Policy 12: Water Sector Workforce Development Policy

Ensure a diverse, stable, and well-equipped water sector workforce and talent pipeline to plan and manage water resources and maintain safe, efficient, and reliable water operations through addressing challenges in recruiting, training, and retaining employees.

Past water sector workforce recruitment and retention strategies are no longer effective. New strategies must include early awareness of water sector careers (K-12 outreach), low-barrier entry (internships, apprenticeships, changing hiring processes), inclusive workplaces with professional development opportunities, and proactive knowledge transfer mechanisms supporting succession planning.

Tailoring best practices within each unique workplace is key, as internal cultures, variations in position classification, and labor union contracts make it so that a one-size-fits-most approach is not possible. A comprehensive policy framework that addresses the root causes of inequity and promotes diversity, equity, and inclusion throughout the water workforce should encompass targeted recruitment strategies, inclusive hiring practices, equitable access to training and development opportunities, culturally competent leadership, and supportive workplace policies that foster a culture of belonging for all employees. By proactively addressing these challenges, the water sector can build a more resilient, innovative, and sustainable workforce and future talent pipeline that reflects the diversity of the communities it serves and ensures equitable access to clean and safe water for all while furthering the prosperity of the region.

Desired outcomes:

  1. A resilient and technologically competent water sector workforce.
  2. The water sector talent pipeline and workforce reflect the racial and gender identity diversity of the communities served.
  3. Water sector careers that pay a livable wage with clear paths for advancement.
  4. A regional portfolio of talent development opportunities and experiences that support performance excellence, emerging challenges, and opportunities in the industry.
  5. Cross-sector collaboration and partnerships that support workforce sustainability and development.

Actions

Actions are grouped under the categories of Partner, Plan, and Provide to better tell the story of how policy produces results.

Partner

  1. Collaborate across the region to build awareness of water sector careers as one of the key elements within a public awareness campaign to maintaining clean water for future generations.
  2. Collaborate with educational providers to develop K-12 student and teacher curriculum and support interest and skills needed for water sector careers.
  3. Develop recruiting partnerships with educational institutions, labor unions, and community groups to increase visibility of water sector careers for historically marginalized communities.
  4. Partner with professional water organizations, labor unions, educational institutions, and workforce development organizations to create water sector career skill development opportunities and strengthen the water sector workforce talent pipeline

Plan

  1. Recognize the needs of the changing workforce and make the applicable, evidence-based accommodations to the workplace.
  2. Map existing workforce skills, identify gaps, and develop strategies to fill gaps.
  3. Develop and activate workforce succession plans and tools that account for current and future staffing levels, knowledge transfer and cross training, and talent readiness.

Provide

  1. Host a paid internship program in which students (high school and post-secondary) can apply their existing knowledge and skills while building new ones in the water sector.
  2. Host registered apprenticeship programs to alleviate barriers of entry to water sector careers
  3. Expand on-the-job training and professional development opportunities within Environmental Services to up-skill the existing water sector workforce to meet changing demands and utilize emerging technologies.
  4. Offer technical assistance to water sector employers to develop, implement, and expand recruitment, development, and retention approaches and programs.
  5. Seek financial resources and partnerships to provide inter-organizational trainings focused on subregional challenges, to share lessons learned and build strong working relationships

Next:

Read the full water policy plan drafts

Give feedback on Water Policy Plan