Women in Business IE - Q3 2022

Giving women a greater chance of success in business

How can female entrepreneurs navigate a world full of barriers and challenges and increase their chances of a successful business venture and career?

Starting and managing a business can be difficult. Female entrepreneurs might find it even more challenging to get ahead and break certain barriers, especially with access to funding and business support.

Helping women succeed

• Join a ‘women in business’ community – find a local or online group bringing together and supporting female entrepreneurs, or start your own!

• Find a business mentor – or become a mentor to pass on your knowledge to someone just starting.

• Upskill – take part in courses, workshops, conferences, etc tailored to your needs. Whether that is a writing course, marketing or sourcing financing – always make time to expand your knowledge throughout your career.

• Build your network early: Networking and building your list of contacts as early as possible ensures that you have a foundation of connections and resources available to you when you need them the most.

• Know your elevator pitch. Don’t be afraid to ask questions or ask for help, and follow up!

Getting support

There is a constantly growing list of resources and grants available across Ireland to support women in business, such as She’s Next (Empowered by Visa) which helps women with funding and grants; Women in Business Network (run by LEO) supports women with various events and networking; MentorsWork has a 12-week programme tailored to individual business needs.

National Women’s Enterprise Day is taking place on 13 October this year, so be sure to check out your Local Enterprise Office for more information on how you can get involved.

Finally, the Small Firms Association is available to assist with everything you need to boost your business through a dedicated membership network, online guides, resources and templates, networking, events and more.

Bridging the gender pay gap should be a top priority for businesses

Gender pay gap reporting alone will not identify or solve the myriad of structural, cultural and policy causes of gender imbalance but it will focus attention on taking necessary action on the issues contributing to the gap.

The gender pay gap is an unusual calculation which rather than considering the job, working pattern, level in the organisation, competencies, qualifications or experience; simply, it compares the difference in average earnings of all men with the average earnings of all women. It does not indicate discrimination, or an absence of equal pay, but instead captures whether women are equally represented across an organisation.

Identifying deep-rooted issues

A gender pay gap is a point in time and the result of a range of decisions made in preceding years that led to here, decisions in the education system, in society and in organisations. Decisions such as whether certain subjects are available in same-sex schools, leading to early narrowing of career choices. It can include how society thinks about men, women and gender including the jobs they hold and the responsibility for caring. While many of these decisions are outside employers’ control, there are coherent steps that can be taken to address the issues contributing to the gender pay gap in organisations.

1. Overcome bias and embed gender- conscious recruitment processes. Often, recruitment relies on networks, referrals and the same sources of talent which may place women at a disadvantage. The use of gender

Project Manager: Michelle Clayton michelle.clayton@mediaplanet.com

balanced long-lists from both internal and external recruiters alongside inclusive hiring training is essential for gender balanced outcomes.

2. Address inequities in development and promotion. Analyse development and stretch project opportunities to ensure parity and balanced pipelines. Provide broad network-building opportunities to ensure talent at all levels have access to the mentors and sponsors that support career development and progression.

3. Ensure smooth on and offramping for women during maternity leave and return. Successful transitions are encouraged by line manager training and individual coaching. Males should be encouraged to also take the relevant leaves available to support the use and acceptance of family leaves for all.

4. Measure the actions. Set timebound targets for gender balanced senior management and connect targets to the performance of leaders.

Businesses have a key role to play and are the only stakeholders who have to report on the gender pay gap, however, a concerted effort will be required by all stakeholders if we are really to address the true causes and achieve gender parity.

Business Development Manager: Samantha Taylor

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Kara McGann Head of Social Policy, IBEC

Why a flexible and dynamic environment is a good place to champion equality

Gender equality in the workplace can be achieved with initiatives such as agile working, women’s networks, family-friendly policies, and training programmes.

Duringher 15 years in the industry, Emma Mongey — ETF Operations Manager in the Dublin-based office of the global investment manager, Invesco — has seen big changes that have helped champion gender equality.“I think the sector has moved away from pigeonholing men and women into specific roles,”she says.“The Dublin office, which is the hub for its ETF operations in EMEA — one of the fastest-growing ETF platforms in Europe (USD 64 billion assets under management) — maintains a near 50/50 female/male workforce, including 50% female senior managers.

Balancing personal and work responsibilities

The company focuses on agile working, with staff making the most of working from home and smart/flexible hours. “It’s important that everyone, whatever their gender, maintains a proper work/ life balance,” says Jennifer Farrell, Senior Compliance Executive at Invesco. “The greatest benefit for me is our ‘smart hours’ system. It means I can work my hours around my childcare requirements. There’s been significant retention of staff in the Dublin office, particularly working parents because of this flexibility.”

Meanwhile, a modern new office — opened in December 2021 — is designed to facilitate creativity and collaboration. “It’s fully agile, high-spec and very cool, with breakout pods and areas for informal one-to-one chats,” explains Farrell. “By evolving from a traditional layout, the new office allows employees to use the space more efficiently, and hybrid policies cut back on unnecessary travel.” The environmentally friendly building — which has LEED (Leadership in Energy and Environmental Design) certification — is the company’s test case for its other offices worldwide.

Networking opportunities for women Career progression is provided in part by the Dublin chapter of Invesco’s Women’s Network, which, Farrell was involved in establishing in 2017 — “It’s a good way to build new connections and keep established ones open,” she says — and remains an active member, while Mongey has been its Chair since 2018. “The aim of the group is to attract, retain, develop, and advance women across all levels and functions within the firm,” says Mongey.

