IN PARTNERSHIP WITH
Now in its sixth consecutive year, the Best Workplaces for Women accolade is a prestigious recognition. Women from eight organisations tell us why their company is a great place to work …
Great Place to Work is delighted to announce the 2024 Best Workplaces for Women. Underpinned by a global methodology, this recognition awards organisations who are both creating a Great Place to Work For All, and for women in particular.
Recognising 35 organisations and representing the lived experience of over 19,000 women, the Best Workplaces for Women recognition allows Great Place to Work to commend those organisations who have committed to maintaining an inclusive workplace culture and creating supportive workplaces for women in particular. In these organisations 92 per cent of women feel that they are treated fairly in their workplace, regardless of their gender, showcasing how these many organisations strive to bring a balanced workplace and a positive experience for all.
This recognition showcases organisations who go above and beyond to build an inclusive workplace culture for all. Best Workplaces for Women is an amazing opportunity to shine a spotlight on the many women who make such a difference to our workforce every day. These organisations are committed to maintaining a high standard of workplace culture despite the challenges.
Marian Ryan, Business Development Director at Taxback, a subsidiary of CluneTech
Taxback is a multinational corporation specialising in tax return services for private individuals and corporate clients. In 14 years with the company I’ve witnessed its evolution from traditional paper-based returns to a fully-automated online platform.
Taxback and CluneTech provide unwavering support for personal and professional growth, regardless of gender or family circumstances.
#Oneteam isn’t just a slogan, but a fundamental aspect of our workplace dynamic.
Navigating the challenges of being a single mother by choice while advancing my career was made possible with Taxback and CluneTech’s support. When I decided to embark on this journey, my career within Taxback was starting to take off. Naturally, I was fearful that my decision might negatively impact my career. I could not have been more wrong. The moment I told the company I was pregnant, they couldn’t have supported me any more than they did.
Simple things – such as backdating IVF leave – were done without question. While I was on maternity leave, CEO Joanna Murphy promoted me to Business Development Director, and is mentoring me in my new life as a working mother. Life is busy, but I have learned you can have it all (just with a little less sleep).
Taxback promotes gender diversity in leadership positions, with many senior roles held by women. Gender balance is not an issue and there are no barriers preventing women rising to the top.
There is a culture of continuous learning and advancement, and of encouraging employees to pursue new opportunities within the group. My personal journey from Account Manager to Business Development Director is testament to Taxback’s commitment to supporting career progression and nurturing talent.
Every day I work with inspiring people, many of them women succeeding in industries and roles which were traditionally male.
Taxback’s progressive policies, including remote and flexible working arrangements and a comprehensive suite of leave options, demonstrate a commitment to employee wellbeing. The human approach is evident in everything.
Post-Covid, many of us work mainly from home (enabling us to be there for the school pick up), but attend our Kilkenny HQ for team meetings and collaborative sessions.
Having the flexibility to log off for a few hours for a doctor’s visit for your child rather than having to take leave is one example of the work-life balance the company affords.
Compassion is central to everything and the policies around fertility, pregnancy loss and maternity are exceptional. In addition to fully-paid maternity and sick leave policies, Taxback/CluneTech offers IVF and pregnancy assistance leave, as well as support for employees experiencing pregnancy loss.
From a personal perspective, the support the organisation has shown me has been overwhelming. Taking the leap of faith into single motherhood was the scariest and most rewarding thing I have ever done but knowing the company is my biggest cheerleader has inspired me to work harder and driven me to achieve career success beyond my own expectations.
Tara Dalrymple, Global Workplace Community and Culture Manager, Genesys
Genesys is a global cloud company delivering AI-powered orchestration technology to enable organisations to provide empathetic, personalised customer and employee experiences.
One of the things that makes me proud to work at Genesys is that DE&I, sustainability, CSR, and employee wellbeing are seamlessly integrated into every facet of our operations. They are the fabric of our culture. Another source of pride is Genesys’ active engagement in giving back to the community. The company doesn’t just talk about making a difference but actively lives up to its promises.
Genesys aims for its workforce to be as diverse as the markets we serve by 2030. More than 30 per cent of leaders are women, and the company provides a structured career framework offering clear guidance on career progression. The commitment to gender diversity at the top levels ensures women have role models and mentors to look up to, inspiring confidence and ambition in their own career journeys.
