Women in STEM IE - Q2 2023

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Women in STEM

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Women

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Clair Daly Head of People, Quintain Ireland

Isabelle Gallagher Development Director, Quintain Ireland

Why construction and real estate is an attractive industry for women

ranks.

How to smooth the return-towork transition for women

When it comes to female representation, the construction sector struggles to keep pace with other industries. According to the CSO Labour Force Survey, women made up just 9% of Ireland’s construction workforce in 2022 — a disheartening statistic.

Recruiting differently for real estate and construction

At property development firm Quintain Ireland, 38% of staff are female. What is it doing differently?

“We take a people-first approach; when we launched three-and-ahalf years ago, HR was the first department to be established to ensure there was a strategic recruitment process in place aligned with our values,” explains Clair Daly, the company’s Head of People.

Isabelle Gallagher, Development Director, Quintain Ireland, notes that all members of her team are female.

“That’s not by design,” she explains. “There has been an increase in highly experienced female applicants, which signals change in the industry.”

Offer inclusive benefits and create female leadership role models

Today, companies must have an inclusive culture and offer benefits such as flexible working, generous maternity and paternity leave and growth opportunities. Critically, they must have a gender-balanced leadership team.

“Recently, a new joiner told me they could not believe there were so many women in senior levels within our organisation. Women must see

female leaders who — just like them — are balancing life’s challenges while progressing in their careers,” says Daly.

Better awareness of career paths for women

“Traditionally, construction has not been highlighted as a career path for women. This is starting to change. We must start educating our younger people within our education system of the wide array of opportunities within real estate and construction,” says Daly.

The Quintain Ireland team is involved in a range of activities and comes from a variety of backgrounds including engineering, architecture, surveying, planning, legal, HR, finance and sales and marketing. “No matter the professional background, the job also requires logic, an appetite for problem solving and collegiality. The project-based nature provides a diverse range of challenges, encouraging innovation and camaraderie. It is extremely satisfying to see a project through to fruition,” says Gallagher.

“We’re developing a tangible product and creating communities for people to live in, which is very exciting,” adds Daly.

Does the industry need more female representation?

Yes, but it is evolving. The company is confident that there will be more women entering this industry if we continue to educate and communicate the wide range of opportunities. It’s exciting to be part of something that’s changing for the better.

Irish employers increasingly recognise that women STEM professionals returning from career breaks are an untapped talent pool. As they explore ways to access, assess and technically upskill returner candidates, it’s important to plan for structured transition support.

In a survey conducted by Women Returners, nearly three-quarters of returners valued support that would help them reintegrate into the workplace.

Many returners describe the first few months back at work as an emotional rollercoaster. Their professional confidence is often fragile, magnifying imposter syndrome. Pressures can become overwhelming if they set themselves over-reaching targets, aiming to be rapidly 100% up-to-speed at work and to have their home lives functioning like clockwork.

Return-to-work support team

Creating a ‘return-to-work support team’ can smooth this rocky transition. For organisations hiring multiple returners, support is best organised by a nominated programme manager. For ad-hoc hires, this task may be taken on by HR or a business leader.

The line manager is the primary source of support. Providing specialised training to managers who are not used to returner hires is highly recommended. To effectively build the returner’s confidence and skills, managers must provide regular check-in points and constructive feedback, steadily ramp up the workload and flex their support as the returner reintegrates.

Coaching and mentorship for adjustment periods

Buddies and mentors also play a key role. Appointing a peer ‘buddy’ in the team to answer day-to-day questions is essential, particularly as the world of work has changed so much post-pandemic. A mentor outside of the line management structure can be an additional source of advice, positive encouragement and career support. Where possible, providing Career Returners Coaching is a powerful way to normalise the ups-and-downs. Coaching helps with both psychological challenges, such as rebuilding professional self-confidence and tackling fears and doubts. It also helps with practical aspects, such as developing achievable personal and professional objectives and creating a sustainable work-life balance.

Setting

returners up for success

Creating a supportive return-to-work pathway is a worthwhile investment. It promotes inclusion and increases the likelihood of a happy and successful permanent hire, who brings a wealth of STEM skills, maturity and a fresh perspective.

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Traditionally, construction has not been highlighted as a career path for women. This is starting to change.

The construction sector needs to recruit more women to its

One company in the industry with a higher proportion of female employees reveals how it is bucking the trend.

Julianne Miles CEO and Co-Founder, Women Returners

Clair Daly Head of People, Quintain Ireland

Isabelle Gallagher Development Director, Quintain Ireland

Paid for by Quintain Find out more at quintain.ie

WRITTEN BY Tony Greenway

Helping women recognise the value they can bring with a career in STEM

What can an initiative like this achieve?

GW: It gives students the chance to find out about CV prep and career opportunities after university, practise job interview techniques and discover what a day in the life of a STEM employee involves. We offer networking opportunities and site tours — often the first time they’ll have seen the inside of a manufacturing plant — and help them focus on their strengths with an online strengths profile and workshop to help them recognise the value they can bring to a career in STEM.

Is this an exciting time to be involved in STEM?

GW: Yes, because it’s a changing landscape. We want to prepare young women to be part of the STEM workforce of the future and be ready for new STEM roles that are yet to be developed.

What does being a mentor entail?

Three leaders from a multinational food and beverage corporation are helping to attract women into STEM jobs via strong community partnerships and dynamic mentorship programmes.

Why have you partnered with ‘I WISH’?

Patricia Harrington (PH): It’s an Irish-based volunteer-led community committed to showcasing the power of science, technology, engineering and maths to female students in Transition Year. It demonstrates that STEM could be an exciting career choice for them.

How does the company get involved with I WISH?

PH: I WISH holds events which, among other things, feature industry stands and talks from inspiring female STEM role models. I co-lead PepsiCo’s involvement with them, and we’ve been a sponsor since their inception in 2015. This year’s event was hybrid — held at the RDS Arena in Dublin and online — and our R&D and IT teams were on hand to meet students and teachers across Ireland and overseas, talk to them about the work we do and showcase the technology we use.

What do you want to accomplish with your participation in I WISH?

PH: We want to increase students’ confidence in STEM and open their eyes to the range of opportunity that exists and the different routes into our company. In the run-up to this year’s event, we hosted an Instagram takeover, which was a great way for us to showcase role models we have across the whole company — not just R&D and IT.

What is ‘Million Women Mentors’?

Gráinne Wrixon (GW): It’s an international network, founded in 2014 and supported by PepsiCo, that leverages mentorship to encourage girls and women into STEM careers — I co-lead the chapter in Ireland. We work with University College Cork and Munster Technological University to connect experienced STEM professionals with students to foster their interest in technical fields and offer them career wisdom.

Janet Crowley (JC): Over the years, I’ve mentored college students, interns and PepsiCo employees. The students of today are the employees of tomorrow, so it’s always interesting to share my career experiences with them; help them with their CV skills; and talk to them about opportunities within the company. Being a mentor is mutually beneficial because it helps me, as a manager, meet different people and understand diverse viewpoints.

Why are mentorships important for mentees?