The firm will become a signatory to the Government of Ireland’s Women in Finance Charter to achieve greater gender balance and inclusivity across the financial services sector in Ireland. Fostering and harnessing women’s talent and experience will lead to greater diversity, experience and leadership styles for the economic benefit of clients, firm and the wider community.

Programmes unlocking career development Mongey and Farrell believe that mentorship and training programmes are key to career development and personal growth. “Mentorship programmes can offer different things to different people,” says Farrell. “I’ve been afforded lots of opportunities through mentoring and study support, such as advancing my knowledge base and skill set, continued professional qualifications, accelerated professional development and personal accomplishment.”

The company rolled out six months’ paid parental leave — one of the first in the industry in Ireland to do so for both parents. That puts everyone on a more level playing field.

A company with family-friendly policies

Family-friendly working policies have also had a positive impact. “In the past, women who took maternity leave might be concerned that taking time off would stall their careers in a way that gave male colleagues an unfair advantage,” says Mongey. “So, two years ago, the company rolled out six months’ paid parental leave — one of the first in the industry in Ireland to do so for both parents. That puts everyone on a more level playing field.”

Like Farrell, Mongey — who has also participated in mentorship programmes run by external providers within the sector — has continued studies in industryrelated areas such as Compliance and Project Management. “The industry is moving so rapidly that growing your skillset and increasing your knowledge is the only way to keep up,” she says.

“The company actively encourages continuous learning among all staff at all levels, sponsoring studies and being fully supportive. It’s just another example of its ‘equality in everything’ ethos and helping a person thrive and enjoy their role.”

WRITTEN BY Tony Greenway

Emma Mongey ETF Operations Manager, Invesco

Jennifer Farrell Senior Compliance Executive, Invesco

Paid for by Invesco

by Invesco

In a society that increasingly values conscious action, diversity has grown in importance for businesses.

Donal Murphy, Managing Director of fast-growing entrepreneurial business Bluestone Motor Finance, highlights the importance of prioritising diversity and inclusion in recruiting quality people to support the business’ growth.

Diversity to attract new talent

Murphy states, “I cannot understate the value we have gained from creating an inclusive environment from day one.

Gender diversity is a natural part of our business, and while I can point to a split of 50/50 in gender representation across our senior leadership team, diversity for us is more than policies, programmes or headcount. We aim to be truly inclusive, regardless of gender, age, disability, race, religion or sexual orientation.

At Bluestone, everyone is welcome.”

Female-dominated automotive finance

Across financial services, 24% of business leaders identify as female. Representation falls under 10% in the automotive industry.

At Bluestone, that number is 50%.

Liz McNab, Head of Lending, points to the importance of culture: “As a young company, we have not had to break down the type of barriers that I have experienced in established businesses. It is an advantage that means there are no glass ceilings for women to make their mark and succeed.”

A winning mentality for all Head of Marketing, Stacey O’Connor highlights another cultural cue: the importance of a winning mentality.

“Our inclusive approach means that everyone knows they can thrive and contribute to our success. In doing so, they can develop their skills and careers. I actively support the importance of promoting a winning mentality for all and the momentum it can create for people to realise their full potential.”

Being conscious of ‘unconscious bias’

Murphy concludes, “In promoting the importance of diversity and inclusion, I appreciate the risk of unconscious bias and how it can stifle peoples’ potentials. We seek to be consciously competent in recognising such biases as a potentially limiting factor. This simple step continues to be a powerful tool in helping us be the best we can, individually and collectively.”

Liz McNab Head of Lending, Bluestone Motor Finance

How collaboration supports the growth women in the industry

Ireland is seeking to become Europe’s STEM leader by 2026 by nurturing an ecosystem that facilitates and encourages women in technology.

by McKinsey Global Institute has shown that gender-diverse companies are 15% more likely to outperform their peers financially. Advancing gender equality at work could add USD 12 trillion to global GDP growth by 2025.

Astudy

In Ireland, there are approximately 118,000 people in jobs using STEM skills. The proportion of women in these roles is about 25%. According to the Expert Group on Future Skills Needs, Ireland will have about 44,500 job openings for people with high-level ICT skills over the next six years.

Training for school children

IDA launched a Women in STEM directory which details the programmes available across the attract, retain and promote framework. Among these 70 programmes, there is a network or project to complement every business culture. They start at school level with initiatives like VEX Robotics for primary school children who design, build and program their own robot to STEPS by Engineers Ireland giving Transition Year students hands-on, fun and practical insight into engineering.

Programmes enabling women

The leaky talent pipeline for women in STEM underlines the importance of retention through strategic efforts. Many efforts are supported by our client companies such as CWIT and 30% Club’s mentoring network and DIGITAL Skillnet’s Women ReBOOT programme.

30% Club’s thought mentoring, executive education scholarships and board ready initiatives,

in addition to WITS’ 30-year history of strategic networking and policy influencing, combine with 20 other programmes to enable the advancement of women in this space.

Internships for teachers

Education plays a strong role for women in technology. In 2019, Accenture’s Girls in STEM reported that teachers are one of the biggest influences in young girls. In 2016, the STEM teacher internship (STInt) was launched by Dublin City University, in collaboration with Accenture and the 30% Club for both primary and secondary school teachers. It provides future STEM teachers handson training for careers in the industry. This, in turn, will empower them to inspire their own students to engage in STEM subjects and careers.

