Tag: gender

58% of Irish Parents Believe Tech is Preparing Children for the Future Workplace

More than half of parents in Ireland value the role of technology in preparing children for the future workplace. A new survey commissioned by STEM South West, a not-for-profit that promotes STEM education and careers, reveals that 58% of parents of children under 18 see technology as essential for equipping the next generation with the skills they need for the future. However, some groups – particularly younger adults  – are more sceptical, with many believing that technology is a distraction.

These results were published to coincide with the launch of the STEM South West Expo 2025, where PepsiCo are platinum sponsors, will take place on 20th  November at Cork City Hall. The FREE full-day event which will be open to schools only in the morning, and then to the public from 4pm-7pm.

It will celebrate and showcase innovation in Science, Technology, Engineering, and Maths, bringing together students, parents, educators, and industry leaders from across the South West Region. Attendees will explore hands-on exhibits, and interactive displays that demonstrate how STEM is shaping Ireland’s future, with everything from robotics to AI, VR to AR and more being showcased.

STEM South West estimates that at least 35% of Ireland’s 972,000 primary and secondary students[1] will need to pursue STEM education to meet future workforce requirements.

Overall, just over half of respondents to the new survey believe technology is preparing children for the future, but the research found significant differences in viewpoints by age, gender, socio-economic background and region. Experts at STEM SW say these findings highlight a growing debate about the role of technology in childhood learning and development.

Highlights from the STEM South West Survey

  • Generational divide: While 63% of 25 -34 year-olds believe technology is preparing children for the future, only 46% of 18 -24 year-olds said the same. The remainder view it as more of a distraction.
  • Gender gap: 58% of men say technology equips children for the workplace compared with 45% of women.
  • Socio-economic contrast: 56% of ABC1 respondents (higher SES) believe technology is preparing children, whereas 54% of C2DE respondents believe it is a distraction – suggesting concerns about unequal access or overreliance on digital tools.
  • Regional variation: 52% of those in Munster and 54% in Dublin say technology is preparing children, compared with just 45% in Connacht and Ulster. The rest of Leinster aligned closely with the national average at 52%.

Mary Good, Chair of STEM South West, spoke at the launch of the 2025 Expo,

“These findings highlight the diversity of opinion across Ireland. Older millennials, who are embedded in tech-driven workplaces, may see the benefits, while younger adults, particularly those still in education, may be more aware of technology’s downsides, from screen addiction to overreliance”.

An Taoiseach Micheál Martin, who was present at the launch, added that,

“Technology is an essential part of how we live and work. We need to teach children how to use it intelligently, creatively, and safely. From coding and digital design to problem-solving and data literacy, these are the skills that will define the future workforce.”

Skills for the Future:

The STEM South West survey also explored which skills people believe will be most valuable for the next generation:

When asked, “Which skill will be most valuable for the next generation?”

  1. Creativity and problem-solving emerged as the top priority (37%).
  2. Followed closely by adaptability and lifelong learning (35%).
  3. Technical STEM knowledge rated highest by 28% of respondents.
  • Age Differences: 18 -24-year-olds prioritised technical STEM knowledge most, with 41% selecting it as the most important skill, just 13% of 25–34-year-olds felt this way. Instead, this slightly older group placed greatest emphasis on creativity and problem-solving (53%), suggesting a possible generational shift in perception.
  • Gender Differences: Men were slightly more likely than women to see technical STEM knowledge as critical (30% vs 25%), while women tended to emphasise creativity and adaptability.
  • Parents showed a fairly even split across all three skill areas, underlining the perception around the complexity of preparing children for a future where both technical expertise and soft skills are necessary.
  • Regional Perspectives: Munster respondents showed a balanced view across all three skill areas (technical knowledge 31%, creativity 33%, and adaptability 34%), giving slightly more weight to adaptability. In contrast, Dublin (42%) and Connacht/Ulster (45%) ranked creativity highest, reflecting perhaps the influence of urban innovation hubs and exposure to industries that prioritise problem-solving and creative thinking.

