When considering gender equality, disability and social inclusion in WASH, we need to look at both the people who are benefiting from and managing WASH systems, and the institutions that shape and deliver WASH services. We also need to transform these organisations so that they “walk the talk” of equality and inclusion.
Importance of a Diverse Workforce
WASH organisations are the entities through which WASH standards, policies, services and systems are identified, developed and delivered. Therefore, equality and diversity within WASH organisations are a key part of transforming the WASH sector. Institutional change is needed to achieve gender equality and inclusion outcomes in programs and structures. In addition, there is increasing evidence that organisations with women (in all their diversity) in senior positions, and greater diversity overall, perform better and that these women have a positive impact on organisations’ governance, identities and public images.
Greater diversity in leadership and decision-making positions also serves to provide much-needed role models for other employees to aspire to, and their presence attracts more women and members of minorities to join organisations by normalising diversity in senior roles. Diversity also serves to promote an inclusive work culture when gender equality and inclusion are prioritised and normalised, for example by developing and aligning organisational policies that are shaped by the lived experiences of employees.
An inclusive workforce supports the interlinked Sustainable Development Goals (SDGs), for example by promoting SDG 5 (gender quality) and SDG 6 (water and sanitation for all) in an integrated manner. Moreover, leaving no one behind (LNOB) in WASH is impossible to achieve without an inclusive WASH workforce (including in management and governance structures) in institutions to represent the diverse and marginalised voices and challenge the inherent biases of those in power.
ISF-UTS and partners conducted research on gender dynamics in Cambodia and Indonesia, along with a document review of organisational activities and strategies from across the globe to address gender equality and inclusion. The following guidance and database is a result of this extensive research which spans both within and beyond the WASH sector.