Ireland Podcasts

After some wonderful feedback, we have pulled together our series of podcasts with expert speakers and insightful topics.

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CIPD Ireland Podcast - The CIPD in Ireland Employment Law Conference 2026 Highlights

32:09

Transcript

Meg Dunphy:

Hello everyone and welcome to the latest edition of the CIPD in Ireland podcast. Today we're taking a look back at our Employment Law Conference 2026. Staying up to date with employment law can be challenging in a rapidly evolving EU and Irish legislative landscape. The event at the Aviva, supported by Adare Trusted People Partners, brought together leading experts, employee relations practitioners and forward-thinking employers to share insights on key developments and how organisations are responding in practice. We start with the opening address by our Director of the CIPD in Ireland, Alison Hodgson.

Alison Hodgson:

When we pulled together our employment law conference, we have one guiding principle and that is around humanising employment law and demystifying it. It can be big and it can be scary and that is why we have worked very hard at putting together a roster of expert speakers who are the experts in their field and they come with informed, balanced and comprehensive perspectives. The conversations today, they will be about the tough stuff, the tricky stuff, the big stuff, the small stuff and it's really about providing the compact learning opportunity for everybody. We're also very excited to be launching the CIPD in Ireland Trust later on today. You'll be hearing more about that. But that's our social impact arm who works with the marginalised demographics to integrate them into the workforce. So you'll be hearing more about that this afternoon. And then to close out the day this evening, we've got an expose behind the scenes what really happens in the courts whenever we're not there. So we've got Peter Ward, who is engaging, funny, amusing and enlightening, all in equal measure.

Meg Dunphy:

As Alison mentioned, we launched a new pilot initiative to support people with minor convictions to succeed in the workplace. It's A partnership with Tosú and we'll see HR professionals volunteering to mentor a person who has a minor conviction into employment. and it's the first step in expanding the CIPD Trust to Ireland. Head of the Trust, Sally Eley, chaired a fascinating discussion with Jacob Harmon from Tosú, Ray Power, Prison Reform and Mental Health Advocate, and Fiona Sharkey, Partner at Makins Don Murphy. First, we'll hear from Jacob and Ray.

Sally Eley:

What we concentrate on doing is support people who find it particularly difficult to get into work by marrying them up with the people profession. And we do that through a number of ways. It could be tactical by mentoring programmes, coaching, that kind of thing, employability sessions, or it could also be through advocacy. And we do lots of panel discussions and showcasing of employer great practice. So One of our main areas of focus is supporting people with convictions. In the UK, one in four people have a criminal conviction and that can really get in the way of getting a job. And yet we know that having a job is one of the things that's likely to keep somebody fit and well, out of trouble, and that has far-reaching benefits to wider society as well. Also, it helps employers feel vital skills gaps, so it's a win-win. But often there can be some issues around confidence and how people get started. So we know that there's quite a lot of caution and wariness around this subject. So the idea of the panel is that we go a bit deeper into some of those areas and understand what other things that get in the way of employers doing this well. Let's start with you, Jacob. If you could tell us a little bit more about what Tosú do and what do you feel that the barriers are for employers doing more in this space?

Jacob Harmon:

Sort of fresh start, right? And that reflects our commitment to helping everyone across Ireland get a fresh start after they have done their service and their sentence to their communities. And the way that we do that is It's a diverse range of services and supports that we provide people from basic resettlement, housing, and access to health care, which are the foundations on which any good life is built, to more advanced job search and job readiness training and skills building. So in our 26 years, we've helped 65,000 people, but we serve about 5,000 people a year. And a big part of what we do is employment readiness. And there's a lot of interest as we work in nearly every community in Ireland. There's a lot of interest from employers in accessing the talent that exists among people with criminal convictions. But there is hesitation. There are concerns about how to do it and how to do it well, right? And that leads to that lack of confidence that you were talking about, Sally. And so really, I'm not here to tell you to ignore any of those concerns. I'm actually here to tell you that there's a lot of help and support available and that the question that we should be asking is are our processes, are our systems for recruitment and assessment, are they fair and are they open, right? One of the things that we do with almost all of our clients is help them think about how they might disclose that they have a criminal conviction. And for nearly everyone we work with, this is a terrifying prospect, right? But it is also an opportunity to see the kind of future orientation that people have, what they want to build with your help, right? And it's a really great opportunity to see the growth and development that people have undertaken already. And so if in your processes you ask about criminal convictions during interview or application, and that's a disqualifying fact that someone has, that we would see as bad to process. And instead, we would ask you to see it as an opportunity to discover something important and meaningful about the candidate who's sitting in front of you. And I would suggest that more often than not, you will find that it is really illuminating and it does create opportunities for both you as an organisation and the person you're sitting across from. So we understand the hesitancy that you all might have, but there is a network that exists already. I have 30 people who work with me on engaging with employers around how they can update, do very simple, practical things to widen their candidate pool and access a tremendous amount of talent, a tremendous amount of enthusiasm, and also participate in making their communities safer, right?

Sally Eley:

Ray, can I come to you? Obviously you do a lot of advocacy in this space now, and I know that you've got a lived experience, haven't you as well? So would you be able to share with us a bit about what your experience has taught you and how you then help others move on with their journeys?

Ray Power:

So I'm from Waterford City, and for the last seven years after I left prison, I've dedicated my time as a volunteer supporting people with mental health addiction and returning to society after prison. All of these things I have a lived experience in. If I could just share a little bit of my story. My story started way, way back when I was a child. I grew up in a housing estate in Waterford City, an underprivileged area in Waterford. So that was my first barrier, looking for employment. It's where I lived was the problem. At a young age I was hit by a car just right outside the housing estate where I lived at six years of age. The car that hit me drove off, never stopped and I ended up having horrific injuries with that. While other kids were out learning how to play, I was actually learning how to walk again. Going back into school then I struggled very, very bad with my education because I lost an awful lot of time. It was nearly 18 months in hospital and then other operations trying to rebuild my life. So I lost an awful lot of my education, which affected me throughout most of my adult life. I left school very early and went into the building trade. I stayed in that for 12 years. It was a downturn in the economy then. I had no work and I ended up going into the security door world. This had a huge impact on my mental health, especially then with all the childhood trauma that I would have grown up with. My mum and dad would have suffered their own addictions as well. I'm at the age of 33, while everything was going well, I had a great job, everything was perfect. I struggled with a mental health crisis. I started off with a panic attack and it was like someone came on in my life and hit a switch. It just turned my world upside down. It was very hard for me to talk, especially being in the door world. I used to be shown this image, you know. I could go out and work on the door, I was the most confident man that you'd ever see, you know, meeting and greeting people. And then on my way home in the car I'd be crying. I developed an addiction, got addicted to my own antidepressants. I was struggling to get my life back. So I had this thing in my mind that if I take, surely if I take more antidepressants, I would feel a lot better. And I formed a huge addiction. When I couldn't get those, then I was buying them on the street. I was losing work. I was starting to meet HR and being managed out of companies because I was falling asunder. And everything I had in my life just disappeared. and through, I suppose, confusion and bad choices, I found myself in prison. I served an 18-month sentence. Prison for me was actually the turning point of my life because it was in the prison that I beat my addiction and I combated my mental health. I used prison as, I suppose, trying to repair myself. I said, okay, I never spoke about my mental health and traumas that I would have had in my life, so I'm going to use this as a platform to get that help and support and I did. And so I went through a detox that lasted nearly three months. It was horrific. I will never forget it. I went into prison 19 stone and wait and left 18 months later 13 stone. But while I was in prison I started doing a lot of work. I was very, very hopeful for the future when I get out. My mental health was gone, my addiction was gone. I was looking at things through a different set of eyes. I couldn't wait to get out. So when I came out of prison, the first thing I did is I'm going to have to change the way I was behaving and took an honest look at the role I was playing, I suppose, with my own suffering. I saw the lack of services in Waterford City, so I set up a suicide intervention team in Waterford City called Reassure. We got charitable status just early last year. We've 30 volunteers. To date, we have 170 interventions people brought to safety because of the organisation. Through all the last seven years, I would have went on and educated myself, went into prisons, shared my story, went into schools, colleges. Recently, I completed an eight-week course in the Dóchas prison, delivering a mental health and recovery workshop. It was a huge success. I'm very passionate about this work. But then it comes a time in my life where volunteering is beautiful and I'm passionate about what I want to do, but volunteering won't pay the bills and I have a family to support and I want to move on. So I started reaching out and applying for jobs and I realised that the easy part for me sometimes, and this is probably hard for the years, the easy part was the prison sentence, was coming home and trying to rebuild my life. is the most difficult part. I look at my CV today, I'm very, very proud of my CV and all the stuff that I've accomplished. Even in my CV, neatly folded is hope. You know, hope that someone will see beyond my criminal conviction and just give me a chance. You know, I just want to touch briefly on the reality of what I face when I apply for jobs. Just recently I was sent a few links through organisations that I do support with. There was a job vacancy coming up in Waterford City in a hostel. Men orientated. A lot of them would have had addiction issues and different things. I was perfect for the job. I applied for the job. Within 20 minutes of sending my CV, I got a phone call. Within an hour I was sitting for an interview. The guy I was speaking to was saying, your CV is absolutely incredible. You'd be a perfect candidate for the job. When could you start? I said a week. A week's notice I could start the job. Got a second interview. The second interview there was a lady in there, she didn't do much talking. The first guy that interviewed me was doing all the talking. So they kind of hummed in on my criminal conviction and why I was in prison. And I'm very open and honest about my conviction. I was in a prison for assault. I hit someone and thankfully no life-changing injuries or anything like that, and something I'm very, very sorry about. And today we're friends, I'm friends with that guy. and I could feel the energy in the room dropping straight away once I disclosed that. They said they'll ring me. I said, great. I was really, really hopeful telling my family, I said, this is looking good. They love the CV, they love what I do, I'd be great doing this. The Saturday morning I was sitting down at the table with my family and the phone rang and it was the guy that I was having the interview. So I left the room and he said, Ray, you were perfect for the job. The CV is absolutely brilliant. I brought this to management and management are all about safeguarding the people that we have in the hostel and it would go through the roof if I hire you. And I have to sit with that. So I said, thank you for the opportunity. I knew this guy probably would have hired me, but I knew the management, so I hung up, got a bit upset, went down to my family and said, no, I didn't get it. And then I have to tell them the reason why I didn't get that job. And in that moment, I worked seven years doing amazing stuff and I'm remembered for that moment that I went into prison. And that's why I'm passionate about what I do, creating opportunities for people.

Sally Eley:

Thank you. I literally, I work in this area all the time and it chokes me up every single time. This is why people like you who can change policies and practices and influence in your organisations need to do more.

Meg Dunphy:

After the break, we'll hear more about supporting people with minor convictions to succeed in the workplace.

Are you looking to unlock better performance through people? Join the CIPD Thrive Conference this October. Discover the latest research, practical tools and real-world insights on productivity and people, trust, leadership and wellbeing. Book now by searching for CIPD Ireland on Eventbrite.

Meg Dunphy:

Welcome back. Now we'll hear advice from Fiona Sharkey about what employers should consider when employing a person with a conviction.

Fiona Sharkey:

Ray for that very powerful account. You mentioned the word chance. Well, I certainly agree with the sentiment. Everyone deserves a second chance. I won't and can't sugarcoat that it is difficult for those individuals with live convictions to regain employment. The reasons being like the market is tight, competitive and it is all too easy for an employer to identify what they deem a red flag and do away with that person. But I would hope that looking into the future this could change for the better with the right supports in place, CIPD Trust, Tosú and I know IHREC have done a lot of work in advocacy for an additional protected ground under the employment equality legislation of criminal record. I don't want to talk too much about barriers here. I want to talk about some relevant legal frameworks you should be aware of and get you thinking about how this can present for HR and business owners in real life. But in essence it's about the following principles as I see it. So reasonableness, proportionality, relevance. So for example, if you're in the business of transporting goods and you're aware if a candidate has an offence, let's say it's a minor offence, nothing to do with driving, query, is it proportionate to not hire on that basis? And also query, more importantly, are you losing talent as a result? Just briefly on the legislative underpinnings here, the Criminal Justice Spent Convictions in Certain Disclosures Act 2016. For certain offences, once those offences are spent, an applicant is legally entitled not to disclose that conviction. So the act sets out that where a person aged 18 or older was convicted of an offence and at least seven years has elapsed since the conviction, then the conviction can be regarded as spent. And the offences involved are relatively minor. There are certain offences which can never be spent, such as sexual offences. What does that mean in the employment context? So it means that the individual is not obliged to disclose a spent conviction and cannot be penalised for not disclosing said conviction. I'm talking in the general sense here because there are certain jobs that are excluded from that, the state jobs, jobs that require guard the vetting. What does it mean for the employer then? So as part of recruitment processes, many employers are asking for prospective employees to self-certify if they have a conviction. So this act restricts the scope of that by requiring you to not ask them and requiring employees to not disclose them. There are GDPR implications as well. I'm aware that a lot of employers ask about criminal convictions. Should they do that? Are they legally permitted to do that? If you're not operating in a regulated capacity, actually the means by which you can ask for that data are extremely restricted. There's a much higher threshold that applies to asking for that data. Unlike the UK, there's no central conviction register here. So the means by which you can go about getting it is very, very difficult. Absent, you know, explicitly saying on a disclosure form, this is entirely voluntary. So that's just something to be aware of. If you are asking for that data, you need to be very careful and you need to have a decent data protection policy, data protection impact assessment and all the kind of documentation that goes with that. What I have seen in the past advising HR practitioners is when you're not aware that there was something in the past and then it presents itself to you in work as a HR practitioner and what do you do? Just to be very practical here for a minute, so say you have an employee, they had a drug-related offence, let's say. Maybe it wasn't a conviction, maybe they were before a court. That information wasn't disclosed to you. That information, a few years into the job, you become aware of that information. Somebody Googles something and you're made aware of it. What do you do in that situation? So it's about back to proportionality, relevance, proximity. So obviously if you're working in the business of drug manufacturing, that can become a serious issue for you. For all sorts of reasons, the individual is proximate to drugs, there's a possibility of re-offending, and then you have health and safety obligations towards your workforce as well. So that is something I would have to say, if you find yourself in that situation, you should be seeking guidance, because it's very tricky for HR practitioners to navigate that. Obviously they want to do right by this person. person could be an exceptional worker, but they have to view things in the round. And just to finish off on that, if it's not a drug manufacturing business, then does it have any relevance whatsoever to the workplace? So just quickly, I want to finish on a positive note to say that there are myriad benefits and there is a business case, generally speaking, for inclusive hiring. You've got a wider talent pool. We're aware that there are some financial incentives as well. But also, moreover, the social responsibility side It reflects well on your organisation's values.

