Zoë was appointed ESB's first ever senior manager of Diversity, Equity and Inclusion (DEI) two years ago, demonstrating the organisation's commitment to building and sustaining a diverse workforce with a culture of inclusion, equity and belonging. Zoë provides an insight into her career to date and details the efforts being made to deliver the group's DEI strategy.
Tell us about yourself
I joined ESB in 2023 as the first senior manager of Diversity Equity and Inclusion (DEI). I’ve held a number of previous roles across human resources and I’ve been lucky to lead DEI programmes in the financial services, technology, and energy industries across Europe and Internationally. I hold a Bachelor’s Degree from University College Dublin, in Sociology and Social Policy (BSocSc) and a Master’s Degree from Smurfit Business School (UCD) in Strategic Human Resource Management (MSc).
I’m really driven by curiosity and I’m passionate about DEI, human rights, and social justice. I thrive on collaboration, innovation, outside-the-box thinking, and challenging ourselves to do more. I live in Dublin with my husband and our very adorable cat.
Can you give us an insight into your role at ESB?
No two days are the same when you work in a change management role like DEI! At ESB, I’m responsible for leading the DEI Team, overseeing the ESB Group DEI Strategy, engaging with stakeholder groups, partnering with teams across the business, and identifying areas for improvement. Whether it’s setting Employee Resource Groups (ERGs) up for success, using data to make informed decisions, or introducing new and improved policies and practices, my role is about creating a workplace where people can be themselves and thrive.
What is ESB doing to build and sustain a diverse workforce?
We have several strategic actions and initiatives in place to build and sustain the diversity of our workforce:
- Since 2006, we have partnered with AHEAD on the WAM (Willing, Able, Mentoring) Programme which offers paid work experience to graduates with disabilities. More than 160 people have participated in the programme to date. In 2023, we began ring-fencing places on our graduate programmes specifically for people with disabilities.
- In 2023, we shared an ambitious target to increase the percentage of women working at ESB to 30% (currently 27%). We are focusing on specific actions to attract more women into STEM roles as part of our Capability and Resourcing Strategy.
- In 2024, we began working with the Irish Traveller Movement (ITM) to promote equality and social justice for Travellers. Our partnership with the ITM aims to promote a pathway to gainful employment and professional development.
- In 2024, we introduced the ESB Inclusion Principle for representation at interview stage: 40% women, 40% men, 20% any gender. This principle applies to both internal and external recruitment and progression processes, where the pipeline allows.
- We have extended our targeted reach for talent through advertising on diverse job boards such as Open Doors Initiative and Business in the Community. In 2025, we are partnering with Back to Work Connect to promote ESB as a returner-friendly workplace for those who have taken a career break, whatever the reason.
What programmes and supports does ESB offer its staff so they can bring their true self to work?
- In 2023, we launched three new Employee Resource Groups (ERGs): Gender; Accessibility; and Cultural and Ethnic Diversity, building on the success of our LGBT+ ERG (2016). Our ERGs are voluntary, employee-led groups of colleagues with a shared identity and/or purpose, representing each of our business units.
- Our award-winning, evidence-based ‘Managing Successful Parenting Transitions’ Programme provides parents of all genders with the tools, skills and support they need at each stage of their parenting journey.
- Following a successful pilot, the ‘Pathways to Success’ Career Development Programme for Women begins in January 2025. The programme has been designed for women, by women in ESB, the purpose of which is to equip women with tools and strategies for a long-term successful careers. The programme benefits from a diverse group of participants (various business units, levels, experiences) and will welcome more than 120 participants in 2025.
- The ESB Board and Executive Committee attended in-person Inclusive Leadership Training throughout 2024. All senior managers will be offered bespoke DEI training through our brespoke Leadership Academy in 2025.
- ESB’s Respect and Dignity policy, updated in 2024, and supported by a new digital training module, sets out the standard of behaviour for all employees, in all work-related settings, in line with Our Code and Our Values. This helps foster a strong, values-based and inclusive culture, where people feel psychologically safe and supported to bring their whole selves to work.
Who do you work with to ensure best practice and better engagement?
We engage with both internal and external stakeholders when setting the DEI Strategy. In particular, with our employee representative groups: Joint Equality Council and Employee Resource Groups, who provide invaluable feedback and input to strategic initiatives. We work with the ESB Board, Executive Committee, and our people leadership team to define and deliver the strategy.
We also partner with a diverse group of external partner organisations. Our partners continually support and guide us in our efforts to building and sustaining a diverse workforce founded on a culture of inclusion, equity, tolerance, and belonging.
What is your vision for ESB and its DEI journey?
ESB has been leading the way for many years when it comes to Diversity, Equity, and Inclusion. Our Joint Equality Council, which is a joint venture between ESB Management and ESB Group of Unions, was established in 1991. Over the years, this has evolved into the Employee Resource Groups we have today, various strategic initiatives, as well as a dedicated DEI Team in our people and sustainability area. We are building on a strong foundation and are proud of that. Our vision for DEI at ESB is to continue to build and sustain an increasingly diverse workforce and agile culture of inclusion and belonging, so that together we can make a difference and deliver a brighter net zero future for all.