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Now in its seventh consecutive year, the Best Workplaces for Women accolade is one of Ireland’s most prestigious recognitions. We hear from Great Place to Work about the impact of this recognition alongside seven people about how their organisations have built a Best Workplace for Women in 2025, and their experiences in them …
Fania Stoney, Business Development Strategist with Claire McGeever, Client Success Manager, Great Place to Work
True progress happens when companies listen, adapt, and take actionable steps to build the culture that matches the ambition and values of their organisation. Building a Best Workplace for Women is a whole team effort, and our own organisation is no different. As we enter an uncertain time for workplaces and their people globally, I am incredibly grateful for our team and leadership here in Great Place to Work Ireland. Having led our Best Workplaces for Women since its inception seven years ago, I missed last year as I took time away from the business to focus on my own family. Not only did our team set up in my absence, but they stepped in to drive it on. I am incredibly proud to introduce the Best Workplaces for Women 2025, and to congratulate all of the organisations recognised this year.
When we first discussed the idea of a Best Workplace for Women recognition, I couldn’t have predicted how it would grow, or the impact it would have. What started as a mention within our main Great Place to Work Awards, it now stands proudly in its own right. We’ve seen leadership development programmes that support the next generation of female leaders, discussions spanning from mensuration to maternity to menopause, employer branding campaigns that span geographies, investments in talent pipelines of the future, mentees become mentors, and women find the space and safety to thrive in their workplaces. This work is having big impact. Our data shows that only 50 per cent of women in the average Irish organisation believe they are part of a Great Place to Work, compared with over 80 per cent in this year’s Best Workplaces for Women.
It is our privilege to shine a light on the fantastic people who have taken part in our spotlight interviews. It is through these individual stories that the organisation, its culture and the data come to life. Their personal experiences provide powerful insights into the challenges and triumphs that we all face in the workplace. By amplifying these voices, we hope to inspire others, build community, and that they serve as a reminder that every woman’s journey is both unique and interconnected – and we have so much to learn from each other.
And it is in that spirit that, this year, we want to invite all of you to join us at our Masterclass Event on May 7 in The Johnstown Estate. Come and hear from these Best Workplaces for Women, as well as a range of thought leaders on business momentum, storytelling, mental resilience, financial wellness and more. We look forward to celebrating the Best Workplaces for Women 2025, and hope you all enjoy this unique peek behind the scenes from the men and women who thrive there. – Fania Stoney, Great Place to Work Business Development Strategist
Samantha Kearney, Head of Planning and Data Insights at Allianz Ireland
Allianz Ireland has over 800,000 customers; offering a range of retail insurance products including car, home and pet insurance, as well as specialised products for SMEs and larger corporations.
I’ve been with the company for two and a half years, and I oversee financial planning and data strategy.
At Allianz, we put the customer at the heart of all our decisions and processes. This, and the active role we play in supporting women in our industry and society, makes me proud to work for the company.
We collaborated with Women’s Aid on the ‘World’s Strongest Women’ campaign, dedicated to raising awareness about domestic violence and supporting those affected.
We helped launch a new mentorship programme, pairing professional female mentors with teenage girls for The Shona Project, a non-profit organisation that supports Irish teens.
As a founding signatory of Ireland’s Women in Finance Charter, Allianz is committed to shaping a financial services industry that reflects our society. Women make up over half of our workforce. The company is an Equal Pay employer and holds the EDGE Move certification – an international standard for gender equality.
I have experienced Allianz’s supportive family-friendly culture first-hand. During my online interview for my current role, my three-year-old son interrupted. It could have been very stressful, but the interviewers were understanding and accommodating.
As a mother of two, I appreciate our flexible working policies, which demonstrate Allianz’s commitment to employee wellbeing. Every working parent knows the fear of getting the call from the school or crèche as you head into a big meeting. Thankfully, Allianz makes it possible both to have a rewarding career and be a present parent.
Allianz invests heavily in learning and development, with comprehensive learning programmes and development plans to facilitate and encourage cross-functional moves and secondments. There is also a scholarship fund.
