So, hello to everyone, I'm very, very happy to be here with you today, me and my colleague Sika. We're going to be here today to commemorate together the webinar empowering women in water perspective from the African region. This is a very special webinar coming on the 8th of March, which actually commemorates today, the International Women's Day, and we are glad to be in the African region this year. So, we hope that this webinar will bring you a lot of motivation and inspiration. This webinar will address the gender gap in the water sector and advances the discussions setting out specific proposals to increase and support women in the water industry. And together, we hope to celebrate women's achievement and increase invisibility while calling out inequality. I believe this is the key. I'm going to show you the next slide. The next slide is the way that we perceive this activity today and we try to empower women through our poster and donors to discover more concrete action and intervention to achieve a more diverse and inclusive wash sector when not reaching also SDGs. I'm going to first introduce myself for everyone joining us. And I can see so many people already are writing on the chat box. My name is Irvinda Ibrahim Larry. I'm an environmental engineer. I've been previously working for Water Utility in Albania. I'm recently located in Canada where I switched to consultancy. And I'll be accommodating together with my colleague Sika. Sika, I'll let you introduce yourself. Hello, everyone. Welcome to our webinar and Happy International Women's Day. My name is Sika Radyuva and I'm a social anthropologist and diversity equity and inclusion specialist supporting underrepresented groups and communities. My main interest and expertise are in gender equality in the water and sanitation sector. And I'm very happy to be here with you today. Thank you, Sika. I believe that there is very important to mention something about today's webinar. So, Sika, if you want to do some housekeeping here. Yeah, I can take you to quickly through the housekeeping. Our webinar today is available in both languages, French and English. Please pick the language that you'd like to hear. In your meeting webinar controls, you can click the interpretation button on the bottom of your screen and click the language you would like to hear the webinar on. And it's optional. Here, the interpreted language only, you can click mute original audio. This webinar will be recorded and made available on demand on IWA Connect Plus platform with presentation slides and other information. The speakers are responsible for securing copyright permission for any work that they will present, of which they are not the legal copyright holders. The opinions, hypotheses, conclusions or recommendations contained in the presentation and other materials are the sole responsibility of the speakers and do not necessarily reflect IWA opinion. Next slide, please. The webinar will be recorded and made available on demand on IWA Connect Plus. Following the webinar, you will be sent a post webinar email with the on-demand recording, presentation slides and other information. We have chat box where you can post general requests and some activities. And a Q&A box, please use this one to send your questions to the panelists. So use the Q&A box if you have questions to the panelists that will be asked on the Q&A session. Please note that the microphones are muted and we unfortunately cannot respond to Ray's hand. Thank you, Sika. Thank you for this information. I believe it's very important because we have countries that speak French as well. But English, of course, is the international language and I can see on the chat there are people joining us from different parts of the world even though this is a webinar which was addressed more regionalized in the African region. But it's very nice to have people from around the world because the issues are there and empowering women in the water industry are some... or promoting this role of women in the water sector. It's common in several regions in the world. The organizer of this activity today is the IWA International Water Association with the Specialist Group Sustainability in the Water Sector and AFWA, the African Water Insanitation Association. And I'm going to go quickly to the next slide just to give you more details about these two main organizers. The IWA Specialist Group on Sustainability in the Water Sector. We try to put a screenshot on the slide for every one of you that want to know more about the Specialist Group. You can go to the Connect Clues, the platform that IWA use for bringing the community that work, study, or want to learn more about water. You just need to go there and find the Specialist Group page called Sustainability in the Water Sector. With the main goal that water use, for all water use to consider not only economics but also social and environmental values and the future generation as well to all our co-residents on the planet. I want to make an announcement here. This Specialist Group has opened the nomination for committee members. And we are recruiting. The deadline is the 31st of March. I'm really hoping that somebody from IWA can put the link on the chat. In order to apply for this committee, you need to become first member of the Specialist Group. It's easy. Go to Connect Clues, just one button. Click on the Specialist Group Sustainability in the Water Sector. And if you really believe and think that you can contribute to our Specialist Group, please apply by March 31st on the Survey Monkey link that is on the slide. But I can also send it to all of you on another email after this webinar. Next slide, please. For those who are wondering what is this Specialist Group and what we're doing, we have been focusing on four pillars. And we do have four subcommittees on that, Sustainable Use of Water by Industry, the SDGs, the Digital Work and Professional Development and Training. This webinar today might be part of the Professional Development and Training but also of the Sustainable Development Goals. It's a bit on all the four pillars that we do work. We have done a lot of events. This webinar is part of a series of webinars. We started in 2021 with a global call for the empowerment of women internationally. Then we went more regionalized. We did last year the Latin America and the Caribbean. And this year it's time for Africa. Again, some of our activities, besides the webinars or the online activities that we do, are different workshops. We just finished, actually it's like four months, five months now. We finished the workshop, How the Water Industry Can Support Women Internationally in Copenhagen, Denmark, for the IWA World Water Congress and Exhibition. And we are looking forward to the next event that will be, again, in Africa, which is the World Development Congress that will be held in Rwanda this year in December. Next slide, please. Now, a bit about our partner today. Our partner is the African Water Association and Water and Sanitation Association. That is a professional organization that brings together institution, companies, operators and key professionals in the water, sanitation and environmental sector in Africa. Here I'm going to stop a bit because they have some amazing networks, amazing. One of the networks that I want to mention, besides mayors, young professionals and pass hour, the Pan-African Sanitation Actors, is the Women Professionals. If you go to the next slide about this network, you can see the countries that are part or belong to this network. There are 16 countries of existing women, 16 women professional network in WASH. And I'm really hoping that till the next development Congress in Rwanda, this network will be expanded. This partner, Afwa, has been one of the biggest supporters of our specialist group sustainability in the water sector. We have been collaborating together with different events, and we are glad that we joined forces today celebrating the International Women's Day on this webinar. Next slide, please. Now, look at this beautiful picture. I'm honoured, I would say it cool mouth, I'm honoured to have five distinguished speakers with us representing different regions in Africa, different backgrounds, all women working in the water industry. For a long time now, the crucial role women play in management and conservation of water at the domestic and community level has been recognised. But especially women and girls in Africa bear the brand of water collection, often from long distances, sometimes in very difficult circumstances, and also usually bear responsibility for household hygiene and sanitation needs. But yet women make up less than 70% of water sanitation and hygiene labour force. And just a fraction of it, they are part of the policy makers, regulators, management and technical experts. The reason why we want to do this webinar today, we started sending the survey globally about the role of women in the water industry a couple of years ago. We got some responses from around the world. Actually, most of them, 80% of them, they were women. Based on their responses, we created the agenda of today.  