International Women's Day IE - Q1 2024

International Women’s Day

One of the big attractions for me was that inclusivity is a core value. It’s actively championed, discussed

nurtured by leadership, so it’s ingrained in the culture. Niamh

Signs that you may be going through perimenopause and what to do next

We often associate menopause with periods stopping and declining oestrogen levels.

However, perimenopause, its stroppy younger sibling, is a different bag altogether.

The ovaries do not abruptly stop; they shudder, stutter, stop and start. Therefore, trying to diagnose perimenopause with blood tests is unhelpful. You are trying to measure something that will wax and wane; and there is no ‘normal’ range.

However, blood tests can be helpful to rule out other medical conditions, which mimic perimenopause and create some of the symptoms we associate with it, such as thyroid disease. So, consult your GP or pharmacist if you have any concerns.

Perimenopause oestrogen changes

Perimenopause is characterised by swings in oestrogen levels and times of oestrogen production, which are much greater than what would have been ‘normal’ in a menstrual cycle in your younger years. High oestrogen levels can be responsible for breast enlargement, breast tenderness, heavy periods and fibroid growth.

Hormonal fluctuations and symptoms

There may be cycles through perimenopause where ovulation does not occur, which can trigger abnormal or heavy bleeding. These erratic hormone levels, for some women, will be responsible for cognitive changes (‘brain fog’ can peak during perimenopause), migraine headaches and mood changes.

Many women describe perimenopause as worsening of their PMS-type symptoms. Some will report a change in their cycle (periods may be heavier or lighter, more frequent or less frequent). Women must be assured that they are not losing themselves. Although some will fly through perimenopause, their brain unfazed by the hormonal ups and downs, others feel they have woken up in a different body.

Where to find perimenopause support

The message is not to be petrified of perimenopause but to know when and where to look for help. Do not feel that you have to wait for your periods to stop before having a discussion. Talk to your pharmacist or GP.

Paid for by Besins Healthcare

Dr Caoimhe Hartley

Specialist, Co-Chairwoman

Hidden menopause experiences: insulin sensitivity and body shape

Well-known menopausal symptoms include mental and physical aspects like aches, sleep issues, overwhelm and hot flushes. However, some aspects are not as often discussed.

Metabolism and body composition effects

During perimenopause or menopause, women are more vulnerable to body composition changes, muscle loss and abdominal obesity; with a sedentary lifestyle, these changes can affect overall energy expenditure and basal metabolic rate.

Many may not realise that these hormones are involved in our metabolism. What does this mean? Metabolism is the chemical reaction in the body’s cells that changes food into energy. Our bodies need this energy to do everything from moving to thinking and growing.

Moreover, fat redistribution due to hormonal changes leads to changes in body shape. Yes, you may suddenly be carrying weight around your midsection, yet you aren’t doing anything different.

Hormonal changes and insulin sensitivity

There are over 50 hormones identified in the human body, all interacting with one another. Ovarian hormones (the main ones discussed in menopause — oestrogen, progesterone and testosterone) influence insulin

Uncover the less-known effects of menopause on metabolism, plus how hormonal changes may affect body composition, energy expenditure and the risk of diabetes. @MediaplanetUK

sensitivity across the menstrual cycle, during pregnancy and in the menopausal transition.

Women are open to insulin sensitivity during this life phase and, unfortunately, have an increased risk of type 2 diabetes. Hormonal changes in perimenopause (transitional phase before menopause) can affect your blood sugar levels. This may make it harder for some perimenopausal women to manage diabetes and metabolise sugars.

Gut health and balanced diet

Although we have enough to contend with in midlife, we need to stop and assess. Imagine waking up one morning in another person’s body — you need to get to know it. What does it like or dislike? What does it tolerate or react to?

The body goes through a huge shift, including changes in our microbiome. Gut health is so important for overall wellbeing, and lifestyle is imperative at this time. A healthy, balanced diet can help. Be sure to find a diet that suits you, as we are all unique.

However, sugar, alcohol and processed foods, for example, should be limited. Instead, a more wholefoods diet should be adopted. I was never aware of the metabolic changes that occur during this life phase and, hopefully, more people will realise how it may impact health as women age.

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Editor: Henry Phillips Digital Content Editor: Carolina Galbraith Duarte All images supplied by Gettyimages, unless otherwise specified | Contact information: ie.info@mediaplanet.com or +44 (0) 203 642 0737

Sallyanne Brady Menopause Mentor and Founder of The Irish Menopause

The opinions in the article are of Dr Hartley, not Besins. BHUK/2024/074-ROI. March

Find out why prevention is the best approach to osteoporosis

Osteoporosis is a chronic condition that causes the structure of our bones to become thinner. It causes bones to break or fracture more easily after a minor bump, fall or while carrying out everyday tasks.

Afracture caused by osteoporosis is called a fragility fracture. The most common fractures occur in the wrist, hip and back bones. With an estimated 300,000 people in Ireland having the condition, only 20% of cases are diagnosed.

Helping to prevent osteoporosis

“Anyone over the age of 50 who has broken or fractured a bone should view it as a potential warning for the condition,” says Professor Frances Dockery, the national clinical lead for Fracture Liaison Services (FLS) Database. She explains: “At least a third presenting with a fragility fracture to hospital say they had a fracture already but were not screened or treated for osteoporosis.

a person’s falls risk. “Analysis of clinical trials about three years ago found that FLS markedly improves screening and treatment rates for osteoporosis as well as reducing the risk of another fracture in the future,” says Professor Dockery.

Moreover, patients are monitored for 12 months. Follow-up data shows that only half of people are still taking osteoporosis medication after a year, despite the fact that it has a significant role in reducing re-fractures,” she explains. “We continue to educate patients and work with them to take preventative measures including medication, diet and lifestyle changes.”

