International Women’s Day
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Gillian Harford, Country Executive, 30% Club Ireland Page
“Women
Fania Stoney, Business Development Stategist, Great Place to Work Page
~Gillian Murphy, Liz Allan, Aoife McCabe, Exyte Ireland Page
Celebrate International Women’s Day by supporting the Women’s Philanthropy Circle’s mission to end youth homelessness in Ireland.
This International Women’s Day, we invite you to ‘Accelerate Action’ by joining the Women’s Philanthropy Circle at Focus Ireland. This dynamic network of dedicated women is committed to ending youth homelessness and making an impact on the lives of young people.
Supporting at-risk youth
The Women’s Philanthropy Circle is a collective of passionate women who support young people staying in education, reconnecting with families, finding employment and securing homes. The Circle funds vital programmes that provide essential support to at-risk youth. Each year, Focus Ireland assists over 400 young people through our youth services, thanks to the invaluable contributions of the Circle.
Keile O’Danza Sheridan, a LEAP (lived experience) ambassador for Focus Ireland, shares: “Supporting each other is crucial. By raising awareness and providing a safety net, we can truly change lives and offer a brighter future to young people.”
Impact of an aftercare programme
Focus Ireland’s Aftercare programme is a lifeline for young people leaving state care, helping them transition to independent living and avoid adult homeless services. Youth homelessness is often hidden, with young people staying in aftercare centres, temporary accommodations or on friends’ couches. This issue is deeply damaging, stripping young people of their safety, dignity and future. Addressing these challenges can make a significant difference in their lives.
Empower change and inspire action
Yvonne Thompson, PwC and long-standing member, reflects: “The impact we make through the Women’s Philanthropy Circle is profound. Seeing young people gain stability and hope because of our support is incredibly rewarding. I encourage others to join us and make a meaningful difference.”
By joining the Women’s Philanthropy Circle, you can attend inspiring events, hear from female leaders and connect with Focus Ireland staff to see the impact of your support firsthand. Crucially, your involvement will directly contribute to changing the lives of young people experiencing homelessness. On International Women’s Day 2025, accelerate your action and make a difference. Join us in ending youth homelessness in Ireland.
D&I strategies for business growth and talent success in 2025
As the global perspective on D&I comes under scrutiny, the importance of an inclusive approach to talent, customers and stakeholders will continue to evolve, driving focus for better business outcomes.
There comes a cyclical point for every business strategy to evolve or die. For diversity and inclusion (D&I) as a business strategy, the same rules apply. The recent spotlight on D&I initiatives has generated debate. Yet, commitment to respect for employees and removing barriers to progression and contribution remain. How that is achieved provides the opportunity to evolve.
A talent focus We are fortunate that, in Ireland, our D&I approach has been businessdriven by building competitive advantage through diverse talent and the needs of a diverse customer base, rather than as an affirmative action agenda. This has led to an approach rooted in organisation culture, translating across the business agenda, rather than as standalone HR initiatives.
Global differences
Differing geopolitical views on diversity are sadly not new, particularly with regard to gender. For many global organisations, the ambition for a company-wide inclusive culture has historically needed to accommodate national and regional restrictions and practices, but that has not involved a diminution in the internal commitment to progress.
More mature diversity strategies have already begun to move away from one-off initiatives.
Even in Ireland, where we have made significant progress, when 20% of companies still have no women on their executive teams and where 25% of employees believe equity is not a priority for their business, the basic concepts of respect and access will continue to be priorities.
More mature diversity strategies have already begun to move away from one-off initiatives. They instead focus on changing systems to improve access, provide talent opportunities and create better modern workplaces; in effect, achieving diversity as an outcome of good practice rather than as set affirmative quotas.
The importance of International Women’s Day International Women’s Day was initially meant to improve working conditions and economic prospects for half the population. The need for better workplaces for all ensures its relevance, driven by global differences, rather than despite them.