JC: Our student mentees tell us that it’s a way for them to find out about the range of STEM roles within the company. We also get non-verbal feedback from them because we see them developing in confidence as the weeks and months progress. They become more open in discussions and ask more questions.

What’s the most fulfilling part of being a mentor?

JC: Working closely with the workforce of the future. STEM careers are open to young women, and we aim to empower them to pursue this route. They should have the opportunity to use their skills, play on their strengths — and just go for it.

Patricia Harrington IT Business Analyst, PepsiCo Ireland

Paid for by PepsiCo Ireland

The students of today are the employees of tomorrow.

Gráinne Wrixon R&D Snr Manager Global Supplier Quality, PepsiCo Ireland

Janet Crowley R&D Senior Laboratory Manager, PepsiCo Ireland

WRITTEN BY Tony Greenway

As women in STEM continue to pave the way for a brighter future through innovative problem-solving, support of networks is crucial in promoting diversity and inclusion.

Connecting Women in Technology (CWiT) has been instrumental in promoting gender diversity and inclusion in the tech industry, inspiring and empowering women in STEM fields across Ireland.

Promoting the faces of women role models

Accenture’s Women on Walls campaigns have inspired and empowered young women to pursue careers in traditionally male-dominated fields. Data from the Higher Education Authority (HEA) in Ireland shows that the percentage of female students in STEM courses in higher education institutions has increased to 30% within the 2020–2021 academic year. In 2023, with the support of Paula Neary, Managing Director at

Accenture, I co-hosted the launch of Guidance and Industry Network (GAIN) in collaboration with DCU and the 30% Club. GAIN empowers guidance counsellors with insights into skills, opportunities, and pathways available to young women. By promoting women role models in STEM fields, GAIN bridges the gap between career guidance and industry, promoting diversity, inclusion and women’s leadership. Together, we can empower the next generation to achieve greater representation and diversity in the tech industry, including those returning to work.

More women pursue STEM roles

As a female aerospace engineer and certified security architect, I’ve seen a shift in gender dynamics in traditionally male-dominated

fields like aerospace engineering and cybersecurity. More women are pursuing STEM careers and making significant contributions to science and technology. A prime example is Norah Patten, an Irish aeronautical engineer pursuing her dream of working in astronautical science.

CWiT actively supports and promotes women in tech and engineering. In the realm of STEM, women are true architects of change, envisioning and constructing a brighter future through their innovative thinking and expertise.

Increased visibility encourages women

As a woman in the STEM industry, I’m thrilled to see the positive impact of initiatives like CWiT, which have led to increased visibility for women in science and technology. By showcasing female role models and promoting gender diversity, these programmes are encouraging more young women to pursue careers in traditionally male-dominated fields.

I’ve personally witnessed this shift in Ireland, where the number of female STEM professionals in the engineering industry is on the rise. With continued support and opportunities for women in STEM, we can look forward to a brighter and more inclusive future for science and technology in Ireland.

Architects of the future: how women in STEM are building a brighter Ireland

Inclusivity and diversity are key to career success in technology

Lorna Martyn Regional Chair, Ireland & SVP Technology, Fidelity Investments

Encouraging more diversity in the tech sector brings value to both women and organisations. As Lorna Martyn, Regional Chair and Senior Vice President at Fidelity Investments, says: “We know that in gender-diverse teams, creativity, productivity and profitability all benefit.”

Representing women in technology

Although there are increasingly more women in STEM careers, it remains a male-dominated environment. One way of addressing the gender imbalance is by engaging and educating the community through school and university programmes with spokeswomen who share experience working in the sector.

Margaret O’Halloran, Head of FI Technology at financial investment company Fidelity Investments, says: “Representation is absolutely key. In our industry, we need to be out there and be representative as females in technology and show why it’s great to work in STEM. We bring a lot of students into the workplace for them to see what we do, but also to meet role models.”

Role models play an important part in encouraging women in STEM, as Oluchi Anyabuike, Senior Software Engineer at the company, discovered throughout her professional trajectory. “I had the opportunity to shadow a senior manager in Galway, and that really opened my eyes to the breadth of roles available in tech. Having that early exposure

was crucial to me and made me put computer science at the top of my list versus biomedical engineering.”

Bringing STEM awareness to classrooms

Establishing community-centred partnerships can enhance the visibility of STEM and computer science careers for women. Fidelity Investments has partnered with several schools and organisations focused on improving female representation. Their programme Root2STEM, for example, aims to inspire students across Ireland to pursue STEM careers, and 70% of the incoming participants are female.

“We start at the primary school level to educate what STEM careers mean, what the opportunities are and break down a lot of stereotypes of STEM being individualistic with a high degree of mathematical knowledge. Careers in tech couldn’t be more different. It is very team-focused and diverse,” says Martyn. Another connection is with the University of Galway around a programme called Code Plus, which brings code opportunities into the classroom, especially for girls. It aims to bridge the gap in the west of Ireland — where females account for less than 20% of ICT graduates — by elevating computer science career possibilities for young women.

Carving pathways and providing options Providing space for experimenting with different careers in STEM can help young women decide

what path they wish to pursue. Apprenticeships, for example, can offer valuable professional experience while learning key skills on the job. The investment company sponsors apprentices through a two-year programme, with a particular focus on getting women onboard. “It’s a great pathway into technology because it’s an earn-asyou-learn model,” says Martyn.

Apprentices benefit from a blend of education and work experience, with the chance of being employed at the end of it. “We have a number of full-time associates who have progressed through that pipeline, and we see that as a rich opportunity to bring more females into the organisation,” adds Martyn.

Retaining talent with the flexibility to learn

Once companies have attracted female talent, the focus switches to retaining, empowering and developing them. This includes promoting lifelong learning opportunities and encouraging career progression at all levels across the organisation.

“Personal development is paramount to us, so there’s ongoing educational support no matter what career stage you are on. We have learning days where, every two weeks, you get a day for yourself to expand your skills by becoming more proficient in the technologies you’re using or learning something completely different,” says Anyabuike.

Companies can boost female representation in STEM through educational programmes, leadership programmes and community-based initiatives aiming to make tech careers more visible.

Paid for by Fidelity Investments

Role models play an important part in encouraging women in STEM.

Margaret O’Halloran Head of FI Technology, Ireland, Fidelity Investments

Oluchi Anyabuike Senior Software Engineer, Fidelity Investments

WRITTEN BY Sarah Brown

Image provided by Fidelity Investments

There are misconceptions about what it takes to have a successful career in tech, with the need for hard skills such as computer programming being one of them.

Ialways wanted to work in the tech industry, but I was aware that my skill set did not match most of the jobs in the market. I have found that soft skills have the greatest potential to help you stand out and succeed.

Maximising soft skills in tech

After completing my undergraduate degree in economics and postgraduate in systems analysis, I started working as a Business Analyst. The company I joined prioritised hiring based on soft skills and fostered a culture of learning everything else on the job. Through this experience, I realised where my strengths lay and how I could best utilise them to progress in my career.

