Women in STEM IE - Q2 2024

Women in STEM

“We

Image provided by Cpl Bennett, Defence Forces Ireland

“Engineers Bridge Building”

How we can pave the way for the younger generation of women in STEM

Actively addressing both educational and professional biases and promoting diversity and inclusion, a global engineering firm is setting the standard for the next generation of women in STEM.

The percentage of female electrical engineers in Ireland is 12% while, in the rest of Europe, it is 8%. H&MV Engineering, a leading global provider of specialist design, engineering and construction services operating worldwide with offices in Ireland, the UK, Europe and Asia, is harnessing the skillset of female engineers in all of their international offices. Electrical engineers Olivia Hay and Amie Hawkins discuss their role and challenges for schoolaged children and consider what is being done to level the playing field.

Engineering awareness in schools

I have friends who would have made amazing engineers, but they didn’t get told about these roles,” says Hay. As natural problem solvers, curious, and practically minded, both Hay and Hawkins discuss the fact that engineering classes were not offered to girls at their respective schools. “I go to secondary schools to speak to them about engineering as a woman, and many now understand what an engineer is, making these roles much more accessible,” explains Hay. “We were told ‘it will be hard and male-dominated,’ which might make young girls shy away, but times are changing,” adds Hawkins.

Addressing educational and professional biases Hay discusses the company’s mission to address this disparity in roles. “I feel appreciated as an engineer, but also as a female trying to change the status quo,” she says. “I am regularly asked to go to

women in STEM events and was invited to take part in the diversity and inclusion hiring. H&MV recognises that I have a voice and I can help to address these biases.” They insist that you don’t need to excel in everything to become an engineer. You just need to be passionate. “You don’t need to fit into a box; engineers think outside of the box, so why fit into one?” remarks Hay.

Career growth opportunities With paid training and development opportunities, effective leadership and an encouraged work-life balance, Hay and Hawkins are passionate about how their careers can develop within the company. “I’m surrounded by so much knowledge and experience. They are interested in my development,’ says Hawkins.

H&MV is currently working internationally on mission-critical hyperscale data centre projects, renewables on wind farms, solar and battery storage, manufacturing and pharmaceuticals.

Breaking engineering entry barriers to encourage women to seize opportunities

FA central challenge for the engineering profession is the participation of women. According to the Higher Education Authority, just 23% of engineering graduates in Ireland were female last year.

emale engineers represent just 12% of the profession; many who graduate from engineering courses then choose alternative careers. The number of those participating in third-level engineering courses must be increased if we are to approach equal representation within our profession. However, other obstacles to entry to the profession must also be addressed.

Women less likely to pursue engineering According to a recent study, carried out by Ipsos B&A on behalf of Engineers Ireland, 39% of women say they do not view engineering as a suitable career, compared to just 29% of men. Similarly, over a third of women respondents said they would not consider the profession if starting a career or pursuing a career change.

The reasons for this discrepancy in how men and women view careers in engineering are complex and multi-faceted. Such issues were examined at our recent Engineers Ireland STEM Opportunities’ Leaders Forum, held in Dublin and supported by global healthcare technology leader Medtronic. It brought together leaders from across the public sector, education and industry to consider issues in STEM education, plus related sectors of the economy.

Societal expectations and need for women role models

Research was presented, demonstrating the different expectations for attainment our society tends to place on boys and girls in school mathematics. Similarly, it was highlighted that fewer female role models within the

profession can also act as a barrier, as it reduces opportunities for girls and young women to see people like them as leaders within the profession.

These are issues that can and must be addressed. We have a vital responsibility to address imbalances within STEM professions and ensure that all sections of society feel equally comfortable taking up an engineering career. For years, women have had to overcome several societal and structural obstacles in the workplace.

Encourage women in engineering for sector benefit Engineering is a wonderful and varied career with plentiful opportunities. A wide range of engineering professionals remain on the Department of Enterprise, Trade and Employment’s Critical Skills Occupations List while figures published by SOLAS, the State jobs agency, show that 13% of all professional vacancies in 2022 were for engineering professionals.

We can and must forge a path that encourages more women into our industry. A stronger, more vibrant and more diverse engineering sector benefits us all.

Damien Owens Director General, Engineers Ireland

Women engineers aim for low-carbon electricity systems future

The diverse skillsets of women in STEM have never been more important in decarbonising energy, as two engineers in the organisation that develops, manages and operates the electricity grid explain.

Emma Fagan and Heather Spain are engineers in EirGrid at different points in their careers, with a passion for doing their part to tackle climate change.

Purpose in power systems work

“We can’t say that our work isn’t meaningful,” Spain points out. She’s a graduate working on a portfolio management team, making sure the projects required to decarbonise the electricity system remain on track.

Fagan, meanwhile, has over 25 years of experience working in power systems and is currently Principal Engineer in Future Operations. The team she leads is studying, trialling and implementing operational changes to bring more renewables onto the grid, which is an extremely complex task.

in different areas of the business. “I’m also part of the first graduate programme in the company to have more female engineers than men,” she notes.

However, they both say there is a need for more diverse voices at the top tables to solve the big issues. “When you look at the more senior roles in the energy industry, there are much fewer women than men,” according to Fagan.

