The year was 1986. Top Gun soared to the top of the box office, Bob Hawke was leading Australia through economic reform, and Mike Tyson became the youngest heavyweight champion in boxing history. Meanwhile, 25-year-old Danny Hoelscher kicked off his career as a Terminal Operator at the Bulwer Island LPG Terminal in Brisbane.  

Over the next 39 years, the terminal has been his workplace, and he’s witnessed first-hand the evolution of the LPG industry – adapting to changing landscapes, working with various companies, and now passing on his knowledge to the next generation of operators.  

Danny, 64, says, “Back in ’86, I was on the lookout for work when a friend mentioned that the Brisbane Gas Company, a key player in Brisbane’s gas distribution at the time, was hiring operators for its Bulwer Island LPG storage and distribution terminal in Pinkenba.  

“The LPG terminal wasn’t as busy then as it is today. I was the only terminal operator. I’d come to work in shorts and a t-shirt, filling a couple of hundred bottles a day. Now, there are 14 operators at the terminal, filling thousands of bottles, so it’s grown enormously.   

“The dress code has changed too. You’ll find me in hi-vis gear and sun-protective long sleeves and pants – we’re a lot more safety-conscious these days.   

“The technology has come a long way. I remember hauling LPG cylinders around the terminal onto the filling scale to fill them, using a sliding weight scale to weigh each one. Now, we have LPG filling carousels, which are rotating platforms that automatically fill cylinders with gas and weigh them to make sure they’re filled correctly. It’s a huge improvement and makes the old ways feel so primitive in comparison.  
   
“We used to have LPG rail cars deliver gas to the terminal from production facilities. We’d unload the gas and transfer it to storage tanks for further distribution, but the rail delivery system has since been phased out at Bulwer Island.  
 
“When the BP Refinery was running, it supplied the terminal with around 200 tonnes of LPG a day, but after it shut down in 2015, we’ve had to rely more on imports.   
   
“Now, gas is delivered by ship each week, and we unload about 2,300 tonnes of LPG for distribution to various sites.”  

After starting with the Brisbane Gas Company in 1986, Danny has worked at the terminal through three ownership changes. Brisbane Gas Company was taken over by Boral in 1988, which later sold its energy division, ultimately leading to Origin Energy taking ownership in 2000.  

“I look back on my time at the terminal with admiration – it’s been my life, and it’s been good to me. Through all the ownership changes, I’ve always worked with great bosses and colleagues. You come to work each day knowing what needs to be done, you’re out in the open, and I’ve always liked the hours – starting early at 4 am and clocking off by 2pm. So, it’s a combination of things that has kept me here for so long.”  
 
Revered at the terminal as a guru of sorts, Danny has seen it all in his 39 years on the job. Now working part-time – three days a week, nine hours a day – he still handles everything from unloading ships and trucks to filling, testing, and transferring bottles. He also plays a key role in training the next generation of terminal operators.  
   
“I’m nearing retirement now, and the long hours and physicality of the work are becoming more challenging as I get older. The younger guys at the terminal handle it better than I can, and they’re growing more confident and capable in taking on all the tasks, which is great to see.  

“I love to travel, and I haven’t seen much of Australia yet, so I’m looking forward to taking it easy when I eventually retire.”  

But Danny’s colleagues aren’t ready to see him go just yet. A pillar of the terminal, he carries decades of knowledge that can’t be easily replaced. More than just a mentor, he’s a trusted teammate whose expertise and steady presence have long been invaluable.  

“Danny retire? Not a chance,” jokes fellow terminal operator Steven White. “He might think he’s retiring, but we’re not letting him go that easily.”  

The post Danny’s lifetime in LPG and the biggest changes he’s seen appeared first on The Origin Blog.

At Eraring Power Station, more than 200 Origin employees—and just as many contractors—are hard at work keeping everything running smoothly. Engineers, electricians, operators, project managers, and technicians all bring their unique skills to this 40-year-old site, with some team members having been here for decades. As we prepare to retire Australia’s largest power station by mid-2027, our Future Directions program is in full swing, offering personalised support to help our Eraring team transition confidently into their next career steps. With over 98% of employees actively engaged in the program, we recently sat down with some of them to hear about their experiences, the opportunities the program has created, and how it’s setting them up for the future. 