Sadbh Raftery
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Gráinne Kennedy Head of Partnerships and Philanthropy, Focus Ireland
Gillian Harford Country Executive, 30% Club Ireland
Why diversity, inclusion and empowerment are key to collective success
What attracted you to a career in engineering?
Aoife McCabe (AM): I was lucky that I had a very good physics and maths teacher who brought out my love of those subjects. Also, my dad was an engineer and he inspired me to study mechanical engineering and subsequently chemical engineering.
Liz Allan (LA): At school, I found essay writing less appealing, but I was always good at science and maths. I liked the ‘black and white’ nature of it, and how I could take what I had learned in the classroom and apply it to the real world.
Has the male-dominated nature of STEM ever been a challenge?
Gillian Murphy (GM): When I studied quantity surveying, there were 100 people on my course, and five of them were women — so, yes, it was daunting. I stuck with it, applied myself and graduated in the top three in my class.
Having visible female role models is important because it shows them that an engineering career is available if they want it.
LA: There have been times when I was the only woman in the room. While that might be off-putting to some, I’ve always seen myself as equal to those around me. Thankfully, gender imbalance is slowly improving, though true parity is still a long way off across the industry. However, more companies are now prioritising initiatives that will drive meaningful progress moving forward.
How does your company create an inclusive culture?
GM: By developing a culture of open communication, through employee engagement surveys and performance and development dialogue, for example. This ensures equal growth opportunities, fosters an environment where everyone feels valued and encourages diverse perspectives. Then, there are elements such as diversity, equity and inclusion (DEI) training, inclusive hiring and leadership practices and supporting employee resource groups.
Which initiatives promote gender equality in STEM roles?
AM: We offer family-friendly policies, including flexible working, and comprehensive maternity and paternity leave, appealing to both men and women. We provide equal career growth opportunities and host webinars with inspiring speakers on topics like women’s health.
Companies that champion equality and diversity are more innovative and motivated, say three women from the leadership team of a design, engineering and delivery firm.
Additionally, we celebrate International Women’s Day with team-building activities that honour the female talent in our company.
How can STEM companies ensure they empower female leaders?
LA: We establish women’s networks, identify female talent, and offer career development programmes. Female leaders are at the forefront of empowering young talent. Our global graduate programme, based on DEI principles, attracts both male and female candidates. In Northern Europe, two out of five graduates this year are female, a positive shift in a male-dominated field. We’re committed to improving gender balance through early engagement.
GM: By creating a level playing field with an inclusive culture offering equal opportunities for growth. Women bring unique skills and perspectives to STEM, driving positive change and growth, especially in leadership roles. For example, women often excel at understanding emotions, making them strong leaders and managers.
How can the STEM industries attract more women?
GM: Early engagement in schools is crucial to inspire young women into STEM. Organisations like iWish support this by organising events where schools can meet companies and women in leadership, showcasing career possibilities. STEM offers exciting projects, challenges, and the chance to travel, work across various sectors and continually learn, making it a rewarding career path.
LA: There’s often a lack of awareness about the diverse careers within STEM, with engineering sometimes being associated solely with ‘construction.’ However, this misses the many innovative and impactful roles in fields like biomedical engineering, process engineering, robotics and data engineering. These disciplines are all about finding creative solutions to challenges in health, sustainability and technology. Engineering in these areas offers exciting opportunities to make a tangible difference in people’s lives.
AM: Our company recently attended iWish, the event showcasing STEM subjects to teenage girls. It was amazing to talk to young women about their job hopes and wishes, plus the opportunities offered by STEM. Having visible female role models is important because it shows them that an engineering career is available if they want it.
Liz Allan Vice President Engineering and Design, Engineering and Design Biopharma and Life Sciences - Northern Europe, Exyte
Aoife McCabe Process Department Manager Cork, Biopharma and Life Sciences - Northern Europe, Exyte
Gillian Murphy Contract Manager, Data Centers, Northern Europe, Exyte
Sponsored by Exyte
WRITTEN BY Tony Greenway
Why serious companies make diversity and inclusion
‘more
than a motto’
Businesses that are serious about diversity, equity and inclusion have bold strategies and policies in place that promote gender balance and empower women into leadership roles.
