Leading with Pride: AIA Philadelphia President Celebrates EDI and PRIDE Through Member Spotlights

By Danielle DiLeo Kim, AIA
President, AIA Philadelphia

Great design starts with inclusion—and thrives when every voice has a seat at the table. This Pride Month, AIA Philadelphia is proud to celebrate all the LGBTQIA+ members of our architecture community who are shaping a more equitable, just, and vibrant profession. As President of the Chapter, I’m honored to spotlight three dynamic leaders whose work and perspectives embody the power of design rooted in empathy, identity, and social impact. Meet Elsa G. De Leon, Associate AIA and our Director of Equity, Diversity, and Inclusion for the Chapter; Julianne J Peters, NCIDQ, Assoc AIA and CEO & Founder of Design Success Network; and Ben Willis, AIA, LFA, NCARB, an Associate Principal at Union Studio—who are each bravely leading with purpose and pride.

Elsa G. De Leon, Associate AIA

Architectural Designer | MGA Partners

she/her

Elsa, as Director of EDI, what would you like to see the AIA Board accomplish or what goals do you have for the Board?

I joined the Board at the beginning of 2025, full of ideas and eager to create a strategic approach. I did not anticipate encountering a political climate that would require us to rethink our EDI strategy. However, I have chosen not to stay silent, but instead to prioritize the investment of our resources in equity, diversity, and inclusion.

One of my goals is to initiate a recognition program celebrating peers who have implemented strong EDI frameworks within their firms and beyond. Identifying these individuals will help set standards for action and serve as a valuable resource for others who wish to begin these conversations. I hope to facilitate connections among various practices, with the intention of fostering social justice awareness across the profession.

With our current EDI approach, we aim to create a suite of resources for our chapter members—ranging from guidance on cultivating inclusive workplace cultures to legal advice on compliance with new regulations. Our focus will be on investing in EDI training, strengthening our diverse community, and amplifying the voices of those who have long gone unheard.

From your perspective, what do you think are the biggest challenges to advancing EDI in the architectural profession today?

One of the biggest challenges is bringing uncomfortable conversations into the workplace. We can continue learning about EDI, recognizing our weaknesses, and identifying systemic issues, but without action plans and clearly assigned responsibilities, these discussions remain just that—conversations.

I still see professionals hesitant to speak out or stand by their values. We often leave advocacy meetings and training feeling inspired, only to return to the status quo at the office. Without clear EDI metrics, we fail to acknowledge that EDI goes far beyond race or color; it encompasses a broader commitment to equity and systemic change.

It has become even more difficult recently, as many firms face uncertainty and leadership begins to question the value of EDI. Now more than ever, it’s critical to reimagine and redefine our organizational cultures to actively advance EDI and develop a roadmap for addressing these ongoing challenges.

How do you think architecture firms can better support underrepresented voices in both design and leadership?

Firms should begin by assessing their internal culture and identifying gaps. Investing in meaningful training, increasing transparency in hiring and retention processes, and taking stronger, measurable steps toward diversifying teams are key. Most importantly, firms must foster cultural awareness at every level.

Architecture practices should celebrate the diversity within our profession by showcasing the work of minority leaders, recognizing the value of cultural enrichment, and building connections with our communities. In doing so, we can demonstrate how our interdisciplinary profession can serve as an agent of change.

Finally, where do you find joy in your work?

I find joy in sharing my unconventional path in architecture and how I got to where I am today. In my current role, I am not only a designer but also a mentor and a leader. While the journey has been a rollercoaster, sharing my experiences—the highs and the lows—has resonated with others who see themselves in me.

When aspiring architects, whether international students or community college students, hear that I was once in their shoes, they begin to relate to my story and feel inspired. I never imagined I would have that kind of impact. Being able to guide and support students through my lived experience is one of the most rewarding aspects of my work.

Ben Willis, AIA, LFA, NCARB

Associate Principal | Union Studio Architecture & Community Design

he/him 

Ben, you’re a principal at Union Studio. What drew you to Union Studio?

