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This International Women's Day, Â鶹ÊÓƵ looks to shine a light on the inspiring women across the hydropower sector that work to keep the lights on.

Helen Barbour-Bourne, National Â鶹ÊÓƵ Sector Lead, GHD tells her story in her own words:

What has helped you develop over your career?

My career has been shaped by a mix of persistence, enthusiasm, and a strong sense of purpose. Being purpose-driven can be both a strength and a challenge - it keeps me motivated in the face of obstacles but it also means I can be quite determined when tackling complex problems.

Leadership, I’ve found, is a balance; sometimes, it’s about stepping up, carrying the weight, and guiding a team through difficulties. Other times, it’s about stepping back, trusting the team, and giving them the space to succeed, while offering support and recognition where it’s due. Learning when to lead and when to let others take the reins has been one of the most valuable lessons in my career.

A huge part of my development has also come from the people I’ve worked with - those I’ve managed, reported to, and collaborated with on challenging projects.

I’ve been lucky to work alongside incredible teams - diverse, talented and driven - where collaboration has been at the heart of our success. Along the way, I’ve had the benefit of mentoring and support from both senior male and female leaders, which has played a big role in my growth.

What does it mean to you to be a woman in hydropower?

It’s incredible to see more and more women in leadership roles in hydropower. Recently, Hydro Tasmania and Entura showcased an all-female leadership line-up - including their EGM, CEO and Managing Director - all held by women. It was a magnificent moment, and I hope to see more of this across the sector.

That said, I still frequently find myself as the only woman in a meeting, workshop, or project-related call, especially in the technical space. While progress is being made, there’s still a long way to go in ensuring greater representation and diversity in the industry.

What should be done to see more women in hydropower?

Many large hydro operators, OEMs, consultants, and contractors have made significant efforts to encourage women into STEM and the hydropower industry. These initiatives are critical but I believe there are two key aspects to focus on.

First, retention—particularly for women with family obligations. It’s not just about attracting women into the sector; it’s about ensuring they have the support and flexibility to stay and progress in their careers.

Second, when initiatives to increase female participation don’t quite meet their targets, it’s important to keep examining the barriers. Often, a program or policy may address one challenge but leave others unaddressed. If something isn’t delivering the intended impact, we need to look deeper - what else is preventing women from entering or thriving in the industry?

In my view, much of this comes down to visible leadership and workplace culture. Representation at senior levels matters - it signals to women that there’s a place for them in this space. Equally, the culture of an organisation - how welcoming and inclusive it feels in environments where diversity is still lacking - plays a huge role in whether women see a long-term future. Addressing these cultural and structural barriers is essential to making real progress.