I am adept at bringing people to a decision by facilitating difficult conversations with crossfunctional teams. My goal is to get alignment by listening and asking the questions that most people are too afraid to ask for fear of coming across as uninformed. I can digest and transmit complex information between key stakeholders. I enjoy being able to get into the tactical detail with a developer or work through strategic thinking at a senior level.

With a global reach and global clients, we understand the importance of having a diverse workforce, particularly in engineering. About 25% of our workforce is female, and we continue to increase this percentage.

Igraduated from MTU with a Bachelor of Engineering in Biomedical Engineering and a Bachelor of Engineering (Hons) in Advanced Manufacturing Technology. I joined Réalta Technologies and started working as an automation engineer at DePuy Synthes. Throughout my time here, I have worked on critical projects to date. Some of my responsibilities include software fixes, troubleshooting, validation and improvements to existing systems.

Awareness of success for women in engineering

We should increase the visibility of female role models in the industry by partnering with schools. If younger females were to see more females succeeding in STEM careers, then it could empower them to take STEM subjects and pursue a career in related industries.

Women in STEM can face unique challenges on their career journey, such as old, self-limiting habits. However, with strategic planning and a growth mindset, women can rise and excel in their chosen fields.

In today’s rapidly evolving world, STEM offers tremendous opportunities for women to shape the future. Here are some strategies that, I believe, can guide women on their path to success.

Breaking the perfection trap

Women could often blame themselves, reflecting and reliving mistakes to an extreme that can hinder progress and limit risk-taking, which is essential for growth in STEM careers. By acknowledging areas for improvement without diminishing their worth, they can build visibility that will get them to the next level. Apart from expertise, women on the rise need to acquire power through means such as: power of connection; power of personal authority; and power of holding a senior position.

Beating the disease to please

Find your strengths and apply them

This combination of soft skills has enabled me to carve out a niche and create roles that best utilise my strengths while bringing the most value to the teams I support. I feel I am working outside of the typical lines that the industry has defined. I have seen this throughout my career, and it continues at Fresco as VP of Delivery - Engineering. My advice to anyone looking to pursue a similar trajectory in the tech industry is to understand and hone your soft skills first. Everything else can be learned as you go. The companies I have worked with have all empowered me to succeed because they appreciated these skills early on and trusted me to work hard and deliver.

Growth within the medical device industry

Réalta Technologies gave me the opportunity to work with one of the leading manufacturers and distributors of medical devices in the world DePuy Synthes. They provide great career opportunities. They are all about innovation, quality and agility. The company has grown significantly since I first joined, and I look forward to what lies ahead with the company.

The medical device industry has grown rapidly and is making a difference in people’s lives worldwide. The learning opportunities never stop as technology advances. I find that this gives me great challenges and opportunities to expand my own capabilities.

Inspiring more for inclusion and diversity

Diversity in Réalta Technologies is very important to the organisation. We currently have team members from different backgrounds in regions such as Canada, Andorra, Holland, India, the UK and Ireland. One initiative is to partner with schools and universities to inspire young female engineers. The goal is to increase our diversity as we expand offices globally, recruiting more people from these regions.

Women — sometimes — refrain from taking stern decisions, become unassertive and soft in the fear of threatening others and creating a negative image because of their innate tendency to put relations first. Developing assertiveness skills is crucial for effective communication and advocating for oneself. Practice assertive communication techniques, expressing opinions confidently and negotiating for opportunities and promotions. Think about your personal priorities — not what will please others.

Uncomfortable using the ‘I’ word

Women may often become reluctant to take responsibility for getting noticed, thus losing advantage for visibility and positioning. They often expect others to spontaneously notice and reward their contributions. Ambition should not seem like a fault but rather a strength. If women do not communicate the substance of their work and take credit for their achievements, they may be thought to lack confidence in their abilities. They need to think about their value to the organisation, why their success matters and what greater good they can do if they are to rise to higher positions of influence and impact.

Helping more women succeed

If women find themselves succumbing to these habits, it’s important to know that they can be broken. By doing so, more women could see a clearer path to reaching their goals and show how valuable they can be to STEM.

Sharon Conneely VP of Engineering, Delivery, Fresco

Geetanjali Sharma Staff Engineer, EDA Design Support Infineon Technologies

Overcoming challenges and cultivating habits for women to excel in their STEM careers

Why you need to hone soft skills to succeed in the tech industry

My advice to anyone looking to pursue a similar trajectory in the tech industry is to understand and hone your soft skills first.

Inspiring young female engineers of the future in all corners of the globe

Eileen Lordan Automation Engineer, Réalta Technologies

We should increase the visibility of female role models in the industry by partnering with schools.

Jenna Bromell

How STEM initiatives can move the dial forward for more women

We have to avoid complacency in our drive to encourage women to pursue careers in STEM, and there are initiatives that can help.

In school, I always had an affinity for physics, applied maths and chemistry. As my Leaving Certificate and CAO deadline approached, further studies in chemical engineering seemed like a natural fit for me.

Promoting initiatives for women

I commenced my studies in chemical and biochemical engineering at the University of Limerick in 2015 with the support of academic scholarships from The Naughton Foundation and Stryker. In 2019, I graduated at the top of my engineering class for the academic year and attained the President’s Distinction Award.

I feel very fortunate to be a female engineer in an era where initiatives to address the lack of women in STEM have gained a lot of momentum and support in recent years, resulting in significant improvements in STEM-related fields.

Accessible STEM programmes for students

Efforts are continually being made to advance women in STEM and encourage more women to consider STEM careers.

There are several Women in Science, Technology, Engineering, Math, Manufacturing and Design (WiSTEM2D) programmes accessible to students, helping to bridge the gap and highlight rewarding careers in STEM. Great strides have been made in the portion of students

Empowering

Two women share their experiences on what it means to join a global technology company that nurtures innovation and works with the newest technologies.

What inspired you into a STEM career?

Samira: I’ve loved maths and problem-solving since I was a child. That’s what led me to choose a career in STEM. Seeing how rapidly technology evolves and its impact on various industries motivated me to be a part of the STEM field. I started with Xperi as a PhD intern and have now became a full-time senior software engineer. It’s been a new experience to work in the industry, and I love it. I’m also studying for a second PhD in computer science.

What structures and networks should be available to empower women?

Sheila: Flexibility is important. I work remotely, for instance, which is a big benefit. Support networks and employee resource groups are also crucial. Being a member of our Women in Technology (WiT) network

who now view STEM as a viable career option. More students are now realising that with passion and curiosity, it is possible to be successful in STEM.

Even though astounding progress has been made, it is important to never become complacent in our drive to encourage women to pursue careers in STEM. As a woman in engineering, and through my involvement in Engineers Ireland’s Thomond region committee and as a WiSTEM2D lead at my work site, I see it as my responsibility to serve as a role model for younger generations and to help inspire others to pursue their STEM passions.

Mentoring other women

We can continue to move the dial forward for women in STEM, by getting involved in outreach initiatives such as the Engineers Ireland STEPS programme or by mentoring in the workplace. Women working in STEM can provide a sense of community and inclusivity and demonstrate real examples of positive success in the workplace.