With an estimated 300,000 people in Ireland having the condition, only 20% of cases are diagnosed.

With an estimated annual direct and indirect cost of €450 million treating fractures in Ireland, it’s in the whole healthcare system’s interest to diagnose and treat the condition.” She advises people to take a ‘multi-pronged approach’ to reduce the chances of a fracture.

“Smoking is a no-no, and excessive drinking is very bad for bone health. Regular weight-bearing exercise is a good idea as it improves bone density and muscle strength which can weaken with age,” she adds.

Steps to reducing re-fractures

The FLS identifies people with new fragility fractures, investigates them for osteoporosis and treats them if needed, as well as assessing

Workplace menopause: practical tips on how to manage symptoms

Navigate menopause challenges at work with practical tips. Manage brain fog, anxiety, loss of confidence, sleep issues and exhaustion for a thriving workplace.

Menopause is a natural phase that can profoundly affect women in the workplace. Openly discussing menopause, offering education and support and making necessary adjustments fosters an inclusive and understanding environment for employees. Among the numerous symptoms, women report brain fog, anxiety, loss of confidence, sleep issues and exhaustion as the most challenging.

Brain fog: a challenging symptom for 77% of women

During menopause, it is characteristically seen as forgetfulness, difficulty concentrating, confusion and memory issues. It can be especially frustrating in the work environment.

Practical tip: Hydration is a first step. If we are even 2% dehydrated, it impacts our memory and concentration. Prioritise organisation; use tools like planners, reminder apps and checklists to keep track of tasks. Short, regular breaks during the workday can also help refocus and clear the mind.

Anxiety: a common symptom due to hormonal fluctuations

This can lead to feelings of stress and overwhelm, where you may just not feel like yourself and not understand why this is.

Amgen

Rolling out support across Ireland

The National FLS Database monitors each hospital on how many patients with a fracture they are seeing versus how many they should be and how well they are managed. Professor Dockery concludes: “We are still only halfway to a fully funded FLS across Ireland. We would like it to be equal across Ireland. It should be the norm that every person with a fracture aged over 50 gets a comprehensive screening for osteoporosis and falls risk to reduce their chance of a repeat fracture ahead.”

Prof Frances Dockery

Practical tip: Practise mindfulness techniques such as deep breathing or meditation. These can be done in short sessions throughout the day to manage stress and moments of anxiety. Also, check out your Employee Assistance Programme, this can provide great support in these years.

Loss of confidence: self-esteem and body changes

Body changes and symptoms experienced during menopause can affect self-esteem and self-image.

Practical tip: Focus on achievements and strengths — the small wins count. Engage in activities that boost confidence, like new projects or group activities.

Sleep issues: disturbances during menopause

Many women experience sleep disturbances, such as insomnia or night sweats, leading to fatigue throughout the day.

Practical tip: Establish a regular sleep routine, and create a comfortable sleep environment. Avoid caffeine and heavy meals before bedtime. Consider relaxation techniques like a warm bath or light reading to encourage better sleep. Unplug from technology at least 60 minutes before lights out.

Exhaustion or tiredness: debilitating symptoms

Exhaustion and tiredness can impact both motivation and the ability to cope with daily tasks.

Practical tip: Listen to your body and take regular breaks. Short naps or quiet time can be rejuvenating. Ensure a balanced diet rich in nutrients; daily fibre intake is crucial to keep the body flowing. Stay hydrated to maintain energy levels.

If your symptoms are becoming unmanageable at work, speak to your doctor and get the support you need.

Catherine O’Keeffe Menopause Workplace Consultant, Wellness Warrior

How STEM companies can ensure they offer a female-friendly work environment

Roles of influence: why it’s the next step for diversity and inclusion

WRITTEN BY Tony Greenway

HIntroducing a range of targeted ‘female-friendly’ initiatives will help women feel confident and supported at work, helping companies attract the best female talent.

ow can STEM companies ensure they recruit — and retain — more women? Firstly, female school pupils must be encouraged to study STEM subjects, says Lynne Dalton, Associate Director, Quality Operations at global biopharmaceutical company, Bristol Myers Squibb (BMS).

Engage schools and promote female-friendly environment

Industry players should visit primary and secondary schools to explain what they do and the types of roles they offer. “We have great connections with local schools and universities,” says Dalton.

female mentorships and training.

“I’ve been fortunate to have strong managers who have encouraged me to look at my own career development, seize opportunities and make sure my voice is being heard,” says Dalton. “I’ve also taken part in reverse mentoring programmes — where younger colleagues mentor more experienced members of the leadership team.”

For International Women’s Day 2024, inspire inclusion and unlock the value of inclusive leadership. Drive gender balance in roles of influence for an equitable future.

Organisations are realising that diverse talent only adds value when all employees can contribute equally. ‘Diversity means presence, inclusion means voice’ captures this — or diversity is in the headcount, but inclusion is in the culture. Modern diversity, equity and inclusion (DEI) strategies now also prioritise inclusive leadership over traditional unconscious bias training to reflect this focus.

Gender balance in roles of influence

Career progression, as a woman, is enabled by a core company value: inclusion.

“By sharing some of the good news stories from the pharma industry — and highlighting the inspiring and successful women who are part of our company — we hope girls and young women will think: ‘I can do that too.’ Then, routes into a STEM business must be properly signposted.”

~Maeve Power Senior Director, Site Head of Quality at Cruiserath Biologics Campus, Bristol Myers Squibb

The company also operates various internal people and business resource groups (PBRGs) including the BMS Network of Women (BNOW), aiming to prioritise gender diversity and inclusion. “This is a great resource for women, which is well-supported by the company,” says Dalton, lead of BNOW’s Irish chapter.

