With 50% representation of women on its board and 49% across leadership roles, Unitywater is leading the way in fostering a diverse and inclusive workplace in the traditionally male-dominated utilities sector.

But they also know that gender balance is more than a target.

Real change comes from sustained commitment and actionable programs where women are empowered to thrive professionally and personally. Unitywater are actively investing in ways to ensure that all women have access to opportunities that fuel their career growth.

Why gender representation matters

For many women, breaking into leadership and executive roles is a challenge. For a long time, this has been positioned as an individual problem; how many of us have heard that women don’t ‘put themselves out there’ enough?

The truth is, there are longstanding systemic barriers and jump ropes that often trip women up. From the ways that taking time out of the workforce to start families is too often viewed negatively, to how women’s ‘priorities’ are questioned when they return – entering leadership is a struggle.

Anna Jackson, Unitywater‘s CEO, shares how they want to do things differently:

“At Unitywater, we strive to have a balanced workforce that reflects the remarkable communities we serve. We know that bringing together people from a wide range of backgrounds and creating an environment where they can apply their diverse thought, skills, and experiences helps us achieve our purpose: to be here for healthy and thriving communities.”

This belief is woven into the organisation’s fabric, guiding everything from recruitment and leadership development to workplace culture and flexibility.

It’s also what inspired Unitywater to launch one of its most impactful initiatives to date: the BOOST program.

BOOST: A bold step toward gender equity

In 2024, Unitywater partnered with WILDA (Women in Leadership Development Australia) to launch the Lead to Shape BOOST program, a nine-month initiative to tackle systemic barriers facing women in the workplace. 

The program aimed to:

• Increase female representation in leadership

• Reduce turnover among women

• Address unconscious bias and inconsistent leadership practices

• Create a psychologically safe workplace where women feel empowered to speak up

The program took a dual approach, engaging women participants and their leader sponsors to drive meaningful, long-term change.

Seventeen women joined the inaugural cohort, receiving targeted coaching, workshops, and networking opportunities focused on career progression and overcoming gender-based obstacles. At the same time, 30 leaders (both men and women) underwent training to become more inclusive, supportive, and equity-focused in their leadership.

The outcomes of the BOOST program speak volumes:

• 5% increase in employee engagement among BOOST participants

• 7% reduction in turnover for those in the program

• 4% rise in women in leadership roles

• 24% of participants moved into new roles or secondments

• 40% increase in participants with career plans

• 50% boost in professional network connections

• 20% improvement in inclusive leadership behaviours

Learnings from the BOOST program include:

• Sponsor-Participant Alignment: Alignment between sponsors and participants was key to effective sponsorship.

• Program Expansion: Increased interest in expanding the program led to plans for future iterations in 2026.

• Flexible Work: Leaders recognise the importance of flexibility in supporting women and primary carers in their career growth.

These numbers reflect progress and demonstrate the power of intentional support and the importance of aligning leaders with talent pipelines. 

Career transformation: Lynn Guo’s story

For Lynn Guo, Principal Development Engineer at Unitywater, the BOOST program was a turning point. She shares:

“With a background in engineering in China, I felt confident in my ability to provide more value to the business. But as an immigrant, I felt the need to limit my ambitions and stay realistic.”

BOOST helped Lynn reframe those limitations. Through tailored coaching, practical skill development, and powerful connections, she not only found the confidence to aim higher but also secured a promotion faster than she thought possible:

“The program widened my professional network and gave me the tools to better communicate my goals. Without it, I don’t believe I would have been promoted this quickly. And I gained something just as valuable, an amazing group of supportive women. We’ve built lasting friendships that make me feel like I truly belong at Unitywater.”

Looking ahead: Program expansion and evolution

Given the program’s success, Unitywater is already planning the next phase of BOOST for 2026. Future iterations will focus on flexibility, scalability, and deepening leadership capabilities to foster stronger outcomes.

One insight from the initial program was the crucial role of workplace flexibility, especially for women balancing professional growth with caregiving responsibilities. Leaders emerged from the program with a heightened awareness of how flexibility can be a powerful enabler of equity.

Unitywater’s board-level gender balance is more than symbolic; it sets the tone for the entire organisation. With strong female representation at the highest levels, women across Unitywater see what’s possible and know they’re supported. Anna Jackson shares:

“This is about creating a culture that supports learning, development, and authenticity. By empowering our people to be the best version of themselves, we’re building a workplace destination of choice that truly supports and reflects the communities we serve.”

For women looking to join an organisation where they can grow, lead, and be supported every step of the way, Unitywater offers all this and more.