Rewriting the workplace story – the lessons we learned from the Platform55 Summit

The 2025 Platform55 Summit began with a story. A woman in the audience spoke about her daughter, who had long dreamed of becoming an engineer. When it came time to choose her secondary school subjects, that dream was nearly dismissed. A teacher suggested she take a course deemed more suitable for girls.

But the young girl refused to be steered away. She insisted on studying engineering, and eventually, she won the right to pursue it. Recently, her mother asked what her favourite subject was. The answer came without hesitation: “Engineering.”

At first, the story might suggest a sobering tone for the day. How, in 2025, are women and girls still having to fight for the simple right to be seen as equals to their male peers? How are we still being forced to have these conversations? 

However, as Platform55 co-founders Michelle O’Keeffe and Tracy Gunn reminded the audience, progress rarely comes wrapped in comfort. To reach the breakthroughs, you first have to confront the barriers. The “ugly” moments – the dismissals, the stereotypes, the systemic blind spots – are not just obstacles, they are proof of why the work matters. By pushing through them, we create the space for the “good stuff”: the wins, the opportunities and the stories of women who refuse to be sidelined.

For those who don’t know, Platform55 is an HR platform and service provider dedicated to helping organisations support employees through key life stages such as parenthood, fertility and menopause, so they can better balance work and family life. Its self-serve technology hub offers resources, expert-led sessions, coaching and workshops for both employees and leaders, all designed to foster inclusive, equitable and future-ready workplaces.

The Platform55 Summit is an annual event hosted by HR innovators Platform55, dedicated to shaping ‘fair, future-ready workplaces.’ The summit tackles pressing issues such as gender equality, the motherhood penalty, and EU pay transparency, while also spotlighting the broader challenges of work-life balance and family responsibilities. Bringing together HR professionals, business leaders and workplace culture experts, the event serves as a forum for sharing data, exploring practical solutions and exchanging insights on how to build more inclusive and supportive organisations.

From the very start, this year’s event set an inspiring tone. Michelle O’Keeffe and Tracy Gunn are powerhouses in their own right, and it was clear from the outset that their passion runs deep, not only for the work they do but for their mission to make workplaces better, fairer spaces for women.

All of the speakers brought aura to the stage, but one standout was keynote speaker Joeli Brearley, founder of Pregnant Then Screwed, a charity organisation dedicated to tackling pregnancy and maternity discrimination, supporting families and challenging the so-called ‘motherhood penalty.’ Through advocacy, legal campaigns and raising public awareness, it works to create fairer workplaces where parents are protected and empowered.

Brearly founded the organisation after facing pregnancy discrimination herself, and what started as a deeply personal battle has since evolved into a nationwide movement. 

In her speech, she highlighted the stark realities facing working mothers. Every year, 54,000 women lose their jobs simply for being pregnant, while 77% of working mums report experiencing negative or discriminatory treatment. Sharing her own experience of being fired by voicemail while pregnant, she illustrated the human impact behind the statistics. Brearley also explained the concept of the motherhood penalty, which accounts for roughly 80% of the gender pay gap. Mothers face systemic disadvantages in pay, perceived competence and workplace benefits, with many women seeing their earnings drop significantly after having children.

Thankfully, she noted that there are practical steps organisations can take to support working parents. She urged companies to talk openly about balancing work and caregiving, implement equal parental leave policies, provide support for parents returning to work, offer flexible working arrangements and actively challenge bias against working parents. 

Her key message was clear: motherhood is not a career limitation, it is a neurological and psychological superpower. By valuing and supporting parents, organisations can not only create fairer workplaces but also retain top talent and unlock the full potential of their workforce.

Another highlight of the summit was a candid conversation with a group of fathers in business. As Platform55 emphasised, while gender equality often focuses on supporting women, the role of men – particularly fathers – in creating fair and balanced workplaces is equally important. Building on insights from past speakers, the discussion highlighted how senior leaders who are fathers can model inclusive practices, advocate for flexible policies and actively support colleagues navigating parenthood. 

By inviting these senior leader dads to the stage, the summit celebrated the vital role men play in shaping equitable workplaces and challenging traditional workplace norms.

In their conversation, the dads explored the role men play in shaping inclusive workplaces. Shane Henry of Ornua stressed that diversity and inclusion must start at the top, with leaders demonstrating authenticity, transparency and making inclusion a core business strategy. Sharing personal experiences, Daryl Byrne, CEO of Euronext Dublin, recalled taking paternity leave when it was still uncommon, while Aaron Crinion of Kraft Heinz spoke about taking 12 weeks of fully paid leave with full support from his boss. Scott Brady from VHI emphasised the importance of normalising conversations around parental responsibilities.

The chat highlighted how workplace support has evolved: Euronext boasts a 55% female workforce with gender-balanced management, and Kraft Heinz offers progressive parental leave policies. The ‘dads’ noted that companies are increasingly supporting fathers in taking extended leave, which can benefit both families and workplaces. They spoke about the power of visibility and vulnerability, showing that career ambition and family life can coexist. Their message was clear: workplaces should normalise conversations about parenting, build supportive environments for both mothers and fathers, challenge outdated assumptions about parental roles and show that taking parental leave can coexist with career growth. 

The day began with the story of a girl who changed her own path. 

Now, in our workplaces, it’s time to rewrite the story for all of us.

If you’d like to find out more about the work of Platform55, get in touch with the team by visiting www.platform55.com or emailing info@platform55.com.