So through the webinar, we're going to identify barriers and opportunities related to diversity and inclusion of women in the water industry, in terms of not only hiring them, but supporting their ability to maximise their contribution. Identify actions and intervention that can be applied by water and sanitation organisation to promote a more diverse workforce and a more inclusive working environment. To develop ideas to personally overcome current barriers and contribute to a more supporting work environment for themselves by applying the experiences and knowledge from the presentations. And in the end, to gain awareness of new and innovative approaches from the discussion that we're hopefully going to have. Next slide, please. So I mentioned at the beginning today is the International Women's Day and the theme of the International Women's Day for this year, 2023, is embrace equity. Let us know what does this mean for you. We're going to check later on probably our IWA staff can also do this. Your responses, please share by using the hashtag IWA women leaders and break the bias on Twitter or on all other social medias that you do use. We hope to have an inspiring event here and I'm sure we'll have after you hear our speakers. Next slide, please. So quickly, the agenda of today will have five speakers on the call. The three first will going to share experiences from their own country and from their own experience after the first panel will give the floor to the audience. So I can see the chat is already working very, very well. So I'm expecting for you to pose your question address to each of the panelists. And I would suggest if you have a direct question to each of them, please name the speaker that you want to pose that question on the chat area. We're going to check your question and we're going to ask those questions to our panelists on the Q&A session. And again, the second panel will be with two other will be comprised by two other speakers from Kenya and Egypt in this case. After that panel, again, we're going to have Q&A and again, we're going to ask your contribution and your question to our speakers. And in the end, we'll have a general discussion and Q&A discussion by closing with final remarks. So let's start. Sika, you want to again. Mention. So for the participants that haven't gone to the beginning because it was very early on, I'm going to read this slide again. The webinar is available in French and English. Please pick the language that you'd like to hear. In your meeting webinar controls, click interpretation and choose the language you want to hear the webinar on. And it's optional to hear the interpreted language only. Click mute original audio. And just one quick correction, Alinda. If you can, please post your questions in the Q&A box and not in the chat box. Correct. Because that's going to be the one that's in the chat box. It's more for introduction and general discussions. Absolutely, yeah. So for the one that do have this version of Zoom with a Q&A and a chat, Q&A is for questions only. If you want to chat, there is a chat box, chat on the chat box. Yes, I apologize for that. Thank you, Sika, for correcting me. Thank you. OK. Next slide, please. We will start with the experiences from the Democratic Republic of Congo. We have today with us Shatayn Juma. Shatayn is an ambitious climate water activist from the Democratic Republic of Congo with a professional background in sustainable agriculture production. She holds a bachelor's degree in agriculture from Kenyatta University in Nairobi. And she is a candidate, a master of science candidate at the University of Western Australia, where she will be pursuing a master of science in soil and water conservation. Shatayn, the question for you. Shatayn, being a young water professional with more background in agriculture, what is your experience and the challenges that you had for entering the water field? Are more men predominant in this sector? Will be nice to hear from your perspective, of course, if you can mention something from the Democratic Republic of Congo, but also Africa overall. What are your ways and advice of advancing in water industry? Thank you very much, Alinda, and greetings to everyone. So as Alinda has just mentioned, I have a background in agriculture, but I was very lucky to join the water sector and I'm not regretting it, and that was in 2019. And I do remember that a friend of mine, we were going to the university and the friend of mine suggested a lot of meeting on, it was most of the time on Friday or Saturday, and we used to go. So during those meetings, we had to notice that the water sector and especially in the Democratic Republic of Congo, there was not a lot of young people who were active in professional chapter in the GRC and we got in touch with the IWA as well as the AFWA, the African Water Association. And from there, we started as a group of five and by now we are almost 80 active young members around the country. So through different meetings that we had for capacity building with AFWA, IWA and activities that we did on the ground with our chapter, we were able to gain our first knowledge in the, I was definitely able to get my first knowledge in the water sector and I was exposed more on the ground in the activities that we're doing, sanitization activities, attending conferences in the water sector, sharing my experiences with other young people around the world as well as being a panelist in big conferences also. And thanks to also IWA specialist group of agriculture, I was able to get my first job. And now I'm working with UK non-profit organization and that was through the... Can you hear me? Yes. Sorry for that. So as I was saying, I was able to get my first job and from that I was also able to be nominated as a country coordinator for COE-16, which is a conference of the youth for the UN and it is an activity that always come before the conference of parties on climate change. So those I think were my success as for now in the water sector, but the way was not very easy. And during my short time in the water sector, I was able to face also some challenges. The first one being access to teaching materials. As I've mentioned, I'm not from the water sector and it was a bit complicated being able to try to teach other young people some things in the wash. And myself I'm also learning the same. And from the Democratic Republic of Congo, when we started, there was not like in the university, there was not like a standardization program or also a water engineering program. Now at least they've started materials as well as knowledge. The second one will be access to local mentors. I know we were very lucky definitely to be working with IWA also AFWA, but the reality of the water sector in our country was and probably still a part that we don't master very well because we don't have a lot of mentors who are trying to help us, trying to understand more on what is going on. The other one was also not being involved in decision-making. Now decision-making for me personally was very hard because of the age probably. That's one I know because they always tell me you don't have experience. You are too young for this.  What can you do when we go on the ground? Are you able to do this? Are you able to do that? So those were some types of discrimination that I had to go through. And sometimes I'm still going through them, but I believe now that people are starting to understanding that gender equity is a non-negotiable human right. Some people are still making very good steps towards resolving those problems. The other one for me and I think for my chapter, which is our biggest barrier will be language. I'm one of the likeiest who is able to speak English and to read. My colleagues, some of them are not able. So even the teaching materials or the reviews that we receive from IWA, from other platforms are not well exploited by the rest of the group because we are still limited in terms of language. I think I also have to mention that for me personally, I had the period and sometimes I still have this because as I mentioned, I'm not from the sector. So it's a bit complicated to know what to say is what I'm saying right with what is being thought out there. Like isn't the knowledge that I have enough for me to try to spread the gospel about sanitation, to try to talk about access to water. So from time to time, I do face that as an issue. And I think I'm going to conclude by saying that our chapter also is still facing lack of access to funding. So for us, we don't have a lot of members who are working. Most of us are still students and it's a bit complicated for all of us to access or to try to finance our own activities while a lot of us are not working. So but we've tried some grand application and up to now we have been able to succeed to get one. But hopefully like banks or bodies that help young people that empower young people in the watch sector who are listening us today here can try to see how to help us through that process. Because I do believe that even if we small, the small step that every small group is doing also counts toward achieving STG6. Thank you, Alinda. Thank you so much, Shatayne. Coming from a Young Water Professor, Shatayne sits on the IWA Steering Committee of the Young Water Professionals. She is representing somehow the young generation in this call. And I thank her because she really mentioned some good points here like language barrier and we're very happy that we did provide this time a translation in French. But she also mentioned the importance of volunteering and joining the forces with organizations worldwide. I'm gonna do some question later on hopefully if I have time and if others do not have any question, but I guess you'll have question for Shatayne. She really made some good point. I'm gonna introduce the second speaker on the call, Geraldine Lugma. Geraldine is from Cameroon. She's graduated from the School of Journalism in Lille, France in 88. She holds a Master in Journalism, Information and Development option with over 30 years of communication experience. She started her career as a journalist in Cameroon, but today she is the Communication and Public Relations Manager at the Cameroon Water Utility Corporation or Cam Water. Actually, she also keep two very important roles or position with AFWA. Since February 2019, she is the President of Specialized Management Committee of the Scientific and Technical Council of the African Water Association. And she's the President of Association of Professional Women of Water and Environment of Cameroon. And friend speaking coordinator of the Network of Professional Women of Water and Sanitation for Africa. Geraldine, the question to you is discrimination at work that may occur between colleagues, employee, employers or between an employee and the third party, maybe a contractor, maybe a customer, maybe a client. Have you ever experienced disrespectful or discriminatory behavior connected to gender equality during your career in the water field? And if yes, what type? How did you deal with that? Tell us more about your experiences or any advice that you could have on this topic. Thank you, thank you, thank you, Alida. Hello everyone. Yes, I wanted to say that discrimination is out there. It exists in our water companies and you have it everywhere outside the water utilities in our communities. In my career, I have faced such discrimination. It happened to me. But the one I wanted to say from onset sometime is so subtle. It's something which you cannot see. It is not something that you face just on spot. When you look at discrimination, you see women, men, employee, employer or among employees themselves or between disabled people and people that are in good health. It can take many forms, many ships. My