Hopefully, others working in STEM fields can work with their organisations to provide ongoing support for female students in their communities and provide inspiration and support so that they can actively consider a career in STEM.

for the individual and Xperi (eg. mentoring, coaching, innovation talks, women’s health initiatives, etc.), but the main thing is providing an encouraging network of people who support each other and help others. We advocate to raise visibility of women and create an environment where women will be successful, and this is something I am happy to be promoting.

What is the value of internships — can they lead to employment?

is a great way to be part of a diverse group that wants to grow and develop their careers within the industry while creating opportunities to give back to their community.

Being part of this network gives you the ability to connect with people from various backgrounds and stages in their careers who can help empower you along your journey.

How can being part of a network benefit women?

Sheila: At Xperi, we have an established global WiT network, and we are in the process of launching our local chapters in EMEA. I’m very fortunate to have become the Irish WiT Chair working alongside my colleague Sharon Cheevers (EMEA WiT Chair).

I’m delighted to be a WiT ally as it allows so many great opportunities

Samira: Internships allow students to gain hands-on experience, build networks and showcase their abilities. My company values talent and recognises potential; any intern has equal opportunities to transition into full-time employment.

How can companies ensure they are diverse and inclusive?

Sheila: We have employee resource groups supporting the LGBTQIA+ community, Black employees and veterans, for instance — while mentoring and coaching opportunities help everybody grow.

Samira: Support from management is important. It is making decisions on the skill and potential of the person — it is all about support. My managers are supportive and actively encourage exploration of company opportunities. With that support, employees can do what they love.

Even though astounding progress has been made, it is important to never become complacent in our drive to encourage women to pursue careers in STEM.

Senior Process

Engineer at Johnson & Johnson Vision Care Ireland UC, Member of Engineers Ireland’s Thomond Region Committee

women to succeed in fast-paced tech careers

Sheila Gallagher Sr Manager, Sales Operations EMEA, Xperi

Samira Pourkhajouei Sr ML Engineer, Research & Development, Xperi

Why more women in energy means

new ideas and sustainable growth

Increasing the number of women in STEM disciplines is a key focus with ambitious targets in place. Following a targeted recruitment campaign, a record number of women (24%) joined as electrical apprentices in 2022.

ESB is working to deliver a new energy future based on reliable, affordable, zerocarbon electricity, building on the work done for over a century to transform lives and enable social and economic progress and change.

STEM education is critical to fostering creativity, communication, critical thinking and collaboration.

ESB’s Science Blast programme attracted a record 16,000 primary students this year while we support initiatives such as the STEM Transition Year programme and STEM Teacher Internship Programme.

Co-creating to address energy and sustainability

Ratna Nelapati, Innovation Pipeline Manager took on the role to develop

new business opportunities for the organisation. She manages strategic partnerships and prioritises delivering cutting-edge solutions and co-creation for the future of energy.

“I’ve worked with ESB for 21 years, developing solutions which have helped me gain the knowledge and skills needed to successfully address problems related to energy and sustainability.

“We foster different innovative initiatives that promote technological careers among new generations of women and leverage innovation and technology to help face our planet’s current and future challenges. We are one of the founding members of the world’s first global energy accelerators programmes — Free Electrons — where we work with world-class energy startups from all

over the world that help us transform how we obtain, distribute, store and use energy.”

Through initiatives, such as this, Nelapati envisions a future where smart, clean and accessible energy will transform every aspect of our lives and would like to join forces with young, energetic minds to make this happen.

Strengthening a passion for solving problems

Valerie Lynch, Data Science Manager, Enterprise Services is responsible for the company’s team of data scientists, defining policies around data science and leading in the adoption of existing and new AI and ML technologies.

“I’ve always had an interest in STEM and coding since I was in primary school. My first language was logo! Maths became a passion in secondary school where the right teacher was invaluable showing me how to use logic in solving problems.”

Lynch feels that the company has done a huge amount to support and further women in technical roles, from focus groups to introducing teachers to STEM intern programmes. “STEM is a fascinating field with a huge range of skills needed — from analytical to communications. Having more women involved in STEM can bring new and creative ideas to help a whole host of challenges,” she concludes.

Why the gender pay gap can’t be closed by just hiring more women

Almost six months since the publication of the Gender Pay Gap company reports, we see trends as we analyse data across industries; and the conversations move from ‘how’ we calculate to ‘what’ we do with the calculations reported. Patterns range from structural biases in bonuses and incentives to full-time vs. part-time opportunities. Ultimately, the gap is driven by unequal representation of women in higherpaid roles — or under-representation across all levels, in some cases.

Weighing reported measures beyond the gender pay gap

Our main focus has been the mean gap as the key measure. It’s a single figure easily comparable across organisations and industries. However, other measures are worth considering in understanding the full picture. For example, the percentage of employees receiving a bonus is a strong indicator of potential gender imbalance in highly incentivised industries and in higher-value profit and loss (P&L) roles.

The percentage of employees in each quartile also adds significantly to the analysis. In organisations reporting a high mean gender gap, this is typically evidenced in a downward shift in the percentage of women between the lower and upper quartiles — a strong confirmation of unequal representation in higher value roles, but possibly

an expression of activity to recruit a more gender-balanced talent pipeline to help balance the former.

Conversely, a low consistent percentage of women across all four quartiles could be evidenced as a relatively low or almost zero gender pay gap but be indicative of the underrepresentation of women in the organisation.

The action plan is more important than the gap

Driving change needs more than just aspirational thinking, and it won’t be resolved by a kitchen sink D&I approach. Instead, organisations need to focus on specific actions that drive representation and access to higher pay opportunities.

The strongest opportunity arises from access to data — organisations have the metrics to understand the highest incidences of gender under-representation and what is driving their gender-related patterns. Correct use of data drives robust key performance indicators and opens conversations to targets — both for equal representation in senior roles and higher representation across all levels.

Continuously improving opportunities

The plan is not about getting to zero. The plan is about continuously improving opportunities from where we stand today — for better human and business outcomes going forward.

Valerie Lynch Data Science Manager, Enterprise Services, ESB

Paid for by ESB

Ratna Nelapati Innovation Pipeline Manager, ESB

Gillian Harford Country Executive, 30% Club Ireland

The gender pay gap can only be addressed by more equal representation, and that opens a window of opportunity for more focused diversity and inclusion (D&I) action planning.

Here’s why STEM presents a huge range of career possibilities for women

Three women from a technical professional services firm reveal how they started their careers in STEM, the challenges they’ve faced — and the job opportunities they’ve enjoyed.

Were you always destined for a career in STEM?

Jillian: I think so. I played with a lot of Lego when I was younger. I was always good at maths and science and interested in physics. But I didn’t really know what STEM would look like because, at that time, there wasn’t as much talk about STEM careers for women as there is now. I thought engineering would let me consider the opportunities, so I studied civil engineering at university.

Arianna: When I was younger, my dream was to become a professional tennis player. But my parents said: ‘You have to study and leave school in a good place!’ I always felt like STEM was for me. Maths wasn’t my strongest subject, but I wanted to nail it, which was a challenge that kept me motivated. I ended up studying electrical engineering at university.