When it comes to diversity, equity and inclusion, some companies talk a good game, says Catherine Savage, Head of Finance at Woodie’s, the DIY home and garden retailer. Sooner or later, the talking must stop — and warm words of intention have to be backed up with authentic action. Essentially, the best businesses don’t play at DEI, she says. They live it.
Leadership coaching for personal development Take female career development — something that Savage has experienced personally. When she was asked to become Interim CFO at Woodie’s in 2023, Savage knew that it was a big step forward for her. “I saw it as a huge vote of confidence in me personally,” she says. “Also, as a woman, it underlined that this business rewards all who work hard.” However, Savage was concerned that she lacked the requisite leadership experience, so asked for training support — and received it immediately.
“I was given one-on-one leadership coaching,” she remembers. “This was invaluable as it helped maximise my personal development and align my goals with the goals of the leadership team. It was probably the most important statement of support the business could give to me at that point and demonstrated that if anyone is willing to seek out opportunities for growth and development, they can move to a higher area of responsibility.”
Importance of accessibility to female role models Savage was also boosted by the presence of strong female leaders across the business. “To see them
Every company, including ours, needs to be aware of the commitments that women have outside of work.
succeeding is a wonderful thing,” she says. “There’s the saying: If you can see it, you can be it.” She also likes how (literally) visible they are. “We sit in an open-plan office, so all the team is very accessible,” she says. “That promotes staff engagement because everyone is so approachable. I’m very aware that younger female colleagues now see me as a role model. So, I make sure they know that if they want to get involved in something, they can come to me and we’ll have a conversation.”
Over the last decade, the company — recognised as a Best Workplace for Women — has made significant strides with gender balance and empowering women like Savage into leadership roles. “When I joined the business 10 years ago, 16% of the leadership team were female,” remembers Sharon Kelly, Chief People Officer, Woodie’s. “It’s now 57%.”
Part of that is down to setting clear goals, properly briefing recruitment partners about the need for representation, and then ensuring that all company training programmes — including those for junior members of the team — are diverse and inclusive.
Family-friendly policies that promote work-life balance
The company is also walking the DEI walk by closing its gender pay gap (which was 12.51% in 2022, but, after much work, was reduced to 2.2% in 2024) and forging partnerships with organisations such as the Diversity Council of Ireland. Plus, it is working to ensure that diversity, equity and inclusion become watchwords across all parts of the business. “Every company, including ours, needs to be aware of the commitments that women have outside of work,” says Kelly. “We have strong, family-friendly policies in place that allow women to achieve work-life balance otherwise, it can be a stumbling block to female career progression. You have to be flexible as an employer.”
Authenticity drives true business inclusion
Savage agrees and notes that diversity, equity and inclusion must always be more than a company motto. “It’s about being authentic,” she says. “We’re always looking to implement and promote DEI policies that benefit the business as a whole. If we can bring all colleagues on the journey with us — because they know we are authentic about it — that’s how we will excel and move forward.”
Catherine Savage Head of Finance, Woodie’s
Sharon Kelly Chief People Officer, Woodie’s
WRITTEN BY Tony Greenway
Why ‘stepping outside your comfort zone’ is key to career success
Four female leaders from the Woodie’s team reveal how they progressed in their careers, reflecting on the initiatives that supported their professional and personal growth.
Mairead O’Keeffe, Business Relationship Manager in IT
What does your role entail?
My job is about bridging the gap between IT and the rest of the business. I feel lucky to work for an Irish brand that has a strong commitment to IT investment and where I’m trusted to contribute to projects that genuinely make a difference.
What’s your advice to any woman who wants a similar career?
‘Don’t let the stereotypes or challenges you might face in the IT sector hold you back.’ It’s easy to fall into the trap of thinking that IT is male-dominated or that you might not be ‘techy’ enough. The key is focusing on building your skills and knowledge. Don’t be afraid to step outside your comfort zone.