Meg Dunphy:

I also spoke to Sally Eley about how you can get involved.

Sally Eley:

So first of all, the easiest thing you can do is just follow the CIPD Trust on LinkedIn and like our social media, engage with our content. Just the very fact that your jobs and your roles and your advocacy for it, that makes a huge difference to us. So that's a really simple thing and easy thing that anyone could do. Something else you could do is if you're interested in the work we've been talking about in terms of with, I cannot say the word, Tosú, Jacobs organisation, we are looking to pilot a mentoring programme where we mentor people who perhaps have been in Ray situation. And so if you're interested in that, get in touch with you, Meg. Yeah, or any of the CIPD team. Exactly. We've also got guidance. We produced it. It's UK guidance, but it is pretty much 90% if it's absolutely relevant to you on if you are interested in looking at how your hiring policies affect people with convictions, this is free. You can get this from us. So, you know, please get in touch and we'll happily share it and put you in touch with other organisations as well who might be able to give you a bit more bespoke information. Because we completely recognise that everyone's in their own context and will have their own specific questions and, you know, concerns.

Meg Dunphy:

Maria McAnearney, from KPMG walked us through what the EU AI Act means for employers and people professionals. If you use or sell AI in the EU, you need to ensure you're adhering to the Act.

Maria McAnearney:

First and foremost, who is actually in scope for the EU AI Act? And just to clear this up, in short, it's essentially everyone. I would be shocked if anyone sitting in this room today is not using AI in some way, shape or form. And it could be as little as just using Copilot or the likes of ChatGPT or Claude as a glorified search engine. That will still put you in scope for artificial intelligence and compliance with the EU AI Act on some level. So then, first of all, I'm hoping that everybody in the room is aware of Article 4 and AI literacy requirements. So this part of the legislation actually became legally enforceable in February 2025. And it essentially says that both providers and deployers of AI systems shall take measures to ensure to their best extent that everyone in the organisation has a sufficient level of AI literacy. And this is particularly for any staff that are dealing with the operation of AI systems on their behalf. This level of AI literacy has to take into account the technical knowledge, experience, education and training and the context in which the AI system is being used and the context in which the individuals who are going to be affected by the outputs of those AI solutions So essentially, what does this mean for HR functions? And some of you, I'm sure, have already developed training plans in relation to AI. But for those of you who haven't yet started, the first thing is to really understand where artificial intelligence is being used in your organisation. And I don't mean to underestimate that is a large piece of work, given that there are challenges with shadow AI being used across the organisation. This isn't necessarily a task we would see sitting within HR, but it would certainly be your responsibility to ensure that your teams under your remit of responsibility, that you have an understanding and a visibility of where artificial intelligence is being used just within your teams. And then to take it back to your ELT members to see if there is a need for an organisational-wide discovery project to really start to understand where AI is being used. Because essentially for you guys, you can't put in place training programmes if you don't even know what you're supposed to be training your staff on. And that goes with everything as well. So once you understand where AI is being used, it's about identifying those gaps ongoing training programmes. It's not just a one and done on the EU Act. It's also to ensure that any deployment of AI continually throughout the life cycle of your organisation, if you're doing AI rollouts over the next 10, 20 years, you have to train your staff appropriately on each of those tools and how to use them in line with your acceptable use policies and data governance and so on and so forth. And it has to be role specific. So taken into consideration if your organisations have technical AI developers, those guys need the tools. to be able to do that effectively. So moving on then, the actual legislation is built upon a risk framework and it articulates 4 levels of risk, the highest of which being prohibited AI. So the prohibited AI is AI that explicitly contravenes health, safety and fundamental rights of individuals. It's a very limited set of particularly harmful use cases of AI. So it's essentially artificial intelligence that will manipulate human behaviour, such as the use of subliminal techniques or social scoring and biometric categorization. So what that actually looks like in a HR context is if you're using a tool That is scanning your internal work database, looking at emails, if it's also going out into the public domain, looking at social media accounts and looking at essentially socially scoring your staff as things like loyal, trustworthy, based on their information, publicly available and internally available, and then linking that to performance reviews. That would be an example of prohibited AI. You can't use AI because it obviously raises challenges with privacy and discrimination. your organisation. So for those use cases of artificial intelligence, they are banned within the EU. You have to cease to use those examples of use cases and alter them in a way so that they become high risk and then therefore can be managed. So High risk systems are allowed to be used within the EU. You just have to demonstrate a higher level of compliance and put in place certain levels of controls and oversight to make sure that they are safe and being used in an ethical and transparent way. So the definition of high risk is those that have the potential to adversely impact health, safety or fundamental rights of EU citizens. So examples of high risk AI would be CV screenings, automated candidate ranking, video interview analysis, productivity monitoring and performance reviews. And the reason that they're classified as high risk is essentially their ability to introduce a bias of discrimination in relation to whether people can access jobs or be taken for interviews or as well as performance related activities that support those. There's a risk of misinterpretation of outputs from artificial intelligence which could negatively impact EU citizens on fair decision making and then surveillance concerns and privacy risks. So if you are using and so many of these tools already exist, I know even in our HR department the ladies used to book out a basement floor to go through all the grad CVs for applications, there were thousands and I have no doubt they're using AI to make that much quicker because it's a very manual process. So it's just about ensuring that the proper controls are in place to manage that to ensure that it's been overseen appropriately.

Meg Dunphy:

In the closing keynote, Peter Ward, senior counsel, reinforced the critical role HR professionals play at the front line of dispute management. He finished with a recent high profile international case.

