In anindustry that has historically concentrated its decision-making, operations, and technical staff in the hands of men, the presence of women in the basic sanitation sector in Brazil remains limited, though it has been growing in recent decades. Data from the Trata Brasil Institute show that less than 25% of the sector’s workforce is composed of women, a figure that is even lower when it comes to leadership positions or technical roles, such as engineering. Gradually, however, initiatives and leadership are making room for more women to occupy these positions—and the path to this goal lies directly in valuing technical training, diversity, and inclusion.
The low representation of women in engineering-related fields is nothing new in Brazil.According to the Federal Council of Engineering and Agronomy (Confea), only about 18% of active registrations belong to women. This underrepresentation is reflected in areas such as sanitation, where technical work, system operation, and the planning of water solutions are often associated with a predominantly male image—reinforcing a culture that limits women’s access to and professional growth in these fields.
“There is a long-standing stigma that sanitation is a ‘heavy’ sector, and that technical positions are inherently male-dominated. This discourages women from the very start of their education all the way through to entering the workforce,” explainsSibylle Muller, a civil engineer and CEO of NeoAcqua, aBraziliancompanyspecializing in water and wastewater treatment solutions.
With over two decades of experience managing a company in the sanitation sector, Sibylle has focused on building diverse teams as a strategy for growth.
At the NeoAcqua plant in Santa Catarina, 14 women work directly in manufacturing, procurement, engineering, and management, including Sibylle herself. At the São Paulo facility, five professionals hold technical and administrative positions. “In our company, qualified women with a solid education and expertise have the same opportunities as men to work and grow at every stage of the design and implementation of water and wastewater treatment systems,” says the CEO.
Women’s advancement in the sector isalso linked to the expansion of internal policies that provide incentives,mentoring, and promote diversity, as well as a corporate culture that recognizes the potential of equity as a driver of development and innovation. “In addition to positions in sanitation where women can also work and contribute to the development and implementation of projects, it is important to value the knowledge and competence of each person, ensuring equal opportunities to act, propose, and lead, regardless of gender,” says Sibylle.
Greater participation by women in the sanitation sector requires a coordinated effort by educational institutions and companies. “Encouraging women to pursue engineering degrees and promoting inspiring examples ofleadership are ways to bring balance to a sector still marked by structural inequalities,”concludes Sibylle Muller.
Companies that prioritize diversity, such as NeoAcqua, demonstrate that it is possible to break with tradition and foster inclusion at every level. The challenge of achieving equity in sanitation remains, but the contributions of women with expertise in engineering, operations, and leadership point to a more balanced future—one in which talent becomes the decisive factor in securing a place in the sector.