Pauline Turner, Head of Supply Chain
What types of company initiatives have helped you progress? The hybrid working policy and flexi-hours policy are incredibly beneficial to me. As a working mum of three daughters, being able to balance the demands of a busy family life with the demands of the role is invaluable.
With supply chain seen as male-dominated, have you encountered any career challenges?
I’ve been incredibly fortunate to work with — and learn from — several strong male leaders. Their encouragement, active support and mentorship have played a key role in helping me develop my skills and advance my career.
Gillian Kelly, Store Manager
How does gender balance contribute to company growth?
It brings diverse perspectives, ideas and skills, leading to better decision-making and innovation. It creates a more inclusive and dynamic workplace where everyone feels valued, boosting morale and productivity. This positive culture helps attract talent, improve customer connections and drive overall company growth.
What’s the best thing about your role?
One of the most rewarding aspects of my role is mentoring and leading my team. I take great pride in helping others develop their skills, build their confidence and reach their potential.
Emma Kenny, Store Manager
What’s been your career trajectory?
I’ve been with Woodie’s for 10 years, starting in a colleague role and progressing to a Team Leader role. After a yearand-a-half, I had the opportunity to progress again to a Store Manager role. The company has always encouraged internal progression, and there are many opportunities for selfdevelopment.
Have role models been important to you?
I’ve been very fortunate to encounter a lot of people throughout my career who have encouraged and supported my development and progression. I hope I’m offering my colleagues the same level of support that has been instrumental in my own career growth.
Spread sponsored by Woodie’s
Find out more at woodies.ie
Why women deserve better than ‘green’ inequality
Climate change is impacting us all, but the burdens are far from evenly distributed. Women and marginalised groups are hardest hit by the climate emergency.
The climate crisis has well and truly arrived in Ireland, and 2024 was the first year to pass the 1.5C global warming limit. Moreover, recent storms and floods are a stark reminder of Ireland’s vulnerabilities.
Unequal climate impact on women
To put it simply, women are poorer than men. They therefore have fewer resources to counter the impact of the crisis and invest in alternative, more sustainable products and solutions. Almost half of lone parents — mostly women — live in deprivation and private rented accommodation, struggling to pay rising energy costs and without access to retrofitting schemes. Care work is another example of how climate and gender intersect. The vast majority of care work is carried out by women and changes the way energy and transport are used. For example, women rely heavily on cars to carry out caring journeys, with 95% of women outside of Dublin and 79% of women inside Dublin seeing cars as necessities. Yet, these challenges and inequalities
Homeless charity ‘making home a reality’ for women across Ireland
There is an ongoing increase in female homelessness across Ireland and the need for services, support and outreach tailored specifically to women’s needs.
IBY
WRITTEN
Bethany Cooper
do not feature in our current response to the climate crisis even though there is a focus on both energy and transport.
Importance of women’s lived realities
By failing to consider the lived reality of women, current climate policies are making the lives of many harder. This creates a negative perception of a transition, which could be a positive driver for change. Unfortunately, the new Programme for Government is unambitious in this regard. This is concerning. If we push ahead with a green transition without paying attention to the inequalities in our society, we will only ‘green’ existing injustice. We deserve better than ‘low-carbon’ homelessness and ‘sustainable’ sexism.
By failing to consider the lived reality of women, current climate policies are making the lives of many harder.
It is therefore crucial that the people most affected, including women in their diversity, have their voices heard and shape the decisions that will affect our lives. This includes public transport policies and investments adapted to women’s needs prioritising safety, accessibility and affordability. It also means delivering energy policies that support those who struggle the most with rising energy costs.
reland records a high proportion of women in its homeless population compared with other European countries. As women often experience ‘hidden homelessness,’ the true extent of this rise may be significantly underestimated.
Scale of female homelessness
Emma McMillen, Director of Homeless and Community Services for the Dublin Simon Community, discusses this demographic change.