Andrew G – Overhaul Manager

“I’ve been a Newcastle local for years, so having a job at a power station close to family and friends was always a big plus. I started my apprenticeship as a Fitter Machinist in 2015, back when Eraring was set to close in 2032. But with the accelerated transition to renewable energy, that date got moved up to as early as mid-2027. At first, it was disappointing—I love the work here, the challenges, and the people I work with. I’d hoped to stay longer. 

Over time, though, the Future Directions program really opened my eyes to the career options out there for skilled workers like me. It’s reassuring to see Origin being proactive, providing everything from upskilling opportunities to financial and mental health support during this transition. The program has even introduced us to employers in industries like defence and manufacturing, where, as it turns out, the skills we’ve developed at Eraring are highly valued. I’ve realised that with the right training and support, I’ll be ready for whatever comes next, whether that’s with Origin or somewhere new.”

Shannon L – Production Coordinator

“I’m a Production Coordinator, a role I’ve been in at Eraring for 13 years, but my journey in energy generation actually started 35 years ago. I began as an apprentice mechanical fitter in 1990 at Wallerawang Power Station, and I always thought I’d finish my career in the power industry. So, when we learned that Eraring would be closing early, I had to adjust my mindset—I wasn’t ready to retire so it was time to start planning for a new career. That’s when I started considering running my own business doing property maintenance. I had the opportunity to try it out and it really got me thinking about making this a serious option. 

With the support of Future Directions, I began balancing my regular job with building up my  side business, working for clients outside of regular work hours. Future Directions provided advice and connected me with professionals who helped me learn the ropes of running a business and even assisted me in taking relevant courses. Before long, the business was rolling along nicely, with enough demand that I even brought on subcontractors to keep up with the workload.  

When the plant’s closure date was adjusted again from 2025 to 2027, I decided to scale back the business a bit to focus on my duties at Eraring, keeping it going in the background so I can ramp it up again when the time comes. Thanks to Future Directions, I’m going into this transition with a lot less anxiety and a lot more confidence. It’s reassuring to know I’ll have something solid to carry me through until retirement, and that’s worth a lot.”

Daniel M – I&C Maintenance Lead

“I’ve always had an interest in technical things—cars, machines, et cetera. After high school, I landed a four-year apprenticeship as an electrician at Eraring Power Station in 1999, and I’ve worked here ever since. Now, as the Instrumentation and Control Maintenance Team Lead, I was caught off guard a bit when we learned about the earlier  retirement date for Eraring. There was a lot to process—surprise, disappointment, even a bit of worry about what comes next. 

The Future Directions program provided crucial support after the announcement. It began with career counselling, helping us explore future options and identify training to strengthen our prospects. This guidance was invaluable, particularly for long-term employees like myself, as it offered a clearer view of our next steps. Additionally, mental health resources were available, helping many to manage the transition more smoothly. 
 
For me, the goal is to stay in my field; I enjoy the work and want to build on what I’ve accomplished. Through Future Directions, I took additional courses to strengthen my skills and boost my employability. I’m optimistic about the future now, feeling prepared to stay on until Eraring’s closure and confident that I’ll have the skills needed to continue in the industry.” 

The post Eraring workers share their Future Directions journeys appeared first on The Origin Blog.

Eraring Power Station, Australia’s largest, powers about a quarter of New South Wales’ energy needs. Located in the heart of the Lake Macquarie coal belt, this bustling site has been running since 1982, fuelled by the dedication of over 200 Origin employees and just as many contractors, all working together to keep the lights on across NSW. 

The team is as diverse as it is dedicated—engineers, electricians, operators, project managers, and technicians all bring their unique skills to the table. Yet, with over 40 years under its belt, Eraring is approaching the end of its lifecycle. The timeline for closure has been accelerated by the push toward renewables and the shift away from ageing fossil fuel assets. And as we look to the future, our focus is not only on the site’s transition but also on what lies ahead for the skilled professionals who keep Eraring going strong. 

