The HR Room Podcast

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• Ep 276 - New Retirement Rules: Employee Rights and Employer Obligations 30.06.2026 40min

  For decades, a contractual retirement age of 65 was a standard feature of employment in Ireland. However, from 29 June 2026, that position has fundamentally changed. New legislation now gives many employees the right to request to remain in employment beyond their contractual retirement age and continue working until they reach the State Pension age of 66. In this episode of The HR Room Podcast, Dave and Mary are joined by Joanne Hyde, Partner at Lewis Silkin Ireland and employment law expert, to unpack the new legislation, explain what has changed, and discuss what employers need to do now to remain compliant. The conversation explores the practical implications of the new law, including the process employees must follow when requesting to remain in employment, the obligations placed on employers, and the significant legal risks of failing to respond appropriately. Joanne explains why refusing a request will now require objective justification based on the individual employee rather than relying solely on organisational policy. Guest Joanne Hyde — Partner, Lewis Silkin Ireland & Employment Law Specialist Topics include: What has changed under Ireland's new retirement legislation from 29 June 2026 Which employees are covered by the new right to work until State Pension age The process employees must follow when requesting to remain in employment Employer obligations and statutory response timeframes Updating contracts of employment, handbooks and retirement policies Preparing managers to handle retirement conversations confidently and sensitively Common mistakes employers make when managing retirement Key Takeaways for HR Leaders Employees with a contractual retirement age below 66 can now request to remain in employment until State Pension age. Employers must respond to requests within the statutory timeframe and provide clear written reasons where a request is refused. Refusing a request requires objective justification based on the individual employee rather than relying solely on organisational policy. Retirement policies, contracts of employment and employee handbooks should be reviewed and updated immediately. Managers should receive training on handling retirement conversations professionally, consistently and compassionately. Resources Joe Redmond's article on Ireland's new retirement legislation Employment (Contractual Retirement Ages) Act 2025 Lewis Silkin's article on retirement age changes in Ireland Get in Touch If you're not already following us on LinkedIn, we'd love to connect with you. If you have suggestions for future podcast episodes, or would like to appear as a guest on The HR Room, contact Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR, where we speak with HR leaders, legal experts and workplace specialists from across Ireland about the issues shaping the future of work. If you enjoy the podcast, please subscribe, leave us a review, and share it with colleagues or friends. We're always keen to hear your feedback and suggestions for future episodes. For immediate HR support, contact Insight HR on 056 770 1060 or email info@insighthr.ie.  
• Ep 275 - Beyond Our Borders: What Global Workplace Cultures Can Teach Us 23.06.2026 42min

  Workplace culture is shaped by far more than policies and procedures. It reflects societal values, leadership behaviours, attitudes to work-life balance, and what organisations choose to reward and recognise. As debates around remote working, flexible working and employee wellbeing continue, many employers are looking beyond their own borders for inspiration. In this episode of The HR Room Podcast, Dave and Mary are joined by Shannon Murphy, Workplace Investigator at Insight HR, who recently returned from several months working remotely from Australia. Together, they explore what Irish employers can learn from workplace cultures around the world, from Australia's strong emphasis on life outside of work to the progressive workplace practices found across Scandinavia. The episode also looks at the future of work in Ireland, including the ongoing debate around remote and hybrid working, the growing interest in four-day working weeks, and the importance of creating workplace cultures that genuinely align with organisational values.  Guest: • Shannon Murphy — Workplace Investigator, Insight HR Topics include: • Shannon's experience working remotely from Australia and the cultural differences she observed• How Scandinavian countries consistently rank among the happiest in the world• Ireland's evolving approach to remote and hybrid working• The benefits and challenges of four-day working week models• The importance of aligning workplace policies with day-to-day practices• How employers can assess and improve their own workplace culture Key Takeaways for HR Leaders: • Workplace culture is reflected in behaviours, not just policies or values statements.• Productivity should be measured by outcomes and quality of work rather than hours spent at a desk.• Flexible working arrangements can improve wellbeing, engagement and retention when implemented effectively.• Employees quickly recognise when there is a gap between what organisations say and what they reward.• Work-life balance initiatives are most effective when they are genuinely supported by leaders. Resources Mentioned: OECD Better Life Index — international comparison of work-life balance Global Work Life Balance Index (Ireland second in the world, highest in Europe) World Happiness Report 2026 (Finland happiest in world, Ireland placed 13) Four Day Work Week Research – The World’s largest study, in the UK Upcoming Webinar: Book your spot for our upcoming webinar "AI in the Workplace: What HR Needs to Know". The session features insights from Liam Barton, Commercial Director at Insight HR, and Karen Howley, AI specialist and expert in organisational change. Register here Get in Touch: If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast: The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support: 056 770 1060 or info@insighthr.ie.
• Ep 274 - The Importance of Being Human in the Age of AI 16.06.2026 56min

