Women-in-water’s voices must be heard

Ahead of International Women’s Day on 8 March 2025, Perminder Atwal , HR business partner at Xylem, discusses experiences of working in water with her podcast co-host Lila Thompson , British Water chief executive. 

Women currently make up 33% of the water workforce, according to a 2024 report from Energy & Utility Skills. While this is an encouraging increase – in 2022, the figure was 29.1% - we also know women and those from black and minority ethnic groups are leaving the sector at the same rate they are joining.  

This shows there is extensive work still to do when it comes to equality, diversity and inclusion (EDI), not just to recruit but to retain skilled women.   

While there is great work happening within many organisations, change must come from a collective, sector-wide movement. We must ask ourselves, what is it about the culture of the water sector which is making some women feel it is not the place for them?  

I recently explored this question – and many others - with Lila Thompson, chief executive of British Water, on the organisation’s monthly podcast, Beneath the Surface, which focuses on challenging conversations about EDI. 

Lila said, “At times, I have felt that people have looked at me as if to ask, what are you doing in the room or why are you in the industry?  

“We must be able to confront the norms because as fast as women and people of colour are entering the industry, they're leaving. It is great we're attracting more women into water but we're not keeping them. There is something around behaviours, traditions, cultural norms, that needs to be prised open.” 

Lila shared other stories of working in the water sector, both positive and negative and said, “Women can have a diverse range of experiences. The challenge is being able to go through difficult experiences you might have had, while also remembering the lighter moments that keep you going.” 

As a HR partner, I am seeing positive movement, particularly through the upcoming generations. It is evident through the interviews we conduct at Xylem, for example for our graduate programme, that views are changing among younger people who are joining the sector.  

For women, though, it is not just about being taken seriously among colleagues. They need to feel they can speak to their managers about issues that could lead to them leaving the sector if unresolved – perhaps they feel they are not getting equal opportunities or they need more flexibility in their role.  

Those honest thoughts should be welcomed by senior leaders so they can understand what is happening within their company – and take steps to correct any inequalities that are impacting people’s wellbeing.  

Returning from maternity leave is another event that women often find difficult. Lila, who has heard from many attendees at British Water’s Women on Water events, said some have struggled coming back to the workplace, wanting to show they are proficient and professional, while also having a child who they may need to be with.  

Women should not be worrying in this way and should feel assured that, in the event of a family emergency, they would be given the time and space to deal with it, just like any other colleague.  

It is about having a space where people can say, ‘I'm struggling, and I may need some support and flexibility’ but we know from conversations this is not always happening. There is no right formula in how to manage flexible working but if it works for your department, if it works for your team, then do it. There are always going to be core working hours, especially with customer-facing teams, but flexibility is becoming popular in retaining people.  

We have also heard from women about their difficult or negatives experiences. Speaking up when something is not right can be scary, but I’d encourage women to do it, because your steps could lead to positive actions that can help others who are also suffering.  

As a leader, Lila stressed the importance of paying attention to what is happening around you and of being observant. Would you notice if somebody in your team was struggling? 

“If so, ask if they are OK – and ask them twice,” Lila said. “Something may be happening behind the scenes. The overriding thing I hear from women is that they may be at the table, but feel they have no voice. 

“It's important for managers to recognise not everyone is going to be like you and that doesn't mean their viewpoint isn't valid. We should try to understand each other better, so all voices are heard.” 

The theme of International Women’s Day 2025 is Accelerate Action – that is what we need to do in water. Barriers must be broken down so women can not only survive in the industry but thrive.  

This conversation took place on British Water's podcast series, Beneath the Surface, produced in partnership with Xylem. Other topics include "Neurodiversity: An Opportunity to Improve and Benefit". All episodes are available at www.britishwater.co.uk/beneaththesurface 

Taxonomy

• Water