Brendan Mulligan
Deputy CEO/Director of HR, AirNav Ireland
Gwen Rogan
Senior HR Partner, AirNav Ireland
Johnny Fox
Senior HR Partner, AirNav Ireland
Initiatives that support employee wellbeing — such as addressing the needs of female staff going through menopause — enhance productivity and foster a positive company culture.
There are two big reasons why any organisation should put diversity and inclusivity at the top of its agenda and HR strategy. The first is that — obviously — it’s the right thing to do. Second, it’s a commercially savvy move.
Diversity enhances team dynamics
“Diversity is healthy,” says Brendan Mulligan, Deputy CEO/Director of HR of AirNav Ireland, which provides safe air traffic management and communication services in Irish airspace. “It leads to a more dynamic team environment, promotes the development of new ideas and improves decision-making.”
AirNav Ireland has long recognised the importance of a diverse workforce, recruiting staff from 16 different countries. It also focuses on increasing female participation in frontline air traffic management operations by promoting careers such as air traffic control officer, engineer, radio officer and higher data assistants.
Admittedly, that can be a challenge, says Gwen Rogan, Senior HR Partner, because while air traffic controllers are a critical part of the aviation industry, they’re also invisible outside of film and TV dramas. “If you’re considering jobs in aviation, you’re probably thinking about pilots, cabin crew, engineers or airport operation staff,” agrees Rogan. “The crucial work of air traffic controllers tends to be forgotten.”
The company is trying to change that with outreach projects in schools, colleges and recruitment fairs. “When we talk to girls and young women, they might say: ‘Air traffic control? That’s really stressful’,” recalls Rogan. “But we point out that everyone receives first-class training, which includes knowing how to manage stress. It’s a great career for women because it involves shift work, which can fit well around family life.”
They don’t want work-life balance.
They want a life-work balance.
Importance of menopause awareness and support
Naturally, to attract and retain the best female talent, an organisation must have the right staff support systems in place. Recognising this, the company has designed a range of employee initiatives to foster a culture of positivity and inclusivity, including health and wellbeing support.
For example, it has introduced specific supports to aid and empower employees going through menopause, such as access to health resources and workplace education to reduce stigma. “We have put in place an advisory group made up entirely of staff affected by menopause,” explains Johnny Fox, Senior HR Partner. “Then, we linked in with health experts, including those from The Menopause Hub, to educate all staff about the challenges and issues caused by menopause. Plus, earlier this year, we ran a women’s health series. Five of the topics were completely devoted to menopause.”
On last year’s World Menopause Day, AirNav Ireland rolled out a toolkit for managers to provide them with guidelines on menopause support. “We are a safety-led organisation,” says Fox. “So, it is vital that everyone understands menopause challenges and how to recognise and mitigate them when they occur. We know that many women in menopause leave jobs where there is no understanding of the issue, so it’s a retention matter for us too.”
Promoting wellbeing and a positive workplace culture
Beyond menopause, the company’s wellbeing programmes extend to mental and physical health support for all employees with counselling services, health workshops and fitness programmes. They all aim to contribute to a more engaged and healthier workforce.
Mental health awareness training is also available to managers and frontline staff members. “It’s also important to us that, if our people have worries that are external to their jobs — such as social and financial issues — they, and their family members, can access our employee assistance programme,” says Mulligan. “This offers advice and support on a range of topics.”
Ultimately, companies that do not offer such interventions may face problems with staff happiness, motivation, recruitment and retention. “Today’s workforce has a different outlook,” insists Mulligan. “They don’t want work-life balance. They want a life-work balance. Employers must recognise that change — and invest in it.”
