The HR Room Podcast

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 [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]

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 [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]

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 [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]

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 [email protected] or via his website at www.gurren.ie. 

You can contact us for a confidential conversation at [email protected]. 

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]

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 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]