The quality of Ireland’s education system and the calibre of its graduates are critical with the third level attainment rate significantly above the EU average in 2019 (55.4% versus 39.4%). We must continue to move the dial and make Ireland the leader for women in tech.

The importance of diversity and inclusion in a fast-growing business

Victoria MacKechnie

Vice President, Technology Group Manager, IDA Ireland

WRITTEN BY Sarah Brown

Education and mentors can inspire women to pursue tech careers

Companies in the STEM industry can create an inclusive workforce by providing educational initiatives and mentorships to encourage young women to pursue careers in tech.

Tech can be an “exciting, interesting and achievable career choice” says Lorna Martyn, regional chair at Fidelity Investments Ireland. However, the number of women in tech roles has reduced as the industry has grown.

Exposing young students to tech

Many young female students can become discouraged from pursuing tech roles if the relevant career advice is not easily available to them. “That’s where the power of role models and educational programmes comes in,” says Martyn.

One way to boost the numbers of young women entering tech positions is by educating students of all ages — especially girls — through school visits, partnerships with like-minded organisations and educational programmes that teach tech skills. Fidelity Investments recently partnered with Junior Achievement to develop Our World, a five-week, STEM-focused educational programme that will be rolled out to over 12,500 students, parents and teachers, with a focus on female participation of over 60%.

“We’ve taken it as our mission to promote careers in our industry, starting from primary school education through to third-level education and into early careers,” says Martyn.

Showcasing careers in technology

Teachers play an important role in shaping the career paths of their students. To enrich this influence, Fidelity

Investments provides a paid 12-week Student Teacher Internship focused on educating teachers about the different STEM careers available for their students. It also helps teachers learn about integrating technology in the classroom.

“It’s important that those who are educating the workforce of the future have an understanding of the STEM career options available for their students,” says Martyn. “It also allows those student teachers to learn about technology and earn over the summer period.”

Retaining top female talent

Apart from acquiring a diverse workforce, companies need to focus on retention too. “We recognise we have an obligation to help resolve the pipeline problem and develop our female technologists,” says Martyn.

Once a company has attracted female workers into technology roles, the focus then shifts to retaining and developing them. One way to do this is through internal mentorship schemes that help take employees’ careers to the next level.

“Our female-focused mentoring programme, PropelHER, aims to support the career development of our female technologists, to help them develop skills to advance into more senior roles,” says Martyn.

Why ‘people businesses’ are leading the way

Why should companies aim to be ‘people businesses’?

Fiona Matthews: In order to succeed, businesses must value and invest in their people. Applegreen genuinely supports entrepreneurial spirit and ambition and offers progression opportunities to women and men alike.

Kerri Hill: When I joined the business, I immediately saw strong women in key leadership roles, which was inspiring. I’ve always been treated fairly and felt I could progress.

Can graduate schemes be a way to broaden talent in a company?

FM: Absolutely. Our graduate programme is in its third year now and is key to our growth because it’s shaping the future leaders of the business. We’re fast-growing and have to develop a talent pipeline to support our expansion.

KH: I recognise myself in the graduates coming into the business. Early on, I felt apprehensive about putting myself forward for promotion. Luckily, the company pushes people — men and women — to be the best they can be.

women returning from a career break and flexible/hybrid working. Plus, a strong sports and social culture, because having fun is part of Applegreen’s DNA.

KH: A culture of empathy is vital. During the seven years I’ve been here, I felt that the senior management team have really cared, taken the time to check in with me and allowed any flexibility I needed.

Why should women want to join your industry?

It’s been thought of as a male-dominated environment in the past, but it’s great to see many successful women in the sector now.

FM: It’s an exciting time because we’re going through so much change, with forecourt retailing evolving into a hybrid of hospitality and retail — and technology advances such as the move to electric vehicles.

KH: It’s been thought of as a maledominated environment in the past, but it’s great to see many successful women in the sector now.

What’s your advice to any woman starting out?

What sort of company initiatives and culture promote inclusivity?

FM: Work/life balance and wellbeing are so important. Happy colleagues make for a successful business — so initiatives such as maternity/paternity leave, supporting

KH: Believe in yourself. Women tend to underestimate themselves, but I’ve been pushed outside of my comfort zone and learned that I’m far more capable and ambitious than I realised. Ambition is encouraged here in Applegreen.

FM: Be true to yourself. Figure out what makes you tick, what you enjoy, what your strengths are — and build from there.

Lorna Martyn

Fiona Matthews and Kerri Hill, two senior leaders from a

Fiona Matthews

Director ROI,

WRITTEN BY Tony Greenway

Kerri Hill Senior Group Financial Reporting Manager,

Top tips for ensuring successful and lasting change

Now, more than ever, organisations and leaders are navigating uncharted territory. So how can we equip organisations, our people and ourselves to thrive in a volatile environment requiring constant change?

At Sia Partners, we are committed to the development of women in leadership roles and have proudly sponsored the Irish Sailing Sia Partners Women at the Helm for the second time this year, championing female crews and skippers at the helm. The following are our key tips for delivering real change:

Do not underestimate the power of culture

Support and buy-in from the outset are critical to creating a positive change experience for your people. Identify and leverage the aspects of your culture that will build curiosity and support about the future direction. Identify the traits within your culture that may hinder progress, and listen to your people’s concerns. Use this information to build a people and culture strategy that will bolster your transformation programme and help you achieve the agility that organisations need today.

