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Empowering the Workforce

Featuring Future of Work x Opportunities in

“Mental

I hope that our journey will inspire you all to shoot for the stars.

- Dr Norah Patten, Aeronautical Engineer, IIAS Astronaut-003 Read more on Page 08

“The best organisations go beyond creating great workplaces.”

Claire McGeever, Client Success Manager, Great Place to Work Ireland Page 08

Image credit: Trevor Godinho

Why companies must prioritise payroll — the hidden driver of HR success

Don’t underestimate the importance of timely, accurate and transparent payroll. It’s vital for any business because it builds employee trust and facilitates staff retention.

New research from HR services and payroll provider SD Worx shows that payroll is emerging as a strategic engine that drives trust, transparency and employee experience at every level.

Driving employee trust through payroll

According to the SD Worx survey, based on insights from 300 HR professionals and 1,000 employees across Ireland, employee retention and turnover are the biggest HR challenges for Irish employers.

However, in a tightening labour market, retention isn’t just about the perks a business offers. It’s about delivering the basics well. Ultimately, there’s nothing more fundamental to every staff member than efficient payroll, which has a direct impact on their wellbeing. After all, financial stress — experienced by over 45% of employees — is a major contributor to employee anxiety.

“Getting payroll right — on time, accurately and transparently — builds immediate trust with employees,” says Eimear Byrne, Country Lead, SD Worx Ireland. “It’s one of the most tangible expressions of how a company values its people.”

Payroll is becoming a major part of employee experiences

Payroll plays a growing role in the overall employee experience. Whether it’s flexible pay options, access to payslip data or personalised benefits, modern payroll

systems are helping HR teams deliver more tailored, people-focused journeys.

The survey also highlights another rising priority: pay transparency. “Transparent payroll processes foster fairness, inclusion and a sense of security,” says Byrne. “In this way, payroll helps organisations not only comply with evolving legislation but also build cultures rooted in equity and accountability.”

Security and driving opportunities

Security and data privacy are also top of mind, with 32% of Irish employers citing secure payroll management as a key concern. In an era of heightened regulation and rising employee expectations around privacy, organisations must ensure that payroll systems are robust, compliant and fully aligned with data protection standards.

Payroll and HR data are also critical for internal mobility because they provide visibility into skills, tenure and compensation trends, enabling smarter workforce planning and talent development. With over 40% of Irish employees open to changing roles internally, payroll insights can help identify progression opportunities and ensure fair, data-driven reward structures.

“Payroll is no longer just an operational necessity,” says Byrne. “It’s a strategic asset that provides the foundation for meaningful transformation — one that enhances trust, enables agility and contributes to a thriving workforce and society.”

Tackling burnout and the ‘always on’ culture

With employee wellbeing firmly on the agenda for 2025, organisations are strengthening mental health support and embracing online wellbeing tools while addressing the challenges of workload pressures and burnout.

According to the CIPD Ireland HR Practices in Ireland 2025 survey, over a third (36%) of organisations have found employee wellbeing more challenging in the past year. Encouragingly, 51% report that wellbeing is gaining attention at senior leadership levels.

Strengthening mental health support

Mental health issues are a leading cause of absenteeism in 25% of organisations, prompting 54% to increase investment in mental health support and address long-hours cultures.

Key contributors to poor mental health include workload, job design and job changes, with burnout a concern for 29% of organisations.

Over half of respondents cited inadequate management support while 24% highlighted the negative impact of an ‘always on’ culture, where technology blurs boundaries between work and personal life.

Turning to tech: from always-on to always-supported Although technology contributes to the ‘always on’ culture, it also provides solutions. Digital transformation has led to a rise in online wellbeing initiatives, now offered by 56% of organisations. These tools, such as mental health

@Mediaplanet UK & IE

Project Manager: Sadbh Raftery

apps and virtual wellbeing programmes, provide flexible, convenient access to support. With 51% of employers actively embracing digital resources, it’s clear that online solutions are becoming central to workplace wellbeing, particularly in remote and hybrid settings.

Flexible working as a key success factor

Flexible working is another key driver of wellbeing. A strong majority (78%) report that remote and flexible arrangements improve wellbeing, also supporting productivity, recruitment and retention. This reflects a broader shift toward human-centred work environments that help employees balance personal and professional demands.