Emelia: I enjoyed every subject at school, but maths and physics came naturally to me. In sixth form, I took part in a survey which suggested that I should have a career in chemical engineering or finance. While finance was a good option, my love of science led me to study chemical engineering at university.

Have you faced any challenges in a male-dominated sector?

Jillian: I’m still often the only woman in a group, although the numbers of women in STEM are changing at the graduate and junior levels. We should be honest and tell young women that this can be a challenge — but it’s so worth it because STEM presents a huge range of career possibilities.

What do you enjoy most about your STEM career?

Jillian: Variety is one thing. I’ve worked on major highway schemes, water and wastewater schemes and energy projects. I’ve worked in managerial, commercial, financial and contractual areas. I’ve put my hand up when opportunities arose — but my career has developed naturally.

Arianna: The beauty of STEM is that you can move into so many different areas. You don’t have to do things that are technical, so STEM doesn’t always tie you to maths and physics.

Emelia: I always like to say ‘yes’ to an opportunity — and doing so opens up even more opportunities! I like STEM because you get the opportunity to travel and work with people from different cultures. Plus, there’s a purpose and value behind everything we do, so it’s very enriching.

What’s your advice to young women thinking of a STEM career?

Jillian: You don’t necessarily have to be the best at maths. It’s about having the right problem-solving mindset rather than: ‘How good are you at calculus?’ Plus, there’s a need for people from a range of backgrounds. So, go for it!

Paid for by Jacobs

Arianna: Nothing major. When I’ve been on a construction site, the PPE is designed for men, so I’ve had to wear oversized jackets and hats because that’s all there is. And perhaps — sometimes — you have to prove yourself a little bit more than your male colleagues.

Emelia: I haven’t faced any at Jacobs because a lot of my managers are women. Certainly, the graduates I started with don’t see the fact that I’m a woman as any big deal.

Arianna: If you have a good attitude, you’ll get there. It can be male-dominated, but don’t overthink it — and don’t be discouraged or intimidated. Keep learning and progressing.

Emelia: Some people think that if they can’t get to grips with something immediately, it means they’re not very good at it. However, if you struggle with STEM but enjoy it, stick with it because it’ll click — and you’ll end up being more successful doing something you like. So, keep trying.

Jillian Bolton Director of Operations, Jacobs Water (Ireland & Scotland)

The beauty of STEM is that you can move into so many different areas.

Arianna Paules Aldrey Instrumentation and Controls Engineer, Jacobs

Emelia Cole Graduate Process Engineer, Jacobs

WRITTEN BY Tony Greenway

Nurturing the future of science in the Northeast

The Northeast is one of the country’s leading hubs for the life sciences and bio-pharmaceuticals sector with many multinationals basing themselves in the region.

As Head of the School of Health and Science in the leading higher education provider in the Northeast and cross-border region, one of my roles is to satisfy the growing demand for graduates with the skills for this sector.

It is our priority to share our love of all things science with both primary and secondary schools in the region, with the intent to ignite a spark of curiosity for science from an early age, hoping it will turn into a lifetime passion and potentially a Dundalk Institute of Technology (DkIT) undergraduate.

Connecting through a science outreach hub

Over the years, we have been involved in the delivery of both primary and secondary school outreach initiatives — from the well-known H2O Heroes and Cell Explorers workshops, competitions such as SciFest, campus activities including Science Week to its most recent initiative, a TY roadshow ‘DkIT Loves STEM’ programme, and we are new recruits to I Wish.

This year, as we celebrate the opening of our new state-of-the-art 1,300 sqm science laboratory extension, we wanted to take significant steps to increase our activity, so we created an online digital hub which is all about making it easier for both primary and secondary students to meet us and for us to meet them.

This new hub allows us to share all the latest science news, workshops and graduate profiles with schools. The aim is to provide equity and ease of access for schools that would like to avail themselves of the science outreach opportunities hosted by our staff.

Training to enhance employability

We have an industry-recognised reputation for the education and training of highly skilled graduates. In September 2023, we are adding a new BSc (Hons) in Nutrition and Health to our portfolio.

DkIT Graduates are renowned for actively contributing to advancements in the areas of pharmaceutical, biopharmaceutical and environmental science, sustainable agriculture, agri-food, health science, physical activity and wellbeing. We are also involved in high-impact internationally recognised science research projects, which are changing the world we live in for the better.

How to inspire future generations of female scientists and engineers

Lack of gender diversity in the workforce can negatively impact industries. Therefore, it is essential to encourage and support more women to become scientists and engineers.

The underrepresentation of women in science, technology, engineering and mathematics (STEM) fields remains a significant concern worldwide.

Gender imbalance in scientists and engineers

According to the latest figures from Eurostat, 44% of Ireland’s 287,500 scientists and engineers were female in 2021. This is a little above the EU average of 41%. While progress has been made in recent years to improve gender balance in STEM, it is crucial to continue promoting and encouraging more women to pursue STEM careers.

Challenges for women entering STEM

One of the primary challenges hindering women’s entry into STEM is the persistence of gender stereotypes. Societal expectations and biases can discourage young females from pursuing scientific and technical interests from an early age.

It is vital to challenge these stereotypes by providing diverse role models and highlighting the achievements of women in STEM. This can be achieved through targeted awareness campaigns, mentorship programmes and showcasing successful female professionals as inspirations — for example, the IMI/30% Club Network Mentor Programme or iWish.

Creating more educational opportunities

Encouraging girls to pursue STEM subjects throughout their academic journey is crucial. Industry outreach programmes can introduce students to STEM concepts, emphasising their practical applications and their potential to make a positive impact on society, with STEM fairs for second-level student such as SciFect and the STEM Teacher Internship (STInt) Programme. Collaboration between educational institutions, industry and government bodies is vital for creating

a supportive ecosystem for women in STEM. Partnerships can help establish internship and apprenticeship opportunities, provide access to state-of-the-art facilities and resources, and bridge the gap between academic knowledge and industry requirements.

Building experience through apprenticeships

Apprenticeship programmes provide hands-on experiential learning opportunities, allowing women to gain practical skills in STEM fields. By working alongside experienced professionals, apprentices receive invaluable mentorship, guidance and real-world experience.

Apprenticeships facilitate a more immersive learning experience, enabling the learner to gain a deep understanding of STEM concepts — bolstering their confidence to pursue long-term careers in these fields.

Seeing women in a wider range of STEM roles

Encouraging more women to pursue STEM careers from entry-level to leadership roles is crucial for achieving gender equality and driving innovation in our society.

By breaking stereotypes, providing educational empowerment, building support networks and fostering collaboration, we can create an environment where employees feel empowered to thrive in STEM fields, ensuring a more diverse and inclusive future for STEM and beyond

Siobhán

Senior Executive, BioPharmaChem Ireland

Dr Edel Healy Head of School of Heath & Science, Dundalk Institute of Technology (DkIT)

By working alongside experienced professionals, apprentices receive invaluable mentorship, guidance and real-world experience.

