Reimagining the Workforce of Tomorrow
In this insightful conversation, Jackie Gilmore, EY Partner in People Consulting, sits down with Marie Cawley, Group Director of Culture, Internal Communications, Industrial and Employee Relations at Bank of Ireland, to explore how organisations can embrace the unique strengths of a multigenerational workforce. Covering everything from the benefits of cross-generational collaboration to strategies for fostering inclusivity and innovation, the discussion highlights how Bank of Ireland is setting new standards in adapting to a dynamic workplace. Whether it’s leveraging digital-native skills through reverse mentoring or co-creating hybrid work models, this dialogue offers actionable takeaways for anyone looking to build an equitable and future-ready organisation.
Why Multi-Generational Workforces Matter
- Encourages collaboration and knowledge sharing across different age groups
- Fosters innovation by combining diverse perspectives
- Promotes inclusion and builds psychologically safe workplaces
- Supports employee satisfaction and retention with life-stage-friendly policies
- Drives organisational success by leveraging generational strengths
Building an Inclusive and Equitable Workplace: Insights from EY and Bank of Ireland
Creating workplaces that foster inclusion, respect, and equity has become a critical focus for organisations navigating the complexities of a modern, multi-generational workforce. Jackie Gilmore, an EY leader in enterprise transformation & workplace strategies, recently explored these themes in a discussion with Marie Cawley, Group Director of Culture, Internal Communications, Industrial and Employee Relations at Bank of Ireland. Together, they highlighted practical approaches to harnessing diversity, promoting equity, and leaning into the future of work, now.
Cross-Generational Collaboration: A Catalyst for Innovation
At the heart of fostering an inclusive workplace is the ability to bridge generational divides.
Bank of Ireland has found significant value in cross-generational collaboration by bringing together employees of varying ages to work on projects and initiatives, which “not only encourages innovation, but also facilitates knowledge transfer,” Marie explains. She cites reverse mentoring, wherein younger employees share their digital and technological expertise with more seasoned colleagues, as an example of this practice.
Jackie adds that this approach is not only about skills transfer, but “about creating an environment where employees of all generations feel valued and heard.” Regular feedback from all generational groups, as practiced at Bank of Ireland, allows organisations to tailor communication and development strategies effectively. The result is a synergistic workplace where innovation and satisfaction both thrive.
Driving Equity Through Flexibility and Inclusion
Equity is a cornerstone of Bank of Ireland’s strategy, says Marie, and the organisation has embraced initiatives that reflect this commitment. The introduction of a hybrid working model, co-created with employees, has been a major step forward. “This model allows employees to work in ways that best suit their individual needs and life stages, supporting work-life balance,” she explains.
Flexible benefits, such as customisable health plans and family-friendly policies, further demonstrate the bank’s dedication to equity. These initiatives ensure that employees at every stage of life can access relevant and meaningful support. “It’s about creating an environment where everyone feels empowered to thrive,” Marie states.
Jackie highlighted the importance of aligning such practices with broader societal goals, as “progressive policies, like the hybrid model and broader and iterative flexible benefits, reflecting the values of the communities we serve.” By embedding sustainability, diversity, and inclusion into its leadership and operations, Bank of Ireland is setting a benchmark for equity in the financial sector.
Preparing for the Future of Work
The conversation also touched on emerging trends, such as the Australian government’s ‘Right to Disconnect’ legislation, which grants employees the right to unplug from work communications outside of working hours. While Ireland has not yet implemented similar legislation, the principles resonate strongly with Bank of Ireland’s approach.
“The idea of disconnecting aligns with our hybrid model and focus on work-life balance,” says Marie. By fostering a culture that respects employees’ boundaries, organisations can promote trust, reduce burnout, and enhance overall productivity. Jackie noted that such trends represent a shift in how organisations view employee well-being. “It’s no longer just a compliance issue—it’s a cultural one,” she says.
A Roadmap for Progress
Both leaders emphasise that creating an inclusive and equitable workplace is an ongoing journey. By fostering cross-generational collaboration, embedding flexibility, and preparing for trends like the ‘Right to Disconnect,’ organisations can create environments that attract and retain top talent while driving innovation.
As Marie puts it, “When employees feel valued, respected, and empowered, the organization thrives—and so do the communities it serves.”
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