Embedding wellbeing into workplace culture

However, while wellbeing is on more leadership agendas than before, this year’s figure (51%) is slightly lower than in previous years. Just 21% of respondents say senior leaders are increasingly role modelling wellbeing behaviours, while 20% report a decline. This signals an urgent need to embed wellbeing more deeply into organisational culture. For wellbeing to have a lasting impact, it must be championed at the top — not just as policy, but through consistent leadership behaviours and strategic integration.

Contact information:

Manager: Jen Church Managing Director Ellie McGregor Sales Director : Samantha Taylor | Junior Designer: Ellen Cahill Senior Content Manager: Angelica Hackett O’Toole | Paid Media Manager: Jonni Asfaha Digital Lead: Henry Phillips All images supplied by Getty Images, unless otherwise specified

Meg Dunphy HR Policy & Engagement Manager, CIPD Ireland

Eimear Byrne Country Lead,

SD Worx Ireland

WRITTEN BY Tony Greenway

How facilities management is plugged in to power the new world of work

Three experts from the facilities management sector reflect on how their industry has evolved to meet the changing expectations of workplaces in a post-pandemic world.

Richard Sykes, SVP and President ABM UK and Ireland, on how facilities management is evolving with the workplace.

How has the workplace evolved, post-pandemic?

Hybrid working is here to stay. Many organisations now blend office and remote work, with leaders keen to reignite collaboration, creativity, and company culture. But this return to the office must be earned. Team members will only come back if the office offers them something they cannot get at home. They expect modern, engaging environments that support productivity and wellbeing. That means clean, energy-efficient spaces with smart amenities that promote both mental and physical health.

Has the facilities management sector evolved to accommodate these changes?

Absolutely. Facilities management has moved beyond ‘fix and react’ to a strategic role at the heart of workplace experience. We’re seeing a talent transformation, and the sector is increasingly defined by data-driven, proactive solutions that anticipate needs and enhance operations.

What are the key areas of growth in this new world?

First, sustainability: as buildings contribute 40% of global carbon emissions, facilities management has a crucial role in the energy transition and net zero goals. Second, critical environments: data centres, laboratories and healthcare facilities demand ultra-reliable, expertly maintained infrastructure. Third, technology integration: smart buildings and AI-driven insights enable real-time analytics and predictive maintenance. Fourth, occupant wellbeing and experience: from air quality to ergonomic design, facilities teams are shaping healthier, more productive spaces for employees.

Dinny Crowe, VP Operations, ABM Ireland, on how AI is helping the management of critical facilities.

How can AI boost the efficiency and impact of frontline teams managing critical spaces?

Transforming the workplace through accelerated climate action

Every business, large or small, depends on a functioning climate and ecosystems: clean water, pollination, carbon storage and temperature regulation. These aren’t luxuries; they’re the backbone of economic stability.

However, carbon levels are the highest in 800,000 years (World Meteorological Organisation, 2025), and we have lost a staggering three-quarters of the wildlife that existed in the early 1970s (Living Planet Report, 2024). The costs of inaction are rising fast.

Business pledge for sustainability

At Business in the Community Ireland, we’ve seen Irish companies step up. Many are committed to decarbonising and setting net zero targets across Scope 1, 2 and 3. Having a full understanding of a company’s impact on nature is vital to achieving these targets.

That’s why we’ve launched ‘Accelerate: The Business Pact for Climate and Nature.’ It builds on the success of our Low Carbon Pledge, which had over 60 signatories. Now, our collective campaign is more ambitious as signatories are asked to not only set net zero targets by 2050 by 2030 or earlier, but also develop Climate Transition Plans to guide implementation to achieve these targets.

This campaign also sees the creation of a Centre of Excellence to support companies in creating robust Climate Transition Plans across nine key areas. Signatories benefit from guidance, insights and assessment to ensure maximum impact. Because while ambition is important, delivery is what matters.

Commitment to leadership and planet protection

We are proud that signatories to our Accelerate, The Business Pact for Climate and Nature already span multiple sectors including transport, catering, construction and facilities management. It shows their commitment and leadership to being ‘best in class.’

