Reflections From The NYWEA Diversity, Equity, & Inclusion Committee and Lessons Learned to Incorporate DE&I in Your Member Association

The water sector has an opportunity to act now to be more reflective of the communities we serve through a mindset rooted in justice, diversity, equity, and inclusion. Our industry's DE&I challenges, and untapped opportunities can't be viewed separately from the issues that exist within the broader society which include, but are not limited to: racial equity, gender equity, job opportunities with proper wages, community design that considers vulnerable and historically underinvested populations. Approaching this challenge is beyond the reach of traditional engineering problem-solving based on models and computation. Our current and future workforce needs to mirror the communities we serve, and professional societies and member organizations have an opportunity to be part of the community building.
In September 2020, the NY Water Environment Association (NYWEA) board recommended that its D&I Task Force (formed a year prior) be elevated to a standing committee status, titled the Diversity, Equity, and Inclusion Committee. The Task Force agreed that it was imperative to include 'equity' in the name and mission of the committee moving forward, as equity is an essential goal of diversity and inclusion and speaks to the justice and meaningful outcomes. All three elements of diversity, equity and inclusion must be fully, permanently, and visibly integrated into NYWEA's culture, as these elements are fundamental and relate to the retention and recruitment of quality staff, members, professionals and volunteers in the water sector.
The guiding vision of the NYWEA DE&I Committee is to progress toward an equitable future in our communities through the water/wastewater industry, incorporating and appreciating the unique experiences and challenges we face. The mission of the NYWEA DE&I Committee is to further opportunities for diverse and multidisciplinary representations in the water/wastewater industry by growing the level of engagement through NYWEA events and programs, support student and young professional participation, and collaborate with cultural and professional organizations/societies through networking, professional development, education, mentorship and leadership opportunities. The DE&I Committee would also give exposure to water quality careers and leadership opportunities to underrepresented populations. As the NYWEA DE&I Committee approached the end of 2021, the group reflected on discussions items from its bi-monthly (twice a month) meetings over the past year, to inform the committee's strategic approach and achievable goals for 2022.
This presentation will outline the current progress by the Water Environment Federation's NY member association, NY Water Environment Association (NYWEA) and the DE&I Committee's approaches, lessons learned, and best practices of development. The discussion will cover a timeline of committee progress, discussion topics, resources developed, and impact from its inception in October 2020 to present. Work through a DE&I lens includes: fostering a sense of belonging among all members of the water sector; taking ownership to lead NYWEA's INFLOW mentoring/education program; enhancing water operator engagement; seeking partnerships with community organizations that represent underrepresented populations; and promoting equity within civil service through addressing barriers to entry.
From the best practices in managing a committee, lessons learned, sharing accomplishments achieved to date (events, InFLOW, member association culture shift), and summary of committee meeting discussions covered in this presentation, attendees will have tools for use in creating and/or advancing the efforts of a DE&I Committee for their respective WEF member associations. This presentation will be structured to allot sufficient time for the anticipated audience Q&A, ranging from committee management to the recommendation approaches to engagement and impact.