True belonging never asks us to change who we are. True belonging requires us to be who we are.
Brené Brown
Ecosystem of Wellbeing and Belonging
Cushing Terrell DEI+B Leader Sheri Blattel took part in Zweig’s elevateHER cohort and presented at the 2024 ElevateAEC conference.
Statement of Purpose
Our firm’s Diversity, Equity, Inclusion, and Belonging (DEI+B) Statement of Purpose underscores our collective belief that people are the most vital component of our business, our design work, our client base, the communities we inhabit, and the world around us:
Cushing Terrell is committed to pursuing, achieving, and preserving a culture that embraces diversity, equity, inclusion, and belonging — within our firm, partnerships, communities, and the places we design. We are invested in expanding awareness of different lived experiences, building capacity for understanding and mutual respect, and implementing practices that uphold our commitments.
Our mission to invent a better way of living includes continuous work toward fostering conditions in which all individuals are valued, are treated fairly and respectfully, are authentically represented, and have equitable access to opportunities and resources. Celebrating our unique differences translates directly into creative solutions for the built environment, where our most tangible impact on humanity can be seen.
Grassroots Support Within Our Firm
In February 2025, a team member-drafted statement of support was signed by more than 100 team members and submitted to firm leadership. It reads:
We, the Employees of Cushing Terrell, reaffirm our support of Cushing Terrell’s Diversity, Equity, Inclusion, and Belonging (DEI+B) Statement of Purpose and associated programs and intiatives, including: Employee Resource Groups, Pro Bono Projects, Sustainability Commitments, and Equal Opportunity Hiring Practices. These programs support the firm’s Forever Values, emphasizing compassion, integrity, understanding, and diversity, which lead to innovation and design excellence.
The document now resides on Cushing Terrell’s intranet and includes an endorsement of unwavering support from President and CEO Greg Matthews.
Employee Resource Groups at Cushing Terrell
An employee resource group (ERG) is a professional, team member-led community that voluntarily joins together based upon shared identity, values, perspectives, or goals. ERGs serve as a safe space for individuals to experience a sense of belonging, share life stories, collaborate, and discuss an array of topics. The purpose of ERGs at Cushing Terrell is to strengthen workplace relationships, foster belonging, and promote growth — both professional and personal. Many sources, such as the International Institute for Management Development, McKinsey & Company, and Gravity Research, cite ERGs as effective tools for bolstering belonging, inclusivity, recruitment, and retention among team members; and vital consultative groups for internal and external messaging.
Policies and procedures are readily accessible inside Cushing Terrell for team members to form additional groups in the future, but at present, the firm has four functioning ERGs:
Women in Action
Purpose: The Women in Action group’s mission is to build a trusting community where women can come together to learn, grow, connect, and empower each other in all aspects of their lives. We are dedicated to supporting women in their personal and professional journeys, fostering a sense of belonging, and promoting gender equality and empowerment.
Hue
Purpose: The Hue ERG exists to create and maintain a safe and supportive space of belonging for all LGBTQ+ team members and allies. We champion the exchanging of ideas, the sharing of strategies for navigating the world, and a commitment to education and action that inspires positive change. Our goal is continual progress toward a more inclusive and equitable culture in which every person can fearlessly share their whole, authentic self. Know this: You are not alone.
Architect Registration Examination (ARE) Support Group
Purpose: Together toward licensure — our mission is to support and empower one another through shared knowledge, accountability, and encouragement. We provide insight, feedback, and growth opportunities to expand our architectural understanding and confidently navigate the ARE journey as a team.
Neuro
Purpose: To create an inclusive and safe space for neurodiverse employees of Cushing Terrell, and allies of neurodivergent people, where we can share stories, find community, and celebrate the intersections of our identity.
Building a More Diverse Talent Pipeline
Cushing Terrell has expanded the breadth of its recruitment efforts, intentionally including schools, geographic areas, and organizations we have never, or only minimally in the past, sourced talent from. Existing team member input and affiliations have added significantly to our recruitment program — organizations such as: Ace Mentor Program of America, the National Organization of Minority Architects (NOMA), and AIA Seattle’s Asian American Designers Union (AADU).
Steering the Process
In 2022, Cushing Terrell formed its first Diversity, Equity, Inclusion, and Belonging (DEI+B) Steering Committee, comprised of volunteer team members representing various offices, professional disciplines, years of tenure, and ownership tiers. The committee’s Statement of Purpose is as follows:
In support of the firm’s DEI+B Statement of Purpose and overall Strategic Plan, Cushing Terrell’s DEI+B Steering Committee actively champions, shares, supports, and accomplishes the firm’s organizational DEI+B initiatives. The Steering Committee will help hold leadership and the overall firm accountable to its DEI+B journey and constantly act to build and maintain a long-lasting framework for ensuring (forever evolving) DEI+B initiatives are achieved.
Members of the DEI+B Steering Committee serve as:
- Ambassadors and action-oriented participants toward building an inclusive culture at Cushing Terrell.
- Active contributors to firmwide DEI+B strategy (long-term goals) and tactics (specific, shorter-term initiatives).
- Advisors to the Board, HR, and Marketing/Communications (plus one another) on ways DEI+B can be implemented, advanced, tracked, revised, and communicated — both internally and externally.
