Belonging @ Barwon Water Inclusion Action Plan

Download a PDF copy of our Belonging @ Barwon Water Inclusion Action Plan here 

Foreword

On behalf of Barwon Water, I’m proud to present our Belonging @ Barwon Water 2022-25 Inclusion Action Plan.

We recognise Aboriginal and Torres Strait Islander peoples as the First Peoples of this nation. We proudly acknowledge the Traditional Custodians of the land on which we work and live, and on the water on which we all rely. We pay our respect to Elders, past, present and future.

This plan provides an outline of the path we will follow to improve diversity and inclusion at Barwon Water and meet objectives of our Strategy 2030. We’re striving for a more diverse and inclusive workforce, reflective of the customers and community we serve.

I’m proud that Barwon Water is a place where everyone can bring their whole selves to work. We have made considerable progress on this journey since our first Diversity, Inclusion and Gender Equity Strategy was released in August 2016.

Our purpose as an organisation is to deliver outstanding value to the community by delivering high quality, affordable and reliable water services. In order to provide these services, we are continually trying to improve diversity and inclusion across all areas of our business.

In preparing this plan, we have reflected on our existing work practices and have challenged ourselves to make significant step changes over the next three years. We have identified many meaningful opportunities as a provider of essential services, an employer of choice and community partner.

Along our journey we have learned more about what it means to be an inclusive employer. Fundamental to our core values of Accountable, Caring, Courageous, Inclusive and Safety-focused, is our ability to actively tap into, make the most of and celebrate the differences we each bring to the table.

I’d like to give a special thank you to our employees who contributed to our Belonging @ Barwon Water 2022-25 Inclusion Action Plan. I’d also like to thank our Board Directors, who provided excellent guidance on their vision for diversity and inclusion at our organisation.

Thanks to your hard work, Barwon Water is playing a role in leading diversity and inclusion improvement across the region.

The result is this evidence-based action plan, embedded within our High Performance Strategy, a key enabler in realising our Strategy 2030.

The question is why?

At Barwon Water (including our subsidiary Barwon Asset Solutions), we care about safety, our employees, customers, community, environment and our region, our home.

We are moving from a utility service provider to an enabler of regional prosperity, focusing on high performance by building a more diverse and accountable organisation where leadership is shared and inclusive to deliver outstanding value to our customers and community.

Through embracing diversity and building on our inclusive culture, we are also able to make a significant impact on our region, making it more liveable, equitable, safe and inclusive.

By 2030, it is our objective to achieve diversity, inclusion and gender equity at all levels of the organisation.

Our employee value proposition

We celebrate our diversity, show respect and appreciate the unique talents and perspectives that each of us bring. We learn from and work with our Traditional Owners.

We believe everyone is a leader and an entrepreneur. Together we are empowered, trusted and accountable for achieving our ambitious goals. We come to work with the courage to lean in, challenge ourselves and celebrate accomplishments big and small.

The safety and wellbeing of employees, contractors and community members comes first.

We care for our customers, community, region (our home), the environment and each other.

At Barwon Water you will not only achieve more for yourself, your contributions support the community - helping make our Region more prosperous and our world a better place.

An invitation to you

Creating a diverse and inclusive organisation comes down to each of us going on both an individual (and collective) journey. Each of us is invited to get introspective about our own experiences and beliefs, and to learn from these. Each of us is invited to discover our own why.

Perhaps you’ve experienced the negative implications of a workplace where you felt you couldn’t be yourself or were disadvantaged. Perhaps you’re passionate about creating a world of equality and respect for your family, friends, and community. Perhaps someone took a brave action somewhere in your life that helped you feel more included and accepted.

Growth requires courage. It takes effort and a commitment to unpacking things we might be uncertain or uncomfortable about; to question and challenge how we think and why. It requires leaning into vulnerability. Barwon Water will continue supporting our people to build an even more diverse and inclusive workplace together.

Gender Equality Act

Under the Gender Equality Act 2020 we have a responsibility to prepare a Gender Equality Action Plan, which we have incorporated into this Belonging @ Barwon Water Inclusion Action Plan.

The Act sets out seven workplace gender equality indicators, representing key areas where workplace gender inequality persists and where progress towards gender equality must be demonstrated.

These indicators, in addition to those Barwon Water are continuing to measure, support us to improve gender equality in your workplace. We are committed to collecting and reporting data against these indicators in our annual diversity and inclusion survey, while continuing to make progress towards gender equality.

The seven workplace gender equality indicators are as follows:

• gender pay equality
• gender composition at all levels of the workplace
• gender composition of governing bodies (i.e. our Board)
• workplace sexual harassment
• recruitment and promotion
• gendered workforce segregation (i.e. workforce composition)
• leave and flexibility.

The results of our workplace gender audit analysis from 30 June 2021 can be found in Appendix 1 (Barwon Water) and Appendix 2 (Barwon Asset Solutions). This audit data was analysed by an independent third party who provided a series of recommended strategies and measures which have been incorporated into this place.

In addition to our internal reporting, we are committed to meeting the progress reporting requirements of the act, including:

• the policies, programs and services which a gender impact assessment was applied
• any actions taken as a result of gender impact assessments
• our progress towards the objectives and targets set out in our Belonging @ Barwon Water Inclusion Action Plan (which incorporates our Gender Equality Action Plan)
• our progress in relation to the workplace gender equality indicators
• our progress towards our targets and any targets or quotas which are defined under the Act (noting there are currently no targets and quotas).

Objectives

We know that a diverse and inclusive workforce that includes individuals from a range of backgrounds will lead us to achieve better outcomes for our customers and community.

Through being an inclusive organisation where our employees can bring their whole selves to work we create a sense of belonging that in turn lifts our productivity and output leading to benefits for our customers.

When we reflect the diversity of our customers and community, we will have greater insight into and connection to them. The diversity of thinking, skills and experience, along with perspectives that come with this diversity are proven to link to improved problem solving, decision making, enhanced innovation and creativity.

We recognise that some groups experience greater barriers to employment and advancement compared with others, and we strive to create equity at Barwon Water.

This plan is centered on four key focus areas to guide our activities for the next three years.

What else?

In addition to this Belonging @ Barwon Water Inclusion Action Plan and our previous Diversity & Inclusion Action Plans which focus on inclusion within the organisation, we have increased our focus on inclusion and accessibility for our customers and community.

Regional partnerships

Barwon Water is committed to supporting regional partnerships which support a more diverse and inclusive region. In particular, our partnerships with GROW and Northern Futures are supporting opportunities for those who experience barriers to workforce participation and business opportunities.

Barwon Water collaborates with GROW and Northern Futures on our trainee program, in partnership with GForce and Wan-Yaari.

GROW

GROW is a long-term strategy to generate local sustainable jobs, and support job seekers from areas with high rates of unemployment to have equitable access to these opportunities. GROW is a Collective Impact initiative, bringing together philanthropic, business, government and community organisations and making inclusive jobs growth a priority for everyone in the G21 region.

As signatory of the GROW Compact, Barwon Water is committed to adding value to the G21 Region, including the social benefit generated by investing in local businesses and local people. The ongoing sustainability of our business entails an individualised response to the GROW principles, as demonstrated in our Compact Action Plan.

Northern Futures

Northern Futures is working to collapse the barriers and create pathways into employment for individuals who are disengaged from education and work, and who would be unlikely to secure employment and fit into the workplace without extra support.

Inclusive and Accessible Customer Communication Program

The Inclusive and Accessible Customer Communication Program was developed in December 2020, to remove barriers to accessing our services, ensure understanding of our communications and enable participation in our engagement, with the overall to strengthen the inclusivity and accessibility of our communications and engagement with customers.

Key actions completed and underway include:

• providing tailored communication on customer support measures for culturally and linguistically diverse (CALD) customers, utilising demographic data on languages spoken in our region, coupled with low English literacy
• developing partnerships and improved connection with CALD communities in the Region, as a standing member of the Geelong Settlement Committee
• delivering training to frontline staff on maximising the use of Barwon Water’s Translating and Interpreting Service (TIS)
• improved capture of customer data where language support is required
• finalising the draft policy and creating a supporting framework of ongoing interventions to embed the program at Barwon Water.

Disability Action Plan

Barwon Water’s Disability Action Plan is currently being updated. The action plan will cover off on four key focus areas, some of which will be addressed through the actions within this plan, and the Inclusive and Accessible Customer Communication program:

• reducing barriers to persons with a disability accessing goods, services and facilities
• reducing barriers to persons with a disability obtaining and maintaining employment
• promoting inclusion and participation in the community of persons with a disability
• achieving tangible changes in attitudes and practices which discriminate against persons with a disability.

Belonging @ Barwon Water

The following action plan includes actions and initiatives that will address both the dynamic and mechanic elements critical to achieving our diversity and inclusion objectives.

The data gathered during the process of developing this action plan reinforced how crucial leadership and culture will be to achieving successful outcomes.

To develop this plan consultation with the Governing Board, the People Culture & Executive Remuneration Committee, senior management and the people team was undertaken. Guidance and support has also been obtained from diversity and inclusion specialist consultants to inform our plan and seek advice on best practice.

Barwon Water also conducts an annual Diversity and Inclusion Survey which was used to inform the actions and the targets presented in this plan. In 2021, this survey was expanded to collect the data required to complete the workplace gender audit as required under the Gender Equality Act 2020.