Bristol Myers Squibb in Ireland offers a full early careers programme with a transition year programme, graduate scheme and apprenticeships programme, plus internships available for undergraduates and those studying for master’s degrees. Dalton also stresses that STEM workplaces must be female-friendly environments. Otherwise, don’t be surprised if there is a lack of female candidates for job vacancies. “Making the workplace attractive for females of all ages is high on our company’s list of goals,” she says.

Mentorship, training and power of women’s networks

This includes a strong focus on

“Amazing female leaders from within the organisation have attended to discuss the challenges they have faced; it’s a group where women can come to network and find out about career advancement training. We’re also a corporate partner of the Healthcare Businesswoman’s Association (HBA), an organisation dedicated to achieving gender equity in leadership positions.”

Plus, the company is part of the 30% Club, a business campaign asking members to aim for at least 30% female representation on their boards and executive leadership teams. “Women should feel confident, advocated for and supported,” says Dalton. “That’s why inclusivity has to be a priority for any company.” Career progression, as a woman, is enabled by a core company value: inclusion.

However, as organisations continue to progress towards greater gender balance and inclusion across their full employee base, more general DEI strategies are not enough to drive change at the most senior levels and more highly paid roles.

New initiatives, encouraged by groups like the 30% Club, Women in Finance Charter and Balance for Better Business now focus on targets; not just for diversity and inclusion but across roles of influence — driving greater gender balance at the most senior levels, as well as across all areas of the business — ensuring progress on representation in senior, highly paid, revenue-generating roles, as well as the more traditional or stereotypical roles like HR, legal and similar. Many of these more targeted actions are in response to gender pay gaps identified as part of the new requirements to report.

General DEI strategies are not enough to drive change at the most senior levels and more highly paid roles.

Inclusion gives scope to go beyond gender

While gender remains a majority DEI issue, the drive for greater inclusion has broadened the conversations beyond gender to encompass other diversity aspects including disability, sexual orientation, social class and ethnicity. By focusing on progress for ‘all,’ inclusion strategies are being developed that benefit all employees — male and female — through changes in work systems and policies.

Inclusion across all aspects of life

Ultimately, while important for greater employee experiences and business outcomes, the value of DEI and ensuring more diverse representation is equally important in politics, education, the arts and all aspects of our society. International Women’s Day marks progress for all, in everything we do.

Gillian Harford Country Executive, 30% Club Ireland

Lynne Dalton Associate Director, Quality Systems and Network Support, External Manufacturing, Bristol Myers Squibb

Maeve Power Senior Director, Site Head of Quality at Cruiserath Biologics Campus, Bristol Myers Squibb

Diversity and inclusion initiatives to boost talent retention and innovation in STEM

Unlock the power of genuine diversity and inclusion initiatives. Gather insights from industry leaders on fostering innovation and talent retention through inclusive practices.

Eimear Coffey

VP, Programme Management, Fidelity Investments

Fiona Brett VP, Technology Management, Fidelity Investments

Companies should take diversity and inclusion (D&I) extremely seriously, insists Siobhan Byrne, Director, Reconciliation and Bank Relationship Oversight, Fidelity Investments. From a business perspective, creativity comes naturally when you have diversity, which helps attract and retain the best talent.

“It’s why diversity and inclusion are ingrained in everything we do,” says Byrne. “Yes, D&I has become a bit of a buzzword, but think of it this way: it’s about ‘belonging’ — a way to help associates feel that they truly belong in your company.”

Eimear Coffey, VP, Programme Management, Fidelity Investments, points out that D&I has another vital function. “The diversity of our teams mirrors the diversity of our customers,” she says. “If everyone acted and thought the same way, we wouldn’t be able to deliver the best products. When a team is diverse, everyone brings a different dynamic to the table, which fosters collaboration and greater creativity. That’s when the magic happens.”

Creating initiatives to promote gender diversity

Fiona Brett, VP, Technology Management, Fidelity Investments, has seen the impact of effective D&I policies up close. “Diversity attracts diversity,” she says. “It’s a way to encourage engagement and help your people embrace their differences. That’s why we’ve embraced it and why we’re focused on taking it to the next level.” Indeed, they have

developed a range of initiatives to promote gender diversity within their own workplace and the wider STEM industry.

Initiatives engaging students and apprentices

Coffey believes that STEM career encouragement must start early, which is why the company has teamed with Junior Achievement Ireland on an initiative called ‘Our World.’ Here, volunteers from the company visit primary schools, aiming to encourage thousands of fifth-class students to study STEAM (science, technology, engineering, arts and maths) subjects.

The investment company has also partnered with the University of Galway and nationwide outreach engagement project ‘CodePlus,’ aiming to overcome the gender imbalance in computer science and information and communication technology (ICT) at third-level institutions. “We invite female secondary school students to visit the company, meet our female tech colleagues and see what a career in the industry is really like,” urges Coffey. “We hope they’ll think: ‘If they can do it, I can do it.’”

In her spare time, Coffey is an executive sponsor of Jump2IT, an in-house programme that supports associates who join the company via its FIT apprenticeship pathway. “Jump2IT associates add so much to our organisation,” she says. “The programme is a means to support them as they move through their careers with professional and technical skills training and mentorship opportunities.”

Supporting female technologists to develop their

careers

Fiona Brett, meanwhile, is the co-creator and co-lead of PropelHER. This is an internal programme, aiming to help female technologists pursue and progress their careers and overcome barriers that stop them from fulfilling their potential. “It’s so important for a business to attract female talent,” says Brett.

