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Mapping Median Career (Example)
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Revenue
Observing a sector which, in real terms, is bringing in roughly the same amount of money as in the early 2000s, but with, depending on the measure used, 25% to 50% more architects/staff.
Related to: Staff/Number of Architects - Productivity - Productivity + Pay
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Simply, a measure of the total amount of money brought in by architecture firms in the UK over the past 30 years. M&N and RIBA are sources specifically dedicated to the architecture sector. M&N defines practices as those ‘headed by at least one ARB registered architect’, while RIBA looks at ‘chartered practices’. GVA is a slightly different measure, measuring the direct economic contribution of the sector, but it is shown here for its value as a non-architecture-specific source of information.
Related to: Staff/Number of Architects - Productivity - Productivity + Pay
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Simply, a measure of the total amount of money brought in by architecture firms in the UK over the past 30 years. M&N and RIBA are sources specifically dedicated to the architecture sector. M&N defines practices as those ‘headed by at least one ARB registered architect’, while RIBA looks at ‘chartered practices’. GVA is a slightly different measure, measuring the direct economic contribution of the sector, but it is shown here for its value as a non-architecture-specific source of information.
Staff/Number of Architects
Compared to 2008, the ‘number of people working in architecture’* is either the same, or greater. By itself, this conclusion is not necessarily instructive if the sector can sustain this growth healthily. It is when these figures are tested alongside revenue or pay that they must be questioned.
Related to: Revenue - Pay by Age
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* Measuring the number of ‘people working in architecture’ is quote variable and different metrics may have different uses. Are you measuring the number of people in architecture practices irrespective of whether they have an architectural role (i.e. ‘support’ staff), are you measuring solely the number of ‘architectural’ staff (i.e. including architectural assistants) or are you measuring ‘architects’ (registered). There is also variability in what is defined as a ‘practice’; is it chartered or not, while other methods simply look for those defined as ‘architects’ irrespective of whether within an architectural practice or not or simply look at the number of architect registrations.
Related to: Revenue - Pay by Age
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* Measuring the number of ‘people working in architecture’ is quote variable and different metrics may have different uses. Are you measuring the number of people in architecture practices irrespective of whether they have an architectural role (i.e. ‘support’ staff), are you measuring solely the number of ‘architectural’ staff (i.e. including architectural assistants) or are you measuring ‘architects’ (registered). There is also variability in what is defined as a ‘practice’; is it chartered or not, while other methods simply look for those defined as ‘architects’ irrespective of whether within an architectural practice or not or simply look at the number of architect registrations.
Profits
Profitability is instructive, but it should be noted with this figure that depending on the practice, directors pay/compensation may or may not be included in this figure. This is important because a change in the structure of practices over time may distort the figure. With that said, the decline in profitability as a trend does correlate with an increase in costs within practice.
Pay
When indexing pay growth from different start dates, though the general downwards trend from the late 2000s observed throughout the data copies through, the chosen base index year does impact the appearance of the curve relative to the general UK pay trend.
Percentiles
Looking at pay evolution in terms of percentiles will, essentially, 'locate' architect’s pay relative to other workers in the UK.
Data on earnings for percentiles from 1 to 100 in the UK (this is available every 5 or 10 percentile point between 1 and 90 and for every percentile point from 90 to 99 (20 points available in total) is used to draw an interpolated curve for each year which architect’s pay can be situated on.
An example of an observation that can be made with this method is when comparing architects to doctors because, if decline in pay for doctors since 2008, as a percentage, is greater than the architect’s, as in those highest percentiles the gap between each percentile point is so great, this decline in absolute pay is barely noticeable, whereas a slightly smaller decline for architect is more noticeable by virtue of the smaller gap in between percentiles lower down.
Where ‘architect’ loses, in monetary terms, a dominant position extra-architecturally, how is this loss of power perceived? How does it affect the self-perception of architect? Do power differentials within the profession gain in importance?
Data on earnings for percentiles from 1 to 100 in the UK (this is available every 5 or 10 percentile point between 1 and 90 and for every percentile point from 90 to 99 (20 points available in total) is used to draw an interpolated curve for each year which architect’s pay can be situated on.
An example of an observation that can be made with this method is when comparing architects to doctors because, if decline in pay for doctors since 2008, as a percentage, is greater than the architect’s, as in those highest percentiles the gap between each percentile point is so great, this decline in absolute pay is barely noticeable, whereas a slightly smaller decline for architect is more noticeable by virtue of the smaller gap in between percentiles lower down.