We have set out step by step what we need to do to meet the Government’s ambitious targets.

“We have set out step by step what we need to do to meet the Government’s ambitious targets. Seeing the different deliverables being achieved is really rewarding,” she says.

Importance of women role models

Both Fagan and Spain studied Mechanical Engineering at University College Dublin. They both cite a good gender balance in their courses.

Spain says the graduate programme in EirGrid, which has rotations every eight months, has enabled her to work

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positive company culture that captures women’s work priorities

According to a human resources (HR) expert, promoting fairness, flexibility and support for women in STEM through standardised policies, wellness initiatives and leadership opportunities fosters a positive company culture.

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Apositive company culture is multifaceted, akin to a jigsaw puzzle where each piece plays a crucial role.

At energy provider Flogas, this begins with standardising policies and procedures across all levels, ensuring fairness and transparency, especially for women in STEM.

HR Director, Nicola McCarthy, says: “No matter where you work across the organisation — no matter the level — it will be all to the same standard. Consistency is crucial for creating an environment where women in STEM feel valued and supported.”

Company culture centred on wellbeing McCarthy emphasises wellbeing and flexibility in today’s STEM roles. She believes a good work environment should provide comprehensive health checks and ongoing health screenings, promoting a culture of wellness. “People now look at

Encouragement from a young age Spain points out that students should be offered a broad range of STEM subjects, with positive reinforcement from teachers. “I had a very encouraging physics teacher. There were about 12 of us in the class, and six went on to do engineering,” she says.

Fagan points out that a workshop she attended in EirGrid with two secondary school teachers discussed how some all-girl schools offer a limited number of STEM subjects. “I even heard that a science book in school had only one example of a female scientist.”

Learning from each other Spain and Fagan speak of the benefits of learning from female engineers at different levels in their careers. “We need to bring all levels of experience together to challenge each other, to take on the mammoth challenge of tackling the climate crisis,” insists Fagan.

roles from a wellbeing perspective, especially women,” she notes.

“Flexibility is crucial in work arrangements, allowing for hybrid work models, ensuring that employees can balance their professional and personal lives. This is particularly beneficial for women, who often juggle multiple responsibilities at work and home.”

Advancing diversity and inclusion strategy

To support women in STEM, Flogas has advanced its diversity strategy and advises other businesses to follow suit. Partnering with the Irish Centre for Diversity, the company has achieved bronze accreditation and is working towards silver. This partnership ensures the company is on the right track in fostering an inclusive workplace. Meanwhile, guaranteeing pay equity and clear career paths, addressing potential gender pay gaps

and promoting fairness in career progression are all key components.

Development and gender balance

McCarthy urges the continued representation of women in leadership roles. Ensuring more training and development opportunities for women in STEM and prioritising female candidates for senior positions will help companies achieve better gender balance.

“On all of our leadership teams, we strive for gender balance. It is crucial that we have female representation at all levels, especially senior levels where they can shape and build the company’s strategic direction,” McCarthy adds.

Cross-disciplinary collaboration for growth

McCarthy also highlights the benefits of cross-disciplinary STEM collaboration. By fostering networks and partnerships, such as with the Executive Institute and Network Ireland, the sharing of knowledge and experiences between women in various STEM fields is facilitated and encouraged.

This enhances both professional development and organisational innovation. “Creating an inclusive culture where women in STEM can thrive is not just beneficial for the employees, but it also drives the overall success and growth of the organisation,” McCarthy concludes.

Emma Fagan Principal Engineer, Future Operations, EirGrid

Heather Spain Graduate Engineer, Eirgrid

Nicola McCarthy Human Resources Director, Flogas

Find out more at flogas.ie

Sponsored by Flogas

Édaein O’ Connell

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

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

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.

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.

Inclusion gives scope to go beyond gender

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

How to navigate different pathways into inspiring STEM careers

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.

When she left secondary school, Kirsten Devine wasn’t sure which career path to follow. “Not having a clear line of direction was a blessing in disguise, as it widened my options and enabled me to find a career that I really love.”

Build a dynamic STEM career you love Devine is now an Executive Valuer in the State Property Valuations department at Tailte Éireann, the agency responsible for managing and developing Ireland’s property registration, valuation and surveying services. Part of her job is to carry out valuations for state-owned assets ranging from garda stations to courthouses and from development land to office buildings. “I’ve always

had an appreciation for buildings, architecture and craftsmanship,” she says. “This job is perfect for that, but it isn’t just a Monday–Friday office role. There’s a practical side to it, which involves inspecting properties and meeting people.

After completing a Bachelor of Arts in geography, sociology and political science, Devine studied for a master’s degree in rights and social policy, joining Tailte Éireann in an evaluation support role.

With the organisation’s backing, she obtained a master’s in real estate and became a fully qualified Chartered Valuation Surveyor. “If you find a job you love, grab any opportunity to do it with both hands,” she advises. “Have no regrets in life.”

Ensuring all women have access to STEM career paths

Maria Byrne, Senior Operations Manager, Geospatial Infrastructure, Tailte Éireann, agrees with that sentiment. “Don’t let anything hold you back,” she says. “Look for different options and pathways to help you evolve your career at a pace that’s right for you.”

