citywork Dublin
February 4, 2019
Chartered Accountants House

Latest Delegates: Marks and Spencer - AMC Networks International UK - Affinity Water Ltd - INDITEX - Tokio Marine - KPMG - HTB - Leathams - Britvic Soft Drinks - Virgin Limited Edition - You View Television Ltd - L'Occitane Ltd - Selfridges - British Airways - Miki Travel - Addleshaw Goddard LLP - 3BM Ltd - Marriott - AllSaints Retail Ltd - Hall & Partners - American Express Global Business Travel - Olympia London - Financial Conduct Authority - Harrods - McCANN - Ralph & Russo - ODEON & UCI Cinemas - GSA Group - The Telegraph - Charles Stanley - - DAC Beachcroft LLP - Capita - John Lewis Partnership - Beazley - BMS Group - Partners In Costs Ltd - Kambi - NBC Universal - BNP Paribas - Taylor Wessing - City and Hackney Mind - Eurostar International - The Barbican - Greater London Authority - Bank of England - Transport for London - Dentons  - Department for Transport (DFT) - HMRC - Travelex - FitFlop - British Airways - Restaurants Ass for Google London - Zurich Insurance Company Ltd - IPONWEB - City of London Police - Global Aerospace - MS Amlin - Dassault Systèmes - BT - Aon Services Group - London Stock Exchange - Kingsley Napley LLP - HSBC - Genesis Oil & Gas Consultants Ltd - Cleary Gottlieb Steen & Hamilton LLP - Capita - Charles Taylor - Oliver Agency - Mastercard- Pearson - Ernst & Young LLP - Markel International - L'Oreal - London Marriott Hotel West India Quay - Shakespeare Globe - Linklaters LLP - Zenith Bank (UK) Limited - Landesbank Hessen - Thüringen - Natixis -Reynolds Porter Chamberlain LLP - Sanlam - Cyient Europe Ltd - Sir Robert McAlpine Ltd - AON - Thomas Cook Group - HMRC - Berwin Leighton Paisner LLP - Rio Tinto - HSBC - Michael Kors - Unilever - Norton Rose Fulbright LLP - Verizon - PricewaterhouseCoopers LLP - Maples Teesdale - Raymond James Investment Services Limited - SIX Financial Information UK Ltd - Verizon - Mizuho - Wells Fargo Bank - Santander - Macfarlanes LLP - KIKO MILANO - European Bank for Reconstruction and Development








Barry Andrews - Director General, The Institute of International & European Affairs



Joe Gaunt - CEO, Hero Wellbeing



Michele Kerrigan - Chief Executive, Grow in Ireland









Sessions examining the business case and practical steps to invest in the professional, mental and physical wellbeing of employees.

A – Mental Wellbeing – The Environment
Within this session the challenge of creating and environment that assists in the maintenance of mental wellbeing amongst the workforce will be examined and case study material highlighted for the benefit of all. (RH)

B – Addiction – An overview and how to recognise it in the workplace
Addiction is an increasingly prevalent issue that has catastrophic effects upon individuals, colleagues and the organisations for which they work. It is a problem that will be being faced by employees in just about any sizeable workforce. This session will examine the damage caused by addiction to the employee and employer, ways in which staff can be trained to spot the signs of an individual suffering with serious addiction and how to create a culture that allows the employee to discuss the problem at an early stage. There will also be an outline of the forms and success of delivering psychological treatment to the employee. (RH)

C – Ready to Retire?
Retirement from the workplace involves much more than your employee putting their feet up at last and enjoying a more restful way of life. After many years of working the lifestyle change can be quite dramatic. Financial considerations are of course important, but the change of circumstance can affect many other aspects of life. How do you prepare for using your time, re-styling your routines with those of your partner, feeling a sense of purpose when the work environment is no longer there? Discover the challenges facing the retiring employee and how they can be prepared. (RH)

D – Personalised Wellbeing
Ensuring the physical and mental wellbeing of your employees is an essential aspect of reducing absenteeism and boosting productivity. How this is achieved requires much more than simply purchasing services that you think will tick the box and achieve the desired outcomes. How do you ensure that provision of services suits the individual needs of your employees and how do you measure the outcomes? (RH)



Sessions examining the business case and practical steps to invest in the professional, mental and physical wellbeing of employees.

A – Practical guidance for employers on managing mental health in the workplace
Mental health has been on the agenda of Irish HR and employment law for some time, particularly as work has become more demanding, and the expectations on employees are higher. As a result of case law both in the civil courts (for personal injury) and discrimination claims (on the grounds of disability) it is becoming a much more prominent and concerning issue for employers. However, it’s not just in regard to legal claims, as we see it arising during the employment relationship at an early stage, when it comes to managing employee absence by reason of mental health.

Therefore, there is much for employers to consider in terms of their responsibility to employees suffering from mental health issues, and we aim to provide practical advice on the legal issues arising for employers in this area.

