Meet the members: WEM Pride

Westcountry Rivers Trust co-creation specialist Sarah Ward (she, her/they, them), based in the Exeter area

I’ve worked in the WEM sector for over 20 years. I first started going to CIWEM events at my line manager’s recommendation when working at Thames Water. I became Chartered in 2010 whilst finishing my PhD at the University of Exeter.

I served on the South West Branch Committee and was chair in 2012-13. After having a bit of a break from committees and a personal epiphany in 2017, in 2020 I reconnected to see if CIWEM could reach out more to the WEM LGBTQIA+ community. With huge support from current president Nikki Roach, chief exec Terry Fuller and the whole CIWEM Exec team WEM Pride was born.

Why does CIWEM need diverse voices?

The WEM sector can be a challenging place to be LGBTQIA+. Whilst things are getting better, it’s historically quite conservative – particularly on the engineering side – and people can still be fearful of being out at work.

I know this because I’ve been there; only over the last few years, particularly since the Equality Act in 2010, have I been comfortable coming out/being out at work. As a bi/pansexual, polyamorous person and parent who often didn’t know how to talk about their personal life at work, I know the importance of equality, diversity and inclusivity particularly in relation to LGBTQIA+ themes.

By sharing experiences openly and respectfully we can co-create socially just, safe and inclusive WEM spaces, services and policies.

EA FCRM officer in the Mechanical, Electrical, Instrumentation, Control and Automation (MEICA) team covering the North West Colin Liptrot (he, him), based in Warrington

I attended university at 27 as a mature student, an on graduating worked on landfill construction and restoration before joining the EA.

I joined CIWEM as an Environmental Partner following a presentation at work, later achieving Member status.

I’ve been a national lead ally for our internal LGBTQIA+ Network for many years and when I heard about WEM Pride I was keen to share my experiences.

Why does CIWEM need diverse voices?

CIWEM needs to be able to represent everyone that is working in the WEM sector; and this is across different genders, sexualities, nationalities and faiths.

The more voices that can be given to a solution, the more likely it is that that solution will be for the benefit of everyone. As a white, male, straight, cisgender atheist I’m fully aware that I don’t have all the answers.

That’s why I’m so glad to be part of WEM Pride.

CIWEM executive assistant and diversity and inclusion champion Francesca Brahmbhatt (she/her), based in London

My background has always been in administrative/operational roles. A desire to align my personal and professional values saw me seek out career opportunities in the educational/environmental fields.

I joined CIWEM in my current role as EA to the chief executive and director of operations, and soon after became the D&I champion, leading on all D&I initiatives.

Why does CIWEM need diverse voices?

CIWEM prides itself on the pool of diverse WEM talent it has in over 90 countries. To ensure member’s personal journeys are heard, understood and valued CIWEM needs to give them the appropriate platform, and that’s where the importance of networks such as WEM Pride come in.

Create Consulting Engineers Hydrology and Water Consultant Jessica Jordan (She/Her), based in London

I began contemplating a career in the water sector when undertaking my BSc in Geography at Brighton University. Exploring this further I used holidays during my year-long role as a school support worker to gain work experience within flood risk management teams at private consultancy firms and the EA.

I loved both experiences and subsequently undertook a master’s in Engineering Geomorphology Consultancy and Practice at Sussex University.

I’ve been at Create and a member of CIWEM since leaving university in 2015.

Why does CIWEM need diverse voices?

I came out as gay when I was 18. Spotting the advert for what would later become WEM Pride I viewed it as a unique opportunity to meet other LGBTQIA+ people and supporters in the same industry.

I work for a smaller consultancy firm, but now get to benefit from communicating with people in larger organisations, sharing new ideas and experiences. That feedback is invaluable and only possible in a wider group like WEM Pride.

Systra principal flood risk engineer Catherine Treagus-Mullan (she/her), based in the Manchester area

I first started my WEM career with the EA and have since gone on to work for several consultancies and water companies.

Joining CIWEM, and subsequently gaining my chartership, always seemed like a natural step in my career. I first heard about WEM Pride through one of my professional network contacts and having been involved in several LGBTQIA+ networks, both professionally and personally, I was excited to contribute.

Why does CIWEM need diverse voices?

Feeling that you’re unable to be open about who you are in the workplace can be a stressful experience. LGBTQIA+ networks, such as WEM Pride, provide a mutually supportive safe space where WEM professionals can share best practice, work together to combat discrimination and champion the visibility of diverse groups of people.

RAPID (Regulators Alliance for Progressing Infrastructure Development)/ Ofwat senior associate Haydn Johnson (he/him), based in London

Before starting at RAPID, I worked in consultancy at Wood, honing my water resource planning and modelling skills.

While there I helped develop the LGBTQIA+ network from the ground up and was proud to see our employee-driven network grow, gain influence and eventually be incorporated into the company’s D&I strategies.

I was introduced to CIWEM when undertaking my Hydrology MSc Newcastle many years back.

I’d always wanted to be more engaged in the organisation beyond the usual member activities so jumped at the chance to be involved in WEM Pride.

Why does CIWEM need diverse voices?

‘Luckily’ I have had really positive experiences in being openly gay at work, and it’s allowed me to just get on with my job knowing my work will be valued (even though I may still pause before saying boyfriend in front of a new colleague!).

Through setting up work LGBTQIA+ networks, I know my experience, unfortunately, isn’t a privilege shared by everyone across the WEM industry.

CIWEM is in a unique position where it can help bridge that divide and facilitate forging diverse connections, in the same way it so successfully connects industry skills.

Atkins hydraulic modeller Charlene Chung (she/her), based in Bristol

I’ve worked in the water and environment industry for nearly a decade, specialising in wastewater modelling.

Throughout my career CIWEM has always offered a place to develop my skills and explore career opportunities.

When I heard about WEM Pride I was eager to be involved as I noticed there hadn’t been anything like it in the WEM industry previously.

Why does CIWEM need diverse voices?

The world can feel like a lonely place at times, and those in the LGBTQIA+ community can feel particularly marginalised.

Creating networks is one way to help LGBTQIA+ and other diverse communities feel like they’re part of something that matters and that they’re accepted and respected for who they really are.

These groups should not only be places of support but vehicles for celebrating and unifying the LGBTQIA+ community.

Standard Chartered Bank (SCB) head business engagement GBS / HR – Future of Work UK Jonathan Heath (he/him), based in London

I started my career in the City after graduating from my first degree in Economics in 1993. I held several positions in financial Institutions before joining SCB in 2008.

I’m currently exploring new career options and am undertaking a master’s degree in Environment Management, before focusing on the water industry.

Why does CIWEM need diverse voices?

The business case for LGBTQIA+ inclusion and inclusive workplaces, something we pride ourselves on at SCB and that has helped to sustain our business success, is a strong one.

It positively affects:

• Engagement and performance
• Recruitment and retention

If WEM Pride can achieve something similar for WEM industry, that can only be a good thing.