Employee handbook
Led by purpose Driven by people
Our culture in action
Acknowledgement of Traditional Owners/Custodians
Yarra Valley Water proudly acknowledges the Traditional Owners/Custodians of the land, water and skies on which we rely and operate. We pay our deepest respects to their Elders past, present and emerging.
We acknowledge the continued cultural, social and spiritual connections that First Nations people have with Country and recognise and value the care and protection provided by Traditional Owners/Custodians over thousands of generations. We also recognise and value the continuing rich cultures and contribution of First Nations people to the Victorian community.
Yarra Valley Water culture book 2024
Welcome
This is our guide to the great way we do things here - for each other, our customers, community and stakeholders.
A message from the Managing Director
Yarra Valley Water’s organisational culture has evolved over many years. We’re proud to maintain a globally recognised high-performing workforce. Our employee engagement levels are among the highest in the Victorian Public Sector and our customers consistently rank us highly for trust, satisfaction, value for money and reputation.
Our cultural journey started back in 2001 when we started working with Human Synergistics to measure culture through their Organisational Culture Inventory (OCI). We know our strong constructive culture comes from within and our success is built on a People First approach. It’s taken years to create our award-winning culture and we know how important it is to cultivate and protect it.
Harvard University research confirms that organisations with a constructive culture enjoy superior and sustained levels of performance and innovation – and they make great places to work!
As measured by the OCI, a constructive culture is one where orientation for the following is strong:
McCafferty Managing Director
• Achievement – getting good things done, making progress and breakthroughs. Staff know what’s expected of them and strive to do their best.
• Self-actualisation – being self-aware, creative and innovative. Quality is valued over quantity. People are encouraged to develop themselves and take on new challenges.
• Affiliation – high level of teamwork and emphasis on friendliness and sensitivity to the needs of others. Open communication and cooperation is encouraged.
• Humanistic and encouraging – focusing on supporting and enabling people to perform. Collaboration is valued, contribution is recognised and development is provided. There’s a supportive, caring environment.
In a constructive culture, people are aligned to the organisation’s vision and clear about their role and how they contribute. They feel valued and there are high levels of innovation and discretionary work. People work well in teams and collaborate widely and there is a strong customer service focus.
Our values are built around these 4 factors. We also know that the behaviours of others, especially leaders, and the organisation’s systems and structures, provide cues about what’s valued and rewarded – and what’s not. This is reinforced by what gets emphasis and focus in the organisation. The processes of decision-making, delegation, transparency and clarity in communication, and the management of change all contribute to shaping culture.
Culture matters because it’s the key to long term outcomes –good or bad.
At the end of the day, the most important thing is that we work together to deliver on the commitments we’ve made to ourselves, our customers, community and environment.
Pat McCafferty Managing Director
What’s our culture like?
At YVW we’re proud of our high-performing culture – and we’re fiercely protective of it.
The culture we’ve built is inclusive and purpose-led. It aims to make a positive difference to people, communities and the environment.
Our culture is what attracts people like you to join our organisation. We nurture it constantly and we’re always looking for ways to enhance our approach as community needs and expectations evolve.
Whether you’re currently part of the team, considering joining, or a stakeholder or partner, this book is for you. It describes who we are, what we achieve, and, most importantly, why we do what we do every day.
Amy Singe
General Manager, People Performance and Culture
Pat
Yarra Valley Water culture
Yarra Valley Water culture
What we do
Led by purpose.
Driven by people.
At Yarra Valley Water, we provide essential water and sewerage services to more than 2 million Victorians and 61,000 businesses every day.
Future focused and innovative, we’re generating our own renewable electricity, driving recycling initiatives and investing in more efficient ways to use water so we can protect supplies for the future. We’re united by our shared purpose: creating a brighter future for customers, communities and the environment.
We encourage our people to be brave and open to new ways of thinking as we lean into challenges facing the water sector. We encourage collaboration and we partner with like-minded organisations to innovate together to achieve our goals.
