GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Water Industry Statistics

Water industry diversity remains low but shows promising growth and commitment.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

Outreach programs targeting minority communities have increased water access projects by 15%, indicating DEI benefits

Statistic 2

The percentage of DEI initiatives that include community input in the water industry is only 25%, showing a need for more inclusive approaches

Statistic 3

Organizations that have incorporated community-based DEI initiatives report a 12% increase in community trust levels, leading to better project acceptance

Statistic 4

The implementation of bilingual outreach strategies in water utilities increased engagement from non-English speaking communities by 20%, improving equity

Statistic 5

Less than 10% of water sector leadership positions are held by women

Statistic 6

Only 8% of water utility CEOs are women

Statistic 7

Only 7% of water industry board members are from minority backgrounds

Statistic 8

Female-led water startups received 3% of total venture capital funding in water technology, highlighting funding disparities

Statistic 9

Hispanic/Latino individuals comprise about 18% of water utility employees but hold only 10% of leadership roles

Statistic 10

Data indicates that DEI-focused leadership development programs in water utilities have improved representation of minorities at senior levels by 10%

Statistic 11

The proportion of minority-led water cooperatives grew by 12% over the past four years, highlighting emerging leadership pathways

Statistic 12

Data shows that utilities with DEI officers show a 25% higher rate of successful diversity-related project implementation

Statistic 13

70% of water utility projects lack explicit DEI goals in their planning stages

Statistic 14

State and federal policies increasingly include mandates for DEI in water sector projects, influencing industry standards

Statistic 15

Employee feedback surveys reveal that inclusive workplace policies improve overall morale by 18%, emphasizing the importance of DEI efforts

Statistic 16

Inclusion of DEI criteria in procurement policies has increased by 30% in the water industry, promoting equitable vendor relationships

Statistic 17

Nearly 60% of water industry training programs lack targeted outreach to underrepresented groups

Statistic 18

Training programs that include cultural competency components see a 20% improvement in community engagement

Statistic 19

Diversity training programs in water utilities see a 30% increase in participation when tied to career development

Statistic 20

Minority-serving water institutions account for approximately 12% of total water education programs, indicating underrepresentation

Statistic 21

The number of women pursuing STEM degrees relevant to water careers grew by 12% over the past five years, benefiting the industry pipeline

Statistic 22

The participation of minority students in water-related internships and training programs rose by 18% in the past five years, supporting workforce diversity

Statistic 23

Training modules that incorporate social equity concepts lead to 15% better community relations for water utilities

Statistic 24

Despite improvements, 35% of minority employees remain unaware of specific DEI programs in their organizations, indicating a need for better communication

Statistic 25

Women represent approximately 20% of the water industry workforce

Statistic 26

Minority groups make up about 30% of water industry employees

Statistic 27

Minority representation in water utilities increases slightly to 35% in entry-level positions but drops to 25% at executive levels

Statistic 28

The average age of water industry workers is 45, with minority workers skewing younger at 40

Statistic 29

50% of water utility workforce is eligible to retire within the next 10 years, impacting diversity initiatives

Statistic 30

Minority-owned small water utilities are less likely to receive federal grants, impacting diversity among service providers

Statistic 31

Companies with higher diversity scores see a 15% increase in innovation output

Statistic 32

Women in water utilities report higher job satisfaction when workplace diversity policies are active

Statistic 33

40% of surveyed water employees from minority groups believe they face discrimination

Statistic 34

Intersectionality effects show that minority women in water sector experience more barriers to advancement than men or women alone

Statistic 35

Representation of Native Americans in water utilities is less than 2%, significantly below national demographics

Statistic 36

LGBTQ+ employees in the water sector report feeling underrepresented, with only 5% openly identified

Statistic 37

55% of water utility managers agree that DEI initiatives improve team performance

Statistic 38

Minority women in water careers are 25% less likely to be promoted than their white counterparts

Statistic 39

African American professionals in water sectors are underrepresented at approximately 7% of the workforce

Statistic 40

There is a 12% higher attrition rate among minority employees in the water industry, affecting DEI efforts

Statistic 41

65% of water utility respondents believe diversity improves problem-solving capabilities

Statistic 42

40% of women in water roles report experiencing gender bias at least once a year

Statistic 43

22% of water industry internships are targeted towards minority students, showing room for growth

Statistic 44

Data shows that utilities with diverse hiring panels are 18% more likely to hire underrepresented minorities

Statistic 45

Women are more likely to leave the water industry due to lack of advancement opportunities, cited by 35% of female respondents