I have participated in group-wide finance leadership and senior executive leadership programmes that allowed me to connect with colleagues globally and to present at the group CFO conference. These have been instrumental in my career growth.
Our mentorship programme is a key strength, especially for women returning from maternity leave. Our policies on paternity leave and the visible example set by our CEO, sharing his journey as a new parent, confirm Allianz’s commitment to equal opportunities. I am happy to see male colleagues leaving early to do pick up or staying at home to mind a sick child. This, along with men taking paternity leave, is so important to achieving that level playing field.
Our Menopause Mission further highlights our dedication to addressing women’s health issues as part of our overall wellbeing culture. We are active in ensuring our workplace remains an environment where women of all ages and life stages can succeed. For me, a good female-friendly work environment means having equal opportunities and representation, while recognising and supporting what makes women unique.
Allianz has been a finalist for the last two years in the National D&I Awards in the categories of Advancing Disability Inclusion and Advancing Gender Inclusion. The company’s commitment to diversity, equality and employee support makes it an excellent place for women to thrive professionally, while maintaining a fulfilling personal life.
Orna O’Mahony, Group HR Manager O’Donoghue Ring Collection
The O’Donoghue Ring Collection operates an independent portfolio of hotels, restaurants, bars and a destination spa in Co Kerry. Hotels in the Collection include Killarney Plaza Hotel & Spa, Killarney Avenue Hotel, Killarney Towers Hotel and River Island Hotel, while restaurants and bars include The Tan Yard, Café du Parc, O’Donoghue Public House and Pig’s Lane.
I joined the ODRC as Group HR Manager 20 years ago. I’m now married and a mother of three – it’s wonderful to still be part of the team; I feel I’ve grown both personally and professionally.
My family owned a busy pub, so I grew up surrounded by people. I always wanted to be in a people-centric role linked to hospitality. I’m grateful for the time and financial support from ODRC, which has enabled me to further my academic development by attending UCC and The Law Society of Ireland part-time, as well as other CPD courses.
Having been part of this organisation for so many years, I’m fortunate to have witnessed tremendous growth and innovation. It’s rewarding to be part of a group that is constantly moving forward, introducing new quality brands that expand our portfolio and bring fresh opportunities, and the chance to connect with new teams of talented individuals.
I take pride in ODRC’s commitment to fostering a workplace that values inclusivity and diversity. Over the years, I’ve seen this commitment grow into a cornerstone of our culture, creating an environment where people from all walks of life feel welcome, valued and empowered to succeed.
In 2022, we launched our ‘ODR Collection Culture Code.’ Based on three pillars – Customer Experience, Employee Experience and Standards of Excellence – it has instilled a sense of pride amongst our employees as the code is built on an ethos of mutual respect for one another and our valued customers. We have amazing hardworking people across ODRC and our guest feedback is excellent; I’m proud to work with everyone here.
ODRC has always demonstrated a strong commitment to supporting women in the workplace. This commitment is evident at all levels from our Managing Director Gemma Ring to our senior leadership team, which is predominantly female. It’s inspiring to work in an environment where gender bias doesn’t exist; where women are actively encouraged to grow and thrive across all departments and career paths.
ODRC recognises that supporting our team members goes beyond career opportunities and extends to health and wellbeing; this has been a key focus for us in recent years. Last year, we created an all-encompassing wellness programme focused on improved nutrition, physical health and mindfulness, with an emphasis on work-life balance.
As a family-run business, we understand the importance of family life and take pride in fostering a workplace that extends beyond our employees to include their loved ones. Our annual Christmas party, where families come together to celebrate the season, and our wellness programme, which features a 2km walk and run designed for children, are two of our most important traditions.
I feel truly fortunate to work in a role that I love, where each day brings new opportunities to make a difference. What makes this journey particularly special is the incredible camaraderie that defines our team. There’s a genuine sense of connection and shared purpose across ODRC, and it’s this spirit of teamwork, respect and support that truly sets us apart, making every day rewarding.