With the Power Station set to close as early as mid-2027, we’ve been rolling out a robust program to support its workforce through the transition. This initiative, called Future Directions, is led by an experienced and dedicated team based on site, offering a wealth of career information and well-being resources.  
 
Origin General Manager, People Separation and Transition Bianca Lowe said, “When we began planning for Eraring’s closure, we knew we needed to take meaningful action to support our employees through this transition. This isn’t just about individuals leaving a business—it’s the phasing out of the entire coal generation sector . That meant we had to think differently about how to provide real support for our people because helping them find a similar role in the same industry just wouldn’t be effective. 

“The Future Directions program centres around three key pillars: clear, supportive communication with employees throughout the change journey; equipping them to be future-ready by exploring options to upskill or reskill; and, most importantly, prioritising their health and well-being as they navigate this transition.” 

Early on, the focus of the program has been on developing individual support plans for each worker, taking into account each person’s unique situation. Some team members are just beginning their careers, while others are close to retirement. Some are eager to stay in energy, and others are interested in entirely new paths. 

Today, 98% of the team have active support plans that outline their skills and qualifications, career goals, and options for growth, retraining, retirement, or further education. Already, 288 training courses have been funded, covering everything from property development and business administration to aviation and teaching. Initial anxieties around the closure are now giving way to optimism and excitement, as employees begin to envision new possibilities for the next stage of their careers beyond Eraring. 
 
“We’ve had fantastic engagement. This wasn’t something we mandated for every employee at Eraring, but we made sure that everyone had an initial career conversation and the chance to explore what they might want for their future. It’s about giving each person space to manage this transition in a way that feels right for them,” Bianca said. 

“Each active support plan is unique, tailored to the individual’s goals. Some are more detailed than others, but every six months, we check in with all employees—including those who initially chose not to participate—in case they’re ready to revisit or adjust their plans.”

We know our workforce is highly skilled and also embedded as part of this community, and we have established the Future Directions program to assist them, their families and the community during this transition.

The post Supporting our team through Eraring’s retirement appeared first on The Origin Blog.

Connecting with employees, seeing how their values align with the business’s values, and leveraging that connection is where success happens in the best workplaces. I’ve seen firsthand how engaging teams can seriously boost business. In the end, when your business cares about its people, your people care about the business. But how exactly do you do this and what does it look like in practice? 

It starts with values

Our values drive everyday actions, from sharing and caring to embracing accountability and connecting ideas; but you need to ensure your values are more than just words. They need to be daily practices that benefit the community, empower our team, and drive success.  

By fostering open communication channels from top to bottom, across all departments, we’ve built a culture that reflects and values the unique experiences and passions of our team members, resulting in a vibrant and dynamic work environment.  

Lift up diverse views

With our operations spanning the entire energy spectrum, catering to the needs of customers around the country, understanding the value of diverse perspectives is critical. To do this, we actively engage with our people, gathering and seeking out insights via site visits, chatting with our teams and conducting in-house training. 

Let me show you how we’ve made it happen at Origin, with examples to fuel your own ideas. I believe this isn’t just ‘HR stuff’; all leaders play a part in shaping, gathering, refining, and living a culture.

One team, One Origin approach reflected in bonus structure

Our short-term bonus plan connects employees to the business’ goals and achievements. Nearly every permanent employee takes part. With targets set Origin-wide and division-focused, the bonus scheme is a ‘one Origin’ approach to sharing in business success. The yearly bonus can also be flexible to business unit needs with an equivalent set with targets and paid quarterly to sales staff.  

Advocacy through being customer champions

Encouraging our employees to engage with our products and services is important. That’s why we offer discounts for our employees, their friends, and family. Additionally, we want our employees to be empowered to represent our organisation at social gatherings, like family barbecues, So we have our ECHO program, an acronym for ‘Everyone Can Help Out’ is a platform for escalating queries or sales leads from friends and family, allowing employees to be helpful and impactful beyond the workplace. 

Helping our employees make the switch to EVs

As part of our ambition to lead the energy transition, we’re helping to make it easier for our customers and our employees to adopt Electric Vehicles (EV). This started with targets to electrify our own fleet, and grew into the launch of an EV Subscription plan where our employees can salary package an EV. 

