Every SDA member has a unique story—one that reflects their journey, growth, and connection to our vibrant community. In our new blog series, SDA & Me, we’re highlighting the voices of our members as they share what brought them to SDA, how their experience has evolved, and the moments that have made the biggest impact. Whether it’s professional development, lasting friendships, or unforgettable experiences, these testimonials showcase the value of being part of SDA. Today, we feature Jennifer HinkleyKarnisky, CDFA, who shares her SDA journey and what keeps her engaged in our community.

When did you join SDA and what initially motivated you to join?

I believe it was 2006 when I joined SDA. It has been a very long time. I was in the AEC industry for about 10 years at this point and had met a few people locally that encouraged me to join. The firm was very supportive and continues to be.

How has your experience with SDA changed over time?

I have become more and more involved as time passes. Each interaction with SDA members, my chapter, national, and at conferences only reminds me of the value it provides to my career.

What aspects of SDA have you enjoyed the most?

It is the people that make this organization the best. Having resources who are involved in this industry that I can rely on, ask questions, and support is what I enjoy most.

What motivates you to stay engaged or involved with SDA?

Again, it is the people. The organization has grown exponentially over the years through providing better resources, education, certification, but still, it is the people who really make my involvement and engagement worthwhile.

Can you describe a memorable experience you’ve had as an SDA member?

There are so many…I really enjoyed attending the AIA conferences when SDA was a part of them. It was an easy way to incorporate my everyday involvement with architects and SDA.

Want to share your SDA story? Each member’s journey is unique, and we’d love to hear yours! If SDA has made an impact on your career and connections, reach out to us (admin@sdanational.org) to be featured in a future SDA & Me spotlight. Stay tuned for more inspiring stories from our amazing members!

April is Administrative Professionals Month, and at SDA, we’re highlighting the stories and voices of the professionals who keep A/E/C firms running strong. Our members may not always be in the spotlight—but their impact is undeniable. In this post, Jayne Niemann, CDFA, a proud member of the SDA Denver Chapter and the National Membership Committee, shares her inspiring journey of growth, leadership, and the power of community.

In the dynamic world of architecture, engineering, and construction (A/E/C), leadership is often forged through dedication, experience, and a passion for growth. My journey is a testament to this and I hope it inspires others to lean on SDA to pursue their goals!

I began my career in the A/E/C industry in 2006 as an Administrative Assistant at JR Engineering and then at RB+B Architects. During this time, I was introduced to SDA by one of my coworkers who had partnered with the Denver Chapter as an AIA member. My skills grew exponentially through SDA education programs and guidance from chapter members, leading me to the role of Office Manager.

Shortly after joining SDA in 2015, and thanks to the encouragement and mentorship of Anne McNeeley, Debra Ellis, Jennifer Hinkley-Karnisky, and many others, I was inspired to get more involved with the Chapter, starting off with one term on the Nominating Committee and then three terms as Treasurer. Since then, I’ve also served four terms as President and one as Vice President.

Thanks to the connections I’ve made through SDA, and with additional support and encouragement from Anne I was proud to earn my CDFA in 2019. This credential, along with networking through the chapter, landed me in my current position as Office Manager at Acquilano Interior Architecture in Denver. My role involves overseeing office operations, ensuring smooth workflows, and supporting the team in all aspects of human resources.

I truly believe in the power of SDA and me. This passion for the network that we find so valuable led me to join National Membership Committee in 2021. It’s been an invaluable experience to work with peers across the country to further the goals of SDA. I’m proud to say I’m now spearheading our Database Task Force to help grow our membership even more.

Reflecting on my journey, I like to think that leadership is not just about guiding others; it's about continuous learning and growing together. My experiences have taught me the value of resilience, collaboration, and the importance of giving back to the community that has supported me.

I hope that my journey to leadership is an inspiring story of growth, dedication, and passion. As I look to the future, there is no doubt that I will continue to lead with excellence and strive to make significant strides in my career and the industry at large.

Thanks, Jayne. Leadership isn’t something you arrive at—it’s something you build, step by step, through learning, connection, and showing up for others. Whether you're stepping into a new role, volunteering for a committee, or simply finding your voice in a conversation, every small step matters. With the support of a strong network like SDA, your path forward is full of opportunity.

We’d love to hear from you! How has SDA supported your leadership journey—or how are you hoping it will? Share your thoughts in the comments and let’s keep encouraging one another.

Pay transparency has gained traction across industries, especially in the Architecture, Engineering, and Construction (AEC) sectors, where competitive compensation can be a significant factor in talent acquisition and retention. This approach to openly sharing compensation ranges or specific salary details addresses long-standing pay inequities, such as gender and racial wage gaps, and fosters a culture of fairness and trust.

