The program will bring together 20 women from a variety of areas of the organisation including field services, communications, science, customer service, procurement and infrastructure, to further develop skills and tools to navigate workplace dynamics and accelerate their career progression.
The participants will bring unique strengths, ambitions and lived experiences to the program which will be delivered through a series of workshops, coaching with leadership experts, networking with peers, sponsors and advocates and self-paced learnings over a four-month period.
Unitywater CEO Anna Jackson, an advocate for gender equity and inclusion, said the program extends to the participants’ leaders, of any gender, who will undertake training to expand their skills and knowledge to become more inclusive, and more equity focused.
“I’m delighted to see our 2026 BOOST program get underway, to support women with their career development and progression, and embed systemic change within our organisation,” Ms Jackson said.
“Our pilot program in 2024 saw a four per cent rise in women in leadership roles and a 20 per cent improvement in inclusive leadership behaviours, as well as improved retention.
“As our organisation continues to mature, we want to ensure our team members have equal opportunities to progress in their careers and make valuable contributions to our future water and wastewater services.”
Ms Jackson said Unitywater was ranked number two by Work180 in the ‘electricity, gas, water and waste services’ sector for pay equity.
“We’re proud to no longer have a gender pay gap for women at Unitywater and have pay equity in like-for-like roles, and for being recognised on Work180’s top 101 employers for women in 2025, thanks to our inclusion initiatives such as paid parental leave and flexible working options.”
Unitywater Senior Urban Planning and Forecasting Advisor, Meg Walker, who participated in the pilot program of BOOST before going on parental leave shortly after, shared her gratitude for Unitywater’s generous and inclusive parental leave policy.
“With check-in days and a flexible, gradual return-to-work plan, I’ve been allowed the time to fully recover from the newborn blur and really enjoy this chapter, allowing me to ease back in when I was ready – it’s made it so much easier,” Mrs Walker said.
ENDS
Media enquiries: 0488 980 564
Editors and producers please note: If you have a colleague who would like to receive Unitywater media releases, please send their contact details to media@unitywater.com