Peter Ward:

I heard the session this afternoon about the AI revolution. I don't claim to know anything about AI apart from being afraid of it like everybody else and living in the fear of it. But I did see a very interesting account in the New Yorker magazine where the New Yorker magazine, which does have reputationally the greatest fact checkers in the world, which is why I'm going out on a limb and relying on it, for the account I'm giving of the attempted termination of the employment of Sam Altman as CEO of OpenAI. That was a dismissal that lasted all of five days. He was dismissed as CEO of OpenAI and then he was reinstated after five days. There is an account in the New Yorker which I commend to all of you as HR professionals to read closely because it is a fascinating read as to how a CEO gets dismissed and rehired in those circumstances. But one of the conditions for the rehiring, and it's quite an elaborate story about changes on the board of OpenAI, was that some board members stood aside, but only on the condition that there would be an investigation of allegations against Sam Altman. And ultimately, those investigations resulted in a review which was reported back to the board. But in March 2024, OpenAI announced that it would clear Mr. Altman but released no report. And in the New Yorker article, it's reported how the people involved in the investigation said no report was released because none was written. Instead, the findings were limited to oral briefings shared with a number of the board levels. And I just put that out to you. Can you imagine if you were the HR professional in an organisation where someone at the top of that organisation was the subject of a review but that review was going to be delivered orally to you and how you would try to manage the fallout and the consequences of an oral review of an investigation. But I read that with my jaw on the ground in terms of how that organisation, which is only one of the wealthiest companies of course in the world right now, they tend to set the bar for how investigations will happen. So maybe there are much bigger changes afoot than simply in AI. The sign tells me my time is up. I know it's one of the hottest days of the year. I had merely two other very brief points to say, and one was that by the time it gets to litigation, it's still not too late to try and stop it. Mediation has actually been revolutionary in the courts over the last 10 years or so. It's now actually a no-brainer in almost every High Court case to attempt mediation before you go to litigation, because litigation is, without question, the last resort.

Meg Dunphy:

I hope you've enjoyed the selection of our content from the CIPD in Ireland employment conference. We will be returning in January of 2027, so please look out for that. To our listeners, thank you for tuning in. Remember, you can check out our website and socials to see everything going on across the community. And of course, if you have any feedback on the podcast, please get in touch meg.dunphy@cipd.ie. That's it for today, though. I'll speak to you next month. Take care and bye for now.

Speaker:

For more information on what we do and how you can become a member, visit cipd.org/ie.

In this episode, Meg Dunphy, HR Policy & Engagement Lead at CIPD in Ireland, looks back at the CIPD in Ireland Employment Law Conference 2026, bringing together key insights from leading employment law experts and HR practitioners.

Also hear from Alison Hodgson, learn about the new CIPD Trust Ireland pilot with Tosú supporting people with minor convictions to remain in employment, explore the implications of the EU AI Act for employers, and listen to highlights from Peter Ward SC on dispute management and the evolving role of HR.

CIPD Ireland Podcast - Preparing your organisation for pay transparency

33:15

What should employers in Ireland be doing now to get ready for pay transparency, even while some of the legal detail is still evolving?

In this episode, Meg Dunphy, Engagement, Policy and Content Lead at CIPD in Ireland, speaks with Anne Phelan, Rewards and People Advisory Director at Aon, about the practical steps employers can take now to prepare.

They explore where organisations should focus first, from pay frameworks and job architecture to recruitment practices, pay equity analysis, data readiness and manager capability.

The conversation looks at what good preparation really involves, the common gaps employers may need to address, and how to build confidence and consistency ahead of implementation.

CIPD Ireland Podcast - The CIPD in Ireland Annual Conference 2026 Highlights

30:58

In this episode, Meg Dunphy, the CIPD’s HR Policy & Engagement Manager, presents the highlights from our annual conference at the RDS in Dublin. The event brought together HR leaders, people professionals and senior business executives from across Ireland to explore the future of work and workforce transformation.

You’ll hear insights from the C-suite panel featuring executives from Boots Ireland and Hewlett Packard Enterprise, a discussion with CIPD CEO Peter Cheese in what was his last official function in Ireland, and an excerpt from our keynote speaker mathematician, social entrepreneur and future of work expert Anne-Marie Imafidon.

CIPD Ireland Podcast - Life is improv: yes, and… leadership

28:50

In this episode, host Meg Dunphy and guest Neil Mullarkey explore why modern leaders must stay agile, listen deeply and adapt their communication in a world defined by rapid change and evolving expectations. Drawing on improv principles, they discuss the human skills that underpin effective leadership in 2026 and beyond.

CIPD Ireland Podcast - The future ready people professional #2: Organisational change and transformation

38:03

In this episode of the CIPD in Ireland Podcast, host Meg Dunphy continues the series The Future-Ready People Professional, exploring what it takes for HR to lead in a world of continuous organisational transformation. Organisations are no longer navigating change in discrete episodes; transformation is constant, complex, and multi-layered. HR is expected to shape strategy, design operating models, develop leadership, and build adaptive cultures, ensuring people remain at the heart of every change.

Meg is joined by Zoë Cannings, Senior Director of Business Value and Transformation at Oracle, to discuss HR as a strategic transformation architect. They explore how HR can influence organisational change, build capability for sustained transformation, embed employee experience, and harness insight because in transformation, data is king.

Tune in for actionable insights and inspiration for HR professionals who want to drive and shape the future of work through organisational transformation.

CIPD Ireland Podcast - The future ready people professional #1: AI and Tech

29:56

The Future Ready People Professional is a new CIPD in Ireland podcast series designed to support HR and people professionals to build confidence, relevance and impact in a fast‑changing world of work. In this first episode, guests Katie Sloan, HR Business Partner, Intel and James Ryan, CEO, WorkMatters join host Meg Dunphy to explore AI and technology – cutting through the hype to focus on what people professionals really need to understand. From AI literacy and ethics to governance, skills and decision‑making, our expert guests share practical insights on how HR can play a critical role in shaping fair, responsible and effective use of AI in organisations. Whether you’re early in your career or operating at a strategic level, this episode will help you ask better questions, engage confidently with leaders and technology partners and prepare for what’s next.

Five years into hybrid working, organisations are still refining what works best. Join Meg Dunphy in conversation with Peter Cosgrove, Managing Director of Futurewise, as they share insights and thought leadership on the evolving world of work. They explore what’s really happening in organisations, what we’ve learned, and what HR leaders should watch for, from the role of AI, digital tools, and software, to culture, collaboration, and productivity. Drawing on his extensive experience in organisational consulting, research, and advisory work, Peter challenges us to rethink how work gets done. The hybrid experiment is ongoing, and while we’re still learning its full impact, each insight brings us closer to understanding what works best.