One of the ways in which Genesys supports individual growth is through the allocation of stretch projects. I’ve had the opportunity to engage in projects that extended beyond my regular responsibilities, offering exposure to C-suite executives, involvement in policy changes, and the implementation of global campaigns and initiatives. These experiences have not only broadened my skill set but have contributed to my professional development.
Even during high-pressure situations, there is a sense of camaraderie within the team. Knowing my team has my back has helped me face challenges and seize opportunities for growth.
Acknowledging the unique challenges and opportunities in the tech industry, Genesys has established inclusion groups specifically for women. These groups operate at both global and regional levels, fostering a sense of community, networking, and knowledge-sharing. Genesys Women in Tech (GWIT) hosts regular webinars and events to promote inclusion and empower women to own their careers.
As a mother of three who underwent onboarding at Genesys during lockdown while simultaneously homeschooling, I experienced firsthand the importance of a workplace that prioritises work-life balance and understands the challenges faced by caregivers.
The provision of sanitary products in all bathrooms and a commitment to female health, including talks on menopause and fertility, is evidence of Genesys’s dedication to the overall wellbeing of its female employees.
Genesys goes beyond traditional benefits by recognising the specific health needs of women, particularly around menopause. Not only does Genesys provide support through health insurance coverage, but there are active conversations around the global significance of menopause, which contributes to a more open and supportive dialogue around women’s health in the workplace. Managers learn to support employees going through menopause and employees to provide empathy for one another.
Genesys invests in gender bias training to ensure all employees are aware of unconscious biases and equipped with the tools to promote a fair and equitable work environment.
Genesys provides a positive and inclusive work environment, with a supportive culture, collaborative atmosphere, and strong sense of camaraderie. Knowing how our team’s efforts have made a difference to our communities gives me a genuine sense of fulfilment and purpose.
Fidelma Lavin, Head of Workplace Operations, Gather & Gather
I have been happily working with Gather & Gather, which provides workplace catering, for seven years. I started out as Senior General Manager, working my way up to Operations Manager and now Head of Workplace Operations.
During this time, I have enjoyed being part of the company’s growth phase and watching it grow from strength to strength.
Gather & Gather places a high value on diversity and inclusion, making sure all team members feel welcomed and appreciated, regardless of their gender, race, ethnicity, sexual orientation, or any other personal characteristic.
We have created an environment where female employees feel confident and empowered to take on leadership roles and reach their full potential. Balancing personal and professional life can be challenging for many employees but Gather & Gather offers flexible schedules, remote work, and maternity and adoption leave to accommodate the unique needs of each female employee.
Covid was a huge challenge for the company, and during that time our focus was on our people and maintaining what we had all worked so hard to achieve. I learned a lot about leadership, empathy and how to motivate teams at a time of job losses and closed sites.
The gender balance in management is evidence that Gather & Gather treats everyone equally.
The company has supported my career goals through courses, project management and one-to-one mentoring. I have been helped to believe in myself.
Since joining Gather & Gather I have been mentored by senior management including Managing Director, Pauline Cox. Pauline is an excellent example of a female leader. She is a role model for other women, demonstrating the qualities required for leadership positions, such as strong communication skills, decision-making ability, and the capacity to inspire and motivate others.
Pauline leads by example and is committed to creating a supportive work environment that encourages diversity of thought and collaboration. Her leadership style is inclusive and participatory, empowering her team members to take ownership of their work and achieve their full potential.
Gather & Gather believes in the importance of work-life balance. Remote working and alternative work schedules help team members better manage their work and family responsibilities. A set of family-friendly procedures outlines a range of leave types of which employees can avail to spend quality time with their family, away from work.
The company aims to create a culture of supporting working parents and will always consider requests for flexible working if the business and operations allow. We prioritise work-life balance by promoting a culture that values wellbeing and encourages team members to take care of themselves both physically and mentally.
Our people are what make Gather & Gather great. We believe that to engage them fully we must support them, their families and their lives beyond Gather & Gather.