Invest in your people

Change takes energy, and people across the organisation must be equipped with the tools and knowledge to feel like they are part of the change and play a role in it. Change is an opportunity for people to upskill and gain new experience; invest in this appropriately, and you will have the capability you need for the future, along with a motivated and engaged workforce.

Communicate consistently:

Progress will ebb and flow, but authentic and transparent communication is a necessity to sustain integrity and belief in change through challenging times. Things won’t always go to plan, but continue to be reliable and honest in how you communicate to ensure you don’t lose support.

Invest in yourself

Transformation and change are complex and multi-faceted. Set yourself up for success by surrounding yourself with the right capacity and capability. Seek support from people who understand large-scale change and have navigated these waters successfully. Their learnings will help you avoid the most common pitfalls and help you achieve your programme goals.

Initiatives promote more women to lead businesses in Ireland

Extensive research shows that companies with gender balance in leadership positions perform better in terms of profitability, productivity, innovation and growth.

Inan era when competition for talent has dramatically intensified, companies with a more diversified and balanced team will be more attractive to a wider pool of talent.

Diversity for the economy

Enterprise Ireland works to accelerate the development of world-class Irish companies to achieve leading positions in global markets. A key goal of our strategy ‘Leading in a Changing World 2022–2024,’ is to ensure at least 30% participation by women in our significant management development programmes.

Ensuring that women realise their full business potential is critical to economic prosperity. We offer support to help Irish companies assess their needs as they address the current gaps and future plans.

Initiative for women

(HPSUs). This includes dedicated funding for early-stage women entrepreneurs, showcasing role models and capability building combined with peer-to-peer networking. In addition, in collaboration with the Irish Venture Capital Association, we are rolling out a new programme this year, aimed at enabling women entrepreneurs to raise venture capital finance.

While there is still work to do, positive momentum has already been achieved.

Recent achievements

It is freely available to all businesses, which they can utilise to develop a gender balance action plan tailored for them.

Last year, we launched The Level Project. This initiative comes from the organisation’s six-year strategy for Women in Business and is designed to increase the number of women in leadership and senior management positions in Irish SMEs.

The Level Project Action Planning Toolkit, which is just one example of our recent work in this area, provides a practical online resource. It is freely available to all businesses, which they can utilise to develop a gender balance action plan tailored to them.

Entrepreneurship programmes

Over the past decade, we have been delivering several initiatives to encourage diversity, promote women’s entrepreneurship and increase the number of women-led High Potential Start-Ups

Since 2013, 75% of the funds supported through the Seed and Venture Capital investment scheme have a woman at the partner/ investment manager level.

Last October, European tech magazine SIFTED listed Enterprise Ireland as the number one VC in Europe by deal counts in female founders over the past five years. Overall, the proportion of women-founded Enterprise Ireland HPSUs has risen from just 7% in 2011 to 29% in 2021.

By harnessing the full talent and expertise of Ireland’s diverse population and enhancing the gender balance of senior teams, Irish companies can build strong leadership, attract talent and improve their business performance.

Sheelagh Daly Entrepreneurship Manager, Enterprise Ireland

Catherine

Director

Why we love our flexible and fascinating careers in consulting

What’s exciting about consulting — insists Claudia Carr, Partner at multinational management and technology consulting firm, BearingPoint Ireland — is that every day is different. “It’s an industry that involves constant learning and development to support a varied range of clients,” she says. “It’s endlessly fascinating.”

Providing flexibility

Helen Crooks, a Senior Manager in Carr’s team, agrees. She joined the company over 15 years ago as a graduate straight from college. “Consulting is so interesting and challenging,” she says.

A hybrid working culture

That’s been a big plus for Crooks who has two, young daughters and enjoys making the most of hybrid working opportunities. She says: “Hybrid working has improved my work/life balance enormously. I’ve been able to cut down on commuting or — if I’m in the office or with a client — get back in time for dinner with the family.” She cites time management and communication as essential to make this work.

WRITTEN BY Tony Greenway

She values flexibility and acknowledges it works two ways — as both a reward and a challenge when an extra push is required to get something across the line.

“There aren’t many jobs where you get to embed yourself in the different worlds of your various clients. But we do. I’ve worked on everything from short-term strategies for financial companies to multi-year transformational programmes with public sector clients.”

Consulting is a flexible industry that values its employees. “It’s not healthy to bombard people with work,” says Carr. “Apart from being stressful, it also impacts their performance. We want to create a happy environment that offers colleagues interesting and stimulating work — but also gives them their own space and time.”

Delivering STEM scholarships to promote diversity and expand opportunities

The science, technology, engineering and mathematics (STEM) disciplines are central to how business and society will operate and are crucial in the solutions we develop to address climate change.

“Because I work in a dynamic environment, I know it’s important to plan so that my team can function when I’m not physically there,” she says. “I find everyone — colleagues and clients — very respectful and supportive of my working arrangements.”

A diverse perspective

Sometimes, there’s no substitute for being in the office. “It’s hard to foster personal relationships virtually,” admits Carr. It’s why she makes sure that new joiners have the chance to make in-person connections.