Far from being an HR silo, learning is the strategic lever that unlocks resilience, retention, and reinvention. As organisations grapple with skills shortages, the rise of AI, cultural change, and the urgent need for talent retention and succession planning, learning has moved centre stage. This episode creates a buzz around learning by showing its direct business impact and sparking new ways to think about its role in transformation. Host Meg Dunphy opens the conversation with Linda Waters, Senior Employer Solutions Manager, CIPD, Robert Mac Giolla Phadraig, Founder and CEO, SkillStack and Michelle McShortall, Advisory Services Manager, Intuition to bring clarity and energy to the big questions:

What are we doing right now? – Tackling disruption through reskilling and agility.
What are we doing for tomorrow? – Building sustainable pipelines of skills and leaders.
Real-life examples – Stories of organisations reinventing their approach to learning.
The frontier of transformation – Where culture, technology, and human potential converge.
AI-powered personalisation – How intelligent tools are tailoring learning to individuals, making it easier for time-poor executives and employees to get exactly what they need, when they need it.

CIPD Ireland Podcast - Our new Director on shaping the profession

21:42

Join host Meg Dunphy as we welcome the new Director of the CIPD in Ireland Alison Hodgson to discuss her journey, vision, and how CIPD is adding value to the profession.

We explore insights from our latest wellbeing research, the business impact of intentional wellbeing strategies as we look ahead to the CIPD in Ireland Wellbeing Conference 2025 and the CIPD HR Awards in Ireland 2026.

CIPD Ireland Podcast - Inclusive leadership: Championing disability inclusion in the workplace

29:17

As part of Disability Pride Month, the CIPD Ireland Podcast shines a spotlight on what inclusive leadership means through the lens of disability in the workplace. Our latest HR Practices in Ireland 2025 report reveals that 23% of employers cite disability as their most pressing equality challenge—yet meaningful inclusion and representation remain elusive in many organisations.

Host Meg Dunphy is joined by Catherine Murray, an autistic researcher specialising in disability and inclusive employment at AHEAD, and James Cawley Jnr, Business Development Manager at the Irish Centre for Diversity. Together, they explore the barriers still facing disabled people at work, how employers can go beyond compliance to foster genuine inclusion, and how leaders can amplify disabled voices to create workplaces where everyone belongs.

Learn more about AHEAD’s WIDE Framework, offering practical steps to help build accessible, disability-confident workplaces.

Chaired by Professor Gina Quin (President, National College of Ireland), this powerful panel conversation from the CIPD Ireland Annual Conference features Gillian Chamberlain (MD, Capita), Bernard Gloster (CEO, HSE) and Eamonn Crowley (CEO, PTSB) sharing honest insights on what it takes to lead organisations through rapid transformation, disruption, and opportunity.

From the fast pace of AI and tech adoption to the importance of trust, transparency, and adaptability, the panellists unpack the evolving role of leaders and the workforce in shaping a future-ready, mission-driven culture.

CIPD Ireland Podcast - Delivering organisational performance through people

Duration: 00:19:38

This episode marks International HR Day on 20 May, celebrating the vital role of the people profession. This year’s theme, “Humanify AI: Leading Change Together”, highlights how the people profession is uniquely positioned to guide organisations through rapid transformation by putting people at the centre of change.

This is a perfect fit with the theme of the CIPD Ireland Annual Conference 2025 — “Delivering organisational performance through people”. In this episode, we bring you insights from the conference stage, featuring Mary Connaughton, Professor Peter Cappelli, and Marie Toft.

CIPD Ireland Podcast - AI in Action: A Case Study from the Revenue Commissioners

Duration 00:25:22

In this month’s CIPD in Ireland podcast, we spotlight artificial intelligence (AI) – a key theme at our upcoming Annual Conference on 15 May at the RDS. We revisit a standout moment from our Employment Law Conference with Ruth Kennedy, one of Ireland’s Revenue Commissioners, who shares a compelling case study on how AI is already delivering value in the public sector. Ruth explores the practical application of AI within Revenue – from driving efficiencies to enhancing the quality of service delivered to the public. She challenges listeners to rethink their approach to transformation, leaving us with a powerful takeaway: transformation isn’t about doing things faster, it’s about doing them better. So, how would you design what you do now if AI was there to support you?

In this episode, host Meg Dunphy dives into neurodiversity in the workplace with guests Shane O'Brien, senior HRBP at Mongo DB and Bronagh Eaton, an independent neurodivergent coach and Global Neuroinclusion Specialist with DHL Supply Chain. Both panellists are people practitioners who are themselves neurodivergent.

As part of Neurodiversity Awareness Week, we want to shine a light on what inclusion really looks like – bringing the conversation back to individuals and keeping it simple. Our guests share their lived experiences, offering valuable guidance on how employees can advocate for themselves and how managers can create a more inclusive environment. Whether you’re a people professional or a line manager, this episode is a great starting point to build awareness and gain actionable tips on making the workplace more conducive to neurodivergent talent.

Join the conversation using #NeuroInclusionInWorkplace

CIPD Ireland Podcast - How the Workplace Relations Commission (WRC) supports people practitioners

Duration: 00:23:45

In this episode, Workplace Relations Commission Director General Audrey Cahill explains how the WRC supports people professionals in fostering fair and equitable workplaces.

From advisory services and conciliation to mediation and adjudication, she highlights how people practitioners can proactively engage with the WRC as a resource – not just a last resort.

Cahill also tackles common misconceptions about adjudication, the reality behind case reporting, and the high success rates of mediation. Plus, we highlight the WRC’s self-audit tools as a game-changer for compliance and best practice.

CIPD Ireland Podcast - Empowering wellbeing into leadership

Duration: 00:36:41

In this episode we share highlights from the annual CIPD Ireland Wellbeing Conference, including:

insights from renowned physician, Dr Mark Rowe, on lifestyle medicine and its impact on employee health
an exploration of the future of AI in wellbeing with experts from Lua Healthcare, Oracle and the CIPD
how the power of embedding wellbeing into leadership practices can drive business success, featuring Great Place to Work, Core, and Kara Connect.

Explore innovative ways to enhance employee wellbeing and listen now.

CIPD Ireland Podcast - Budget 2025

Duration: 00:13:25

Join Meg Dunphy, CIPD HR Policy and Engagement Manager, and Mary Connaughton, Director, CIPD Ireland as they unpack Budget 2025 and how it might impact you and your organisation, with a special focus on employment and taxation, social welfare and families and education and skills.

Also explore our budget briefing for further details.

CIPD Ireland Podcast - Discussing mental health at work on World Mental Health Day

Duration: 00:11:51

World Mental Health Day is on 10 October and this year's theme is ‘Mental Health at Work’ so in this mini-episode, we discuss mental health in the Irish workplace.

Meg Dunphy, CIPD HR Policy and Engagement Manager speaks to Mary Connaughton, Director, CIPD Ireland, about what our HR Practices research is saying, as well as practical tips for opening up the dialogue in organisations and looking at the working environment.

You will also hear from Dr Mark Rowe, our opening keynote at the annual CIPD Ireland Wellbeing Conference, providing tips for supporting our mental health.