  As artificial intelligence becomes increasingly embedded in our workplaces, communication, leadership and even creativity are changing rapidly. AI can now help us write presentations, craft speeches, prepare for interviews and produce polished content in seconds. But while technology can enhance how we communicate, it cannot replace the human qualities that create genuine trust, influence and connection. In this episode of The HR Room Podcast, Dave and Mary are joined by Niamh McElwain, Award-Winning Facilitator, Speaker, Executive Coach, Consultant and Business All-Star Accredited Thought Leader. They discuss what organisations and leaders risk losing if they become overly reliant on AI-generated communication, and why authenticity, courage and human connection matter more than ever. The conversation examines the growing temptation to outsource communication and leadership to AI tools, while highlighting the uniquely human skills that remain irreplaceable. Niamh shares insights from her work helping leaders 'own their stage', discussing how trust is built, why listening is one of the most powerful leadership skills, and how authentic communication creates deeper influence than polished perfection ever can. The episode also explores the role of courage in modern leadership, from speaking up and navigating uncertainty to having difficult conversations and adapting to rapid change. Ultimately, while AI may transform how work is done, it is our ability to connect, listen, empathise and lead with authenticity that will continue to define great leadership. Guest: Niamh McElwain — Award-Winning Facilitator, Speaker, Executive Coach, Consultant & Business All-Star Accredited Thought Leader Topics include: The rise of AI-generated communication and its impact on workplace relationships Why trust, influence and connection remain fundamentally human skills The trust equation and how leaders build credibility and psychological safety Authenticity, vulnerability and the power of sharing real experiences Why listening is one of the most undervalued leadership skills Why courage matters more than confidence in leadership The future of work and the human skills that will become increasingly valuable Why curiosity, empathy, courage and listening may be the ultimate competitive advantage in the AI era Key Takeaways for HR Leaders: AI should enhance human capability, not replace authentic human connection. Trust is built through credibility, reliability, integrity and genuine care for others. The most influential leaders listen more than they speak. Authenticity creates stronger connections than polished, performative communication. Courage is a skill that can be developed through practice and experience. Organisations should encourage experimentation and learning rather than fear-driven resistance to AI. Resources Mentioned: Own My Stage The Courage Project Never Split the Difference by Chris Voss Disrupt HR Upcoming Webinar: Book your spot for our upcoming webinar 'AI in the Workplace: What HR Needs to Know'. Hosted by Dave Corkery, the session features insights from Liam Barton, Commercial Director at Insight HR, and Karen Howley, AI specialist and expert in organisational change. Register here Get in Touch: If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast: The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support: 056 770 1060 or info@insighthr.ie.  
• Ep 273 - The Working Mind: Building Healthier Workplaces 09.06.2026 46min

  Mental health continues to be one of the most significant challenges facing workplaces today. While awareness around employee wellbeing has grown considerably in recent years, many organisations still struggle to translate good intentions into meaningful, practical support for employees. In this episode of The HR Room Podcast, we explore how organisations can move beyond surface-level wellbeing initiatives and create workplace cultures that genuinely support employee mental health. Hosts Dave Corkery and Mary Cullen (Founder and Managing Director of Insight HR) are joined by special guest Jacqui Mulligan, Project Coordinator of The Working Mind at Mental Health First Aid Ireland. Together, they discuss the launch of The Working Mind programme in Ireland — an evidence-based framework designed to help employees, managers and organisations better understand mental health, recognise early warning signs, reduce stigma and build healthier workplace cultures. Guests Jacqui Mulligan — Project Coordinator, The Working Mind, Mental Health First Aid Ireland Topics include: Why awareness alone is not enough without practical action The origins and purpose of The Working Mind programme Understanding the Mental Health Continuum framework The role of managers in supporting employee mental health How culture, leadership and workload impact mental health outcomes The importance of early intervention and meaningful support Building psychologically safe workplace cultures The business case for investing in employee wellbeing Resources & Links Mental Health First Aid Ireland: Mental Health First Aid Ireland Deloitte research on workplace wellbeing ROI: Deloitte Mental Health and Employers Research Learn more about Insight HR: Insight HR Contact Insight HR 📧 info@insighthr.ie📞 +353 56 7701060 🌐 Insight HR – HR Consultancy Services Ireland  
• Ep 272 - How Heineken Built a People-First Culture 02.06.2026 54min

  What does it really mean to build a people-first culture? And how can organisations ensure that diversity, equity and inclusion are embedded into the systems, processes and leadership behaviours that shape everyday employee experiences? In this episode of The HR Room, we explore how Heineken have developed a culture where people, performance and business success work hand-in-hand. With our special guest Debra Popplewell (People Director - Heineken Ireland), we discuss the importance of employee voice, leadership accountability, psychological safety, inclusive recruitment practices and the role transparency plays in building trust. Guests Debra Popplewell — People Director, Heineken Ireland Topics Include: What a true people-first culture looks like in practice Why performance and employee experience should reinforce one another The importance of employee voice and meaningful listening Why culture is shaped through behaviours, not values posters Creating psychological safety and building trust at work How employee feedback can drive real organisational change Common mistakes organisations make when measuring engagement Leadership behaviours that sustain positive workplace cultures Investing in people manager capability and leadership development Preparing for the EU Pay Transparency Directive Why job evaluation frameworks are becoming increasingly important Practical lessons from Heineken’s approach to culture and employee experience Key Takeaways A people-first culture is not about prioritising people over performance — it is recognising that performance is delivered through people. Employee listening only creates value when organisations act on the feedback they receive. Culture is shaped by everyday decisions, leadership behaviours and organisational systems rather than written values alone. Recruitment processes play a critical role in demonstrating organisational culture and attracting diverse talent. Inclusive workplaces require organisations to continually examine and remove barriers within their systems and processes. Transparency around pay, progression and decision-making is becoming increasingly important for employee trust. Leaders must be willing to challenge themselves and examine how their own behaviours may be reinforcing unwanted outcomes. Sustainable high performance comes from designing systems that help people do great work, rather than relying on individuals to succeed despite organisational obstacles. Meaningful culture change is a long-term commitment that requires consistency, intention and continuous listening. Resources & Links Learn more about Insight HR's services around workplace culture, leadership development, employee engagement and organisational effectiveness. Find out how Insight HR can support your organisation in preparing for the EU Pay Transparency Directive, including job evaluation frameworks and pay transparency readiness. Contact Insight HR 📧 info@insighthr.ie📞 +353 56 7701060 🌐 Insight HR – HR Consultancy Services Ireland   Subscribe to The HR Room wherever you get your podcasts to stay up to date with the latest HR insights, workplace trends and expert discussions.
• Ep 271 - The Hidden Habits Impacting Women at Work 26.05.2026 46min