Key Components of Pay Transparency:

• Detailed Compensation Ranges: Pay transparency policies can range from sharing generalized salary bands to fully disclosing individual salaries, depending on the organization and industry standards. In many regions, companies now include salary ranges in job postings, helping to standardize the expectations for new hires and giving current employees insights into their compensation relative to peers. Employers should base these ranges on role-specific qualifications, skill levels, and experience, ensuring they align with industry standards.
• Regulatory Differences Across States: Various U.S. states have adopted specific laws mandating pay transparency in different forms. States like California, Colorado, New York, and Washington require salary range disclosures for certain jobs, though the specifics differ. This variability in state regulations means that companies operating across state lines must stay vigilant to avoid penalties. Some regions mandate publicized salary ranges only on request, while others enforce them in all job postings.
• Encouragement of Equity and Trust: Pay transparency supports workplace equity by standardizing compensation and reducing unexplained disparities. Transparent policies increase employee trust, as staff can verify that their compensation aligns equitably with others in similar roles. This practice attracts job seekers who value organizations that foster transparency and trustworthiness.
• Historical Context and the Fight Against Wage Inequity: Salary disclosure as a method to address income inequality stems from legislative changes starting with the Equal Pay Act of 1963, which aimed to eliminate wage disparities between genders. Nonetheless, gaps still persist, particularly along gender and racial lines. Research shows that pay transparency positively impacts wage equality, especially within unionized and public sectors, where salary information is typically available. Some countries have seen wage disparities decrease following the implementation of transparency laws, a trend the U.S. aims to emulate.

Cultivating a Transparent Culture: Adopting pay transparency often requires a shift in organizational culture, affecting more than just the HR department. Leaders must work closely with managers to ensure that compensation aligns with transparent criteria and is communicated effectively to prevent misunderstandings or dissatisfaction. Additionally, clear job descriptions and defined paths for professional growth create a positive environment for discussing salary.

Adequate transparency also involves educating employees on the pay structure and explaining factors that affect salaries, such as education, experience, certifications, and tenure. Companies that provide this context can help employees understand why they earn what they do, avoiding frustration over perceived disparities.

Challenges and Pitfalls of Pay Transparency: While the advantages of pay transparency are substantial, implementing it can introduce several challenges. Transparency may reveal existing pay discrepancies, leading to initial morale issues or even employee dissatisfaction. For instance, if employees discover that colleagues in similar roles earn more, it can create tension. To mitigate this, companies must proactively address these gaps, possibly through salary adjustments or more precise communication on factors affecting pay differences.

Transparency may also expose companies to an increased administrative burden, as they must maintain accurate and consistent salary data that reflects fair pay practices. Organizations must carefully plan their approach to avoid potential legal issues while remaining transparent.

Positive Outcomes and Benefits: 

• Promotes Equity: Pay transparency has been shown to close wage gaps, especially across gender and racial lines. This standardization signals an organizational commitment to fairness, fostering an inclusive environment, and addressing systemic inequalities that can otherwise go unnoticed.
• Enhances Employee Trust: Open salary discussions strengthen trust, as employees feel secure knowing their pay is based on clear, equitable criteria. Trust is a powerful motivator, often resulting in increased engagement and productivity.
• Attracts High-Quality Talent: Job seekers increasingly favor companies that embrace transparency. This approach can particularly appeal to younger professionals who value integrity and fairness in the workplace.
• Boosts Organizational Performance: Companies that implement transparency policies often see improvements in morale and productivity. Employees who understand their compensation structures are more likely to stay engaged, reducing turnover and enhancing overall company culture.
• Encourages Fair Negotiation: Transparent pay practices give employees confidence in negotiating compensation, especially for roles with flexible salary ranges. This can benefit the AEC sector, where project demands and skill-specific roles vary widely.

Looking Ahead: In summary, pay transparency is a transformative practice that aligns compensation with values of equity and trust. The benefits can be considerable despite the challenges, such as managing legal differences across states or addressing internal pay gaps. Organizations that adopt pay transparency build more inclusive, resilient workplaces where employees feel valued and engaged, contributing to overall business success.

Want to learn more? Here are some resources!

SHRM – The Real Effects of Pay Transparency in Business

HBR - The Complicated Effects of Pay Transparency

SDA does not endorse any products or services mentioned, and SDA does not assume responsibility for any circumstances arising out of the interpretation, application, use, or misuse of any information presented. SDA recommends that the reader consult the appropriate legal, financial, or human resource counsel before implementing the information contained herein.