Where ‘architect’ loses, in monetary terms, a dominant position extra-architecturally, how is this loss of power perceived? How does it affect the self-perception of architect? Do power differentials within the profession gain in importance?
Productivity & Pay
The dynamics between pay and productivity in architecture are particularly interesting and would suggest effects on the profession that cannot only be explained as resultant from a ‘neoliberal’ political economy.
One of the broad trends of the past forty years has been a decoupling of productivity growth from wage growth; the increased value of the stuff produced by workers is not being reflected in their wages. In the UK, LSE looks from 1981 and 2019 and shows a rise in productivity of 87 per cent while median employee wages only rose by 62 per cent: a 25-percentage point “overall decoupling” between productivity growth and median wage growth.
Within architecture, this trend appears reversed, where wages have fallen by less than revenue. This would mean that, simultaneously, wages are at their lowest ever and architects (employee or employer) are taking home record amounts of their production. For example, an architect paid 60k in 2008 and producing about 120k of revenues through their work is taking home half (50%) of their production. An architect in 2024 paid 50k and producing 80k of revenue is paid less, but is taking home more (two thirds (67%)) of their production.
Related: Wages - Revenue
One of the broad trends of the past forty years has been a decoupling of productivity growth from wage growth; the increased value of the stuff produced by workers is not being reflected in their wages. In the UK, LSE looks from 1981 and 2019 and shows a rise in productivity of 87 per cent while median employee wages only rose by 62 per cent: a 25-percentage point “overall decoupling” between productivity growth and median wage growth.
Within architecture, this trend appears reversed, where wages have fallen by less than revenue. This would mean that, simultaneously, wages are at their lowest ever and architects (employee or employer) are taking home record amounts of their production. For example, an architect paid 60k in 2008 and producing about 120k of revenues through their work is taking home half (50%) of their production. An architect in 2024 paid 50k and producing 80k of revenue is paid less, but is taking home more (two thirds (67%)) of their production.
Related: Wages - Revenue
What is productivity?
Productivity as a metric is essentially measuring how much money each architect is bringing in, how much value each architect is creating. It is important when looking at evolutions in pay.
There are different ways of calculating it and it could be done from the scale of the individual project to the sector as a whole. The broad principle is to take the amount of money coming in (in this case fees) and dividing by the amount of people or the number of hours worked to get that money in. For example, if 5 architects as working full-time on a project for 1 year for a fee of 300k, then each architect is producing 60k each year. A ’true’ productivity calculation will remove non-staff costs to revenue, which is the first graph shown. The others do not do this.
There are different ways of calculating it and it could be done from the scale of the individual project to the sector as a whole. The broad principle is to take the amount of money coming in (in this case fees) and dividing by the amount of people or the number of hours worked to get that money in. For example, if 5 architects as working full-time on a project for 1 year for a fee of 300k, then each architect is producing 60k each year. A ’true’ productivity calculation will remove non-staff costs to revenue, which is the first graph shown. The others do not do this.
Note
It should be noted that productivity would usually be deflated (adjusted for inflation) using a chain volume method however because CVM is not available for the M&N productivity calculation, to allow for comparison, a CPI deflator has been used throughout.
Productivity & Pay
The dynamics between pay and productivity in architecture are particularly interesting and would suggest effects on the profession that cannot only be explained as resultant from a ‘neoliberal’ political economy.
One of the broad trends of the past forty years has been a decoupling of productivity growth from wage growth; the increased value of the stuff produced by workers is not being reflected in their wages. In the UK, LSE looks from 1981 and 2019 and shows a rise in productivity of 87 per cent while median employee wages only rose by 62 per cent: a 25-percentage point “overall decoupling” between productivity growth and median wage growth.
Within architecture, this trend appears reversed, where wages have fallen by less than revenue. This would mean that, simultaneously, wages are at their lowest ever and architects (employee or employer) are taking home record amounts of their production. For example, an architect paid 60k in 2008 and producing about 120k of revenues through their work is taking home half (50%) of their production. An architect in 2024 paid 50k and producing 80k of revenue is paid less, but is taking home more (two thirds (67%)) of their production.