“And when you have that talent, you want to keep it, so we wanted to create a network that supports and encourages our women in technology and give them a platform to articulate their career ambitions.”

Special interest inclusion groups for all employees

The company has 23 special interest groups with over 75% of employees voluntarily signed up for one or more — a testament to the fact that there really is a place for everyone. These groups include Pride, for LGBTQ+ members of staff; Enable, for colleagues with seen or unseen disabilities; RAISE for working parents and a Women’s Leadership Group, to name a few. “These groups build a sense of community and ensure that everyone feels supported to bring their full selves to work,” explains Byrne.

Coffey, Brett and Byrne passionately contribute to these initiatives in their spare time.

“We hope these programmes and initiatives create change and make a real difference for women in the company — and those yet to join,” concludes Coffey.

What makes a great workplace: flexibility, investment and DEI

Discover the Best Workplaces for Women 2024, released on the 7th of March, and celebrate the companies championing inclusion and empowering women at work.

Following bronze-level accreditation with Investors in Diversity Ireland, Aviva Ireland has been named one of the Best Workplaces for Women 2024. “There are numerous reasons why Aviva has made it onto this list,” says Erica Skelly, the company’s Talent Acquisition and DE&I Lead.

Creating an inclusive work culture

What it boils down to is genuinely engaging with diversity, equity and inclusion by fostering a supportive company culture and building an environment where everyone can thrive.

She says: “We’re making sure that people have the right resources and tools to enable them to be themselves at work, but also ensure that we have an inclusive work environment where people have the right supports to enable them to work effectively and progress in the organisation.”

Employee-led inclusion committees

This is achieved through the work of members on five committees: (1) Balance for gender diversity; (2) Pride; (3) Carers; (4) Ability; and (5) Origins. “Successful events can impact policy,” says Carina Galavan, DEI Balance Committee co-chair.

“While we’ve had some high-profile speakers, the accounts from people within the company have been the most impactful to policy changes.” Webinars on pregnancy loss and the personal impact on both female and male colleagues have helped shape policies and create greater awareness. Similarly, the same amount of maternity and paternity leave is offered, creating a level playing field and ensuring that women don’t feel negatively impacted by time off on maternity leave.

Internal career progression

Sponsoring and mentoring across our pipeline of women is key to accelerating movement into senior leadership roles, notes Galavan. “I’ve been on an Emerging Leaders programme, a leadership course within Aviva. It was progressive, and it made me feel privileged that this amount of time and resources was invested into my personal development.”

Flexible working hours

To be one of the Best Places for Women to Work, employers must support them through various life stages, including maternity leave and returning to work part-time.

Fiona Mills, DEI Balance Committee co-chair requested to transition to part-time after one year of full-time employment. “I didn’t see it happening at this stage in my career, but my manager completely supported it,” she says.

“I work a 21-hour week; it’s brilliant and life-changing. My youngest is only in senior infants, and I really didn’t think I’d be able to be present in my parent life at home while simultaneously doing what I want in my career.”

Marie Duffy PR and Communications Officer, Mental Health Ireland

Common challenges

women face

at work and

how a wellbeing strategy offers support

Uncover the challenges women face at work and how they navigate mental health. To unlock their full potential, a workplace wellbeing strategy is crucial.

Women’s professional growth in the workplace faces unique challenges, which can impact their wellbeing and career progression. Find out what these challenges are and how a workplace wellbeing strategy can help.

Women doubt themselves more Research shows that women must work harder to prove they’re just as capable as men and are more likely to miss out on key promotions and raises. Many women are more critical of themselves than men and underestimate their ability and work performance, being more likely to attribute this to a lack of their own ability. 1

Women may have extra stressors

Women are more likely to be the primary caregivers in the home and take on the bulk of child-rearing responsibility. They may also be more susceptible to socioeconomic factors that can increase stress, anxiety and other mental health challenges.

Women often feel that they have to hide their emotions at work to be treated equally, and this can add further anxiety to their situation. However, they may be more open to discussing the mental health difficulties they face and, in turn, access support earlier.

It’s also important to break the taboo around specific topics like menstruation and menopause and their direct connection to a woman’s mental health. Mental Health Ireland

has a menopause and mental health booklet that can be downloaded for free.

Comprehensive workplace wellbeing

Workplaces should provide an effective workplace wellbeing strategy and have supports in place, which can be tailored to each individual’s needs. Mental Health Ireland has a free workplace wellbeing e-module for employers, which demystifies workplace wellbeing.

Dismantling gender-based challenges for equality

Addressing the relationship between mental health, workplace dynamics and societal expectations is crucial to fostering a more supportive environment for women in the workplace. As we collectively strive for a society where mental health is prioritised, understanding and dismantling gender-based challenges is a pivotal step towards true equality.

References

1. Madeline E. Heilman et al., “Penalties for Success: Reactions to Women Who Succeed at Male GenderTyped Tasks,” Journal of Applied Psychology 89, no. 3 (2004): 416–27; Laurie A. Rudman and Peter Glick, “Prescriptive Gender Stereotypes and Backlash Toward Agentic Women,” Journal of Social Issues 57, no. 4 (2001): 743–62; Laurie A. Rudman and Peter Glick, “Feminized Management and Backlash Toward Agentic Women: The Hidden Costs to Women of a Kinder, Gentler Image of Middle Managers,” Journal of Personality and Social Psychology 77, no. 5 (1999): 1004–10; Rudman, “SelfPromotion as a Risk Factor for Women.”

Download the free menopause and mental health booklet from Mental Health Ireland: mentalhealthireland.ie/womens-health

Why STEAM companies are workplaces where women can really succeed

Why should women want a career in STEAM?