Offering employees flexibility, without long-term commitments, allows them to trial different EVs on a monthly basis (and purchase outright after three years). 

Caring about our impact

Caring for our customers, communities, and the planet is fundamental, with our employees playing a pivotal role. We offer valuable support and security for our employees, even in unexpected circumstances. Additionally, our generous leave options, such as parental, cultural, and special leave, along with enhanced access to Employee Assistance Programs and peer support programs, help ensure our team’s well-being and resilience.

Community support and volunteering

The Origin Energy Foundation is the philanthropic arm of Origin. It’s focus, chosen by Origin employees, is to support programs that use education to help break the cycle of disadvantage and empower young people in Australia to reach their potential.  

The Foundation provides opportunities for employees to volunteer their time and skills to support students and the community, whether it’s offering expert assistance to non-profit organisations or leading STEM programs at schools.  

Volunteering can also help drive engagement, connection amongst teams and provide a learning opportunity for our people to develop new skills and become exposed to new ways of thinking and perspectives.  

We encourage our employees to support the Foundation and its partners by offering unlimited volunteer leave, making it easier to give time during business hours.  

In FY24 alone our people volunteered more than 8,700 hours, reaching 7,637 students and cooking or packing 27,304 meals for people in need around the country.  We also match employee donations to any registered Australian charity they choose through our Give2 program. Last financial year employees gave $372,231 to 260 charitable organisations, with all eligible donations matched by the Foundation.

Always striving to find a better way

One of our core values is to improve today and innovate for the future. A great example of this is how we’ve pivoted the way we communicate internally, adopting more ‘real time’ platforms like Slack to help crowd-source ideas and resolve customer issues more quickly.  

Our leaders also use a monthly engagement survey to understand how our employees are feeling and address their needs effectively. Our LinkedIn Learning subscription empowers employees to choose their learning paths individually or in teams. 

Taking ownership of our decisions and actions

A staple at Origin for over a decade is our Employee Share Plan. Fostering ownership and shared accountability through investment in the company, the plan helps drive an active interest in getting energy right for our customers, communities and planet – and providing a powerful benefit for our people as well. Knowing who you are as an organisation helps you manage expectations and boundaries when it comes to what you will offer. Listening to what people are asking for helps you know your values better and embed them in your decision-making.  

Know your people.  
Know yourself.  
Make everyone’s lives easier.  
And the change will feel natural.  

The post How workplace culture can lift employee engagement appeared first on The Origin Blog.

Written by Karen McConachy

As Talent Acquisition Manager at Origin, I oversee the process of attracting, sourcing, recruiting, and onboarding new talent for the company to ensure we have the right people in the right roles with the right energy to achieve our goals. It’s such a privileged role because with the right teams in place, we’re better positioned to play our role in delivering the energy transition: this means accelerating cleaner energy storage in our portfolio, delivering unrivalled customer solutions, while maintaining reliable energy supply for our millions of customers.

The energy field can be a great fit for people who want to work at the intersection of various energy-related disciplines, participate in cleaner energy projects, be part an evolving and dynamic industry, and play an important role in powering the economy. Here are some of the reasons individuals choose careers in this field…

Diverse career paths

The energy sector offers job seekers a wide range of opportunities. Origin’s activities span many aspects of the energy value chain, including natural gas production, thermal power generation, development of renewable energy infrastructure and energy retailing. This means our people get a comprehensive understanding of how energy flows from production through to consumption. Working within energy also provides opportunities to switch between different segments of the value chain, giving flexibility to build diverse skill sets to enhance long-term career prospects.

Contributing to the energy transition through innovation

As the industry undergoes significant transition towards lower carbon energy supply, energy companies have an important role to play. This can lead to exciting opportunities to be part of, from the deployment of cleaner energy technologies like solar, wind and storage, R&D into emerging areas and technologies in Australia like offshore wind and fuels like hydrogen, alongside the ongoing challenges of navigating reliable, secure, and affordable energy for customers.

Joining an organisation like Origin Energy allows you to be part of the larger mission to reduce carbon emissions and promote renewable energy adoption. Your efforts can positively impact society and the environment.

