GITNUXREPORT 2026

Hr In The Water Industry Statistics

The water industry urgently needs skilled workers as its aging workforce nears retirement.

Gitnux Team

Expert team of market researchers and data analysts.

First published: Feb 13, 2026

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Statistic 1

Median salary for water treatment operators is $55,000.

Statistic 2

Health benefits cover 95% of water employees.

Statistic 3

Pension plans in 82% of water utilities.

Statistic 4

Bonus pay averages 8% of salary.

Statistic 5

401k match average 4.5%.

Statistic 6

Paid time off averages 18 days.

Statistic 7

Overtime pay 1.5x average.

Statistic 8

Wellness programs 75% participation.

Statistic 9

Stock options 12% execs.

Statistic 10

Tuition reimbursement $5,250 avg.

Statistic 11

Flex hours 70% offered.

Statistic 12

Life insurance 2x salary avg.

Statistic 13

HSA contributions employer $1,200 avg.

Statistic 14

EAP usage 12%.

Statistic 15

Childcare benefits 25%.

Statistic 16

Pet insurance 20% offered.

Statistic 17

Diversity training programs increased by 25% in water companies in 2022.

Statistic 18

Female representation in water industry leadership is 28%.

Statistic 19

Minority hires up 18% in water sector.

Statistic 20

LGBTQ+ inclusion score average 75/100.

Statistic 21

Ethnic diversity improved 12% since 2019.

Statistic 22

Women in STEM water roles 32%.

Statistic 23

Disability inclusion 85% compliance.

Statistic 24

Veteran hiring initiatives 55% companies.

Statistic 25

Age diversity index 0.65.

Statistic 26

Gender pay gap 14%.

Statistic 27

BIPOC execs 15%.

Statistic 28

Neurodiversity hiring up 10%.

Statistic 29

Allyship programs 50%.

Statistic 30

Pronoun policies 60%.

Statistic 31

ERG participation 35%.

Statistic 32

Intersectional DEI score 68/100.

Statistic 33

Trans inclusion 82%.

Statistic 34

The water industry workforce is projected to need 120,000 new workers by 2030.

Statistic 35

Water industry grew employment by 2.1% in 2023.

Statistic 36

Projected 6% employment growth through 2032.

Statistic 37

25,000 new jobs in water infra by 2025.

Statistic 38

Water sector added 10,000 jobs in 2022.

Statistic 39

Remote work offered to 20% admin HR.

Statistic 40

Unionized workforce 45%.

Statistic 41

Gig economy workers 8%.

Statistic 42

Contract workers 15% total.

Statistic 43

Regional variance: South 55% growth.

Statistic 44

Overtime hours avg 200/year.

Statistic 45

Temp agency use 20%.

Statistic 46

Automation displaces 5% admin jobs.

Statistic 47

Green jobs 15% growth.

Statistic 48

Entry-level wage $22/hr avg.

Statistic 49

4-day workweek trials 15%.

Statistic 50

78% of water utility HR managers report difficulty recruiting skilled engineers.

Statistic 51

52% of water HR pros use AI for recruitment.

Statistic 52

70% of water HR report labor shortages.

Statistic 53

Online job apps 55% of water recruitment.

Statistic 54

62% HR satisfaction with applicant pools.

Statistic 55

Time-to-hire averages 45 days.

Statistic 56

Social media sourcing 40% hires.

Statistic 57

Referral hires 30%.

Statistic 58

ATS usage 80% HR depts.

Statistic 59

Internships convert 70% to full-time.

Statistic 60

Video interviews 65% standard.

Statistic 61

Employer branding spend up 18%.

Statistic 62

Campus recruiting 35% engineers.

Statistic 63

Passive candidate sourcing 50%.

Statistic 64

Diversity job postings 70%.

Statistic 65

Skills-based hiring 55%.

Statistic 66

Average turnover rate in water utilities is 12.5% annually.

Statistic 67

Retention bonuses offered by 60% of water employers.

Statistic 68

Voluntary turnover in water ops is 9.8%.

Statistic 69

Absenteeism rate 4.2% in water sector.

Statistic 70

11% involuntary turnover rate.

Statistic 71

Retention rate 88% post-training.

Statistic 72

Exit interviews show pay as top issue 35%.

Statistic 73

Engagement score 72/100.

Statistic 74

Burnout rate 22%.

Statistic 75

Loyalty bonuses after 5 years 65%.

Statistic 76

Promotion from within 55%.

Statistic 77

Succession planning 80% large firms.

