Tag: diversity

Finalists Announced for 2025 Diversity in Tech Awards

The finalists for the 2025 Diversity in Tech Awards (DITA) have been announced today. Taking place on Thursday 19th September at 6:00pm in a new location—the Gibson Hotel, Dublin—the event will gather over 300 guests to honour individuals and organisations leading the way in diversity, inclusion, and innovation across the tech sector.
Now in its eighth year, DITA celebrates a broad spectrum of diversity—from gender and culture to disability and neurodiversity—and continues to spotlight the changemakers reshaping the tech industry for the better. This year saw more than 300 entries, with the Rising Star and Startup Visionary awards attracting the highest number of submissions.
Claire Rushe, Executive Director Global Technology of JP Morgan and a member of the judging panel, said; “JP Morgan is thrilled to continue our partnership with the Diversity in Tech Awards in 2025. This year we reaffirm our commitment to fostering an environment where diverse perspectives drive innovation and opportunity. These awards honour the trailblazers who are making the tech industry more inclusive, aligning with our belief that technology thrives when every voice is heard and valued. This is an opportunity to recognise those who think outside the box, driving ingenuity and progress through diverse insights. By supporting these awards, we not only honour the groundbreaking strides being made but also reinforce our commitment to fostering a tech landscape where bold ideas and inclusive thinking lead the way.”
Clare Kilmartin, COO of the Diversity in Tech Awards, added; “The 2025 finalists represent the very best of what our industry has to offer—bold thinkers, brilliant innovators, and inclusive leaders who are breaking down barriers in every direction. These awards are a powerful reminder of what we can achieve when we create space for all talent to thrive. I look forward to celebrating them in style this September.”
2025 Finalists
Cultural Inclusion Award
  • EPAM Systems
  • Fiserv
  • Integral Ad Science
  • LearnUpon
  • MEG
  • Rewriting the Code
  • SHEIN
DE&I Special Initiative Recognition
  • Access Avenue
  • Datapac
  • JP Morgan
  • TiLT Role-Play Limited
  • Yahoo International Limited
DE&I Support Network of the Year
  • BearingPoint
  • EPAM Systems
  • ESB
  • Limit Break
  • Logitech
DE&I Excellence in Leadership
  • Datapac
  • Indeed
  • JP Morgan
  • Yahoo International Limited
Disability Inclusion Award
  • Access Avenue
  • EPAM Systems
  • ESB
  • Nexus Inclusion
Diverse Company of the Year Award
  • BearingPoint
  • Cognizant
  • Datapac
  • Fastrack into Information Technology (FIT)
  • Oracle EMEA Ltd.
  • Uisce Éireann
  • Yahoo International Limited
Inspirational Diversity Role Model Award
  • Accenture
  • BNY
  • Greenhouse Software
  • Microsoft
  • Optum
  • Uisce Éireann
LGTBQ+ Inclusion Award
  • Gas Networks Ireland
  • Greenhouse Software
  • myGwork
  • Shane Collective
Neurodiverse Inclusion Award
  • auticon
  • BearingPoint
  • EPAM Systems
  • ESB
  • Fastrack into Information Technology (FIT)
  • Laois County Council
Rising Star Award
  • Dr. Sheetal Dash of Barclays
  • Israel Ngombo of BNY
  • Apurva Kiran Vangujar of Jaguar Land Rover
  • Lynsey Byrne of Bord Gáis Energy
  • Faith Omotayo of Rewriting The Code
  • Aisling Kearney of Squarespace Ireland Limited
  • Naa Korkoi Addo of Taighde Éireann Research Ireland Centre for Research Training in Artificial Intelligence
Social Impact Award
  • Datapac
  • JLR (Jaguar Land Rover)
  • Logitech
  • Oracle
  • PayGap.ie
  • Therapix
  • Women in Technology & Science Ireland
Startup Visionary Award
  • Deirdre McCarthy – AllSkills Tech
  • Rena Maycock – Chirp
  • Cuty Gupta – Cozmotec
  • Emer Mugisha – Cyberminds
  • Corina Popov – Digitax
  • Hannah Wrixon – KELLA
  • Victoria Finlay – The MenoPal
STEM Champion Award
  • Sara Grimaldi -Amazon Web Services
  • Amy Everson – Baker Hughes
  • Elfreeda Sunny – EY
  • Catherine Casey – Fiserv
  • Faith Omotayo – Rewriting The Code
  • Svitlana Samko – Verizon Connect
  • Lidia Maria Muñoz – Vodafone Business
Tech Leader Award
  • Karen Morton – Ekco
  • Rebecca Keenan of Expleo
  • Marisa O’Shea – North (NAB_IRE Ventures Limited)
  • Marie O’Connor – Sogeti Ireland
  • Dorothy Zbikowski – Squarespace Ireland Limited
  • Svitlana Samko – Verizon Connect, W2business
  • Orlagh Lynch – Workhuman
Technical Guru Award
  • Lisa Devery – Fiserv
  • Aanchal Mittal – Integral Ad Science
  • Lee Pegas – JP Morgan
  • Daria Vasileva – North
  • Megan O’Brien – Optum
Trailblazer Award
  • Katarina Antill – Bonafi
  • Melissa Proxenos – Debtrak
  • Rebecca Keenan – Expleo
  • Veronica Rahneberg – EY
  • Joanna Haslam – Snap Finger Click
  • Máirín Murray – TechFoundHer
  • Mithra Ravichandran of Trane Technologies, Women in AI
  • Chirawan Phongkasettrakam of Vodafone Business
The 2025 Diversity in Tech Awards take place on Wednesday 17th September at 6:00pm at the Gibson Hotel, Dublin.
For more details and finalist profiles, visit: https://diversityintechawards.online

