Strength through difference in the water sector

09 March 2026

There’s more discussion of diversity and inclusion than there used to be, but we can’t be complacent, argues Catherine Treagus-Mullan, who sits on the steering committee of the WEM Pride network

In 2024 I celebrated the very first LGBT+ Parents and Carers Day, an event established by Proud 2 b Parents, a charity I have the privilege of chairing. It was truly heartening to see the company I work for getting involved and celebrating this day on its social media channels and with a ‘lunch and learn’ event. For me, it was a moment of real pride and hope: proof that work can be a place where all families, including LGBTQ+ ones, are seen, valued and celebrated.

When I first became a parent, the workplace was a place of uncertainty and silence about families like mine. So, to see this change happening is both powerful and necessary. As we approach the next LGBT+ Parents and Carers Day on 19 September, I hope more organisations will join in and embrace the diversity of family life.

Diversity in the sector

When I first started in the industry, back in 2004, discussions about inclusion were often confined to HR meetings, if they happened at all. Fast forward to 2025, and while we’ve made strides, my journey has shown me that we still have a long way to go. Diversity is not a niche issue – it is a reality that affects us all. Around 7-8% of the UK population identify as LGBTQ+, according to the Office for National Statistics (ONS), and approximately 15% of people are neurodiverse, including conditions such as autism, ADHD, and dyslexia, according to the charity ADHD Aware.

In professional communities like CIWEM, with over 11,000 members, thousands may well belong to these groups but often remain unseen and unsupported. This makes inclusive policies and culture all the more important.

My parenting journey

It wasn’t until I began my journey to parenthood that I truly felt the cracks in our company policies. As a non-birth parent, I found myself questioning my eligibility for paternity leave, as the company policy only referenced fathers. Becoming a parent was a deeply personal and, at times, lonely experience in the workplace. I felt uncertain – was there space for someone like me, with a family that didn’t fit the traditional mould? I was cautious about sharing my story, worried about being judged or misunderstood.

However, over time, I have become out and proud at work, openly sharing my life with my wife and our children. Taking on roles like chair of trustees for Proud 2 B Parents and involvement in the WEM Pride steering committee has shown me how powerful visibility can be. I’ve had colleagues reach out, telling me how seeing someone like me being authentic gave them courage to be themselves. That sense of connection and support is invaluable. It reminds me that none of us should have to struggle in silence.

Building truly inclusive workplaces

Over the years, I’ve witnessed a gradual but meaningful shift towards more inclusive family-friendly policies within organisations. These policies are beginning to reflect the real diversity of families today: recognising birth and non-birth parents, using inclusive language and offering surrogacy leave. These may seem like small changes on paper, but for those of us living these realities, they are profound. They signal that workplaces are starting to see and respect a wider range of family styles, and that no one should feel invisible or excluded because of outdated assumptions or language.

Being a parent of a neurodiverse child has given me a deeper understanding of what true inclusivity means. It’s not just about ticking boxes or offering generic support; it’s about creating environments where different needs are understood and accommodated. I’ve seen how embracing neurodiversity can transform teams – not only by fostering kindness and empathy but by unlocking creativity and innovation through diverse ways of thinking.

This means recognising that some colleagues may need quiet or low-stimulation workspaces to thrive, or flexible working hours that accommodate fluctuating energy levels and concentration patterns. It means adapting recruitment processes, such as offering virtual interviews, so candidates can perform at their best without unnecessary stress.

WEM Pride was founded to support those working for smaller organisations in water and environmental management

These adaptations don’t just benefit neurodivergent individuals – they create a more humane and supportive culture for everyone. When workplaces make space for difference, they send a clear message: every person’s unique perspective and experience is valued. This kind of environment nurtures wellbeing, engagement and productivity, and ultimately drives better outcomes for organisations.

For families like mine, where neurodiversity is part of everyday life, having employer policies that genuinely reflect this reality is vital. It’s about more than just support – it’s about respect, recognition and the freedom to bring your whole self to work without fear of judgement or exclusion. Seeing these changes take root fills me with hope, but is also a reminder that we must keep pushing for workplaces to evolve in ways that truly embrace all kinds of diversity.