We place a strong emphasis on supporting our team members through various life stages and circumstances. Generous maternity and adoption leave policies go beyond legal requirements to ensure new parents have the time they need to bond and adjust to new family dynamics.
Gather & Gather is a supportive, inclusive, and forward-thinking company. Our commitment to equality, family-friendly policies, and personal development opportunities make it a great place for women to thrive and succeed in their careers.
Renee Griffin, Operations Manager, PepsiCo
I joined PepsiCo as a science graduate 20 years ago and moved through a variety of technical and management roles to my current role. We make product for brands including Pepsi, Gatorade and Mountain Dew.
Our ‘A Space To be You’ initiative demonstrates PepsiCo’s commitment to fostering a diverse workforce by creating a collaborative, equitable and inclusive space where everyone has a voice. Our internal DE&I groups work to ensure our culture supports and lives this mission daily.
I am encouraged by PepsiCo’s goal to strive for gender parity on pay and female representation in management roles by 2025.
Since I joined the company, I married and had four children without this impacting my career journey. The availability of flexible working hours enhances work-life balance, and evidences the company’s willingness to adapt to individual circumstances.
So far, my career at PepsiCo has spanned ten roles, both global and local, across three functions: R&D, Quality, and Operations. PepsiCo has supported me with further educational development, personal development through leadership programmes, career development discussions and mentoring opportunities. This has encouraged me to develop my career to where it is today and hopefully beyond!
As a woman in a large organisation, a robust policy regarding gender parity is very important to me. From the outset, there was an obvious progression path for women to reach senior leadership positions visible to me and that encouraged me to develop my career and set myself ambitious goals.
I am involved in the Women’s Inclusion Network (WIN), an employee resource group aiming to build an inclusive culture where diverse ability is recognised as a strength. Having a dedicated employee resource group to inspire, empower, and develop female talent and allyship is very impactful.
In 2023, two senior executives formed part of the committee launching the Irish chapter of the LEAD Network, which aims to advance the Irish FMCG industry so that all individuals are valued, rewarded and developed, regardless of gender, and achieve gender balance at all levels within the industry.
Operations has historically attracted fewer females, so there is more of a journey to make in this space. My mission is to attract and retain female talent at all levels in Operations. We strive to make the working environment more attractive by debunking preconceptions, by understanding and addressing the skills gap and by reviewing the work environment to engineer-out physical hurdles. Close collaboration with the Talent Acquisition team is key to opening up opportunities to female talent.
PepsiCo often exceeds statutory requirements in terms of maternity leave, offering extended leave and flexible return-to-work options to support new mothers. Hybrid working allows us to work in a way that makes sense for our different roles, career stages, and personal lives. Last year, in partnership with WIN, our Employee Wellbeing programme ‘HowAREyouDoing?’ organised talks on the theme of educating and empowering women around menopause.
PepsiCo is a company that offers an interesting, varied and full career to women with many opportunities for advancement while supporting each of us as an individual through different life stages.
Janet Smullen, Director, Technology Division, Cpl
I joined Cpl in 2004, at the age of 21, as a Recruitment Consultant after completing a degree in HR. From the beginning, I remember feeling a great sense of joy and pride to join Ireland’s largest recruitment agency with a woman from Longford at the helm. Cpl is now a global provider of recruitment, staffing and outsourcing services with over 40 offices worldwide. I lead a team of specialist IT Recruiters in Dublin and Europe.
Cpl is a fair, open, progressive and inclusive organisation with a positive and supportive culture. Our CEO Lorna Conn is an inspiring woman and a great communicator, and 60 per cent of leadership and management roles are held by women.
Early on, my commute from Offaly was a concern for me and I didn’t think it was something I could do long term, but my manager and I looked at flexible hours and working from home and worked out a plan. This was long before Covid and highlights how forward-thinking Cpl is.
Recruitment and Sales is fast-paced and competitive and the traditional view is that you need to be present to be successful. But as my role became more demanding, my need for flexibility became greater. My husband worked for the Air Corps and travelled a lot when our kids were small. Cpl’s flexibility allowed me to work fewer hours and to work from home most of the time.
I had a female manager I looked up to and admired and she was a great source of encouragement. She gave me the self-belief and confidence I needed to push ahead in a competitive, male-dominated environment. With her support I went for management and last year was promoted to Director.
