Authors: Sarah Dobie, Ph.D., Lisa O’Fiesh, Jaela Alvarez, Sridhar Vedachalam, Ph.D., Una Van Duvall (Cross Management Services, Inc.), and Stacy Vogel Davis (The Water Council)
Despite improvements in the past few decades, the water and energy sector workforce does not represent the national workforce. Diversity and inclusion are essential for fostering innovation and addressing the pressing challenges faced by the water and energy sectors. We outline some practical ways of tackling this challenge and close the diversity and inclusion gap.
The Current State of Diversity & Inclusion in the Water and Energy Sectors
The STEM workforce has historically underrepresented women, BIPOC workers, individuals with disabilities, and LGBTQ+ communities. A National Center for Science and Engineering Statistics (NCSES) study highlights improvements from 2011 to 2021, but many demographics remain underrepresented (Figure 1), particularly in the water and energy sectors (Figure 2). Women make up only 20% of the water workforce and 25% of the energy workforce, compared to 47% of the overall workforce. Black or African Americans represent just 9% of the water workforce and 8% of the energy workforce, below the national average of 12%. Additionally, studies often overlook key demographics like individuals with disabilities and LGBTQ+ workers, and while diversity has increased, several studies indicate a lack of inclusion among underrepresented groups who may not feel a sense of belonging or be given the same opportunities for advancement.
Figure 1. Changes in STEM workforce composition 2010 – 2022. Adapted from the NCSES.
Figure 2. Overview of the water and energy workforce compared to the national workforce. Adapted from Kane and Tomer and the USDOE.
Why Does This Matter?
Diversity and inclusion are essential for fostering innovation and addressing the pressing challenges faced by the water and energy sectors. These industries are experiencing rapid technological advancements, driven by significant investments such as the NSF Regional Innovation Engine grants, which allocated $160 million in 2023 alone, and the USEDA Tech Hubs grants, which are distributing over $500 million to support regional innovation and technology development. These investments hold tremendous potential to deliver substantial local social and economic benefits, particularly by creating opportunities to empower underserved communities. By ensuring that underrepresented groups are included in the workforce, the water and energy sectors can create pathways to high-quality jobs and foster economic mobility in historically marginalized areas. Experts suggest that when economic initiatives directly benefit underserved populations, the entire community experiences increased prosperity and long-term growth.
Diversity and inclusion are also critical drivers of innovation, which is essential for addressing the complex challenges in these sectors. Research shows that diverse teams are more creative and better at solving problems, particularly in fields that demand innovative solutions, such as climate resilience and sustainable energy transitions. Studies have similarly demonstrated that companies with more diverse workforces are twice as likely to be innovation leaders in their industry. By broadening access to a skilled and diverse workforce, the water and energy sectors can harness this innovation potential and meet the evolving needs of both communities and industries. Inclusive workforce strategies will enable these sectors to leverage a variety of perspectives and ideas, which is key to driving cutting-edge solutions in a rapidly changing world.
How to Close This Gap?
There are several areas where the water and energy sectors can take action to improve diversity and inclusion in these sectors.
First, these sectors can increase participation of small and medium business enterprises (SMEs), particularly disadvantaged/underrepresented businesses such as women-, minority-, disabled- and veteran-owned businesses, through implementation of targeted policies and programs. This may include creating a set-aside model for SME contracts, establishing separate subcontracting goals for different types of disadvantaged businesses, and providing training and resources to help SMEs access contracting opportunities. The Clean Water Partnership (CWP) in Prince George’s County, MD, for example, is implementing $350 million of green stormwater infrastructure, and 79 percent of contract dollars have been awarded to local, disadvantaged businesses – a result of their mentor-protégé and quick pay programs.
Second, a more diverse talent pipeline and equitable pathways to high-quality jobs are needed. Diverse talent pipeline development can be supported by providing career maps and coaching services, marketing campaigns to increase interest in water and energy careers, and expanding water and energy educational curricula, summer camps, and scholarships. One successful example is the Regional Internships in Science and Engineering (RISE) Program, which provides internships and professional development for underrepresented engineering students in the Greater Milwaukee area, fostering a more inclusive workforce. This program provides hands-on experience in water quality protection, engineering, and sustainability, along with educational tours and professional activities.
Similarly, policies and programs that help to connect diverse candidates to high-quality jobs, improve workplace inclusion to retain these jobs, and provide wrap-around services can support equitable workforce development. Employ Milwaukee is another success story, which has served over 11,600 individuals, trained 1,300 individuals, and placed over 918 individuals in employment with an average wage of $18.77. Employ Milwaukee has 31 programs, which includes the Milwaukee Water Works Community Project helping to build the city’s water workforce.
Finally, we need to elevate the perspectives and needs of disadvantaged and underrepresented populations. Extensive outreach and engagement are needed to understand the barriers to diversity and inclusion in the water and energy sectors and identify practical and effective solutions to overcome these barriers. Inclusive engagement also helps to generate buy-in, taking a bottom-up approach and empowering communities who have been historically marginalized. There are several innovative approaches for involving underrepresented groups. For example, the Space to Grow program in Chicago builds green schoolyards at neighborhood public schools in low-income communities of color in Chicago. The selection of schools and the types of greening solutions are based on input from residents, community leaders, and local elected officials. Other examples could be hosting listening sessions with disadvantaged communities, providing paid positions on advisory boards, and partnering with industry, community-based organizations, and other groups to help understand key challenges faced by workers and community members and opportunities to address these challenges.
To learn more about how the water and energy sectors can help close the diversity and inclusion gap, read our recent report.