A good example of the success of this approach is our work to establish the not-for-profit Thriving Communities Partnership (TCP), which aims to ensure all Australians have access to the modern essential services they need to thrive. We’re a proud founding partner of TCP, which facilitates collaboration across sectors to bring governments, community organisations and businesses together to deliver projects that identify and reduce vulnerability. This work aligns with our commitment to support vulnerable customers and ensure no one is left behind.
We’re also committed to the United Nations Global Compact and work to advance the Sustainable Development Goals (SDGs). And we’re the inspiration behind WaterAid, a national not-for-profit organisation whose mission is to ensure everyone across the globe has access to clean water, toilets and hygiene.
We pride ourselves on listening to customers to understand what’s most important to them. Working with customers through a Citizens’ Jury to develop our 2023-28 price submission led us to evolve our 2030 Strategy to including honouring and healing Country as a guiding principle across all our work. We’re committed to embedding a caring for Country philosophy in how we plan and deliver our services. We continue to work towards reconciliation, expanding and deepening our relationships with Traditional Owners/Custodians and Aboriginal businesses and community organisations. This includes Mullum Mullum Indigenous Gathering Place, which shares space at our Mitcham head office.
Yarra Valley Water office Mitcham
Yarra Valley Water culture book 2024 5
You’re part of our vision for the future of water.
Our 2030 Strategy: outlining our key priorities for the future.
Our 2030 Strategy sets our ambitions for our customers, communities and the environment. Driven by our talented and passionate people – and our guiding principle of honouring and healing Country – we’re working towards tangible outcomes.
Honouring and healing Country
We collaborate with Traditional Owners/Custodians and First Nations organisations to heal Country and embrace a caring for Country philosophy in every decision we make.
What does this mean by 2030?
Advancing Reconciliation
• Our commitment to reconciliation is embedded and ‘business as usual’.
• We have strong relationships and partner with First Nations peoples, businesses and Aboriginal Community-Controlled Organisations for mutually beneficial outcomes.
• We respect, acknowledge and embrace the rich cultures, histories, heritage and talents of First Nations peoples, and ensure cultural safety for First Nations staff and partners.
• We create training, employment, and procurement opportunities for First Nations peoples directly and through our partners.
Enabling Self- Determination
• We recognise the inherent rights of Traditional Owners/Custodians and First Nations people, especially their rights to care for and to maintain custodianship of their lands and waters.
• We support water justice and a self-determined role for Traditional Owners/Custodians in water management and planning.
• We will support First Nations people to participate equitably in our sector, and we will work collaboratively and encourage others to support the required social and strategic change.
Caring for Country
• We will embed a caring for Country philosophy in how we plan and deliver our services. Through this mindset, we’ll deliver healthy ecosystem outcomes as well as cultural, social, health, wellbeing and economic benefits.
• We will remove barriers and expand opportunities for Traditional Owners/Custodians to care for their Country in a self-determined way at Yarra Valley Water facilities and across our service area.
Transforming around the customer
Building closer customer relationships, recognising and meeting diverse community needs, keeping safe drinking water affordable for all, and working to enhance every customer experience.
What does this mean by 2030?
Earned trust and satisfaction
• We are valued and trusted by our customers and consistently ranked as one of the top-performing water corporations in Victoria.
Greater customer experience
• Our customers remain highly satisfied with their interactions with us – on the phone, online or in the field.
• We’ve transformed our digital customer experience, providing a contemporary, cost-effective, and sustainable service experience that meets customer needs and expectations.
• We’re providing great experiences for all customers by delivering compliant, accessible and inclusive services, through universal design and informed by lived experience.
Affordable for all
• We’ll keep bills affordable and proactively support customers experiencing vulnerability, ensuring every customer has access to our services regardless of their capacity to pay.
Safe and pleasant drinking water
• We provide safe, clean drinking water that tastes, smells and looks good.
Reliable assets and services
• We provide reliable water and sewerage services that meet customer expectations.
• We support a growing Melbourne by enabling and delivering timely and reliable growth infrastructure that enhances network resilience and meets customer service obligations and environmental performance standards.