To my mind, the best female-friendly work environment is created on the ground, at a very basic level, by supporting female colleagues to be the best version of themselves. I am a firm believer in putting yourself in someone else’s shoes, actively listening, and being authentic, empathetic and realistic but positive. Having a positive female support system is crucial to your wellbeing in work.
As part of our work-life balance and flexibility we have our ‘Balance Time’ Policy which allows flexible time currency. It is there for everyone in Cpl to allow for important non-work commitments as and when they arise. Whether you are a proud parent, a devoted carer, a committed friend, or you need time off for sports, religious or cultural events you can use ‘Balance Time’.
Cpl has supported me through the highs and lows of my personal and professional life. You can’t put a price on feeling appreciated, listened to, supported, safe and genuinely looked after. Life today is fast-paced and demanding. We all seek the optimal work-life balance but it is tough to juggle career, family, kids, bills, looking after personal health, elderly parents and a sick child; guilt sets in very quickly. Family and health come first and in Cpl, our supportive and open culture makes tough decisions a bit easier. It is very important to me that support and kindness are at the heart of our culture, no matter what challenges we face.
Dympna Caldwell, Head of Finance, Allianz Darta Saving
I have been with Darta, part of the Allianz group, for twelve years. The company sells life assurance policies in Italy.
I work with a great team of talented people. There is an excellent, collaborative culture, the employees are happy and we are very much a team. In many ways it feels as if Darta is a family.
At the start of the pandemic, the Allianz Group IT infrastructure stepped up to allow us to work remotely immediately. A few years on, working from home is seen as a major benefit by both management and staff.
The company looks to identify people with integrity, leadership, positivity and ambition and supports them to be the best they can be. The company believes in the power of diversity and inclusion, and in mutual respect and support. We strive to create a workplace where everyone feels at home. A successful career in the Allianz group can involve a variety of positions in different functions, countries and divisions. On an individual level it invests in its employees to enable them to grow professionally and reach their goals with training courses and study packages.
Women make up nearly half of the Board of Directors of Allianz SE and a significant number of women hold senior roles, including that of Group Chief Financial Officer. This is encouraging and motivating for other women to see and aspire to. Darta has three women on its Board of Directors and several women working in management positions.
In Darta employees only have to work from the office twelve days per quarter. The company offers flexible hours, with the ability to work around home and life commitments so long as the work is completed.
Managers are encouraged to ensure their staff are not working long hours and have a good work-life balance, and staff can choose to work up to 25 days overseas every year. A significant number of Darta’s employees come from abroad, and this enables them to spend quality time with their families back home. Managers use emotional intelligence, empathy and compassion to manage performance, and if employees need to take unplanned time off the rest of the team will rally around and cover the work. There is great communication between departments and everyone gets on well in a very professional manner.
Darta is an exciting company to work in as there is always something new and interesting to get stuck into, and learning new skills enhances career progression. No matter your gender, in Darta you get the same treatment and opportunities. There is a good maternity leave package and support for those returning from maternity leave.
Darta is very interested in the voice of the employee and I am never afraid to voice my opinions as the culture supports this. The annual engagement survey is monitored to ensure staff comments are addressed. The Board of Directors is supportive of employees and there is a very inclusive culture that starts from management down, which enhances the female-friendly work environment.
Joanna Doyle, Group Sales and Marketing Manager for Ireland and the UK, PREM Group
PREM Group is an international hotel and hospitality management company operating multiple businesses across Europe. In addition to my sales and marketing role I manage our digital marketing agency, Sprint Digital.
I joined PREM Group when the company was just starting out in 1996. My first role was a hotel receptionist, working in Premier Suites on Leeson Street in Dublin. Little did I think, 27 years ago, that I would have such a varied and rewarding career path through the hospitality industry!
At PREM Group, our mantra is to “do the right thing”. The company mindset is down to earth, hardworking, switched on and entrepreneurial with a commitment to ethical business practices, social responsibility, and integrity. I have pride in my role, and a deep sense of belonging and commitment.
I’ve had many different roles, each with its own challenges. Help and support came through different channels: the knowledge imparted by seasoned mentors, the structure of formal training, and the camaraderie within buddy systems.