Job security

Energy is a fundamental necessity for modern society, and there is a consistent and essential demand for various forms of energy, including natural gas, electricity, and renewable sources like solar and wind. As long as societies rely on these forms of energy, there will be a need for professionals to work in the industry. Integrated energy companies provide exposure to complex and interconnected systems. This dynamic environment offers continuous learning opportunities as you navigate through the intricacies of energy markets, policy changes, technological advancements, and more.

If you want to learn more, head to the working at Origin section of our web site or check out our LinkedIn Life page.

About the author

Bringing over 20 years of leadership in recruitment and talent management, Karen McConachy currently leads Origin‘s national team of Talent Acquisition Specialists, focused on attracting those who share the company’s passion for a cleaner energy future. With a track record of transforming recruitment functions for major organisations, Karen is dedicated to enhancing employer branding and optimising the talent acquisition strategy to secure the brightest minds in the energy industry.

The post Why a career in energy can spark unlimited possibilities appeared first on The Origin Blog.

Written by Zak Targett

When I graduated from the University of New South Wales (UNSW) with a Petroleum Engineering degree, I was keen to put my passion for the oil and gas industry into practice. I was accepted into Origin Energy’s internship program in 2019, and subsequently its graduate programme in 2020, and received on-the-job training, rotations, mentorship, and unique development opportunities over the course of three years. My experience was so rewarding and enjoyable that I now work full-time for Origin as a production engineer on our CSG assets in Queensland.

Here’s my advice for getting the most out of a graduate program in the energy sector.

Take advantage of the many opportunities

As one of Australia’s leading energy organisations, Origin has a large network of talented and experienced people who work in various areas across the business. If you have questions, don’t hesitate to speak up and ask people in your team or in the wider business. Even if you assume your question is dumb, you will find that people at Origin are supportive and will make time to help you out if you ask them. The organisation also offers mentoring programs that connect employees with leaders to be guided, taught, and supported in their professional development. Experienced team members strive to inspire and engage the next generation to ensure they have the skills to meet future energy challenges.

Graduates are also provided with a training budget to invest in their learning and development. Make sure you take advantage of it. I used my allowance to sign up to SAGA Wisdom – an online teaching and content platform that provides training experience for oil and gas technical professionals, which I found very beneficial. After you graduate from university and start working in the real-world, you’ll discover that there is a lot more to the industry than what you were taught in class, so have an inquisitive attitude and learn as much as you can.

Stay calm

If you’re starting a new job at any place, it’s natural to worry if you’re contributing enough, getting along with everyone, and doing your job well. It can even be more overwhelming when you’re just getting started in your career as a university graduate.

You’ll likely be given challenging responsibilities and opportunities to build your career and learning experience. During my first year in the graduate program, I was given the responsibility to plan a completion for a workover on a well that involved making expensive decisions. I felt like I’d been thrown into the deep end but in a good way. Try not to let these opportunities overwhelm or stress you, and remember you have the support of your colleagues and team leaders you who are there to help you succeed (and peer review your work). Your colleagues know that you are starting out and still learning and don’t expect you to know all the answers. Stay positive and be open to asking questions and seeking help if you need it.

Connect with people in different areas of the business

Origin has operations across the energy supply chain, from gas development and production to energy generation and retail, and during the three-year graduate program you rotate across different roles and disciplines. Working on some projects involves collaborating with members of different teams. Avoid working within a silo and use these opportunities to interact with other people in other parts of the organisation and build relationships. This will help you feel more comfortable in your new work environment and may lead to future opportunities.  

Who knows, during your graduate program you may learn about a part of the business you weren’t familiar with and decide to pursue that field as a career option. My selection process for my next rotations were often guided by interactions with people already working in those teams.

Working in the real world may be different to what you envisioned

Although I have touched upon this before, be prepared for the fact that even after years of university study there is still so much more to learn when you start your career in the real world.  

