By Business & Finance 
The Open Doors Initiative helps marginalised groups access work through training, education, employment, and entrepreneurship. It supports refugees, asylum seekers, migrants, people with disabilities, disadvantaged youth, members of the Traveller and Roma communities, LGBTQ+ people, and those with criminal convictions. Many in these groups still face higher barriers to employment in Ireland, even during times of near full employment.
By Jeanne McDonagh
Hands up who has lived abroad, is from another country, has ever migrated to another country, or has a family member who lives abroad?
Migration is a human reality.
This socially charged world is requiring companies to re-examine their inclusion policies. Not only do consumers demand it, but employees do, too. Business has a key role to play in how beneficial change comes about and can improve how we all live.
When we talk about migration, we cannot be distracted by the extreme minority who make headlines. The reality is that most migrants in Ireland arrive legally, seeking sanctuary from war, famine and persecution. They are here to contribute, to integrate, and to work. Citizenship ceremonies each year are a testament to their commitment and the value they bring to our society.
Consider the facts:
- One in five people living in Ireland today were born outside the country—one in four in Dublin.
- Migrants represent 17% of the labour force, playing vital roles across all sectors. At a time of full employment, migration is essential to sustaining businesses, supporting our economy, and maintaining our social protection systems, including pensions and healthcare.
- Irish employers are experiencing the greatest difficulty in 20 years in finding candidates with the right skills. Many migrants possess these skills but face barriers such as work permits, qualification recognition, and language obstacles.
- The movement of people is a two-way street—Irish professionals gain invaluable experience abroad, just as migrants bring fresh perspectives and expertise to Ireland.
Migration is not just a necessity—it is a competitive advantage. It is a strategic imperative for businesses seeking growth, innovation, and sustainability in an increasingly globalised world.
Migration is inevitable and it’s welcome and necessary. The tone of debate needs to be changed. Change across the country is undeniable and in some contexts the change is disruptive and unsettling for some. This needs to be managed with concrete information and best practice integration tactics.
Ireland has one of the lowest population densities in Europe – if Ireland was to have the same population density as UK, we would have 20 million people living in the south.
We are emptier than we are full.
Capacity constraints and infrastructure issues are key in the conversation.
There have been fundamental demographic changes – low birth rate, and higher life expectancy. At present we have four working age people funding social costs which is projected to be to less than two to fund pensions, PRSI and other outlays in the future. This has implications for the future workforce, pension supports, and other income needed to support the population and services.
Fostering an inclusive workplace is not just an ethical decision—it is a business decision that directly impacts performance, brand reputation, and long-term success. Inclusion is business doing business. Diversity is not a bad word.
A change of the narrative is needed – employers have responsibility to do this and lead on conversations. They cannot be bystanders when economic basics are being threatened by ignorance. Businesses need to tell the story – they are dependent on these individuals. Many companies wouldn’t be here today if it wasn’t for the migrant community. We can only maintain economic growth by supporting the same community. To close our borders would lead to reduction in scale in industry, and economic stagnation.
Now more than ever, we need to affirm our positive principles and societal beliefs especially those that help others. There is strength in unity, and in countering polarising rhetoric. It shouldn’t be considered radical for calling for empathy for all.
Corporate Social Justice represents the next evolution of corporate social responsibility. It is not just about giving back—it is about shaping the society in which businesses operate. Companies do not exist in isolation; their actions send ripples through the communities they serve.
Leaders must be activists and allies. As business leaders, it is a responsibility to ensure that organisations stand for principles that foster unity and progress. Inclusion is not a “nice to have” in good times—it must be a core value embedded in all aspects of the organisation.
A peaceful, integrated society is an economically prosperous society. Companies thrive in environments where respect, collaboration, and inclusivity are prioritised. Forward-thinking leaders understand that embedding these values into corporate strategy is not a matter of charity—it is a driver of competitive advantage.
Choosing to disengage from DEI initiatives may offer short-term relief from political pressure or edicts, but the long-term costs are far greater—lost talent, weakened stakeholder trust, and diminished organisational resilience and income.
Studies, including research by Nielsen, consistently show that consumers are willing to pay more for products and services from brands that align with their values. The same is true for talent acquisition: today’s workforce expects their employers to reflect their ethical priorities.
What kind of legacy do you want to leave? One that embraces positive social impact as a strategic advantage. Or one that shies away from responsibility, missing the opportunity to drive meaningful change?
We urge business leaders to take the following steps:
- Advocate for a structured Employers’ Taskforce on Migration in partnership with government, to create policies that benefit both businesses and migrants
- Invest in inclusion efforts that go beyond compliance—make them a core part of your organisational culture and operations
Its hearts and smarts.
Diversity in Tech Awards
Organised by Dublin Tech Summit, the Diversity in Tech Awards aim to highlight the achievements of companies and individuals that promote different backgrounds and genders across Ireland’s booming technology industry. The 2025 Diversity in Tech Awards (DITA) will take place on 17th September at the Gibson Hotel, Dublin. Read more here.
About the author: Jeanne McDonagh is CEO and founder of the Open Doors Initiative, a collective of over 120 organisations that work together with government departments to create pathways to education, employment and entrepreneurship for people who are marginalised.
Those groups include migrants, refugees and asylum seekers, people with disabilities, youths from disadvantaged backgrounds and members of the travelling community, LGBTQI+ individuals, or people with criminal pasts or any intersectionality within those groups.
READ MORE:
