Skip to content
Resources > Latest News > Amplifying the voices of leaders with a disability

Amplifying the voices of leaders with a disability

Disability leadership

The WaterAble Leadership Program equips people with disability in the water sector with tools and networks to lead confidently. Here, one participant shares how the program inspired fresh perspectives on authentic inclusion to drive meaningful change. 

This year’s International Day of People with a Disability on 3 December is all about amplifying the leadership of persons with disabilities for an inclusive and sustainable future. To celebrate the day, Source caught up with WaterAble Leadership Program participant, Angie Bruno. 

With decades of experience in leadership within Greater Western Water, Bruno currently works within the utility’s call centre, heading up customer care, mentoring peers and facilitating project work.  

As a person with disability, Bruno said her experience has shown her that nurturing and developing a truly inclusive workplace requires authenticity and dedication to creating a better work environment for those people living with disability.  

“For me, inclusivity is about genuine connections, authentic conversations and a commitment to delivering outcomes rather than just meeting accreditations,” she said.  

“Often, companies get accredited but lose sight of why they’re doing it. Inclusivity is about making sure every interaction counts and isn’t just a tick-box exercise.  

“I encourage managers to challenge their views, broaden their perspectives and genuinely engage with their teams, not just when coaching but also during interviews.” 

Reflecting on this year's theme, Bruno said amplifying voices of people with disabilities, including leaders with disabilities, is crucial to avoid assumptions.  

“Too often, decisions are made without consulting those affected, which leads to solutions that might not fit. As a person with  disability, I appreciate when people try to understand my needs,” she said.   

“For example, accessible car spaces were previously managed without consulting people with disabilities, which led to persistent issues. There’s also a need to consider invisible disabilities, which can have significant workplace impacts.  

“Inclusivity in leadership needs a multifaceted approach, encompassing both visible and invisible needs.” 

Leading the way 

WaterAble’s Leadership Program supports people with disability in the Australian water sector with leadership tools and frameworks to enhance their impact, grow their careers, and foster networking and peer support within a safe and inclusive environment. 

“The program kicked off for me in May and went through to September, and it’s been transformative. It’s a unique opportunity for people with disabilities in the water sector to share experiences and gain skills,” Bruno said. 

Designed to boost leadership potential, the program explores diverse approaches, practical applications and resources for personal and professional growth. Participants can reflect on their goals, build skills and connect with peers to advance their careers. 

What’s more, the program is free. Held across five months, it includes five three-hour hybrid sessions held in Melbourne and online. Limited to seven participants, manager approval is required during the Expression of Interest process. 
 
Bruno said she found the program to be truly amazing: “It wasn’t just for established leaders but was open to any industry employee with a disability”. 

“I attended with two team members who initially didn’t see themselves as leaders, but everyone has leadership potential. The program’s focus wasn’t just on accreditation; it was about actionable outcomes,” she said.  

“Each month, we’d share our ‘true north’ our life and work stories and gain insights into honing our leadership skills. It was as much about learning from each other as it was about personal growth.” 

Continuing connections 

When it comes to the ongoing influence of the program, Bruno said the experience has impacted her immensely, helping her to think about her future in the water sector and fortify her perspective on the importance of inclusion and diversity work. 

I was considering resigning earlier this year, but the program reminded me of my purpose. People like Llewellyn Prain, WaterAble’s founder, helped me see the value in my contributions,” she said.  

“Sometimes, our efforts can feel like nice-to-haves, but this experience showed me they’re necessary. I now feel that my role is about making a real difference, not just for myself but for those around me.  

“I’ve built friendships with fellow participants, and we intend to stay connected beyond the program.” 

Bruno said she found the program so good that she suggested WaterAble create a version of the program for all leaders, not just those with disabilities.  

“Many people in leadership positions make decisions without fully understanding the realities of living with a disability. I believe a parallel program focusing on managing and understanding disabilities throughout an employee’s lifecycle could create a more inclusive workforce,” she said.  

“Inclusivity is about sincerity and passion in conversations. If you’re speaking to someone with a disability, be invested. Don’t rush through it – these are real challenges that require respectful curiosity and genuine understanding.” 

Are you interested in learning more about how to get involved in the WaterAble Leadership Program in 2025? Sign up as a WaterAble member here to receive updates.