One of the biggest changes I’ve witnessed is the rise of hybrid and flexible working. When I started out, balancing work and family often felt impossible. Now, flexible hours and the option to work remotely make a huge difference. These adaptations benefit neurodivergent colleagues, too.

Yet, while we celebrate these gains, persistent challenges remain, particularly around gender bias and representation. Many sectors, including water and environment, still face gender imbalances at senior levels, limiting diverse perspectives and innovation.

Tackling these requires deliberate action: unconscious bias training, mentoring and sponsorship programmes, transparent career pathways, and fostering cultures where every voice is valued. Hybrid working supports inclusion by accommodating diverse needs, including those of neurodivergent colleagues and carers.

Breaking the silence on perimenopause

As my career has progressed, I’ve also had to navigate perimenopause – something that was completely absent from workplace conversations when I began. Many colleagues struggled silently with symptoms like brain fog, fatigue and mood swings, without any support or understanding. There was simply no language or space to talk about it.

Today, thankfully, that is starting to change. Open conversations about perimenopause are beginning, and that shift is vital for creating workplaces where everyone can thrive. I am fortunate that these discussions are now happening. In recent years, training and awareness about perimenopause have been introduced, and flexible working arrangements are increasingly available to help manage symptoms.

Still, I’ve noticed these conversations quietening again, risking perimenopause slipping back into a hidden challenge where those affected feel unable to speak up. It’s vital we keep these discussions alive and ensure workplaces continue evolving to provide understanding, flexibility and support. World Menopause Day, which takes place annually on 18 October, offers a good opportunity to start the conversation within your teams.

A retreat on equality, diversity and inclusion

Despite the significant progress we’ve made, it is disheartening to observe a trend of some companies rolling back their equality, diversity and inclusion (EDI) commitments. This year, we saw less acknowledgement of Pride Month in June, reduced corporate sponsorship of EDI organisations and events, and an increasing tendency among some organisations to adopt a stance of ‘neutrality’.

This shift is influenced by wider societal and political pressures, including backlash against progressive policies, global setbacks in LGBTQ+ rights and a growing culture of caution among organisations wary of controversy.

While neutrality might appear non-controversial, in reality it often reads as silence in the face of inequality and exclusion. Choosing not to visibly support LGBTQ+ communities and other underrepresented groups sends a clear message that their identities and challenges are not valued. This retreat not only undermines the progress made but can also deepen feelings of isolation and marginalisation among employees from diverse backgrounds. Companies have a responsibility to lead by example, demonstrating that inclusion is not a political statement but a fundamental value that drives innovation, engagement and wellbeing for all.

We must not let this backslide happen. Each of us has a role to play in pushing back against silence and neutrality. Reach out to colleagues who might feel isolated or marginalised – sometimes a simple message of support can make all the difference. Be visible in your allyship.

Advocate for inclusive policies. Participate in events like National Inclusion Week (15-21 September 2026), an annual event that celebrates and promotes diversity, inclusion and equality across workplaces and communities to create environments where everyone feels valued and respected, World Menopause Day and LGBT+ Parents and Carers Day. These aren’t just dates – they are opportunities to show that you care and to build a culture of belonging.

Creating inclusive futures together

The water sector has made real progress over the past two decades, becoming a more welcoming and inclusive space in which to work, as a result; but there’s much still to do. Collaboration is key and industry professionals must seek partnerships with organisations that champion diversity, such as Women in FCERM, WEM Pride, Building Equality, and Proud 2 B Parents.

When we unite around a common goal, we create a powerful force for change. By continuing to focus on gender bias, family policies, neurodiversity and fostering both collective and individual advocacy, we can build a sector where everyone feels valued and empowered. Let’s commit to this journey together, ensuring our workplaces don’t just reflect diversity but celebrate it wholeheartedly.

Together, we can create a future where everyone brings their full, authentic selves to work – and thrives, to the benefit of not just each of us individually, but the sector as a whole.

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Join WEM Pride to connect with the LGBTQIA+ community – all are welcome.

This article originally ran in the Autumn 2025 print issue of The Environment magazine. Become a member of CIWEM today to gain access to the quarterly magazine, as well as digital access (via MyCIWEM) going back to 2016. Non-members can also access the monthly The Environment digital newsletter.

Catherine Treagus-Mullan is an associate director for water and environment at Tetra Tech Europe