Dean

Why more companies in Ireland should support women in engineering jobs

“Society needs to overcome this gender stereotype and gender preconceptions,” insists Moumita. “The tech sector — or engineering — is a wide field. I know from experience that we don’t always need a targeted degree to work in it. I studied biology and worked many years in different roles but ended up in engineering. I can say, I did not choose my career — my career chose me.”

Pharmaceutical engineering is an immensely rewarding career. More women show how some companies are helping to close the gender gap.

omen’s participation in STEM (science, technology, engineering and mathematics) professions is extremely underrepresented. Today, global healthcare company Viatris is working to create equal opportunities and provide support to employees throughout its five sites across Ireland.

Finding satisfaction in engineering jobs

In the engineering sector, people have the opportunity to enrich the lives of others and develop a range of key skills to support business and collaborate effectively with motivated colleagues.

Moumita Paul Bose, Computer Systems Validation (CSV) engineer at the Damastown site in Dublin, joined the healthcare company last year as a CSV engineer. She says: “As an engineer and a woman, I’m part of a minority as this has traditionally been a male-dominated career. I used to think that I don’t fit into the industry. But now, I feel like I belong here, and certainly at Viatris.

W“Engineering is a profession serving people worldwide. In a healthcare context, that includes machines producing tablets, capsules and vaccines. My responsibility is to validate our computerised systems to ensure these are operating as intended.”

Following the career that’s right for you For Moumita, overcoming gender stereotypes was something she had to deal with far before her career started. Since she knew from a young age that she wanted STEM to be part of her future, she refused to see gender as a barrier.

“Math was always the subject for me,” she explains. “I used to love all technical things. However, growing up in India, there was a stereotype of what women should do. I always had questions in my mind: ‘Why can’t I do the same thing in life as boys? Why can’t I make my own life decisions?’”

After moving to Ireland, she saw a gender disparity in universities and workforces for STEM subjects. According to the Higher Education Authority, only 23% of engineering graduates are female; and only 12% of the engineering profession is female.

Supportive colleagues and learning rewards

Finding an employer that supports and challenges their employees to nurture continuous growth is key. Women can find rewarding careers in pharmaceutical engineering.

Mariana Grigorita, Quality Engineer at the Dublin Respiratory site, says: “The stereotype still is that engineering is predominantly for men. But I never found an attitude of ‘You are a lady, so you can’t do this.’ Here, I’m treated the same as my male colleagues. Just like them, I work hard, and I am progressing.”

The sector can offer women exciting challenges that pay off with new skills and various rewards.

“Engineering in the healthcare sector can stretch and challenge you,” adds Mariana. “Every day, you learn something new.”

Nessa Murphy, Automation Engineer at the Little Island facility in Cork, says: “Engineering is a brilliant thing to do. Not only does it give you a sense of purpose, but there are financial rewards as well.”

“I am now in a secondment in automation which is, in itself, a very vast role. I am hoping to explore that area further.” Nessa says that Viatris gives her the flexibility to expand her skills and help with personal growth and career fulfilment. “I was working in a production plant for five years where every day is different. You are constantly being challenged.”

With the enthusiasm and passion shown by these women — and the support of employers — there is hope for a better gender balance in Ireland’s STEM field.

Moumita Paul Bose Computer System Validation Engineer, Viatris, Damastown

Nessa Murphy Automation Engineer, Viatris, Little Island

Mariana Grigorita QMS Engineer, Viatris, Dublin Respiratory

WRITTEN BY James Martin

Image provided by Viatris

The sector can offer women exciting challenges that pay off with new skills and various rewards.

Turning a love of maths into an invigorating career in engineering

Mary Coughlin, a trailblazer in engineering and sustainability, shares her inspiring career journey from being one of few female students to becoming a Regional Sales Manager, advocating for women in STEM fields.

For anyone who is interested in a career in engineering and has a passion for thinking of new ideas or new answers to existing problems, Coughlin advises: “Embrace all doors that open to you, and don’t fix your sights on a specific engineering discipline too early.”

This is a lesson that she has learned thanks to her career in Calor Ireland, which has spanned almost 20 years. As a first-class honours degree student in Technology and Design from Ulster University, Coughlin attributes the start of her interest in engineering to her love of maths, science and art. A guidance counsellor made the connection and pointed her in the direction of engineering.

From engineering student to sales manager Coughlin entered Calor as an engineering student, undertaking work experience in 2004. She found a fit that has kept her passion alive ever since. Throughout the years, she has worked as an industrial sales engineer, BioLPG product manager and strategic business development manager before becoming a regional sales manager in 2021.

Involvement in renewable energy product

An admirable point in Coughlin’s career was her leadership skills in the introduction of a renewable LPG product to six European countries.

Growth in engineering sector calls for more engineers to deliver secure future

She was approached by SHV Energy to work on a European scale in the rollout of BioLPG — a certified renewable gas.

Previously, BioLPG would have been considered impossible, but in 2018, Calor was the first company on the island of Ireland to introduce and supply the certified renewable LPG to homes and businesses.

The role allowed Coughlin to travel around Ireland and Europe to provide guidance and support on the new innovative renewable energy product, broadening networks and deepening leadership skills.

Putting sustainability on the agenda

BioLPG is the first step on the sustainability journey as the company has set itself the target of only supplying renewable energy products to its customers by 2037 — its centenary year.

It is a big ask, and only 15 years away, but Coughlin urges anyone who is taking the steps to undertake a career in LPG to embrace sustainability and avoid being afraid to stand up and be noticed by putting it on the agenda.

“To ensure the LPG industry remains relevant, it is imperative that we remain commercially focused while simultaneously remaining aware of our future impact,” insists Coughlin.

Confidence in the engineering sector continues to grow as 71% of employers expect financial position to improve this year.

Engineers Ireland’s latest report, ‘Engineering 2023: A barometer of the profession in Ireland’, has found that the outlook for recruitment in the engineering sector in 2023 is positive, with 67% of engineering employers surveyed planning to recruit.

Rising demand from growth in the engineering sector

With so many engineering firms creating jobs in the short to medium term, there are ongoing challenges to ensure Ireland has the ready supply of engineering skills necessary to fill these positions.

The report highlighted that 72% of employers are concerned that the shortage of engineers with the correct skills is a major barrier to business growth. The top skills that are being sought after include fundamental engineering knowledge, effective communication and the design of solutions to complex problems.

Engineering addresses issues and offers rewards

Engineering touches the lives of everyone. It provides creative solutions to societal needs from tangible works, such as bridges and flood defences, to heart stents and prostheses as well as the invisible technology around us. It is also vital to addressing the challenges of climate change and the circular economy.

Approximately 79% of Engineers Ireland members surveyed agreed that engineering is a rewarding career for young people. Another 76% believe the profession offers equal

career opportunities for women and men. Moreover, 63% also agreed that apprenticeships are an attractive route into engineering, with a higher percentage of females (70%) than males (62%) agreeing.

How engineers contribute to society Ireland’s youth will play a key role in pushing the boundaries of innovation to protect and enhance our environment and society.