 

“This feedback suggests that younger adults may be focused on immediate career prospects and educational exposure, while those with more professional experience understand the growing importance of creativity and adaptability in a rapidly changing workplace,” said Ms. Good. “But in reality, the future will demand all three – creativity, adaptability, and strong technical STEM knowledge.

“In a world where AI and automation are taking over routine tasks, the human skills of problem-solving, critical thinking and innovation become even more valuable. STEM education sits at the heart of that balance. It gives young people the tools to understand technology, to use it responsibly and imaginatively, and to apply it in ways that improve our world, whether in healthcare, energy, climate, or beyond.”

“The ability to think creatively, analyse data, and adapt to constant change is what will truly set this generation apart. That’s why fostering STEM skills isn’t just about preparing students for future jobs; it’s about empowering them to shape the future itself.”

STEM South West Expo 2025

Since its launch, the Expo has become a cornerstone of Ireland’s STEM education calendar. In 2024, 88% of student attendees said they were more likely to pursue STEM subjects after taking part.

Ms. Good explained:

“The Expo is not just about showing technology; it’s about inspiring curiosity, creativity, and critical thinking. Students see how their skills apply in real-world contexts, how STEM can help tackle challenges like climate change, healthcare, housing, and energy – and why adaptability and creativity matter alongside technical expertise”.

“Ireland’s future as a global innovation leader depends on equipping the next generation with a combination of technical skills, creativity, and adaptability. This survey highlights both the opportunities and the gaps, and the Expo provides a platform to inspire students and give them the tools to succeed”.

STEM South West Expo 2025
Date: 20 November 2025 | Time: 11:00 am – 7:00 pm (Schools only in the morning, General Public welcome with free tickets from 4pm  – 7pm) | Location: Cork City Hall
Theme: Celebrating Innovation. Connecting Futures. Inspiring the Next Generation.

New Global Platform For Women Entrepreneurs To Tackle Gender Gap In Tech

“It’s no secret the odds are stacked against women starting tech companies. We’re tired waiting so we’re taking matters into our own hands”, that’s the message from Irish entrepreneur Máirín Murray who has developed a global platform to tackle the gap in female founded tech startups.

Co Down entrepreneur Máirín, founder of women‑in‑tech innovation company TechFoundHer, has announced the global launch of the TechFoundHer Collective, an online platform designed to accelerate women into tech entrepreneurship.

She explained the new membership programme will give women the practical support and backing to start, lead and scale tech companies, even if they have no coding background.

According to data commissioned by the Invest in Women Taskforce all-female founded businesses in Northern Ireland received just £2.5 million (2%) of the nation’s total equity funding in 2024, male teams received £93.7 million in investment which was nearly 80% of the total amount invested.

“We’re launching The Collective on National Women’s Enterprise Day because the numbers speak for themselves – the challenges are global – we all know about the approx 2% of VC funding going to women led enterprises but what’s needed is action” said Máirín.

Against that backdrop, The Collective is backed by a powerful network of global investors and tech leaders including Kelly Vero (CTO in Residence), Lata Setty (Global Investor in Residence), Naseem Sayani (VC in Residence), Wendy Ryan (Angel Investor in Residence), Rose Tighe (Product Innovator in Residence), Ntola Obazee (Chief Marketing Officer in Residence) and Aarthi Kumar (Chief Data & AI Strategist in Residence) among others.

“The gender stereotyping of what a tech founder looks like is real. Women innovating with tech are facing a multitude of challenges. From less funding and backers to fewer accelerator places” Dublin based entrepreneur, Máirín said, adding: “with higher barriers for women starting tech ventures we need new thinking and solutions.

“The TechFoundHer Collective is our answer, founder-led –  it’s a global network where women champion other women, share product and tech know-how and tap into investors who believe in them,” she explained.

Membership of the TechFoundHer Collective will give participants early access to tools, webinars and expert support and connect members with investors and industry champions.