Sandra Doyle, Sales Director with Global Media and Entertainment (Ireland)
Global Media and Entertainment (Ireland) is part of the international Global Media and Entertainment Group. With an extensive and diverse portfolio of transit, classic and digital formats, Global is a leader in outdoor advertising across Ireland.
I recently celebrated 20 years with Global. I work with a great team of people – we look out for one another both professionally and on a personal level. We celebrate events and milestones together, and we’re incredibly resilient. When things don’t go to plan, we dig deep.
Global works with three key charities – Barretstown, St. Francis Hospice and My Canine Companion – all nominated by team members with a personal connection. My Canine Companion, the largest provider of autism assistance dogs in Ireland, has changed the lives of my son and our family, so it feels really good to give back.
My eldest son is autistic and non-verbal with developmental delays. I was on maternity leave with my other son when my husband and I got the diagnosis. It was an emotional rollercoaster trying to navigate everything and get support, while also having a newborn. I was unsure whether I could go back to my role and continue to give it my all.
Managing Director Colin Leahy and HR Manager Grainne Quinn were amazing, and together we agreed a plan for me to move to a 3.5-day week. That flexibility means I can still work with the team I love and be rewarded professionally, as well as be available for OT and SLT appointments, school shows and parent-teacher meetings, and not have to suffer the dreaded ‘bad mother‘ guilt.
Global is a company where women are given equal opportunity and voice, with the best person for the role chosen at all levels. Three-quarters of our managers are women who started in entry level roles and a third of our senior executives are women. I started as Sales Coordinator in 2004, and was given great support and encouragement by my managers to progress to my current role.
As well as flexibility around the return to work after maternity leave, the company has supported and shown discretion towards employees on adoption and fertility journeys. We are offered frequent health checks and talks as part of the Work Well, Live Well programme, and issues such as menopause and caring for elderly relatives are spoken about openly.
Global had trialled working from home before Covid came along. There is a culture of trust and respect, so that if the job is done and done well, and the team member is healthy and happy, that’s a winning formula. As employees, we appreciate the rewards of extra annual leave including Family Day, Birthday Day, Duvet Day and World Mental Health Day.
The work is hard and fast-paced, but we all love to be busy and challenged, and many of my female friends in particular remark on the flexibility afforded to us, alongside the treats and events we get to enjoy. It’s not a gimmick – the company lives and breathes its values of trust, fairness and transparency. We are better together and that is why so many of us still enjoy working here 20 years later.
Gráinne Kehoe, Head of Client Service at Core Creative
Core is Ireland’s largest marketing and communications company, offering clients access to a diverse team of specialists across nine distinct practices: research, strategy, data, creative, sponsorship, media, investment, performance and learning.
I joined the company in 2022 and am responsible for managing client relationships, overseeing account teams, and ensuring the seamless delivery of creative campaigns and projects.
Core is committed to creativity, collaboration and inclusivity. We create outstanding work for our clients, and foster an environment in which innovation thrives and every voice is valued.
Managing high-pressure deadlines, while maintaining a healthy work-life balance, is a challenge. Core has helped me navigate this by offering flexible working arrangements, strong mental health resources and mentorship programmes.
The culture at Core encourages open conversations about workload management, setting boundaries and seeking support; making it possible to perform at a high level, without compromising personal wellbeing.
Core Learning offers training and upskilling programs to support career progression, and provides structured mentorship and coaching programmes, leadership training and support networks. I have benefited from this culture of support; receiving mentorship from senior leaders who have empowered me to grow into my role and take ownership of my goals.
We support different programmes for women’s success including a maternity coaching programme, enabling women returning to work after children to feel strong and confident in their abilities. Managers also assist colleagues with submissions to the IAPI Female Futures Fund, a bursary to fund executive coaching.
Core has clear policies around diversity, equity and inclusion with a dedicated DEI committee ensuring Core remains at the forefront of workplace inclusivity. The leadership team is proactive in listening to employee feedback and making meaningful changes to ensure that Core remains a workplace where women feel valued, heard and supported.
Beyond this, we actively support women in shaping the industry. Last year, Associate Creative Director Nadia Karim and I led the partnership between Core and the ICAD UPSTARTS programme, which nurtures emerging creatives and champions diversity within our industry.