• Timely response and repair
• We meet customer service levels for response and resolution times for any service interruptions.
Yarra
Helping communities thrive
Securing our city’s water supply for the future, boosting community prosperity and resilience, and creating healthy public spaces where people can connect.
What does this mean by 2030?
Secure water future
• We’ve contributed to maintaining water storage levels and completed readiness activities for future supplies.
• We continue to increase production and use of fit-for-purpose non-drinking water and ensure the efficient use of water we already have.
Valued community partner
• Our communities and stakeholders trust and value us as a partner in shaping resilient and prosperous communities and promoting human rights, social inclusion and greater equity.
• We’ve strengthened community resilience to extreme weather events and enhanced emergency preparedness.
• Through our value chain, partnerships, and procurement practices, we’ve stimulated the local economy, created diverse, equitable and inclusive employment opportunities and generated social and sustainable outcomes.
• Through a place-based approach, we’ve contributed to the liveability, health, and wellbeing of our communities. Our service areas are planned collaboratively, and we have increased access to sustainable green and blue spaces.
Leading for our environmental future
Reducing our resource use, going beyond zero carbon, embracing alternatives to rainfall, and improving the health and resilience of our ecosystems.
What does this mean by 2030?
Beyond zero carbon From 1 July 2025, we source 100% of electricity from renewable sources.
• Our scope 1 and 2 emissions have gone beyond zero carbon through optimisations, renewable energy generation and carbon abatement.
• We’ve reduced scope 3 emissions by working with supply partners to reduce emissions on construction and maintenance projects, and through initiatives that encourage and support other key suppliers (including Melbourne Water), customers, and staff to reduce their carbon emissions.
Towards circular
• We’ve embraced the circular economy in all our activities – operation, construction and maintenance – in partnership with our key suppliers.
• Reduced waste and increased recycling and use of recycled materials.
• Together with our industry partners prepared adaptive pathways to 100% beneficial reuse of water and resources from Melbourne’s treatment plants by 2070. We’ll also continue to increase our production and use of recycled water.
• Reduced the volume of organic material to landfill through the expansion of our food waste to energy facilities.
Healthy ecosystems
• By 2030, through a care for Country mindset, we’ve improved the health of land, water, air and ecosystems. We’ve reduced our operating impact on the environment year-on-year and restored natural ecosystems, waterways, and habitats on our land and across our service area.
Our executive team
Our executive leadership team is a gender-diverse mix of focussed, passionate and caring leaders. They bring a wealth of experience, managing our operations and corporate services, and ensuring passion, inclusivity and care flow through everything we do.
People Performance and Culture
Our People Performance and Culture (PP&C) Group is dedicated to ensuring our people can safely perform to their highest potential to deliver our 2030 Strategy.
Our People Partners, Safe and Well Business Partners and Learning and Growth Team are here to support you. We also have a team of caring and compassionate people in volunteer roles who can help you too. This includes:
• Mental Health First Aiders
• Culture Coaches
• Staff Support Officers
• Safe and Well Committee Members
• Health and Safety Representatives.
Yarra Valley Water culture
Our commitment to you
We celebrate our differences and encourage fresh perspectives and new ways of thinking. You’re rewarded with opportunities for professional and personal growth, in a career rich in purpose and belonging. We know that when our people flourish, our communities do too.
• At YVW you can be a change maker. You have a chance to do meaningful work that helps shape resilient and thriving communities. You can explore better ways to connect customers with their water. And help to create a more sustainable world.
• We support, inspire and challenge ourselves to find new ways to improve the future of water.
• We want every single member of our team to feel better for being here.
• With us, diversity is the everyday. We celebrate and encourage new thinking at every level. Creating opportunities to grow – both professionally, and personally – makes for a career rich in purpose and belonging.
• Working here is more than just a job. You’re part of a collective, led by a shared purpose to create positive change. Be inspired, be challenged, and grow alongside us.
It starts with Trust and
Inclusion
A culture of trust, empowerment and inclusion. Working with us you’re encouraged and supported to bring your ideas, make your impact, write your future and flourish.
