those disparities have changed over time. These categories include; graduates, student awards, licensure, design awards, organizational leadership, faculty rank, faculty salary, and research/teaching awards. The work presents a series of data-driven cartographic visualizations and infographics that are easily accessible to the viewer while providing deeper analysis and reflection opportunities.

Methods

The primary research methods involved secondary data analysis collected from publicly accessible sources and existing data reports. The inventory of data was aggregated into larger datasets that eliminated individuals identification to maintain anonymity in the representation of the results. This process occurred through spatial simplification and data points receiving either a W (for women) or M (for men). This research’s organizers acknowledge that specific metrics include bias based on perceived identification of binary gender classifications. After the extensive data collection, the results were organized and then visualized by time, ratio, quantity, and proportion. The results are not only the collected statistics, but the visualizations themselves are the results.

Professional Organization and Leadership Results

The VELA Project collected 16,000 unique data points collected from ASLA, the Landscape Architecture Foundation Olmsted Scholar Program, CLARB data on active members with a council record, and state ASLA chapter websites.

The overall data shows that women dominate in pre-professional narratives. More women enroll in and graduate (55%) with landscape architecture degrees, showing a nearly 10% gain from 2013 to 2017. In the ASLA student awards, women receive more recognition in the Communications, Collaboration, and Community Service categories while the General Design and Analysis and Planning categories have almost equal representation of both men and women. And 65% of the Landscape Architecture Foundation Olmsted Scholars are women. This momentum and representation drastically dissipate as women enter the workforce and navigate through their professional careers. After graduation, the amount of women actively pursuing licensure through CLARB drops almost 10%. And within CLARB’s 2018 active, licensed landscape architects database, only 27% identify as women. As the pool of mid-level and senior-level women practitioners decrease, so do the residual effects in leadership and recognition.

Since 1981, less than 10% of ASLA Professional Awards in the General, Residential, and Analysis and Planning categories have been awarded to women-led/owned firms. On an individual level, 23% of the ASLA Medals have been awarded to women, with the highest representation (45%) in the Bradford Williams Medal and the lowest in the Community Service (10%) and ASLA Medal (12.5%) categories. The Council of Fellows, which has been inducting members since 1899, has a membership base of 16% women. Thirty-two percent of the ASLA chapter presidents in the 2018-2019 leadership cycle were women, and from 1901-2018, only 9 out of 73 (12%) ASLA presidents have been women.

Academic Results

In a 1975 task force report by Miriam Rutz, only six women were identified holding tenure track positions in landscape architecture across the United States. Today, there are approximately 388 women throughout the U.S. faculties of landscape architecture. The VELA Project collected about 1,400 unique data points extracted from available public data found on sixty-nine LAAB accredited programs in the United States. The results looked at the relationship between women and men across rank, salary, organizational leadership, and awards.

The percentages across junior faculty ranks suggest women are making tremendous strides in representation. Disparities still exist at the senior level, where full professors have the lowest percentage of women. Salary data was collected from 42% of the institutions researched, all of which were public institutions. The results show that the salary divide between men and women (8.2%) is not as disproportionate as the national average of around 18%. There are also instances where women overall are being compensated more than men. This data suggests that current regulations regarding pay transparency and pay equity at public institutions are effective in lowering the gender wage gap for women. However, there is a significant disparity of pay for non-tenure-track faculty.

Of the total tenured positions, only 35% are women—where 70% are associate professors, and 30% are full professors. Men outnumber women in administrative leadership roles by 2:1, and second, to non-tenure-track positions, leadership roles regionally experience some of the highest percentages of wage disparities. Nationally, women are represented equally in Regional Director Positions within CELA, but in regions 4, 5, and 10, there have been no women serving as Regional Directors in the last ten years. Only 27% of CELA Presidents have been women, while 89% of the total Secretaries have been women, showing a disparity in the type of positions women hold. Overall, there is a significant representation of women receiving teaching awards through CELA. However, women receive significantly less recognition in Junior Teaching Awards, especially in the Research and Creative Award category (only 1 out of 9). Women are inducted into the CELA Academy of Fellows significantly less than men. Three out of the last seven years have had zero women inducted into the Academy of Fellows. Over the 20 years of ASLA’s Jot. D. Carpenter Teaching Medal, only four women have received recognition.

Significance

The VELA Project has created significant attention in collaboration with other powerful women-led initiatives to elevate women throughout landscape architecture. The visualizations and overall results have been disseminated and shared organically through grassroots social campaigns, newsletters, conferences, publications, and word of mouth. The VELA Website since 2019 has witnessed over 5,000 views and has received numerous inquiries to join in and support data collection. The work is by no means complete. The organizers intend to continue collecting and visualizing data to create a comprehensive narrative of diversity, equity, and inclusion within the landscape architecture profession. The primary goal has always centered around creating value and being in service of the profession. The evidence serves as an entry point for individuals, businesses, organizations, and institutions to look within their circles of influence and have discussions that enact change.