Why Stryker Sees Talent as the Foundation of Innovation

In today’s MedTech landscape, where technological breakthroughs are redefining what’s possible in-patient care, it’s easy to focus solely on the machines, data, and devices driving that change. Mag O’Keeffe, Vice President of Global Additive Technologies at Stryker explains more

But behind every innovation – whether it’s a surgical robot, a smart implant, or a predictive algorithm – are the people who imagine, build, and continuously improve them. It’s this human engine of progress that often determines whether innovation scales, sustains, and ultimately succeeds.

At a time when competition for talent is intensifying and industries face increasing disruption, how we develop, support, and continuously upskill our people is no longer a ‘nice to have’ – it is a defining strategy.

Ireland’s MedTech leadership has always been grounded in talent, but today, the challenge is evolving. This demands a shift in how we think about talent. It’s no longer enough to hire for existing roles. Instead, it is vital to build adaptable and diverse workforces capable of evolving with new tools, technologies, and expectations.

Diverse pathways into MedTech

Creating a future-ready workforce starts with opening up multiple, accessible routes into the sector – regardless of someone’s background, education, or starting point. Not everyone follows a traditional path into a career, which is why flexibility and inclusivity in attracting and developing talent are so important.

Apprenticeship models are a powerful example. They offer individuals – including school leavers, career changers, and those re-entering the workforce – the opportunity to gain formal qualifications while contributing directly to real-world projects. At Stryker, we’ve seen apprentices progress into engineering, operations, and leadership roles. This is proof that talent can emerge from many directions when given the right support and structure.

Our programme enables participants to pursue degrees in manufacturing engineering while rotating between academic study and on-site learning. It’s not just about gaining a qualification—it’s about reshaping career trajectories and unlocking potential that might otherwise go untapped.

Equally important are graduate entry pathways, which bring fresh energy and new perspectives into the organisation. Each year, we welcome graduates from a range of disciplines to our nine sites across the island of Ireland. Stryker’s graduate programme rotates participants across engineering, finance, and other core functions, giving them exposure to the breadth of the business. It’s not just an onboarding tool—it’s a way to build a pipeline of future leaders who bring curiosity, adaptability, and cross-functional collaboration to their roles.

Together, these pathways – whether through apprenticeships, graduate programmes, or internal mobility – reflect a broader commitment to inclusive growth. By creating multiple entry points into MedTech, including for those coming straight from school or those seeking a new direction mid-career, organisations can tap into a wider talent pool, foster diversity of thought, and build teams that are equipped to lead the future of healthcare.

A learning culture

Offering training and upskilling opportunities is one thing; embedding a culture of continuous learning is another. That means creating systems, time, and initiatives that make development part of the everyday.

Our Training Centre of Excellence in Tullagreen, developed in partnership with IDA Ireland, has been designed to make upskilling a key aspect of transformation.