I was drawn to Union because of their mission-driven focus. This community-centered work has attracted an incredible team of people who take our projects seriously while leaving lots of room for curiosity, humility, and joy in the office. It's a privilege to be surrounded by compassionate people who are all working to empower others and save the world.

As a gay man, how do you see the intersection of LGBTQIA+ identity and architectural practice influencing inclusive design? Has it? Can it?

Being part of the queer community invites a heightened awareness of belonging, and we bring that awareness to design outcomes and, maybe more importantly, the design process. Queer culture invites members and allies to explore ways of being that challenge binary thought and dominant assumptions. Accepting this invitation flexes our curiosity and, combined with empathy and technical expertise, opens more imaginative and intentional decision-making in design. This doesn't necessarily lead to places that look radically different or rebel against all tradition--it's often small details of a plan layout or material choice or furniture selection that have the biggest impact on a more inclusive everyday experience. 

Through your personal experience, what are the challenges that LGBTQIA+ designers still face in the architecture industry, and how can firms meaningfully address them?

To me, the most significant challenges to the LGBTQ community feel rooted in the denial of our full identities: whether that's people and systems outside of the design community demanding that we deny our queerness, or people and systems within the design community who discount our professional capacity. At the end of the day, we want the opportunity to flourish and feel a sense of belonging as practitioners. Intentional, quiet allyship goes a long way—especially as a complement to mentorship. Leaders and colleagues can lift up and empower LGBTQ team members in the small acts that define a firm's culture and especially outside the office in client meetings and construction job site visits.

Julianne J Peters, NCIDQ, Assoc AIA

CEO & Founder of Design Success Network

 she/her

Julianne, how do you see the intersection of LGBTQIA+ identity and architectural practice influencing inclusive design?

The LGBTQIA+ community encompasses a wide variety of identities and experiences that often require us to create our own sense of place. As a queer woman, this lived practice brings a powerful lens to designed spaces that value celebrating individuality and self actualization. Architecture creates built space, but successful architecture must create welcoming environments that affirm identities of all persons. Inclusive architecture goes beyond accessibility codes and checklists to ask: Who is this space for? Who should feel welcome here? How do we make the space inclusive for all people? Including the voices of LGBTQIA+ designers will help projects answer these questions with empathy, intention, and care.

What challenges do LGBTQIA+ designers still face in the architecture industry, and how can firms meaningfully address them?

LGBTQIA+ designers encounter challenges ranging from subtle exclusion and underrepresentation, to more overt discrimination, especially in leadership pipelines or on job sites. Firms can address these barriers by fostering authentic inclusion with those they want to include. That means creating space for affinity and advocacy groups, uplifting LGBTQIA+ voices, and embedding inclusive values into both office culture and the design process itself. It also means providing education and learning opportunities to allies on staff who are not familiar with the culture and struggles of their LGBTQIA+ coworkers.

Speaking of Pride, what are you most proud of—in your career and life?

Of all the things I have designed and built in my career and life thus far, the one that I am most proud of isn't on paper. Community connections have become central to my life. Building a sense of community creates space for people to share ideas, thoughts, and feelings. Community is where my chosen family gathers to share stories and a meal. Community is where I've gathered colleagues to create mentorship groups. Community is what makes me feel full of pride!

Our commitment continues 

I hope you’ve been inspired and challenged by Elsa, Ben, and Julianne’s brave insights, and I am so grateful that they shared their stories with us. These three leaders remind us that equity and inclusion are not just ideals—they are daily practices that transform how we lead, design, and connect with one another. Their stories inspire us to move beyond performative gestures and build meaningful frameworks for belonging in our firms, our Chapter, and the built environment at large. As we celebrate Pride this month and recommit to EDI year-round, let’s amplify underrepresented voices, cultivate authentic leadership, and continue designing a profession where everyone can thrive—exactly as they are.

Reach out any time!

Danielle