It starts with trust
We trust each other to make responsible and effective choices about where work is best carried out. Everybody’s different, so we enable our people to create a way of working that suits them, their team and the requirements of the role.
We are inclusive
We’re inclusive of all people, no matter where or how their workdays are designed. We work hard to stay connected, within our teams and across the business. Before we choose how or where the work is done, we ask: ‘how does this impact the team, our objectives, and our collective abilities to get the job done?’
We care about performance
The measurable impact made by individuals matters far more than time spent in the office. Flexible working is all about enabling our people to do their best job. Accountability is measured by a job well done.
Better for Being Here
We have a phrase around here called ‘Better for Being Here’. In fact, our entire People Strategy is built around the concept. It means we want you to be better off in every way for working at YVW. We don’t take it for granted that you choose to show up every day. We recognise your unique skills and experience contribute to what we achieve together. And we believe in getting you to where you want to go.
Our approach to flexibility is, ‘yes, unless’. Working towards a shared purpose means we always consider the impacts of our choices on our teams, communities, customers and partners. It means supporting each other to support the communities we serve – ensuring the benefits belong to everyone. We aim to repay your commitment by helping you be better for being with us. Whether that be through learning new skills, being able to do meaningful work and show up as a great parent/ partner/carer/friend, having the opportunity to take on exciting stretch assignments or volunteering through us. What matters is that you get to grow and evolve with us. We all spend a lot of time at work – we want it to count when you work with us.
Bring us your unique skillset and we’ll help you unlock your best. A better career, a better life, a better you, a better us.
Achieve with Pride
We believe in delivering what matters, focusing on the positive difference we can make for ourselves, our customers and communities.
By tapping your true potential, we’re growing our smart, skilled and diverse team.
So together, we can be brave, honest and accountable, as we deliver meaningful outcomes in the communities we serve. Celebrating every success as we go.
We care about the development of our people by providing opportunities for people to diversify their skills. Creating the space for learning and growth through on the job experience, exposure to secondment and acting opportunities, and education and training in support of their evolving career aspirations.
Be the Change
We believe in creating a brighter future. Getting there means never standing still, constantly challenging each other and asking, ‘is there a better way?’ It means embracing new ideas, innovating new ways of working, spotting opportunities, trying new things, and learning from our mistakes. Bring us your ideas, and together we can be the change we wish to see.
Yarra Valley Water culture book 2024
Our values
Everything starts with putting People First
We work as One Team We will Be Brave With clear focus we Deliver what Matters
Working towards our collective vision, our people share common values. As part of our 2030 Strategy, we worked with our people to co-create these values –outlining what we stand for, how we interact with each other and who we aspire to be. Our shared values form the backbone of our beliefs and behaviours, guiding us in everything we do.
So together, we make a Positive Impact
They are what we hold dear at YVW – our special sauce –with a sprinkling of stretch and aspiration as well.
We put people first
• We may be a water utility, but at heart we’re a people business – inside and out.
• We care deeply about people: our customers, communities, partners and each other.
• We embrace diversity – our inclusive culture makes us a better company and better people.
• We value the contributions of Aboriginal and Torres Strait Islander peoples, Australia’s original water custodians.
We work as one team
• We go further together. Everyone plays an important role, and our successes belong to us all.
• We connect through care and trust, working together on the one YVW plan.
• Everyone has a different superpower that helps us reach our collective potential.
• While we take our work seriously, we have fun and enjoy what we do.
We are brave
• We dream big – having the courage to do new things and constantly evolve.
• We challenge ourselves and each other – even if it’s uncomfortable.
• We’re open to new thinking and different ideas, even if it feels strange at first.
We deliver what matters
• We focus on the outcome – persisting with our objectives until we get the job done.
• We prioritise and deliver what will make a real difference – to people, communities and the environment.
• When we make a promise, we keep it.
• We take responsibility for our actions and learn from what worked and what did not.
We make a positive impact
• Together we’re capable of great things. We’re proud to aspire to make the world a better place.
