Overview
Five years ago, NI Water became a signatory of Diversity Mark, committing to building a more diverse and inclusive workforce. Since then, the organisation has taken significant strides to embed equality, diversity and inclusion into its culture and operations.
One of the most compelling examples of this commitment is found on Rathlin Island — where NI Water made a conscious decision to recruit a local resident into a critical operational role. Instead of opting for the quicker solution of appointing a mainland-based employee, NI Water launched a targeted, community-first recruitment drive. The result was the appointment of Sarah McCormack, the island’s first female Water and Wastewater Treatment Process Operator.
With no prior experience in the field, Sarah was identified for her potential and trained through a bespoke reskilling programme. Her story demonstrates the power of inclusive hiring practices, and how NI Water is living out its Silver Diversity Mark goals in practical, community-focused ways.
Background
Rathlin Island presents a unique operational challenge for utility providers. With harsh weather, limited transport links, and a small population, continuity of water services requires highly responsive, locally based staff.
When a vacancy opened on the island’s water operations team, NI Water recognised both a practical and a strategic opportunity: rather than rely on external or mainland hires – a common approach among other utility providers – they committed to recruiting and developing talent from within the island community.
The role had never before been held by a woman, and few applicants possessed the conventional experience. But through inclusive recruitment efforts and community engagement, the right candidate emerged.
Key Initiatives from NI Water
1. Community-First Recruitment Approach
NI Water went beyond traditional methods by hosting an open recruitment day on Rathlin Island. This approach ensured maximum accessibility and visibility of the role for local residents and demonstrated a genuine commitment to hiring from within the community.
On the day, Sarah McCormack, a local woman with no prior experience in water treatment, attended and expressed interest. Her deep understanding of island life and strong community ties made her a promising candidate.
2. Reskilling and Inclusive Development
Recognising Sarah’s potential, NI Water committed to fully reskilling her for the technical aspects of the role. This investment not only enabled her success but also sent a powerful message about the company’s willingness to look beyond CVs and focus on potential and values-alignment.
Sarah now works alongside experienced operator Noel McCurdy, ensuring round-the-clock resilience for the island’s water infrastructure.
3. Supporting Gender Representation in Operational Roles
Sarah’s appointment is directly aligned with NI Water’s EDI goals under the Silver Diversity Mark, which includes a strategic focus on increasing female representation in operational and technical roles. With 77% of NI Water’s workforce currently male, Sarah’s success helps pave the way for others to follow.
Success Stories: Meet the People Behind the Programme
Sarah McCormack, Water and Wastewater Treatment Process Operator, said:
“I’m proud to take on this role and contribute to the wellbeing of my community. Living here, I understand how important it is to have a reliable and safe water supply, especially when storms can isolate us from the mainland. I’m excited to be part of a team that ensures our community remains strong and self-sufficient, no matter the weather.”
Maynard Cousley, Water Supply Senior Manager, added:
“We are delighted to welcome Sarah to this vital position. Her knowledge of Rathlin Island will be invaluable in maintaining the resilience of our water supply, particularly during the more challenging months when weather can severely impact service.”
Noel McCurdy, long-time Process Operator on Rathlin, said:
“I’m thrilled that Sarah has joined the team and look forward to working with her. Having another set of hands during adverse weather is a huge benefit to our customers.”
The appointment has been met with strong approval from Rathlin residents, who expressed pride in seeing a local woman serve the island in such an important capacity – a clear departure from the status quo.
Outcomes and Impact
- Successful local appointment in a remote community where recruitment is typically outsourced
- First female in this operational role on Rathlin Island, breaking traditional gender expectations
- Positive community feedback and improved trust in public services
- Contribution to Diversity Mark targets, supporting improved gender balance in a male-dominated field
Insights from NI Water
Alison Sweeney, ED&I Lead at NI Water, shared:
“Sarah’s appointment shows the value of inclusive recruitment and community investment. By looking beyond the obvious and supporting her development, we’ve not only filled a critical role — we’ve sent a message that opportunity belongs to everyone, regardless of background.”
Conclusion
NI Water’s Rathlin Island recruitment story is a shining example of what’s possible when organisations commit to inclusive, values-driven hiring. With guidance from the Diversity Mark Framework and the determination to do things differently, NI Water has proven that investing in people — not just qualifications — delivers impact both locally and organisationally.
