While the water industry in the UK and Ireland has made progress in creating greater equity, diversity and inclusion (EDI) in the workplace, significant challenges remain.

UKWIR is actively working collaboratively to address these issues and drive progress towards more equitable workplaces by leveraging data-driven insights, best practice and actionable recommendations.

The Challenge

The water industry faces numerous challenges on skills, recruitment and retention, including changing technologies and priorities, an ageing workforce and a legacy gender imbalance.

To effectively address these concerns and deliver exceptional customer service, a diverse and inclusive workforce is essential.

UKWIR's solution

UKWIR has undertaken research to help water companies understand and overcome barriers to EDI and make their businesses more attractive and available to under-represented talent.

Building on water companies’ sign-up to the Energy & Utility Skills Inclusion Commitment, UKWIR's first EDI report - Enhancing Equality Diversity & Inclusion in the UK & Irish Water Industries (23/PM/03/06) - identifies key areas for improvement and provides guidance with practical actions.

“While steps have certainly been made in the right direction, we’re not where we want to be as an industry. We don’t yet reflect the customer base that we serve and we want to do better.”

Alice Elder, UKWIR Programme Lead

Drawing on The Equal Group's expertise, this project aimed to help organisations understand diversity and inclusion barriers, showcase best practices, and suggest actionable steps to reach industry targets.

Key findings from the research

Our comprehensive research - encompassing quantitative analysis, desk-based research, focus groups, and interviews - revealed the following:

• Diversity gaps: The research revealed significant diversity gaps, particularly in terms of gender and ethnic representation
• Lack of visible representation: There is a notable absence of diverse role models, es-pecially at leadership levels
• Recruitment, retention and progression bias: Women and ethnic minorities are disproportionately affected by biases in recruitment, progression, and development pro-cesses.

Recommendations for action

To create a more inclusive and equitable water industry, UKWIR research recommends organisations focus on four key areas:

Leadership and visible representation: For a truly inclusive workplace, it is crucial to promote diversity at all levels of leadership. This involves creating opportunities for underrepresented groups to advance within the organisation.

Implementing mentorship and sponsorship programs can provide valuable guidance and support to help individuals from marginalised backgrounds navigate career challenges. Additionally, cultivating a culture of inclusivity and psychological safety is essential for attracting and retaining diverse talent. By creating a welcoming environment where everyone feels valued and respected, organisations can unlock the full potential of their diverse workforce.

EDI Data: Collecting and analysing comprehensive EDI data is a critical step in understanding the current state of diversity and inclusion within an organisation.

This data can be used to identify gaps, measure progress, and inform strategic decision-making. By leveraging data-driven insights, the water sector can target interventions effectively and track the impact of their initiatives.

Awareness, attraction, and recruitment: To attract and recruit diverse talent, it is essential to raise awareness of the water industry as a dynamic and inclusive career path.

By highlighting the opportunities for growth and development within the sector, organisations can spark interest among underrepresented groups. Implementing inclusive recruitment practices, such as blind recruitment and diverse interview panels, can help to reduce bias and ensure a fair and equitable hiring process.

Progression and retention: To retain and advance diverse talent, it is crucial to provide equitable opportunities for career development and advancement.

This involves creating clear pathways for progression and offering targeted development programs. Implementing flexible work arrangements and supportive policies can help to create a work-life balance that attracts and retains diverse talent. Additionally, creating employee resource groups can foster a sense of belonging and provide a platform for employees to connect with others who share similar experiences.

Driving change together

By enacting these recommendations, water companies can create a more diverse, equitable, and innovative workforce. UKWIR encourages collaboration and knowledge-sharing across the industry to accelerate progress and achieve a shared vision of a truly inclusive water sector.

Learn more about UKWIR's diversity and inclusion initiative and access the full report to gain valuable insights and actionable guidance here> Enhancing Equality Diversity and Inclusion in The UK & Irish Industries (23/PM/03/06)