  Despite significant progress around gender equality in the workplace, many women still face internal and external barriers that can impact their confidence, visibility, and career progression. From self-doubt and imposter syndrome to difficulties promoting achievements and building influence, certain workplace habits can quietly hold talented professionals back from reaching their full potential. At the same time, organisations have an important role to play in creating environments where people feel supported, empowered, and encouraged to contribute confidently. Through coaching, leadership development, psychological safety, and inclusive workplace practices, employers can help individuals overcome these barriers and thrive. In this episode of The HR Room, we explore the hidden habits that can impact women at work and what both individuals and organisations can do to build confidence, visibility, and leadership capability. We discuss practical strategies for overcoming self-limiting behaviours, the importance of workplace culture, and why creating opportunities for women to progress remains a business-critical priority. Hosts Dave Corkery and Mary Cullen are joined by special guest Gillian McGrath, Executive Coach and Founder of Change Grow Succeed.  Guests Mary Cullen — Founder & Managing Director, Insight HR Gillian McGrath — Executive Coach & Founder, Change Grow Succeed Topics Include: The importance of building allies, networks, and workplace visibility How minimising language and behaviours can undermine confidence Rumination, overthinking, and analysis paralysis in the workplace What imposter syndrome really is  The six common symptoms of imposter syndrome The relationship between perfectionism, procrastination, and self-doubt Psychological safety and creating environments where people feel comfortable speaking up Practical ways to build confidence and develop everyday courage The impact of flexible working, transparency, and inclusive workplace practices How pay transparency and gender equity initiatives can support women's progression Key Takeaways: Many of the challenges associated with imposter syndrome are more common than people realise. Building strong workplace relationships and allies is critical for career progression. Organisations that invest in targeted development programmes often see greater representation of women in leadership positions. Psychological safety plays a vital role in helping people learn, contribute, and progress. Creating equitable systems and transparent pathways to advancement benefits everyone in the workplace. Resources & Links: Change Grow Succeed Insight HR Catch up on Insight HR's webinar: Preparing for Pay Transparency – Why Job Evaluation Matters: Insight HR Events & Webinars Get in Touch  If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 270 - HR at the Movies: The Devil Wears Prada 2 19.05.2026 50min

  Back in 2006, The Devil Wears Prada introduced audiences to one of cinema’s most iconic workplace bosses: Miranda Priestly. At the time, her leadership style -demanding, authoritarian and often toxic - felt strangely familiar to many people working in corporate environments. But nearly twenty years later, workplace culture has changed dramatically, and we see that play out in cinemas at the moment with the movie's sequel The Devil Wears Prada 2. In this episode of The HR Room Podcast, hosts Dave Corkery and Mary Cullen are joined by Insight HR consultants Aoife Dolan and Joe Redmond, to explore how The Devil Wears Prada and its sequel reflect the evolution of leadership, workplace expectations and employee rights over the past two decades. Guests • Aoife Dolan — HR Consultant, Insight HR• Joe Redmond — HR Consultant, Insight HR Topics include: • How The Devil Wears Prada reflects workplace culture in 2006 versus today• Miranda Priestly’s leadership style and the evolution of toxic workplace behaviours• Generational shifts in expectations around work-life balance, wellbeing and psychological safety• The impact of social media, Glassdoor and public WRC decisions on employer reputation• Why employees today are more willing to raise grievances and speak up about toxic behaviour• The relationship between pressure, burnout and workplace conflict• The importance of psychological safety in creating healthy, high-performing workplaces Key Takeaways for HR Leaders • Toxic leadership styles may still exist — but employees are increasingly willing to challenge them.• Psychological safety and dignity at work are now essential expectations, not optional extras.• Generational shifts are changing attitudes toward work-life balance, wellbeing and leadership.• Organisations that ignore toxic behaviour risk reputational damage, retention issues and increased complaints.• High performance should never excuse bullying, harassment or inappropriate conduct.• Employer reputation is more exposed than ever through social media, Glassdoor reviews and public WRC cases.• HR teams play a critical role in coaching leaders, addressing poor behaviour and shaping healthy cultures. Referenced Episodes and Resources • Episode 263 — Generational Differences in the Workplace with Dr Mary Collins• Episode 261 — Neurodiversity & Psychological Safety in the Workplace• Workplace Bullying Webinar featuring Adrian Twomey• Insight HR Workplace Investigations Get in Touch  If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 269 - Preparing for Pay Transparency: Why Job Evaluation Matters 12.05.2026 39min