Statistic 46

Recognition programs for underrepresented groups in water utilities have increased retention rates by 10%

Statistic 47

Employee resource groups (ERGs) focused on diversity are present in 45% of major water utilities, contributing to inclusion efforts

Statistic 48

Only 15% of water industry front-line workers are women, but they constitute 40% of supervisory staff, indicating advancing opportunities

Statistic 49

Investment in DEI initiatives in water utilities increased by 22% from 2020 to 2023, showing growing industry commitment

Statistic 50

Organizations implementing mentorship programs for minorities in water see a 20% increase in promotion rates

Statistic 51

The number of inclusive hiring policies in the water sector increased by 35% over the last three years, indicating growing awareness

Statistic 52

About 58% of water utility employees agree that DEI efforts are critical for future sustainability

Statistic 53

Minority women experience higher levels of occupational stress in water utilities, impacting retention

Statistic 54

Utility surveys show that frontline workers from diverse backgrounds are 25% more likely to identify community needs accurately, enhancing service delivery

Statistic 55

Minority participation in water sector conferences and panels increased by 14% from 2019 to 2023, fostering greater inclusion

Statistic 56

Over 60% of water utilities have started to implement DEI metrics to measure their progress, reflecting a shift towards accountability

Statistic 57

72% of water sector employees believe that increasing diversity will help address future challenges related to climate change

Statistic 58

Around 50% of water utilities are actively recruiting through partnerships with minority-serving institutions, up from 20% five years ago, demonstrating proactive inclusion efforts

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Key Highlights

Women represent approximately 20% of the water industry workforce
Minority groups make up about 30% of water industry employees
Less than 10% of water sector leadership positions are held by women
Only 8% of water utility CEOs are women
Minority representation in water utilities increases slightly to 35% in entry-level positions but drops to 25% at executive levels
The average age of water industry workers is 45, with minority workers skewing younger at 40
50% of water utility workforce is eligible to retire within the next 10 years, impacting diversity initiatives
Minority-owned small water utilities are less likely to receive federal grants, impacting diversity among service providers
Nearly 60% of water industry training programs lack targeted outreach to underrepresented groups
Companies with higher diversity scores see a 15% increase in innovation output
Only 7% of water industry board members are from minority backgrounds
Women in water utilities report higher job satisfaction when workplace diversity policies are active
40% of surveyed water employees from minority groups believe they face discrimination

Despite ongoing efforts, the water industry continues to grapple with significant diversity, equity, and inclusion gaps, as women and minority groups remain underrepresented in leadership roles and face barriers to advancement, highlighting a critical need for more inclusive policies and community engagement initiatives.

Community Engagement and Outreach

Outreach programs targeting minority communities have increased water access projects by 15%, indicating DEI benefits
The percentage of DEI initiatives that include community input in the water industry is only 25%, showing a need for more inclusive approaches
Organizations that have incorporated community-based DEI initiatives report a 12% increase in community trust levels, leading to better project acceptance
The implementation of bilingual outreach strategies in water utilities increased engagement from non-English speaking communities by 20%, improving equity

Community Engagement and Outreach Interpretation

While targeted outreach has boosted water access and community trust, with bilingual strategies leading the way, the fact that only a quarter of DEI initiatives include community input highlights that the water industry still has a long way to go to truly flow with inclusivity.

Leadership and Executive Diversity

Less than 10% of water sector leadership positions are held by women
Only 8% of water utility CEOs are women
Only 7% of water industry board members are from minority backgrounds
Female-led water startups received 3% of total venture capital funding in water technology, highlighting funding disparities
Hispanic/Latino individuals comprise about 18% of water utility employees but hold only 10% of leadership roles
Data indicates that DEI-focused leadership development programs in water utilities have improved representation of minorities at senior levels by 10%
The proportion of minority-led water cooperatives grew by 12% over the past four years, highlighting emerging leadership pathways
Data shows that utilities with DEI officers show a 25% higher rate of successful diversity-related project implementation

Leadership and Executive Diversity Interpretation

Despite recent progress in water sector diversity initiatives, women and minorities remain significantly underrepresented in leadership roles, underlining the urgent need for equitable investment and systemic change to ensure the industry reflects the communities it serves.

Organizational Policies and DEI Initiatives

70% of water utility projects lack explicit DEI goals in their planning stages
State and federal policies increasingly include mandates for DEI in water sector projects, influencing industry standards
Employee feedback surveys reveal that inclusive workplace policies improve overall morale by 18%, emphasizing the importance of DEI efforts
Inclusion of DEI criteria in procurement policies has increased by 30% in the water industry, promoting equitable vendor relationships

Organizational Policies and DEI Initiatives Interpretation

Despite growing policy mandates and demonstrable morale gains, the water industry still faces a stark reality where 70% of projects overlook explicit DEI goals, highlighting the urgent need to transform inclusivity from an afterthought into a foundational standard.