Consulting offers one other big benefit for Carr and Crooks: their team is diverse and inclusive. “That’s critical,” explains Carr. “It means we all have different experiences and perspectives which help us broaden our approach and better understand our clients’ needs.”

level. The scholarships — valued at €20,000 each (over a four-year degree) — are aimed at attracting women residents in Ireland to study STEM subjects at Trinity College Dublin. We are supporting 25 undergraduate scholarships over the next five years.

Fellowships for teachers

Careers

in STEM are challenging, rewarding and very flexible in the career paths they offer. However, STEM generally — particularly maths, technology and engineering — suffers from both a skills shortage and a lack of diversity in the workforce.

Providing options in education

The number of students from areas of socioeconomic disadvantage pursuing STEM courses and careers remains low, despite more students from such backgrounds entering third level education. Moreover, the number of students from disadvantaged

communities taking higher-level mathematics in the senior cycle is below the national average.

We, at Three Ireland, together with Trinity College Dublin are delighted to offer a new Connect to STEM scholarship which will fund the creation of 25 scholarships for women in STEM over five years and two teacher fellowships for three years.

Scholarships for students

We are taking steps to further promote diversity and inclusion in Trinity’s STEM student population. Our partnership hopes to develop and execute STEM scholarships for women at the undergraduate

The Trinity Access Teacher Fellows programme aims to encourage the study of higher-level mathematics in schools within areas of concentrated disadvantage. The initiative will help empower teachers and students to increase their level of interest and competency in mathematics. This will open up opportunities for students to pursue courses and careers in the full range of STEM disciplines.

Three Ireland is supporting the project by funding the appointment of two teacher fellows who will be seconded from the Department of Education and Skills to work as part of the Trinity Access project team.

The technology sector must recruit employees from a range of backgrounds to drive greater innovation and diversity in the workplace. As a large employer in the STEM sector, we recognise the role we play at Three Ireland to ensure the talent pool is as diverse as possible, and these scholarships are part of our efforts.

Organisations must be diverse, inclusive and flexible to meet the needs and expectations of their clients and their employees, say two female leaders in the consulting industry.

Claudia Carr Partner, BearingPoint Ireland

Helen Crooks Senior Manager, BearingPoint Ireland

Find out more at bearingpoint careers.ie/ #join-our-team

Paid for by BearingPoint

Elaine Carey

Chief Commercial

Paid for by Three Ireland

Women bouncing back stronger after a career break

If you’ve ever hit pause on your career, you’re not alone. According to a 2022 LinkedIn survey, nearly two-thirds of employees have taken a break at some point in their careers.

Itmay be no surprise that women dominate this statistic. Whether it’s to grow a family, look after elderly parents, or pursue a passion, there are plenty of reasons women choose to step off the traditional career path. Although, when they decide to get back on, the transition is not always smooth.

A bumpy pathway

Every year, scores of skilled, talented, and experienced women consider returning to work after a long hiatus.

These returners have a wealth of career experience, impressive credentials, and an abundance of value to offer prospective employers—but they’re often overlooked in a biased environment that favours young talent with continuous work history.

This, paired with challenges such as unconscious hiring bias, gender inequality, and the gender pay gap, can create additional barriers and a bumpy pathway for women returners.

Shifting the perspective

While it will take time to snuff out career break stigma completely, we’re starting to see significant strides in the right direction.

From fresh perspectives and transferable skills to a renewed sense of energy, employers are beginning to acknowledge the value and benefits a returner can bring to their business and are now actively tapping into this talent pool to create a stronger workforce.

The days of hiding a gap on a CV are ending. Earlier this year, recruitment platform LinkedIn introduced a ‘career break’ function on user profiles to make it easier for candidates and recruiters to have open conversations about the skills and experiences amassed during a career break.

Reframing the break

For decades, a career break was considered a career breaker.

Today, with the introduction of supportive programmes designed to support and empower returners paired with an increased awareness of the value they can bring to a business, we are seeing a much-needed shift in perspective. We are finally entering an era where a career break is seen as a valuable stepping stone rather than a setback.

Our mission is to empower and support women ready to re-enter the workforce. Through training, resources, and our online career portal, we aim to empower returners with a supported route back to their careers and inspire employers to create a returner-friendly environment. Learn more about our work at backtoworkconnect.ie

Seeing more women take up top jobs with the right mindset

Women across Ireland are being encouraged to ‘follow their passion’ and have the self-belief to start their own businesses.

Purpose, inclusion and progress help build pride in organisations

A more equal workplace and meaningful CSR (corporate social responsibility) hold the key to progress and happiness.

Founder and CEO, Back To Work Connect

Niamh

Parker has run businesses for more than two decades but remains concerned there are still very few women in leadership roles.

Self-belief

As co-CEO of Altada Technology Solutions, an artificial intelligence company that helps organisations better understand their data, she wants more women to have the self-belief to follow their passion and start a business venture or take up senior posts.

She also wants men to be more accountable for gender balance within their organisations.

Now 43, Parker began her entrepreneurial career in the sports science industry when she was 21, ran a Thai food business for seven years and then returned to college to study law before working in the tech sector.

Role models

Having joined Cork-based Altada in 2019 as chief legal officer, she recognises how she can make a difference as a role model for other female entrepreneurs.

“A big issue for women is a lack of confidence in themselves, so having role models to show that they can do it and have the courage to start something is important,” says Parker.

Changing the narrative

A recent survey by Mastercard showed that just a fifth of Ireland’s entrepreneurs are women, and only 10% feel motivated to launch their own businesses.