Byrne works with a team that maintains GeoHive, the national geospatial data hub. She has a Bachelor of Arts degree in music and geography and a master’s in GIS (geographic information systems) and remote sensing. Since entering the workforce, she went on to complete post-graduate studies in IT, supported by her employer, which she points to in highlighting the value and diversity of continued professional development available to women to further their careers in STEM.

While encouraging girls to pursue STEM activities and subjects at school level is essential to having more women in STEM careers, Byrne also believes that having pathways and supports for women already in the workplace to retrain and upskill — whatever their stage in life — is extremely important.

Gillian Harford Country Executive, 30% Club Ireland

Maria Byrne Senior Operations Manager, Geospatial Infrastructure, Tailte Éireann

Two women from Ireland’s property registration, valuation and surveying agency reveal why they seized the opportunity to kickstart their rewarding careers in STEM.

WRITTEN BY Tony Greenway

Kirsten Devine Executive Valuer, State Property Valuations, Tailte Éireann

Sponsored by Tailte Éireann

Why a career in the armed forces is rewarding and varied

The time has flown by, but it’s that passion that has kept me here.

The Irish Defence Forces have long been a realm of opportunity, challenge and growth, particularly for women in STEM roles. Highlighting their unique paths and perspectives, three women share their experiences.

What is your career like in the Defence Forces?

Sarah Murray (SM): I joined the force and started the technician apprenticeship immediately. I am now moving up to No. 4 Support Wing to be an avionics technician, which means I’ll be working on the electronics of aircraft. For the past four years, we’ve been sitting exams with the European Aviation Safety Authority.

Kara Foley (KF): Currently, I am a technician responsible for the installation, maintenance and upkeep of all the radio and navigation equipment on board, LE W.B. Yeats, as well as the entertainment equipment like the TV system, the ship’s welfare internet and the Wi-Fi facilities. It’s a very varied role.

Each ship within the Naval Service has one position for a Petty Officer Radio Radar Technician on board. Knowing that I am the only person responsible for the navigation and communications equipment can be daunting, but when something breaks and I fix it, enabling the ship to sail again, I get an enormous sense of pride. I’m honoured to ensure the ship’s operational readiness.

What inspired you to take this career path?

Eva Finn (EF): What inspired me to join the Defence Forces was watching

my family and friends thrive — seeing the opportunities they had by joining. Both of my older brothers enlisted and my uncle, too. So, I had a firsthand look at just how far you could go and how much you could achieve.

It’s currently putting me through college. I specialise in CIS, which is the Communication Information Service and is responsible for the development and operation of information technology systems. As technology develops, CIS plays a huge role. Being able to combine my two interests — technology and the military — was just huge for me.

SM: I think I always knew I wanted to work with my hands — to fix things. Apparently, I used to follow my granddad around when he was working on mechanical jobs around the house. Meanwhile, my father is a blacksmith, so I grew up watching them work. Unfortunately, in my all-girls school, there weren’t any technical subjects available to me at the time. I knew I didn’t want a desk job and, by chance, I started working with cars. That childhood interest in mechanical work led me here.

KF: I wanted a job that would challenge me both mentally and physically, which is why I joined the Navy. I started my career as a communications operative and began to see how the equipment I used daily worked.

What would you advise those considering a Defence Forces career?

EF: You have to prepare yourself for the mentally and physically challenging bits that will come. The fitness test is at the top of that list, and you have to really prepare for that. However, your peers and your colleagues are always there to help and pull you through. We get through everything together. My biggest piece of advice to anyone is to make sure you love what you do. I adore my job and studies. I’ve been here five years now. The time has flown by, but it’s that passion that has kept me here.

SM: It’s so important to find something you’re passionate about. Being part of the Irish Defence Forces also gives you a great work/life balance, which is also vital to having a happy and fulfilling career.

How can more women and girls be inspired into STEM?

KF: More needs to be done in school to inspire more women to seek careers in STEM. More emphasis needs to be placed on maths in schools because most technical careers involve a lot of it. It would also be beneficial if schools introduced technical workshops and on-site company visits aimed at STEM, especially for girls.

Eva Finn, Lieutenant Platoon Commander, 2 Brigade CIS, Irish Defence Forces

Sarah Murray Apprentice Aircraft Maintenance Technician, Irish Air Corps

Kara Foley Apprentice, Petty Officer Radio Radar Technician, Navy

O’ Connell

Image provided by Defence Forces Ireland

Championing inclusion and advancement of women in engineering and construction

Explore initiatives that are advancing female representation in engineering and construction. From ensuring boardroom parity to promoting STEM careers, we can shape a diverse and innovative industry.

Current Central Statistics Office figures show that while the percentage of female representation in senior executive roles has increased since 2021 — from 9.5% to 13.4% — the construction sector had the lowest level of female representation in senior executive roles in 2023. This is a statistic that we, at Construction Industry Federation (CIF), seek to change.

Female representation at boardroom level and in technical roles

When the CIF commissioned the ‘Women in Construction’ report in 2018, the organisation had one female director. As of 2023, the Federation has successfully achieved gender parity at Director level — a significant milestone in our diversity and inclusion journey.

