At Webuild, we know that successful projects are built by diverse teams that bring different perspectives, experiences and ideas to the table. Joining CEOs for Gender Equity is an opportunity to work alongside other business leaders who are committed to driving meaningful, lasting change across our industry and beyond.

I am also proud to continue the strong commitment established by the late Peter Bennett, CEO of Clough, whose leadership and advocacy helped advance gender equity both within the Webuild organisation and across the broader industry through CEOs for Gender Equity. Building on that legacy is important to me, and I look forward to contributing to the next chapter of this important work.

Gender equity is not something any organisation can achieve in isolation. It requires collaboration, accountability and leadership. By joining this initiative, we are reinforcing our commitment to creating a workplace where everyone has equal opportunity to succeed and helping to shape a more inclusive future for our industry.

For me, gender equity is about ensuring that talent, capability and ambition, not gender, determine opportunity.

As a leader, I have a responsibility to foster an environment where people feel respected, supported and empowered to contribute their best. Different perspectives make our teams stronger, improve decision-making and ultimately lead to better outcomes for our projects, our clients and the communities we serve.

Creating a more equitable workplace is not only the right thing to do; it is essential for building resilient, high-performing organisations.

Across Webuild in Australia we have made meaningful progress, but we also recognise there is more work to do. We have strengthened our policies and programs to better support inclusion, flexibility and career development. We are focused on attracting more women into engineering and construction through scholarships, STEM education initiatives, graduate programs and targeted recruitment, while also creating pathways for women to develop and progress into leadership roles.

Gender equity is an ongoing journey that requires continuous focus, measurement and action.

We are taking action across every stage of the employee lifecycle.

Our initiatives include leadership development programs, mentoring opportunities, flexible work practices, gender-neutral parental leave and partnerships that encourage more women to pursue careers in engineering and construction.

Through our scholarship programs and STEM initiatives, we are also helping build a stronger pipeline of future talent.

Importantly, we are embedding inclusion into the way we lead our teams and make decisions, ensuring gender equity becomes part of our culture rather than a standalone initiative.

We are committed to increasing the representation of women across our workforce, particularly in leadership and technical roles, while continuing to strengthen our recruitment, development and retention programs.

We will continue to measure our progress, benchmark our performance and hold ourselves accountable through transparent reporting.

Success is not simply about achieving numerical targets, it is about creating an environment where women can build long-term careers and thrive at every level of the organisation.

As a leader, I will continue to champion gender equity by ensuring it remains a business priority and by holding myself and my leadership team accountable for progress.

I will actively support the development of diverse talent, encourage inclusive leadership across our organisation and seek opportunities to listen, learn and challenge the status quo where needed.

Real change starts with leadership. By leading through action, we can create a workplace where everyone has the opportunity to reach their full potential and contribute to building the infrastructure that shapes our communities.