Our Team
Last financial year Unison launched a new People Strategy aligned with our 2024–2027 Strategic Plan.
One of the three foundational pillars of the plan is to make Unison an employer of choice: a workplace where people feel valued and supported, collaborate effectively and realise their potential.
Our People Strategy was designed to align with these goals and create a positive culture and employee experience. Last financial year, the People Team focused on key strategic areas aligned with this vision.
Strengthening HR Governance
A key milestone in implementing our strategy was the creation of a new team structure and governance framework tailored to Unison’s complexity and scale. While our Director People was recruited in last financial year, FY2024-25 saw the formation of a dedicated People Team, with roles created to reflect the evolving needs of the organisation.
The team oversees the implementation of Unison’s strategic plan, recruits people aligned with our values, and fosters a strong team culture with opportunities for growth and development.
Building Organisational Capability
Improving organisational capability was a major focus last financial year. We recognise that capability is cultivated through strong leadership and purposeful development. Last year, we delivered a Leadership Program for all people leaders across Unison.
The six-month program combined self-paced and face-to-face learning. Each Executive Team member acted as a mentor, facilitating in-person sessions. The program supported leaders to build intentional culture and people leadership. As a legacy of this training, the People Team developed a Leadership and Culture Playbook for emerging leaders.
Tailored Wellbeing Program
In response to the ongoing housing crisis in Victoria and its impact on the sector’s workforce, we delivered a tailored Wellbeing Program to support our people. The program was designed to ensures our people feel supported and empowered to continue delivering positive housing outcomes.
Key initiatives included:
- An online wellbeing hub accessible anytime, offering recorded webinars, live classes, resources, and virtual events.
- An incident response intranet page with clear, consistent guidelines for post-incident support, informed by impacted employees, managers, and led by the Executive Team.
- A dedicated manager hotline connecting leaders with our EAP for confidential guidance on psychologically supportive leadership practice.
- An annual calendar of wellbeing events including guest speakers, team challenges, competitions, and on-site psychologist visits.
Improved Ways of Working
Last year, we streamlined systems and processes to better support our people and reduce administrative burden. We introduced Culture Amp to enhance performance and development conversations, and launched new e-learning software to support flexible, self-paced learning.
Regular pulse checks replaced annual engagement surveys, allowing us to respond quickly to staff feedback. We also established organisation-wide committees to foster collaboration and give our people a voice in areas like safety, continuous improvement, and inclusion.
A key milestone was the announcement of our gender-free, equal paid parental leave policy, reinforcing our commitment to equity and modern workplace practices. The policy came into effect in July 2025.
Growing Our Workforce
Last financial year, our team grew by 5%, with staff numbers reaching 137.
This growth reflects our continued investment in people and capability.
Unison Team Snapshot
137
Staff Members
A growing team bringing together diverse skills and experience
75%
Female Workforce
Demonstrates a commitment to gender diversity and inclusivity.
1.3%
Gender Pay Gap
With women earning slightly more than men, reflecting equitable pay practices.
8%
Higher Retention Sentiment
Compared to the Not For Profit Average, indicating employee satisfaction.
Results From Our Latest Survey
88%
Feel part of the team
86%
Are proud to work at Unison
84%
Feel their manager genuinely cares about them
83%
Can see how their work connects to Unison’s goals
Team Testimonials
“When I initially joined this role on a temporary basis, I expected it to be a standard property management position. However, I was pleasantly surprised by the unique caliber of renters I encountered… I loved it and now am so happy to be almost two years in a permanent role. ”Andrea Pace, Place Manager
“The most rewarding part of my role is seeing the direct impact of my work on clients’ lives, especially when someone secures stable housing or reconnects with support networks. ”Amy Macdonald, IAP Worker
“At Unison I know that my contributions are valued and appreciated by the organisation and our customers. I am proud that my day-to-day work has direct positive impact on everyone in the workplace. ”Richard Mugabo, Supervisor - Cleaning Team
Our Board
During the 2024–25 financial year, Unison experienced board transitions that reflect our continued evolution and strategic focus.
In October 2024, we were pleased to appoint Lou Panaccio as Chair of the Board. A long-standing board member, Lou brings deep expertise in finance, business, and healthcare services. His appointment marks an exciting new chapter for Unison, as we continue to grow and deliver on our mission to provide affordable and sustainable housing.
Lou succeeds Ian McHutchison OAM, who stepped down as Chair during the financial year after more than 15 years of dedicated service. Ian’s steady leadership and unwavering commitment to social housing have left an enduring legacy. We extend our heartfelt thanks to Ian for his remarkable contribution to Unison and the broader housing sector.
Last financial year we also welcomed Alica Hanna to the Board. A passionate advocate for diversity and inclusion, Alica’s appointment strengthens our commitment to becoming an Employer of Choice and enhances the breadth of perspectives guiding Unison’s strategic direction.