Game industry icon Kelly Vero, the CTO in Residence for The Collective, said: “I’m thrilled to be joining TechFoundHer as CTO in Residence. I’ll be hosting Ask Me Anything sessions, this is a chance for members to ask me anything from building AI engines, designing games, creating clean tech stacks and surviving code chaos, to just staying sane while being the only woman in the room.”

TechFoundHer’s move comes as the Global Entrepreneurship Monitor reports a rise in women’s start‑up activity, up from 6.1% in the early 2000s to 10.4% in 2021‑23, yet still underscores the fact that women remain under‑represented in high‑growth tech sectors and leadership roles.

International investor and legal expert Lata Setty, Global Investor in Residence at The Collective said: “As Global Investor in Residence, thrilled to join the TechFoundHer Collective.

“Across the globe, women tech founders are crying out for a network that not only fuels innovation and collaboration, but also drives and measures progress.

“The TechFoundHer Collective delivers that momentum and so much more – helping founders move faster, build smarter, scale quicker and contribute to global impact.”

From community build-a-longs hosted by founders, to hands-on workshops using disruptive tools like Lovable and Replit, The Collective is redefining what it means to build a startup in 2025 and beyond.

Early adopter, entrepreneur Susie Kilcoyne who is the founder of loyalty platform Locket, said: “With the Collective, you’re not going solo. You’re building alongside a crew of founders who are all figuring it out together. That’s what makes it powerful.”

For more information or to join The Collective go to techfound-her.mn.co.

Download App on Apple App Store: https://apps.apple.com/gb/app/techfoundher-collective/id6745909124

Download App on Google Play Store: https://play.google.com/store/apps/details?id=com.mightybell.techfoundher&hl=en

Microsoft Ireland Work Trend Index 2025:

New insights from Microsoft Ireland reveal Ireland’s workforce is navigating a period of transformation. The Microsoft Ireland Work Trend Index 2025 is based on a nationally representative survey of 1,000 Irish workers, conducted annually as part of a general population study, ensuring a demographic balance year-on-year. The results show that AI is emerging as a career catalyst, while job turnover hits a record  38%, according to the respondents who took part in the survey, while workplace satisfaction trends marginally downward.

With AI adoption up 27% year-on-year, 41% of workers say it helps them work smarter. Half (50%) believe AI skills are critically important to remain competitive in the job market, while 54% say having these skills will broaden their job opportunities. Additionally, 40% believe knowing how to use AI at work will help them get promoted faster, and 34% say AI has made them consider other career paths. Yet, this optimism is tempered by uneven access and training gaps, with over half of workers calling for structured or employer-led AI training to help speed adoption.

A Workforce in Flux and Under Pressure – Employees call for Balance

Despite 57% of workers seeing opportunities for growth within their current roles, Ireland’s labour market is in motion. Based on the survey results, turnover has surged from 19% in 2023 to 38% in 2025, positioning Ireland as a market with significant talent volatility. This churn underscores the importance of investing in retention strategies that empower employees to thrive by supporting their well-being, balance, and growth, which in turn help organisations to remain resilient in a rapidly changing workplace.

Ireland’s workforce trends align with global insights that highlight how emotional strains are compounded by the realities of today’s workday, where digital overload and constant interruptions challenge even the most flexible environments. Linking this workforce feedback to Microsoft’s global telemetry, a picture emerges showing the modern workday is increasingly distracted. Workers are interrupted every two minutes or 275 times per day, receive 117 emails daily, and spend 57% of meetings in unscheduled sessions.

AI Eases Employee Strain – But Wider Access and Training is Required

AI offers a practical remedy, helping employees manage their workload, reduce stress, and focus on higher-value tasks. It is increasingly seen as a solution to workplace pressure, with 91% of users in Ireland saying it improves the quality of their work. Additionally, 34% of workers say AI has made them reconsider their career path, highlighting its influence on professional ambition and future career opportunities.