The three-year training initiative, developed with the support of IDA Ireland, will equip employees at Stryker’s Tullagreen facility with the agility and skills for the future of work, promote innovative thinking, and embed a culture of continuous improvement, and advance sustainability.

But it also reflects something more fundamental: when people feel supported to grow, they stay engaged, motivated, and committed.

That support extends beyond formal programmes. Every employee in Stryker Ireland has access to a LinkedIn Learning licence, providing on-demand access to a wide range of training and development resources. It’s one more way we ensure that learning is not just encouraged—but embedded into how we work, lead, and grow.

Growing talent through opportunity

One of the most pressing challenges for business leaders today is retention. Employees, particularly early career professionals, are seeking to find a workplace that nurture their strengths, provide opportunities to grow and are driven by purpose.

At Stryker, our purpose lies in making innovative products and solutions that make healthcare better for more than 150m patients annually across the globe. It is what drives our employees each day and encourages them to come up with new ideas and find creative solutions to complex medical and surgical problems.

But retention isn’t only about formal programmes. It’s also about creating cultures where people feel seen, supported, and empowered to explore new directions. Our education assistance scheme, for example, has enabled hundreds of employees to pursue new career opportunities, many of them in fields they may never have imagined accessing before.

People powering innovation

The success of any MedTech organisation depends not only on the technologies it develops, but on the people who bring those innovations to life. At Stryker, the commitment to developing talent – through apprenticeships, graduate programmes, continuous learning, and leadership development – isn’t just a cultural value. It’s a business strategy.

These initiatives have helped build and invest in a workforce that is skilled, diverse, and passionate about achieving our mission of making healthcare better. They’ve driven innovation, improved retention, and strengthened our ability to adapt in a fast-changing industry.

But more than that, this investment is creating opportunities for employees – opening doors for individuals to grow, lead, and make a meaningful impact.

How People Analytics Can Revolutionize Your Business’s Human Resource Strategy

The role of human resources (HR) has evolved significantly. No longer confined to administrative tasks, HR is now a strategic partner in driving organizational growth. A key element of this transformation is people analytics—a data-driven approach to managing and optimizing a workforce. By leveraging advanced analytics, companies can uncover valuable insights into employee performance, engagement, and retention. This shift is redefining how businesses approach their most important asset: their people.

Understanding People Analytics

People analytics involves collecting, analyzing, and interpreting workforce data to make informed HR decisions. It combines data from various sources, including employee surveys, performance reviews, attendance records, and even communication patterns. As we can see at TalentNeuron, the goal is to identify trends, predict outcomes, and create strategies that align with organizational goals. For example, businesses can use analytics to pinpoint factors contributing to high employee turnover or to forecast workforce needs for future growth. With the right tools and expertise, people analytics empowers HR teams to act proactively rather than reactively.

Enhancing Recruitment and Talent Acquisition

Recruitment is a cornerstone of any successful HR strategy, and people analytics can revolutionize this process. By analyzing historical hiring data and market trends, companies can identify the traits and skills that correlate with high performance in specific roles. Additionally, predictive analytics can assess the likelihood of a candidate’s long-term success within the organization. This ensures that hiring decisions are not only based on intuition but also grounded in data, reducing costs associated with turnover and bad hires. The result is a more efficient and effective recruitment process that aligns with business objectives.

Boosting Employee Engagement and Retention

Employee engagement is a critical driver of productivity and organizational success. People analytics provides HR professionals with tools to measure and enhance engagement levels. By analyzing feedback from employee surveys, performance metrics, and workplace interactions, companies can identify factors that contribute to job satisfaction or dissatisfaction. For instance, analytics might reveal that certain teams struggle with workload balance or lack opportunities for growth. Armed with these insights, HR can implement targeted initiatives to address concerns, fostering a culture of engagement and loyalty.

Optimizing Workforce Performance

One of the most impactful applications of people analytics is in optimizing workforce performance. By tracking performance metrics and identifying patterns, HR teams can recognize high-performing individuals and teams, understand what drives their success, and replicate these strategies across the organization. Furthermore, analytics can pinpoint areas where employees may need additional training or support, ensuring that development programs are tailored to individual and organizational needs. This targeted approach not only boosts performance but also creates a more empowered and capable workforce.