“When I started in 2008, homelessness primarily affected men, this has changed significantly. Women are experiencing homelessness at a rising rate, and we are seeing this shift reflected in our services every day,” she explains. “For women, the vulnerability of sleeping on the street increases just because of their gender.”
Delivering housing, health and wellbeing services
Founded in 1969, the Dublin Simon Community provides services at all stages of homelessness across Dublin and surrounding counties to people who are homeless or at risk of homelessness. Dublin Simon is combating the increase in female homelessness by making the provision of female-focused support services part of its strategic goals.
“We’re engaging female business leaders, academics and thought leaders, coupled with data-driven decision making to further develop long-term solutions to the ever-growing crisis of women in homelessness,” adds McMillen. “Recovery from homelessness isn’t just about housing; it’s about rebuilding lives. We want our offerings to sustain long-term recovery.”
Addressing female-specific needs
The ongoing rise of female homelessness underscores the urgent need for policies and services tailored to the unique needs of women who face challenges unseen by their male counterparts. “Homeless women face increased risk of violence, exploitation and limited access to healthcare, including sanitary equipment and maternity services. Ensuring their safety and wellbeing is a key priority for us,” says McMillen.
Addressing female-specific needs means creating safe spaces for women, trauma-informed services and tailored healthcare initiatives.
“We utilise client feedback to develop our programmes, which has led to female-only support groups, consent workshops, empowerment programmes, wellness workshops and psychosocial support groups. We also have nurse-led services including menopause clinics, safe sex workshops and education sessions on domestic and sexual violence,” she says.
Community engagement and support
The public can support women experiencing homelessness in many ways, whether by donating, volunteering or simply raising awareness. If you, or someone you know might be interested in learning more about our work to develop longterm solutions to help women out of homelessness, please contact Senior Philanthropy Manager, Rachel Moffat: rachelmoffat@dubsimon.ie.
Orla O’Connor Director, The National Women’s Council of Ireland
Emma McMillen Director of Homeless and Community Services, Dublin Simon Community Help women out of homelessness: dubsimon.ie
Sponsored by Dublin Simon Community
Empowering women in social care, healthcare and nursing
bring compassion, dedication and drive, elevating the services we offer and our community impact.
At Cheshire Ireland, we take great pride in being an inclusive employer, dedicated to recognising and valuing the contributions of women across all levels of our organisation. As a leading employer in social care, healthcare and nursing, we acknowledge the transformative role women play in shaping the high-quality services we provide.
Creating an environment for women to grow Women make up 75% of our workforce, many of whom hold key leadership positions in management and senior roles. This representation reflects our commitment to promoting diversity and empowering women to take on leadership roles. Their qualities, such as empathy, attention to detail and the ability to connect with others, are essential in creating an environment where both staff and the people we support thrive. Whether in social care, healthcare or nursing, the unique perspective women bring enriches our services and helps us make a meaningful difference.
Offering women guidance and resources
We are committed to supporting the growth and success of all employees, helping them reach their full potential. Through tailored training programmes, leadership development and personalised coaching and mentorship, we equip our workforce with the tools they need to excel at every career stage. Whether starting in social care or aiming for a senior management position, we provide the guidance and resources to help employees succeed.
We value our employees not just for their contributions but for their potential to grow within the company. With clear opportunities for career progression, we ensure that every employee, regardless of gender, receives the support they need to advance and make a lasting impact.
Celebrating and supporting women
At Cheshire Ireland, inclusivity is at the heart of everything we do. We are proud to create a workplace where diversity is celebrated and every employee has the chance to succeed. We invite women to join us in a workplace that celebrates their contributions and supports their career growth. May we know them, may we raise them, may we be them.
Leading
the way: the Best Workplaces for Women™ in 2025
The best workplaces for women foster fairness, leadership and growth, setting a standard for lasting inclusion and making women feel valued at every life stage.
