At MOA ARCHITECTURE, advancing women in the design and construction industry isn’t an initiative; it’s embedded in our culture, strengthened through mentorship, and realized through opportunity.

In an industry still defined by underrepresentation of women in leadership, some firms have moved beyond discussion. They have built systems, shaped culture, and made advancement measurable. MOA ARCHITECTURE is one of them.

This year, at the Kick Ass Women’s Leadership Group’s annual Women in Construction Kick Off Event, MOA was honored with the KAWLG Crown Impact Award: Dynasty Driver Award for Large Companies. The award recognizes firms that intentionally create pathways for women, support advancement, and integrate mentorship, recognition, and flexibility into daily practice.

Katie Vander Putten, MOA’s President, reflected on what the recognition meant to her and the firm. “This recognition means so much because it reflects who we are at our core, a firm that intentionally supports women’s advancement, builds real pathways to leadership, and fosters a culture where flexibility, mentorship, and recognition aren’t buzzwords… they’re daily practice.”

Representation matters: 64 percent of MOA’s staff are women, and they hold key leadership positions throughout the firm. Yet the distinction goes beyond numbers. Advancement at MOA is intentional, structured, and supported.

When a young technical architect expressed interest in deepening her expertise in building science, MOA didn’t hesitate. The firm funded specialized training and dedicated development hours, accelerating her path into leadership and making her one of the youngest associates in firm history. Another team member aspired to present at AIA National. MOA funded travel, protected preparation time, and elevated her visibility — resulting in national exposure and expanded leadership confidence.

Structured programs like the Advocate mentorship program pair emerging professionals with principals for sponsorship, coaching, and skills development. Internal “boot camps” allow staff to lead technical and professional training sessions, building confidence, presentation skills, and leadership experience. Friday Forum encourages teams to walk project sites together, present lessons learned, and share project insights. These recurring opportunities build both technical expertise and the soft skills necessary for leadership.

Work-life support is equally embedded. MOA goes far beyond standard policy. Health insurance is fully covered. Leadership personally checks in with employees while they’re on family leave, offering trust and flexibility. When client commitments extend beyond normal hours, our team members can adjust their schedules without penalty. In fact, all employees are afforded the flexibility to adjust their schedules to accommodate childcare and school commitments. Katie has even hosted baby showers at her home, creating community and celebrating life milestones outside the office. The result is exceptional female retention and steady advancement into leadership roles.

Mary Milford, a Project Architect at MOA, describes the impact: “One of the biggest impacts for me has been the flexibility and trust. I’m able to manage my own schedule without being micromanaged, which empowers me to show up fully — both professionally and personally. It’s a culture built on outcomes, not oversight, and that makes all the difference.” She adds, “The mentorship and advocacy programs here aren’t box-checking exercises. I chose a principal advocate who meets with me regularly to talk about my goals, challenges, and career direction. Those conversations have given me a direct line to leadership, and I always feel heard. It’s rare to find a place where mentorship feels so authentic and personalized.”

Katie’s approach to inclusion makes it operational rather than aspirational. Through the JEDI Committee, inclusive holidays, mental health support, community outreach, and proactive pay equity oversight, belonging is integrated into daily decisions. Women are represented in leadership, and diverse teams are encouraged to engage in professional organizations and outreach programs, modeling inclusion at every level.

Career advancement at MOA is closely tied to recognition. Employees are intentionally spotlighted for leadership, project successes, and technical expertise. One architect recalled how leadership championed her passion for designing therapeutic learning environments. That recognition led to expanded project responsibilities, conference presentations, and industry tours. Another staff member described the impact of Katie’s guidance: “Katie recognized my passion for healthcare and continually nudged me toward roles that matched my strengths. Rather than taking opportunities for herself, she broke them into manageable steps and mentored me into them, stretching me in a ‘comfortably uncomfortable’ way that led to meaningful advancement.”

Katie’s leadership philosophy is simple: “Principals are not at the top of a pyramid — they are the root system supporting everyone’s growth.” She doesn’t just lead MOA; she lifts the women within it, ensuring they can grow their careers without sacrificing their lives. That philosophy resonates company-wide. “A lot of little things add up here in a big way,” Mary Milford explains. “The day-to-day respect, the flexibility, the intentional mentorship, the family-friendly culture — together they’ve created the most supportive environment I’ve experienced. It’s a workplace where women can grow, lead, and belong.”

Recognition and celebration are as personal as they are public. Promotions are granted based on talent, not tenure. Training and leadership opportunities are open and visible. Mentorship programs are ongoing. The firm’s culture ensures that accomplishments are noticed and amplified. This deliberate approach builds confidence and creates a pipeline of future leaders.

The KAWLG award illustrates that intentional leadership has measurable impact. For MOA, success is not just measured in projects completed, budgets managed, or square footage delivered. It is measured in people developed, careers advanced, and lives positively changed. Katie notes, “On a personal note, I can’t overstate what working at MOA has meant to me. It has shaped not only my professional growth, but my personal life as well. I have been supported as a leader, a mother, a colleague, and a human being. That kind of environment changes careers and lives.”

In an industry where technical skill alone is often emphasized, MOA demonstrates that cultural structure, mentorship, flexibility, and recognition are equally critical to lasting success. By investing in women’s growth, the firm strengthens its teams, improves project outcomes, and sets a standard for the region.

Colorado’s construction and design industry continues to evolve, and firms that intentionally elevate women are leading the way. MOA ARCHITECTURE is a model for what is possible when leadership is accessible, development is deliberate, and recognition is genuine. Buildings may stand as tangible achievements, but culture is the framework that makes those achievements sustainable. When women are supported, heard, and empowered, the entire profession benefits.