Engineers Ireland is the national representative body for the engineering profession.

To get a sense of GNI’s commitments to gender balance, this Q&A interview with Nicola McSweeney, director of People at GNI, shows what this award means to the company.

Q1. What does this programme offer the near 80 female participants in terms of career progress within GNI? 

The Female Development Programme at Gas Networks Ireland is designed to equip participants with the knowledge, skills, and support needed to progress their careers within the organization, fostering a culture of continuous learning and development.

Prior to introducing the Female Development Programme, we recognised that we had a challenge in relation to female progression throughout the business. We noticed that a key challenge in this amongst our female colleagues and engineers was a lack of confidence and belief, so we designed the programme with that focus in mind.

This programme empowers and motivates participants to advance their personal and career development, fostering a proactive approach to their professional growth. Participants are encouraged to understand their strengths and learn how to effectively apply them in the workplace, enhancing their overall performance and job satisfaction.

Through mentoring and peer-to-peer sessions, participants can openly discuss concerns, and roadblocks, they may face in their careers. The provision of external one-to-one coaching sessions allows for deeper reflection on personal reactions and thought processes.

The programme creates a supportive network of female colleagues who champion each other and highlight each other’s strengths. This network helps establish self-confidence and empowers each individual to achieve their potential.

The programme includes in-person classroom events, self-directed learning opportunities, and networking and community-building activities. This combination caters to different learning styles and provides space for reflection and continuous professional development. Participants also receive practical learning on presentations, communications, and interviews, equipping them with essential skills for career advancement.

Our vision is to be at the heart of Ireland's energy future and to realise that we need a very skilled, diverse and capable workforce at all levels throughout the organisation.

Q2. Outline some of GNI's goals for senior management and roles often seen as traditionally male-dominated? 

Being aware of the imbalance in the national STEM labour market, Gas Networks Ireland is working hard to achieve a more balanced workforce. Gas Networks Ireland has set goals for senior management and for our more traditional male-dominated areas. The organisation currently is comprised of 66% male colleagues and 34% female, which we will seek to become better balanced in the coming years. This will be done through programmes such as the Female Development Programme and continued focus on our Early Career Programmes (Apprenticeships and Graduate programmes), as examples. In addition, we acknowledge the importance of female representation at senior levels, and we’re committed to supporting diversity, at all levels in the organisation and harness the potential of under-represented groups. Gas Networks Ireland is working towards achieving 40% female representation at Senior Management levels. This goal is part of their broader strategy to build a balanced and diverse workforce. Through achieving these goals, the organisation will continue to foster a more inclusive and diverse leadership team, ultimately contributing to the organization’s continued success and growth.

Q3. What has been the feedback from participants in this CPD programme? 

During the programme graduation, participants shared testimonials that were both sentimental and empowering. Participants felt empowered by examining their strengths and areas for improvement. They recognized the value of networking and the support from fellow female professionals across the business. Many participants highlighted taking control of their career trajectory and being proactive about personal development.

Participants also noted improvements in their emotional well-being and an increased awareness of unconscious biases. Finally, they informed us that they developed delegation skills and stepped out of their comfort zones, which contributed to their growth.

Overall, the feedback underscores the programme’s positive impact on personal and professional development.

With many internal promotion opportunities in the business every year, the unanimous feedback was that all participants felt more prepared, supported and confident in their progression through the organisation!

Q4. Does GNI see it as important to promote STEM roles to women? 

Gas Networks Ireland takes our role in promoting STEM careers for women very seriously. We start our efforts at primary and post primary education through participating in programmes like Energize, Time to Count and the World of Work. We continue this through promotion of our Apprenticeship and Graduate programmes in second and third level education facilities across the country. We also want to share the success of our Female Development Programme with other organizations, promoting STEM development for female engineers and highlighting the career opportunities in engineering, and other STEM disciplines, through college placement, graduate programmes and experienced hiring. Our current graduate programme is open for applications until 18th October. 

Engineers Ireland calls for more women and female students to consider engineering to meet the sector’s growing needs and address predicted skills shortages.

The engineering sector in Ireland employs over 60,000 people, with an estimated 6,000 vacancies expected in 2024. According to the Higher Education Authority (HEA), only 24% of engineering students are female, and Engineers Ireland estimates that only about 12% of these women pursue a career in engineering. Additionally, male graduates of STEM courses are twice as likely as their female counterparts to have “engineer” in their job title nine months after graduation, and there is a notable salary differential between male and female graduates.

A study by Ipsos B&A for Engineers Ireland found that 25% of the Irish public consider engineering to offer better career opportunities for men than women, with younger age groups more likely to hold this view. By addressing these challenges and promoting STEM roles to women, GNI is dedicated to fostering a more inclusive and diverse engineering workforce. We also work with partners like Business in the Community on a number of educational initiatives designed to engage primary and secondary schools and encourage and promote the importance of STEM subjects from an early age.

Gas Networks Ireland is committed to continuing to nurture a supportive workplace, emphasizing the importance of mentors and leading a culture of diversity, equity, and inclusion. We are proud to play our part in driving further gender balance across the Irish labour market and engineering community.