testimony is that in what I went through to start with is discrimination in the company. Because I was not an engineer, normally in the top management in the executive branch, we have a lot of engineers. Most of them are men and there are very few women there. When I was recruited in this area, I was not an engineer but I was lucky enough because I was recruited directly as director. I came as a communication director. So really I couldn't face discrimination as such because of my position but I felt it at the time. I had to negotiate my work in contract. I had an interview with the DG at the time who was managing the company and I was giving him my salary proposal and suggestions. He said, no, you cannot have such a salary. And he told me, I said, why? He said, because you are not an engineer. But I said, I have a long and rich career and I guess this is why you are recruiting me. Maybe I am not engineer in waters and first tree and civil engineering but in terms of communication I am an expert. I already had 30 years or 25 years career. I already worked for the UN as consultant and many other institutions. So I said, I want this salary. I deserve it and I want that salary. And this is how they surrendered, they gave me the salary. So it's a form of discrimination for me. I decided this in the reform of the water sector. Could you please mute your microphone when I'm not speaking for the sake of interpretation. So I went in a private company which is a public company for water utility and Kamaruna decided to reform the sector but decided to merge the public company and the private company. And this is the company where I am today. We had employees coming from the former company and the new company. So I have to say, it was very complicated to put together, merge the two type of staff from two companies with people that were duplicated in each position, two communication director, two operations, two technical directors. So there also I had to face certain type of discrimination, not forcibly gender discrimination, men, women, but also we forgot two companies that were supposed to merge. And the solution that I advocated at the time because as in my capacity of communication director I told the DJ at the time, we should go into a process of change, proceedings of change so that people can understand that are coming from one different company, from different companies. So this is how we started the conduct of change on team building and work together, make sure SDG goals are put forward and work on the same vision and go away from many issues or human issues. We forgot to the lack of respect because this is another part of the question that was raised to me. I have to say it is worse, worse because we are women, we are in a company that are led by men, we, this is even the reason why we set up the network, the reason why we set up the women network, we needed to be heard. We go to a meeting where women will not talk, men only will talk, talk, talk, not because they don't have anything to say because they're afraid and they were not even willing to take the floor and some were not even given as the floor. One director was even cutting, taking the floor from me. I say, come on, suffer, suffer. Let me finish, bear with me. Let me finish speaking. And then if you don't agree, we can see. I think that it was not sexual.  We faced professional harassment. As a woman, you always face such things. These are, you have requirements, lack of patience, what people tolerate with men that don't tolerate with us. We should do more because we are women, maybe at the end of the day because we don't have enough time. I wanted to share as far as I'm concerned what can be of assistance here. I think we should work on the confidence of women on their own trust. They should not pressure themselves too much. They should accept to make mistakes. I don't know why we women, we are afraid of making mistakes. This is part of our sponsorship. We need, we need to train. We need to train and we need to be updated, be part of networks. This is really assisting in terms of mentoring and coaching and we need some role models. We need some mentors and the best mentors that I had are men. I had some mentor, gently men that have assisted me to better understand them and to better defend them. So we do have champions. We need to really focus on work and skills. Don't pressure yourself too much. Give yourself time to learn and be imposed. So I wanted to thank you and I will take whatever question comes to me gladly. Thank you very much. Thank you so much Geraldine. Merci. Thank you so much for sharing your experience with everything you do mention. Thank you for pointing out salary gaps. Thank you for pointing out discrimination by position. Thank you for pointing out professional harassment. You concluded with, we need champions. We need role models and you already are one for us. So thank you very much for sharing your story. I'm gonna take question for you in a second moment. Now I'm gonna introduce the third speaker for this first panel and she is Maggie Momba from Tuane University of Technology and I'm gonna read her bio. She is a full research professor at Chana University of Technology and a South African National Research Chairholder of Water Quality and Waste Water Management. She conducts research activities on various aspects of water with an emphasis on drinking water purification and wastewater management, health related water microbiology, bioremediation and pollution preventive measures. So Maggie, being a full research professor in the university, but also a chairholder, what can you consider high level positions? Are those two the highest level position in the water industry? What is your experience on reaching those position? Have you, did you experience any challenge on reaching those position? Was it easy? Was it easier for you? Because you're coming part of the academia, how is all this experience on jumping the career ladder? Thank you Alinda and thank you for everyone who joined us today and for the opportunity that you are giving me today. Yeah, and I want first to ask myself a question. Why do I choose to pursue this path? There are many reasons. The first one is thinking about the greatest challenge of sustainable development, which include the quality and the quantity of our water resources. And the second one, we have to know that this is among the objectives of improving health and living conditions and ensuring equitable as well as sustainable use of natural resources and a better life of all. And I chose to pursue this path to address the challenge of securing adequate water, clean water, developing strategies, which will improve water quality and quantity and eradicate waterborne diseases. This is possible only through capacity building and technology transfer. That is why I committed my whole life 32 years for technology, capacity building and technology transfer. One story quickly I can give to you. When I was small in my mom's house, I saw the worms coming from the tap and I say, what is going on? The worms coming from the tap, what did they have already treated? And I got the answer and the answer comes from myself. When I did my PhD on bowel feelings, means that those microorganisms they attach on the pipe, material and they cover a film and they grow. Even when they inject the chlorine or any disinfectant, they can't disappear. And when the film breaks, all those microorganisms fall in water. And this helped me really to deal with those microorganisms. And I focus as you've said on health-related water microbiology, antibiotics, resistance bacteria, antibiotics, resistance gene and water and wastewater treatment about remediation, about technology. And I wanted to innovate some technology and I did, so I reached that objective. But what are the obstacles? Because in everything we do, there are always challenges. And what are the challenges that I went through all of these? As a real man, my collagen has been characterized not only by success, but with a lot of challenges. The first one, the environment that I've been working was not conducive for women. I became the first professor in one university. I'm not going to give the names of the university because I worked in different universities.  And once even, I collected the sample I put in the incubator in order to see the cost of microorganisms to the heterotrophic plate count. And I found, I put the temperature at 28 degrees Celsius and I found there is someone came and there is the temperature at 78. And all microorganisms were there. I cried and with this frustration, I even burnt my hands because when I was very angry, very annoyed and when I was preparing the media and I was thinking about this and I burnt my hands and they took me to the hospital. The second one that I formed male colleague to accept the establishment of post-regarded program in water by a female. One of the university I went to, there were not a lot of men, a lot of them. So the starting of post-graduate and the in-depth post-graduate who started with honors, they were not honors degree. And I started the program and when I started the program it was a big issue for me. I couldn't establish that as a woman. So the atmosphere were characterized by career, health, jealousy, discussion all the time. And even when I went to the municipality because I wanted to train the municipality in one university, it was a rural university and in that university, I found that those who were treating the water, they were not able to not even the coagulation, the circulation, the disinfection, all the chlorine demand. I commit myself to train them. But it was a big, big issue. It was a big issue. Men, they didn't like a woman to train the process controller. So what are the lessons there? Opposition always takes place. Where are the success today? But no one can stop you to achieve your destiny if you have courage, determination and especially God on your side. Third, the most important one is the happiness can't come without pain. You have to suffer in order to be in a high level. Do not give up. This is a procedure. Do good. Work hard to achieve your goal and we were born to live some legacy. And that is what we have to fight to live legacy in this world. As a researcher, what to do? You focus on whatever you want to do, have some personality, avoid spending time with people who don't contribute to your success, seek for funding by planning to conceptualize ideas, be project leader, design methodology, achieve the goal of your project. Attending conferences, symposium, Congress will offer you opportunity to knowledge on your field and run students and try to publish with your students once they have the research result because there is a saying, taking that without publication you perish. That is academic world. And do not work in isolation, seek collaborators in your field, don't let anybody to bully you, to put you down. My thought is women in water sector need to believe in themselves by focusing on technical innovative solution to improve lives through community engagement. Do not underestimate yourself. Thank you. Adelida. Thank you so much, Maggie. Thank you so much for telling your story, how everything started with you and your career, the obstacles, the challenges that you have, the first habitat that you have, but you did it. You are here with us today telling the story of women working in academia and progressing in their career. And I'm really hoping as well that we can have some question also from students that still study or do research on how to progress as women in this water industry. You already mentioned some good points.  