What are you doing in your organisations? Tell us by tagging @CIPDIreland and #WorldMentalHealthDay

CIPD Ireland Podcast - Bridging cultures and neurodivergence: A coaching perspective for HR

Duration: 00:41:01

In this episode, hosted by the CIPD Midlands region, committee members and co-hosts Marta Kenny and Aine Clehane speak with expert coaches Ursula Gilleran – a neurodivergence specialist with a background as a global HR director, and Sharon Dehmel – an intercultural leadership coach, as they tap into the crucial role of coaching in today’s workplace.

They explore the differences between traditional, intercultural, and neurodivergent coaching, and highlight how organisations can build a sustainable coaching culture that empowers individuals and drives business success.

Listen now to discover the key takeaways people professionals need to foster inclusivity and leadership in a rapidly changing world.

CIPD Ireland Podcast - Sustainable people practices

Duration: 00:33:57

This month, the CIPD’s Lisa Hogan is joined by Dr Declan Bogan, Goodbody Clearstream, CIPD Ireland Director Mary Connaughton, and Sara Mullally, network manager at Sustainable HRM Skillnet to discuss how organisations are getting more focused on achieving positive social and human outcomes. They explore how HR can align workforce development with their people practices, incorporating a sustainability lens to deliver the broader business's sustainability goals.

Further information on sustainable people practices can be found on the CIPD website and the Sustainable HRM Skillnet website.

CIPD Ireland Podcast - Empowering HR professionals: The value of CIPD membership and evolving roles in the industry

Duration: 00:31:12

Join guests Emma Anglim, director at Brightwater Recruitment, Steve George, Head of Learning at the CIPD, and Michael O'Brien, Manager (Munster & South East Region) at Collins McNicholas Recruitment and HR Services Group, as they discuss the benefits of the CIPD as a career partner with host Meg Dunphy.

The episode explores the value of CIPD membership for both employers and professionals, the evolving roles of the people profession, and the wealth of support the CIPD offers to help develop members' careers.

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2024 highlights (part 2)

Duration: 00:34:17

Join us for Part 2 of our Annual Conference 2024 highlights as we delve into insights on AI and feature snippets from two popular panel discussions.

CIPD awards winners give advice on embedding equality, diversity and inclusion (EDI), maintaining it as a priority in all circumstances, and handling backlash against EDI efforts. Additionally, our HR director panel explores the importance of workplace mental health, in line with our latest HR practices report findings.

Tune in for essential insights and practical advice for people professionals.

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2024 highlights (part 1)

Duration: 00:33:24

In this episode of the CIPD Ireland podcast, Meg Dunphy, CIPD Ireland HR Policy & Engagement Manager, presents the highlights from our Annual Conference.

CIPD Ireland Director Mary Connaughton analyses our latest HR Practices in Ireland research while Paul Healy talks about cooperation between ourselves and Skillnet Ireland as we launch the new Sustainable people practices guide.

You'll also hear great leadership insights from a CEO panel as well as an excerpt from conference keynote by the wonderful Deborah Meaden, businesswoman and star of BBC's Dragons Den.

In this episode of the CIPD Ireland podcast, Meg Dunphy, CIPD Ireland HR Policy & Engagement Manager, presents the highlights from our Annual Conference.

You'll also hear great leadership insights from a CEO panel as well as an excerpt from conference keynote by the wonderful Deborah Meaden, businesswoman and star of BBC's Dragons Den.

Dive into this month's podcast episode, where host Lisa Hogan, CIPD Membership Development and Communications Manager, engages in a dynamic conversation with David D'Souza, CIPD Director of Profession.

Together, they unravel the intricacies of CIPD membership, focusing specifically on its value and local offerings within Ireland.

Join us as we explore the benefits that come with CIPD membership and uncover how it can be leveraged to elevate your career journey.

Whether you're seeking to maximize your professional network or enhance your skill set, this episode offers invaluable insights into how CIPD membership can propel your career forward.

Tune in now to discover the wealth of support and opportunities awaiting you!

Together, they unravel the intricacies of CIPD membership, focusing specifically on its value and local offerings within Ireland.

Join us as we explore the benefits that come with CIPD membership and uncover how it can be leveraged to elevate your career journey.

Whether you're seeking to maximize your professional network or enhance your skill set, this episode offers invaluable insights into how CIPD membership can propel your career forward.

Tune in now to discover the wealth of support and opportunities awaiting you!

Join us as we discuss protected disclosures legislation in Ireland and specifically the additions to the legislation as per the Amendment Act 2022.

In this informative episode, we're fortunate to have Emmet Whelan, partner at Byrne Wallace LLP, lending his expertise in protected disclosures.

Tune in for a comprehensive breakdown of the original and amended legislation, insights on drafting effective policies and procedures, navigating the nuances between grievances and protected disclosures, ensuring compliance with data protection regulations, conducting initial assessments, and the procedural steps involved in a thorough investigation.

Stay informed, stay compliant – listen now!

CIPD Ireland Podcast - Taking control of our working lives, avoiding stress and burnout

00:23:17

We all want to crack the code of how to work more effectively and productively, the Midlands region met with Chris Lovett a Leadership & Simplicity Coach and Author of his best-selling book ‘Discovery is less’ to explore this in detail. In this podcast, we tackle practical strategies for boosting productivity and impact: prioritising tasks, experimenting with a 4-day work week, cutting down on meetings, and questioning the purpose and value of our work. Join us to explore the power of choice, emphasising that while you can't do everything, you can do anything you want to. To avoid burnout, we need to work smarter, not harder. It requires a cultural shift to foster an environment that not only tolerates but celebrates creative and disruptive thinking.

The pace of change has never been faster and with it comes a responsibility on our profession to look at digitalisation holistically within our organisations and how we design work.

In this episode we're presenting some highlights from our 2023 annual Wellbeing seminar and part two from our Digital Transformation and Talent session with Kerry Group.

From the Wellbeing seminar, Dr. Caroline Murphy of University of Limerick, who is conducting research on digitalisation and the impact that has on job design on behalf of CIPD, shares insights into how job design and management practices can have a positive impact on wellbeing. CIPD researcher, Jake Young speaks about some key learnings from the Good Work Index and the impact digital work has on wellbeing research.

Next, Ben Hallinan, Vice President of ICT at Kerry Group, brings us through the challenges and practical insights into how Kerry are harnessing technology to the betterment of their business and employees.

The pace of change has never been faster and with it comes a responsibility on our profession to look at digitalisation holistically within our organisations and how we design work.

In this episode we're presenting some highlights from our 2023 annual Wellbeing seminar and part two from our Digital Transformation and Talent session with Kerry Group.

In October 2023, CIPD had the pleasure of being hosted by Kerry Group for an exclusive in-person event, delving into the heart of digital transformation at Kerry. During this session, we explored such topics as digitalisation and talent development, and benefitted from valuable and practical peer learning. For those who couldn’t attend, we are delighted to bring you a two-part episode featuring highlights from this insightful session.