Core is proactive in ensuring that employees receive extensive support beyond the basics, and offers generous maternity, paternity and adoption leave policies. The company has comprehensive family-friendly policies, a dedicated wellness programme and a strong menopause policy. Given that one in ten women leave the workplace due to menopause symptoms, initiatives such as these make Core an excellent female-friendly workplace.
Head Start, our mental health programme, promotes discussion around mental health challenges, removing the stigma and providing colleagues with resources and help. We have had great success with our Round Table discussions, hosted by a senior leader, which create an open space to come and chat in confidence about challenges. The mentors on the programme are from all areas of the business and are trained in Mental Health First Aid.
Core’s Working With Cancer policy seeks to ensure anyone facing a cancer diagnosis is supported both financially and emotionally. The aim is to have increasingly open conversations about cancer in the workplace.
Most of Core’s policies and initiatives are developed off the back of the lived experiences of our colleagues. I think this is why they make such a difference – I know there’s more to come.
Sharon Kelly, Chief People Officer at Woodie’s
Woodie’s is a leading DIY, home and garden retailer in Ireland, dedicated to helping people make their spaces look and feel special.
I have been working here for nine years, and am so proud of how Woodie’s places colleagues and customers at the heart of everything we do. Our commitment to creating an inclusive, supportive and dynamic workplace, as well as our dedication to community involvement and sustainability, makes Woodie’s a truly great place to work.
We focus on making the colleague experience better by listening to one another through various channels, including the Colleague Committee, and acting in response to enhance benefits, improve aspects of work and ensure that we are delivering impactful wellness programmes.
Throughout my career, fostering diversity, equity and inclusion has been a key priority. Woodie’s provides DEI training and resources that have enhanced our ability to create an inclusive environment. Our commitment is evident through partnerships with the Diversity Council of Ireland and involvement in the 30% Club. The proactive approach taken by Woodie’s leadership team has empowered me to address DEI challenges confidently, contributing to a workplace where everyone feels valued and included.
Woodie’s supports career progression through development programmes such as apprenticeship, Seeds for Success and the Degree in Retail Management Practice.
Thanks to gender-neutral pay models, wellness initiatives, training and development opportunities, flexible working options and a supportive environment that encourages women to thrive, the company has made significant strides in gender diversity, with women making up 57 per cent of the leadership team and 50 per cent of the workforce. Initiatives such as the shadow board, giving colleagues access to mentorship with the leadership team, and our Women in Leadership Q&A sessions further empower women to succeed and rise through the ranks.
Last year, we enhanced our maternity, paternity and parental leave policies. Our adoptive leave policy is robust and supportive, and we have also introduced a new fertility leave benefit to support colleagues undergoing IVF treatment, as well as partners of anyone undergoing IVF treatment. These policies are there to support all colleagues in reaching their family goals and give them peace of mind while they grow their families.
Woodie’s offers a range of supportive measures including flexible working arrangements, gender-specific wellbeing training and comprehensive wellness programs.
I would recommend Woodie’s to female friends and family because it is a company that truly values diversity and inclusion, supports career progression, and offers a supportive and flexible work environment. With its commitment to employee wellbeing and community involvement, Woodie’s is a place where women can thrive both personally and professionally.
Pamela Natali, HR Generalist at Aura Holohan Group
The Aura Holohan Group is a leader in the sports and leisure sector in Ireland, providing consultancy, architectural, major event and facilities management services. These encompass strategic leisure planning, business plan development, project management, facility and event design, building construction and refurbishment, and event and operational facility management.
I’ve been working with Aura Holohan Group for over four years and am very happy here as the company’s culture and values align with mine. The inclusive work environment makes me feel respected and valued and cultivates a supportive atmosphere which enhances teamwork. The people I work with are truly the best part of the job.
I also appreciate the variety of projects I’m involved in, which keep my work engaging and meaningful. Additionally, the organisation offers great career opportunities, making my professional development rewarding and fulfilling.