Harriet: STEAM gives you a passport to travel all over the world. As an engineer, I’ve worked on infrastructure projects in Australia, Africa, Asia and Europe. People from all walks of life must have an input into how that infrastructure is designed and utilised, otherwise, it’ll only work for a select demographic. So, STEAM careers must be diverse and inclusive.

Vineta: I agree. I come at this from an architectural perspective. If my team can offer a wide variety of perspectives to help influence a design, then the better that design will be. We’re creating inclusive spaces — which we can’t do successfully if we don’t have an inclusive team.

Niamh: The opportunities and incentives for women in STEAM are constantly growing. Take our company, Jacobs, which offers a great variety of career opportunities, a focus on work-life balance and plenty of female-friendly policies.

Have you faced potential barriers in the industry?

Niamh: Not within the industry or the company. I do think there are systemic issues within the education system that need to be addressed, however. Thankfully, there’s a great appetite to encourage females into the industry through various initiatives, such as iWish, which is committed to showcasing STEAM subjects to young women in their formative years.

Three women from the management team of a technical professional services firm say that the STEAM industry is changing to become more inclusive, diverse and female-friendly.

sometimes, but I hope that younger employees won’t have to cope with such situations these days.

Which inclusivity strategies should STEAM employers implement?

Vineta: I’m relatively new to the company, but one of the big attractions for me was that inclusivity is a core value. It’s actively championed, discussed and nurtured by leadership, so it’s ingrained in the culture. It’s more than just ‘having strategies.’

Niamh: There’s plenty of on-the-job training, plus financially supported training outside of work. The other big positive is a focus on hybrid working for a better worklife balance. Women also want a good benefits package. For example, we’re offered fertility benefits, counselling, medical advice support and funding.

The opportunities and incentives for women in STEAM are constantly growing.

Harriet: When I worked in Australia, the majority of the team was female, so we all had site gear that actually fit; but I’ve worked in other locations where women are expected to fit into the only sizes available. Plus, I’ve been in meetings where people in the room automatically gravitate towards a male colleague, even though I’m in the more senior role.

Vineta: I’ve been the only woman in the room on occasion, which can be hard. When I was younger and with another company in Texas, I worked with an older contractor and developer. They knew each other well and didn’t really want to hear my opinion — until they realised I was crucial to the job and knew my stuff. So, you have to be tough

Harriet: There’s a range of initiatives to support female staff, including a women’s network. At a global level, our aspiration is to achieve 40% female talent, 40% male talent and 20% being a flexible measure — including any gender and those who choose not to identify or disclose. While our buildings and infrastructure management team in Ireland is over 50% female.

Where do you see inclusivity heading for women in STEAM?

Niamh: It’s on the right track, but there needs to be a stronger partnership between the industry and teachers of primary and secondary schools. Ultimately, students will benefit.

Harriet: We must ensure there are educational opportunities in STEAM for every child. We must also do more to change the unconscious bias that’s systemic in every walk of life.

Vineta: Attitudes in society are moving in the right direction, but more can be done to show young women that STEAM is a completely normal career path where differences are embraced. After all, wouldn’t the world be boring if we were all the same?

Harriet Hamilton Strategic Growth Director, Buildings & Infrastructure, Ireland, Jacobs

Vineta Clegg EMEA Architectural Discipline Manager, Advanced Facilities Electronics, Jacobs

Niamh Barcoe Lead Information Manager, Life Sciences, Ireland, UK & Nordic Operations, Jacobs

Paid for by Jacobs

Why women benefit from mentorship, coaching and an empathetic workplace

Two women working for different sides of the same company explain how businesses can best support and inspire female colleagues to ensure they achieve their career goals.

Catherine Carolan and Ruth O’Brien work for the same company — but their career experiences are different. Carolan is Software Engineering Manager at multinational IT company HewlettPackard Enterprise (HPE) and Chair of the Inclusion and Diversity Committee at HPE Galway while O’Brien is Chief Risk Officer at Hewlett-Packard International Bank (HPIB), an institution authorised by the Central Bank of Ireland.

Varied work experiences and opportunities

WRITTEN BY Tony Greenway

“That’s the benefit of working for a global company like ours,” explains O’Brien. “It includes technical and engineering roles but also finance and other roles, so there’s a diversity of opportunity. I’ve worked in several roles on the finance side, which is something I value. I always say to women: ‘If you want to stay relevant, grow and progress, you have to be relentlessly curious and challenge yourself.’”

insists Carolan. “The company facilitates them with the ERGs and by funding or sponsoring events where women from inside and outside the business can gather for support.”

It’s also critical for women to feel inspired by female leaders. “Catherine and I have very obvious senior role models within our organisation,” says O’Brien. “HPE’s global Chief Technology Officer and Head of HPE Financial Services division are both women. The impact female leaders have shouldn’t be underestimated because they can give junior colleagues the confidence to apply for senior roles.”

If you want to stay relevant, grow and progress, you have to be relentlessly curious and challenge yourself.

Various informal and formal structures are in place to help them do just that. These include career development planning sessions and mentoring programmes. “The framework for career progression is there,” O’Brien insists. “We just have to make use of it by being proactive.”

Employee resource groups and career progression

This includes leaning into networking opportunities by joining employee resource groups (ERGs). “In my experience, women in the business help each other,”

Start or grow your business with financing from a governmentsupported lender

Empowering female entrepreneurs in 2024, a government-supported lender is offering business loans up to €25,000 and mentoring for both startups and established businesses.

This is a chance many may have been waiting for: the opportunity to start a business or, for established businesses, to finally take that step and grow by hiring another person, getting bigger premises or investing in new equipment.

