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Unitywater respectfully acknowledges the Traditional Owners and custodians of the land and waters of the region in which we operate. We pay our respects to Elders, past, present and emerging.

Proudly Inclusive

Proudly Inclusive encapsulates our vision where we see our team members bringing their own unique experiences and backgrounds, to proudly create a smarter, better future, together.  

It not only brings a greater depth to our organisation, it also unites us with a shared sense of belonging and achievement.

It provides a foundation for empowerment and innovation – the building blocks for our future.

Our One Team culture is stronger because we challenge bias and rightly stand for inclusive, open and respectful behaviours.

Together, we are Proudly Unitywater.

Proudly Inclusive has four key principles:

  • build and sustain a consistent, shared understanding of diversity and inclusion across Unitywater and key partner relationships
  • lead by example – champion and set the tone from the top
  • align diversity and inclusion goals to business goals to ensure progress
  • recognise that barriers are often hard-to-see and unintentional, and address these through learning, leadership development and talent processes.

 

Our diversity initiatives

Our focus at Unitywater is to bring a gender balance to our workforce where all our team members have access to the same rewards, resources and opportunities regardless of gender.

Initiatives include:

Healthy families

An inclusive parental leave program offering families more choice in their individual situation and their careers.

Read more about the program: Healthy Families - Parental Leave Program - A Proudly Inclusive Initiative (PDF 5MB). 

Flexibility

We support flexibility to ensure our people can balance the demands of work, career, personal, community and cultural commitments.

Gender pay equity

We have pay equity in like-for-like roles. Because we recognise that our gender pay gap indicates low participation of females in leadership or technical roles such as engineering, we are also working on:

  • Women in Industry: Improving the representation of women within key technical and trade roles, encouraging careers in STEM (Science, Technology, Engineering, and Maths) professions.
  • Women in Leadership: Improving the representation of women within leadership.

Through our team member-led Pride Working Group, we’re supporting the creation of a genuinely inclusive workplace.  An environment where LGBTIQ+ team members, their friends and their allies feel safe, valued, respected.  All team members have the right to:

  • be themselves and express their sexuality and gender identity
  • be safe and kept from emotional and physical harm
  • have access to education/awareness of the LGBTIQ+ community
  • have access to support and support services
  • participate fully in Unitywater life.

 

For us, cultural diversity is about removing barriers and biases to ensure all our people feel confident in their ability and achieve their best.  We know that while more needs to be done to harness the full potential of different cultures, we are  creating a workplace where people can be proud of their heritage. 

Endorsed by Reconciliation Australia, our Unitywater Reconciliation Action Plan (RAP) was launched in June 2018.  It demonstrates our commitment to being respectful, nurturing relationships and creating opportunities for Aboriginal and Torres Strait Islander (ATSI) people.  Our service region is home to the Kabi Kabi, Jinibara and Toorbul people, and we have engaged with our Traditional Owner Groups to develop meaningful RAP initiatives.

 

We embrace, support and celebrate the diverse abilities of our people, our customers and our community.  By partnering with trusted, local community providers, we encourage and help team members and community members with a disability, to realise their full potential.  

 

Generation-U is about improving and sustaining the representation of our younger generation across every area of our business.

From monitoring representation of under 35s as a percentage of our workforce through to tailored engagement of this segment, we’re building future capability.  

 






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