Reasons behind this, she suggests, range from mindset to lack of self-belief and poor support. But with women accounting for less than 10% of Ireland’s CEOs, Parker warns that female-only programmes, grants and networking are not the answer.

“If we are going to change the narrative for women in Ireland, this needs to be everybody’s conversation, segregation is not the answer,” she adds.

Improved diversity

“Gender balance,” she continues, “leads to improved diversity and better products and solutions. Women bring empathy, more flexibility and communication into the workplace, which has benefits for employees and companies.”

She also urges women to take the bold step to start a company if they have a potential product they are excited about and “just go for it.”

WRITTEN BY Mark Nicholls

According

to Gallup, we are largely disengaged — miserable, even — at work. Even with quality work, employees may lack higher purpose or battle poor organisational culture.

Meanwhile, many are disadvantaged over several generations, where educational or income opportunities have impacted progression. This has a knock-on effect on our health and overall happiness. Caring responsibilities and other systemic factors also contribute to a gender pay gap, which is 11.3% in Ireland. Grim reading, right?

Purpose, inclusion and impact

“Empowering companies to develop truly impactful engagement with staff and embedding CSR and D&I (diversity and inclusion) into the culture is crucial to achieving real impact in the community and on internal engagement,” according to LisaNicole Dunne of Mantra Strategy. “CSR and strategic partnerships with charities have the potential to accelerate change, make brands stand out and change lives. What’s more — meaningful connections and purpose significantly improve engagement and performance at work.”

From working with purpose-led organisations including Rethink Ireland, The Shona Project, Irish Deaf Society, AsIAm, Samaritans, ChildVision and Grow Mental Health, Mantra has direct insight into inclusion and exclusion issues. Working strategically, they help companies navigate their D&I journey and connect them with the perfect CSR match for their business. One vital organisation they work with is WorkEqual, whose goal is empowering progress for women through employment, mentoring and campaigning for workplace equality.

Empower progress with mentoring

WorkEqual engages with corporate partners to empower women when returning or entering the workforce via mentoring and volunteering to build skills and confidence. This helps foster stronger economic independence. Coupled with campaigning, they help empower progress and close the pay gap. “What is really interesting is how much our corporate volunteers get out of the mentoring programme too,” says Angela Smith, CEO of WorkEqual. “They learn mentoring techniques and connect, creating a huge sense of purpose knowing they are helping change lives, and it also builds pride in their organisation.”

Gina Oglesby

Niamh Parker Co-CEO, Altada Technology Solutions

Lisa-Nicole Dunne Managing Director,

Finding the ideal career fit for the varied sector of energy transition

Four women in a graduate programme discuss their experiences working in the dynamic world of energy transition and how it’s shaping their career paths.

What are some of the key projects you’re working on?

Rachael: I have been with Energia for over two years. I recently completed their graduate programme where I spent eight months in three departments — renewables operations, flexible generation and the renewables construction team. I then applied and was accepted for a full-time position in the renewables operations team as a junior operations engineer. I really enjoy being part of an expert team working on exciting projects across Ireland.

Rebecca: I’m part of the offshore wind team in Energia Renewables, where I have been working with the Offshore Environmental & Consents Manager and the Offshore Project Engineering Manager. I’ve been fortunate to experience and learn from the team in Offshore Renewables. I’ve learnt a lot about engineering, the environment and renewable energy technologies, including the transition to renewable energies and the benefits they can offer.

Aideen: I’ve been incredibly fortunate to work alongside a team of such talented individuals. Throughout my year in Corporate Development, I have been involved in many different projects including solar and hydrogen, but I mainly focus on decarbonising the transport sector. After six months into the graduate programme, I was delighted with the opportunity to project manage our EV Software Pilot. This opportunity provided me with great responsibility as this role involves engaging and coordinating with multiple internal and external stakeholders. I will be moving into the offshore wind team, and I am excited to have the opportunity to experience various aspects of the company.

How is the programme helping to shape your career path?

Rebecca: I have a degree in Sustainable Energy Engineering, and due to the broad nature of my degree, I wasn’t sure where I wanted to start my career. So, a graduate programme that offered experience in different areas would suit me perfectly. What I have found is that everyone is very approachable. They are always excited for you to get involved and be an active participant in the

company so that you can learn from experiences outside of your role, like site visits.

Jessica: While studying Energy at university, my exact career path was unknown to me in this broad sector. The graduate programme has been the perfect opportunity for me to move around the company and experience different roles. It’s given me a wider range of opportunities to work in, rather than one role. Senior management has been brilliant in pushing me towards furthering my professional development. I am able to collaborate with internal teams including finance, corporate communication and business financial modelling.

What development opportunities have you received?

Aideen: The graduate programme with Energia Group has been brilliant as it has allowed me to meet new people from various parts of the company. As part of the programme, we’re given a mentor. This is a manager or experienced individual from another department within the company that can provide us with additional guidance, advice and support. They also offer various programmes to build our support networks such as our Women In Energy Network.

Jessica: I was handed projects right from day one that allowed me to take on huge responsibilities. Through this fast-paced environment and hands-on learning, my skills developed entirely with the support of my managers. Focusing on the decarbonisation of transportation, senior management has always encouraged me to continue my learning through industry-led webinars and workshops tailored to the projects I am working on.

Rachael: Through the graduate programme, I have gained invaluable experience in multiple departments and now have a better understanding of the renewable energy industry. There are opportunities for both career and personal development. We are provided with a tailored development programme throughout our rotations. They encourage attendance to industry workshops and relevant courses for personal and professional development.