WRITTEN BY Édaein O’Connell

How microfinance helps women entrepreneurs Government-supported lender Microfinance Ireland is continuing to support women entrepreneurs to realise their ambitions. Led by CEO Des McCarthy, the nonprofit organisation is providing small loans through the Government’s Microenterprise Loan Fund, which helps businesses — from startups

Creating a flexible and supportive workplace culture

The best companies focus on creating an inclusive and empathetic workplace culture. For example, by offering male employees six months of paternity leave, HPE has levelled the playing field. “This policy indirectly benefits women because it brings equality to caring responsibilities,” explains Carolan.

However, she admits there’s still work to do to ensure that women are better represented in IT. “I’ve seen big strides in the 20 years I’ve worked in the sector,” says Carolan. “Yet, we need to encourage more women into IT and advocate for those who currently work in it so that more women can enjoy the great careers in this sector and companies can benefit from the fantastic talent available.”

to established brands — get the financial support they need. Getting financial support from a big bank when you’re a small business (also known as a microenterprise) can be a challenge. Too often, these efforts can end in failure and stop businesses that are trying to get off the ground.

However, Microfinance Ireland is all about helping businesses that find it hard to get a loan from a bank or a traditional lender. They can provide unsecured loans of up to €25,000, with fixed interest rates you can repay over three to five years. Whether you’re a startup or an established business in need of extra cashflow that was denied a loan by a bank, they’re here to help.

Supporting diverse businesses nationwide

The lending institution supports women-led businesses nationwide, with 75% of loans allocated outside Dublin. This means they’re supporting all businesses across Ireland, from urban to rural, with startup loans, cashflow loans and expansion loans. The female-owned businesses include, for example, the food, health, fitness, childcare and service sectors. You don’t have to be an Irish citizen, but you have to be living in Ireland to get finance.

Finance and mentoring

While finance is important, mentoring also plays an important part in this mission. Working alongside Local Enterprise Offices (LEOs), business mentors are available to help entrepreneurs in all areas, from their business plans to cashflow projections.

Unlike most other lenders, they will help with the application and guide the applicants through the process. With a focus on the future, Microfinance Ireland is funding the ambitions of business owners and entrepreneurs.

Medical

recruitment focused on helping women navigate career challenges

Women in the Irish healthcare sector — joining from all over the world — should be more celebrated for their skill, dedication and resilience.

Sheena Morgan, Head of Doctors at healthcare recruitment specialist Medforce, is ceaselessly impressed by the skill, dedication and bravery of the female healthcare professionals she recruits.

International medical recruitment specialist

Sheena places non-consultant and consultant-level doctors in Irish hospitals across specialties, often recruiting talented women from overseas. “They come from countries such as Pakistan, Sudan and South Africa, to name a few,” she explains.

“I think it’s incredibly brave of these young, single women to leave their families behind to start a new job in an entirely different culture. Some come from war-torn countries and are looking for a better life for themselves and their children in a safe place with a good education system. We help make their journey as simple as possible both from a compliance and an individual support perspective.”

Helping female health professionals find fulfilling careers

Globally, women in the healthcare profession still face challenges. “They can experience conscious or unconscious gender bias,” says Sheena. “Also, some specialist roles tend to be male-dominated as, generally, women with family responsibilities seek roles with a better work-life balance. That said, the sector is constantly modernising and offering inclusive opportunities. So, more female leaders will be coming through.”

Women — at all levels of seniority and all areas of healthcare — have so much to give the profession, says Sheena. “They are resilient, compassionate and good communicators,” she notes. “Doctors often tell me that when female leaders are included within a team, issues are resolved more quickly.”

Sheena, with a deep understanding of healthcare issues, finds joy in aiding individuals to secure new roles and empowering their success. She describes herself as more of a partner or collaborator. “For example, years ago, I helped a doctor from Africa find a job in Ireland as a registrar,” she remembers. “She’s now a consultant who contacted me to say, ‘Sheena, you changed my life!’ It’s that sort of thing that’s special — and makes my job feel fulfilling.”

Paid for by Medforce Find out more at medforce.ie

Redefine

Irish corporate culture: how to provide menstrual health support

Enhance workplaces by prioritising menstrual health. From dispelling myths to practical support, create an inclusive environment to empower employees.

In Irish workplaces, there’s an oftenoverlooked issue: the effects of menstruation. Recognising and promoting menstrual health isn’t just an added wellness benefit; it’s fundamental for fostering an inclusive and efficient work environment.

Why is workplace menstrual health support crucial?

First, consider the physical and emotional complexities of menstruation. Symptoms like cramps, fatigue and mood fluctuations can significantly affect concentration and productivity. These challenges can add an extra layer of stress, often without the understanding or support of colleagues and superiors. Moreover, menstruation-related issues are still shrouded in unnecessary stigma and discomfort in many corporate cultures. This lack of openness not only perpetuates myths but also discourages women from seeking the support they need.

Normalising menstruation and its challenges

It’s crucial to remember that menstruation is a natural biological process, not a weakness or inconvenience. Understanding the various challenges that can accompany the menstrual cycle is paramount — from endometriosis to polycystic ovary syndrome (PCOS) and premenstrual dysphoric disorder (PMDD). Embracing this understanding is a step towards a more progressive and empathetic workplace.

How can Irish workplaces become menstruationfriendly?

It starts with education and conversation. Workshops and seminars on menstrual health can dispel myths and promote a culture of openness.

Practical support is equally important. Flexible working arrangements during menstruation, access to menstrual products (ideally for free) in restrooms and a supportive HR policy can make a substantial difference. These actions not only aid in managing symptoms but also send a powerful message: the company values and respects its employees who experience menstruation.

