Do Irish workplaces lack strong female role models?

Do Irish women lack inspirational female figures in the workplace and how are workplaces responding to the US corporate rollback of diversity and inclusion initiatives?

52% of female professionals in Ireland experience a lack of inspirational female leaders in their company.

That’s according to new research from global talent firm Robert Walters which released a new poll highlighting the barriers women in Ireland continue to face at work.

The research from Robert Walters follows recent research from Grant Thornton that found that 1-in-7 Irish firms have no women in their senior management team.

Robert Walters’ research found that 52% of female professionals in Ireland cite a lack of representative figures.

Need for more inclusive role models

“Visibility challenges persist, despite the business landscape constantly evolving,” said Suzanne Feeney, country manager at Robert Walters in Ireland. “Companies are increasingly aware of the need for inclusive role models, and while they are beginning to implement strategies, this needs to be continued to ensure women’s advancement is supported at every career stage.”

Half of female professionals say they lack inspiring female figures at work – with 22% saying they have no such examples, and 30% mentioning that they ‘hardly ever’ encounter them.

Visibility isn’t the only hurdle; women face substantial obstacles in climbing the corporate ladder – captured by ‘glass ceiling’ and ‘broken rung ’ theories.

Robert Walters’ findings show over a third (38%) of women feel their hard work isn’t equally recognised or rewarded compared to male peers.

“There have definitely been moves in the right direction, with greater gender pay gap reporting,” Feeney said. “Yet more diverse voices need to be heard in senior leadership to attain greater equality in the workplace and ensure that all professionals feel represented.”

The Zuckerberg effect

Further hampering this, in January Meta CEO, Mark Zuckerberg sparked controversy for his comments on corporate culture becoming ‘neutered’ and needing more ‘masculine energy’.

It is clear these comments symbolise a growing rift in many workplaces – in the Robert Walters poll, over two-fifths (45%) of professionals agreed with Zuckerberg’s comments that traditional corporate attitudes have become subdued.

While more than half (55%) of professionals disagreed, thinking that corporate culture has evolved for the better.

“Zuckerberg’s comments touch on an important discussion around the direction of workplace culture. However, making associations with ‘male’ and ‘female’ energies creates an ‘us vs them’ attitude rather than resulting in any meaningful improvements being made.”

Adding to visibility issues, are the barriers that women continue to face when trying to advance their careers. A third (35%) state that they are met with inadequate support and opportunities for progression from their current employer.

“Female leaders don’t just appear spontaneously; their abilities need cultivation,” Feeney said.

“This requires businesses to support female professionals by providing clear pathways for advancement and personal growth.”

Time to take menopause seriously

The ‘motherhood’ penalty has been widely reported on in Ireland, but women face other challenges – at any one time almost 600,000 women in Ireland are effected by perimenopause or menopause symptoms, which can deliver lasting blows to their ability to work.

Robert Walters research found that the top three most important workplace benefits to female professionals were:

1. Relevant professional or personal development programmes – (43%)
2. Childcare & family-planning benefits e.g. childcare allowance, flexi-work (34%)
3. Menopause / menstruation leave (21%)

“Personal development plans should be designed to address the specific challenges faced by women at work,” Feeney concluded.

“Aspects like providing flexible work options for caregiving responsibilities, setting realistic and achievable targets as well as providing women experiencing menopause leave options that don’t jeopardise their career growth.”