Ren Sreyrath, from Siem Reap province, studying at the National University of Battambang, Intern at Battambang utility’s Laboratory. Photo: Has Rithysangharith / World Bank.
Women are vital to Cambodia’s economy—owning 54% of microenterprises and 44% of small and medium enterprises, many of which rely on safe, reliable water to operate.
At home, women also perform most of the unpaid domestic and care work—on average around 90%—which includes the water-intensive tasks that keep families healthy: sourcing and purchasing water, storing it safely, and ensuring it’s fit to drink. In communities without reliable water supply, some women reported waiting from 20 minutes to an entire day for vendor deliveries—time they could otherwise invest in other economic activities or learning.
Together, these realities point to an overlooked opportunity: when water services work better for women—and when women can access jobs in the sector—the gains extend well beyond households to productivity, enterprise growth, and local economies.
Yet despite this opportunity, women remain underrepresented in Cambodia’s water service provider workforce. An Equal Aqua Human Resource Survey conducted in 2019 among public water utilities revealed that women held only 17% of jobs, concentrated in administrative and accounting roles, while men dominated technical and decision-making positions. This gap reflects wider norms and pipeline constraints—fewer women in science, technology, engineering, and mathematics, or STEM, education (less than 30% of students enrolled in science universities are women), hiring processes that do not proactively attract women candidates, and workplaces without clear safeguards against harassment or discrimination.
Closing this gap is a win–win—for service quality and for the economy. Diverse utilities are better equipped to understand and respond to the needs of women as customers and entrepreneurs, and they tap a wider talent pool to operate, maintain, and expand services.
Creating Career Pathways for Women in the Water and Sanitation Sector
Small changes in how utilities hire and support women can deliver big returns. That’s why, with support from the Global Water Security & Sanitation Partnership—including the Equal Aqua initiative—the World Bank worked with the Ministry of Industry, Science, Technology & Innovation and water utilities to address barriers across recruitment, selection, and retention.
Key measures included:
- Gender-inclusive recruitment and retention checklist. Utilities adopted a practical checklist to plan annual hiring with targets that encourage women’s applications; use inclusive language in job ads; share vacancies through channels women access (e.g., social media, university networks, provincial offices); re-advertise positions if no women apply; include women on interview panels; and prioritize qualified women candidates. The checklist also prompts capacity needs assessments, on-the-job coaching, and equitable promotion pathways so women have a voice and visibility in water operations.
- Workplace codes of conduct. Utilities introduced and signed codes emphasizing zero tolerance for harassment and discrimination, helping foster a safer, more supportive work environment for all staff, especially women. Managers and staff of water utilities signed these codes of conduct, demonstrating their commitment to respectful workplace environments.
Since we implemented our workplace code of conduct, women have reported greater confidence in their day-to-day work environment. – Mr. Then Kona, Deputy Director, Mondulkiri Water Utility.
- University linkages and internships. Building a bridge from education to employment is essential to expanding women’s participation in technical roles. To support this goal, our collaboration with utilities and the ministry was expanded to include universities, allowing us to pilot a short-term internship program. Guided by the gender-inclusion checklist, outreach to students was done in multiple channels including social media, public boards, and university networks. Outreach explicitly encouraged applications from women and persons with disabilities and provided named contacts for support.
The interns helped ease our workload. They learned quickly, and soon they could support almost all daily lab work. – Mr. Chey Chab, Supervisor, Pursat utility.
From Pilot to Prime Opportunity
The combined approach proved effective, and one that other utilities and countries can adapt. Female employment in four participating utilities reached an average of 30% in 2025. Internships helped bridge the gap between classroom theory and practice: 75 students applied (57 women), 10 were selected (8 women), and, shortly after the program ended, Battambang and Pursat Water Utilities hired six interns—four of them women—into permanent positions.
At school, I mostly learned theory. Here, I learned how to test water myself and understand what the results really mean. – Ms. Puth Sine, Student intern in Mondulkiri Water Utility.
The Payoff: Better Jobs and Better Services
When women can enter and advance in utility careers—especially in technical and managerial tracks—utilities strengthen performance, improve customer engagement, and deliver services that better fit the needs of households and women-led businesses. The payoff extends beyond gender equity: it is about operational excellence, customer satisfaction, and economic growth.
Cambodia’s experience shows that investing in women at the tap and at the helm is smart economics and smart utility management. With continued commitment from the ministry and water utilities, the sector can unlock more talent, better services, and stronger communities.
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