Join us as we discuss the skills gap in the water industry and delve into the challenges faced by the UK water sector in recruitment and retention. 

The first guest, Peter Simpson, chief executive of Anglian Water shares his perspective on the opportunities and challenges presented by the increased investment in the sector. 

Our second guest, Dr. Sarah McMath, CEO of MOSL, shares her personal journey into the sector and her insights on fostering a more inclusive and supportive workplace. 

Guest 1: Peter Simpson, Chief Executive of Anglian Water 

Key discussion points: 

Skills shortage and opportunities: Understanding the skills shortage in the water industry and the potential for growth and development. 

New skill sets and traditional skills: Explore the need for both new and traditional skill sets, including digital technologies and nature-based solutions 

The value of the water industry: Discover the positive impact the water industry has on society and the environment 

Diversity and Inclusion: Learn about the importance of diversity and inclusion in the industry and Anglian Water's initiatives to address the skills gap 

Advice for aspiring professionals: Get valuable advice for those considering a career in the water industry. 

Guest 2: Dr. Sarah McMath, CEO of MOSL 

Key discussion points: 

Accidental entry and career path: Discover how Sarah's unexpected path led her to become a leading figure in the water industry. 

Recruitment and retention challenges: Understand the difficulties the sector faces in attracting and retaining talent, particularly in terms of diversity and inclusion. 

Creating inclusive cultures: Learn about the importance of inclusive cultures and policies to create a welcoming environment for all. 

Mentoring and coaching: Explore the role of mentoring and coaching in supporting career development and promoting diversity. 

Speaking up and supporting others: Discover the power of individuals speaking up and supporting each other in the workplace. 

Takeaways: 

• The skills shortage in the water industry should be seen as an opportunity for growth and development.  

  
  

• New skill sets, such as digital technologies and nature-based solutions, are needed in addition to traditional skills.  

  
  

• The water industry offers meaningful and purposeful work that makes a difference in people's lives and the environment.  

  
  

• Collaboration and partnerships with other organisations are crucial for addressing the skills gap and attracting diverse talent.  

  
  

• Individuals should focus on finding a job that aligns with their passions and values rather than solely aiming for the top position.  

  
  

• The water sector faces challenges in recruitment and retention, particularly in terms of diversity and inclusion.  

  
  

• Creating inclusive cultures and policies is crucial for attracting and retaining a diverse workforce.  

  
  

• Mentoring and coaching can help support individuals in their career development.  

  
  

• It is important for individuals to speak up and support each other in the workplace.