While we are seeing the beginnings of change at boardroom level, we are yet to see this translate to technical roles. Currently, female engineers represent just 12% of the industry while 25% of the broader spectrum of STEM careers are held by women.

Empowering women in construction careers

To encourage more women and girls into the industry, our recent video series ‘We Built This City’ showcased female electrical and painting apprentices, alongside fully qualified female BIM and project engineers.

There is a vast pool of untapped talent out there. We hope that by showcasing women who have excelled in these fields, we can encourage more women and girls to take up the mantle and bring a fresh perspective to the industry.

We are committed to cultivating a more diverse and inclusive workforce where women and girls can realise their full potential.

Our Careers in Construction campaign aims to encourage young people into the industry through numerous threads: the ‘Schools Partnership’ programme, the ‘Constructing Your Future’ competition and the facilitation of Safepass training for third-year and senior cycle students, among many other initiatives.

Promoting diversity and innovation

At this year’s CIF International Women’s Day summit, Dr Katriona O’Sullivan, who leads the All-Ireland STEM Passport for Inclusion programme, delivered an inspiring keynote address, detailing her career journey while highlighting the significant impact women can have in these fields. Similarly, our lunchtime webinar series ‘In conversation with…’ highlights women in a wide variety of roles within the industry, from technical to C-suite.

We are committed to cultivating a more diverse and inclusive workforce where women and girls can realise their full potential. Diversifying the workforce will introduce new perspectives, fostering change and innovation. By embracing all backgrounds and experiences, we can enhance problem-solving, improve creativity and drive the industry forward.

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Jennifer Nisbet-Daly Communications Executive, Construction Industry Federation

Why you don’t need to be a maths genius to thrive as a woman in STEM

Two women share their inspiring stories of thriving in STEM roles within the automotive industry. Explore their journeys and insights on innovation and career growth.

Women in STEM (science, technology, engineering and mathematics) have garnered significant attention and discussion in recent years, reflecting a broader commitment to gender equality, innovation and economic progress throughout the industry. Highlighting success stories from the automotive industry can provide significant encouragement and motivation for the next generation of female engineers, technology experts and more.

Passion for cutting-edge STEM

Catherina Forde, Global Industrial Operational Excellence Manager at Valeo, discusses her role and the motivating factors behind her career. “I enjoy working with leading-edge technology. My current role is interesting, deploying our new platform, discovering the different challenges and working with teams globally to find solutions — plus seeing what is potentially coming at us years ahead of the products being in the market.”

Finding solutions as an AI architect

Lucie Yahiaoui started as an intern at the company. Seven years later, she is a successful artificial intelligence architect. “AI architects ensure that final products and solutions meet the requirements of current and future project needs, collaborating with other architects and software engineers to design AI architectures,” she says. “Since I was younger, I always liked to find solutions to problems. When I chose to pursue my studies in the engineering field, I discovered all of the different areas that engineers can work on.”

You don’t have to be a mathematic genius to find a role in STEM.

Showing an interest and passion about a topic is a highly motivating factor, cites Forde. “But I also believe that, through your experience at work, you can develop a passion for something you may never have thought you would be interested in.”

Energy firm points to value of diverse recruitment to match

customer base

Combining data-driven technologies with a targeted recruitment strategy can help energy providers deliver a cleaner, greener and more efficient service to their customer base.

Creating a greener environment while meeting rising demand for electricity remains challenging for energy providers. Utilising data-driven analytics and AI is important, but recruiting diverse personnel reflective of the customer base is pivotal.

Diverse recruitment and energy commitment

For SSE Airtricity, which provides energy and decarbonisation solutions for homes and businesses across Ireland, diversity is core to its processes. Jennifer Fitzpatrick, Head of Business Change and Product Management at SSE Airtricity, says: “It’s important that candidates match their personal values to company values, and I am seeing that coming through.”

With SSE owning and operating over 30 onshore wind farms across

Role diversity and collaboration

Forde and Yahiaoui stress the importance of acknowledging the multitude of roles available for women in STEM. “For many people, there can be a perception that engineering is one role, but the opportunities are endless,” says Yahiaoui. “You don’t have to be a mathematic genius to find a role in STEM.”

Forde states: “Women can reach the highest level in technical or engineering roles.” However, more efforts should be made to emphasise that women are just as capable in engineering as men. “In fact, it’s diversity and collaboration from all perspectives that bring the best end products to market,” she adds.

Imageprovidedb ySSEAi

the island of Ireland, she says the approach centres around building a net zero future. Safety, service, efficiency, sustainability, excellence and teamwork values underpin doing the right thing for people and the planet. The business works to support its customers to build a sustainable future with a growing low-carbon base as a one-stop-shop for energy upgrades.

Customer-centric approach

Through energy-efficient retrofits, the goal is to guide customers in investing wisely to lower emissions and embrace a greener future. “What is important across the company is putting the customer first; that is at the heart of the decisions we make and in the new products and features we are designing,” Fitzpatrick says.

Emphasising strong recruitment, SSE Airtricity looks to attract

personnel at all levels, including apprentices, interns and graduates. Roles include product managers, data and digital analytics, data scientists and UX (user experience) designers at junior and senior levels.