However, AI use remains uneven:

·                Board-level executives: 91% use AI at work

·                Non-managers: Only 39% use AI at work (versus 66% of managers)

·                Gender imbalance: 63% of men versus 47% of women use AI at work

·                Generational usage: 55% of Gen Z (18-24) use AI at work, compared with 62% of younger millennials (25–34), 59% of older millennials (35–44), 47% of Gen X (45-54), and 48% of Boomers (55-64).

These disparities raise concerns about who has access to AI tools and benefits from them, and who risks being left behind. Lower engagement with AI could limit opportunities for efficiency and relief from routine tasks, potentially exacerbating stress levels for employees under pressure.

It’s perhaps no surprise, therefore, that over half (61%) of Irish workers are calling for structured AI training, saying their employer could support adoption by offering more training either in-house or through external providers, and 47% believe they should be given more time to research AI independently.

Commenting on the alignment between Irish trends and the broader global perspective, Microsoft Ireland General Manager, Catherine Doyle said: “Ireland is at a turning point. As AI transforms the world of work, Irish employees and employers are navigating rapid change and new opportunities. The message from workers is urgent and clear: they want the tools, support and skills to adapt. Organisations that embrace AI and invest in inclusive training will be best placed to lead in productivity, innovation, and resilience.

“As leaders, we must respond with empathy and action, making AI training accessible to all workers, at every level, so everyone can enjoy the many benefits and productivity gains that this transformative technology offers. At Microsoft Ireland, we’re committed to ensuring no one is left behind. Through Skill Up Ireland, our education and training programme, we’re widening access to AI skills for all. Now is the time to act to support equal access in the AI era, so together we can unlock new opportunities for our workforce and our economy.”

eir’s gender pay gap narrows to 1.59%

eir, Ireland’s leading telecommunications provider, has today published its 2024 Gender Pay Gap Report, which shows that the gender pay gap has narrowed to 1.59%, significantly closing the gap and nearing complete closure since eir’s first report in 2021. eir remains dedicated to closing the gender pay gap by 2030, aligning with broader Environmental, Social and Governance (ESG) objectives.

Since the publication of eir’s first Gender Pay Gap Report in 2021, the company’s Mean Pay Gap has decreased from 11.2% to 1.59%, reflecting a significant reduction of 9.6% over the past three years. This improvement is favourable when compared to the Irish Mean Gender Pay gap of 12.6%.

The decline in our Mean Pay Gap can be attributed to several factors, including enhanced gender balance, particularly in senior roles and those that attract higher overall reward. Additionally, it is significantly influenced by bonus payments that predominantly benefit the female workforce.

Meanwhile, the wider Senior leadership population in eir team shows a gender split of 42% female to 58% male, reflecting a gradual year-on-year improvement.

Since the initial gender pay gap report, eir has seen an increase in female representation in senior roles, alongside recruitment efforts in STEM and traditionally male-dominated areas such as engineering and technology. eir’s Senior Management Team comprises 46% female leaders, marking a significant achievement in advancing gender balance within the organisation.

Alongside the Gender Pay Gap report, eir is also launching its Diversity Equality & Inclusion (DE&I) Policy, and key initiatives include mentorship programmes and partnerships with educational institutions, strengthening its diverse talent pipeline.

Oliver Loomes, CEO of eir, “At eir, our purpose is to connect for a better Ireland and as part of our ESG strategy, we set a goal to eliminate the Gender Pay Gap entirely by 2030, supported by a clear and actionable plan. Our 2024 Gender Pay Gap Report highlights the significant progress we’ve made, reducing the gap to 1.59%—an almost 4% improvement from last year’s 5.51% and a 9.6% reduction since our first report in 2021.”

“This progress reflects our commitment to progress. By creating a workplace where opportunities are accessible to all, we are investing in the long-term sustainability of our workforce and ensuring that our business remains competitive and resilient.”

Sandra Donohue, Director of HR at eir, “As we publish our Gender Pay Gap Report this year, we are pleased to see a further reduction in the Mean Gender Pay Gap, which reflects the progress made on female representation, particularly in senior positions. We are making progress, and this makes us even more determined to continue our commitment to sustained action until we eliminate the Gender Pay Gap completely. 