Scan the QR code to find out more

Aideen McGuigan Graduate Engineer, Corporate Development, Energia

Jessica Gilpin Graduate Engineer, Corporate Development, Energia

Rebecca Draper Graduate Engineer, Offshore Wind, Energia

WRITTEN BY Sarah Brown

Rachael O’Boyle, Junior Operations Engineer, Energia

Paid for by Energia

Five top tips for female-founded startups

Starting a business is just how we roll these days, isn’t it? Around 44% of businesses are started as a side hustle.

According

to the Small Business Barometer, a third of businesses in Ireland were launched to earn more money. With the cost of living crisis taking hold, more women are expected to start a business in the future.

So, how do you get started? There are some free resources aimed specifically at helping female founders, like She Means Business or Enterprise Nation.

Businesses that take advice or have a mentor do better than those that don’t.

Getting started on a business

1. Do your research. If it’s a food product, test it on family and friends, then take it to a wider, less biased audience. It’s always worth researching competitors and considering investing in market research. Is there a demand? What would people be prepared to pay for it? Then work out if that allows you to make enough profit.

2. Create a business plan. A good way to look at this is I’M OFF: idea, market, operations, financials and friends — which includes advisers. You can make a business action plan on our free Strive app.

3. Start selling. Reaching a wider audience straight away without having to invest in a huge marketing budget can be done via global marketplaces like Amazon, Etsy and eBay. You must factor in costs, but it’s a fast way to get going without having to initially invest in your own e-commerce software. For services, consider using platforms like Fiverr.

4. Get paid. Being paid on time is vital. If you’re using marketplaces, the cash comes through automatically. If not, get used to regularly invoicing and chasing. Getting paid is vital and so is prompt payment.

5. Upskill and network. Once you’ve got work coming in, start networking to widen your contacts and build skills. Businesses that take advice or have a mentor do better than those that don’t. Enterprise Nation runs friendly local meetups called Local Leaders. It’s free – but you do have to buy a coffee from the independent cafes where we gather.

Pushing for stable opportunities for women in the tech industry

An action-driven organisation comprised of 20+ tech companies have come together with a clear mission of attracting, retaining and promoting women in technology and business.

Thesaying that “the whole is greater than the sum of its parts” echoes true for Connecting Women in Tech (CWiT) and its members. Although all its member companies have strong diversity and inclusion strategies in place (which is a membership requirement), there is huge value in the collective power to empower women. In fact, one of our strengths in being a driver of gender diversity is that we naturally have many diverse perspectives due to the variety of companies, workplaces, roles and career paths present in the network.

Encouraging more participation

Unfortunately, for many young women or women returning to work, choosing a career in technology is very often the road not taken. Our network has strategically broken into collaborative committees to explore pathways for encouraging and inspiring women so they can see that there is a place at the table for them and — more importantly — that they are needed.

Together with our members and partners, we offer several targeted programmes to raise the profile of women in the technology sector. We also contribute to programmes focused on inspiring the next generation of women to come.

we offer several targeted programmes to raise the profile of women in the technology sector.

Actions to cause reactions

Our Early Careers committee runs a multitude of events and programmes which provide visibility of the role that women already play in our sector — with programmes such as Tech Starter being an inspiration for many participants, showing them that they belong in the technology industry. Meanwhile, our education committee is actively involved in numerous programmes to support the education sector.

Some of these are student-focused, such as Teen Turn, which supports young girls with STEM work placements and activities. Some are teacher-focused, such as the STEM Teacher Internship Programme which CWiT has been a strategic partner of since 2017.

Plenty done and more to do Regardless of industry, the reality is that the more work we do to empower and inspire women in technology and business, the more work we realise is required. We remain committed to our mission and take solace in our collective power to empower.

Communications Lead, CWiT

Emma Jones CBE Founder of Small Business Support Platform, Enterprise Nation

Clodagh McCabe Integration Lead, CWiT

Opportunities are growing fast for women in gaming

Three female directors have spoken about the growing inclusivity within the gaming sector and the increasing opportunities for women to succeed.

Catalina Lou Rincon Sales Director Video Gaming, EMEA

It is within the tech sphere that women are playing an increasingly pivotal role as there is a 50/50 gender split between men and women playing games online.

Changing culture

Senior female managers within the industry acknowledge the importance of creating an inclusive environment for women. They want to encourage more women to enter the sector to further underpin creative diversity.

Emphasising the opportunities for women to aspire to leadership roles in cutting-edge industries, each has reflected on their changing experiences and perceptions over the last two decades.

Complex challenges

Cynthia Egan, Sales Director of Mobile Gaming (EMEA), has worked in gaming and entertainment for 20 years and joined Meta’s gaming team in North America eight years ago, before moving to Dublin.

Cheryl Savage Director, Gaming, EMEA

In the early 2000s, few women’s voices were heard in gaming company boardrooms. But that has changed to the extent that within the gaming team at Meta, the 50/50 leadership balance has been surpassed in favour of women.

Egan has seen an evolution in creating video games that are more inclusive for women but notes that inclusivity within the workplace has equal importance and is a core element of their managerial training. “We work in sales, and you equate sales with being extroverted or loud,” she says. “But you have to ensure that the quieter voices are also being heard.”

Game developers are looking for that diversity of thought because there is not just one audience for any type of job or one consumer for a specific product.