  The EU Pay Transparency Directive is fast approaching and despite widespread confusion, it has not been delayed in Ireland. While there may be some leniency around enforcement in the early stages, organisations are still expected to take meaningful steps towards compliance before June 2026. One of the most important (and often overlooked) elements of preparation is the implementation of a robust job evaluation framework. Without clear and defensible pay structures, employers may struggle to justify pay differences once transparency obligations come into force. In this episode of The HR Room Podcast, we explore what HR leaders need to know about job evaluation frameworks, why they matter now, and how organisations can begin preparing for a major cultural shift in how pay decisions are made and communicated. Guests Joe Thompson — Head of HR Services, Insight HR Topics include: Common misconceptions about implementation timelines and enforcement Why job evaluation frameworks are becoming essential Understanding “work of equal value” and equal pay obligations How legacy pay structures can create legal and employee relations risks Why transparency will reshape workplace culture and pay conversations Challenges HR teams may face when implementing job evaluation processes Practical first steps organisations can take to prepare now Key Takeaways for HR Leaders Job evaluation frameworks provide the foundation for fair, evidence-based pay decisions. Transparency obligations will increase employee confidence in questioning pay inequities. Legacy pay decisions and inconsistent salary structures may create legal and cultural risks. Equal pay obligations extend beyond gender and may expose broader workplace inequities. Job evaluation focuses on the value of the role, not the performance of the individual. HR leaders should engage senior leadership teams early and secure budget/resources now. Organisations that act early will strengthen trust, fairness, and employer reputation. Seeking expert support can help organisations navigate a complex and evolving area of compliance. Webinar For more on this topic, register for our webinar on 26th May, where Joe will be joined by employment law expert Síobhra Rush - partner at Lewis Silkin Ireland.  Resources The EU Pay Transparency Directive: Implications for Irish Businesses FAQs: The EU Pay Transparency Directive 2026 The HR Room Ep 260 - The EU Pay Transparency Directive: Everything You Need to Know Contact Us If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 268 - Workplace Inclusion: Two Steps Forward, One Step Back 07.05.2026 56min

  When we talk about diversity, equity and inclusion in the workplace, it’s easy to focus on metrics, reporting, and representation targets. But what happens when the data improves — and yet employees from underrepresented groups still don’t feel fully included at work? In this episode of The HR Room Podcast, we explore the latest findings from Elevate, the Inclusive Workplace Pledge led by Business in the Community Ireland. The conversation examines the gap between progress on paper and the lived experiences of employees across Irish workplaces. Mary and Dave are joined by special guest Richa Tyagi, who leads the Elevate campaign at Business in the Community Ireland. Together, they discuss how organisations can drive meaningful, structural change around inclusion, belonging and equity.   Guest Richa Tyagi — Lead, Elevate Inclusive Workplace Pledge, Business in the Community Ireland   Topics include: Why diversity data collection matters The gap between representation metrics and lived employee experience Structural barriers in recruitment, progression and leadership pathways ender representation and the challenges women face progressing to senior leadership roles Systemic barriers facing Ireland’s Traveller community in education and employment Progress and challenges for LGBTQI+ inclusion in Irish workplaces The role HR leaders can play in driving organisational change and accountability Upcoming pay transparency legislation and its impact on workplace equality Why leadership ownership and evidence-based action are essential for meaningful progress   Key Takeaways for HR Leaders Collecting diversity data is important — but organisations must use it to drive action and decision-making. Inclusion must be embedded at leadership and board level, not treated as a standalone HR initiative. Psychological safety is essential if employees are to feel comfortable disclosing aspects of their identity. Organisations should examine where underrepresented groups are being filtered out of progression pathways. Structural inequality remains a major issue for Ireland’s Traveller community and requires proactive action from employers. HR leaders must challenge assumptions, address bias and advocate for accountability at senior leadership level. Resources The Elevate Pledge 2026 Annual Report More about Elevate: The Inclusive Workplace Pledge More about Business in the Community Ireland Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. To learn more about Elevate and the Inclusive Workplace Pledge, visit Business in the Community Ireland.   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love hearing your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 267 - The Hidden Cost of Sitting Still 28.04.2026 42min

  Musculoskeletal (MSK) issues — from back pain to joint and muscle injuries — are one of the most widespread and costly health challenges affecting today’s workforce. While often overlooked or accepted as inevitable, these conditions are having a significant impact on employee wellbeing, absenteeism, and organisational performance. In fact, research suggests that up to 64% of desk-based employees may be experiencing some form of MSK pain at any given time — contributing to lost productivity, increased healthcare costs, and long-term absence. Despite this, many organisations are sitting still on this issue, taking a reactive approach — addressing issues only when employees are already in pain or unable to work. But as costs continue to rise, particularly in healthcare and insurance, this model is becoming increasingly unsustainable. In this episode of The HR Room, we explore how organisations can shift from reactive to proactive strategies when it comes to musculoskeletal health. We discuss the role of HR in prevention, the importance of data and business cases, and how organisations can design work and wellbeing strategies that truly support employees.   Guest Dr. Shane Lowe — CEO & Co-Founder, Vitrue Health   Topics include: What musculoskeletal (MSK) health is and why it matters in the workplace The scale of MSK issues and their impact on absenteeism and productivity The role of HR in driving preventative health strategies How data can be used to build a compelling business case How AI and technology can personalise prevention strategies Breaking down silos between HR, health & safety, and benefits teams Practical steps organisations can take to start addressing MSK risks   Key Takeaways for HR Leaders Musculoskeletal health is one of the leading drivers of absence and workplace cost. A reactive approach (waiting until employees are in pain) is no longer sustainable. Prevention is significantly more cost-effective than treatment. Data is critical — HR must quantify the cost of absenteeism and presenteeism. Organisational silos (HR, H&S, benefits) can limit the effectiveness of wellbeing strategies. AI and technology can enable personalised, scalable prevention solutions. HR should take a systems-based approach to designing healthier workplaces.   Get in Touch If you’re not already following us on LinkedIn, be sure to join the conversation. If you have suggestions for future episodes or would like to be a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. To learn more about Dr. Shane Lowe and Vitrue Health, visit vitruehealth.com.   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts, and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. 📞 Immediate HR support: 056 770 1060📧 Email: info@insighthr.ie
• Ep 266 - Navigating the Fuel Crisis: What HR Needs to Know 21.04.2026 31min