And I'm gonna switch now with the first panel. I'm gonna give the floor to Sika so she can introduce the session of the Q and A. Thank you very much for this inspiring presentation from our first panel. I would like to ask one question each panelist from the first panel. That's the time we have. For now we have quite a few in the Q and A box and apologies that we might not get to all of them verbally but the panelists will try to answer in writing or we gonna send post-webinar materials that will try to answer these questions that will be left unanswered. For now I'm gonna ask Shatane first question. With different ongoing conflicts in Democratic Republic of Congo what do you find is the impact on access to water and sanitation facilities? Thank you very much for this question. And I think I'm very glad to answer to that because I do live in the place where the conflict is happening. I live in Goma and the situation is really bad. And when I'm saying the situation I don't only mean like peace but when we're talking about sanitation and access to water, it's actually getting critical with people who are coming from different villages to come to the town and try to see if they can even get a shelter here. Our national body that help with access with water is not able to meet the supply. And with that supply, that is not met. It's a bit difficult for us to access water to drink. We want water for other activities like use in the house. And sanitation is getting out of hand. I know that before this crisis we were at least the cleanest city in the country but now I'm not sure I can say that again because we have a lot of people on the street with people with no shelter. There are people defecating here. People like throwing their garbage everywhere. So it's really getting out of hand but we hope that things are going to get better and that authorities, local one has other people who can help, are going to help us with that. Thank you very much. Thank you for your insight. Very helpful. My next question is from Geraldine and I'd like to ask as a professional in communication and as a journalist, how do you communicate the topic of discrimination and especially how do you communicate it to men? Merci pour la question. Effectivement je pense que la communication Thank you for the question. I think that communication can assist a lot and it's even assisting a lot. I think that I was hearing some English for saying that communication in the work we are doing is mainly communication in fact is communication, social communication. Is what I'm talking about internally, which is targeting the colleagues already and the top management. What we are doing generally is workshops, internal workshops and one of the recommendations that I made and I wanted to make is that most of the time we have cultural issues. We are same colleagues of a company in the same country but from different horizons. You may be from different tribes in the South and you have the behavior and the culture that this is why you may have some issues sometimes. In the north of Cameroon, we all know the Fulani people, women don't have the same weight and are not addressed to in the same manner and are not treated in the same manner and most of the time we have to face this type of situation and we need to work on this in our communication. We also have a series of activities that we suggest to build teams. For instance, we forgot to women's day in Cameroon. We organize a week of sensitization and we invite men so that they can hear our issues. We have some seminars, some workshops and discussions. Thanks to technology, we can have some webinars even though we are not together, we communicate, we stand together, we don't exclude anybody. Sometimes women close up to have activities together and exclude men. We need to include them. We need to find champions around us and we can send some messages towards those who can have some discriminating behaviors or disrespectful behavior. Communication is at the heart and I have to say personally, this is what has allowed me to overcome. We need to talk to the engineers and to all the categories, all the fabric to the top management and this will make you establish a linkage and I have the communication is the tool that will make us bridge and create contacts. It's very important. Thank you very much, Ciarodin. Very important matter. Thank you very much, Ciarodin. My next question is for Maggie. We have quite a few, but I'm just gonna pick one for now. Hopefully we're gonna have a bit more time later on for more questions, but I would like to ask Maggie, have you been involved in any women-led initiatives? For example, initiatives that combine technical solution with improvements in governance and community engagement in water governance. It will be really useful for the audience to get to know more about it. I've been working on this because of the time I couldn't elaborate all of this. I even have photos, nice photos that I group with women in rural areas because my area of research, I focus on rural communities and with these rural communities, I work mostly with women in order that to teach them technology. We developed some technology that the bucket system, how you can create your water through the bucket system. And I worked with those women in rural communities until they were able to have their own water. And when we did that experience, two years, we noticed that the reduction of the area went to 95 percent. Children, they didn't have the area anymore. And it was really a good experience. And with the government, I always, when you go to my Google scholar, you found the guidelines that I had made for the government on water treatment on the diagnostic norms that they can use in order that it will bring the treatment of water. And now I have even developed some web tools that for antibiotic resistance, how we can do the surveillance of the antibiotics coming from hospital and all of these will give to the government because the government, the people who will give as my funding comes from the government. So I have to work hand in hand with the government to give them back the technology that they need to improve the life of the community. And also on the training of the students. The students always, we work always with the drinking water treatment and wastewater treatment control processor. And we teach them those new technology, how they can improve the technology for the treatment of can be drinking water or wastewater treatment. Oh, I think you always work with that. That is. Thank you very much, Maggie. So I think I'm gonna hand back Linda to present our second panel. And hopefully after that, we get back to more questions. I already have question for the three other panelists, but let's finish the second panel. And if there is time, I'm gonna ask the question on the Q&A, some very good questions over there. I'm gonna stop now to experiences from Kenya or, in this case, our speaker, Leonita Sumba. Dr. Sumba is the chairperson of the Women in Water and Sanitation Association in Kenya. She is a former CEO of Kenya Water Institute where she also served as a lecturer and researcher. She holds a PhD in biology, a master of science in parasitology and the certificate in basics of decentralized wastewater treatment with a post-graduate diploma in IWRM. So the question here for you, it would be a bit specific. The relationship, mentor-mentee can help in many ways. Oh, we already heard some examples that we need a mentor in our life, but dealing with workplace difficulties, the goal-setting, this career transition, the mentor can be a supervisor, a trainer, a teacher, a friend based on your experience in your rich career path. Can you please share any personal experience or views on being a mentor, but also being a mentee? What values and benefits did it brought to you? So thank you very much, Alinda. I'm delighted to be on this panel and I'm going to share with the audience my story. And my story begins with my family. That is at the beginning. I'm a second born. I have three brothers and two sisters. I'm surrounded by the boys. My parents were civil servants, my mother, a primary school teacher, and my father a technician. My past had already been cleared, so there was no question of whether I would go to school or not. And there was no discrimination between the girls and the boys. We were all treated equally or equitably, if you like. And why do I say this? I say this because it was not the norm then and it's still not the norm in some African families. So as a child, I went to a mixed kindergarten. My first year of primary school was in a mixed day school. And then from seven to 18 years, I attended girls-only boarding school. So for me, competition was with my equals, the girls. At the university, I became aware of some subtle differences among female and male students. I saw some of my female classmates struggle to balance their education, starting families. The biological clock was ticking. For me, that was the least of my concerns. Nothing was going to stand in my way. I had a strong family support, as well as scholarships to pursue my education to the highest level possible. In fact, my father advised me to do all the studying that I wanted to do while I was still in his house. That was my