The reality is, despite the ever-evolving geopolitical landscape and attempts to dilute prioritisation of the sustainability agenda, we know it is companies that collaborate and innovate across supply chains that will prosper and grow into the future. Failure to protect the planet and biodiversity within it will affect a business’s ability to future-proof and operate in a net zero economy and an inclusive society.

Trends of hybrid work, tech integration and wellness-centric design

With constant video calls and spontaneous collaboration, employees need noise controlled micro-environments to reduce disruption and ensure privacy.

The Future of work is set to reshape office interiors considerably, driven by tech, employee expectations, sustainability and agility. At M2 Office Interiors, we’re seeing this shift in real time.

Hybrid offices redefined holistically

One key trend that continues to grow is the hybrid office — one that’s here to stay. Offices need to be reimagined as collaboration hubs and social spaces. Fewer desks are required with employees hot desking and sharing workstations. Seamless integration of digital tools will be essential to productivity, flexibility and wellbeing. By 2030, the office will become a digitally intelligent, adaptive space. It will enhance hybrid work, reflect employee expectations and demand for wellness-centric design.

Acoustic pods boost productivity

The need for acoustic meeting booths (also known as focus pods or meeting booths) becomes vital at the intersection of:

• Hybrid work norms: With constant video calls and spontaneous collaboration, employees need acoustically insulated microenvironments to reduce disruption and ensure privacy.

• Tech integration: AR (augmented reality)/VR (virtual reality) zones and smart desks introduce new layers of ambient noise; isolated acoustic spaces help maintain concentration.

• Wellness-centric design: Sound is a major wellness factor. Poor acoustics can increase stress and reduce cognitive performance. Quiet, controlled pods act as sanctuaries for deep thinking or recovery.

Clients at M2 Office Interiors are already reporting issues associated with noise. It is considered one of the biggest workplace stress factors. If noise can be reduced by acoustic booths and acoustic products, its estimated an increase in employee concentration by 48%, a reduction in errors by 10% and stress by 27%, an increase in work efficiency by 23% and a reduction in fatigue at work by 21%.

Meaghan Carmody Senior Sustainability Adviser, Business in the Community Ireland

Rosemarie O’Callaghan Operations and Interiors Director, M2 Office Interiors

Emily Sheehy Interiors Manager, M2 Office Interiors

Intern initiative encourages female tech talent to stay the course

A company that runs a summer intern initiative for female tech students is attracting more women into the sector while providing them with an invaluable learning opportunity.

How do the STEM industries attract more women to their ranks? It’s not a simple fix and has deep roots, admits Edel Spillane, AVP Human Resources, Unum Ireland.

Female-only intern initiative to close tech gender gap

WRITTEN BY Tony Greenway

Sponsored by Unum

The tech sector is a case in point. Unable to recruit or retain enough female professionals, it remains largely male-dominated. “Part of the issue is the low number of women studying tech courses in third-level education,” says Spillane. “What makes the problem even more acute is that a number of those students leave before they graduate because they don’t fully understand the kind of careers and progression paths open to them.”

To help solve this early exit problem and to increase its own female representation, the Unum operation in Ireland runs a female-only intern initiative at its Technology Centre in Carlow. Launched in 2022 in collaboration with several Irish universities, the Summer Taster for Women in Technology is open to second-year tech students and offers hands-on learning opportunities with a female mentor while showcasing the range of careers available.

Students are also encouraged to apply for Unum Ireland’s nine-month intern programme, which is open to men and women. “That programme was only attracting 10%–20% of females before we launched the Taster,” says

Empowering women to shape Ireland’s AI future

Explore how ‘Accelerate with AI’ empowers women in tech, addresses gender gaps in AI and fosters inclusive innovation, shaping Ireland’s economic future and global digital leadership.

In the rapidly evolving world of AI, women are emerging as powerful catalysts for change. Despite significant strides, gender disparities persist, with women underrepresented in technical and leadership roles.

Bridging the gender gap

According to the World Economic Forum, women constitute only 22% of professionals in the AI sector globally.1 With such low representation, there is a risk that AI development reinforces existing inequalities rather than disrupts them. Initiatives like ‘Accelerate with AI’ from Connecting Women in Technology (CWIT) focus on addressing this challenge by

Spillane. “Now it’s closer to 40%–50%.”

