The views expressed in this paper are the views of the authors and do not necessarily reflect the

views or policies of the Asian Development Bank (ADB), or its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this paper and accepts no responsibility for any consequence of their use. The countries listed in this paper do not imply any view on ADB's part as to sovereignty or independent status or necessarily conform to ADB's terminology.

Women Water Utility Leadership: Constraints and Opportunities

Rodora N. Gamboa
Head, Maynilad Water Academy Maynilad Water Services, Inc.

From the Shallows to the Deep: Who is taking the lead? Women, Water and Leadership A Workshop for Asia and the Pacific 13-14 February 2014, Manila, Philippines

Outline
o Background o Women in Politics o Women in Water Utilities o Constraints and Challenges o Opportunities o Recommendations o Conclusions

Background
3 island groups Luzon, Visayas, Mindanao Divided into 17 regions 80 provinces 143 cities 1,491 municipalities 42,028 barangays Population : 92M est. Male : 51% Female : 49%
Source: Philippine Statistics Authority

Global Gender Gap Index 2013 Ranking

Country 2013 2012 2011 2010 Iceland 1 1 1 1 Finland 2 2 3 3 Norway 3 3 2 2 Sweden 4 4 4 4 Philippines 5 8 8 9 Iceland 6 5 5 6 New Zealand 7 6 6 5 Denmark 8 7 7 7 Switerland 9 10 10 10 Nicaragua 10 9 27 30
Source: WEF Global Gender Gap Report 2013

Philippines: Highest-ranking country from Asia that made the top 10 in the survey, which measures four critical areas of inequality between men and women: economic participation and opportunity, educational attainment, health and survival, and political empowerment

Women in Politics
100% 80% 60% 40% 20% 0% Male
83%

80%

77%

73%

17%

20%

23%

27%

Female 2004 2007

2007 Male Female 0 1 20 3 221 56 241 60 80% 20%

2010
2010 Male Female 1 0 19 4 213 65 233 69 77% 23%

2013
2013 Male Female 1 0 19 5 210 79 230 84 73% 27%

President Senators House of Representatives Total %

2004 Male Female 0 1 19 4 200 40 219 45 83% 17%

Water Supply Access

Access to Formal Levels of Service 80% Informal access 20%

Level III 45% Water Districts 20% Private Operators 25%

Self-provision through private wells, tanked or vended water supply or piped supply Local Government provided by SmallUnits and Community-Based Scale Independent Providers Organizations 35%

Level II 10%

Level I 25%

Source: Philippine Water Supply Sector Roadmap, 2nd Edition

Maynilad Water Services, Inc. Profile

Water Sources 97% Angat reservoir

3% Laguna de Bay Water Treatment

Distribution Network Population Coverage Customers System Input Volume Billed Consumption NRW

Male

3 Plants
Over 7,306 km 8.4 million 98% 1,129,497 1,886 MLD 1,212 MLD 35% 2,226

Number of Employees

Maynilad Water Services, Inc.

Female Male

Executives
Managers/Supervisors Rank and File

30%
38% 16%

70%
62% 84%

23%

77%

Water District Board of Directors Representative

Business Sector Academe Sector Civic Sector Professional Sector Women Sector

Women General Managers of Water Districts

100%

Male 80%
60% 40% 20% 0%
2002 2005 2008 2011
14% 15% 16% 19%

86%

85%

84%

81%

Female

Source: PAWD Directory 2002-2011

Constraints
Perception that GM and CEO position is a mans job Stereotyped roles Women perceived to have tendency to be less productive than men due to housework, taking care of babies, being pregnancy and having periods Lack of confidence Lack of support

Opportunities
Potential increase in vacant GM positions due to retirement of incumbent Increasing number of water utilities open to female leaders and managers Change paradigm of water utility leadership Potential to participate in capacity development programs

Recommendation
Capacity development for women through different modalities: traditional training, blended learning, coaching, mentoring, exchange program Highlight women leaders accomplishments as models of the second liners Create a women utility leaders support team Continue advocating gender and development mainstreaming in water utilities

Conclusion
There are more women in the Philippines taking leadership role in water utilities Women leaders in water utilities can change the paradigm of leadership in water (its not a mans job)
Capacity development for women leaders and aspiring leaders is needed to not only improve technical and soft skills but also develop confidence to successfully run the utility