number one mentor and my male champion. My mother was my number one female supporter. So my entire work life has been very eventful. I've experienced many phases of growth interrupted with episodes of challenges. I worked in a male-dominated organization where we were only three women among the technical staff. One was an engineer, another a geographer, me, a biologist. There were no senior female colleagues to mentor me. I had to find my space. At one point, I found myself at a place where I didn't seem to be advancing my career. I was left with three options, to quit, to stay on and let time sort out things or wait for my retirement or reinvent myself and progress. So I chose the latter to reinvent myself. In this part of the world, you don't have many options anyway. I had to fight off a bit of discrimination, intimidation, and all manner of harassment from some of my male and female colleagues. My numerous efforts towards stemming sexual harassment were not taken very seriously, both at senior management and at bone levels. I strongly believe that sexual harassment can lead to other individual barriers like fear and lack of confidence which affect career progression among women. As an older senior woman, I saw many young women, students on internship and attachment go through harassment at work from people who should be mentoring them anyway. With promises of employment and promotion, this was happening. I did not stand by and watch, what did I do? I helped to develop the first institutional gender-based violence and sexual harassment policy. Looking forward, I would really like to see a watch sector that is diverse, inclusive, and a sector that provides a safe environment for women and students to thrive. I have had many mentors or I have many mentors and people I learn from through their writings. A book by Robin Shama, the leader who had no title, has taught me to lead even if I have no formal position of influence. Another by Simon Sinek, Leaders It Last, has taught me to sacrifice what is mine and to save what is ours. And that means growing other leaders. That means mentoring. And that's why mentoring my students and now mentoring younger women and making them at least grow and clearing the path for them. On water resources, protection, and conservation front, I take a leave from the late Professor Wangari Madai. And when my job as a CEO came to not-so-good-ending, the book by Dr. Wale Akinyemi, titled, Help My Chocolate Is Melting, came to my rescue. I learned to turn the melted chocolate into something useful. In that regard, I would like to share with you the words from Dr. Wale as told to him by his mother. When a chicken lays an egg and you take the egg, does it cry? Who? What does it do? It lays another egg. So instead of crying when I lost my job, I asked myself, Lunita, do you still have eggs in you? Yes. So what is stopping you from laying more eggs? I moved on and I've kept laying many more eggs. I am an early riser. As a young girl, the only way I knew that would make me succeed was getting ahead of others. To me, that meant getting up earlier than my classmates. I still believe that the early bird catches the worm. I also believe that to be outstanding, you have to stand out. So I always try to stand out. My story ends with an appeal to the women in the water sector. You need to believe in yourselves, your capabilities. Look around us, humanity. And in particular, Africa is faced with a lot of challenges. I identify your niche. I have identified water pollution and lack of safe sanitation. And I'm doing something about it, I ever did. As we are all aware, women and girls are the most affected when water and sanitation are lacking. I am pushing for changes in policies, practices, attitudes and mindsets in my activities. Challenge yourself, run yourself, then equip and present yourselves opportunities. Find resources from your mentors and networks. You can overcome any stereotypes, cultural and workplace barriers. And if you look carefully, you'll find the great examples you can emulate. Even outside your workplace, the ball is in your court. Thank you for listening. Thank you so much, Leonita. This is really inspiring. Thank you really for mentioning that you can start with a mentor within your family. It doesn't really need to be and to have that professional background if you are looking for that, but to have that self-confidence needed, you can find your mentor just within your circle. And thank you for also mentioning that reinventing ourselves. I know that it's difficult, that it's a challenge, but you can do that if you really believe in yourself. Very inspiring. More questions for Leonita, please write on the Q&A. I'm gonna continue now with our last, but not the least speaker, Experiences from Edgy. Ms. Mahakalov from the GIZ, she studied science at the Cairo University with a master of science in water environment management, civil engineering department from Lowbury University in UK and another diploma on business administration from the University of Edgy with 30 years of management experiences in the water and wastewater irrigation, agriculture, solid waste management, environmental pollution prevention programs, Nexus project. She has been working for several NGOs, including here, USD, CDA, and other operation optimization programs. Now she's working for GIZ. We're glad that we have here today another organization. My question to you, Mahal, would be what is your vision of human role in water?  So working or having this professional career, but also having your kids at home, how do you balance professional and family life? Is this sector we're all involved in encouraging women to achieve a career in the water sector? Thank you very much, Alinda. I would also like to extend the same to Renita. Her speech was absolutely encouraging. It made me smile. It made me also reflect on what we are all living through. Let's talk about the sector first in a brief that in the water sector, when I started my work, I was always addressed as Mr. Khalif. Nobody could recognize that a female would be working in a water treatment plant or wastewater treatment plant. And the first comment I received when I was doing some capacity building in a wastewater treatment plant was, could USAID not send us something better than a girl? Of course, for me as a young lady who was very ambitious to work in this sector, I was sort of wrong. I'm not really hearing this, but I did, yet I pursued my career. But let's reflect on, to be able to take different roles, you have also to be offered some chances. So let's reflect on how does the society perceive a lady in the area where I live in the Arab-African region. If you're a young lady and looking to pursue your education in engineering, the first thing you're told, this is difficult. It's very practical. It will hamper your opportunities to have a married life. So it will discourage many females. If you're courageous enough and enthusiastic enough to go on to university and study engineering and pursue, then, and you would like to study postgraduate abroad, you will be told, you know, if you do your postgraduate abroad, this will limit your chances in finding a husband. Because in this culture where I am, if you have a master degree, you're expected to marry someone with a master degree. If you have a master degree from abroad, equivalent to this, your husband or your partner should be someone with a master degree from abroad, not to mention a PhD degree. So when I went to pursue my masters in England, I was told, be careful. It will limit your marriage chances. So it will limit my roles too, which is, you know, alarming for many ladies. And if you start your work, the question is on this. If you work at an international organization, can your salary in this culture be higher than the salary of your partner? I mean, there are always questions of if I want to pursue this role, I am ready or am I prepared to take that challenge because men are always threatened if the wives have a higher salary than they do. And at least in this culture, this was a threat to my partner. And at one point you have to make selections. If you work in an international organization, sometimes your work requires you to travel and it will require you to leave your kids behind or to leave them for someone else to take care of them. So there are always these questions about, you know, limitations that have an impact on what roles can you take? Can I take the role as an internationally recognized person? Can I pursue my education abroad? Can I work in an international organization? Can I seek high ranking positions that will give me a higher salary than my partner or not? Once you survive all these choices and you decide, yes, I would like to pursue it. I would like to have a position international organization. I would like to have all these chances that are open for me and use them. You have to repose the choices. You have to repose your choices, which is very interesting. And now I look back at all what I have been through and ask myself, what could I have done different? What should I advise, you know, in order to have all these roles as a working woman, as a mother, as a partner at one point of my life, as someone who also have hobbies that they would like to fulfill. What should I advise other ladies in order to be able to do all this and not give up a role because they fear this social boxing that is put on us? And now I have five pieces of advice for you. I will go through them very fast. Have mercy with yourself. Things are not meant to be perfect, but we are also, women are in general perfectionist. And we also feel guilty that if the kid is sick, it's sick.   If the house is not perfectly clean, it's because I'm working. No, it's because sometimes every house is not perfectly clean. So have mercy with yourself. Have mercy with other female colleagues. My second piece of advice is prior to rise and select what cannot be replaced later. Sometimes we look at our to-do list and we say this can be postponed. But remember, select the things and enjoy them that cannot be replaced later. Some things can be postponed but cannot be replaced. So think of what cannot be replaced later. I lose my children, a career opportunity. If it cannot be replaced, pursue it and then prioritize your list. My third piece of advice is delegate. Delegate, there is so much that we can delegate now. I mean, just depend on other people and delegate. You can always have your stamp, you know, on the list that you delegate, but delegate delegation works most of the time. My fourth piece of advice is the opposite of perfectionist is not that you're not perfectionist. The opposite of perfectionist is practical. Remember, sometimes if you're not a perfectionist, you're just practical and you pursue matters in an efficient way. So try to be practical.  