Bridging academic knowledge with real-world application

Rebecca Doolin, Vice-President External Affairs at Maynooth University — one of the universities working with Unum Ireland on the Summer Taster — believes that placements like these provide invaluable experiential learning opportunities that enhance students’ career readiness. “They help bridge academic knowledge with real-world application,” she adds, “offering students early exposure to professional environments and potential career paths they may not have previously considered.”

Amanda Freeman-Gater, Assistant Head of Computing and Mathematics Department, SETU (South East Technological University), agrees. “By providing immersive, real-world exposure, these programmes not only inspire but also equip women with the confidence and knowledge to pursue roles that align with their individual interests and aspirations,” she says.

‘Summer Taster’ success and perception change

The Taster certainly aims to show interns what a real career in tech is like. “The students are surprised by the number of female leaders in our organisation,” says Spillane. “They like what they see here and are amazed by the many different career avenues open to them. It’s been a real success.”

ensuring women have equal opportunities to contribute to and benefit from the AI revolution.

Accelerate with AI

CWiT’s Accelerate with AI initiative is designed to support women in tech by providing the tools, resources and mentorship needed to excel in the AI field. The remarkable participation in the program to date underscores the significant interest in AI education among women at all levels. With interactive workshops, thought-leadership panels and valuable networking opportunities, these events not only celebrate women’s contributions to AI but also provide a platform for inspiring the next generation.

AI adoption and economic impact

AI adoption in Ireland has surged to 91% as of 2025, nearly doubling from 49% in 2024. AI is projected to add at least €250 billion to Ireland’s GDP by 2035, with potential for an additional €60 billion depending on how businesses, government and industry leaders harness AI’s capabilities and implement policies that foster responsible innovation.2 AI integration in the workplace is breaking barriers and empowering women to leverage technology and take on pivotal roles.

The role of allyship

Allyship is crucial for gender equality and for empowering women across all tech sectors, not just AI. Creating a culture of allyship fosters inclusivity and helps women thrive by advocating for equitable opportunities, mentoring and challenging biases.

CWiT’s Retain pillar, which the Accelerate with AI initiative fails under, focuses on developing and delivering a peer network across top tech companies in Ireland, supporting the growth and development of female talent. As we look to the future, women will continue to drive innovation and create a better world for all.

References 1. World Economic Forum. 2025. Why it’s time to use reskilling to unlock women’s STEM potential. 2. Chartered Accountants Ireland. 2025. AI expected to add €250 billion to Ireland’s economy by 2035 – report.

Edel Spillane AVP Human Resources, Unum

Linda O’Leary Accelerate with AI Co-Lead, CWiT

Georgina Pavlides Accelerate with AI Co-Lead, CWiT

Harnessing offshore wind for Ireland’s renewable energy future

Jana Heppner moved to Dublin from Dortmund, Germany, in 2010 to study mechanical engineering. Fifteen years later, she now works to support Ireland’s offshore energy ambitions with EirGrid, the operator and developer of Ireland’s electricity grid.

The Government’s Climate Action Plan details that 80% of Ireland’s electricity must come from renewable sources, including at least five gigawatts from offshore generation.

Ambitious grid delivery programme

Ireland’s transition to a renewable-led electricity system is underway. To meet these ambitions, EirGrid is currently leading an unprecedented programme of new grid infrastructure projects, reinforcements and upgrades, including the delivery of a plan-led approach for connecting offshore wind to the electricity grid.

“Offshore wind is central to Ireland’s renewable energy targets, but bringing that energy ashore and ensuring it reaches homes, businesses and other facilities, requires complex planning, cuttingedge engineering and a robust but agile transmission system,” says Heppner.

Opportunities in offshore wind

The rapid expansion of the electricity grid and the offshore sector will also result in an increased demand for skilled engineers in the coming years. “It’s a fantastic time to join the industry,” insists Heppner. “Over the coming years, the offshore sector will need engineers with knowledge across mechanical, electrical and various other engineering disciplines to maintain turbine components, substations and high-voltage cables, as well as skills in turbine life cycle assessment, circular economy and maritime protection. That could mean transformational economic and community development in many coastal regions in the coming decades.”

Offshore wind is a once-in-a-generation opportunity for Ireland.