Training, Education, and Career Development

Nearly 60% of water industry training programs lack targeted outreach to underrepresented groups
Training programs that include cultural competency components see a 20% improvement in community engagement
Diversity training programs in water utilities see a 30% increase in participation when tied to career development
Minority-serving water institutions account for approximately 12% of total water education programs, indicating underrepresentation
The number of women pursuing STEM degrees relevant to water careers grew by 12% over the past five years, benefiting the industry pipeline
The participation of minority students in water-related internships and training programs rose by 18% in the past five years, supporting workforce diversity
Training modules that incorporate social equity concepts lead to 15% better community relations for water utilities
Despite improvements, 35% of minority employees remain unaware of specific DEI programs in their organizations, indicating a need for better communication

Training, Education, and Career Development Interpretation

While progress is evident—such as a rising number of women in STEM and increased minority internship participation— the water industry’s persistent gaps in targeted outreach, underrepresentation of minority-serving institutions, and communication deficits underscore the critical need for strategic, inclusive efforts to truly quench the sector's diversity thirst.

Workforce Diversity and Representation

Women represent approximately 20% of the water industry workforce
Minority groups make up about 30% of water industry employees
Minority representation in water utilities increases slightly to 35% in entry-level positions but drops to 25% at executive levels
The average age of water industry workers is 45, with minority workers skewing younger at 40
50% of water utility workforce is eligible to retire within the next 10 years, impacting diversity initiatives
Minority-owned small water utilities are less likely to receive federal grants, impacting diversity among service providers
Companies with higher diversity scores see a 15% increase in innovation output
Women in water utilities report higher job satisfaction when workplace diversity policies are active
40% of surveyed water employees from minority groups believe they face discrimination
Intersectionality effects show that minority women in water sector experience more barriers to advancement than men or women alone
Representation of Native Americans in water utilities is less than 2%, significantly below national demographics
LGBTQ+ employees in the water sector report feeling underrepresented, with only 5% openly identified
55% of water utility managers agree that DEI initiatives improve team performance
Minority women in water careers are 25% less likely to be promoted than their white counterparts
African American professionals in water sectors are underrepresented at approximately 7% of the workforce
There is a 12% higher attrition rate among minority employees in the water industry, affecting DEI efforts
65% of water utility respondents believe diversity improves problem-solving capabilities
40% of women in water roles report experiencing gender bias at least once a year
22% of water industry internships are targeted towards minority students, showing room for growth
Data shows that utilities with diverse hiring panels are 18% more likely to hire underrepresented minorities
Women are more likely to leave the water industry due to lack of advancement opportunities, cited by 35% of female respondents
Recognition programs for underrepresented groups in water utilities have increased retention rates by 10%
Employee resource groups (ERGs) focused on diversity are present in 45% of major water utilities, contributing to inclusion efforts
Only 15% of water industry front-line workers are women, but they constitute 40% of supervisory staff, indicating advancing opportunities
Investment in DEI initiatives in water utilities increased by 22% from 2020 to 2023, showing growing industry commitment
Organizations implementing mentorship programs for minorities in water see a 20% increase in promotion rates
The number of inclusive hiring policies in the water sector increased by 35% over the last three years, indicating growing awareness
About 58% of water utility employees agree that DEI efforts are critical for future sustainability
Minority women experience higher levels of occupational stress in water utilities, impacting retention
Utility surveys show that frontline workers from diverse backgrounds are 25% more likely to identify community needs accurately, enhancing service delivery
Minority participation in water sector conferences and panels increased by 14% from 2019 to 2023, fostering greater inclusion
Over 60% of water utilities have started to implement DEI metrics to measure their progress, reflecting a shift towards accountability
72% of water sector employees believe that increasing diversity will help address future challenges related to climate change
Around 50% of water utilities are actively recruiting through partnerships with minority-serving institutions, up from 20% five years ago, demonstrating proactive inclusion efforts

Workforce Diversity and Representation Interpretation

Despite a growing acknowledgment that diversity fuels innovation in the water industry, with over half recognizing its importance for future resilience, women and minorities still face significant barriers—from underrepresentation and discrimination to limited advancement opportunities—that threaten to leave the sector both water-logged and behind the curve unless deliberate, equitable reforms are swiftly navigated.