B, The youngest population in Europe is coming of age, parenting age that is. Ireland’s population has been getting steadily older since the 1980’s. Over a third are now in the 'parenting years' age group 25-44 yrs.’ and the over 65's population has grown by over 20% in the last 5years, increasing the number of working carers.

So, with a workforce that is ever-more age and life-stage diverse, it’s never been more important for organisations to enable their employees to combine Work+Family successfully.

Join Jennifer Liston-Smith, Head of Coaching at Consultancy at My Family Care, in a 'coffee table chat' with leading Irish employers. They’ll be exploring the challenges and solutions to successfully supporting working parents and carers in Ireland.

C - Health and Finance
The physical and mental wellbeing of an individual is intrinsically linked, though not exclusively to financial wellbeing. Financial wellbeing is of course linked to life stages, earning capacity and individual circumstances. This workshop shows you how to provide for the employee through these stages and ensure they stay happy and productive. (RH)





Sessions examining the business case and practical steps to invest in the professional, mental and physical wellbeing of employees.

A – How to Choose an EAP to Ensure a Resilient Workforce
We provide a number of workplace wellbeing services such as employee assistance programmes (EAP) throughout the island of Ireland, and more recently, we have expanded into Britain.

Our network of highly skilled and experienced counsellors and consultants currently are available to offer confidential and timely support to well over 1,000,000 employee ‘lives’.

Inspire Workplaces' approach offers clients a service that provides:

  • A partnership approach that supports staff in workplace environments that helps an organisation to thrive.
  • Evidenced outcomes of positive impacts gained from short-term therapeutic interventions. (RH)

B, Developing healthy employees, teams and organisations - from research to practice
3 Key Messages:

  1. Use rigorous, evidence based tools like the High Potential Trait Indicator and methods to select high potential employees
  2. Workers and leaders need to take responsibility for bringing their best to work, and this potential needs to be encouraged with organisational support and healthy workplace culture
  3. Leadership responsibility for building and modelling a healthy workplace culture of excellence

C- The Importance of Nutritional Wellbeing in the Workplace
The relationship between what we eat, health and wellbeing, morbidity and alertness is beyond doubt. What can the employer provide for the workforce to ensure that in the workplace at least, optimum nutrition leads to optimum health and performance? (RH)



Sessions examining the business case and practical steps to invest in the professional, mental and physical wellbeing of employees.

A-Engaging and Aligning Your Workforce
Communication throughout your organisation is the key to engaging and aligning your workforce with the cultural values of the company. How is this achieved effectively? Join this workshop to find out. (RH)

B, The interaction between organisational culture and the company’s value creation processes
Leaders face increasing economic and social uncertainty. Despite such turbulent times leaders must sustain high levels of performance. This requires alignment of corporate strategy and culture, understanding the dynamic tensions and interdependencies between organisational culture and value creation processes. Therefore, leaders must excel in leveraging the integration of organisational culture with business strategy to drive the company’s value creation process.

This session demonstrates how leaders proactively manage the integration of business and people processes. It will illustrate the integration of organisational culture with value creation processes to drive business performance. Strong leadership enables cross-functional cooperation, to implement and drive value creation processes for sustainable financial results.

C, Employee Mobility Solutions
Employee mobility solutions are becoming more important with organisations looking to not only reduce ground transportation expenses such as taxi spend and grey fleet, but also increase employee satisfaction and develop sustainability and transport policy. Encourage your employees to abandon car ownership and to explore the exciting world of new mobility.



Sessions examining the business case and practical steps to invest in the professional, mental and physical wellbeing of employees.

A, Harnessing Your Teams Emotional Intelligence to Increase Engagement, Productivity & Performance
This presentation will explore the the following:-

  • What is Team emotional intelligence? Why does it matter?
  • How promoting Team EI can improve engagement, productivity & performance
  • The hard case for soft skills
  • Recommended steps

‘Is there any going back to ignoring workplace behaviours?’

Inappropriate and unacceptable workplace behaviours endure because of the absence of a predetermined constructive conflict culture. This Workshop encourages you to consider the conflict culture in your organisation and to look at the interpersonal conflict within teams as a positive and not just a negative. We introduce you to strategies and methods of leveraging conflict for the betterment of your organisation and those who work in it. What is the conflict culture in your organisation? How aware of it are you? What strategies and processes do you have in place to manage and measure it? You are invited to complete our online surveys which help to answer these questions. (RH)

C, Bricks 4 Biz presents LEGO Serious Play & LEGO Themed Corporate Events
The LEGO® Serious Play methodology is a radical, innovative, experiential process designed to enhance business performance. It is based on the belief that everyone can contribute to the discussion, the decisions and the outcome.

The use of LEGO® elements enables you to take a speedy shortcut to the core. The LEGO® elements work as a catalyst – and when used for building metaphors, they trigger processes that you probably were previously unaware of.

This workshop will provide an insight to the workings of LEGO Serious Play along with an introduction into other creative and engaging team building activities using LEGO.