“We need that mix within the team,” she continues. “We will invest in people if they are early in their careers but also those looking to upskill, and we welcome experience from different industries. Having a broad understanding of software development, solution architecture or product analysis is also a benefit.”

Inclusive professional and personal development

The company aims to develop its workforce professionally and personally. In-house training helps teams transition to more agile ways of working; data literacy courses support data-driven decisions; external diploma courses are available in AI, product management, software testing and data analytics.

With attractive pensions and share plans, healthcare packages and enhanced family leave, there is flexible working with two days in the office and three at home, plus part-time opportunities. “Diversity and inclusion is really important, so people can be themselves at work,” insists Fitzpatrick. “It’s vital to have a diverse workforce because, ultimately, that represents our customers.”

Jennifer Fitzpatrick Head of Business Change And Product Management,

Sponsored by SSE Airtricity

Catherina Forde Global Industrial Operational Excellence Manager, Valeo

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Lucie Yahiaoui Artificial Intelligence Architect, Valeo

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Mark Nicholls

How to inspire future women engineers through STEM education

To inspire future engineers and promote diversity in STEM, we must shape educational strategies, encourage learning and ensure women pursuing STEM are supported.

As we celebrate International Women in Engineering Day, I am reminded of my own journey as a female engineer — a path that has been both challenging and rewarding. I completed my PhD in 2014 and began working at Arup. It was a time of professional growth, and I was proud to become a Chartered Engineer with Engineers Ireland.

Role model inspiring women into STEM

In 2017, I embraced a new challenge by moving to an academic position at University College Dublin (UCD).

As an associate professor, my role is diverse, involving lecturing, research and contributions to broader society. I teach classes on the ‘engineering and architecture of structures’ to interdisciplinary groups of architecture and engineering students.

I aim to inspire and educate the next generation of engineers. As the Vice Principal for Teaching and Learning at my college, I also have the privilege of shaping university policy and strategy, keeping abreast of educational trends and supporting the development of our teaching and learning programmes.

Contributing to research and guidance

My research interests lie in the development of computer simulations of the built environment. During my PhD, I created models of bridges and explored the use of sensors

What the data tells us about what women in tech want

In such a male-dominated field, organisations need to ensure they are taking the necessary steps to prioritise the needs of women in tech.

In recent years, we have seen an increased demand for organisations to prioritise meeting the diverse needs of their employees, with a necessary spotlight on the barriers women can face in the workplace. At Great Place to Work, with the recent release of our annual Best Workplaces in Tech list, which recognised 53 companies going above and beyond for employees in this space, we were able to collate data on how organisations support women in tech.

Fostering a culture of wellbeing

Within tech roles, demanding work schedules and long hours are often the norm. This type of work

on vehicles to detect bridge damage. More recently, my focus has shifted to studying wind flows around bridges and the potential impact of climate change on bridge safety. Currently, I am supervising a team of six PhD students, guiding them through their research endeavours.

Encouragement for women in STEM

The third aspect of my role is contributing to my discipline in society. Since 2020, I have been serving as an executive board member at WITS Ireland, a voluntary organisation that supports women in STEM careers. Our goal is to attract and retain women in the field and promote greater diversity.

I recently organised a panel discussion entitled ‘Managing Maternity Leaves and PhD Supervision’. As a female engineer and academic, I am acutely aware of being in the minority and strive to serve as a role model for other women pursuing similar careers.

Advocating for women in engineering

On this International Women in Engineering Day, I hope that my story will encourage other women to pursue their passions in STEM and contribute their unique perspectives to our ever-evolving field.

environment can be inaccessible to women for many reasons, such as the fact that many traditionally still bear the brunt of caregiving responsibilities. By promoting a healthy work-life balance, tech organisations can create a more flexible work environment that allows women to thrive both personally and professionally. At the Best Workplaces in Tech, an impressive 85% of women agreed that people are encouraged to have a good work-life balance, compared with just 52% of women at organisations not Certified by Great Place to Work aligning with this statement.

Creating pathways for development Among women employed at the Best

Workplaces in Tech, 85% agreed that they are developing professionally working at their organisation, compared to just 57% of women in non-certified organisations. Leaders must create clear pathways for promotion and professional development to ensure that women within the organisation have equal opportunities to men. This helps in retaining talented women by providing them with visible and attainable career goals. It also challenges the often male-dominated leadership structures, leading to more innovative and balanced decision-making at the highest levels.

Valuing employees at an individual level

Prioritising career development and employee wellbeing means a genuine interest and care for your employees’ welfare; it’s no surprise that 80% of women working at the Best Workplaces in Tech agreed that ‘management shows a sincere interest in me as a person, not just an employee.’ When looking at women employed at an average non-certified organisation, this number drops to 51%.

For women in tech, who often face a lack of representation in similar roles, having leaders who genuinely care about their personal and professional development can be empowering. Support can help them navigate the challenges of the industry and aspire to leadership positions without fear of judgment or rejection.

Jennifer Keenahan Executive Board Member, Women in Technology & Science

Rachel McLoughlin Marketing Coordinator, Great Place to Work

How women prove that gender is no barrier to a high-flying STEM career

Two senior female leaders from Met Éireann, the Irish National Meteorological Service, reveal how they kickstarted — and then progressed — their high-flying STEM careers.