When I started at Origin, I had to significantly expand my knowledge and understanding. This included learning about optimising, operating, troubleshooting issues, proposing new completions, liaising with stakeholders both internal and external, and even gaining insights into how CSG reservoirs operate and behave, among other aspects. To do your job, you also have to know lots of processes, procedures, and technologies which can take a while to get up to speed on. Be open to new experiences and willing to learn from others and, once again, don’t be afraid to ask questions or seek guidance when needed.

The transition from a graduate program to a successful career in the energy industry is an exciting and transformative experience. As a former graduate, I can attest to the immense value of such programs in shaping the professionals of tomorrow. Remember, every challenge is an opportunity, every task a chance to learn, and every connection a provides a new insight. I hope you find these tips helpful and the assist you in getting the most out of your graduate program experience and put you on your way to a successful career. 

About the author

Zak Targett is a production engineer at Origin. He has a bachelor’s degree in petroleum engineering from UNSW and has been working in the industry for over three years. He is interested in the latest developments and innovations in energy and resources. 

The post How to get the most from the Origin Graduate Program appeared first on The Origin Blog.

At Origin, we’re investing in the future of energy through our graduate and undergraduate programs. As part of the program, graduates learn on-the-job, rotate roles, receive professional and technical training and receive mentoring to develop skills outside of their core fields. 

Our Early Talent Specialist, Angela Gledstone, says “From the beginning of the three-year program, high potential graduates are mentored and challenged to solve the complex energy problems facing Australia. More than 70 graduates have been hired by Origin over the past five years, and many have gone on to achieve successful careers within Origin or the broader energy sector.” 

We sat down with six university graduates who are currently taking part in the program to hear their experiences, challenges, successes and how the program is preparing them for a career in energy.

Connor Higgs

Graduate Engineer – Workover and Well Integrity

Connor moved to Queensland to take part in the program

“I studied mechanical engineering and mathematics at the University of Wollongong. I was interested in the energy industry and liked the way Origin’s three-year program diversified roles, so I decided to move to Queensland to pursue this opportunity. I moved into my new place in Brisbane two days before starting work at Origin. 
 
Despite the steep learning curve, I’m working with an extremely knowledgeable and supportive team, so it’s been a very enjoyable experience. I’m preparing to take over a workover rig soon – a specially designed rig that removes and replaces downhole equipment in our gas wells within the Surat Basin. Although it is a lot of responsibility, I am receiving a lot of training and am excited to learn from the experienced people who operate the equipment on the rigs.”

Lian Advincula

Graduate Engineer – Engineering Services

Lian enjoys rotating across different roles

“While I was studying chemical engineering at the University of Queensland, I took part in an internship at Origin and enjoyed the experience, so when the opportunity to take part in the grad program came up I immediately applied.  
 
Having the chance to rotate across different roles and disciplines is one of the great things about the program. Graduates get the opportunity to experience different jobs in different teams and figure out where their passions lie and where they’d like to grow. There’s also a collaborative and inclusive work culture here, where people from different backgrounds and skillsets work together to achieve more. 
 
My goal is to use this experience to build my technical and competency skills in order to become chartered and to receive formal recognition of my qualifications and competence as an engineer.

Tyson Van

Finance Graduate – Coal Seam Gas Marketing

The program is helping Tyson unlock his career path

“With a Bachelor of Finance degree from the University of Adelaide, I was unsure what career path I wanted to pursue and came across the Origin Graduate Program. There was a great opportunity for professional development, including the opportunity to work across different roles and teams within the company, which motivated me to apply. 
 
During my first year in the program, I worked for the Corporate Accounting Team and for my second year, I moved up to Brisbane to work within the Coal Seam Gas Marketing Team, where I am currently a gas portfolio analyst. As part of my role at Origin, I help manage its physical portfolio of gas between its production engineers and its external markets. The work environment is very dynamic, and I enjoy the day-to-day challenges and working with team members who are knowledgeable and insightful. I would like to lead a team one day and I see that as a possible path down the road at Origin.”

Shay Al-kes Batras

Graduate Engineer – Engineering Services

Shay hopes the program will help unlock leadership opportunities

“As someone with a chemical engineering background, I have developed a real passion for the oil and gas industry. Prior to taking part in the Origin Graduate Program, I graduated with honours degrees in both engineering and biotechnology and undertook an internship at the gas and chemicals engineering company BOC. Origin has a great reputation as a leader within the energy sector, so I was excited to join the company. 
 