We consist of different parts that make us happy. The mother part makes me very happy. The working woman makes me very happy. The part where I do my hobby of designing jewelry or whatever you love, sport or art, whatever you love, also makes you happy. So when you pursue the journey, take your whole you with you. And when you take over a role like the mother role, unplug the working woman and leave it in front of your house. If you're in your office, unplug the mother role and leave it in your house. And try to do this role that you're currently pursuing as best as you can in your perfectionist manner. But in your whole life, do not leave a mark behind that will make you happy. Thank you. Thank you so much, Maha. Very important topic. We had so many reaction from people that have the same, trying to still have the same difficulties on balancing professional life and family life. You gave some great examples. We're very happy to have you today with us and receive those advices for you. I'm gonna hand over again to Sika for question address to our two last panelists, to Leonita and Maha. Thank you very much, Leonita and Maha, for this really inspiring and personal presentations. Very valuable and real, quite emotional. I'm gonna ask each of you a question, as well like with the first panel. And Leonita, I think everybody was really enjoying your personal experience. So I'm gonna ask a question to continue this topic. As being a chief executive officer and holding high leadership position, this requires high level of self-confidence and self-presentations. What are your key methods of achieving and improving it? And how would you advise young women in the sector? Thank you, Maha.  This confidence just doesn't come. You have to start building it from even when you're still at junior position. If you remember my story, I said I had to reinvent myself. And that meant doing a lot of volunteer, speaking up when nobody's saying something, you speak up, being visible, you know. So the confidence has come with time. And I'm still not yet there, but it has come with time, trying to do something. So I would say the young people, if you have some doubts, do it. Just start. That is the first steps. Whatever you want to do, just start. And the rest I think will flow. Thank you. Thank you very much, Leonita. Maha, I would like to ask you, do you agree that women, especially women in Africa, are still underrepresented in the water sector? In one of our survey responses, it was mentioned that in South Africa, women still don't occupy a significant percentage of decision-making position in the water sector. Is this real? Can you please comment on this? And do you think it's related to the difficulty to achieve a culturally work-life balance? Thank you. Thank you very much. And I totally agree. If I give you an example about Egypt, in the water sector in Egypt, you have 25 water and wastewater companies, 25 companies out of which, would you guess how many are female chairman for this company? What would be your guess? One female chairman out of the 25 companies. One female out of... It has never been more. And I had it shared with one of the decision-makers in the sector, why only one? Why not five? I mean, I'm not even talking about the 50% that you should assume because the population has 50% female. And the answer was like, they cannot stay late. I say, in medicine, they stay late. In many of the other disciplines, they do stay late. Women travel. So somehow, women are underrepresented in the water sector, I assume. It's not because of any challenging difficulties for the women to take the lead. It's just because there was no encouragement. Those who are making the decision to appoint women are not just convinced that the women are good enough, are equally good for this position. Unfortunately, I have to say, if I look at our own organization where I work in international organizations all the time, how many women are leading projects, water projects, wastewater projects, agricultural projects? Not even 25% of the number would be female even in international organizations. So I think as female leaders in the sector, we should encourage other female leaders and we should also encourage the sector to change. Thank you very much, Mahe. Such a lack of role models for young women and thank you for being here and being one of them. Sika, if I can ask all the panelists to open their video and be on a call, I'm gonna ask to each of them one last question. I know that time is limited, but I have some very good questions from our audience. We have quite a few good questions here. Yes, and I'm gonna try, there are so many, but I'm gonna really try to find each of the speakers one question. And I'll probably start with Professor Momba. We have somebody talking about also your discipline. As a young upcoming researcher, the challenge is how can someone deal with a superior who is not so keen in supporting research in their department? So what it would be your experience you are working in a university as a professor? If this case happens, how do you respond? Please repeat again, my internet is unstable. So I couldn't... I'm gonna repeat it again. So we have somebody that says that my professor doesn't support my research, doesn't support my work in the university. What will be your advice? Your question. No? Should I repeat it again? Can you hear me? Can I hear you? Yeah, I can't hear. Yeah, okay. Okay, I'm gonna continue. Maybe I'm gonna try it again later, Magi. I don't want to go on, maybe I can just... I'll write it through the chat and you can directly respond there. Okay. One question. Maybe this is to all panelists, but do you believe that engineers in the water industry are at more advantage than scientists? Do they hold higher position? Can you give an example of a balance? I know that you already mentioned, some of you already mentioned the salary gap and the fact that people were considered though the one that they have this in your background, they were paid more than other backgrounds. What would be here? How can we change? Of course it's not on our hand to change the system. We cannot change directly and immediately by pressing a button in the system, but we should start somewhere probably by giving awareness about this. Does someone want to answer to this question or to this comment? Maybe Geraldine, because you were coming in the water industry with a different background and I think you were the one that you mentioned this kind of position discrimination or background discrimination, let's call it like that. Merci pour la question. Elle est très importante. Ce que je voudrais dire en réalité, c'est que dans des... Thank you for the question. It is very important. What I wanted to say in reality is that in companies such as Howells, everybody has the possibility to be there because somebody said we need everybody to make up for our work. You cannot only build a company with engineers only with biologists. You need every people to get together. I saw some engineers that were working pretty well, but when we needed to go in front of the subscribers or the clients to explain things, they needed the people that were scared about the matter so that the message can go through. So there is no way we should apply discrimination. Everybody is important. We need to find ways to put everybody together and work together. So you have to have a head on the knee. We can really do things in water and sanitation as we need to do. We need to work in order to abolish discriminations among engineers, biologists and wherever there is room for everybody. Together we can reach out to our goals. Thank you, Geraldine. A question here for Shatane. As a young water professional, you already mentioned the importance of volunteering. You're already mentioning entering or participating in different organizations. Is this important to do it in the international context? Or you would suggest specifically to young water professionals that already started to enter this industry, starting locally. And when doing this kind of volunteering that you already mentioned, did you experience women supporting women or men supporting women? How was your personal experience? Thank you so much for the question, Alinda. So regarding the volunteering, I think we have to start, I believe one of the panelists states, even if it's small, we have to start from where we are. So if you have access to opportunities internationally, start there. But on my side, I could advise the local one because the local ones gives you at least an idea and somewhere to start so that you can grow big. International application do require a lot of information than local ones. So for me, I think the local ones will be the simpler for us as young people, especially for African reality where every application requires you a number of years that you don't get even for attachment or even internship. So if you get the small one, I'm very sure that the bigger one will be very easy for you to get because you will learn how to write. You will probably sometimes you're going to fail or you are not going to get a response. But as much as you try, you are going to learn few steps and from those steps you'll be able to apply to the international ones. So I think for me, that was it. And regarding the women to women support, I think it was a 50-50 on my personal experience because I was very lucky through the IWA to get connected with wonderful people. Jacob, for example, he was one of the people who was behind me every time. No matter what you need to apply for this, you need to do that. And the more I did it, I was even able to get my scholarship for masters. So I'm very glad for that. And for other women, you personally, there was Christine, Isabella, there's a lot of people like I've been getting that support on the side of IWA also. IWA is really supporting us. And on the ground, I think by now we've understand that there is that we can't do it alone. So we've learned to rely on each other to open up, to share opportunities because a lot of people don't share opportunities. But when you start it