Related: Wages - Revenue
One of the broad trends of the past forty years has been a decoupling of productivity growth from wage growth; the increased value of the stuff produced by workers is not being reflected in their wages. In the UK, LSE looks from 1981 and 2019 and shows a rise in productivity of 87 per cent while median employee wages only rose by 62 per cent: a 25-percentage point “overall decoupling” between productivity growth and median wage growth.
Within architecture, this trend appears reversed, where wages have fallen by less than revenue. This would mean that, simultaneously, wages are at their lowest ever and architects (employee or employer) are taking home record amounts of their production. For example, an architect paid 60k in 2008 and producing about 120k of revenues through their work is taking home half (50%) of their production. An architect in 2024 paid 50k and producing 80k of revenue is paid less, but is taking home more (two thirds (67%)) of their production.
Related: Wages - Revenue
What is productivity?
Productivity as a metric is essentially measuring how much money each architect is bringing in, how much value each architect is creating. It is important when looking at evolutions in pay.
There are different ways of calculating it and it could be done from the scale of the individual project to the sector as a whole. The broad principle is to take the amount of money coming in (in this case fees) and dividing by the amount of people or the number of hours worked to get that money in. For example, if 5 architects as working full-time on a project for 1 year for a fee of 300k, then each architect is producing 60k each year. A ’true’ productivity calculation will remove non-staff costs to revenue, which is the first graph shown. The others do not do this.
There are different ways of calculating it and it could be done from the scale of the individual project to the sector as a whole. The broad principle is to take the amount of money coming in (in this case fees) and dividing by the amount of people or the number of hours worked to get that money in. For example, if 5 architects as working full-time on a project for 1 year for a fee of 300k, then each architect is producing 60k each year. A ’true’ productivity calculation will remove non-staff costs to revenue, which is the first graph shown. The others do not do this.
Note
It should be noted that productivity would usually be deflated (adjusted for inflation) using a chain volume method however because CVM is not available for the M&N productivity calculation, to allow for comparison, a CPI deflator has been used throughout.
Location
Either in the UK as a whole (M&N or AJ data) or in London, where the majority of architectural revenue is produced.
Position
M&N split data according to the architect’s type of practice and, though not a perfect analogy, the ‘salaried architect’, ‘principal in partnership’, and ‘sole practitioners’ can be roughly thought of as ‘employee’, ‘employer’, ‘self-employed’. In contrast to a method that splits by job title, this is not affected by how many people are in each of these positions (if, for example, pay for associates is increasing but few people are reaching that position, that figure is not as relevant). ‘Pay by age’, ‘Pay by experience’, and ‘Career pay growth’ are also relevant to this.
Post-2008 Pay
A hypothetical scenario where median architect’s pay trends like median pay in the UK post-2008 is mapped on.
Location
Either in the UK as a whole (M&N or AJ data) or in London, where the majority of architectural revenue is produced.
Position
M&N split data according to the architect’s type of practice and, though not a perfect analogy, the ‘salaried architect’, ‘principal in partnership’, and ‘sole practitioners’ can be roughly thought of as ‘employee’, ‘employer’, ‘self-employed’. In contrast to a method that splits by job title, this is not affected by how many people are in each of these positions (if, for example, pay for associates is increasing but few people are reaching that position, that figure is not as relevant). ‘Pay by age’, ‘Pay by experience’, and ‘Career pay growth’ are also relevant to this.
Post-2008 Pay
A hypothetical scenario where median architect’s pay trends like median pay in the UK post-2008 is mapped on.
Location
Either in the UK as a whole (M&N or AJ data) or in London, where the majority of architectural revenue is produced.
Position
M&N split data according to the architect’s type of practice and, though not a perfect analogy, the ‘salaried architect’, ‘principal in partnership’, and ‘sole practitioners’ can be roughly thought of as ‘employee’, ‘employer’, ‘self-employed’. In contrast to a method that splits by job title, this is not affected by how many people are in each of these positions (if, for example, pay for associates is increasing but few people are reaching that position, that figure is not as relevant). ‘Pay by age’, ‘Pay by experience’, and ‘Career pay growth’ are also relevant to this.
Post-2008 Pay
A hypothetical scenario where median architect’s pay trends like median pay in the UK post-2008 is mapped on.
Pay by Age
Pay by age looks at pay for different age groups since the early 90s. The blue shadow hugging the line is proportional to the percentage of architects that fall within that group. Pay by experience looks at pay based on years since ARB registration.
