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
The Irish context
According to the 2022 Census figures, one in five people living in Ireland, or 20%, were born outside of the country, compared to 12% in 2016.
Talent shortages have now reached record highs, with 83% of employers across all sectors and organisational sizes finding the current talent market challenging (Manpower, 2025).
This trend in migration has led to an increase in diversity recruitment and has necessitated the development and implementation of strategies, policies and practices to foster and promote cultural diversity and inclusion. Employers are now expected to have the competence and willingness to take the lead in building culturally inclusive workplaces and promote a values-centred organisational culture.
There has been an increased surge in employers seeking permits to hire candidates from outside of Europe to meet skills shortages (Walsh, 2024). In 2024, over 38,000 work permits were issued to non-EU nationals, with 12,000 in the healthcare sector (DETE, 2024). Ireland’s workforce consists of almost 17% of migrant workers, without whom essential services could not be met.
The business case for migration:
- Companies with diverse executive teams are 35% more likely to outperform their peers financially.
- Diverse teams lead to better decisions up to 87% of the time.
- 76% of job seekers consider a diverse workforce as an important factor when evaluating companies.
- Companies that promote inclusion have 50% lower turnover rates.
Barriers to accessing employment
Many migrant workers face particular barriers to working here. Many of these can be easily overcome with lateral thinking and proactive leadership, and are short-term aspects of anyone’s career.
Language and communication barriers – Intensive English classes, particularly those focused on sectoral language such as hospitality or medicine, are key. Open Doors with Chambers Ireland has suggested that the Training Fund be used to upskill people quickly and overcome this gap.
There needs to be recognition of international experience and qualifications which transfer to working here. Many people come highly qualified but face barriers such as cost for the transfer of qualifications, non-EU qualifications
Lack of local work experience can be a real barrier, as many employers prefer local references and knowledge that the person has experience of Irish work practices and culture.
Understanding work permits and what is applicable often causes confusion for employers as they are not sure what status people are and what parameters there on around each type of permit. Migration firms can help with this process as they can provide clear instructions on the Department of Enterprise’s website.
Bias and discrimination are due to a lack of knowledge, whether that be of religious practices, cultural differences and general othering. Knowledge is easily acquired from a range of organisations that work with migrants and can ease this process. Also, ask the person if you have a genuine work-related question. They are the best source of information on their own needs.
Recruitment practices and cultural expectations can be confusing. What is considered the norm, e.g. putting your photo on your CV, age, marital status, etc., is not everywhere. Allow for different approaches and help the person with clear instructions and flexibility.
Career gaps can happen for a multitude of reasons, especially for people fleeing from war, persecution and other reasons. They may have spent time in other countries as displaced people or may have been ill. Don’t let this be a reason not to hire qualified people.
Key recommendations for employers:
- Invest in Cultural Competence training – this will help answer all the questions you might have and fill in gaps in knowledge. It also helps with getting to know people from other cultures and countries and understanding them better. Training is available here: info@opendoorsinitiative.ie
- Establish and engage ERGs (employee resource groups) in the workplace to share knowledge and practices. This is a great way to gain employee engagement and Exec involvement. Celebrating other festive occasions is also a key way of recognising other cultures, people, religions and food in your organisation
- Encourage open and respectful dialogue. Confusion can arise, and these should be addressed with openness and respect. Once talked through, it is generally a small misunderstanding that can be easily resolved
- Integrate cultural competence into recruitment processes and ensure that it is flexible and encompasses learning and understanding. Cultural norms vary greatly, be it dress, terms of address, how people present their work and so on. Be aware of these differences and react accordingly
- Increase diversity on your leadership team, which is a key way of introducing creativity, lateral thinking, richer performance and better results, as many studies have shown. It also presents role models for other employees
- Measure and monitor progress with employee surveys, output checks, focus groups and other means to mark positive change. This will prove to stakeholders, the board and other actors the benefits of diversity in your workplace to all, including the bottom line
To learn more about Open Doors Initiative and their Pathways to Progress programme, please visit www.opendoorsinitiative.ie and www.pathwaystoprogress.ie.
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.
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