Strengthening the Water Workforce

Here are some areas to focus on to strengthen your lab's appeal and team loyalty.

Training and Development

Water labs should begin by tailoring human resources department practices to the water testing sector's unique needs, including investing in development to address skill gaps. Consider regular training on the following:

1. Advanced analytical techniques: Organize workshops on techniques such as inductively coupled plasma mass spectrometry (ICP-MS) for detecting trace metals or advanced microbiological methods for identifying harmful pathogens in water samples.

2. Equipment handling: Implement hands-on training sessions for operating specialized tools like spectrophotometers, gas chromatography systems, or automated water samplers. These sessions can also include troubleshooting and maintenance protocols to ensure proper equipment functionality.

3. Regulatory compliance: Develop modules that educate technicians about local, state, and federal regulations, such as Environmental Protection Agency's Safe Drinking Water Act or the Clean Water Act. These could also include understanding reporting requirements, lab accreditation standards, and methods to ensure compliance during audits.

Apprenticeships or Mentorship Programs

Partner experienced employees with new hires. This approach ensures hands-on learning while fostering the transfer of industry-specific knowledge and best practices from one employee to another.

Continuous Education Initiatives

To keep the workforce updated and competitive, provide ongoing development opportunities, such as certifications in emerging technologies (e.g., automated water sampling systems) or workshops addressing new environmental regulations.

Equitable Pay

Salary is a key aspect influencing many employees' satisfaction with work. Stay on top of conversations about pay with:

1. Job postings: Include clear salary ranges in each job description when advertising roles. This ensures compliance with pay transparency laws, which vary state to state, and helps candidates understand compensation expectations upfront.

2. Internal pay equity reviews: Conduct regular audits of employee salaries across roles, including lab technicians, analysts, and supervisors, to ensure equitable pay practices. This will provide employees with clear communication about how pay levels are determined based on factors like experience, certifications, and job responsibilities.

3. Transparent pay policies: Develop and share policies that outline how pay decisions are made, including promotion-related raises, merit-based increases, or cost-of-living adjustments. Host Q&A sessions or webinars for employees to further clarify these policies and demonstrate the company's commitment to transparency.

Diversity in the Lab

Take stock of your lab's inclusivity by focusing on:

1. Diversity in leadership roles: Review the demographics of your lab's leadership team, such as lab supervisors and directors, to determine if underrepresented groups have equitable opportunities for advancement. If you identify any gaps, implement targeted professional development programs to support career progression for diverse employees.

2. Hiring practices assessment: Analyze the hiring process to ensure diverse representation for all candidate pools. This might include reviewing job postings, interview panels, and hiring outcomes to identify potential biases or barriers to entry for specific groups.

Satisfied employees stick around. By making an effort to stay on top of these training and hiring adjustments, labs can build more inclusive, fair, and equitable workplaces and retain their water lab workforces.