Q: Could you share your journey to becoming the President of the Ethiopian Women in Water Association and the experiences that have shaped your leadership in this role?
A: It has indeed been a journey. I hold a Bachelor of Science (BSc) in Hydraulic and Water Resources Engineering from Arba Minch University and a PhD in Water Resources Engineering from Addis Ababa University in Ethiopia. My interest in studying water resources engineering stemmed from my father, who specialised in hydrology. I wanted to follow in his footsteps.
My university advisor, Murgesu Sivapalan, always encouraged me to think of ways to increase women’s engagement in the water sector. On a personal level, I was deeply concerned that women faced significant challenges in accessing opportunities and that some lost opportunities after maternity leave. This led me to find the Ethiopian Women in Water Association (EWIWA).
“When I decided to pursue my PhD at the age of 25, some people warned me that it might make it difficult for me to get married.”
Dr Adanech Yared Jillo
Throughout my career, I’ve encountered various obstacles. Social norms were one of the first barriers I faced. When I decided to pursue my PhD at 25, some people warned me that it might make it difficult for me to get married – they believed that having a PhD would make it hard to find a husband. Many assumed I was a secretary when I was appointed director general because of my young age (Dr Adanech was the Director General of the Ethiopian Basins Development Authority from November 2018 to October 2021). Young women are often not expected to take on leadership roles.
Another significant challenge has been dealing with negative energy and frustrations. Women are often not given the same opportunities as men, and even when they do assume leadership positions, they are frequently undermined and faced with discouragement. Developing the confidence to lead can be difficult in environments where women are not supported or encouraged.
Despite these challenges, my journey has been supported by my mentors, particularly my father, who inspired me to pursue a career in water engineering. I always put God first and remain committed to addressing the capacity gaps that often deny women opportunities in leadership.
Q: What are the most significant barriers to leadership for women, particularly within the water sector, and how can these barriers be addressed?
A: Society has not fully embraced diversity and inclusion, and many people still resist women’s participation and engagement in decision-making. Additionally, women often lack the capacity and empowerment needed to take on leadership roles. The lack of visibility for women in the water sector remains a critical barrier, particularly in terms of bringing more women into leadership positions.
To effectively address gender gaps in the Nile Basin, we must first tackle gender biases. Secondly, it’s essential to address capacity gaps by ensuring women receive the training and support they need to lead. Finally, ensuring that women are given opportunities and a seat at the decision-making table is crucial.
Q: Does women’s engagement in decision-making within the water sector support cooperation among Nile Basin countries, and what steps are essential to ensure their participation and leadership?
A: Absolutely. Women’s empathy enables them to engage more effectively in negotiations and find common ground. They bring innovation, compassion, and unwavering leadership. Moreover, their faith, focus, resilience, and ability to network with people from diverse backgrounds can be harnessed to foster cooperation among Nile Basin countries on Nile issues.
“Women’s empathy enables them to engage more effectively in negotiations and find common ground. They bring innovation, compassion, and unwavering leadership.”
Dr Adanech Yared Jillo
To ensure greater women’s participation and access to leadership roles, we must promote gender inclusion and implement gender-sensitive policies. Establishing exchange programmes between countries to share best practices for promoting women’s participation and leadership is also important. Additionally, developing women’s capacities and creating more opportunities for them are crucial steps.
Q: What are the most significant achievements of EWIWA, and what is your vision for its future in terms of environmental sustainability and inclusive governance?
A: EWIWA is relatively young, just one year and seven months old, but I’m pleased with our progress. We’ve spearheaded initiatives to advance women’s participation and leadership in water-related matters, collaborating with other organisations. We consistently promote gender-sensitive, participatory, and sustainable water management practices that benefit communities and contribute to achieving the Sustainable Development Goals.
My vision is to build a sustainable organisation with the resources needed to run impactful programmes. I aim to empower women to engage meaningfully in the water sector and increase their visibility in water-related activities and initiatives.
Q: Reflecting on your experiences, what advice would you give young women aspiring to leadership roles?
A: My advice to young women is to support each other, work with each other, and remember that they are stronger together.
