Our greatest strength is you.
We know our most valuable asset is our people. That’s why we put people first—in everything we do. Happy, healthy individuals contribute to positive, high-performance teams. Your personal success is our collective success.
Come create a world that restores, nurtures, and protects life on our planet through sustainability, resilience, diversity, inclusion, well-being, and programs that give back to our communities. Be part of some of something bigger.
We are currently accepting applications for our summer internship program, and invite YOU to apply!
The E. Todd Wheeler Fellowship honors the design luminary of the same name, who transformed healthcare architecture—and healthcare delivery—in the mid-twentieth century. The yearlong fellowship is open to recent design graduates, and is highly competitive.
The Phil Freelon Fellowship for African American and other under-represented students stems from a partnership with the Harvard Graduate School of Design (GSD) and our late colleague Phil Freelon. Introduced in 2016, the Phil Freelon Fellowship provides expanded academic opportunities to students of color, and helps fill the profession’s talent pipeline with more diverse designers.
The Cornell Future Architect Award is a merit-based award that gives under-represented high school students the opportunity to attend Cornell’s Introduction to Architecture Program, at no cost. The program introduces students to the rigors of a bachelor of architecture degree program and helps them prepare a competitive portfolio. The award was established in 2016.
The Nagle-Johnson Family Fellowship at the Harvard Graduate School of Design (GSD)—established in 2018 by our firm’s Global Design Director, Ralph Johnson, and his wife Kathleen—provides financial aid to under-represented GSD students with the aim of expanding their academic and career prospects.
The Black in Design Mentorship Program with the Harvard Graduate School of Design (GSD) aims to promote greater representation of Black talent in the design industry. Originally conceived by students and Perkins&Will professionals at the GSD’s 2019 Black in Design Conference, the mentorship program will fill a critical educational and career gap in the design profession by fostering meaningful and lasting relationships starting as early as high school.
We believe everyone has the potential to be a great leader. So we’re committed to helping people realize that potential. Our Leadership Institute invites emerging leaders from around the firm to participate in a year-long program to strengthen and refine their leadership skills. With the mentorship of more seasoned staff, these rising stars follow a curriculum of activities that enhance their business savvy, sharpen their problem-solving skills, and bolster their emotional intelligence.
Sure, some might call us geeks. But we take that as a compliment. We’re proud of our culture of curiosity, and we go the extra mile to keep it flourishing. One way we do that is through our Innovation Incubator, which awards micro-grants to self-organized teams interested in researching a specific aspect of design. By nurturing idea exploration, we grease the wheels for creative problem-solving.
From volunteering at soup kitchens to teaching children in the classroom, we devote our time and resources every day to making our local communities stronger. We also support causes that are near and dear to you, allowing you to donate your design skills to make a positive difference in the lives of those who need it most.
We offer wellness workshops, reimbursement for fitness programs, and free flu shots every year. Each studio annually hosts a week-long wellness fair, too. We also provide a public transportation subsidy to get you moving more sustainably with mass transit.
In 2015, our U.S. practice began offering paid time off to new parents to care for and bond with their new children. The program offers four weeks of paid leave to new moms, new dads, and/or their domestic partners within three months of a birth, adoption, or foster placement. New parents have the option to take all four weeks consecutively, or create their own schedule based on a work-life balance that meets their family’s needs.
Diversity and Inclusion
We embrace diversity and welcome talent from every walk of life. Because the more diverse our perspectives, the more innovative our design solutions. We’re also an Equal Opportunity Employer.*
We proudly offer all of our U.S. employees paid parental leave and comprehensive health benefits—including those for same-sex spouses and same-sex domestic partners. We’re also pleased to offer U.S. health benefits that include coverage for gender confirmation surgery specifically for our transgender employees. We support #workingpostively, too, and have pledged to be visible role models on behalf of employees living with HIV.
We’re grateful to have been named a “Best Place to Work for LGBTQ Equality” by the Human Rights Campaign for three consecutive years—2019, 2020, and 2021.
*Equal Employment Opportunity Statement
Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy (“EEO”), which is part of the Company’s Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis, and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.
Pay Transparency Nondiscrimination Provision
Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Click here to access our Modern Slavery and Human Trafficking Policy.
*The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in machine-readable files (MRFs).UnitedHealthcare creates and publishes the Machine-Readable Files on behalf of Perkins&Will, these files are written in JSON, which is a machine-readable language. To view MRFs, Hit Ctrl-F on your keyboard to bring up a search bar, type in Perkins and Will
To link to the Machine-Readable Files, please click on: transparency-in-coverage.uhc.com.