and other people try to reciprocate it, it is helping us move forward. Thank you, Shatane. A quick question for Maha. She started already mentioning a bit about balancing the professional career and the family life. What would be a piece of advice for somebody also like me that made the kind of interruption on their professional life because they had kids or babies and they wanna reenter now the water sector. But we have a gap of couple of years, for instance. What would be your advice, your personal advice? Yes, thank you very much. It's very relevant to me. Do not make the gap big, because the bigger the gap is, the harder it is to enter the market again and to regain your expertise. It's also good. It's always very tempting to remain in the zone of I have kids, I enjoy them. And they're also very funny and nice to hug, better than hugging a five. So do not make the gap big. During this gap, keep yourself connected to the sector that you want to be in. So keep yourself with short-term assignments. Keep yourself with any NGO work, anybody at any work, even if you're not paid for it. But keep yourself connected to this and develop yourself. Take this gap as an opportunity. So if you have to take care of the kids, develop your potential in this. So take whatever courses during this time. But make sure that when you reenter the market again, you have something more to offer to yourself, not just to your employer. Thank you very much. I really appreciate this. I'm on maternity leave here and I'm still doing a workshop or a webinar. So thank you so much. My last one, it will be Leonita. I'm gonna send the question we have for Maggie because she could not hear us, but Leonita, we had so many comments from people that were inspired by your story that are asking, how can I met Leonita? How can I do an internship with Leonita? So my question would be in your organization, in your place where you work, do you have career development program that you give to employees or anything that you can share? Some examples of improving the opportunities for women working in the water industry. Maybe you can give some example from your work in place or how you do to promote women in water.  Thank you, Linda. As you had said, I work for women in water and sanitation association. I'm the chairperson and this is a network of women professionals or anyone who is interested in water. We have membership from, if you have corporate membership, we also have individual membership. As long as you're interested in you're a woman and you're interested in water, we also admit male champions. So we have male champions also championing the cause for women. So how we do it is that these are women who have come together for a cause. So you come, you join us because you want to contribute to the wellbeing of the other women.  We empower the women so that they can empower the society.  So it's a forum for networking, a forum for doing good, a forum for helping others. So I'm welcoming the women in Kenya because right now it's Kenyan. So I'm welcoming the women in Kenya to join us so that together we can have that critical mass that will speak to the issues that are affecting women and gods. Thank you. Thank you so much, Lunita. And thanks actually to all our amazing speakers today. We would love to receive your answers from the question we have in the Q&A box and we're gonna send those questions to you later on. If you can put the slides, Tika, on the screen, I'm gonna make some quick summary, let's say of what happened today by the quotes from our speakers. In your journey of life value the whole, you do not leave a part of you behind when pursuing another. Thank you, Maha, for that. Women need to believe in themselves and their capabilities then equip and present themselves for opportunities. They can overcome any stereotype, culture and workplace barrier. Thank you, Lunita, for that. Women and youth need to be at the helm of the water and sanitation sector to accelerate the SDG6 goal. Every generation has a challenge and ours consists of building an inclusive, equitable, wash sector and thank you so much, Shatane, for this inspiring quote. Next slide, please. Women in the water sector need to believe in themselves by focusing on technical, innovative solutions to improve lives through community engagement. Do not underestimate yourself. Thank you, Maggie, for that. I'm gonna try to read in French. Probably I might be wrong. I saw the translator need here to do a better job. Pour les femmes, il n'est pas les chemins. For women, for women. Okay, you do that. Pour les femmes, il n'est pas des chemins, sans envies. A force de courage, de détermination et de résilience. For women, there is no way without barriers, but with courage, determination and resiliency is no barrier that we cannot overcome. Thank you so much, Geraldine. My French, it's not good at all. I wanted to conclude with a quote from all our speakers because that's the best summary I can do for this wonderful event we had today. Platforms like IWA for discussing and debating issues regarding the role of women in the water supply and sanitation sector has been established. So we are here today because of that and we need to do this more often to explore feelings but also to obtain information about areas that we need attention.  Making people aware of the past, present and future realities about the role of women in the water sector is essential to the development of viable values that will guide behavior and allow the understanding of important issues. Before I'm going to upcoming events, I just want to mention that expanding the women's talent pool and diversifying the workforce is a process which takes time and commitment to achieve results. Therefore, a lot more need to be done to address the lack of gender diversity in the water sector. And this of course will require a multilevel solution at national sector, but company and level organization too. Also from our personal level and we just did this today. Sika, if you want to say something before concluding this webinar and I show some upcoming events. Yeah, just want to conclude with just mentioning that there's some key constraints that increase social and national level challenges. So gender norms and stereotypes, occupational segregation, the low share of women graduating from science, technology, engineering and mathematics fields, the lack of enough role models in the sector and the nature of work. The work for equality depends on society in general. There are some women that are quite fine with staying at home with the kids embracing the norms of the society they live in. However, as the quantity and content of the survey responses showed, we should really think of how professional life can be improved for those women who would like to combine family life with being a great professionals, being supportive and being heard. I believe this webinar was one step forward and let us embrace equality and happy International Women's Day all. Thank you very much. Thank you so much, Sika. Please share your thoughts on Twitter or all the social media as you can find the hashtag there. Before going to the last slide, please go ahead to the first one. I just really want to mention the three upcoming events from IWA, the World Development Congress and Exhibition that will be held in Kigali, Rwanda, from the 10th and 14th December of this year. And I really hope to see you all there. There is the ESG Leaders Forum, the Specialist Group Leaders Forum that will be in April. And for all the young professionals, for all the students and all people just entering the water sector, is the Young Water Professional Get Together the upcoming event on the 5th of April. So these are the three next events for IWA. And for the one that are new on this webinar, for the one that are not members of the International Water Association will give you a coupon or a discount to become the newest member of the IWA. And I'll show you the Code Web 23 recruit for the 20% discount for new members till the 31st December of 2023 of this year. Thank you so much for being with us today. Happy International Women's Day. And I really hope to get in touch with you. We're gonna soon send you a kind of report of this webinar and all the recording and the link will be uploaded in the IWA website and connect close. Thank you so, so much. And I really hope to see you soon. All. Thank you.


Hello friends, I am Sanjay Gupta. In this video, I am going to demonstrate you how you can use single line if statement in Python. Before starting, you can note my information. You can subscribe my YouTube channel by clicking on the icon which is available on my video. You can download my app Tagmiz that is available on Google Play. Now coming on to the topic for demonstration, I am using a variable where whose value is 100. Now I am applying if condition that is where W equals to 100, then colon sign. Just after the colon sign, I can implement a statement and I am mentioning true inside it. Friends, if you have single statement with if, then you can have single line if statement in Python like I have implemented right now. Here I am implementing a general statement which is not connected with if. Here if condition is true, that's why true will be printed as output and this by will be printed always. Now I am saving this code. This code is saved inside D drive. Inside D, I have a folder practice. Inside practice folder, this is saved in test1.py file. Py is the extension of Python. Now I am opening command prompt. First I have to move into D drive, then inside practice folder. Now I can type Python space test1.py and I am pressing enter key. You can see the output. It is showing true and by because if condition is true, that's why it is printing true and by is not connected with if. That's why it is printing. Now I am changing value of where variable and it is 200. Again, I am executing the script. You can see only by is printed right now because if condition is false. Friends, if you want to implement single line if statement in Python, then you can do as I have demonstrated you. You can also implement this in your system so that you can understand this concept well. You can subscribe my YouTube channel. If you want to watch programming related video, you can see an icon is available on my video. You can click on that icon to subscribe my YouTube channel. You can download my app Techimage that is available on Google Play. Thank you for watching this video.