  Rising geopolitical tensions and ongoing conflict between Iran and the US are continuing to create volatility in global energy markets — and while recent government measures have brought some reduction in fuel prices, uncertainty remains in Ireland. In recent weeks, there have been reports of fuel shortages at pumps, alongside rising costs that are placing real pressure on both employees and employers. What may seem like a global issue is now creating immediate, day-to-day challenges for businesses — from employees struggling to get to work, to increased operational costs and reduced customer footfall in certain sectors. HR teams are increasingly at the forefront of responding to these challenges. Employers must carefully balance business continuity with employee support, while also being mindful of the legal and employee relations implications of any decisions made. In this episode of The HR Room, we explore how organisations can respond to the current fuel crisis — from understanding the risks to implementing practical solutions. We’ll discuss workforce impacts, cost-saving measures, flexible working strategies, and longer-term approaches to building resilience in how employees commute. Guests Joe Thompson — Head of HR Services, Insight HR Addi Colgan — Irish Representative, Kinto Join Topics include: How the fuel crisis is affecting employers and employees across Ireland Operational challenges in sectors like manufacturing, logistics, and shift-based work The role of flexible working in easing commuting pressures Balancing employee support with business sustainability and cost management Alternative commuting solutions such as carpooling and shared transport The role of communication and transparency in building trust Lessons from previous disruptions (e.g. COVID-19 and remote working) Practical ways to support employees without large-scale cost increases Planning for long-term uncertainty and building organisational resilience   Key Takeaways for HR Leaders Employers should respond to the fuel crisis with practical, proportionate solutions. Flexibility (where possible) can significantly ease employee pressure and improve retention. Not all roles can be remote, but small adjustments (e.g. start times, rostering) can help. HR must balance business needs with employee wellbeing. Data-driven decisions are essential when assessing flexibility and policy changes. Clear, transparent communication builds trust and reduces employee relations risk. Alternative commuting solutions (e.g. carpooling) can provide meaningful support. Listening to employee feedback is key to identifying effective solutions. Employers don’t need to solve everything, but they must show awareness and action. Early, thoughtful planning helps build resilience against ongoing uncertainty.   Get in Touch If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.For more information on Kinto JOIN, visit kintojoin.io   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie  
• Ep 265 - Dawn of the AI Zombies 14.04.2026 48min

  As artificial intelligence becomes more embedded in everyday work, a new concern is emerging: are we becoming overly reliant on it? In this episode of The HR Room Podcast, Dave and Mary are joined by Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, to explore the concept of the “AI zombie” — and what it could mean for the future of work. The conversation examines how increasing dependence on AI tools may be reducing critical thinking, decision-making, and cognitive engagement in the workplace. Ryne explains that while AI offers clear productivity benefits, there is a growing risk that employees may begin to “switch off” mentally, delegating too much responsibility to technology. Mary highlights real-world examples of AI misuse, including legal cases where individuals relied on AI-generated information without verifying its accuracy. Together, the panel explores how these behaviours could translate into organisational risks — from poor decision-making to reduced capability development. A central theme throughout the discussion is balance: AI should act as a co-pilot, not an autopilot. The episode emphasises the importance of maintaining human judgment, curiosity, and critical thinking, even as AI becomes more advanced and accessible. The discussion also explores leadership, learning, and organisational responsibility — highlighting how HR leaders must ensure that technology enhances, rather than replaces, essential human skills. Guest • Dr. Ryne Sherman — Chief Science Officer, Hogan Assessments Topics include: • What the term “AI zombie” means and why it’s gaining attention• The concept of AI as a “co-pilot” vs “autopilot”• The impact of AI on cognitive ability and critical thinking• Risks in areas like hiring, performance management, and leadership decisions• Lessons from past technological shifts (internet, automation)• Why leadership fundamentals remain unchanged despite AI• The role of HR in managing AI adoption responsibly• Training challenges and the limitations of passive learning systems• The growing importance of creativity, reasoning, and adaptability Key Takeaways for HR Leaders • AI should enhance human capability — not replace critical thinking.• Over-reliance on AI can lead to reduced cognitive skills and poorer decisions.• Strong communication skills are essential for effective AI use.• Curiosity and continuous learning are key traits in an AI-driven workplace.• Leadership fundamentals (integrity, judgment, expertise) remain unchanged.• AI can improve productivity — but may also degrade performance if misused.• HR must actively guide how AI is used within organisations.• Training should focus on critical thinking and responsible AI use.• Passive learning approaches (e.g. LMS-only training) are insufficient.• Human skills — empathy, judgment, communication — are more valuable than ever.• Organisations must guard against “skill atrophy” over time.• The real risk isn’t automation — it’s abdication of responsibility. Get in Touch If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 264 - Org Design: From Strategy To Structure 07.04.2026 55min