• We’re passionate about the impact we make, both now and into the future.
• Making a positive difference brings us together and gives us the strength and resilience to overcome challenges.
• We always go the extra mile because the right things are worth doing well.
Yarra Valley Water culture book 2024
The way we work
A flexible workplace where your wellbeing matters.
1. Hybrid working at Yarra Valley Water
2. Clear expectations
3. Performance and support
Yarra Valley Water culture book 2024
Hybrid working at YVW
Hybrid working for well-rounded humans
In the spirit of mutual trust, we offer our people the flexibility and autonomy to work from places and spaces that work for the role, the team and the individual. We still meet in person for moments that matter. But we embrace flexibility and choice, because we know it makes for a happier, more productive, inclusive and healthy workplace.
Hybrid guiding principles
Our hybrid working model combines the flexibility of working from various spaces with an organisation-wide set of moments that matter where onsite attendance is required. Here’s how we make hybrid work:
• No set days in the office except if your role requires primary attendance (e.g. treatment plants, facilities etc).
• Local agreements in teams about other working norms which work best for the entire team.
• We take a local jobs first approach to recruitment and expect our people to live in Victoria.
• We do not offer any 100% remote roles.
Our diversity is one of our greatest strengths. Every one of us is different so we build flexibility into the workday. We empower you with the autonomy to get the job done – and focus on the things that matter to you.
Meetings in hybrid
Navigating meetings within a hybrid work model can be tricky. So, we’ve designed a framework to help leaders manage effective, efficient and purposeful meetings that deliver intentional outcomes. All while minimising ‘Zoom fatigue’. Here are some of the considerations:
Meeting-free Fridays
To minimise digital fatigue and allow time for deep work.
Exploring other options first Like document sharing, videos or voice texts if you are just providing status updates – and there’s always email and MS Teams as a trusty back up.
Meeting purposefully and ensuring meetings are inclusive
Meetings are still important because our relationships are important. We ask that you consider scheduling at respectful times of the day and ensuring all can contribute fully.
Moments that matter
Throughout the year staff come together at Mitcham and other worksites for our moments that matter. These moments are carefully curated by the Executive Team to offer clarity, connection and collaboration to help deliver better outcomes and keep our culture alive.
We have 9 YVW moments that matter for team members and 18 for leaders. You can learn more about these in our Hybrid Playbook. These are mandatory rituals that support our culture, clarity, connection and collaborations.
You’ll get at least 2 weeks’ notice if we want you to come into the office for a corporate event. All other moments that matter are determined in consultation with your Group, Division and Teams working agreements. YVW onsite moments include: Culture
• Annual Kick Off event
• Strategy update (2 per year)
• Organisational Committee Meetings
• Orientation (New Starters)
• Development Workshops
Clarity
• 1:1 performance check-ins (minimum 2 per year)
• Presenting at Portfolio Control Board Meetings
• Presenting at Board and Committee Meetings
• Leader Labs (4 per year)
• Executive Portfolio Control Board Meetings
• Board and Sub Committee Meetings
Connection
• Team/ Group Meetings (minimum 2 per year)
• End of year celebration
• Your first day – welcome
• Meet the team – a welcome event
• Your final day at YVW
Collaboration
• Planning/Strategy Days
• Managing incidents – as needed
• Field site visits – if required
• Reconciliation Leadership Committee Meetings
Clear expectations
What you can expect from us
At Yarra Valley Water we offer:
• A shared purpose in supporting the health and wellbeing of our customers and creating a brighter future for communities and the natural environment.
• A smart, skilled and diverse team, who are supportive and inclusive. People who genuinely look out for and respect each other.
• Flexible work arrangements that are designed to support, enable and empower.
• A work environment where you will be constructively challenged and justly rewarded.
• The opportunity to be part of a growing and dynamic organisation with access to opportunities and development for everyone.
• Opportunities to be at the forefront of innovation, to have ideas and try new things.
• Safe and well working environment with a genuine commitment to wellbeing and sustainable outcomes.