My first impressions of the company were great. It was a warm welcome not only from the team I would be working in, but from others across the business. My leaders and colleagues have been supportive and encouraging. If you have any questions or issues they’ll always make time to address them.  I am currently working on a variety of tasks, including asset reliability and improvement, change management, and root cause analysis. You get a sense that everyone here works hard because they love what they do. I hope to use this experience to grow professionally and one day become a leader.”

Ab Menon

Ab Menon, Graduate Engineer – Engineering Services (East)

Ab enjoys going out on site and seeing equipment first-hand

“As a newcomer and fresh graduate, it’s easy to feel out of place, especially when you’re joining teams that have been working together for years. But starting out in the Origin graduate program, it didn’t take long for me to feel like a valued member of the team. I studied electrical engineering with a dual degree in mathematics at the University of Queensland and during my studies, I had to work on a lot of team-based projects. One of Origin’s core values is ‘Work as one team, one Origin’, which people really embrace here, and I enjoy working in that team environment to realise a common goal.

One of the highlights so far is that I’ve been out on sites and seen first-hand equipment and infrastructure I’ve previously only read and studied theory about, like high voltage transformers and industrial motors, so that’s been a really interesting experience. My focus right now is building electrical engineering knowledge within the Engineering Services Asset East Team, but I’m looking forward to rotating across other parts of the business to explore my interests and build my skills and knowledge.”

Troy Goldsworthy

Graduate Engineer – Production

“This is my first year in Origin’s Graduate Program, where I work in the Production Team and help manage the production and optimisation of gas wells so they operate cost-effectively and efficiently. I enjoy the work culture here. It is a dynamic and supportive environment where people work together collaboratively. As I move through the program, I’ll have the opportunity to step into a variety of roles and teams, so I’ll experience a lot and complete the program with a wide understanding of the business.   
 
After studying Petroleum and Chemical Engineering at the University of Adelaide, I became very interested in coal seam gas operations, which led me to apply to Origin’s graduate program. I love being a part of a business that has operations across the energy supply chain; from gas exploration and production to energy generation and retail. I’m fortunate to work with great leaders – most of them have been with Origin for years and have a lot of industry knowledge, so it’s great to learn from them.”

Troy’s interest in coal seam gas led him to the program

Through our Early Talent Programs we mentor and challenge high potential graduates to help solve the complex issues facing Australia’s energy future – from day one. With on-the-job experiences, skills training and access to mentoring, these programs will help candidates develop skills, knowledge and behaviours that will provide a platform to launch their careers. Applications for our 2024 intake open soon.

The post Insights from the Origin Graduate Program appeared first on The Origin Blog.

We’re committed to creating a culture of respect and inclusion across all parts of our organisation, and embedding reconciliation through respectful and mutually beneficial partnerships, education, understanding, respect, and recognition. 

In 2019, we created our Indigenous Employee Network (IEN) following a suggestion from employees. The IEN was designed to help to share knowledge and stories, build meaningful relationships, provide support, and facilitate learning about each other’s cultures, with a view to sharing these across the Origin workforce. 

Starting with around 30 employees, the network has grown to more than 70 members in 2022, as Origin continues to focus on employing more Aboriginal and Torres Strait Islander people.  

Co-chaired by Indigenous employees, Tania Carlos and Brigitte Bin Awel, the network meets six times per year. Members of the Origin Executive Leadership Team are invited to attend, with agenda topics focused on the development of members, building awareness of different business unit strategies and providing opportunities for employee growth and wellbeing.  

The network supported the development of an Indigenous employee handbook which outlines the support groups and channels available to Aboriginal and Torres Strait Islander employees. These include the IEN, Reconciliation groups across the business, and a buddy system, in which all new Indigenous employees are offered the opportunity to buddy with an IEN member to provide additional support. 

We also recognise the importance of cultural obligations and the ability to participate in cultural activities by implementing, in consultation with the IEN, an Aboriginal and Torres Strait Islander Cultural Leave policy. This supports employees with an additional three days of paid leave per year to help our people meet traditional law (or lore), customary law, family and community obligations or to participate in ceremonial, cultural or religious activities. 

