By Linda Healy Growth Marketing Director (Think Differently Recruitment); Fractional Head of L&D Solutions (Tools For Better Consulting)
As I sit here in my kitchen, surrounded by empty breakfast bowls, cuddly toys, and crayons scattered across the floor, I can’t help but feel thankful.
I get to do this.
It’s not for everyone, I know — but it works for me.
Some might see this morning chaos as stressful, but I count it as a small victory. The kids are out the door to crèche and school, and I’m back at my laptop, ready to work. This flexibility gives me the space to show up for my children and my career. And that matters to me.
I work for two incredible female CEOs — both mothers — who understand, firsthand, the challenges of being a working parent. They lead with empathy and show that you don’t have to choose between ambition and family. And believe me, I want to give them my very best because of this understanding!
This is what inclusion looks like.
Whether it’s gender balance, sexual orientation, disability, neurodivergence, ethnicity, age, or religion — true inclusion means recognising people’s realities, and designing work cultures that support them.
Reflecting on all of this, I’m drawn to the role of EDI in media recruitment, talent acquisition, and retention. Sarah Healy, CEO of Tools for Better, champions research revealing that 80% of Ireland’s talent pool prefers to work for companies that prioritise equity, diversity, and inclusion.. I don’t blame them!
She says, “At the end of the day, a successful business reflects both its customer base and the available talent pool”
Equity, Diversity, and Inclusion (EDI) are no longer “nice to have” , they’re central to the identity and appeal of any forward-thinking organisation, especially in media and creative industries where representation and voice matter so much. People want to work where they feel seen, valued, and included. If 80% of the Irish talent pool prioritizes EDI, that’s not just a signal — it’s a mandate.
Diverse teams bring a rich mix of perspectives and lived experiences, leading to more creative, innovative solutions — something that’s absolutely essential in the media industry.
Importantly, younger generations actively seek out inclusive workplaces. A strong EDI culture attracts top talent from a wider pool, fosters employee engagement and reduces turnover and improves morale.
At Think Differently, recruitment is what we do — so we were keen to connect with EDI specialists like Tools for Better to explore practical ways to make the hiring process more inclusive for everyone. It makes sense to start at the very beginning of the employee journey — how do you attract potential candidates in the first place? At every stage of the process, there are opportunities to make meaningful adjustments that foster greater inclusion. Take a look at the infograph below for more insight.
At its core, EDI is about creating workplaces where everyone — regardless of background or circumstance — feels they belong, can thrive, and are empowered to contribute. In media, where stories shape culture and influence perception, the responsibility to build diverse and inclusive teams is even greater. At Think Differently, we believe recruitment should reflect that responsibility — and we’re committed to helping our clients embed equity and inclusion at every stage of the hiring process.