What we expect from you
At Yarra Valley Water we expect you to:
• Be passionate about our shared purpose, customers, communities and the natural environment.
• Have a commitment to our shared values and work in a positive, inclusive team environment.
• Have a willingness to collaborate, be open to new ideas and fresh thinking and respect the views of others.
• Bring a can-do attitude and willingness to take initiative and tackle problems in new ways.
• Have a growth mindset and a commitment to learning and progressing, both yourself and our organisation.
• Act with integrity and always do the right thing.
• Bring your individual skills and expertise to contribute to our high performing team and lead by example.
Yarra Valley Water culture book 2024
Performance and support
How we assess your performance and support your learning and growth
Our Performance Effectiveness Program (PEP) is our formalised performance process which covers the agreement and discussion between a manager and employee to:
• clarify expectations
• track the progress of key deliverables.
• ensure behaviours are displayed in accordance with our organisational values
• provide ongoing feedback and an end of year review about employee performance.
We have check-in conversations throughout the year and a final end of year conversation and review. We use our technology platform PEEPs to support this process.
A key part of the program is an agreed and targeted development plan, focusing on one skill employees would like to develop throughout the year. Using our continuous learning model which divides learning into the below 4 contexts (the ‘4Es’).
Experience (learning through doing)
Experiences generally occur while employees are in the workplace. They may include stretch assignments, job rotations and special projects.
Exposure (immersive and social learning)
Learning that involves interaction and relationships. Having someone expose employees (usually with others) to an activity, capability or skill in a safe, controlled environment where the focus is on seeing first-hand how they apply themselves.
Education (learning in the flow of work)
We often think of education in the context of learning and development. These elements generally have a defined beginning and end and can be tracked.
Environment (our learning culture)
Comprises cultural and leadership practices that facilitate learning such as coaching. Demonstrating learning is valued, we provide allocated time for reflection, and discussion about mistakes to turn them into opportunities.
Yarra Valley Water culture book 2024
Yarra Valley Water culture
A multi-dimensional approach to wellbeing.
YVW’s approach is founded on the premise that employee wellbeing underpins employee engagement and a high-performance culture. We adopt a multi-dimensional approach, focusing our benefits on covering the 8 factors of wellbeing.
Financial wellbeing
We’ve developed a range of initiatives which help boost your financial wellbeing.
This is about much more than your take-home pay.
$650 home set-up allowance
Paid to eligible employees upon starting, to cover the costs of your work set-up at home (amount may vary).
Transparent Remuneration Framework
Ensures transparency and equal pay for equal work. If you’re covered by an employment contract your salary offer will be fixed to ensure no unconscious bias in setting your pay.
Enterprise Bargaining Agreement (EBA) rates
Our enterprise agreement offers above-award pay rates and conditions to all non-senior contract employees.
Portable long service leave
If you come to us from other water businesses and parts of the Victorian Public Sector you can bring your long service leave balance with you.
Free onsite parking
For team members at all sites.
Partially funded operating car leases or novated leases
Available for senior employees.
Financial counselling
Available to all team members and their families through our Employee Assistance Program (EAP) provider.
Yarra Valley Water culture
Occupational wellbeing
We want you to be personally fulfilled in your job. We support your occupational wellbeing in the following ways:
Recognition for a job well done.
With our formal Reward and Recognition Program, leaders and peers can nominate staff who deliver stand-out results for our customers, community and the natural environment.
Formal award categories:
• Everyday Superstars: Recognising staff who exemplify our values, show initiative and deliver excellence in their work.
• Outstanding Performance – individual and teams: Recognising staff and teams who deliver outstanding contributions to our strategic goals, operational improvements and workplace culture.
• Leadership Legends: Recognising staff who rolemodel our values by engaging with, coaching and inspiring others; showing courage, embracing challenges and pushing boundaries; connecting people (inside and outside the organisation) and mobilising around the customer.
Hybrid Recognition and Reward ceremonies take place each quarter, where award winners receive a digital $50 gift voucher to their retailer of choice.
