The Confidence Gap: Examining Its Impact on Women’s Careers in Architecture

Navigating the architecture industry presents unique challenges for women, not least of which is the "confidence gap"—a phenomenon where women, despite their skills and expertise, may hesitate to seek promotions, advocate for themselves, or feel secure in their roles. In a candid conversation, Ishwariya Rajamohan, coach and former architect, discussed the confidence challenges that many women face in architecture, how they impact career progression, and what can be done to foster a more inclusive and supportive industry environment.

Understanding the Confidence Gap

The confidence gap in architecture is more than just a personal hurdle; it’s shaped by the structural and cultural barriers within the profession. According to Ishwariya, many women encounter setbacks in architecture due to the field’s reputation as male-dominated, competitive, and demanding. This perception creates an environment where women may feel out of place, struggle to assert themselves, and ultimately consider leaving the field. As Ishwariya points out, “Confidence issues aren’t just about individuals—it’s about how the industry needs to support diverse voices and approaches in leadership.”

From unequal opportunities for promotion to balancing work with personal life demands, women face barriers at many stages. Ishwariya noted that these pressures often lead women to “doubt their place or ability to make an impact,” sometimes even at early stages in their careers. The challenges women face in advancing through architecture can be compounded by systemic issues like lack of representation at senior levels, pay disparities, and expectations to work long, inflexible hours.

The Role of Confidence in Career Progression

One of the key issues Ishwariya identifies is the hesitation many women feel when asking for promotions, raises, or new roles. She emphasizes that this hesitation is less about ability and more about an environment that often doesn’t encourage or reward self-advocacy. "Women come to me feeling unsure about asking for what they deserve, fearing they might come across as too assertive or demanding," she explains.

Ishwariya describes instances where talented women have been bypassed for leadership roles or significant projects, not due to a lack of skill but because they didn't advocate strongly enough for their place. Over time, these patterns can erode confidence, leaving women feeling as though they lack the authority or validation to advance in their careers. This cycle creates a “leaky pipeline” where many capable professionals either choose to exit architecture or shift to roles outside traditional practice.

How the Confidence Gap Affects Retention

Beyond individual confidence, Ishwariya stresses that industry-wide retention issues are deeply intertwined with how women experience these challenges. Many women reach a “tipping point,” where they see few changes in gender parity and representation and ultimately decide to leave the field. This loss is not only a missed opportunity for firms but also impacts the industry’s potential for innovation and inclusivity.

In her experience as a coach, Ishwariya has seen women leave architecture to start their own firms, where they can create flexible, inclusive environments that align with their values. Others may move into related fields like real estate, interior design, or project management, where they feel they have greater control over their career trajectory and work-life balance. This trend reflects a wider issue: architecture firms may need to reevaluate their cultures, policies, and support structures to retain talented professionals and foster diversity.

Building a More Inclusive and Supportive Culture

Creating a more supportive and empowering environment for women involves systemic changes within firms. Ishwariya suggests that firms need to recognize the confidence gap and actively work to bridge it by providing clear pathways to leadership, mentorship, and flexible working options. She also highlights that visible representation matters—when women see others in senior roles, they are more likely to envision themselves in those positions and advocate for their growth.

Another critical factor is flexibility around family life. Ishwariya notes that many women in architecture feel the tension between pursuing their careers and managing family responsibilities, a barrier that is often heightened by the industry’s traditionally rigid hours and expectations. Firms that prioritize work-life balance and provide meaningful maternity support are more likely to retain female employees long-term.

Advice for Women in Architecture: How to Build Confidence

For women struggling with confidence in architecture, Ishwariya recommends a few key strategies:

1. Track Your Achievements: Maintaining a record of successes, big and small, can be a powerful tool for reinforcing self-worth. Reviewing accomplishments can provide a confidence boost, particularly when preparing for performance reviews or interviews.
2. Develop a Supportive Network: Ishwariya emphasizes the value of building a network, both within and outside the firm. Engaging with supportive colleagues, mentors, and professional groups can provide guidance, encouragement, and insight into advancing in the field.
3. Practice Self-Advocacy: Learning to self-advocate is essential, especially in a field where opportunities for advancement may not always be clear. Ishwariya encourages women to practice speaking up for their contributions and to approach leadership roles with confidence.
4. Find Grounding Techniques: When facing intimidating situations, such as site visits or high-stakes meetings, Ishwariya advises women to find practices that keep them grounded—whether through deep breathing, preparation, or reminding themselves of their expertise and value.

The Importance of Fostering Diversity for the Future of Architecture

For the architecture industry to evolve, it must cultivate an environment where diverse talents can thrive, where women feel empowered to bring their skills to every level of a project. Ishwariya’s insights remind us that confidence-building is a shared responsibility—one that requires both individual action and organizational commitment.

Architecture firms that prioritize inclusive practices not only benefit from retaining talented professionals but also contribute to a more empathetic, innovative industry. “Our field thrives on collaboration, empathy, and understanding,” Ishwariya says, “and that starts with supporting each person’s journey.”

For more resources on navigating careers in architecture, visit Architecture Social and join the conversation on fostering an inclusive, diverse profession.