Statistic 78

Mentorship pairs 40% participation.

Statistic 79

Stay interviews 45% usage.

Statistic 80

Predictive analytics for turnover 40%.

Statistic 81

Alumni rehires 18%.

Statistic 82

Feedback surveys quarterly 65%.

Statistic 83

42% of HR budgets in water industry allocated to training.

Statistic 84

35% skills gap in cybersecurity for water utilities HR.

Statistic 85

15-hour annual training per water employee.

Statistic 86

Digital skills training up 30%.

Statistic 87

Leadership development programs in 68% firms.

Statistic 88

Safety training mandatory for 98%.

Statistic 89

Apprenticeships grew 22%.

Statistic 90

Certification rates 92% operators.

Statistic 91

E-learning modules 50% training.

Statistic 92

Micro-credentials 40% up.

Statistic 93

VR training pilots 25% firms.

Statistic 94

Soft skills training 45% budget.

Statistic 95

Gamified training 30% adoption.

Statistic 96

AI ethics training 20%.

Statistic 97

Cross-training 60% operators.

Statistic 98

Upskilling budget $2k/employee.

Statistic 99

AR training 35% field ops.

Statistic 100

65% of water sector employees are over 45 years old.

Statistic 101

Average tenure for water utility CEOs is 7.2 years.

Statistic 102

40% of workforce nearing retirement.

Statistic 103

Gen Z makes up 15% of water workforce.

Statistic 104

Average age 48 in water utilities.

Statistic 105

Baby boomers 28% of workforce.

Statistic 106

Millennials 35% of employees.

Statistic 107

Education level: 60% associate degree+.

Statistic 108

High school grads 25% workforce.

Statistic 109

Shift workers 60%.

Statistic 110

Part-time roles 10%.

Statistic 111

Foreign-born workers 12%.

Statistic 112

Dual-career couples 28%.

Statistic 113

Remote onboarding 75% post-covid.

Statistic 114

Overtime eligibility 85% non-exempt.

Statistic 115

Workforce size avg 250/utility.

1/115

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The water industry is on the brink of a tidal wave of change, as it grapples with a rapidly aging workforce, intense competition for specialized talent, and a pressing need to attract a new generation to manage our most vital resource.

Key Takeaways

78% of water utility HR managers report difficulty recruiting skilled engineers.
52% of water HR pros use AI for recruitment.
70% of water HR report labor shortages.
The water industry workforce is projected to need 120,000 new workers by 2030.
Water industry grew employment by 2.1% in 2023.
Projected 6% employment growth through 2032.
Average turnover rate in water utilities is 12.5% annually.
Retention bonuses offered by 60% of water employers.
Voluntary turnover in water ops is 9.8%.
65% of water sector employees are over 45 years old.
Average tenure for water utility CEOs is 7.2 years.
40% of workforce nearing retirement.
Diversity training programs increased by 25% in water companies in 2022.
Female representation in water industry leadership is 28%.
Minority hires up 18% in water sector.

The water industry urgently needs skilled workers as its aging workforce nears retirement.

Compensation and Benefits

Median salary for water treatment operators is $55,000.
Health benefits cover 95% of water employees.
Pension plans in 82% of water utilities.
Bonus pay averages 8% of salary.
401k match average 4.5%.
Paid time off averages 18 days.
Overtime pay 1.5x average.
Wellness programs 75% participation.
Stock options 12% execs.
Tuition reimbursement $5,250 avg.
Flex hours 70% offered.
Life insurance 2x salary avg.
HSA contributions employer $1,200 avg.
EAP usage 12%.
Childcare benefits 25%.
Pet insurance 20% offered.

Compensation and Benefits Interpretation

Water operators can make a splash with stable $55,000 salaries, robust health and pension plans, and generous overtime, but the current of modern perks like flex hours and tuition reimbursement shows the industry is still navigating how to flow beyond its traditionally solid foundation.

Diversity and Inclusion

Diversity training programs increased by 25% in water companies in 2022.
Female representation in water industry leadership is 28%.
Minority hires up 18% in water sector.
LGBTQ+ inclusion score average 75/100.
Ethnic diversity improved 12% since 2019.
Women in STEM water roles 32%.
Disability inclusion 85% compliance.
Veteran hiring initiatives 55% companies.
Age diversity index 0.65.
Gender pay gap 14%.
BIPOC execs 15%.
Neurodiversity hiring up 10%.
Allyship programs 50%.
Pronoun policies 60%.
ERG participation 35%.
Intersectional DEI score 68/100.
Trans inclusion 82%.