An example observation within ‘Pay by age’ is the rapid increase in young architects. From the 2000s to 2018 under 30s consistently represent 5%-6% of the workforce and 30–34-year-old architects around 15%-16%. In 2022 these numbers were 9% and 23% respectively, a roughly 50% increase.
A contributing factor is likely the increase of students on architecture courses. This is relevant to practice finances as this move towards lower paid workers raises question as to the ability of practice to offer these architects pay progression later on as this will come at a significantly higher cost given their much greater number, and, this at a time where in spite of a turn to these lower cost workers practices are still dedicating increasing amounts of revenue to salaries.
An example observation within ‘Pay by age’ is the rapid increase in young architects. From the 2000s to 2018 under 30s consistently represent 5%-6% of the workforce and 30–34-year-old architects around 15%-16%. In 2022 these numbers were 9% and 23% respectively, a roughly 50% increase.
A contributing factor is likely the increase of students on architecture courses. This is relevant to practice finances as this move towards lower paid workers raises question as to the ability of practice to offer these architects pay progression later on as this will come at a significantly higher cost given their much greater number, and, this at a time where in spite of a turn to these lower cost workers practices are still dedicating increasing amounts of revenue to salaries.
Pay by Experience
Pay by age looks at pay for different age groups since the early 90s. The blue shadow hugging the line is proportional to the percentage of architects that fall within that group. Pay by experience looks at pay based on years since ARB registration.
An example observation within ‘Pay by age’ is the rapid increase in young architects. From the 2000s to 2018 under 30s consistently represent 5%-6% of the workforce and 30–34-year-old architects around 15%-16%. In 2022 these numbers were 9% and 23% respectively, a roughly 50% increase.
A contributing factor is likely the increase of students on architecture courses. This is relevant to practice finances as this move towards lower paid workers raises question as to the ability of practice to offer these architects pay progression later on as this will come at a significantly higher cost given their much greater number, and, this at a time where in spite of a turn to these lower cost workers practices are still dedicating increasing amounts of revenue to salaries.
An example observation within ‘Pay by age’ is the rapid increase in young architects. From the 2000s to 2018 under 30s consistently represent 5%-6% of the workforce and 30–34-year-old architects around 15%-16%. In 2022 these numbers were 9% and 23% respectively, a roughly 50% increase.
A contributing factor is likely the increase of students on architecture courses. This is relevant to practice finances as this move towards lower paid workers raises question as to the ability of practice to offer these architects pay progression later on as this will come at a significantly higher cost given their much greater number, and, this at a time where in spite of a turn to these lower cost workers practices are still dedicating increasing amounts of revenue to salaries.
Academia Revenue
Fee income is calculated using data on the fee status of students (UK, EU, non-EU), tuition fees rates, and teaching grants amounts for each year. It does not account for donations or activities funded externally.
Two contrasting comparisons that can be made is where, on a total basis, academia today has doubled in size relative practice. Today, fee income in academia is roughly 6% of fee income in practice. In 2008 this number was 3%. At the same time, on a per student basis, fee income is relatively flat compared to 2008.
Two contrasting comparisons that can be made is where, on a total basis, academia today has doubled in size relative practice. Today, fee income in academia is roughly 6% of fee income in practice. In 2008 this number was 3%. At the same time, on a per student basis, fee income is relatively flat compared to 2008.
Student Numbers
Student numbers have continued to rise rapidly over the past decades, though appear to now be stabilising. This has happened while conditions in the profession continue to decline, though the ethics of the encouraging more people into the profession have generally not been related to the conditions of the profession they are encouraged into.
This rise is also reflected in the rapid rise in the proportion of young people in practice, which may lower the average wage bill in practice, allowing, at least a partial absorption of lower revenues.
Related to: Pay by Age - Pay by Experience - Revenues
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Two sources can be used to measures the number of students ‘doing architecture’. RIBA measures the number of new entrants on RIBA validated architecture courses, which has risen continually over the past 15 years. HESA captures ‘architecture courses’ and the total number of student in the year of study is shown. (Note that HESA ‘architecture courses’ are not necessarily RIBA validated)
This rise is also reflected in the rapid rise in the proportion of young people in practice, which may lower the average wage bill in practice, allowing, at least a partial absorption of lower revenues.