Business imperative of menstrual support

Sheena Morgan Head of Doctors, Medforce WRITTEN BY Tony Greenway

Supporting menstrual health isn’t just a wellness issue; it’s a business imperative. By fostering a supportive environment, companies not only uplift their female staff but also enhance overall productivity, morale and loyalty. It’s high time Irish workplaces recognise and act on the importance of menstrual support, paving the way to a more inclusive and empowering corporate culture.

The story behind the numbers: chartered accountancy and career growth

Triona Dowd, Senior Finance Manager – ESG at Reckitt, shares how her chartered accountancy qualification brought her to London and was key to unlocking her potential, advancing her career and making an impact.

From an early age, I’ve always had an interest in business. My first taste of stocks and shares came in the form of the market price for livestock. I grew up in Cloghane, just outside Dingle. I would go to Dingle Mart with my father and hear people discuss whether a neighbour overpaid or got a good deal. My commercial interest grew from there and led me to training with Ormsby and Rhodes, a medium-sized firm in Dublin. There, I learned to transform a box of receipts into a set of financial statements — that financial grounding is key. What matters to every business is the story behind the numbers.

Dynamic chartered accountancy environment

My dyslexia was less recognised in the 80s, but I always knew I had it. I chose Chartered Accountancy as a profession with high standards; I needed to prove myself. Since moving to London, I have worked for Reckitt (makers of Dettol, Lemsip, Nurofen, etc.).

I love the pace. I love seeing the full supply chain, walking the factory floor, meeting distributors, visiting retail stores and collaborating with our sales and marketing teams. I am constantly learning. My qualification has allowed me to evolve my experience, and I am excited for my new role as Senior Finance Manager – ESG (Environment, Social and Governance). It means working across all our teams to embed Reckitt’s ambitious sustainability goals into the business and ensure long-term sustainable growth and tangible change.

Advice to the next generation

Accountancy is a broad term, covering many diverse roles. It gives you a great business grounding. Build your network in the areas you’re drawn to, and speak to interesting people about their experiences. Working lives span over 40 years, so focus on quality and excellence, and always stay open to opportunities. Then, when they come along — and they will — you will be ready to respond and enjoy the journey.

Catherine O’Keeffe Menopause Workplace Consultant, Wellness Warrior

What the Statutory Domestic Violence Leave means for employers and employees

Explore Ireland’s Statutory Domestic Violence Leave provision and how it addresses domestic violence as an employer, reducing work-related challenges for victims.

Ireland has introduced a provision for Statutory Domestic Violence Leave — one of the first countries in the EU to do so. Addressing domestic violence as an employer reduces the risk of victims giving up work, increases financial security and shows solidarity and support at times of isolation.

Hidden reality of domestic abuse

Amidst Covid-19, the intersection of work and home exposed the hidden reality of domestic abuse victims. This issue extends beyond personal life to impact all aspects of women’s lives, with 1 in 3 (37%) working people surveyed across multiple industries and at varying levels of seniority having experienced domestic abuse. The impacts are stark: reduced productivity, increased absenteeism and cessation of employment.

Resources for employers

Statutory domestic violence leave is most effectively implemented when part of a wider organisational response to domestic violence and abuse, including a domestic violence policy, training for key personnel and awareness initiatives. By taking action, employers are proactively supporting victims to stay safe in and around the workplace, maintain productivity and remain in employment.

Intimate relationship abuse: how to spot it and where to find support

Learn the severe impact of intimate relationship abuse on young women’s mental health including depression, anxiety, PTSD and suicidal ideation.

Women’s Aid reveals that young women subjected to intimate relationship abuse can face severe and long-lasting mental health consequences. In Ireland, one in five young women aged 18–25 have been abused by a current partner or ex.

Of these young women, 84% said that the abuse had a severe impact on them, including suffering low selfesteem/self-worth, anxiety, depression and isolation or withdrawal from friends, family and social events. Worryingly, 44% of them experienced suicidal thoughts, with 19% attempting suicide — underlining the urgency for awareness and support.

Taking intimate relationship abuse seriously Emotional abuse, online abuse and sexual coercion are pervasive (9 of 10 young women report emotional abuse). Despite this, abusive behaviours have become normalised in young relationships, and it is often difficult to spot controlling behaviours.

The #TooIntoYou campaign aims to highlight the red flags of intimate relationship abuse to young women. Encourage young women to seek support if concerned about their partner’s or ex’s treatment at toointoyou.ie, the Women’s Aid website for young people.

Hannah Wayte Employer Engagement Project Leader, Women’s Aid

Mary Hayes Too Into You Project Lead, Women’s Aid

Women in STEM: discovering diverse paths to success

From unexpected career transitions to challenging misconceptions, three women share their experiences of working in STEM and explain how education and visibility play crucial roles in encouraging more women to embrace the field.

How did your career in STEM begin?

Lyndsey: There is a misconception that you need a technology degree to work in STEM, but I am proof that this isn’t true. It is a very broad and welcoming space with multiple entry routes. I didn’t go to university; I worked my way up through multiple companies. I’m an accountant by trade, and Energia opened new doors for me. I was able to take my accounting skills and transfer them to harness technology and re-engineer our business processes, making the working life more manageable for our teams.

Carina: I fell into the industry by chance, and I’m so happy I did. From a background in management, I moved into project management in technology and have been very successful in the sector. This brought me to my current role as Senior Project Manager in our Technology and Innovation Team.

Why should women want to join your company and the STEM industry?

What barriers or biases do women in STEM careers face?

