Understanding the “Application Gap”

To put it simply, the application gap is not about capability or ambition. Instead, it reflects the point at which highly capable women decide not to apply for opportunities, often influenced by how roles are perceived, previous experiences, and confidence in navigating the process. To explore this further, the Gender Balance Network facilitated focus groups across the organisation, creating a safe and confidential space for colleagues to share their perspectives. These honest insights have helped shine a light on both the barriers and the opportunities for change.

What We Heard

Four key themes emerged from the research:

• Awareness and visibility
• Culture and environment
• Interview readiness and confidence
• Fairness

A strong thread across all discussions was confidence, not just in ability, but in feeling supported, visible, and able to progress. The conversation also highlighted that decisions around applying for roles are shaped long before the application stage. Everyday experiences, access to role models, and how opportunity is communicated all influence whether someone feels ready to take that next step.

Voices from Across the Organisation and Beyond

The event brought together a range of perspectives through two engaging panel discussions, hosted by Chris Hamill, Director of Strategy and Commercial, Retail Ireland. The first panel focused on understanding the challenge and featured Matt Elliott, Group Chief People Officer, alongside Michelle O’Keefe, Founder of Platform 55. Together, they explored the broader context of the application gap, drawing on insights from both within Bank of Ireland and across industry, and highlighting the role of confidence, representation and workplace culture in shaping career decisions.

The second panel shifted the focus to what this means in practice for our organisation, with contributions from Seán O’Connell, Head of Recruitment, Kate Butler, Head of Careers, and Paula Collins, Head of Organisational Effectiveness. The discussion emphasised the importance of transparency, accessible career pathways, and the role we all play in creating an environment where colleagues feel supported and encouraged to progress.

Why This Matters

This work forms part of our ongoing ambition to create a workplace where everyone can thrive. While progress has been made, the findings remind us that there are still barriers - some visible, some less so - that can influence how opportunity is experienced across the organisation. Importantly, the conversation reinforced that this is not a one‑off initiative. It represents a continued commitment to understanding our colleagues’ experiences and building a more inclusive and supportive environment.

Looking Ahead

The event also acknowledged the work already underway and the continued focus on strengthening how opportunities are presented, supported, and experienced across Bank of Ireland. Rather than a single solution, closing the application gap will come from a combination of ongoing improvements supported by collaboration, curiosity, and a shared commitment to progress.

One of the key takeaways from the session was that creating change doesn’t sit with one team or initiative - it happens in the everyday actions we take. It’s about:

• Having open and honest career conversations
• Encouraging and championing one another
• Creating environments where colleagues feel they belong and can grow
• Supporting confidence through feedback, visibility, and opportunity

A Simple Reflection

The session closed with a powerful reminder: “If not you, who? And if not now, when?”
This event marked an important milestone but more importantly, it’s a starting point for continued action, conversation, and progress across our organisation.