“Attracting female talent into non-traditional and STEM roles remains our long-term priority.  We will continue to engage with the educational sector to inspire young people to consider the variety and breadth of career opportunities in STEM, whether that be in eir or other industries.

“We can only sustain this progress by ensuring we focus on gender diversity at all levels and that we are building a strong pipeline of female talent to fill future leadership roles.  This year, we have introduced our Diversity, Equality & Inclusion policy and established formal action plans, providing a clear roadmap of initiatives to continue to ensure we are eir for all.”

A full link to the eir DE&I Policy 2024 can be found here: eir.ie/sustainability/policies/

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.

Irish businesses continue to achieve greater gender balance at Board level

The fifth annual report of the Balance for Better Business Review Group, published today, reveals that Irish businesses have made significant progress in achieving gender balance at Board level over the past year.

The report was launched by Tánaiste and Minister for Enterprise, Trade and Employment Leo Varadkar TD and the Balance for Better Business Co-Chairs Julie Sinnamon and Aongus Hegarty.

Commenting on the findings of the report, Tánaiste and Minister for Enterprise, Trade and Employment Leo Varadkar TD said: “As we look back over the past year, it’s encouraging to see the progress that continues to be made on gender balance across the Irish business landscape. I’m especially pleased to see that Ireland has now not only caught up with, but exceeded, the EU average for the representation of women on the largest listed companies’ boards. This marks a significant accomplishment, especially given that this has occurred over a relatively short time period.”

Progress achieved

The report by the Government established initiative shows that in 2022, the percentage of women on the Boards of ISEQ20 companies rose to 36%, far exceeding the 30% target set for the end of 2022 as well as the 33% target set for the end of 2023.

For other listed companies, the percentage of women on Boards is now 26%, exceeding the 22% target set for the end of 2022 and up 16 percentage points since 2018.

Encouragingly, ISEQ20  Boards have also continued to move beyond a “one and done” approach to adding women to their Boards, with almost three quarters of ISEQ20 listed companies now having three or more female Board members.

While the other listed cohort has a lower number of Boards with three or more women, at 28%, this represents a significant increase from 10.7% in 2019. In addition, the overall percentage of companies listed on the ISEQ overall, with more than three women on their Board has exceeded 50% for the first time – at 51%.

This progress over the past year is reflected in the fact that, for the first time, Ireland has exceeded the EU27 average for the proportion of women on leading company Boards by 1.6 percentage points. The gap between Ireland and the rest of the EU has narrowed every year since Balance for Better Business was established in 2018.

Tánaiste and Minister for Enterprise, Trade and Employment Leo Varadkar TD added: “Despite the progress, it’s clear that more work needs to be done. Women are still underrepresented in senior roles both at Board and senior leadership level, with just one female Chair on the ISEQ20 and only a small number of female CEOs on publicly listed companies. By failing to include women in leadership teams, businesses ignore the talent of half the population. While change takes time, it’s crucial that businesses redouble their efforts in 2023 to create more opportunities for women to succeed to the highest levels of Irish business.”

Challenges to overcome

While there have been significant gains over the past year, the report also reveals slower progress in some areas, particularly when it comes to the number of women in senior leadership roles. Although the ISEQ20 companies exceeded their 2022 target for female representation at senior leadership level, reaching 27% against a target of 26%, other listed companies have missed their 22% target for the year. Meanwhile, the report shows that women hold just four out of 36 CEO positions in publicly listed companies.

Although it has been a stated target of Balance for Better Business that no listed companies should have all-male Boards, there are still three listed companies with all-male Boards, albeit down from five all-male Boards in 2021, with just one female Chair represented on the ISEQ20.

Balance for Better Business co-chair Julie Sinnamon said: “Since its launch in 2018, Balance for Better Business has worked not only to promote gender balance at Board and executive leadership levels, but also to share the experience of organisations on the journey towards achieving gender balance. Those efforts to date are reflected in the progress that has been made across the past year in terms of gender balance at Board level, notwithstanding the fact that work remains to be done to ensure that women are able to progress into the most senior positions on Board and leadership teams.