In this initial episode, Rosane Galvao, Kerry‘s Global Director of Learning & Leadership Development, shared her insights into, and experience around, digital transformation and capability building and the future of learning. She provided a compelling perspective on the mindset of the emerging Gen Z workforce and how it may differ from that of older colleagues, offering a real wake-up call for us all.

Did you catch up on the nuances of Budget 2024 for HR? Tax, USC and PRSI changes? Extended paternity leave? Increased social welfare payments that reduces costs of top-up payments for protective leave? Increased education skills supports for the labour market? Improvements to the Key Employee Engagement Programme?

CIPD Ireland Podcast – AI and the ability to navigate disruption

00:30:52

Join Mary Connaughton, Director of CIPD Ireland, and Olivier Dubuisson, Co-Founder of Rythmik, in our thought-provoking podcast exploring the profound impact AI is having on our rapidly changing world of work.

Delve into the critical themes of curiosity, experimentation, and continual learning, as they emphasise the necessity of these traits in staying ahead in an AI-driven landscape.

Discover how AI is reshaping job roles and structures, fostering a culture of innovation, and expanding its influence across industries. As they navigate the terrain of AI, Mary and Olivier also tackle pressing ethical concerns, shedding light on issues of bias and privacy, and discussing the potential consequences of technology for disadvantaged groups without access.

CIPD Ireland Podcast – CIPD Ireland Annual Conference 2023 highlights (part 2)

Duration: 00:24:45

Welcome to our second selection of highlights from our 2023 CIPD Ireland Annual Conference at the RDS in Dublin. We’ve chosen some insights on hybrid working and sustainability to share with you as well as a fascinating excerpt from one of our keynote speakers.

You’ll hear contributions on the show from Oliver Dubuisson, co-founder and Chairman of Rythmik who discussed the role of AI and Chat GPT, and an expert panel of speakers including An Post CEO David McRedmond, CFO of Smurfit Kappa Ken Bowles and CEO of Coillte, Imelda Hurley.

CIPD Ireland Podcast – CIPD Ireland Annual Conference 2023 highlights (part 1)

Duration: 00:31:34

We are delighted to bring you our latest podcast, sharing some of the insights from our 2023 CIPD Ireland Annual Conference at the RDS on 17 May.

On this episode, hosted by Meg Dunphy, you’ll hear from special guest Minister of State Neale Richmond, our Director Mary Connaughton who outlined the findings from this year’s HR Practices in Ireland report and an extract from the keynote speech given by Christoph Bonert from the Josh Bersin Company.

If you joined us on the day, thank you for coming along and if you are hearing these contributions for the first time, we hope you find them useful. Remember you can get in touch any time via info@cipd.ie

CIPD Ireland Podcast – Attracting and retaining talent through employer branding

Duration: 00:26:51

In this month’s episode, CIPD Midwest Chair Lavinia Duggan spoke to Gillian Horan, CEO and founder of The Pudding, an expert adviser in employer brand supporting private equity groups, large-scale multinationals and SMEs in driving business growth through inside out branding.

In this podcast, we have focused on employer brand strategy and internal/external communications and activation. Join us to learn more about developing a strong employer brand but also about what steps HR professionals/business owners need to take to communicate and activate their employer brand.

CIPD Ireland Podcast – Building a work culture where women's careers thrive

Duration: 00:34:21

To celebrate International Women’s Day 2023, CIPD Ireland Midlands Region hosted a podcast with Breda McCague - Speaker, Emotional Intelligence Coach, Motivator, and Transformational Specialist, and Micheál Fitzpatrick - Boston Scientific's People Leader, Lecturer, and Public Speaker.

Listen to this episode where they discussed women feeling empowered in the workplace and being ‘unapologetically awesome’ as well as the value of mentoring and lots of examples of organisations taking initiative and tailoring creative solutions for their businesses.

2022

CIPD Ireland Podcast - Equality, Diversity and Inclusion in the workplace

Duration: 34:21

In this episode, CIPD Ireland HR Policy & Engagement Manager, Meg Dunphy, spoke to Lutfur Ali, Senior Policy Advisor Equality, Diversity, Inclusion and Transformation at CIPD, where they discussed the main considerations for EDI in the workplace.

Key takeaways were the importance of Allyship and us all taking personal responsibility for ensuring our own behaviour and the accepted culture is one of respect and support and calling out anything less.

CIPD Ireland Podcast: Highlights of the CIPD-IRN Pay and Employment practices survey 2022

Duration: 27:03

In this month’s episode, hear CIPD Ireland Director Mary Connaughton sharing the key findings of the CIPD-IRN Pay and Employment practices survey 2022.

Our research published in conjunction with IRN shows the fight to keep staff is contributing to pay increases as three-quarters (76%) of employers view employee retention as one of the biggest drivers of pay policy.

Hear the podcast and read the full report here.

CIPD Ireland Podcast - Financial Wellbeing

Duration: 25:39

In this month’s episode, CIPD Ireland HR Policy and Engagement Manager Meg Dunphy spoke to Ian Milton, Senior Director of Work & Rewards at WTW, where they discussed the cost-of-living crisis, and trends in reward and recognition.

Hear how important financial wellbeing can be as a differentiating factor for employers wanting to support and alleviate financial distress.

CIPD Ireland Podcast - Gender Pay Gap Reporting

Duration 00:35:03

CIPD Ireland Director Mary Connaughton joined Mary Cullen, Founder/Managing Director of Insight HR, and Eoin Lyons, Communications Manager of Insight HR.

In this special episode, Mary Connaughton discussed Gender Pay Gap Reporting, the journey so far, how businesses can prepare for reporting, and key advice on how your company can help tackle the Gender Pay Gap.

Hear the podcast and take a look at this example of a Gender Pay Report from CIPD, which looks behind CIPD's gender pay gap data and our long-term commitment to closing the gap.

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2022 highlights (part 2)

Duration 00:19:50

CIPD Ireland Director Mary Connaughton introduces further highlights from our Annual Conference. We’ve included a number of ways in which equality and inclusion got addressed through the day.

Hear insights from guests including Lutfur Ali, CIPD Senior Policy Advisor, CIPD’s Chief Executive, Peter Cheese, Chief Executive of Iarnrod Eireann/Irish Rail, Jim Meade and some of our brilliant panelists from Lidl, Letsgetchecked, HiBob, and LinkedIn!

You’ll hear them discussing the challenge of driving a strategic approach to HR, concepts of digital transformation and menstrual leave, the equality-based issues you need to be aware of in your organisation and more.

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2022 highlights (part 1)

Duration 00:31:20

CIPD Ireland Director Mary Connaughton is presenting some highlights of our Annual Conference at the RDS, hosted by Colette Fitzpatrick.