Future engineering graduates will be central to the successful delivery of ambitious infrastructural and technological initiatives. They will be uniquely placed to support our climate goals and ambitions.

To deliver a sustainable and digital future across all aspects of our society, educators, engineering organisations and third-level institutions must inspire and empower this next generation of innovators to pursue a career in engineering.

Supporting Ireland’s current and future engineers Engineers Ireland’s STEPS programme — the only national full-time STEM outreach programme with a focus on engineering — supports industry and community leaders to engage with primary and secondary school pupils through several hands-on workshops and programmes.

As we celebrate International Women in Engineering Day, we must continue to engage our young people and ensure they have the opportunity to experience the dynamic world of engineering.

Mary Coughlin Regional Sales Manager, Calor Ireland

Aisling O’Halloran Acting STEPS Team Lead, Engineers Ireland

Paid for by Calor

Embrace all doors that open to you, and don’t fix your sights on a specific engineering discipline too early.

Role models and company support are key for STEM leadership success

thrive in a new industry and taught her the ropes within the company. “They inspire me so much,” she says.

An evolving field

The engineering field is typically known for its gender imbalance, but this is changing thanks to widespread industry initiatives. At Schneider Electric, for example, they actively encourage more women into engineering roles by meeting key employment targets, such as a 50% gender split among graduate and early career intakes.

They’ve also created development programmes to equip talented female employees with leadership skills to help accelerate their career progression to become future leaders in the organisation. “I think diversity brings different points of view and brings creativity,” says Moraes. “One of the things that excited me about Schneider Electric during the interview was seeing the diversity. That sold it to me. It’s good to be in a company that walks the talk and meet people helping each other as well as seeing women in leadership roles.”

Career progression can thrive in a supportive company culture, especially when employee development in leadership skills is encouraged and valued within the organisation.

Sometimes inspiration strikes from unexpected places, as was the case for Juliana Moraes when she was considering course options for college. “When I had to pick a subject to study at university, I thought about my dad who really liked Formula One and we would watch together. This helped my decision to study mechanical engineering,” she says. Now, Moraes works at Schneider Electric as the tender director for Ireland, a company that aligns with her interests in sustainability and clean, renewable energy. “I’m a mechanical engineer, but now I’m learning so much about the electrical side of engineering,” she says. “When I think about the girl who started mechanical engineering just because of Formula One, today, the situation is so different.”

“Now I know what I want to do and why I want to do it. It’s important for people to realise that they don’t

need to know the exact route they’ll take to become an engineer because so many different paths exist and opportunities will arise. Engineering is in everything,” she adds.

Inspired by role models

During her university years, Moraes was one of just two women in her class. Trying to fit in within a maledominated environment could be challenging at times, she says, especially trying to find ways of speaking up and being listened to. Having female role models has been fundamental in positively shaping Moraes’ perspective of women in engineering roles.

“My first role model is my mum, who is also an engineer,” she says. “Because of her, it was normal to think that women could be engineers in leadership positions.” Moraes has also found several female role models at work, such as Rhonda Doyle Senior Director of Field Services Operations UK & Ireland who recently was awarded Business Woman of the Year by Chambers Ireland, who help her

A supportive culture

Both female and male employees can benefit from employee resource groups. It allows them to be authentic in the workplace and helps them find more meaning in their work, as well as strengthening bonds between members of the company. Some of the employee resource groups aimed at women at the company cover topics such as imposter syndrome and the menopause.

There’s also the company’s networking conference that brought Ireland and UK women employees together in an open, safe space to discuss work-life balance, career progression, and more. “Diversity allows different voices in the same room and ensures everyone is respected. That’s why I’m a big advocate for more diversity,” says Moraes. “I also believe STEM and engineering is for anyone. Being an engineer has opened so many doors for me. It provides so many options and opportunities, even if you’re not sure what you want to do.

Paid for by Schneider Electric

Juliana Moraes

Tender Director, Schneider Electric

Having female role models has been fundamental in positively shaping Moraes’ perspective of women in engineering roles.

Image provided by Schneider Electric

WRITTEN BY Sarah Brown

Diversity and inclusion are key to healthy businesses

Promoting diversity, equity and inclusion (DE&I) is not just good for providing great places to work — it makes business sense.

Meadhbh McClean, Chief Operating Officer for CBRE Ireland Advisory and co-chair for their Women’s Network is passionate about helping create an inclusive workforce. “We are at our best when people from different backgrounds and experiences work together and share diverse perspectives,” she says.

Promoting inclusion throughout the company “The real estate industry is predominantly male and from a particular socioeconomic background. Real estate companies, like CBRE, are committed to creating a balanced workforce and increasing gender diversity, especially at senior levels,” says McClean.

Powering up: why games is a great place for women and girls

The video games industry is one of the most exciting and dynamic sectors to work in, and we need to encourage more girls and young women to consider it as a career option.

“But it is not just about gender diversity, we want to encourage people from various backgrounds to consider real estate as a career option. Through the Inspiring the Future programme, we provide work experience to transition year students, encourage non-property graduates to join our graduate programme and work closely with our community partner Robert Emmet Community Development Project.” However, this is not enough. Employees need to feel they are working in an inclusive environment. “That is why our inclusive policies, Employee Business Resource Groups and networks are important. It is about giving people a network where they feel comfortable being themselves,” she says.

Removing barriers to women’s success

As a mother of three, McClean shares her personal experience and the effect it can have on career development: “I am very ambitious, but I also wanted a family, and it all happened at the same time. You can get overlooked after taking time out; for some women, this was exacerbated by Covid-19.”

“It is difficult having a young family and career. There are so many demands, and it is hard to find time for yourself. I am lucky as I have a lot of support from both my company and my family,” she adds.

Policies and groups supporting women and their rights

Pre-Covid-19, CBRE launched its enhanced Family Friendly Policy and, more recently, a menopause policy and domestic abuse policy. Moreover, the Women’s Network — set up by McClean and her colleague Ann-Marie O’Byrne — aspires to attract and retain the most talented women, develop their skills and aid their success in the company and real estate industry.

“A key focus this year is on ‘men as allies,’ and I am happy to say, we have a lot of men in our network. Men want to support women to grow in our business, and they are all keen to learn how to do this. We are united in the pursuit to make the company a more rewarding place — not just for women but for everyone,” McClean concludes.

Accessible gaming events for women

For women and girls considering a career in games, there are resources available to support them. Women in Games is a global organisation that provides support, networking opportunities and hosts free-toattend Careers, Development and Networking Events twice a year. These events are virtual — accessible to women, girls and allies anywhere in the world. They provide the opportunity to hear from inspirational women and meet with games development studios that are hiring.

Helping the industry grow with women

Marie-Claire Isaaman CEO, Women in Games

The games industry is growing at a phenomenal rate, with an estimated global value of over $300 billion by 2025. It’s a rapidly evolving industry, and with more than 2.7 billion gamers worldwide, there is a huge demand for skilled professionals to drive the development of new games.

Opportunities for women in gaming

Despite the significant opportunities available, women are still underrepresented in the games industry, particularly in technical and leadership roles. Fortunately, this is changing. Companies are recognising the value of diversity and taking steps to increase the representation of women in the industry.