Promoting Diversity and Inclusion

Diversity and inclusion are more than just buzzwords—they are critical components of a thriving workplace. People analytics can play a vital role in promoting these values by identifying disparities in hiring, promotions, and pay. For example, analytics can highlight if certain groups are underrepresented in leadership roles or if there are unexplained wage gaps. Armed with this information, HR teams can implement data-driven initiatives to create a more equitable and inclusive workplace. Such efforts not only enhance organizational culture but also improve business outcomes, as diverse teams are proven to be more innovative and effective.

Improving Strategic Decision-Making

Incorporating people analytics into HR strategy transforms decision-making from a subjective process into one based on evidence and data. This data-driven approach enables HR leaders to align their strategies with broader business goals. For instance, predictive analytics can forecast workforce needs based on business growth projections, allowing HR to plan recruitment and training efforts accordingly. Additionally, real-time dashboards provide insights into key metrics like employee turnover, enabling HR to act swiftly to address emerging issues. This proactive strategy ensures that HR is a partner in driving organizational success.

Overcoming Challenges in Implementing People Analytics

While the benefits of people analytics are undeniable, implementing such a system is not without challenges. One major hurdle is data privacy and security, as employees are often wary of how their data will be used. To address this, companies must establish clear policies and ensure transparency in their data practices. Another challenge is integrating analytics tools with existing HR systems, which may require significant investment in technology and training. However, by approaching these challenges strategically, businesses can unlock the full potential of people analytics and create a more data-driven HR function.

People analytics is revolutionizing how businesses approach their human resource strategies. By leveraging data to make informed decisions, companies can enhance recruitment, boost engagement, optimize performance, and promote diversity. While challenges exist, the benefits of implementing people analytics far outweigh the costs. As businesses continue to embrace this data-driven approach, they will unlock new levels of efficiency, innovation, and success. For organizations looking to stay competitive in today’s dynamic environment, people analytics is no longer a luxury—it’s a necessity.

New tool to help organisations track progress on diversity and inclusion in workplaces launches

Organisations across Ireland have shown improvements of up to 10 per cent in fostering diverse and inclusive workplace cultures in the last two years, with the public sector making the most progress, showing an average sector improvement of 9.4 per cent. However, organisations need to do more to improve their workplaces for certain groups, including disabled people; people of different race, colour, nationality, ethnicity or ethnic origin; and people of different ages.*

That’s according to a new Inclusion Score metric that quantifies the sense of belonging and culture of inclusion within an organisation being launched today (17.07.24) by the Irish Centre for Diversity, a nationwide body, headquartered in Waterford, that works with public and private organisations in Ireland to help them embed diverse and inclusive workplace cultures.

An organisation’s Inclusion Score is calculated based on diversity and inclusion (D&I) benchmarking data gathered by the Irish Centre for Diversity.  The details have been compiled from more than 130 organisations across Ireland that between them employ more than 120,000 people across both the public and private sectors. The data is updated every 12 months.

According to latest findings from the Irish Centre for Diversity, the national average Inclusion Score is 78 per cent, with the insurance sector having the highest average of 81.7 per cent. Other sectors showing high Inclusion Scores include IT and technology with 80.8 per cent, and construction and engineering with an average of 79.5 per cent. The average Inclusion Score for the public sector is 71.1 per cent.

The latest findings also reveal the top three groups that workers think their organisation needs to focus further on as being disabled people (17.8 per cent); people of different race, colour, nationality, ethnicity or ethnic origin (16.1 per cent); and people of different ages (11.3 per cent).

The Inclusion Score enables organisations to compare their D&I performance both at a national level and against peers in similar sectors, such as the public sector, professional services, construction and engineering, and insurance and finance, among others. It also gives them the opportunity to monitor their own D&I performance and progress, providing data and insights to report to governing boards, for corporate sustainability reporting directive (CSRD) needs, and for sharing with other stakeholders.

Tracking and Improving D&I Progress

To track and improve an organisation’s D&I progress, the Irish Centre for Diversity delivers an initial survey followed by an action plan with recommendations for improvements. A second survey is conducted 24 months later to monitor progress, with Irish Centre for Diversity records showing 100 per cent of organisations improving.

Improvement pathways can include D&I training, and according to the D&I benchmarking data, the top requested trainings over the last two years are mental health, promoting good mental health at work, unconscious bias and inclusive leadership.

The latest findings from the benchmarking data show that the number of staff who have attended D&I training has increased by 6.2 per cent in the last two years, from 55.9 per cent to 62.1 per cent.