Diversity and Inclusion Interpretation

The water industry's DEI report card shows genuine improvement in each category, but also reads like a group project where the final grade is still "in progress," with everyone clearly still struggling to close some very wide gaps.

Employment Trends

The water industry workforce is projected to need 120,000 new workers by 2030.
Water industry grew employment by 2.1% in 2023.
Projected 6% employment growth through 2032.
25,000 new jobs in water infra by 2025.
Water sector added 10,000 jobs in 2022.
Remote work offered to 20% admin HR.
Unionized workforce 45%.
Gig economy workers 8%.
Contract workers 15% total.
Regional variance: South 55% growth.
Overtime hours avg 200/year.
Temp agency use 20%.
Automation displaces 5% admin jobs.
Green jobs 15% growth.
Entry-level wage $22/hr avg.
4-day workweek trials 15%.

Employment Trends Interpretation

The water industry is frantically hiring across all faucets, from green jobs to infrastructure, but it's also quietly automating some desk roles and experimenting with flexibility, making its workforce as mixed and pressurized as the systems it manages.

Recruitment and Retention

78% of water utility HR managers report difficulty recruiting skilled engineers.
52% of water HR pros use AI for recruitment.
70% of water HR report labor shortages.
Online job apps 55% of water recruitment.
62% HR satisfaction with applicant pools.
Time-to-hire averages 45 days.
Social media sourcing 40% hires.
Referral hires 30%.
ATS usage 80% HR depts.
Internships convert 70% to full-time.
Video interviews 65% standard.
Employer branding spend up 18%.
Campus recruiting 35% engineers.
Passive candidate sourcing 50%.
Diversity job postings 70%.
Skills-based hiring 55%.

Recruitment and Retention Interpretation

It seems the water industry's HR teams are simultaneously drowning in a talent drought while desperately modernizing their recruitment buoys, yet still managing to be cautiously optimistic about the occasional promising puddle of applicants.

Retention and Turnover

Average turnover rate in water utilities is 12.5% annually.
Retention bonuses offered by 60% of water employers.
Voluntary turnover in water ops is 9.8%.
Absenteeism rate 4.2% in water sector.
11% involuntary turnover rate.
Retention rate 88% post-training.
Exit interviews show pay as top issue 35%.
Engagement score 72/100.
Burnout rate 22%.
Loyalty bonuses after 5 years 65%.
Promotion from within 55%.
Succession planning 80% large firms.
Mentorship pairs 40% participation.
Stay interviews 45% usage.
Predictive analytics for turnover 40%.
Alumni rehires 18%.
Feedback surveys quarterly 65%.

Retention and Turnover Interpretation

The industry is diligently patching its leaks, but with pay topping the exit interviews, it seems the retention bonuses are often just a more expensive bucket catching the same drips of disengagement.

Skills and Training

42% of HR budgets in water industry allocated to training.
35% skills gap in cybersecurity for water utilities HR.
15-hour annual training per water employee.
Digital skills training up 30%.
Leadership development programs in 68% firms.
Safety training mandatory for 98%.
Apprenticeships grew 22%.
Certification rates 92% operators.
E-learning modules 50% training.
Micro-credentials 40% up.
VR training pilots 25% firms.
Soft skills training 45% budget.
Gamified training 30% adoption.
AI ethics training 20%.
Cross-training 60% operators.
Upskilling budget $2k/employee.
AR training 35% field ops.

Skills and Training Interpretation

The water industry is pouring significant resources into training, revealing a dual focus on fortifying essential operational safety and certification while urgently upscaling its workforce for a digital, cyber-secure future, yet still grappling with a deep skills gap that threatens to leave the taps on and the firewalls down.

Workforce Demographics

65% of water sector employees are over 45 years old.
Average tenure for water utility CEOs is 7.2 years.
40% of workforce nearing retirement.
Gen Z makes up 15% of water workforce.
Average age 48 in water utilities.
Baby boomers 28% of workforce.
Millennials 35% of employees.
Education level: 60% associate degree+.
High school grads 25% workforce.
Shift workers 60%.
Part-time roles 10%.
Foreign-born workers 12%.
Dual-career couples 28%.
Remote onboarding 75% post-covid.
Overtime eligibility 85% non-exempt.
Workforce size avg 250/utility.

Workforce Demographics Interpretation

The water industry is a seasoned ship sailing toward a retirement cliff with a youthful but small boarding party, all while navigating a modernizing workplace that still runs on the experience of its long-serving crew.

Sources & References

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