Building Stronger Standards: Water Stewardship and Gender in the Draft PS V4
As the public consultation for the draft ASI Performance Standard Version 4 (PS V4) is underway, we invite stakeholders to participate in shaping this next phase of responsible and sustainable practices for aluminium. To support this process, we are highlighting selected topics in the draft Standard to help stakeholders more easily understand the proposed changes, compare them with the current requirements, and form an informed view as they prepare their feedback.
25 March 2026
In the spirit of International Women’s Day and World Water Day, both celebrated in March, this article spotlights two areas of the Performance Standard that are central to people and planet – Water Stewardship and Equal Opportunities.
1. Water Stewardship
Under the draft PS V4, Water Stewardship is now a sub-section under Nature (previously ‘Environment’ in V3). Many of the PS V3 criteria remain similar in the V4 draft, and V4 maintains an overall risk-based approach whereby Entities assess their water-related risks, and management plans are developed to address these risks.
Compared to PS V3, Version 4 places greater emphasis on water stewardship through a more structured framework. While entities will continue to assess water-related risks and disclose water withdrawals and use (PS V3), the draft V4 introduces more detailed expectations for site-level assessments where material risks to water quality or availability are identified, including consideration of catchment-level impacts, the use of qualified specialists and consultation with affected communities and other stakeholders.
The major changes in Water Stewardship under PS V4 are mainly in the introduction of new, optional, ‘Leading Practice’ requirements, which Entities can choose to be assessed against if they wish. Leading practice requirements put more emphasis on water impacts at the catchment level, and cover recycling strategies to reduce freshwater use. They also promote alignment with recognised frameworks and initiatives such as ICMM water accounting guidance, the AWS International Water Stewardship Standard and the Science Based Targets Network freshwater targets.
| Key Area | PSV3 Requirement | Draft PS V4 Update |
|---|---|---|
| Overall approach | Two criteria under Environment: Water Assessment and Disclosure (7.1) and Water Management (7.2). | Four criteria under Nature: water assessment, management planning, monitoring and outcomes, and water recycling/efficiency—reflecting a more structured stewardship cycle of assessment → management → monitoring → improvement. |
| Water risk assessment | Entities assess water-related risks in watersheds within the Area of Influence and disclose where risks are material. | Overall risk-based approach maintained. More detailed site-level assessments where material risks to water quality or availability exist, including consideration of catchment-level and cumulative impacts, use of qualified specialists and stronger technical analysis of water risks. |
| Stakeholder engagement | Water management plans developed with affected populations and organisations. | Expanded expectations to consult affected communities and other stakeholders during assessments and planning, and to communicate identified impacts, mitigation measures and monitoring activities. |
| Monitoring and outcomes | Monitoring implied through water management plans. | Explicit requirement to implement monitoring programmes to evaluate the effectiveness of water management plans, with additional leading practice provisions encouraging entities to demonstrate improvements against context-specific water targets. |
| Water efficiency and frameworks | Focus on managing water risks and disclosure of withdrawals and use. | Additional leading-practice provisions encourage water reuse and recycling strategies, reduced freshwater withdrawals and alignment with recognised frameworks such as ICMM water accounting guidance, the AWS International Water Stewardship Standard and Science Based Targets Network freshwater targets. |
2. Non-discrimination and Equal Opportunities
A key change in the draft Performance Standard V4 is the shift from a standalone Gender Equity and Women’s Empowerment criterion to a more integrated approach embedded within the broader Workers’ Rights and Protections section (Section 8). Rather than addressing gender equity through a single programme requirement, the topic is now covered primarily within the Non-discrimination and Equal Opportunities subsection, which includes two main criteria with eight requirements—five new leading practices, one outcomes-based leading practice, and two new minimum requirements. The fundamental ILO principle of non-discrimination remains fundamental in PS V4, but the draft also moves beyond this to support Entities in taking proactive measures to create fair and equal opportunities for all.
The draft introduces more specific and measurable expectations. These include an explicit commitment to equal pay for equal work and a new requirement for Entities to conduct a gender pay gap analysis at least every three years and implement an action plan to address any imbalances. Entities must also develop and implement a diversity, equity and inclusion strategy with timebound targets, creating a more structured approach to improving diversity and inclusion across the workforce.
Several (optional) new leading practices further strengthen the focus on identifying and addressing barriers faced by women and other underrepresented groups. These include consulting with workers to understand barriers to equity—such as working patterns that do not meet the needs of parents or language barriers affecting participation—and implementing measures such as flexible working arrangements, carers’ leave, enhanced parental leave, job sharing and part-time roles. Leading practices also encourage organisations to demonstrate measurable improvements against diversity and inclusion targets over time.
Gender considerations are also reflected in other areas of the draft Standard. For example, community consultation processes are expected to be accessible and inclusive, considering women and other vulnerable groups. Taken together, these updates embed gender equity more systematically across workforce policies, management systems and stakeholder engagement, strengthening how organisations identify barriers, promote equal opportunities and improve outcomes for women in the workplace.
Gender Equity in ASI Standards: Key Changes from PS V3 to Proposed PS V4
| Key Area | PSV3 Requirement | Draft PSV4 Update |
|---|---|---|
| Overall approach | Gender addressed through a standalone Gender Equity and Women’s Empowerment programme (Criterion 9.2). | Maintains fundamental alignment with the ILO Principles and Rights at Work around Non-discrimination. Gender equity integrated within Workers’ Rights and Protections, particularly under Non-discrimination and Equal Opportunities, ensuring measures protect other vulnerable groups beyond women. A gender lens is also incorporated within a broader focus on vulnerable and marginalised groups within Section 7: Community Impacts and Participation. |
| Strength of requirements | One programme-based criterion addressing barriers to women’s participation and advancement. | Two criteria with eight requirements on non-discrimination and equal opportunities — including two new minimum requirements, five leading practices and one outcomes-based leading practice. |
| Pay equity | Equitable pay expected but no specific requirement to analyse gender pay gaps. | New requirement for Entities to conduct a gender pay gap analysis at least every three years and implement an action plan to address findings. |
| Workplace inclusion | Gender programme expected to address barriers to professional development. | New requirement for a diversity, equity and inclusion strategy with timebound targets, supported by leading practices such as flexible work arrangements, parental leave and other inclusive policies that can benefit women in the workforce. |
| Understanding and addressing barriers | Programme expected to identify barriers affecting women. | Leading practices encourage consultation with workers to identify barriers to equity, such as working patterns that do not meet the needs of parents or other structural barriers affecting participation and advancement. |
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