She says tech is a great choice for women who like complex problems at scale and understand that it takes different types of people to confront these challenges.

Different lens

Cheryl Savage is the Director of Gaming (EMEA) and has worked in the media and tech industry for two decades. She moved from the United States to Ireland to take up her current position.

Cynthia Egan Director of Mobile Gaming, EMEA

WRITTEN BY Mark Nicholls

Be brave

Catalina Lou Rincon is Sales Director of Video Gaming (EMEA) and has worked for the company for five years, with an extensive background in the gaming sector.

Early in her career, Rincon worked for a company in Sweden. She was inspired by their female CEO and the way she balanced her life, family and a successful business — while pushing for an equal level of women and men in every department.

Having seen the gender balance in the gaming sector and the tech industry evolve over the last 15–20 years, Rincon says: “At Meta, diversity is top of mind when it comes to our hiring. We always strive to keep it as equal as possible.”

Her advice to women seeking a career in gaming is: “Be brave because we are now in a better position to enter this industry and be embraced; be yourself, be heard and be able to make an impact — that is critical.”

Highlighting the female role models across the organisation and how that mantle of responsibility passes on to current senior managers, Savage emphasises the opportunities for women in cutting-edge tech industries.

“It is about embracing our curiosity about what we want to be,” she says. “Game developers are looking for that diversity of thought because there is not just one audience for any type of job or one consumer for a specific product. So, bring a different lens to every role that you are looking to go for.”

Strong female leaders

The emphasis on DE&I (diversity, equity and inclusion) has changed in the gaming industry with programmes specifically supporting women and empowering under-represented groups.

“This is what the three of us, along with so many colleagues — both male and female — look to project, encourage and drive in every decision we make — from hiring to having more inclusive, diverse characters within gaming,” says Savage.

Paid for by Meta

In corporate finance, every deal, company and industry is different. This allows me the opportunity to learn something new from each transaction.

Myrole as manager with IBI Corporate Finance involves advising clients on buy-side and sell-side Merger and Acquisition (M&A) transactions, debt financing and equity fundraising mandates across industries in the Irish market.

What was your journey into the finance industry like?

After graduating in International Business and French from Dublin City University, my career in finance began in 2019 when I accepted an internship role with IBI.

IBI has given me ample opportunities to gain hands-on transaction experience and exposure to high-profile clients while also allowing me to advance my learning and professional development by attaining my Chartered Accountancy qualification.

What myth about your industry would you like to dispel?

One myth associated with the corporate finance industry is that it can be negative and self-serving. Having worked in M&A for the last three years, I have seen firsthand how the field can help bring real value to Irish commerce. It helps ambitious startups secure financing and supports native businesses by allowing them to expand and compete on a global level.

What advice could you give to someone thinking about a finance career?

Get hands-on experience as early as possible to give you an insight into the different areas of finance, allowing you to make a more informed decision on where you see your career progressing. Make sure you are up to date with current affairs and the impact of macroeconomic trends on both the Irish and global markets — this goes hand in hand with having an interest in finance.

Independent learning will be key when you first start working. Asking questions is a great way to learn, but it is also important to take initiative and learn to propose possible solutions instead of just questions. Showing good initiative will continue to be important throughout your career.

Developing your soft skills and technical capabilities will also be crucial. Networking, collaboration and communication are important characteristics for success in the finance industry.

Women and men founders are treated differently and can have different outlooks based on experience. It’s a cultural and systemic disconnect.

Parity is decades away based on current statistics. The 2021 levels of reported investment in womenfounded companies were 1% in Europe, 2% globally, and 8% in Ireland. For every woman entrepreneur in Ireland, there are four men; yet women represent 50.34% of the population. Impactful work is being done within the founder ecosystem, but it’s only scratching the surface.

Building valuable business relationships

Challenges lie on both sides, compounded by the Covid-19 pandemic she-cession. Geographical isolation and cultural disconnect are real. Many men wear failure as a badge of honour. Women wear failure as a crown of thorns. Women founders can fall between the cracks. Interest decreases in non-tech-led startups or women-only founders/teams. This is matched by not enough women investors. Left unchanged, it will disenfranchise women and girls for generations to come.

Understanding the power of networks is key to any founder’s journey. Women network differently from men by building narrow, deep networks. Elevating this to ‘leveraged connectivity’ — networks that can be safely tapped in or given back to, based on relationship building over time — is crucial to future success.

More financial success with women When women-owned startups get funded, they’re more likely to succeed. They deliver double the revenue to euro/ pound sterling invested, possibly based on heavier pushback by investors leading to stronger business plans, risk adversity, and resilience. Personal life experience often drives impact-led women’s founder journeys in health, med tech, edtech, environmental, or creative spaces. Society needs what they have to offer.

‘Equality’ doesn’t go far enough. ‘Equity’ through tailored support can widen the funnel and bring exponential change and a democratisation of the founder landscape. This is what AwakenHub is about. It was founded in July 2020 by four Irish women as the only women founders’ community on the island of Ireland committed to increasing opportunity by removing barriers to investment, scale, and success. 2,000 people — mostly women — are now subscribed, and it’s open to anyone who wants to get involved.

Sinead Crowley Co-founder, AwakenHub

Gaining the confidence to succeed in the finance industry

Sarah Grouse Manager, IBI Corporate Finance

The women founder landscape in Ireland needs equity, not equality

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