Related to: Pay by Age - Pay by Experience - Revenues
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Two sources can be used to measures the number of students ‘doing architecture’. RIBA measures the number of new entrants on RIBA validated architecture courses, which has risen continually over the past 15 years. HESA captures ‘architecture courses’ and the total number of student in the year of study is shown. (Note that HESA ‘architecture courses’ are not necessarily RIBA validated)
US Architect's Pay
Comparing architect’s pay in the UK to the US is possible but presents methodological challenges. A more stable means of doing this is by comparing the sectors to their respective economies, showing a relative correlation between pay for the US architect when compared to other US workers, as opposed to the decoupling seen in the UK over the past 15-20 years.
Career Pay Growth
Career pay growth uses data from ‘Pay by age’ and ‘Pay by experience’ to map median pay progression different generations of architects. For example, if looking at an architect born in the late 70s and entering into practice in the early 2000s, then we use data from 2003 for pay under 30, 2008 for pay between 30 and 34, 2013 for pay between 35 and 39, and so on…
It does raise a question as to whether, since the late 2010s, career pay progression has only been sufficient for mitigate the deflation of median pay, i.e. the architect starting in, for example, 2010, on an inflation adjusted basis, is earning the same today as 10-15 years ago, their pay rises having only been sufficient to match inflation.
It does raise a question as to whether, since the late 2010s, career pay progression has only been sufficient for mitigate the deflation of median pay, i.e. the architect starting in, for example, 2010, on an inflation adjusted basis, is earning the same today as 10-15 years ago, their pay rises having only been sufficient to match inflation.
Students by Gender
An increase in the percentage value in female or non-white students in education will be reflective either of an increase in female or non-white students (increasing the numerator), a decrease in male or white students (decreasing the denominator), or a combination of both.
By showing the data as it here, either showing the actual number of each of these groups, or a coefficient of increase, the calculation is disaggregated and related back to other objects within the image. For example, by that percentage increasing almost entirely due to an increase in female/non-white students, there is a rapid increase in the number of students. This relates directly to staffing and pay in the rapidly increasing number of young architects. Indirectly, how does it relate to revenues; does the profession need/can it support this increase? And, if action to attract female/non-white people is an ethical choice (offer more opportunities to historically underrepresented groups) is it ethical to attract them into this profession as opposed to another, when it may not be able to support these students?
By showing the data as it here, either showing the actual number of each of these groups, or a coefficient of increase, the calculation is disaggregated and related back to other objects within the image. For example, by that percentage increasing almost entirely due to an increase in female/non-white students, there is a rapid increase in the number of students. This relates directly to staffing and pay in the rapidly increasing number of young architects. Indirectly, how does it relate to revenues; does the profession need/can it support this increase? And, if action to attract female/non-white people is an ethical choice (offer more opportunities to historically underrepresented groups) is it ethical to attract them into this profession as opposed to another, when it may not be able to support these students?
Students by Ethnicity
An increase in the percentage value in female or non-white students in education will be reflective either of an increase in female or non-white students (increasing the numerator), a decrease in male or white students (decreasing the denominator), or a combination of both.
By showing the data as it here, either showing the actual number of each of these groups, or a coefficient of increase, the calculation is disaggregated and related back to other objects within the image. For example, by that percentage increasing almost entirely due to an increase in female/non-white students, there is a rapid increase in the number of students. This relates directly to staffing and pay in the rapidly increasing number of young architects. Indirectly, how does it relate to revenues; does the profession need/can it support this increase? And, if action to attract female/non-white people is an ethical choice (offer more opportunities to historically underrepresented groups) is it ethical to attract them into this profession as opposed to another, when it may not be able to support these students?
By showing the data as it here, either showing the actual number of each of these groups, or a coefficient of increase, the calculation is disaggregated and related back to other objects within the image. For example, by that percentage increasing almost entirely due to an increase in female/non-white students, there is a rapid increase in the number of students. This relates directly to staffing and pay in the rapidly increasing number of young architects. Indirectly, how does it relate to revenues; does the profession need/can it support this increase? And, if action to attract female/non-white people is an ethical choice (offer more opportunities to historically underrepresented groups) is it ethical to attract them into this profession as opposed to another, when it may not be able to support these students?
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1.OBJECT
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Focus is on the discrete form of the object. The use of ‘time’ to consider the development adds value, and the use of multiple sources substantiates the form.
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The individual weight of each object is concentrated and combines into a singular and totalising mass.
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The form of each object, the similarities between objects, and how they are received, identify ideology, dogma, assumptions that influence these qualities.
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