Dr Sarah Gallagher and Dr Claire Scannell were both fascinated by science from a young age. It’s an interest that has led both of them down dynamic STEM career paths and into leadership roles with Met Éireann, the Irish National Meteorological Service.

Dr Gallagher remembers how astronomy captured her imagination when she was five.. “Later, I developed an interest in weather and climate,” she says. “I realised I could take the maths and science I was learning at school and apply them to something real.”

STEM careers with global impact

After studying engineering at university, Dr Gallagher joined Met Éireann as an instruments engineer in 2006. A few years later, she decided to move into a scientific role and went back to university to study for a master’s in meteorology and a PhD in applied and computational mathematics.

women’s talents,” she says. “I also encourage them to apply for different roles.”

Mentorship and solidarity are vital for women in the industry, insists Dr Scannell, Principal Meteorological Officer and Head of the TRANSLATE programme, which works to develop Ireland’s first set of standardised climate projections.

“Throughout my career, I’ve always been fortunate to have supportive managers who encouraged me to try new ideas and new areas of research,” she says. “They encouraged me to try challenging roles that I wasn’t sure I was ready for.” She also appreciates that Met Éireann is ultrasupportive of its staff’s work-life balance and offers a range of training and development opportunities.

Mentorship and solidarity are vital for women in the industry.

She rejoined Met Éireann in 2014 and is now Head of Observations Division. “My job is an absolute privilege,” says Dr Gallagher. “Weather and climate have no borders, so I work with colleagues across the world to improve our weather and climate services. I’m passionate about that.”

Supporting women in their STEM careers

She’s also passionate about making sure that her female colleagues have exciting career opportunities. “As a leader and manager, I always promote training to nurture

Celebrating women in STEM stories this International Women in Engineering Day

Boosting the presence of women in construction is crucial for promoting diversity, driving innovation and ensuring inclusive growth within the industry.

TWomen role models are crucial

Both women are aware that they are role models to junior team members. “If you can see it, you can be it,” says Dr Gallagher.

Dr Scannell agrees. “Having female leaders helps to challenge stereotypes and demonstrates that there are no gender-based restrictions to achieving in science, technology, engineering or maths,” she says. “It’s also important that women see other women like themselves balancing similar work-life situations and excelling at what they do. That will fuel the next generation of women in STEM.”

hree female engineers working with Walls Construction share how they were attracted to careers in construction and STEM.

Building a network of allies in construction

Hafsa Alghazi, Graduate Site Engineer (Civil Engineering, TU Dublin) discusses how she found herself surrounded by people in school who doubted her ability to succeed in engineering: “This motivated me to prove that I am capable of getting to where I am now. I would advise girls: ‘Seek work experience in college to increase your knowledge and confidence — don’t be afraid to ask questions.’

“A supportive education system and company culture can create a sense of belonging and inclusion.

Now, my mentors, including my Senior Engineer and Contracts Manager, have helped me to identify my strengths and weaknesses and also to build a network of likeminded, positive people.”

Combing passions for engineering

Shannon Rock (nee Barrett), Building Services Engineer at Walls, shares a similar experience on her career journey: “I’ve always been interested in maths and art and wanted to find a way to combine them; engineering was the answer. I attended an all-girls school, which didn’t offer engineering as a subject, so when I suggested a career in mechanical engineering, there was a lack of support from my teachers. Looking back, I’d tell my younger self to not doubt her abilities.”

Making STEM accessible and approachable

Ivana Sosic, Site Engineer at Walls, realised her passion for STEM at a young age: “My first inclination that I would want a career in STEM happened at eight or nine years old. Coming from a traditional background with mostly stereotypical roles for women, my career choice raised a lot of eyebrows.”

She adds: “As a Building Services Engineer, I consider myself lucky to be working with so many different people with tremendous knowledge, people skills, work ethic and patience. Good company culture understands treating employees as individuals, and if we are to get younger generations of women to pursue STEM careers, we can’t allow fun to be removed from the equation — your career should be all about curiosity, imagination and ideas.

Making women more visible in STEM communities

Alghazi, Rock and Sosic all agree that young people need to hear more from STEM professionals about their journeys. Algazhi concludes: “Mentors can achieve this by being more accessible and approachable, visible in their communities, speaking at schools and events and sharing their stories.”

Dr Sarah Gallagher Senior Meteorologist and Head of Observations Division, Met Éireann

Dr Claire Scannell Principal Meteorological Officer and Head of TRANSLATE Project, Met Éireann

Hafsa Alghazi Graduate Site Engineer (Civil Engineering, TU Dublin), Walls Construction

Shannon Rock (Nee Barrett) Building Services Engineer, Walls Construction

Ivana Sosic Site Engineer, Walls Construction

Find out more at met.ie

Sponsored by Met Éireann Sponsored by Walls

WRITTEN BY Tony Greenway

Image provided by Walls

Culturally diverse climate solutions company empowering women in STEM

An Irish climate solutions company is making strides in their commitment to the green economy, with a strong culture of inclusivity and opportunity for women working in STEM.