“EirGrid’s Powering Up Offshore – South Coast project is working to build new offshore transmission infrastructure to connect 900 MW of offshore wind from Ireland’s south coast to the existing onshore network, enough to power nearly a million homes,” adds Heppner, who is the team lead for the project. “This means planning, getting consent for and constructing new offshore infrastructure, such as offshore substations and subsea cables.”

Moving forward with the grid

With electricity demand expected to continue to rise over the next decade, driven by our evolving society and economy, our grid must be ready for the future. Offshore wind projects like Powering Up Offshore – South Coast are critical in turning our abundant offshore wind resource into reliable, safe and clean energy, according to Heppner.

“Offshore wind is a once-in-a-generation opportunity for Ireland. There are challenges to overcome, but EirGrid is ensuring that we will continue to have a safe, secure and reliable source of clean energy for future generations.”

Failure to address shortage of engineers threatens future prosperity

Ireland will require over 22,300 additional engineers over the next decade, a demand that highlights the urgent need for reform in our education system.

The finding comes from a report published by the Engineers Ireland STEPS programme, ‘From Awareness to Action: Engineers Ireland advocating for engineering outreach.’ It reveals critical gaps in Ireland’s current STEM education landscape, particularly how engineering is taught and promoted. Failure to address the shortage of engineering talent could threaten Ireland’s continued economic growth, delay vital infrastructure projects and hinder the country’s competitiveness in attracting foreign direct investment.

Gaps in education

The STEPS report revealed that engineering continues to be

underrepresented in universities: just 9.8% of graduates in Ireland come from engineering disciplines, nearly half the global average. The gender gap is also stark: only 4% of female graduates come from engineering disciplines. Limited visibility in the curriculum and inequitable access to STEM subjects are contributing factors: 68% of girls-only schools offer STEM subjects other than science or maths, compared to 96% of boys’ schools. Unlike professions such as medicine and law, engineering is less understood by the public, leaving it open to biases that can discourage girls from considering a career in engineering.

Skills shortage

Earlier this year, Engineers Ireland’s barometer report, ‘Engineering 2025,’ highlighted recruitment difficulties within the profession, with 84% of engineering employers agreeing that there are plenty of job opportunities in the sector. A third stated that it had taken them six to 12 months to fill a vacant engineering position last year.

Cooperation and collaboration

Informed by 25 years of hands-on experience, the STEPS report offers recommendations that aim to close the gaps in engineering education, provide for a future pipeline of engineering talent to support the expanding workforce demands and ensure a more equitable and dynamic STEM future.

These measures include a centre of excellence dedicated to engineering outreach, the development of best practice STEM guidance, reforms in STEM curricula in schools and increased promotion of alternative pathways into engineering. This includes apprenticeships as a means of increasing the numbers entering the profession.

Meeting the growing need for engineering expertise in the years ahead will only be achieved with sustained cooperation, engagement, support and investment from both industry and government.

Jana Heppner Team Lead, Offshore Delivery Phase 2, EirGrid

Damien Owens Director General, Engineers Ireland

O’Connor Process Department Manager, Jacobs

Osman Senior Telecoms Design Engineer, Jacobs

Building an inclusive workplace starts with transparent and fair recruitment processes and policies.

Why smart STEM firms are sharpening their focus on inclusivity

Two female leaders, Orla O’Connor and Shiraz Osman, from a technical professional services firm, say inclusivity in STEM is key to attracting top talent and driving creativity.

How does an inclusive workforce benefit your industry?

Orla: It increases creative problemsolving and innovation. My team is comprised of process engineers from 12 different countries, and everyone is encouraged to share unique ideas without fear of bias or exclusion. The multicultural atmosphere helps employees feel valued and respected, which boosts morale and job satisfaction.

Shiraz: Inclusivity is no longer optional. It attracts top talent from all backgrounds, which helps the industry stay competitive and adaptable in a rapidly changing world. Also, it enhances collaboration and fosters stronger teamwork and communication, leading to more effective and cohesive solutions that serve a broader range of communities.

Which strategies encourage inclusivity?

Orla: We have a number of active employee networks that celebrate inclusion and belonging. These include a network for disability, neurodiversity and caregiving (ACE); a network for empowering Latino talent (ENLACE); a LGBTQIA+ network (PRISM); VetNet (Veterans), a network for people of colour (Harambee); and OneWorld, aiming to provide an inclusive environment that actively nurtures and supports employees and clients across all ethnicities and cultures.