During the pandemic, candid communication from our directors made it easier to get through tough times. Their transparency not only helped navigate the immediate challenges but also fostered a culture of trust and resilience, essential for a strong recovery.
PREM Group’s commitment to gender equality isn’t just a part of the corporate narrative but a reality I have experienced since my first day. 68 per cent of our workforce is female and the company has an excellent track record of women in leadership roles.
For me, transitioning from being an independent single person to a mother with a family was a significant life change requiring understanding and support in the workplace. I was pregnant with twins and it made my life much easier to have flexible working hours and remote working options towards the end of my pregnancy. When I was ready to return after my maternity leave, I was given the option to return on a part-time basis until I figured out how to balance work and family responsibilities. Moving to a four-day week not only enhanced my work-life balance but also increased productivity and job satisfaction. Despite my shorter working week, I still had equal access to career development and advancement opportunities.
PREM Group’s open door policy offers real support when team members need it the most. We encourage open conversations on menopause, mental health, grief, financial struggles and the challenge of caring for elderly or sick family members. During regular check-ins with team members, we don’t just ask about work, we genuinely inquire about wellbeing.
We are proud partners of LIFT (Leading Ireland’s Future Together), a social enterprise aimed at increasing the level of positive leadership. LIFT is built on a desire to change the country for the better based on the themes of listening, positive attitude, competence, honesty and integrity, dedication, respect, empathy and accountability.
From the moment I joined the company, I was aware of its inclusive culture. The company’s flexible working arrangements acknowledge and support the unique challenges faced by women, especially those balancing professional aspirations with personal commitments. This flexibility has been instrumental in allowing me to pursue my career goals without sacrificing other important aspects of my life.
Aideen McCarthy, Learning + Enrichment Partner for EMEA, Triona McCarthy, Business Systems Analyst, Cloudera.
Cloudera delivers a hybrid data platform with secure data management and portable cloud-native data analytics. The company takes complex data and turns it into clear insights enabling businesses to improve processes and build products.
Aideen: I have been with Cloudera for over six years and work on our internal learning offerings to 3,000 employees worldwide. I was hire number 32 in Cork; the head count is now over 200 but the incredible culture has not changed. We have wonderful camaraderie, a sense of belonging and a culture of inclusion, with diversity valued.
Cloudera recognises the challenges women face in the workforce and goes above and beyond to ensure women are supported and encouraged to advance their skills and leadership potential.
Triona: I have been with the company for over five years working in the Field Systems and Support team within the IT organisation.
The Tuition Assistance Program has not only enhanced my professional growth but also reflects the company’s dedication to nurturing talent. ‘Unplug’ days and flexible working hours underscore the commitment to employee wellbeing, while mentorship programmes foster a collaborative workplace.
Aideen: In the last three years, female leadership has increased from 27 per cent to 49 per cent. I am surrounded by ambitious women who are increasing gender diversity in the tech space. The focus on D&I is paying dividends: we have gone from no female representation at the C-level to four women in recent times.
We want all employees to become experts in their current roles, push themselves to improve, and ensure their career has a long term growth trajectory through multiple pathways of learning.
Triona: I joined the organisation as a Technical Illustrator, and have been encouraged and supported to progress to my current role as a Business Systems Analyst. Cloudera provides a supportive and inclusive environment in which women feel valued, respected and empowered to succeed. Cloudera understands the importance of work-life balance and benefits such as flexible working hours, parental leave, and wellness programmes are there to support us in both our professional and personal lives.
Aideen: A “family first” mindset starts from the top down. You’ll often hear people in our leadership teams talking about what they’re doing in the evening or saying they’re coming in a bit later because they’re dropping the kids to school. We can work from home or the office or a mix of the two, and there are no set days.
Unplug days are company holidays every month allocated to all employees across all global offices, in addition to our annual leave days. We define Unplug as “no emails, no meetings, and no need to think about work”. Everyone is off together, so you are not coming back to a full inbox or outstanding action items which is great!
I feel extremely lucky that I’ve had great female role models and mentors, supportive male allies and a wonderful experience as a woman in Cloudera. I am looking forward to the future and excited about what’s to come.