The HR Room Podcast

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 [email protected] 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 [email protected]

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 [email protected] 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: [email protected]

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 [email protected] 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 [email protected]

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 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 [email protected]

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 [email protected] 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 [email protected]