There’s also a women’s network and a careers network, both of which I’m part of. These aren’t just for people in those particular communities — they’re for allies, too.

Shiraz: Building an inclusive workplace starts with transparent and fair recruitment processes

and policies, ensuring job adverts are thoughtfully worded and then distributed where they can be seen by as many groups as possible. Employers should foster a culture of belonging where individuals feel safe to be their authentic selves, free from bias. Creating an environment for all employees to express their ideas and grow within the company is essential.

Employers need to implement inclusion and belonging trainings that educate employees about how to participate in inclusive environments. Additionally, a clear and enforceable inclusion policy ensures accountability, reinforcing zero tolerance for discrimination, bias or disrespectful behaviour.

Which inclusivity initiatives would attract you personally?

Orla: Mentorship opportunities, for one. To help develop my career, Jacobs supported me through the AmCham Women in Global Organisations (WGO) Peer Mentoring Programme. It was impactful to attend mentoring sessions and tap into fantastic insights, energy and knowledge from women from different companies, organisations and backgrounds.

Shiraz: I’m drawn to outreach initiatives that support people in socially disadvantaged communities with educational resources and mentoring from industry professionals. Girls and young women in these communities need to see role models from industry to know what is possible.

How do you see inclusivity developing? Orla: I see more firms becoming involved in inclusivity initiatives

like the STEM Passport for Inclusion programme, which addresses unequal access to STEM courses and careers. Companies are increasingly using analytics to track metrics such as pay equity and implementing AI to reduce bias in hiring and evaluations. Inclusion is expanding beyond gender and race to include disability, neurodiversity, age, socioeconomic background and more. We’re moving in the right direction, but we need to stay on track.

Shiraz: I’m optimistic and believe there will be greater representation of women and minorities in leadership roles going forward. I’d like to see industry-wide standardisation of inclusive learning practices and increased accessibility to educational institutions for all individuals.

Why should women want to join your industry?

Orla: In my team, process engineers at all levels are engaged in purposedriven work designing best-in-class facilities for our clients. We have clear pathways for career development supported by mentorship and sponsorship programmes. We also have an inclusive culture where male allies support and promote female colleagues.

Shiraz: There are so many benefits for women. It’s stimulating to work for a science-based consulting and advisory company with a presence in approximately 40 countries. It offers an excellent opportunity for passionate individuals to advance their career and broaden their experiences across a wide range of specialities, including architectural planning, civil engineering, mechanical and industrial engineering and more.

Orla

Shiraz

Sponsored by Jacobs

WRITTEN BY Tony Greenway

Why gender balance is imperative to driving innovation in STEM

Gender-balanced STEM leadership drives innovation and long-term success, but caring responsibilities remain a key barrier to progression. Addressing this is essential for retaining and empowering top talent.

Gender balance fuels innovation

In science, technology, engineering and maths (STEM), the most creative ideas and long-term solutions often come from teams that are diverse teams, not just in skills, but in gender. When teams include different perspectives, they tend to make better decisions, solve problems in new ways and create stronger outcomes. That said, in many organisations, especially at senior levels where important decisions are made, gender balance still hasn’t been achieved.

Care is a business issue

One key reason more women don’t reach senior roles in STEM is the challenge of balancing work and care. Our recent report, ‘Breaking Glass Walls - A New Shape on Modern Organisations,’ shows us that care, whether it’s childcare, eldercare or self-care, is not just a personal concern; it’s a structural business issue that affects how organisations grow and succeed. The findings reveal that 37% of employees with caring responsibilities say this makes senior jobs feel out of reach. For women, that number rises to 41%.

To make real progress, companies need to support everyone who has caring responsibilities, regardless of gender or career stage. That means not just offering flexible working or parental leave, but making sure these supports are normalised, expected and encouraged for all employees. When care is shared, career progression can be too.

The future of STEM depends on inclusion

The conversation around gender equity in STEM is evolving — as it must. It’s no longer just about fairness; it’s about trust, accessibility and long-term success. Gender balance isn’t a nice-to-have; it’s a real advantage in a fast-changing world. Businesses that support inclusion and care will keep their best talent, stay competitive and lead the way in STEM innovation. This is not about revisiting old challenges; it’s about enabling a future where STEM talent, at every level, is supported to succeed. The companies that act now won’t just adapt — they’ll lead.

