In recent years, there’s been a growing recognition of the importance of diversity, equity and inclusion within the corporate world. Companies now recognize that a diverse workforce brings a wealth of perspectives, ideas and innovation. However, one major barrier continues to impede the progress of underrepresented groups: the high cost of living. We recently sat down with Kelly Knight Hodges, Gresham Smith’s chief development and engagement officer (CDO); Kim Williams, an HR partner and DEIB leader at the firm; and Lakiesha Stanley, a Healthcare interior designer and chair of Gresham Smith’s IMAGE (Inclusive Multiculturalism for Advancement, Growth and Equity) Employee Resource Network (ERN), to discuss how the firm is helping to bridge this gap through initiatives like its Housing Grant Program for summer interns.
What was the impetus for Gresham Smith’s housing grant initiative?
Kelly Knight Hodges: Our IMAGE ERN launched the Housing Grant Program in 2022 to provide housing stipends to summer interns from underrepresented populations in the A/E industry. Our goal is not just to increase diversity within the firm but also to contribute to a more inclusive industry. This grant program is a key part of our broader Diversity, Equity, Inclusion and Belonging (DEIB) strategy. Through such initiatives, we aim to inspire the next generation of architects and engineers and foster a diverse, innovative and forward-thinking workforce for the future.
“This grant program is a key part of our broader Diversity, Equity, Inclusion and Belonging (DEIB) strategy. Through such initiatives, we aim to inspire the next generation of architects and engineers…”
– Kelly Knight Hodges, Chief Development and Engagement Officer
How does Gresham Smith prioritize diverse recruitment practices?
Kelly: Historically, the A/E industry is one of the least diverse industries in our country. Additionally, fewer students are entering the field, which impacts future workforce demands. At Gresham Smith, we take a multifaceted approach to expose young people to our profession. This includes our participation in Project Pipeline and the ACE Mentorship program. We also engage with colleges and universities, including historically Black colleges and universities (HBCUs), to connect with students. Our goal is to build relationships early in their academic careers through campus engagement, hosting students in our offices, and collaborating with professional organizations like NOMA, NSBE and SHPE. We also offer job shadows, Capstone Reviews and guest/adjunct lectures to foster these connections.
What are some of the benefits created by the Housing Grant Program?
Kim Williams: One of the primary benefits is equitable opportunity. Ultimately, the program helps alleviate some of the financial strain on students, allowing them to focus fully on their internships and contribute meaningfully to our firm rather than focusing on fiscal concerns. There’s also the potential for them to transition to full-time roles at Gresham Smith following their internships.
Does Gresham Smith continue to support the interns once they go back to school?
Kim: Absolutely. Our commitment doesn’t just end with their summer engagement. Our interns often stay connected with our architects and engineers even after they return to school. This ongoing professional support speaks volumes about our culture and the value we place on mentorship. It’s not just about providing a one-time opportunity—it’s about building lasting relationships that help them grow both professionally and personally.
“This ongoing professional support speaks volumes about our culture and the value we place on mentorship.”
– Kim Williams, HR Partner and DEIB Leader
What does the selection process for the Housing Grant Program involve?
Lakiesha Stanley: The selection process identifies interns who not only demonstrate academic excellence and professional potential but also embody the values of diversity, equity and inclusion. Recipients who meet these criteria are chosen at random. This year we selected four grant recipients, and two of those interns went on to accept full-time positions at Gresham Smith.
I think it’s important to note that the selection process is an all-hands-on-deck effort. From university recruitment to partnerships with organizations like NOMA, Gresham Smith, including our leadership, is deeply committed to seeking talent from diverse backgrounds and HBCUs. This extensive effort goes beyond traditional recruitment routes, involving employees who volunteer, mentor and even serve as adjunct professors. These dedicated individuals identify and recommend students who align with our values. This collective commitment reflects the heart of Gresham Smith’s culture and the supportive and inclusive environment we foster. It also illustrates our dedication to building a robust and diverse talent pipeline for the future.
What is the overall impact of the Housing Grant Program to both interns and the firm?
Lakiesha: Although critical, the significance of this grant transcends financial support. It reflects our commitment to nurturing talent from all backgrounds, ensuring the next generation of professionals in the A/E industry is rich in diversity, and providing everyone with the opportunity to succeed. We see the Housing Grant Program continuing to play a vital role in our DEIB efforts. By investing in interns’ futures, we are also investing in the future of our firm. We look forward to seeing more interns transition to full-time roles, contributing to the firm’s culture and the impact we have on the communities in which we live and work.