A further finding from the latest research shows that 85 per cent of workers believe that colleagues take D&I seriously in the way that they behave and the things that they say, with line managers scoring 83.8 per cent and senior managers 71.5 per cent. It also shows that 91.5 per cent of people think those they work with are accepting of other people whatever their background.

Announcing the official launch of the Inclusion Score today, managing director of the Irish Centre for Diversity, Caroline Cummins, said: “We are in a unique position working with hundreds of companies across all sectors, and collecting data that covers both diversity of staff and the culture of Irish workplaces. Having such comprehensive and robust data on workplace diversity and inclusion culture in Ireland allows the Inclusion Scores to provide meaningful benchmarks and roadmaps to progress D&I in Ireland. The data shows valuable advances when steps are taken to address workplace challenges ─ what gets measured gets done, and we have the data that is fundamental to support this progress.

“We are seeing huge leaps in creating and fostering inclusive workplace cultures and evidence of this is that 100 per cent of organisations that we re-survey are shown to have improved Inclusion Scores by up to 10 per cent.”

For more information about the Inclusion Score, the national D&I benchmarking research data, and how the Irish Centre for Diversity can help organisations drive progress in this area, visit www.irishcentrefordiversity.ie/national-benchmarking/.

Linxens commits to fostering diversity and unlocking the full potential of its workforce in engineering

Linxens, the world leader in the design and manufacture of security and identification solutions for the smartcard, eGovernment, connected health and the Internet of Things (IoT) markets, reaffirms its commitment to diversity and the role of women in electronics manufacturing.

Ethical principles

For several years now, Linxens has been committed to promoting diversity and professional equity within its teams, a dedication that is all the more strategically important as the company itself diversifies its activities towards new high-growth sectors such as IoT and healthcare. The company is convinced that diversity – whether in terms of skills, background, origin or gender – is a driver of performance and innovation and contributes to the richness and creativity of its people. The issue of gender parity remains important insofar as Linxens’ areas of activity have traditionally been considered male. Linxens is committed to creating an environment free of discrimination in the treatment of individuals.

In France, in particular, women engineers are still under-represented in engineering schools and in positions of responsibility. They often face specific obstacles. According to the Femmes Ingénieures association, 24% of engineers are women, i.e. 242,810 out of around 1 million working engineers. This non-parity seems inescapable, given that only 30% of engineering students are women.

A spotlight on three exceptional talents at Linxens with an impressive career path

 Helena Berg, Managing Director at Linxens Healthcare (Sweden)

Helena BERG is an accomplished and passionate leader, with a solid background in mechanical engineering and organizational consulting. After six years in the aviation industry, where she contributed to key projects for the Swedish Air Force, she moved to the healthcare industry. At Linxens Healthcare, she manages and oversees the company’s operations, while providing strategic direction to the Board of Directors. Her inspirational leadership and strategic vision make her a key figure in the industry.

 

 Lamia FERDJANI, Technical Project Leader at Linxens (France)

Lamia FERDJANI is an engineer with a degree in Physics and Engineering Sciences, and solid experience in various sectors such as aeronautics, manufacturing and pharmaceuticals. At Linxens, she coordinates the development of complex medical products, drawing on her technical expertise and teamwork skills. Her career path testifies to her ability to rise to technical challenges and adapt to a variety of working environments.

 

 Sévérine GOMONT, Production Manager at Linxens  (France)

Sévérine GOMONT is a recognized expert in chemical engineering and polymer chemistry, with over 20 years’ experience at Linxens. After holding various positions of responsibility in R&D and engineering, she is now Production Manager at the Mantes site (Yvelines). Her career path bears witness to her constant commitment to excellence and her ability to adapt to new challenges. Her mastery of production processes and her ability to unite her teams make her a key figure in the chemical industry.

“We are convinced that diversity, in its broadest sense, is an essential driver of performance, innovation and competitiveness. We work every day to promote diversity and inclusion within our teams, creating role models and encouraging young women to take an interest in our technical professions from an early age. We are convinced that this choice will benefit both their own careers and the growth of this industry, so important in today’s interconnected world”, says Patrick Roux, Executive Vice President, Chief People Officer & Communications at Linxens.