  Organisational strategy often looks clear on paper — but translating that strategy into a structure that actually works in practice is where many organisations struggle. In this episode of The HR Room Podcast, Dave and Mary are joined by returning guest John Kennedy, Head of HR Organisational Development at Iarnród Éireann (Irish Rail), to explore how HR leaders can move from high-level strategy to effective, real-world organisational design. The conversation examines why structure is not just an operational detail, but a critical enabler of strategy. John highlights the importance of alignment — ensuring coordination, coherence and communication across the organisation — while Mary emphasises the risks of poorly thought-through changes, including unintended consequences and organisational friction. Together, they explore the realities of organisational change, from the need for continuous adaptation (rather than one-off transformation) to the human challenges that often derail even the most well-planned initiatives. The discussion blends practical insight with real-world experience, including examples from Irish Rail’s large-scale transformation and investment programmes. A key theme throughout the episode is that successful organisational design is not just about structure — it’s about people. From gaining buy-in and addressing resistance to understanding the psychology behind change, HR leaders play a central role in ensuring that strategy translates into meaningful outcomes. Guest John Kennedy — Head of HR Organisational Development, Iarnród Éireann (Irish Rail) Topics include: Why organisational structure is critical to delivering strategy The shift from episodic change to continuous organisational evolution Common pitfalls in organisational design and unintended consequences How poor structure can restrict communication, innovation and decision-making Translating strategy into practical, actionable structural decisions Why change initiatives fail despite strong planning The importance of employee buy-in and bringing people along the journey Real-world insights from Irish Rail’s transformation and people strategy Linking HR initiatives to measurable business outcomes The role of curiosity in navigating change and organisational design Key Takeaways for HR Leaders Organisational structure must be intentionally designed to support strategy — it won’t happen by default. Alignment across teams and functions is essential for effective execution. Change is no longer a one-off event — organisations must be designed for continuous evolution. Poor design can create duplication, confusion and communication breakdowns. HR must focus on translating strategy into practical, people-focused actions. Resistance to change is natural and often rooted in fear, stability and habit. Leaders must address emotional and psychological barriers — not just operational ones. Curiosity varies across individuals — and must be nurtured, not assumed. Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 263 - Understanding Gen Z in the Workplace 31.03.2026 50min

  Gen Z are rapidly becoming the most influential generation in the workplace — and by 2035, they are expected to be the largest cohort in the workplace globally. Raised in a fully digital world and shaped by economic uncertainty, global crises and the COVID-19 pandemic, they bring distinct expectations around work, wellbeing and career development. In this episode of The HR Room Podcast, Dave and Mary are joined by Dr Mary Collins, Chartered Psychologist at the Royal College of Surgeons Ireland, alongside Insight HR’s own Aoife Dolan, representing Gen Z in practice. Together, they explore the defining characteristics of this generation, combining academic research with lived workplace experience. The conversation highlights how Gen Z prioritises purpose, flexibility and wellbeing over traditional career paths. From job mobility and side hustles to their expectations of leadership and workplace culture, the discussion offers valuable insights into how organisations can better attract, engage and retain this emerging workforce. The episode also explores challenges — including rising loneliness, lower stress tolerance and the impact of social media — while emphasising the importance of intentional workplace design, multi-generational collaboration and innovative practices like reverse mentoring. Ultimately, Gen Z are not just changing the workplace — they are reshaping what work means. Guest Dr Mary Collins — Chartered Psychologist, Royal College of Surgeons Ireland Aoife Dolan - HR Advisor, Insight HR Topics include: Who Gen Z are and how they differ from previous generations Why Gen Z prioritise wellbeing, flexibility and purpose at work The rise of job mobility, portfolio careers and side hustles How attitudes to loyalty and career progression are evolving The role of loneliness, stress and social media in Gen Z’s experience Generational differences in confidence, communication and expectations The concept of reverse mentoring and cross-generational learning Designing workplaces that support a multi-generational workforce Key Takeaways for HR Leaders Gen Z value purpose, flexibility and wellbeing more than traditional career stability. Loyalty is conditional — organisations must earn it through meaningful experiences. Mental health, loneliness and stress tolerance are critical considerations for this cohort. Career paths are becoming more fluid, with increased job mobility and side hustles. Intentional workplace design is essential to support engagement and development. Flexibility and autonomy are no longer perks, but expectations. Organisations that adapt to Gen Z’s needs will be better positioned for the future of work. Contact Dr. Mary Collins Contact Dr Mary Collins on LinkedIn and @drmaryecollins on Instagram Get in Touch with Insight HR If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 262 - The Importance of Play at Work 24.03.2026 36min

  Playfulness at work is often misunderstood as being unprofessional or distracting — yet growing research shows that adopting a more playful mindset can enhance psychological safety, boost creativity and improve team performance. In this episode of The HR Room Podcast, Dave and Mary are joined by Kelsey Kates, founder of Playfully Works and former Global Head of Learning Experiences at Google. Kelsey shares insights from neuroscience, leadership development and workplace culture to explain why playfulness is not about games or forced fun — but about mindset, curiosity and openness. Together, they explore how leaders can intentionally create space for experimentation, connection and learning. From purposeful meeting openers and humour to creative problem-solving tools like LEGO and storytelling, the discussion highlights practical ways HR leaders and managers can embed playfulness into everyday work. The conversation also addresses common scepticism around workplace play, emphasising the importance of psychological safety, authentic leadership and balancing serious responsibilities with moments of lightness and human connection. Ultimately, playfulness is positioned as a powerful enabler of engagement, resilience and innovation in modern organisations. Guest Kelsey Kates — Founder, Playfully Works; Former Global Head of Learning Experiences, Google Topics include: What playfulness really means — and why it’s more about mindset than games The neuroscience behind playfulness and how it supports learning and adaptability Why humans are the only mammals who stop playing as they age How playfulness can increase psychological safety and reduce defensive thinking The role of humour, curiosity and experimentation in driving engagement Practical examples from Google, including riddles and LEGO-based facilitation How playful approaches can help teams challenge unconscious bias Why leaders who show authentic playfulness are often seen as more trustworthy Why playfulness should be seen as a cultural enabler rather than forced fun Key Takeaways for HR Leaders Playfulness is a mindset that supports creativity, openness and psychological safety. Leaders who model authentic playfulness can build stronger trust and connection with teams. Structured techniques like purposeful meeting openers can increase engagement. Creative tools — such as riddles or hands-on activities — can unlock new perspectives. Encouraging safe experimentation helps teams build adaptability and resilience. Playfulness should be intentional and inclusive, not distracting or inappropriate. Even in serious HR environments, moments of fun can help relieve emotional pressure. Behavioural challenges can sometimes be addressed more effectively through creative approaches. Organisations that embrace playfulness thoughtfully can enhance wellbeing, productivity and innovation. Get in Touch If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie  
• Ep 261 - Neurodiversity in the Workplace 16.03.2026 40min