Barwon Water is committed to further consultation with service users and employees, including as detailed as part of actions 3.1, 4.3, 5.3, 5.5, 5.7 and 5.8.

Without inclusive leadership practices and culture, our success to date and throughout the next phase of our journey may not be sustainable. Our Senior Leadership Team will embed Diversity and Inclusion key performance indicators into their annual Personal Performance Plans to ensure we hold each other to account guiding principles

Diversity doesn’t equal inclusion.

We recognise that we can only realise the benefits of diversity if we grow an inclusive culture.

Our actions will allow us to continue to cultivate a constructive culture which effectively promotes inclusive leadership and accountability among all people leaders, provides equality and fairness of opportunity, and openness and freedom from bias and discrimination.

Inclusion doesn’t mean treating everyone the same.

While everyone should be included and provided fairness of opportunity regardless of who they are, demonstrating inclusion can sometimes mean having to treat someone differently. Treating everyone the same can place people with particular needs and circumstances at a disadvantage and could even be discriminatory – this is why being inclusive isn’t treating everyone the same.

Equity is a principle that we value at Barwon Water, we are prepared to introduce targeted actions to remove barriers that prevent some people from reaching their full potential.

We cast a wide net

When recruiting for vacant roles, we ensure we have the widest reach and can attract a diverse applicant pool. This may mean targeting underrepresented groups and ensuring our recruitment process is inclusive and accessible to all.

When selecting the successful candidate, we won’t lower our standards to recruit for diversity but we will ensure we look harder to find someone whose values align with ours, who will bring diversity of thought and experience to the role and someone who is committed to their own personal growth.

Action plan

Barwon Water’s People department (11 FTE total) will drive our action plan, with the support of our Senior Leadership Team as required, to implement actions, outcomes and change.

To support the delivery of the actions included within the plan, and others which may be required throughout the life of this plan, we will have a dedicated annual budget of $20,000.00 for specific diversity and inclusion initiates. In addition to this, our learning and development budget will be leveraged to support education and competency uplift to support the achievement of this action plan.

The following actions are those which are current and continuing, have delivery targets over the next 24 months, or are considered horizon actions (those which are subject to review of progress, and actions which are outcomes of actions to be completed within the next 24 months).

Monitoring / review

Internal

Barwon Water will complete an annual review of our Belonging @ Barwon Water Inclusion Action plan.

The review will be completed by 31 December in each of the years 2022 through 2024, taking into account the data collected via our annual Diversity & Inclusion Survey which will be completed in June each year, as well as any findings from actions taken throughout the previous 12 months.

Any review of the Belonging @ Barwon Water Inclusion Action plan and subsequent variation will consider the impact and connection to our Disability Action Plan and Customer Centre Accessibility programs.

External

Barwon Water will ensure compliance with the Gender Equality Act 2020, through meeting the following reporting timelines as outcomes of monitoring and audit activities.

During the current Belonging @ Barwon Water Inclusion Action Plan:

• Complete first workplace gender audit – 30 June 2021 (complete)
• Submit our Gender Equality Action Plan (incorporated into this Belonging @ Barwon Water Inclusion Action Plan) – 31 March 2022 (complete)
• Submitting our first progress report – 31 October 2023.

Beyond this current Belonging @ Barwon Water Inclusion Action Plan:

• Complete second workplace gender audit – 30 June 2025
• Submitting our second progress report – 31 October 2027

Measures and targets

With such great process made to date since our first Diversity, Inclusion and Gender Equity Strategy was released in August 2016, we are continuing on our journey and looking to make a bigger impact on diversity and inclusion at Barwon Water.

In addition to the success measures for each focus area, we have some overarching diversity targets that we will monitor throughout the life of this plan.

Our targets have been developed in consideration of our region’s demographics and our peers in the Water Industry. When it comes to our region, the demographic data from the City of Greater Geelong local government area were used as the majority of our employees (73%) reside within this area.

The City of Greater Geelong data from the 2016 census shows representation as follows:

• Aboriginal & Torres Strait Islander Inclusion 1.00%
• People with a disability 6.00%
• Cultural & Linguistic Diversity 16.2%
• Gender balance 52% Women / 48% Men

We note that this data isn’t directly comparable for people with a disability and Cultural & Linguistic Diversity, with the definition and data included varying between our collection and the census data. However, it does provide us with insights that support the development of our actions and our endeavor to move beyond reflecting our community, to being the most inclusive organisation in our region.

Diversity targets – Barwon Water

Diversity targets – Barwon Asset Solutions

Appendix 1: Workplace gender audit data insight summary (Barwon Water)

Appendix 2: Workplace gender audit data insight summary (Barwon Asset Solutions)