Sources:

*<https://www.swe.org/about-swe/swe-fact-sheets/women-in-engineering-by-the-numbers>

** <https://www.engineering.com/story/women-in-stem-statistics-and-trends>

 

Finalists Announced for 6th Annual Diversity In Tech Awards

The Diversity in Tech Awards finalists for 2023 have been announced today. The event in association with J.P. Morgan is set to take place on Wednesday, 27th September 2023, at the RDS Concert Hall, Dublin. Over 400 executives from Ireland’s thriving international tech community will be in attendance. The evening’s programme will also include a keynote address by Norah Patten an Irish Aeronautical Engineer about her experience breaking the glass ceiling and a panel discussion entitled The ROI of DEI: Driving Business Profitability through Diversity and Inclusion featuring Steven Fuller of Race In STEM, Angelika Sharygina of Mindguardian, Kyran O’Mahoney of IA Labs and a representative of J. P Morgan.

Since launching in 2018, The Diversity in Tech Awards has highlighted the shift in companies making workplaces more diverse and inclusive, whilst also recognising their efforts to narrow the gender gap. This has been achieved through celebrating Irish women who are driving IT excellence, innovation, leadership and overall success in the tech industry.

This year, in recognition for the efforts of promoting diversity and narrowing the gender gap, the awards have been split into two categories, Diversity in Tech and Women in Tech.

Please see finalists and categories below:

Diversity categories and finalists

  • Diversity Role Model Award (sponsored by IAS Integral Ad Science) – Accenture (Dublin), Amnexis (Dublin), eBay (Dublin), Merck (Dublin), NCBI – Working for people with Sight Loss (Dublin), Tenable (Dublin), Trinnovo Group (United Kingdom).

  • LGBTQ+ Inclusion Award – Amazon Web Services (United States), Cognizant Technology Solutions (Dublin), eBay (Dublin), Experian Ltd (United Kingdom), Greenhouse Software (Dublin), Microsoft Ireland (United Kingdom), Oracle EMEA Ltd.(Dublin), Workday (Dublin)

  • Disability inclusion Award (sponsored by Carelon Global Solutions) – CPL (Dublin), Employers for Change, The Open Doors Initiative (Dublin), EY (United Kingdom), Fidelity Investments (Dublin), Inclusion and Accessibility Labs (Dublin), SAP SE (Germany)

  • Cultural Inclusion Award – Carelon Global Solutions Ireland (Limerick), Cognizant Technology Solutions (Dublin), eBay (Dublin), Fidelity Investments (Dublin), LinkedIn Ireland (Dublin), Version 1 (Dublin)

  • Health & Wellness Award – Axonista Ltd (Dublin), Carelon Global Solutions Ireland (Limerick), EY (Dublin), LearnUpon (Dublin), MongoDB (Dublin), Tata Consultancy Services (Dublin)

  • Social Impact Award (sponsored by ESB) – Chainlink Labs (United Kingdom), Deloitte (Dublin), Innovate Communities (Dublin), The Big Idea (Dublin), Version 1 (Dublin)

  • Diverse Company of the Year (sponsored by Oracle) – CPL (Dublin), eBay(Dublin), EY (United Kingdom), Fiserv (Dublin), Google (Dublin), MongoDB (Dublin), Salesforce Ireland (Dublin), SAP SE (Germany)

 

Women In Tech categories and finalists

  • Tech Leadership Award (sponsored by FTI Consulting) – Fiserv (Dublin), Inclusio (Dublin), KPMG (United Kingdom), Meta (Saudi Arabia), Microsoft (Dublin), Version 1 (Dublin), Vodafone Ireland (Dublin)

  • Entrepreneurship Award (sponsored by Fiserv)- EudaOrg (Dublin), Online Buzzing (Dublin), Platform55 (Dublin), ProMotion Rewards (Dublin), shareclub (Dublin), Technological University Dublin (Dublin)

  • Digital Transformation Award – Dell (Dublin), Carelon Global Solutions Ireland (Limerick), Citi (United Kingdom), EY (Dublin), J.P. Morgan Chase (United Kingdom) Meta (Saudi Arabia)

  • Trailblazer Award – Fidelity Investments (Dublin), Rent the Runway (Dublin), Johnson & Johnson (Dublin), Meta (Dublin), Mission Unstoppable (Dublin), MongoDB (Dublin), The Big Idea (Dublin), Women in AI (Dublin)

  • Young Female STEM Pioneer (sponsored by Mongo DB) – CodLad(Dublin), EY (Dublin), Open College Network (United Kingdom), University College Dublin (Dublin), Workday (Dublin)