“At Balance for Better Business, we’ll continue to support businesses as they look to bridge these gaps. By highlighting the ways in which proactive talent management and succession planning provide robust pathways for women to succeed to more senior roles, our aim is to help foster the deeper behavioural and cultural transformation required to drive real change across Irish organisations.”

 Balance for Better Business co-chair Aongus Hegarty added: “While the progress made this year among businesses is to be welcomed, there are still too many companies with all male boards and leadership teams in Ireland. This is despite the compelling business case of having an equal number of men and women in senior leadership positions including greater levels of innovation, enhanced financial returns and stronger Environmental, Social and Government (ESG) performance.

“With the aim of inspiring action at senior leadership level, this year’s report highlights three key recommendations for improving gender balance at board and leadership level. These include setting stretch targets and building an action plan to achieve them, fostering a gender balanced succession plan and pipeline of female talent, and mandating gender balanced candidate lists for open roles. Through these specific actions, we want to empower leaders to build a culture that promotes gender balance while also reaping the many benefits of diverse and inclusive leadership.”

 To download a copy of the fifth report of the Balance for Better Business Review Group go to https://indd.adobe.com/view/a20dd22c-af1b-413a-9763-971a5d534f96.

New report from Google and Amárach finds that a national investment in digital skills could contribute an extra €9.5 billion to Ireland’s GDP over the next 3 years

A report launched today by Google confirms a substantial economic opportunity for Ireland exists if a meaningful investment in digital skills is made. The comprehensive study developed in partnership with Amárach provides detailed insights into the digital capability needs, ambitions, and plans of 1,000 SME leaders throughout Ireland. The research proposes that a significant investment into digital skills could contribute an extra €9.5 billion to Ireland’s GDP by 2025.

To help Irish businesses succeed online, it is important to first understand how they’re doing today and what their goals are. That is why Google commissioned Amárach to engage SME leaders on their lived experiences and expectations of their digital journey. Titled Bridging the Gap – A Report on Digital Capabilities in Irish SMEs, the study, one of the largest surveys of Irish SMEs in recent years, identified four key gaps in digital capabilities:

  1. Performance – how far businesses are from realising their full potential

  2. Competence – how businesses are struggling to use digital skills

  3. Investment – the role of funding, time, and talent in expanding competence

  4. Advisory – the absence of qualified advisors and suppliers to meet digital needs

The current situation

Most Irish SMEs are in the process of adopting, developing, and evolving their use of digital technologies. But some are further ahead in the process than others.  When asked to rate their own progress, the majority (62%) of Irish SMEs are ‘less than halfway’ on their digital journey. Recruiting people with the necessary digital skillset is also a challenge for Irish SMEs with 41% of respondents agreeing that they do not have a person within the organisation who is tasked with developing digital skills. Only 26% of SMEs say their employees have all the skills needed in terms of basic digital capabilities.

Faced with multiple demands on their time and energy, the report indicates that business leaders believe that the digital skills gap can be closed, but the challenge is prioritising it over other short and medium-term tasks.

Digital tools

The report finds that only 11% of Ireland’s SMEs feel their employees have the skills needed to successfully adopt and use new technology, a statistic borne out in the data where only 53% of SMEs have (or use) social media and video platforms and just 18% make use of customer insights tools. When measuring the number of SMEs that have their own business website, Ireland at 55% ranks comparably lower than the EU average of 77%[1].

The research shows that Irish SMEs are ambitious when it comes to investing in digital capabilities but 50% say they lack basic knowledge about which skills to prioritise. The report indicates that policy makers, advisors, and suppliers to the SME sector need to help address the priority gaps that will deliver quick wins, spurring decision makers to go further.