First question is from B. Cape 25. Is it possible to build the calves or is it genetic? Oh I'm gonna go ahead and throw this to you guys You know what they've actually done studies on this workers first off genetics have a huge influence on all Muscles of your body in terms of how effectively or how well they build or respond to exercise It's not more or less for calves, right? That's the that's the question is it is there are calves special in the sense that they're More resistant to building or growing and no they've actually done studies on calves and found that that's not the case Here's what's probably the case What's probably the case is it's most likely that the calves are the most skipped body part That people have in their training and that's just a fact like most dudes that work out consistently if they were to If somebody tracked how many times they skipped a body part I would I bet you calves are number one legs are probably number two and core is probably number three I would guess and so when you do all those years of training You know if you train your calves like you did your chest through your shoulders you probably would see I think I could make a case that they are Unique and in the sense that I think of all the muscles that are challenging for someone to build They're the ones it's most commonly that people do not take through full range of motion That's another good. That's a good point and somebody like been choppy reps, right? Right, but been could Pekolski likes to talk about how you know most muscles that are underdeveloped on somebody They have a a poor connection to that muscle at the end range of motion So the the full and full flexion right of like your calves Which is standing all the way up on your tippy toes and ask yourself unless you're playing basketball jumping rope or doing sports How often do you get all the way up up on your toes like that and I just think heels on the weekends And I think that if you for most your life You don't do that and then you go in the gym and you go to train that that you just don't have that full range of motion And just like what we say about squats like you get so much more bang for your buck taking the body through its full range of motion So I would make the case that Most people have a limited range of motion on their calves people don't they don't get the stretch Yeah, they don't get the squeeze that's right part of that reason is because I I think if you start training your calves The potential to be able to be able to use a lot of weight is really high Oh, I could put so much weight on the standing calf machine Yeah, but then they start to cut the rep short and when I see people working out calves in the gyms I almost never see full stretch full squeeze It usually looks like this kind of yeah short kind of pumping motion now Of course genetics play a role, but again they play a role in all your muscles I don't think there's a special actually again studies actually confirm this there is no special You know reason or case for calves being somehow more stubborn than other body body parts, you know speaking, you know generally Now what kind of genetics influence your calf growth? Well, there's you know muscle fiber type and density There's also muscle belly length. This is a big one. What you'll notice is a lot of athletes have shorter calves and Partially because shorter calves probably helps with locomotion and agility Longer calves you'll see in sports that involve more sturdy bases So you'll find these in strongman athletes and weight lifters and stuff like that Long calf bellies you have bigger area to grow So, you know, if you have short calves, you could build them all you want You end up getting ending up with this short kind of naughty looking calf muscle Well, I also think like a lot of the explosive movement, you know plays a factor in that with some of these athletic endeavors where you are on the forefoot a bit and you're moving very Explosively just like in sprinting you see the difference between, you know, those, you know that muscle physique versus, you know More of an endurance athlete But yeah, I I think about that because it is definitely a genetic factor But also to what you're doing in volume Like so if I'm when I was Training all the time in athletics I was always trying to make sure that I was on the balls of my feet and Was, you know able to move laterally and you know forward and back, you know with with, you know explosive type of Force yeah, yeah, again, if you look at people's routines, you'll see like 15 sets for back for the week and you know 12 sets for biceps for the week And you look at calves it's like three yeah or six or it's the one that they skip and they don't treat it Like they're actually trying to build just the calf I'm totally guilty of this a hundred percent and there was a period of time where I actually Placed a very spin like I this was a realization that I had or at least I was being honest with myself And I said, you know what I'm gonna be super consistent. I'm gonna ramp up the volume I'm gonna focus on the stretch focus on the squeeze I'm gonna do lower reps and higher reps and different angles and it was like a good year and a half of Really consistent calf training and I gained like an inch and a half on my calves and I thought oh my calves don't respond I mean the truth is I just don't focus on them as well You know the the best hack I ever had for that there was and I think it was about a year and a half almost two years It was during when I was competing I Decided because that was an area of insecurity for me as my calves So I decided I was going to work out in shorts year-round So I had to face that in security and my one and it also would motivate me to do calves first in my workout So it's like okay if I can get in the door and get to that calf machine right away I get them pumped up so they don't look so bad, but the and it Made a huge difference in my calf size because and it really had nothing to do with the the hack that I found that It was that I was training my calves first. Yeah, and every almost every workout They were getting attention and just I'd never paid that much attention to them before And so I saw the greatest gains in that in that time period and realized like okay I don't have just terrible calves Just I haven't put the the effort into training them and then doing things like really taking them through full range of motion And slowing the repetition down. Also. I never back then but or before then I always trained like high reps Similar to like what people do with abs. I was not training. I wasn't strength training my calves I wasn't doing putting the substantial little yeah I actually started doing five by five loaded like you know seeded and standing calf raises and the combination of full-range of motion Doing the heavy load and then prioritizing them in the front of my workout in a year's time I made some pretty good gains on my calves better than I was making in any other muscle group So I think that's probably a lot of it for most people is they just don't give it the same attention You know machine two things gave me gave me the biggest gains one was a donkey calf machine Love that because of the stretch you get at the bottom It's gnarly and the squeeze is pretty gnarly there as well And then the other one was blood flow restriction Wow did that make a difference with my calves? And I think it's just because blood flow restricted training works better on the limbs anyway and man If you you use that knee wrap below the knee right above the calf and then did do no weight and just Rep out the pump and the burn you get in your calves is just so intense and I saw a difference doing that Yeah, hey if you enjoyed that clip you can find the full episode here or you can find other clips over here and be sure to subscribe


So guys, I am back with another Saints Row video and today I bring you a guide on how you can unlock one of the most bizarre vehicles in this game. It's called the Skuna, I believe that's pronounced, absolutely amazing looking with those two horses under front of the vehicle. You don't want to miss this one. How's it going guys? My name is DPJ and if you enjoyed the video, leaving a like really helps out and if you like what you're seeing and want to see more Saints Row, be sure to subscribe. Okay, so this Skuna for me was unlocked via me, completing all 12 of the Polnay Express side hustles, the side missions. Now, there's 12 in total. They are based around three characters, Diamond, Julian and Emilio. As far as I'm aware, I completed Diamonds. I think she's got three or four. Now she's got four. Julian's got four and then we've got Emilios. I believe Emilios opened up once you've done the previous eight. I could be mistaken there, but either way guys, just get them all done and that's how I got the Skuna. You'll see the locations in order of how they appeared on the map for me. I do believe you have to actually do one per character for it to progress and for the other one to actually appear. I do believe Diamond and Julian's are on the map at the same time. So you don't really have to go from one to the other. They can do all eight of these whenever you want in order they appear on your map. And then I believe Emilio may open up after you've done the eight. If I'm wrong, it's all good. You still know what you've got to do.  And it really is, guys, as simple as that. This is how you get the Skuna.  One you do not want to miss. Now, what I will say is as well upon you getting to the point in the actual game where you can explore the open world, I've progressed to story missions past this point. I've literally just done work for Jim Robb and Jim Robb's garage. So if anyone's wondering exactly where I am in the main story, because if you don't know once you do the main story, you actually unlock further side hustles. Now, as far as I'm aware, none of these Poly Express side hustles were unlocked via me doing natural main story after getting into the open world or the open world point of the game. But just so you guys are aware, if one don't appear for you, just progress further in the main story and you should be good.


Another flow characterization we make is the distinction between developing flow and developed flow. To consider the difference, let's look at uniform flow entering a pipe. The presence of friction along the pipe walls causes slower fluid movement along the sides, a region that we call the boundary layer. The further the flow gets into the pipe, the bigger the boundary region gets, until it encompasses the entire pipe. At that point, the flow has a fully developed velocity profile, and we refer to the flow as being fully developed. The length into the pipe at which the boundary layers intersect is referred to as the entrance length, and the flow in that region is described as developing. The pressure drops relatively linearly in the fully developed region, but the developing region has a larger associated pressure difference. The difference between the pressure decrease along the developing region and how much the pressure would decrease if it were fully developed in that region is called the entrance pressure drop. Treating the entire pipe as being fully developed requires us to either account for the entrance pressure drop or neglect its effect. The empirical correlations we use to predict entrance region length look like this. For laminar flow, the dimensionless proportion of entrance length to diameter is approximately 0.06 times the Reynolds number in the fully developed region. For most of the turbulent flow range, that proportion is approximately 1.6 times the Reynolds number in the fully developed region raised to the 1 fourth power. I will also point out while we're here that in many cases, the pipe length is so long relative to the entrance region that we neglect the entrance effect and assume the whole pipe has fully developed fluid flow. We should not get so comfortable with that simplification that we forget it's an assumption we make. Do not get so comfortable with the entrance region not existing that you forget it can exist at all.


Wildlife openings are simply a space in a forest for the purpose of crafting food and cover that attract wildlife. The openings are often planted as food plots, but may also be managed to establish native forbs and grasses. To maximize their benefit, consider incorporating 5 to 10 percent of a property's acreage in the openings. They should be evenly distributed throughout the property. If possible, design the openings to have irregular shapes that provide more edge space. Although wildlife openings can be intentionally created by clearing an area, landowners should also consider using areas that are already open. For example, power lines, logging decks, fire breaks, and shoulders on forest roads. These are great areas to consider as a wildlife opening.