  Neurodiversity is increasingly recognised as a natural and valuable part of workforce diversity — but many organisations are still unsure how to translate awareness into meaningful workplace change. In this episode of The HR Room Podcast, Dave is joined by returning guest Stacey Machesney, Head of Health & Wellbeing at Irish Life, and Joe Redmond, HR Consultant at Insight HR. Both guests share their personal experiences as neurodivergent professionals alongside practical guidance for HR leaders seeking to create more inclusive, supportive environments. Together, they explore why neurodiversity is not a deficit or a trend, but a long-overdue recognition of different ways people think, learn and process information. The conversation highlights the importance of psychological safety, clear communication, workplace design, and leadership training — all key enablers of employee success. From recruitment practices and role clarity to sensory considerations in office spaces, Stacey and Joe offer actionable insights that organisations can implement today to better support neurodiverse employees — and ultimately improve the experience for everyone at work. Guests Stacey Macchesney – Head of Health & Wellbeing, Irish Life Joe Redmond – HR Consultant, Insight HR Topics include: What neurodiversity means Why awareness of neurodiversity has increased — and why it’s not a “new trend” Personal experiences of ADHD and dyslexia in professional environments The importance of psychological safety when employees disclose neurodivergence Why clear, concise and consistent communication benefits all employees Challenges of open-plan offices, sensory overload and workplace distractions Practical supports such as flexible breaks, quiet spaces and assistive tools The risks of labelling neurodivergence as a “superpower” and overlooking challenges Why organisations must move from a medical model to a cultural framework The role of manager training and inclusive recruitment practices How ambiguous job descriptions and unclear expectations can increase stress Why one-size-fits-all approaches don’t work for neurodiverse workforces The value of employee resource groups and long-term culture change initiatives Key Takeaways for HR Leaders Neurodivergence is a difference, not a deficit — and recognising this is foundational to inclusion. Creating psychologically safe environments encourages openness and enables better support. Clear goals, structured communication and measurable expectations reduce unnecessary cognitive load. Workplace design — including noise levels, lighting and flexibility — can significantly impact performance and wellbeing. Leadership teams don’t need to be experts but should seek guidance and training. Inclusive recruitment practices help attract and retain diverse talent. Culture change takes time; meaningful progress often requires a multi-year, step-by-step approach. Supports designed for neurodivergent employees typically improve the employee experience for everyone. Avoid treating neurodiversity initiatives as a one-off event or awareness campaign. Listening to lived experience — with or without formal diagnosis — is essential. Organisations that proactively build inclusive cultures will be better positioned to unlock the strengths of neurodiverse talent while supporting wellbeing and performance across the entire workforce. Resources/References Read Joe's article - Neurodiversity in the Workplace: Key Insights Every Employer Should Know You can speak to Stacey and her team at Irish Life Wellbeing. Get in Touch  If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues sh
• Ep 260 - The EU Pay Transparency Directive: Everything You Need to Know 10.03.2026 39min

  Pay transparency is about to transform how organisations manage compensation, communicate pay decisions, and demonstrate fairness in the workplace. In this episode of The HR Room Podcast, Dave is joined by Pat Gurren, Managing Director of Gurren Compensation Consultancy, to unpack the EU Pay Transparency Directive and what it means for employers ahead of its implementation in June 2026. With over 35 years of experience in compensation strategy, Pat explains why this directive represents the most significant shift in reward management in decades. From new employee information rights and pay reporting requirements to the cultural impact of transparency within organisations, Pat shares practical insights to help HR leaders prepare. The conversation also explores the growing importance of job evaluation, the risks of delaying preparation, and why this directive is far more than a compliance exercise. Whether your organisation has already begun preparing or has yet to start, this episode provides essential guidance on how to approach pay transparency in a structured and strategic way. Guest Pat Gurren – Managing Director, Gurren Compensation Consultancy Topics include: What the EU Pay Transparency Directive is and why it was introduced Why pay secrecy is being targeted by the legislation New transparency requirements for employers when advertising roles and negotiating salaries Understanding “work categories” and the concept of work of equal value Why job evaluation is becoming critical again for HR teams The new 5% gender pay gap threshold and what happens if it cannot be justified Public reporting requirements expected from 2027 onwards The shift in the burden of proof in equal pay claims — from employee to employer Why pay transparency is a major organisational culture change, not just a compliance exercise Common mistakes organisations are making as they prepare for the directive Key Takeaways for HR Leaders The EU Pay Transparency Directive represents one of the most significant changes to reward management in decades. Employers must be prepared to disclose average pay by gender within defined work categories. If a gender pay gap of 5% or more exists within a work category and cannot be objectively justified, employers will be required to address it. The burden of proof in equal pay cases will shift to the employer, increasing the importance of robust pay structures. Job evaluation frameworks will become essential for defining work categories and demonstrating pay fairness. Pay data must be continuously monitored, as hiring, promotions, or departures can quickly affect compliance. Managers will need training to confidently explain job levels, pay decisions, and reward structures. Organisations that delay preparation risk major operational and cultural challenges when transparency increases. Pay transparency is not a simple compliance task — it requires data analysis, clear reward strategy, and strong internal communication. For organisations that have not yet begun preparing, the time to act is now. Addressing job evaluation, pay structures, and reporting capabilities early will make the transition to transparency far more manageable. Get in Touch You can reach Pat at pat@gurren.ie or via his website at www.gurren.ie.  You can contact us for a confidential conversation at info@insighthr.ie.  If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR c
• Ep 259 - How to Navigate Irish Immigration Law 03.03.2026 39min

  Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important. In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world’s leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026. From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment. Whether you’re hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape. Guest Alice Heron – Manager, Fragomen Topics include: • The difference between permission to work and permission to reside• What HR needs to know about right-to-work checks• Understanding Critical Skills, General, and Intra-Company Transfer permits• The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026• Changes under the Employment Permits Act 2024• The Eligible and Ineligible Occupations Lists – and why they matter• Family reunification rules and dependent considerations• Visa timelines and workforce planning• Hiring and retaining international graduates in Ireland• Stamp 1G and Stamp 2 permissions explained• Common compliance pitfalls HR teams should avoid• Why immigration should be part of long-term workforce strategy — not an afterthought Key Takeaways for HR Leaders • Permission to work and permission to reside are separate systems — always verify both.• The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements.• Immigration compliance is a lifecycle process — not a “file it and forget it” task.• Expiry date tracking for permits and IRP cards is critical to avoid operational disruption.• Graduate hiring presents a major opportunity, but early permit planning is essential.• Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention.• Promotions, salary changes, and role updates must be formally notified to the Department.• Strong record-keeping is essential in the event of a Workplace Relations Commission audit.• Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent. Resources Eligibility and requirements for an employent permit Critical Skills Occupations List Ineligible List of Occupations for employment permits Types of Employment Permits Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 258 - Is Manchester Utd a Toxic Workplace? 24.02.2026 51min

  If you worked somewhere that went through 10 managers in 12 years, made hundreds of redundancies, removed long-standing employee benefits, and had leaders publicly criticise their own team - would you consider it a toxic workplace? In this episode of The HR Room Podcast, Dave and Mary are joined by Joe Thompson, Head of HR Services at Insight HR, to examine one of the most talked-about organisations in the world - Manchester United - through an HR lens. Drawing on recent media coverage and their own professional experience, the team explore whether the challenges at Manchester United reflect the hallmarks of a toxic workplace culture, and what HR professionals can learn from it. Together, they unpack leadership behaviour, culture drift, psychological safety, employer brand damage, and the risks of reactive change - offering practical advice for HR leaders navigating similar issues in their own organisations. Guests • Joe Thompson – Head of HR Services, Insight HR Topics include: What defines a toxic workplace culture? Leadership behaviour and its ripple effect across an organisation High performer favouritism and double standards The impact of constant leadership turnover Psychological safety – what it looks like (and what it doesn’t) Employer brand damage and recruitment risks Why “quick fixes” and constant restructuring can make things worse The hidden cost of blame culture and fear-based management The role of HR in diagnosing culture challenges Practical steps to rebuild trust and create a healthier workplace Key Takeaways for HR Leaders Toxic cultures rarely start with dramatic events — they begin with small tolerated behaviours that become normalised. Culture change takes years, not months — and must be consistent. Values must be lived, not laminated. Leadership alignment between words and actions is critical. HR’s role is to diagnose, listen, structure feedback, and guide meaningful change — not simply label a workplace “toxic.” If any of the warning signs discussed resonate with your organisation, it may be time to step back, assess honestly, and put a structured plan in place. References How Manchester Utd became a textbook example of a toxic workplace - RTÉ Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie
• Ep 257 - Still Boxed In: Gender Stereotypes At Work 17.02.2026 51min

  Gender stereotypes continue to shape how work is valued, how talent is assessed, and how people progress in organisations, often in ways that operate beneath the surface of conscious awareness. Despite decades of progress on gender equality, deeply embedded assumptions about leadership, competence and commitment continue to influence workplace decisions. In this episode of The HR Room Podcast, Dave and Mary are joined by globally recognised researcher and DEI expert Lori Mackenzie, co-founder of the Stanford VMware Women’s Leadership Innovation Lab, to explore how gender stereotypes persist in today’s workforce — and why they matter for HR leaders. Drawing on international research, real workplace examples and lived experience, the conversation examines how stereotypes show up in recruitment, promotion, performance assessment and leadership language. They discuss why women can also internalise and reinforce these beliefs, the impact of motherhood penalties, and how seemingly neutral words can carry gendered assumptions. They also explore the growing role of AI in HR decision-making - both the risks of embedding existing bias at scale, and the opportunity to use data and pattern recognition to challenge inequity.  Guest Lori Mackenzie – Co-Founder, Stanford VMware Women’s Leadership Innovation Lab Topics include: Why gender stereotypes remain deeply embedded in modern workplaces Findings from the European Institute for Gender Equality on attitudes to pay and work value How stereotypes influence hiring, promotion and reward decisions Why women can also internalise and reinforce gender bias The “motherhood penalty” and its impact on career progression How language reinforces narrow definitions of leadership and success Gendered descriptors such as “bossy”, “shrill” and “strategic” — and why they matter Where bias shows up across the employee lifecycle, from recruitment to development The risks of relying on “gut instinct” in hiring and promotion decisions AI in HR: amplifying bias versus using technology to identify patterns and blind spots Practical tools to block bias, including scorecards, rubrics and clearer success criteria The role of transparency, awareness and self-reflection in driving real change Useful Links & Resources European Institute for Gender Equality – Gender Equality Index Stanford VMware Women’s Leadership Innovation Lab LinkedIn page Lori's website Get in touch If you’re not already following us on LinkedIn, please do.If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn.For confidential HR support, contact info@insighthr.ie📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges. About The HR Room Podcast The HR Room Podcast is brought to you by The HR Room, produced by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland and beyond about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.