  • Rising Star Award – ESB (Dublin), EY (Dublin), Fidelity Investments (Dublin), Galvia (Galway), Inclusion and Accessibility Labs (Dublin), Revolut (Dublin), Version 1 (Dublin), Version 1 (Dublin)

  • Data Scientist Award (sponsored by J.P. Morgan) – CodLad (Dublin), Ericsson (Dublin), EY (Dublin), EY (Dublin), Women in AI (Dublin)

  • Mentorship Award – Carelon Global Solutions Ireland (Limerick), Deloitte Ireland (Dublin), Fidelity Investments (Dublin), IADT (Dublin), IBM (Dublin), Tenable (Dublin), Verizon Connect (Dublin), Workday (Dublin)

Finalists for the Diversity in Tech Awards are chosen by a judging panel from a wide range of corporate, not-for-profit and consultancy organisations. Some of this year’s judges include Erica Ryan – Regional VP of MongoDB, Lorraine Deschamps – Head of Corporate Citizenship with Fiserv, Gráinne Bryan – Senior Managing Director of Technology with FTI Consulting, Vessy Tasheva – Founder & CEO of Vessy.com and Sheree Atcheson – Global Diversity & Inclusion Senior Exec with Valtech.

The Diversity in Tech Awards Programme also hosts the Grace Hopper Award along with the Diversity Impact Award sponsored by Tata Consultancy Services. The DIA accolade recognises not-for-profit organisations that have demonstrated exceptional initiative to promote inclusion in the workplace. The Grace Hopper Award honours a female STEM professional whose exceptional achievements and outstanding contributions have made a lasting impact on technology, society, and their profession.

To see the full list of finalists, please see HERE.

Announcing the finalists, Tracey Carney, Managing Director of the Diversity in Tech Awards said: “We are extremely excited to bring the Diversity in Tech Awards back to the RDS this year. Since the awards were created in 2018 as the Women in Tech Awards, the event focused on promoting better balance in tech. In 2020, we pivoted to the Diversity in Tech Awards, and while continuing to keep women in tech as a core part of the agenda, it has grown into a programme celebrating all facets of diversity within the tech industry. The event is not only about celebrating excellence, but also about sharing knowledge and experience. The calibre of finalists this year is exceptional, and we can’t wait to congratulate each and every one of the amazing finalists joining us in September.”

Aon’s Accelerate Programme aims to increase gender diversity at managerial and senior leadership level

Aon plc a leading global professional services firm, today announced a new programme reflecting its commitment to supporting increased representation of women at the leadership level within the firm.

Aon, an accredited gold standard investor in diversity from the Irish Centre for Diversity, employs over 750 colleagues in Ireland. The new Accelerate Programme is designed and delivered in collaboration with the Irish Management Institute and focuses on equipping women colleagues from across the firm with the necessary skills and opportunities to achieve their full potential at Aon.

The programme features a series of workshops, projects, psychometric testing and mentoring support being delivered this year. It will enable the participants to develop their leadership style and to become role models for others within the workplace. The new programme complements other initiatives by the Aon Ireland Inclusion Council to increase representation at the leadership level within the firm.

Rachael Ingle, CEO of Aon Ireland, said, “The Accelerate Programme is no longer a ‘nice to have’ but a ‘must have’ to ensure we deliver better outcomes for our colleagues, clients and communities. It is one of many initiatives aimed at driving an increase in the representation of women in leadership in our firm. We believe that businesses thrive when the communities they serve and the people they employ also flourish.”

Triona Geraghty, HR Director at Aon, commented, “We are delighted to launch Accelerate, a programme that signals another milestone in our inclusion and diversity evolution. We firmly believe in strategically designing for diversity and recognise the opportunity to further strengthen the pipeline for women in leadership, particularly at senior levels within the firm.”

Shane O’Sullivan, interim CEO, Irish Management Institute, said: “The Irish Management Institute is delighted to work with Aon Ireland on this bespoke programme created to empower the firm’s women employees on their career journey, and therefore, help improve the diversity of its future leaders.

“As the first programme of its kind for Aon Ireland, we’re looking forward to working with them to see the impact this initiative has on participants and, ultimately, how it helps to support the firm’s diversity and inclusion goals.”

More information about Aon Ireland is available here.