Science, technology, engineering and mathematics (STEM) fields have traditionally been dominated by men. Women have faced considerable barriers to entry, from historical societal expectations and limited access to education to the more contemporary issue of workplace discrimination.

Empowering women in STEM careers

However, the topic of women in STEM is quickly becoming the talking point of the moment, with the culture of many organisations changing to not only increase female uptake of roles but to actively support, encourage and empower women to thrive in this career environment.

Bord na Móna is doing exactly that - creating equal opportunities for women in STEM, while at the same time making strides to transform their company ethos to become a force in the space of renewable energy and positive environmental ambition.

They are an Irish climate solutions company operating four business units focused on renewable energy, infrastructure and delivery of renewable power, rehabilitating peatlands, waste management and waste processing. Historically focused on peat extraction for fuel and energy production, the company has seen a seismic shift in priorities in recent years, with a renewed commitment to sustainability and the green economy.

Fostering a positive company culture

Through effective leadership, a culture of inclusivity and strong team communication, Bord na Móna has become a culturally diverse organisation where shared values, beliefs and attitudes drive their goals and ambitions.

Sharon Doyle, Head of HR and Corporate Affairs, speaks on this very topic as the first female head of HR in the company. “A good company culture is about shared values, beliefs and attitudes, and we have made a shared decision to make climate solutions and sustainability at the heart of everything we do.”

For Doyle, teamwork and collaboration are key. To deliver on the company’s strategies, teams healthily challenge each other. “We have had a rapid five years of change where our company is now fully sustainability focused. With that change, we have seen a huge culture shift; our workforce is younger, more diverse, dynamic and with a much higher female representation,” she says.

With a strong culture of helping women within STEM to navigate their careers, the company provides them with the support, mentorship, confidence, encouragement and opportunity to achieve their goals.

With internal policies allowing for flexible working arrangements, an education support programme and recruitment practices that embrace a diverse range of employees, female talent within the organisation are being given the tools they need to succeed. It should come as no surprise that Bord na Móna has achieved the KeepWell Mark accreditation from Ibec, silver accreditation from the Irish Centre of Diversity and is currently on the Great Place to Work journey.

Why we need STEM role models

Caroline Martins, an Electrical Engineer at Bord na Móna, spoke about the importance of having a strong female role model in fellow countrywoman and prominent Brazilian scientist Beatriz Alvarenga, a physicist and educator who made significant contributions to her field.

Martins describes Alvarenga as being ahead of her time: “She was the first woman in her college to do civil engineering and the first woman to teach physics in my city. She wrote all of the physics textbooks I used throughout high school.” Martins had the opportunity to meet Alvarenga when she visited her school to show the children ‘how amazing physics could be.’

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Bord na Móna

Supporting women’s success in STEM

Recently, one of Bord na Móna’s female engineers led the delivery of a wind farm project, highlighting to other female project managers and engineers within the company that opportunities are available for them to lead.

“She had a personal lab inside her house where she would teach school groups; she kept doing this until she was over 90 years old. She made physics more accessible, and she inspired the younger generation.” As a result, when it was time to decide what to do at college, Martins had the confidence to pursue engineering, regardless of the fact none of her female friends were going into the field.

Today, Martins has the privilege to inspire the next generation of women as she attends career events and workshops across Ireland to guide students’ knowledge of STEM careers, the challenges involved and the opportunities available to them.

Sharon Doyle Head of HR & Corporate Affairs (Chief People Officer), Bord na Móna

Caroline Martins Electrical Engineer, Bord na Móna

SPREAD WRITTEN BY Bethany Cooper

A good company culture is about shared values, beliefs and attitudes.

The importance of mentorship Lisa McEntee, Forward Trading Lead at Bord na Móna, says her mother was her first role model and mentor, who encouraged her to go for a one-week women in STEM residential course. This has since turned into a PhD in chemistry and multiple roles as a woman in STEM.

“I have had many strong informal mentors throughout my career; a conversation with one such mentor changed the entire trajectory of my career. We had a conversation about the potential challenges of the glass ceiling working as a woman in STEM, and she encouraged me to go for my PhD early in my career.”

The introduction of female mentoring academies and a 12-month programme have seen many female employees not only gain confidence but flourish in their roles. “I had a mentor through the Bord na Móna female mentoring programme who was instrumental in helping me regain my career focus following a change in roles. She helped me not only professionally, but personally, helping me to regain focus on my professional goals and development,” says McEntee.

Networking and encouragement with allyship

“Well-respected mentees and allies have sought out and created opportunities for me through networking and encouragement, and they have taken action on our discussions. They make sure everyone in the room is heard, equal and supported.”

Both McEntee and Martins also stressed the strong male mentors they have had throughout their careers, who are always encouraging of the opportunities available to them, supporting a culture for female success throughout the organisation as a whole.

Pursuing

a career in STEM

As a teenager, Caitríona Sheridan, Senior Engineer, was always interested in maths and physics. She liked solving problems and indirectly helping people. “The biggest challenge is having the confidence in your ability in a predominantly maledominated industry.”