This is a family-friendly workplace which recognises the importance of the different family supports needed by women and develops policies to accommodate different life stages. Balancing work and personal life can be challenging. Aura Holohan has supported me by offering flexible working arrangements, with hybrid work and adaptable schedules that have helped me find the time and energy to focus on my personal commitments and overall wellbeing, while also progressing in my role.
Aura Holohan Group also invests in training and upskilling programmes, ensuring that women have access to career development opportunities and leadership pathways. They actively support my career ambitions by providing opportunities for continuous learning and mentorship. Through a culture that values and supports internal growth, I’m encouraged to enhance my skills and take on new challenges. I’ve been promoted twice since I started working in the company.
The group also strongly supports women in leadership, and I find it inspiring to see so many women in senior roles. It is an inclusive environment where women are empowered to succeed, with equal opportunities to progress and make a meaningful impact.
There is a strong commitment to diversity, equity and inclusion, and the presence of women in leadership roles is a clear reflection of this commitment, serving as inspiration and as proof that career progression is supported at all levels. A supportive and inclusive culture values everyone’s contributions equally.
Flexible working arrangements, wellbeing initiatives, and implementation of policies such as our menopause policy, along with other benefits, play a crucial role in helping women balance professional and personal responsibilities.
For me, a good female-friendly work environment is one that actively supports women in all aspects of their professional and personal lives. At Aura Holohan, this means promoting an equitable workplace where women have equal opportunities to grow, lead and succeed while acknowledging and addressing their specific needs.
This is a truly supportive and inclusive environment in which women can thrive. Aura Holohan Group fosters a culture of respect, empowerment and opportunity, making it a fantastic place for women to build fulfilling and successful careers.
Ross Lowe, VP of People & Culture at Origina
Origina is a privately owned, fast-growth Irish company providing world-class independent software support to the largest organisations in the world.
I’ve been with Origina for nearly five years and I’m proud to be part of a true Irish success story.
Everyone wants to feel they matter and are cared for in their workplace, and Origina offers that. It’s exciting to be part of a fast-growth company, but it’s important that we lead with our values, treat our people with respect and create an environment in which people truly enjoy being part of it. While we won’t always get it right, I think we have created something special here.
Our CEO and executive team see People & Culture as a strategic function, part of the fabric of the company, with our people strategy as important as our business strategy. I have seen first-hand numerous instances when the company has supported employees through challenging personal and professional situations. These are the moments that define what your culture is about.
We have programmes and benefits to encourage and support progression for all employees. We recently launched a mentorship programme for female employees and, last year, formed our employee resource group EmpowerHER; focused on career advancement and wellbeing for women.
Inclusion is a core value, backed up by our dedicated Inclusion committee. In a male-dominated industry, equity doesn’t happen by accident. It’s important that the women of Origina have an outlet to express how their experience differs, so that we as a company can better understand. It sounds simple, but starting a conversation and listening is half the battle. Then we can follow through and take action to create better working lives for women.
It’s important to look at existing data about what disproportionately impacts the female workforce. One obvious focus area is creating pathways for more women into leadership roles, another is retaining our top female talent. Fundamental building blocks such as family-friendly leave policies (including maternity/paternity leave), strong healthcare benefits for families, generous and flexible sick leave, and hybrid working policies to support modern family dynamics, are all crucial.
One of Origina’s core values is fairness, which is essential to creating a female-friendly work environment. Whether that’s fairness in career opportunity, access to learning and development, equal pay for equal work, inclusion or having a voice at the table, this is the culture we strive for.
We look for ways to evolve our benefits and programmes to enhance the employee experience. We recently increased our annual leave, improved our maternity leave policy, created a new sick leave policy to include mental wellbeing and family support, and introduced fully-paid family health, dental and vision insurance.
This spring, we are rolling out our first mentorship programme for women in partnership with Mentorher, and partnering with The Menopause Hub for education and support. Keeping our finger on the pulse of what’s important, and responding in an agile and thoughtful way, is key.
Origina’s leadership team genuinely cares about all employees, believes in fairness and inclusion, and has the integrity and will to follow through. We have many talented female employees who love what they do, and we want to be a place where they feel heard, recognised and equal.