This International Women’s Day, we at Great Place to Work are celebrating the organisations that don’t just talk about gender equity but champion it yearround. Through our annual Best Workplaces for Women™ recognition, we honour organisations that go beyond performative gestures, creating truly supportive and empowering environments for women every day.
What makes a workplace the best for women?
To be recognised as one of the Best Workplaces™ for Women, organisations must first earn Great Place to Work Certification™. From there, we evaluate the overall experience of women in the workplace, ensuring minimal gender disparities in trust, opportunities and leadership representation. Key factors include fair treatment, unbiased promotions, access to professional development and a strong work-life balance.
The Best Workplaces for Women™ go beyond surface-level policies; they cultivate a culture of genuine support and empowerment. Women aren’t just present; they’re encouraged to lead, innovate and shape the future. These workplaces ensure women feel valued, supported and equipped to excel. When women thrive, businesses flourish — because true success comes from fostering growth, leadership and opportunity for all.
The 2025 numbers for female leaders
This year marks the seventh consecutive year of the Best Workplaces for Women™ recognition, celebrating the ongoing commitment to gender equity across organisations. Representing over 21,000 people and 34 organisations, we gathered valuable insights from more than 2,200 inspiring female leaders. The results were striking: 91% of women surveyed at these organisations reported feeling they are treated fairly regardless of gender, and 88% agreed they can take time off work when necessary, highlighting a strong culture of flexibility and respect.
Support at every life stage
Business
expert champions public policy and worklife balance for parents
Since qualifying as a Chartered Accountant, Cróna Clohisey has redirected her career from financial and tax consulting to work in advocacy and public policy.
Iqualified as a Chartered Accountant and Chartered Tax Adviser in 2009. My career took me through roles in KPMG, Grant Thornton and Revenue before I made the move to Sydney and took a position with Accounting for Good, a firm that supports nonprofit organisations with financial management expertise, so they can focus on their wider mission.
Public policy
Seeing the broad impact that my qualifications could have, I returned to Ireland to work in public policy. I now lead the tax and public policy team at Chartered Accountants Ireland representing over 39,000 members working across all sectors of the economy.
Supporting working parents
In recent years, the team has expanded the scope of our advocacy efforts beyond traditional tax and technical matters to include critical issues such as housing and childcare. In 2024, in response to member discussions, we continued to amplify their voices on childcare affordability and accessibility challenges.
With a 43% female membership base, the ‘motherhood penalty’ — a term used to refer to the loss in lifetime earnings experienced by women raising children, mainly due to underemployment and slower career progression — is of particular concern. According to the OECD, the motherhood penalty accounts for 60% of the gender pay gap across 25 European countries, a trend echoed by our own members’ experiences. Many members in response to our research confirmed they had either reduced their working hours or requested to work flexible hours because of childcare pressures.
Amplifying members’ voices
Sharon Dunne Recruitment and Retention Lead, Cheshire Ireland
We are also thrilled to continue our partnership with The Menopause Hub, which began in 2023 with Ireland’s first Menopause Workplace Excellence Awards. These awards recognise employers who are leading the way in supporting menopausal and perimenopausal women — an often-overlooked aspect of employee wellbeing. By celebrating these pioneering workplaces, we aim to highlight how fair treatment, recognition and empowerment contribute to exceptional work environments. Together, we strive to inspire a ripple effect, encouraging more organisations to prioritise the unique needs of women throughout their careers, creating workplaces where women feel supported, understood and empowered now and in the future.
Our team elevates members’ voices through thought leadership, media engagement and lobbying. As a working mother myself, I know firsthand the challenges many parents face when balancing career and family. Addressing barriers like childcare availability and cost ensures talented professionals, especially women, are not forced to choose between careers and family. If businesses and policymakers are serious about their efforts to address gender inequity, squaring this circle is essential to retaining mothers in the workforce and closing the pay gap.