Carina: For me, the idea of barriers just feeds into a stereotype that boys are better at engineering, science and maths. However, looking at current statistics from schools, this isn’t true. So, I don’t see any barriers for women, only opportunities.

Lyndsey: I think the stereotype that it’s a maledominated industry puts women off, but it shouldn’t. In my career, I haven’t faced any barriers; I have only been embraced by all genders who promote and elevate each other. People respect you for your input, values and professionalism and not your gender, in my experience.

WRITTEN BY Édaein O’Connell

Paid for by Energia Group

Lyndsey: We drive innovation and focus on building solutions to problems on a global scale. At Energia, renewable energy is at the core of our work; you’re a part of something bigger — something meaningful with a positive impact on communities. You benefit from working with this professional network of people with such an impressive knowledge base.

Carina: There are so many opportunities in this fast-growing sector, with multiple career paths. Energia offers these opportunities making me feel empowered to grow my career.

Grainne: There’s a real sense of belonging at Energia Group. Our Women in Energy network highlights this connection, bringing employees together at events and through International Women’s Day celebrations — recognising the achievements of the incredible females who work here.

There’s an environment where everyone feels valued. We are committed to providing an inclusive workplace through our Employee Value Proposition, including reward offerings and development opportunities. We have female health policies on pregnancy loss, fertility treatment and menopause and full pay for maternity leave.

How can STEM roles be promoted more to empower girls at school level?

Grainne: Careers in STEM should be showcased from primary school level. We engage with schools across the island, facilitating tours to our wind farms, for example, so students can learn about the industry and hopefully energise them by highlighting the impact our careers can make.

Carina: It’s all about visibility. When I was younger, I didn’t see women in roles like this, but it just takes one to inspire you. The more women showcase their careers and share stories, the better.

What advice would you give to women considering a career in STEM?

Carina: Go for it — that’s my biggest and most important piece of advice.

Grainne: If you enjoy STEM, there will be an opportunity for you. Pursue your interests, use resources such as career advisors — and network to find your niche.

Lyndsey: Push forward, you can be everything you want to be. There is always a way to get to your goals. If you even have an inkling of interest in this area, dip your toe in and give it a try.

Find

Grainne O’Brien Senior HR Business Partner, Energia Group

Carina Milnes Senior Project Manager, Energia Group

Lyndsey Ivory Rogan Head of Finance Transformation, Energia Group

It is proven by research; every industry is more productive and excels if it has equal contribution from both genders.

Reinventing the image of engineering for female students

Proactively empower women into engineering roles. Through STEM outreach and inclusive education initiatives, we can close the gender gap in engineering.

Dr Breda Brennan Head of School of Engineering, Dundalk Institute of Technology

Dundalk Institute of Technology (DkIT) is celebrating this year’s International Women’s Day through the lens of engineering. The School of Engineering was recently awarded the extremely prestigious and much sought-after Bronze Athena Swan accreditation.

The Athena Swan charter is a framework used across the globe to support and transform gender equality in higher education and research. This application was spearheaded by Dr Breda Brennan, DkIT’s first female Head of School of Engineering, who was only appointed to this position in the last 12 months.

Addressing gender gap in engineering

With female engineers representing just 12% of the profession in Ireland, along with the latest data from the Higher Education Authority indicating that only 23% of engineering graduates are female, the School of Engineering in DkIT attaining this Athena Swan Bronze accreditation is a step in the right direction for the Institute to help address these national statistics and support female engagement within this highly in demand industry.

Inclusive engineering education advocacy

The theme for IWD 2024 is Inspire Inclusion; Dr Breda Brennan feels strongly about striving to embody that message within the School of Engineering, saying: “As the new Head of School of Engineering and

having worked in higher education for 30 years, I am committed to facilitating and driving cultural and structural changes, which will remove any barriers to equality, diversity and inclusivity for both students and staff. I have a strong interest in providing educational opportunities for all.

I am also acutely aware that we need to be visible in the communities that we serve. Inspiring inclusion with children as early as possible is absolutely key. The opportunity to present engineering as a career option can significantly alter gender participation rates in the future. It is proven by research; every industry is more productive and excels if it has equal contribution from both genders.”

Celebrating STEM outreach inclusion

Taking its inspiration from the recent success of the School of Engineering, the institute’s annual International Women’s Day event will celebrate and shine a light on the importance of female STEM school outreach at both primary and secondary levels, aiming to inspire inclusion throughout all of its STEM subjects.

Key speakers will include Gareth Kelly, one of the engineering lecturers responsible for primary school outreach. He says: “I work with children from the ages of 7–11. At that stage, girls and boys don’t believe in gender role barriers. Having the opportunity to introduce them to engineering at this early stage is absolute magic, as many young girls and boys dream of being astronauts or professional footballers.”

Engaging secondary school girls

Maryellen Kelledy straddles both academia and enterprise. She is Chief of Staff for Overhaul, a global supply chain company and lecturers in electronic engineering, bringing real-life engineering experience to the highly interactive roadshows she helps to roll out in female TY secondary schools.

She says: “Outreach in secondary schools is extremely important. Unfortunately, some of the samegender schools don’t have as much access to information on engineering. It’s amazing, the reaction I get when I explain that every product needs to be engineered in some way — from cars to mobile phones to mascara brushes.”

Shaping a gender-inclusive industry Dr Brennan advocates for proactive engagement throughout the educational journey of female students, foreseeing a positive shift in industry gender balance. This entails ongoing efforts — from promoting engineering programmes among females through collaboration with primary and secondary schools to ensuring equal opportunities for success within the institute’s own engineering programmes.

The overarching goal is to foster a culture of inclusivity and equality among both staff and students, ultimately boosting female graduation rates and participation in this dynamic and sought-after industry.