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Challenges and Collaboration in the Danube Water Sector

Explore the challenges faced by young water professionals in the Danube region and discover ways to increase collaboration among YWP, water utility associations, and IWA.

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Challenges and Collaboration in the Danube Water Sector

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  1. YWP Danube Regional Workshop 2018 What happened in 2017? Supported by:

  2. Who was there? • Albania: Arlinda Ibrahimllari, Chair of Albanian YWP Chapter, Chair of IWA Emerging Water Leaders Steering Committee • Austria: Katharina Steinbacher, Chair of Austrian YWP Chapter • Bosnia & Herzegovina: Dijana Draganovic, YWP • Bulgaria: Emil Tsanov, Chair of Bulgarian YWP Chapter • Croatia: Tomislav Majerovic, Chair of Croatian YWP Chapter, Fran Jovic, Secretary of Croatian YWP Chapter (in process of establishment) • Czech Republic: Iva Johanidesová, Chair of Czech YWP Chapter • Hungary: Vince Bakos, Co-Chair of Eastern European YWP Conference • International: Christian Loderer, IWA Emerging Water Leaders Steering Committee • Kosovo: Sokol Xhafa, Representative of YWP Chapter Kosovo • Romania: Laura Stanescu, Chair of Romanian YWP Chapter • Serbia: Zeljka Rudic, YWP

  3. The Aim • gather chairs of existing YWP chapters, YWP interested in setting-up a chapter, as well as YWP strongly involved in YWP activities in their countries • focus on three questions: • what are the challenges YWP are facing in the region • how to increase collaboration among YWP, the water utility associations and IWA in the region • how to increase the participation of YWP in regional networking events, e.g the Danube Water Conference

  4. Question 1 (1) What are the challenges YWP are facing in the region? • Working in the sector: • Water sector is not sexy due to bad salaries, lack of investments into the sector, lack of transparency regarding the investments, lack of awareness of the public • need for experts dealing with e.g. wastewater treatment, hydropower, as well as the generational turnover. • important to attract people without and academic background to work in the sector, e.g. craftsmen • increase the attractiveness of the sector by applying innovative technology, e.g. WATER 4.0 • to raise the awareness among the population on the importance of a proper water management • Barriers to work in the sector are politics/corruption, lack of transparency regarding investments and job opportunities, the financial aspects and the lack of acknowledgement of working in the sector

  5. Question 1 (2) • Skills needed to work in the sector: • Soft skills (e.g. presentation skills, good communication, ability to work in multidisciplinary teams and thinking outside of the box) • Focus of employers is on hard skills (on top of engineering skills, GIS, modelling and other software knowledge is very much valued). • management and leadership skills, good self-organization to be more effective in using the skills as well as opportunities to go abroad and learn from other young professionals (important role of the YWP network in this sense) are required • It is the YWP’s responsibility to pitch and develop arguments to convince employers to invest in them (what are you bringing to the company in return for their investment in you?) • To improve the support by employers, linkages between academia and practitioners could be created through strategic partnerships with universities (e.g. paid internships)

  6. Question 1 (3) • Cooperation/Collaboration • Water sector in most countries is not well-connected among the main stakeholders working in it • public sector seems disconnected • most countries seem to have regular (yearly/ bi-annual) conferences where the sector comes together, but this is an exchange rather than a cooperation place

  7. Question 2 (1) How to increase collaboration among YWP, the water utility associations and IWA in the region • Motivation • the initial step is to find a core motivated/active team • Activities in established chapters include (1) workshops on technical, managerial and soft skills (2) the participation in national and international forums, (3) study trips, (4) informal activities to encourage networking among young water professionals, (5) communication with the network • Activities that could encourage cooperation among chapters within the region include (1) a regional newsletter for profiling the different chapters (using existing platforms such as DANUBIS.org and social media sites), (2) the development of an exchange program among YWP of different companies through cooperation agreements and (3) yearly meetings of national chapters.

  8. Question 2 (2) • Engagement • Lack of recognition by association for what YWP can contribute and bring to the water sector (so lack of involvement) • Governing members are not active in their role as IWA governing member so it is not clear what they do as such and hence how the YWPs can be integrated. • need for rules and clarity of what is a YWP chapter and when it is an IWA supported chapter • increase communications from IWA through the Governing Member to the YWPs • IWA Governing members can improve their support in linking the chapters with the broader IWA network - Double membership fees (national and international)

  9. Question 2 (3) • Empowerment (via IAWD, DWP, IWA) • challenge is the lack of financial resources - DWP could provide a regional YWP fund (administered by DWP or national associations), where YWP can apply for money to join or organize YWP activities. • help increase the recognition and reputation of YWP (chapters) • connect YWP to stakeholders in the region, raise their profile • showcase role models of YWP chapters • influence the agenda of national water (utility) associations to support YWP in their countries. • IWA needs to connect the Governing Member to the YWP to provide administrative and financial support • create linkages between YWP and RCDN and D-LeaP and offer financial support for YWP to join D-LeaP programs

  10. Question 3 How to increase the participation of YWP in regional networking events, e.g. the Danube Water Conference • barriers to go to events are lack of funding and lack of time (even more so in the private sector) and the need to justify the added value • Benefits for YWP, they could be included in the organization of the program (either one YWP presenting per session or a full session organized by YWP) and given a chance to chair/co-chair a session • Benefits for employers include (1) learning opportunities including knowledge transfer to the company, (2) getting firsthand information on the needs of the public sector to offer private services, (3) providing latest news, trends and perspectives in the sector and (4) various kinds of networking opportunities

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