 Commenting, Alice Mansergh, Director for Small Business at Google said:

“The timing of this report could not be more important, the decisions that business leaders and policy stakeholders make about digital capabilities in the coming months and years will have profound implications for the long-term productivity and profitability of the SME sector, and for sustainable economic growth over the rest of the decade.  For its part, Google will use these findings to help shape the courses we provide via the Grow with Google initiative helping to train people in key digital skills that will empower them to embrace new business and commercial opportunities.”

The opportunity

Irish SMEs are very confident (56%) that meeting their digital skills objectives could make a big difference to business performance, and not just on one or two metrics. SME leaders believe that improving digital capabilities would allow them to increase wages and salaries (28%) and over half of those surveyed (57%) say that meeting their objectives [in digital capabilities] would help them to grow faster and become more profitable.

Bridging the gap infographic

Fiscally, the study proposes that an increased investment in digital skills could grow Ireland’s GDP significantly, calculating an increase of €9.5 billion (to €544.2 billion) by 2025.

Spotlight on Gender

The report identifies several gender differences highlighted in the areas of digital content and social media. Female decision makers in SMEs are more likely to use social media platforms (55% vs 51% of men). Women are more likely than men to see the creation of digital content as a top priority for digital skills development (35% vs 28% of men), as well as using digital tools and channels for marketing (21% vs 17%).

Even though more female leaders than male are likely to adopt and leverage digital tools, female leaders and decision makers in Irish SMEs are less likely to say their organisation is over halfway in its digital journey (58%) than men (65%).

In order for Ireland to achieve its digital ambitions, it is vitally important that female entrepreneurs and SME business leaders are enabled to play their part.

Regional breakdown

Comparing SMEs across the regions we find several differences. 45% of firms in Dublin are likely to think they are more than halfway along their ‘digital journey’ significantly higher than regional firms based in the midlands (32%).  When it comes to the adoption of digital tools, Dublin again maintains a distinct advantage with 62% of firms using a business website compared to only 47% in the border region. Firms in Dublin demonstrate a stronger appetite to upskill with nearly 70% of business leaders in the capital likely to undertake a course in the next 12 months vs 59% of Border firms.

 

These and other differences in the research point to the need for a strong regional focus in Ireland’s digital skills agenda to ensure an equitable and impactful benefit for all our communities.

A post-Covid world for SMEs

The Covid-19 crisis has amplified the power of digital in building business resilience. During the first few weeks of lockdown, Google saw a 300%[2] increase in the number of people taking digital training courses. Research has shown that 80% of European SMEs increased their use of digital tools during the pandemic and those SMEs that embraced digital tools had 60% better revenue results and hired 3 times more employees[3] during the pandemic. The report launched today finds that 64% of SMEs in Ireland say their experience of the Covid-19 pandemic has incentivised them to invest more in digital skills with 76% saying digital tools are more helpful to their business now than before the Covid-19 pandemic.

The report has shown how Irish SMEs are ready to invest in the digital capabilities that will propel their success in the post-Covid era.

 Gerard O’Neill, Chair of Amárach Research added,

“This research is unique in that it provides information and insight directly from SME leaders themselves. The study is comprehensive, representing a cross-section of Irish SMEs and is nationally representative of regions, genders, industries and business models. While we see some subtle differences in the findings, two things are constant to almost all SMEs; first that they believe investing in digital capabilities will enhance their business and second that they are ready to do that now – but they need the right supports. This research allows decision makers, policy makers and industry personnel to have meaningful and informed dialogue that can affect real and positive change to Ireland’s digital landscape.”

  Enterprise Ireland CEO Leo Clancy said,

“Small and medium enterprises remain the backbone of the Irish economy; accounting for  99% of active enterprises and 70% of employment. Enterprise Ireland and the Local Enterprise Offices are committed to supporting these businesses with their digitalisation journeys, investing in the capabilities that will help lead them to international success.

For successful businesses, digitalisation isn’t an option, it is a crucial advantage that allows them to compete and win. The report launched today provides invaluable insight and guidance that will inform debate and enhance decision making as we further invest in digital capabilities across Ireland.”

The full report is available to download [here]