The HR Room Podcast

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 [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]

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 [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]

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 [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]

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]