Our annual Kick Off event where all YVW employees come together in person to celebrate the year’s achievements and look ahead. A key part of this event is celebrating the finalists for each annual award category with an overall winner announced for each annual award. The awards for each R&R category include:
Everyday Superstar
$1,000 gift card + 1 week annual leave
Outstanding Individual
$1,000 gift card + 1 week annual leave
Outstanding Team (each)
$299 gift card + 1 day annual leave
Leadership Legend
$500 gift card + 1 week annual leave
We also support informal peer-to-peer recognition
Badges in Peeps
Peer-to-peer recognition on our intranet where team members salute the achievements of others via 5 badges that align with our values.
Length of Service awards
For every 5 years you are with us your will receive a pin and a gift voucher, as outlined in YVW’s Service Appreciation Award guidelines.
Ongoing learning and growth at YVW
We put a lot of time and effort into coming together to connect and learn. Here are some of the support and events we offer:
Strategy Updates
Held 2 times a year to connect with staff in person and share our organisational performance and key highlights.
Annual Kick Off
Our annual hero event where we all gather in person to celebrate our people and achievements for the year and set our ambitions for the year ahead.
Leader Labs
We bring our leaders together 4 times a year at learning forums offering opportunities for connection, collaboration and growth.
Leadership Growth Programs
Building the capability of our people leaders, equipping them with skills and tools to effectively lead teams in our modern context.
Senior Leader Development
We offer development experiences for senior leaders, from internal coaching and mentoring to stretch assignments, acting opportunities and targeted external Executive coaching.
Engineering Rotation Program
Via regular rotations across our value chain, engineers develop the skills and inter-departmental knowledge to streamline operations, drive innovations, and help us realise our vision for the future of water.
Gender Intelligence Program
One of our newest offerings, this program is designed to improve gender intelligence across our key groups through targeted conversations, reading and discussion forums.
Engineering Graduate Program
A 2-year program offering opportunities for young professionals to embark on a rewarding career journey – providing hands-on experience, mentorship and exposure to diverse projects across our region.
We aim to ensure a fair and transparent process for internal job advertisements for permanent appointments and secondments more than 6 months.
Emotional Wellbeing
At YVW we care about your emotional wellbeing as much as your physical. Some leave entitlements and initiatives which support the emotional wellbeing of our people include:
Meeting-free Fridays
To minimise digital fatigue and allow time for deep work.
Family Violence Leave
Employees experiencing family violence can confidentially access up to 20 days a year of paid leave for medical, counselling or legal appointments. Employee’s supporting those who are experiencing Family violence can access up to 3 days per year of paid leave for court appearances, to take care of children or for medical support.
Personal Leave
You’re entitled to 15 days paid personal leave (5 more than standard), which can be used if you are sick, caring for others or to take proactive mental health days.
Parental Leave
With no qualifying period you can access parental leave as soon as you join us with 14 weeks’ paid leave for birth or adoption and 20 hours’ prenatal appointment or adoption interview leave.
Gender Affirmation Leave
Receive up to 4 weeks’ paid leave and up to 48 weeks of unpaid leave if you are transitioning.
Our Employee Assistance Program (EAP)
is a confidential service available to all staff and their immediate families for general check-ins or more comprehensive support during times of crisis.
Pride in Water
Founded by YVW staff members in 2019, Pride in Water is now a national movement and its mission is to create a more inclusive water industry for LGBTIQ+ staff, contractors, customers and our broader community.
Employee Reference Groups
At YVW we have 5 Employee Reference Groups (ERGs) you can join. As a member of an ERG, you can help lead awareness events and encourage discussion on equality action plans, policies and procedures. All activities – big and small – work towards promoting diversity and equality.
The groups are:
• Women in STEM network (gender equity)
• Pride Network (founders of the Australian water industry group Pride in Water)
• First Nations Inclusion
• Disability and Neurodiversity Inclusion (which links to WaterAble, a network of people with disabilities and their allies in the Australian water industry)
• Multicultural Inclusion (Culture Club).
Work that flexes around the shape of your life.
