Last week, our Founder joined dozens of accomplished professionals and academics in Pisa, Italy, for the University of Pisa and UNESCO's Water and Gender Workshop. FLUSH participated in sharing our recent research on workforce attrition in the WASH sector. She left with mixed feelings - inspired by the depth of expertise in the room yet concerned about the gap between high-level discussions and practical action. Below are some reflections from the event.
Beyond Token Representation
A crucial insight from a recent UNESCO report shared during the conference resonated deeply with FLUSH’s research findings: Presence in the room does not equal participation. While organizations may tout diversity statistics, our study revealed that women - particularly women of color - lack the resources and leverage to drive real change. White women hold 28% of leadership positions in sanitation organizations, while BIPOC women hold just 11%.
This connects to an interesting observation from one participant from Colombia about how some women deliberately choose not to take director-level titles, preferring roles that allow them to lead meaningful work on the ground rather than getting caught up in ceremonial responsibilities. This speaks to the need to rethink how we structure power and influence in our sector.
The (Lack of) Numbers Tell a Story
The statistics paint a clear picture: women comprise less than 17% of the water sector's paid workforce, despite being primary water managers in households globally. In water utilities, women leave jobs at 8% annually compared to 5% for men. The leadership gap is even more stark - only 24% of utility managers and 12% of managing directors are women, with some utilities having no female managers at all.
These aren't just numbers. As one woman of color in our research study shared, she faced "sexism, ageism, gender inequality, misogyny, and patriarchy, every day" in her leadership role. Another common sentiment echoed by a colleague during the workshop was that women often feel they are "overstaying their welcome" in academia and the water sector.
However, several speakers highlighted how our sector struggles to communicate gender-related data effectively. A local researcher pointed out a striking irony - while we demand detailed gender-disaggregated data for water projects in developing countries, even some high-income nations like Italy lack basic gender data in their water sector.
Moving Beyond the Workshop
The workshop was rich with insights, almost overwhelmingly so. While the depth of discussion was valuable, I questioned whether some of our objectives were too ambitious for a room of people, no matter how accomplished. Questions like "How can we get governments to collect gender data for water?" and "How can we get government mechanisms to support gender and water?" felt optimistic, given the scale of change required.
The workshop's composition revealed another challenge: the disconnect between academic research and practical implementation. While the room was full of brilliant academics and UN agency representatives - all doing important work - there were fewer voices from on-the-ground implementation. As someone approaching these issues from a business perspective, I sometimes felt like an outlier in discussions.
This gap became particularly apparent during our final session on commitments. Many suggestions remained at a high level, sounding more like slogans than actionable plans. While some participants noted they needed organizational approval for specific commitments, I hoped to hear more about day-to-day cultural shifts we could all start making immediately.
The Path Forward
The real test lies in what happens next. The water sector can't afford to rely on individual passion while workplace experiences continue driving talented professionals away. After all, this isn't just about fairness - it's about effectively serving communities that need better water and sanitation services. When we lose experienced professionals due to systemic barriers, we all lose out on their expertise, insights, and potential contributions to solving global water challenges.
Change requires both institutional commitment and personal action. Whether you're in a position to influence organizational policy or simply participate in daily workplace culture, consider how you can contribute to making the water sector more equitable and inclusive.
Do you have thoughts about gender equity in the water sector? Share your perspectives and experiences—we’d love to learn more.
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