As her advice to young people, she says: “Believe in yourselves; be curious; and ask questions. I am fortunate in my role and that I

work for a company that aligns with my values, which makes the role easier and more fulfilling. I get to understand new technologies and how we can implement them. I work on the next generation of renewable energies across Ireland, and I work with a lot of really great people.”

There are many, varied opportunities across the organisation — not only in STEM-specific roles but across finance, legal and even archaeology.

Collaboration boosts renewable energy

With the recent announcement of a strategic collaboration with Amazon Web Services (AWS), which will see AWS become the first business to join the Bord na Móna Energy Park in the Midlands, the future is bright. The company is delivering a first-of-itskind, renewable energy solution for large companies to decarbonise their operations within Ireland, and they need new talent to keep up with the growing needs of the organisation.

Caitríona Sheridan Senior Engineer, Bord na Móna

Lisa McEntee Forward Trading Lead, Bord na Móna

End the career break penalty for women returners to STEM

The Career Returners Indicator 2024 found that two-thirds of women professionals returning to work after a career break are finding it extremely challenging.

Many women who are looking to resume their careers after a pause for childcare, eldercare or health reasons are STEM professionals. Despite their high level of skills and experience, they face widespread recruiter bias against candidates without recent experience and a pervasive loss of professional confidence.

Break free from career break penalty One study respondent explained: “The gap in my CV apparently washes years of experience away.” Too often, these women returners feel forced to retrain, start again at the bottom or drop out of the workforce altogether.

There is no quick fix to end this ‘career break penalty,’ but there are proven solutions. I urge all STEM employers in Ireland to follow this 10-point action plan.

Ten steps to become a returner-Inclusive employer

Learn about returners: Seek out returner stories to challenge your stereotypes that returners have lost their skills or are not ambitious.

• Remove screening bias: Check that your application process is not screening out candidates just because of their CV gap (2021 Harvard Business School research in the UK/USA/Germany found 43–48% of applicant tracking systems filter out gaps over six months).

• Reduce advertising bias: Make sure your job adverts are only asking for ‘current/up-to-date knowledge’ or ‘recent experience’ if this is essential.

Striving for 50% female representation and 40% women in management

A network’s collaborative mission is empowering diversity and leadership in Ireland’s tech sector.

In the heart of Ireland’s vibrant technology sector, Connecting Women in Technology (CWIT) stands as a beacon of progress and empowerment. Founded by leading tech companies, its mission is to foster an environment where women can thrive in STEM fields. This collaborative effort over 25 companies in Ireland’s tech sector aims to create a nurturing environment where women can excel, innovate and lead.

Leading women in engineering progress

As International Women in Engineering Day approaches, it’s essential to acknowledge the progress made by networks like CWIT. Their vision of a balanced workforce, with

• Reduce interview bias: For competency-based interviews, adapt your questions to not ask for ‘recent work examples.’ Focus technical interviews on skills rather than knowledge.

• Promote returners as a strong candidate pool: Put women returners on the radar for your business leaders as a high-calibre talent pool, bringing a wealth of skills and experience, a fresh perspective and cognitive diversity.

• Target returner applicants: Add ‘We welcome applications from candidates who have taken a career break’ to job adverts.

• [If you’re a larger employer] Run a returnship programme: Use a tested route to accelerate returner hiring, and create a peer support network.

• Provide returner training to line managers: Educate managers on hiring and supporting candidates returning from career breaks.

• Support returner hires: Provide training, mentoring and coaching to help returners rebuild confidence and more rapidly re-integrate.

• Champion returner successes: Widely share examples of your successful returner hires.

In this way, you will tap into the wealth of skilled and experienced female STEM talent that is currently being wasted, benefiting both your organisation and society.

50% female representation overall and 40% women in management, is not merely a dream but a strategic plan in action.

They’re building a pipeline of future female technology leaders by attracting young minds through educational programmes. Retention is key, and its peer network supports women’s growth and development in the industry. Promotion through networking events and having a collective group of role models provides the visibility needed to inspire and encourage more women to join the technology revolution.

Gender pay gap in Ireland

A recent gender pay gap analysis in Ireland shows a mean hourly

difference of 11.2% among over 550 companies, indicating a slight improvement but also highlighting persistent workplace inequalities. The most significant gaps appear in sectors like legal, aviation, insurance, banking and construction. Addressing these imbalances is not only fair but also essential for leveraging the complete capabilities of Ireland’s workforce.

Celebrating

women in technology

The 2024 national Women in STEM campaign is a perfect complement to CWIT’s efforts. This multiplatform initiative will celebrate the accomplishments and full potential of women in STEM, targeting a wide audience ranging from students to seasoned experts. It serves as a celebration of talent, a call for action and a reminder that the future of technology is inclusive. This synergy ensures that the message of empowerment and opportunity resonates with a broad audience, igniting a collective movement towards a more equitable technology industry.

CWIT’s mission and vision are not only transforming the present but also laying the groundwork for a brighter, more diverse technological future. As we honour the accomplishments of women engineers, we must also support and amplify those who are making significant strides in the STEM world.

Evanna Murphy Promote Co-Lead, Connecting Women in Tech

Julianne Miles CEO and Co-Founder, Career Returners

Niamh O’Hare Lead of Company Leads, Connecting Women in Tech