This episode features an update on our HR Practices in Ireland research, an excerpt from a panel discussion featuring Chief Executive of United Hardware Paul Candon, a catch up with Professor Na Fu of TCD and an inspirational keynote presentation from former GAA President John Horan.

CIPD Ireland Podcast - Current Challenges: Discussing Resourcing And Talent Management Issues

Duration 00:10:02

Within this episode CIPD Ireland Director Mary Connaughton discusses the changing labour market in Ireland and the challenges of a tight labour market.

Mary will also share some of the related findings from the 2022 HR practices in Ireland survey with relation to skills shortages.

Find out why the “great resignation” may be a myth in the Irish market and hear what some organisations are doing to help deal with some of these issues.

CIPD Ireland Podcast - Celebrating International Women's Day 2022

Duration 00:11:01

This episode was recorded in celebration of International Women’s Day 2022.

We are delighted to have in conversation Mary Connaughton, Director of CIPD Ireland and Alison Hodgson, Vice President of People at Virgin Media Ireland and Chair of the CIPD Ireland Board of Directors.

For this special episode Mary and Alison discussed the changes the pandemic has brought about to the inclusion agenda, the impact it has had on women’s careers and the 2022 International Women’s Day theme Breaking the Bias.

CIPD Ireland Podcast - Digital by default: the remote working model adopted by Shopify

Duration 00:28:44

Recorded in November 2021, this episode hosted by the CIPD Ireland Midlands region, looks at a case study of Shopify’s ‘digital by default’ company model.

In this episode regional committee members, Aine Clehane Talent Acquisition Specialist at Boston Scientific and Marta Kenny Human Resources Advisor at Sidero, spoke with Adrienne Kiely, Talent Development Programme Manager from Shopify about the company’s model as well as her own role and home working.

CIPD Ireland Podcast - Financial wellness and how it fits into a successful employee wellness programme

Duration 00:30:52

This episode is kindly brought to you by the CIPD Ireland Midlands region.

The session was recording in December 2021 and hosted by Orlaith Martin, HR Support with Integra Lifesciences Ireland and Emma Woods HR Services Manager with Collins McNicholas Recruitment and HR Services group.

For this episode Orlaith and Emma spoke to Nick Lawlor Managing Director of Employee Financial Wellness and Director of the Wellness Crew to discuss the topic of financial wellness.

During this conversation, Nick provided a lot of practical information and advice for employers and HR Professionals about how financial wellness fits into a successful employee wellness programme.

2021

CIPD Ireland Podcast - Dell Technologies: lessons learned from remote and flexible working

Duration 00:15:45

This episode of the CIPD Ireland podcast series is brought to you by the CIPD Ireland Midwest region.

In this episode, Midwest committee member Professor Christine Cross Head of Department of Work & Employment Studies in the Kemmy Business School, University of Limerick is joined by Dell Technologies Limerick HR site lead Jemma Carty to discuss what Dell have learned about remote working.

Dell Technologies have been at the forefront of remote and flexible working for many years.

Recorded during the summer of 2021, Christine and Jemma explore some of the key learnings from Dell that other organisations can benefit from, now that more are offering remote and flexible working options as a result of the pandemic.

CIPD Ireland Podcast - Understanding the impact of digital work on mental health wellbeing

Duration 00:49:48

At CIPD Ireland we listen to what our members tell us you need and respond to those needs in lots of different ways. Today’s podcast, 15 October 2021, looks at a very timely and critical topic – how to understand the impact of digital work on mental health wellbeing.

We’ve all lived and experienced the major shifts in how many of our organisations work now and as Ireland’s economy and workplaces are beginning to reopen we know it’s never been more important to consider this topic and how we are the HR and people profession can continue to support in this changing world of work.

Joining CIPD Ireland’s Jane McDonald are Jake Young, CIPD research expert and co-author of the CIPD evidence review examining the impact of digital working on mental health and wellbeing and Dr Na Fu associate professor of human resource management at Trinity Business School, TCD who will be sharing insights on digital fatigue from her work and research.

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Ireland Podcasts

CIPD Ireland Podcast - The CIPD in Ireland Employment Law Conference 2026 Highlights

CIPD Ireland Podcast - Preparing your organisation for pay transparency

CIPD Ireland Podcast - The CIPD in Ireland Annual Conference 2026 Highlights

CIPD Ireland Podcast - Life is improv: yes, and… leadership

CIPD Ireland Podcast - The future ready people professional #2: Organisational change and transformation

CIPD Ireland Podcast - The future ready people professional #1: AI and Tech

CIPD Ireland Podcast - Our new Director on shaping the profession

CIPD Ireland Podcast - Inclusive leadership: Championing disability inclusion in the workplace

CIPD Ireland Podcast - Delivering organisational performance through people

CIPD Ireland Podcast - AI in Action: A Case Study from the Revenue Commissioners

CIPD Ireland Podcast - How the Workplace Relations Commission (WRC) supports people practitioners

CIPD Ireland Podcast - Empowering wellbeing into leadership

CIPD Ireland Podcast - Budget 2025

CIPD Ireland Podcast - Discussing mental health at work on World Mental Health Day

CIPD Ireland Podcast - Bridging cultures and neurodivergence: A coaching perspective for HR

CIPD Ireland Podcast - Sustainable people practices

CIPD Ireland Podcast - Empowering HR professionals: The value of CIPD membership and evolving roles in the industry

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2024 highlights (part 2)

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2024 highlights (part 1)

CIPD Ireland Podcast - Taking control of our working lives, avoiding stress and burnout

CIPD Ireland Podcast – AI and the ability to navigate disruption

CIPD Ireland Podcast – CIPD Ireland Annual Conference 2023 highlights (part 2)

CIPD Ireland Podcast – CIPD Ireland Annual Conference 2023 highlights (part 1)

CIPD Ireland Podcast – Attracting and retaining talent through employer branding

CIPD Ireland Podcast – Building a work culture where women's careers thrive

2022

CIPD Ireland Podcast - Equality, Diversity and Inclusion in the workplace

CIPD Ireland Podcast: Highlights of the CIPD-IRN Pay and Employment practices survey 2022

CIPD Ireland Podcast - Financial Wellbeing

CIPD Ireland Podcast - Gender Pay Gap Reporting

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2022 highlights (part 2)

CIPD Ireland Podcast - CIPD Ireland Annual Conference 2022 highlights (part 1)

CIPD Ireland Podcast - Current Challenges: Discussing Resourcing And Talent Management Issues

CIPD Ireland Podcast - Celebrating International Women's Day 2022

CIPD Ireland Podcast - Digital by default: the remote working model adopted by Shopify

CIPD Ireland Podcast - Financial wellness and how it fits into a successful employee wellness programme

2021

CIPD Ireland Podcast - Dell Technologies: lessons learned from remote and flexible working

CIPD Ireland Podcast - Understanding the impact of digital work on mental health wellbeing

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