We have a number of flexible work options that may be available to you to help you balance work and life. They include:
Pick your hours 7am–7pm Start early, finish early.
9-Day fortnight
Work flexible hours to enjoy a rostered day off every second week.
Compressed working week
If you prefer to work longer hours and less days we can offer that too.
Part time
We can also offer part time options for most permanent roles if that suits you better.
Environmental Wellbeing
We recognise employee rights to enjoy pleasant, healthy and safe environments to support wellbeing while you work. Our hybrid model offers flexibility to work in a variety of places and ways.
Here are some initiatives to support wellbeing:
Onsite Neurodivergent Rooms
We offer onsite meeting rooms that are neurodiverse friendly. These rooms have warm lux dimmable lights, curtains for privacy and greater soundproofing. They’re available for all staff to book, whether you want to work quietly or just take a moment to relax.
Onsite Car Parking
Social wellbeing
Staying connected keeps us grounded in our mission to make a positive difference.
Here are some of the ways we support your social wellbeing:
Onsite cafe
Our cafe is a place to come and have a coffee or lunch with your colleagues.
48/52
You can purchase an additional 4 weeks annual leave (through salary deductions) so that you can take up to 8 weeks of paid leave a year for long overseas trips or caring through school holidays.
Sabbatical leave
Employees can request extended unpaid leave to pursue travel, study etc.
End of year celebration
This annual event is a chance for connection and giving thanks – and eating lots of ice cream!
Volunteer leave
All employees are entitled to one day paid leave per year to volunteer at a community organisation.
SES, CFA and Army Reserves
Employees have up to 5 days’ paid leave for callouts with the State Emergency Service (SES), Country Fire Authority (CFA) or other emergency management organisations.
Social Club
For those who love the social connections work brings we support an employee led social club which arranges events and lots of fun stuff for you to join in with.
Spiritual wellbeing
A strong sense of purpose and meaning in life allows us to find peace, harmony and balance.
Here are some ways we’re strengthening community connections and supporting the spiritual wellbeing of our staff:
Public Holiday Swap
Employees can request to swap certain public holidays for another day of paid leave.
Sorry Business Leave
Aboriginal and Torres Strait Islander employees can access up to 3 days’ paid leave per occasion for family or ceremonial obligations.
External Aid Programs
We support not-for-profit WaterAid’s mission to improve access to clean drinking water in developing countries as well as their annual Walk for Water and Wishing Tree campaigns.
Reconciliation Action Plan
Our Stretch RAP outlines our commitment to reconciliation and strengthening ties with Traditional Owners/Custodians and Aboriginal and Torres Strait Islander communities.
Yarra Valley Water culture book 2024
Physical Wellbeing
Supporting the physical wellbeing of our people is not just about health and safety. It’s also about promoting physical activity, better nutrition and healthy habits.
Here are some ways we support your physical wellbeing:
Business Partners
Dedicated business partner to support you with work and non-work-related illnesses/injuries.
Menopause and Period Leave
Menopause and period leave (explicitly provided for as part of 15 days personal leave).
Lifestyle Counselling
Nutrition and lifestyle counselling available through our Employee Assistance Program.
Flu Shot Program
Annual flu shot program where staff are reimbursed for their appointment.
Intellectual Wellbeing
We support learning in your day-to-day work with onboarding, orientation, safety modules, coaching and personal development plans.
Here are some of our initiatives supporting everyday learning:
Blended Onboarding Program
This includes our pre-onboarding portal, role-specific training and in-person orientation gatherings. New starters are welcomed and eased through their transition periods.
Executive Welcome
Senior team members introduce new starters to our purpose, strategy, values and culture. Our Managing Director takes time to chat about personal ambitions.
Yarra Professionals
Provides networking opportunities and events to connect with your peers.
Paid Study Leave
We grant up to 5 hours’ paid study leave per week for approved study.
Co-payment towards relevant additional qualifications
Assistance with study costs is provided for approved courses.
Toastmasters
Provides a friendly and supportive environment to learn and develop your speaking and leadership skills.
Yarra Valley Water culture book 2024
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