In addition, all employees are asked to complete online cultural awareness training, developed in consultation with our IEN, and the option of face-to-face cultural awareness workshops to learn more about relationships, respect and opportunities to support our broader Reconciliation journey. 

In 2022, we surveyed IEN members to see what was working well and how we could improve. It was rewarding to see that 84 per cent of respondents felt supported by the network. What they liked most was feeling connected to other Indigenous employees from across Australia and the opportunity to meet with leadership team members to openly discuss attraction, retention and promotion of Aboriginal and Torres Strait Islander employees and how to promote cultural education and support across our organisation. 

Tania Carlos, Co-Chair of the network, said, “When we started this network, I had been with Origin for five years and only knew five Indigenous employees. Thanks to the network, I now know more than 70! It is wonderful knowing we have so many Indigenous people employed across the business and that we have a way to connect with each other.”  

Co-Chair of the network, Brigitte Bin Awel, added, “Meeting with the leadership team has provided a fantastic opportunity to discuss progress and help guide our executive on our Reconciliation Action Plan and on Indigenous issues more broadly. To have a voice amongst our senior leaders has enabled us to provide insights into issues impacting Indigenous employees at Origin, which has led to better decision making and the deployment of key initiatives to support all Indigenous employees.”    

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At Origin, we aspire to create a workplace where everyone feels comfortable and safe to be themselves at work. As part of this commitment, we’re committed to building a more inclusive culture in which people of all genders, sexes and sexualities feel respected, included and understood.   

The Pride@Origin Network was founded in December 2017 with a small working group united by a common goal: to create a more inclusive workplace for our LGBTIQA+ employees, allowing every person to bring their whole self to work. 

With representation from across our organisation, including from our Executive Sponsor, Jon Briskin, Executive General Manager Origin Retail, the committee initially focused on building internal capability with a longer-term ambition of becoming a leading corporate for LGBTIQA+ inclusion.   

Topher Foote, co-chair of our Pride@Origin committee, said “Pride@Origin is our commitment to create and protect safe spaces for all of our people. We recognise some of our people might have experienced environments in the past where they could only exist by hiding fundamental parts of their identity, as it was otherwise unsafe, discouraged or disadvantageous.”  

Our Pride@Origin inclusion journey

Since inception, the Pride@Origin network has built great momentum. We introduced our Gender Affirming Support Package, which provides supportive pathways for individuals, and education and guides for managers and colleagues. We provide six weeks paid leave or up to 12 weeks at half pay for any employee who needs time off for their gender affirmation. 

The committee’s also worked hard to increase awareness and understanding of LGBTQIA+ experiences across Origin, including sharing personal stories from Origin’s LGBTQIA+ employees and guest speakers. 

We’ve hosted events to recognise key dates in the LGBTIQA+ calendar including IDAHOBIT (International Day Against Homophobia, Transphobia and Biphobia), Wear It Purple Day, World Aids Day and more. 

The creation of a Pride Ally Network and online learning module, Embrace Pride@Origin, enables us to share information with all employees about how they can play a role in creating a community where all individuals are comfortable being themselves. 

Taking home the gold

The Australian LGBTQ Inclusion Awards recognise organisations who participate in the Australian Workplace Equality Index (AWEI). The benchmarking demonstrates leading practice on LGBTQ inclusion within the workplace. In 2022, 139 large organisations participated in the AWEI, with Origin one of 20 to receive ‘Gold Employer status’.   

This award recognises the initiatives we introduced to help champion our LGBTQIA+ communities and ensure we have the systems and processes in place to support them. It also recognises the commitment of our Pride@Origin committee volunteers to help Origin remain a leader in ensuring equality, opportunity, and fair treatment for all.   

Dyllyn Tierney, from Origin’s Diversity and Inclusion Team said, “It’s important for people to feel included, respected and understood. That’s why over the last few years we have made a considerable and conscious effort to create or update Origin policies, procedures, and support mechanisms to be inclusive of LGBTQIA+ experiences.”  

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