WMO Strengthens Gender Equality Drive with New Action Plan and Leadership Roles

The World Meteorological Organization (WMO) has taken a major step toward embedding gender equality into the core of its institutional mission, with the Executive Council (EC) giving full backing to an updated and reinvigorated Gender Action Plan. This strategic roadmap seeks to mainstream gender equality across meteorological, hydrological, and climate services—efforts that are vital not just for equity, but for enhancing the reach, relevance, and resilience of global weather and climate governance.

A Turning Point for Gender Inclusion in Meteorology

The commitment to gender equity comes at a time of growing recognition that women are not only disproportionately affected by climate change and extreme weather events, but also remain underrepresented in leadership roles within the WMO and the broader meteorological community.

“Elevating women in leadership roles is a cause I hold dear,” said Dr. Cécile Siewe, Assistant Deputy Minister of the Meteorological Service of Canada and newly appointed EC Gender Focal Point. “I am dedicated to empowering women in diverse roles, and to supporting our greater involvement in shaping weather and climate policy.”

Dr. Siewe’s role is newly created, signifying the WMO’s commitment to gender inclusion at the highest levels of governance. She will work alongside the WMO Secretariat Gender Focal Point Coordinator to oversee the implementation and evolution of the Gender Action Plan, ensuring that momentum continues to grow.

Gender Action Plan: Structure and Goals

Originally updated during the 2023 World Meteorological Congress, the Gender Action Plan is built around three strategic pillars:

• Strategic Planning: Embedding gender considerations in organizational goals and decision-making, collecting gender-disaggregated data, and reporting transparently on progress.

• Governance: Promoting more inclusive leadership structures with a specific target of 40% female representation across all WMO governance bodies, and encouraging more nominations of qualified women to senior posts.

• Capacity Development: Delivering specialized training, creating leadership pipelines for women, and supporting female students and early-career professionals entering the fields of meteorology, hydrology, and climatology.

Despite positive trends—such as the appointment of Prof. Celeste Saulo as the first female Secretary-General of the WMO and a growing number of women leading NMHSs—women still represent only 27% of EC members, and 36% across subordinate bodies.

“Streamlining gender in everything we do is the only way to improve these statistics,” said Secretary-General Saulo. “It takes time and persistence. We need to integrate gender perspectives into every single decision to ensure we are inclusive of the diverse situations and experiences around the world.”

Regional Support and National Role Models

WMO’s Regional Associations have also voiced strong support for the gender plan. Leaders from across Africa, the Americas, and the Pacific highlighted the need for greater representation of women in management roles and emphasized the importance of cultivating future leaders by promoting science and technology education among girls.

Dr. Mariam Tidiga, the first woman to lead Burkina Faso’s NMHS after 15 male predecessors, shared her own journey: “I started in aviation, then moved into science and WMO. Now, I am in a leadership role. Women need visible role models. When they see someone like them in leadership, they begin to believe they can do it too.”

She called for national governments to implement sustained policies that support the advancement of women into top-tier positions in the meteorological services.

Upcoming Activities and Engagement Plans

The implementation phase of the Gender Action Plan includes a series of dynamic initiatives aimed at building networks, mentoring programs, and outreach campaigns:

• Online Community of Practice: A digital hub for Gender Focal Points from all six WMO regions to exchange resources, share best practices, and build a knowledge base around gender-responsive strategies.

• Mentorship Programme: A new initiative to pair early-career female professionals with experienced mentors, both women and men, to support career development and confidence-building.

• Youth and STEM Outreach: Targeted campaigns to inspire girls and young women to pursue careers in weather, water, and climate sciences, while showcasing the contributions of female professionals across the sector.

Dr. Siewe emphasized the importance of building on existing efforts: “We know that we are not starting from scratch. There is already great work happening in different parts of the organization and in many countries. Our goal is to coordinate, learn from each other, and amplify those efforts.”

The Path Forward

Gender equality in meteorology is not just a matter of justice—it is essential for effective and inclusive service delivery. Research consistently shows that when women are empowered in science, leadership, and decision-making, outcomes improve for communities at risk from extreme weather and climate impacts.

As the WMO drives forward initiatives like the “Early Warnings for All” campaign, integrating gender perspectives will ensure those warnings reach—and benefit—all members of society. The organization’s renewed commitment signals a future where inclusive leadership and gender-responsive strategies are standard practice—not afterthoughts.