Fania Stoney Business Development Stategist, Great Place to Work
Women across organisations
Sponsored by Cheshire Ireland
out more at cheshire.ie
Cróna Clohishey Director of
How ‘a culture without barriers’ led to one company’s gold standard success
Find a career that’s also your passion.
Supporting an ‘open culture’ has helped an engineering firm increase its access to a diverse pool of talent while maintaining a welcoming environment where people want to work.
What’s the best way for businesses to attract the best people? For Jim Oliver, Managing Director of global engineering company Nicholas O’Dwyer, the answer is to ‘build a culture without barriers.’ A firm with an open culture has a huge advantage, he insists, because by thinking outside the box and breaking stereotypes, it can access a diverse pool of talent. “Which is why we always hire and attract people based on their abilities and their interest in the kind of work we do,” maintains Oliver.
Tackling the planet’s environmental challenges
WRITTEN BY Tony Greenway
Nicholas O’Dwyer is part of the RSK Group, a family of over 200 environmental, engineering and technical services businesses with over 15,000 employees. Many are attracted to the big societal benefits the company delivers by providing practical solutions to some of the planet’s greatest challenges. Nicholas O’Dwyer’s 300 professionals supply engineering and environmental services around the world, with a focus on clean water and sanitation, flood protection, transportation and energy transition. Its humanitarian focus certainly appeals to Kate Murphy, Principal Consultant, Wastewater Department, who joined the company two years ago. “My advice to young people is: find a career that’s also your passion,” she says. “That’s what happened to me when I realised I could apply my aptitude
for maths and science to problemsolving and civil engineering. In turn, that linked to my desire to do good in the world by providing water and sanitation services to people who don’t have them.”
Pioneering in the engineering and construction sector
Nevertheless, Murphy admits that getting more women into the male-dominated engineering industry is easier said than done. So, she’s pleased that the firm’s leadership team is fully committed to numerous diversity, equity and inclusion (DEI) strategies — and has had some notable successes with them. For instance, in 2024, Nicholas O’Dwyer became the first Irish company in the engineering and construction sector to achieve the Investors in Diversity Gold Standard; and, currently, it has a female gender employment rate of approximately 35%, which is up from 18% and far above the industry average.
This didn’t happen by accident, stresses Emer Donnelly, Associate, Water Department. When she joined the company eight years ago, she was the only female engineer in the department. Now, half the engineering team are women. “We’ve been very vocal about our stance on diversity, equity and inclusion, which has helped our recruiters cast their nets more widely,” says Donnelly. “We’re supportive of our growing number of female colleagues, LGBTQ+ colleagues and colleagues of all nationalities and cultures. It’s important for candidates to
recognise that this is a place where everyone can bring their whole selves to work.”
Encouraging female career development and retention
Lucy Thomas, Chief Scientist and Regional Operations Director for Africa, points to other DEI initiatives, such as RSK’s employee networks, which foster awareness, community and inclusion within the workplace. “All are colleagueled and include a Pride Network, a Women’s Network and the RSK with Unity Network, which celebrates colleagues whatever their race, culture or beliefs,” she says. “Plus, as an international company, we celebrate World Food Day every October where colleagues from all cultures bring in their own cuisine to share and tell stories about what particular dishes mean to them.” It’s a great way to connect.
Going forward, Oliver is determined to make the workplace even more diverse and appealing to female staff. “Having female leaders with organisations such as Engineers Ireland and the Association of Consulting Engineers of Ireland (ACEI), which is currently the case, will hopefully encourage more women to pursue STEM careers,” he says. “This, combined with improved pathways through education and maintaining a flexible working culture are essential if we are to continue to remove barriers and promote female career development and retention in our sector.”
Emer Donnelly Associate, Nicholas O’Dwyer
Kate Murphy Principal Consultant, Nicholas O’Dwyer
Lucy Thomas Director, Nicholas O’Dwyer and RSK
Sponsored by Nicholas O’Dwyer
Nicholas O’Dwyer became the first Irish company in the engineering and construction sector to achieve the Investors in Diversity Gold Standard.