We shared our knowledge gained through the [World Water Day 2021 Listening Exercise](https://www.unwater.org/publications/world-water-day-2021-listening-exercise-summary/) about how to work with young people on water and climate issues, at COP26.

Our messages included giving young water professionals and activists specific actions to take and enabling them to learn from each other.

We said that involving youth is essential in the run up to the 2023 Un High Level meeting on water and this process must start now.

Our key messages to the COP can be seen ([here](https://admin.aquafed.org/uploads/COP_26_Water_Pavlion_event_Empowering_Youth_for_a_Climate_Resilient_Future_67d71047cd.pptx)) 


The session can be seen [here](https://www.youtube.com/watch?v=bcnIC1OH44A)

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Our message to COP26 about young people

AquaFed has joined a wide range of organisations to call on the EU to enshrine the right of access to adequate sanitation services for all citizens living across Europe into EU law. 

**Our statement**
Access to decent and safe sanitation (services) is a fundamental need and a #HumanRight, but 10 million people still lack access to sanitation in the #EU. 

The #GreenDeal is the opportunity to ensure access to sanitation for all. We call on the European Parliament and the European Commission and the European Union to seize the opportunity through the revision of the Urban Waste Water Treatment Directive to introduce legal provisions that ensure the best possible access to sanitation services for all in the EU. 

The 2020 Drinking Water Directive has rightly introduced article 16 promoting access to water - this move should also be reflected in the new Urban #WasteWater Directive when it comes to sanitation.
 
 Water is life; Sanitation is dignity. 

**Signatories**: Aarhus Vand, Acciona, AEAS, Aguas de Benahavís, Aguas de Córdoba, Aguas de Huelva, Aguas de Montilla, Aguas de Portugal, Aguas del Añarbe, Aguas de Torremolinos, Aguasvira, Aigües d’Elx, AISE, Aljarafesa, Almar Water Solutions, Ambling, AMVISA, AquaFed, Aquafin, AquaFlanders, Aqualia, Aqualter, Aquiris, ASA Andalucía, Axaragua, Canal de Isabel II, Consorci d’Aigües de Tarragona, Consorcio de Aguas Bilbao Bizkaia, DAM, De Watergroep, DuPont, Ecolab, EDAFO, EMA, EMACSA, EMALSA, EMASAGRA, EMATSA, EPSAR, FACSA, FP2E, Gestagua, Global Omnium, Grundfos, GS Inima, Hidralia, Kamstrup, Kemira, Kimberly-Clark, Krüger, Mancomunidad Comarca de Pamplona, MARE, Miya Water, NILSA, Our Future Water, Remondis, Sabemsa, Saur, Sercomosa, Socamex, Suez, Tedagua, Unilever, Villeroy & Boch, Veolia, Water Europe, WeCo, Women for water Partnership (WfWP), WEO, Young Water Professionals Spain (IWA), Xylem"

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Message to the EU on World Toilet Day

Enabling women to progress their careers in the water sector through strong networks were highlighted by speakers including AquaFed’s Criselle Alejandro at the [4th Global GWOPA Congress](https://gwopa.org/wop-congress/) this week.

At the discussion ‘Enabling Environment for Female Operators’, panelists gave a clear message that one of the keys to increasing gender equality is helping women to help themselves. 

Creating and supporting networks of women professionals both within their organisation, but also with others in their local area and even internationally, are a proven way of achieving a gender balance in the water and sanitation sector.

And underlying these initiatives are the need to tackle the inequality issue at school and further education level, with much greater encouragement and support for girls to take on STEM careers with greater internships and mentoring.

Alejandro, who is Senior Vice-President of [Balibago Waterworks](https://www.bwsi.com.ph/) in the Philippines and a member of AquaFed’s Executive Committee, highlighted the wide range of ways her company supports its women employees to flourish in the careers and become leaders. These include:

•	Compensation schemes are determined by job position and qualification. No discrimination on salaries whether the person being hired male or female.

•	Training programs and job promotions are open for all, no matter what the gender.

•	Employees are allowed to leave during working hours if they need to attend to important family matters.

•	Flexible working hours and target-based performance are offered to employees whose physical presence are not required in the office.

•	Employees are encouraged to use their vacation leaves to spend time with their families.

She said: “We know that women provide a high attention to detail and are creative in thinking of solutions. They have high emotional quotients that benefits dealing with difficult employees, customers and other stakeholders.

“We also are aware that women are sometimes the breadwinners of their families thus they have a strong ambition to succeed and gain financial stability.”

In Balibago, 57% of managers and 74% of the accountants are women.

The event was organised by the[ Women in Water and Sanitation Network ](http://wwsn.org/)and can be seen here. The messages at the panel echoed those given by [AquaFed representative Nerea Plaza](https://aquafed.org/news/15) at the recent EU High Level Conference on Water and Gender Equality.




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Professional women’s networks are essential 

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