There are many roles in the games industry that require a range of skills and expertise — from game design, programming and art to marketing, community management and project management. Game development is a collaborative process, and a successful game requires a team with a broad range of skills and experiences. Furthermore, the games industry is constantly evolving, with new technologies and platforms emerging all the time. This creates exciting opportunities for innovation and experimentation, making it a great industry for anyone who is passionate about creativity, technology and innovation.

As the industry continues to grow and evolve, we need diverse voices and perspectives to ensure that games are developed with a broad range of audiences in mind. Women bring unique skills, experiences and perspectives to the industry — and we must recognise and value them. I would encourage any girl or young woman who is interested in technology, creativity and innovation to consider a career in the games industry. The industry needs talented and passionate professionals to help shape its future. Women in Games is here to support you on your journey, and I look forward to seeing more women thriving in this exciting and dynamic industry.

Meadhbh McClean Chief Operating Officer, CBRE

WRITTEN BY James Martin

Passion and community allow women to flourish in STEM environments

Two women in STEM share what drove them to pursue a career in the gaming industry and why community is important to build an inclusive work environment.

Product Manager Alannah Mernagh and Technical Team Lead Andressa Valadares from Scopely share their thoughts on what inspired them to join the gaming industry and what community means to them.

How did you get into STEM?

Alannah: Pure passion drove me here. All my life, I’ve loved games. My goal was to try and get into the game industry, so I studied multimedia applications development. My final project was about games to help build my portfolio. I feel like even though my course was broad, it gave me different skills, which ended up being an advantage because I got into the games industry and it helped me understand different disciplines.

seen the growth of women in the company. More needs to be done, but I feel, community-wise, having more women has helped build our women’s community in the ERGs (Employee Resource Groups). I’ve also always felt I’ve been listened to in any department that I’ve been in.

Andressa: I need to feel that a workplace is a safe place for me as a woman, and I look for this when thinking about jobs. I definitely have this at Scopely. This was one of my main concerns when thinking about joining the gaming industry, but it has been a positive surprise.

What’s the best thing about your work?

Alannah: I love being able to work in the industry that I wanted to work in since I was young. The people I work with here are amazing. I’ve seen different people come and go, but it’s always that same vibe that you get from everybody. We’ve also been successful with the products we work on, and there’s a certain pride with that as well.

Andressa: I like the challenge. I feel that every day has something different. You always have room to learn from other people but also teach other people, so I think that’s really rewarding. I don’t see myself leaving the game industry.

Why is community important to you?

Andressa: When I was a kid, I was good at maths, so I looked for career possibilities and study options in engineering. I ended up doing computer engineering at university, even though I didn’t even know what a computer engineer did before applying for college. I joined the Pyladies (a Python code group for women), and I came to understand how it’s important to have women around me that do the same things and have similar interests.

What’s it like being a woman in the tech industry?

Alannah: Even before starting in the industry, my course was mainly male-dominated. I’ve been in the company for six years, and I have

Alannah: In the Scopely ERGs, there was a big push to make sure that we have a regular meetup and to build that community. It’s nice to have a group of people who are passionate about the same things. The goal of the group is to bring women in the company who want to be involved together to talk about different things — from books to future events or even anything going on in your department.

Andressa: Community can be life-changing. When you find people that have a similar background to you, it helps you to feel more confident in your work. Knowing that there are other women like me with the same struggles and challenges, but they keep pushing on, makes me keep going because I want to be this person for the younger ones. I want people to look at me and think: ‘Okay, if she’s doing it, I can do it as well.’

Alannah Mernagh

Product Manager, Scopely

I don’t see myself leaving the game industry.

WRITTEN BY Sarah Brown

How to switch to a technical career and start a rewarding role in STEM

Even though she doesn’t have a background in STEM, June Foley is now a senior member of an artificial intelligence and data team. She reveals how her career has developed.

June Foley didn’t take a conventional route into her STEM career. In fact, for the first seven years of her working life, she wasn’t involved in STEM at all. Now, she’s a Senior Manager within the Artificial Intelligence and Data (AI&D) team at the leading global professional services organisation, Deloitte.

Entering the field without a technical background

“I don’t have a technical background,” admits Foley. “I did study computer science for a year after leaving school; but art had always been close to my heart, so I took a BA in Design and Visual Communications at Dún Laoghaire Institute of Art, Design and Technology (IADT), then began a career as a graphic designer.”

Years later, when Foley was looking to make a career change, she contacted her IADT tutors and asked them about the latest tech trends.

A supportive and inclusive working environment

Admittedly, leaving the design world and adapting to an entirely new career was a steep learning curve, but Foley felt supported every step of the way. “I’ve had three very supportive coaches during my eight years here,” she says.

“I’ve had terrific mentors, such as Ita Langton, one of our technology partners. I’ve asked for her opinion on a range of topics, and she has always been so helpful. I quickly realised that people with all kinds of experience are happy to rally around if you ask for support. I’m also part of a mum’s network. Just being able to go for a coffee with a colleague — from any team, not just technology — has been hugely beneficial.”

WRITTEN BY Tony

“One of them mentioned data visualisation,” she remembers. “As my concepts and designs had always been extremely researched and data-driven, I thought it would be an exciting avenue to explore.” She joined Deloitte as a Consultant in 2015, becoming an expert in using data visualisation to help clients improve their decision-making capabilities.

Foley has appreciated the organisation’s commitment to flexibility and now works a fourday week. “I’ve been able to take advantage of the hybrid working strategy and was promoted during my first maternity leave — and then again when I returned from my second.”

Making the most of transferable skills and tools

Being a woman in STEM is not without its challenges, however. “It’s an inclusive culture where there is always room for you at the table,” says Foley. “But we need more female leaders in technology because if women can see it, they can be it. Things are improving, and we are now seeing more females move into senior positions and roles. It’s not a challenge I can overcome alone, but I can be aware that more female representation is needed, so it’s easier for women to rise.”

Foley advises women who have their sights set on a STEM career: “Go for it! If you studied STEM subjects, are curious, willing to learn and come to Deloitte through its graduate programme, you have every opportunity to succeed.” But a STEM background is not a dealbreaker. The organisation runs an initiative called Project Magenta, which offers women from non-technical backgrounds a three-month training programme.

“It’s never too late to make a change. You have other attributes that are just as important as technical skills,” says Foley. “My graphic design career certainly equipped me with many transferable skills and tools.”

Greenway

As a woman in STEM, I believe role models and mentoring are very powerful in challenging the ingrained biases we all have. By sharing our experiences, knowledge and guidance, we pave the way for aspiring women in tech to overcome barriers and unlock their full potential.

As a Technology Partner in Deloitte’s Consulting Business, who started as a graduate of the organisation, I value and see our teams thrive in a diverse and inclusive environment where we can shape a future where every individual feels respected and can embrace their passion for technology, confidently owning their career choices.

~Ita Langton

Paid for by Deloitte

June Foley

AI&D Senior Manager, Consulting, Deloitte

Ita Langton Technology Partner Deloitte