Best workplaces in tech: removing barriers for women to thrive

There’s growing momentum among organisations to better support the diverse needs of their workforce, with a strong focus on creating workplaces where women can thrive.

Last month, Great Place to Work released our annual Best Workplaces in Tech™ list, recognising 48 Ireland-based organisations excelling in trust and performance. Data from these leaders shows meaningful progress in creating inclusive environments that support women who have historically faced structural and cultural challenges in tech.

Flexibility for women to thrive

Tech positions frequently involve intense workloads and extended hours, which can create challenges for many employees. For women, these demands are often compounded by the greater share of caregiving duties they typically manage, making such busy environments less accessible and harder to navigate. In these cases, work-life balance isn’t just a benefit; it’s a necessity. Without it, the result is often burnout, disengagement and high turnover.

By prioritising wellbeing, organisations can help to remove these barriers. This includes offering flexibility, realistic workloads, mental health resources and leaders who model healthy work behaviours. At the Best Workplaces in Tech™, 83% of women said people are encouraged to maintain work-life balance at their organisation, compared to just 49% at organisations not Certified by Great Place to Work. That gap underscores the impact of supporting wellbeing to build stronger, more sustainable teams.

Removing development barriers

Career development remains a key driver of retention and engagement, yet women in tech can often face additional hurdles, such as limited mentorship or underrepresentation in leadership. Without support and structure, talented women may be overlooked or feel stuck — a loss for both individuals and the wider business.

The best tech employers invest in closing this gap. They offer transparent promotion pathways, leadership training and targeted support for underrepresented talent. It’s paying off: 79% of women at the Best Workplaces in Tech™ agree they are developing professionally, compared to 49% at non-Certified companies. It’s clear that the best organisations are building future-ready teams by growing diverse talent from within.

Driving lasting change

Supporting women in tech requires more than surface-level initiatives; it means embedding equity into workplace culture, career development and daily leadership. The best organisations go beyond creating great workplaces; they are setting a new standard for inclusion, innovation and the future of the tech industry.

Shooting for the stars: my personal space journey

I grew up in the West of Ireland, in Ballina, County Mayo. At that time, the idea or concept of flying to space was simply impossible.

Against all the odds, after many years of hard work, dedication, progressing through all available options and opportunities, in June 2024, my research spaceflight through my institute IIAS (International Institute for Astronautical Sciences) was announced.

Inspiration for pursuing a space career

So, how do we, as individuals, make a dream into a reality? My interest in space began in primary school, when I was 11 years of age, and I had the opportunity to visit NASA in Cleveland, Ohio. Since then, I have continuously pushed myself to learn new things, meet new people, push my own limits and carve my own path to the stars. After I finished secondary school, I studied aeronautical engineering at the University of Limerick and then completed my PhD in aerodynamics. I was continuously seeking opportunities and searching for conferences, networks and events I could take part in that would help me progress my space career.

Breadth of the space industry

In 2010, when I joined the International Space University, I had an opportunity to work with and learn from space lawyers, space architects, engineers, astronauts, scientists, medical doctors and business leaders, to name but a few. It gave me an insight into just how broad the space industry is, from human spaceflight to earth observation; from space transportation to communication; and from life support, research and technology to deep space science missions.

Encouraging the next generation to venture into space I see space exploration as one of the most interesting, fascinating, innovative sectors. For the next generation who are interested in having a career in this sector, there are so many ways to get involved. For me, as I prepare to become the first Irish person to fly to space, alongside my two crewmates Dr Shawna Pandya and Kellie Gerardi, I hope that our journey will inspire you all to shoot for the stars.

We will be flying as researchers on a commercial spaceflight. Over the next 12 to 18 months, we will be busy preparing our research projects, taking part in multiple microgravity research flights, working closely with research teams and using the opportunity to reach as many people as we can on our journey. Who knows, maybe someday, some of you will join me among the stars.

Elizabeth Sheehan Country Executive, 30% Club

Claire McGeever Client Success Manager, Great Place to Work Ireland

Patten