Proud of the role she has, Blessing acknowledges the “invaluable support” she received along the way. “I’ve been fortunate to have had a strong supportive network through APNI, the Nigerian community in Ireland, the diaspora and also my manager and colleagues at Phonovation.” 

 Work is going really well for her: “I’m thriving in a diverse, inclusive and supportive environment. I’m part of a team that celebrates cultural nuances as learning opportunities. I feel I am excelling in a workplace that challenges and nurtures my growth while embracing my unique perspectives. Also, my manager’s excellent coaching and the company’s emphasis on inclusivity help me to feel balanced and motivated.” 

Edima Inyang, is a Nigerian from the Ibibio ethnic group. She’s also the first female president of the African Professional Network of Ireland (APNI).

At 18, Inyang moved from Nigeria to Ukraine to study computer science. 

On graduating, Edima relocated to Dublin to pursue a Masters in IT: “Before joining the workforce in Ireland, I had a rich cultural and academic foundation rooted in Africa and Europe,” she says. “This upbringing instilled in me a strong sense of resilience, adaptability and a drive to excel.” Describing her experience as a Black woman of African descent transitioning into the Irish workforce, Inyang says it came with both opportunities and challenges. While she encountered welcoming and supportive colleagues and communities, she also experienced “moments of bias.” 

Her response, she says, was to work twice as hard to prove not only her competence but that she belongs here. Her resilience paid off. With an impressive set of credentials and an employment history that spans tech, financial services and FMCG, she now works in management at a software company.

In her APNI work, Inyang often hears of senior professionals from diverse ethnic backgrounds being “repeatedly overlooked for promotions,” despite having qualifications and experience that exceeded their peers.

“There is data-backed evidence of bias in the recruitment process, which highlights people not getting called for interviews due to their names being non-white or difficult to pronounce,” she says.

“Ethnic names are discriminated against, even by AI. International students face tremendous bias both conscious and unconscious as they transition to the Irish workforce. For instance, candidates requiring visas from non-European countries are often seen as a last resort. Even when highly qualified and experienced for a position, they are frequently overlooked.” 

Inyang could follow these utterances with a negative comment, but she does not, and her clear determination to work with the positive, is a testament to the change-leader she is. 

Instead, she says: “While these examples reflect the complexities of diversity and inclusion efforts, they also showcase how individuals and allies can drive meaningful change. Sharing these experiences helps inspire others to take action and fosters hope for more equitable workplaces and communities.” 

History is filled with records of migrant populations being subject to falsehoods and misunderstandings of the type that lead to racism and discrimination. Here, despite the warm welcome offered by many Irish people and the positive progress being made by the copious businesses that hire global talent — particularly in the tech and multinatural sectors — the reality is, as Inyang puts it, “nuanced”. 

  “While many individuals and organisations champion diversity, there are still gaps in societal attitudes and in the systems that hinder full inclusivity,” she says.

Asked about the negativity and ignorance that so often drives the prejudice she hears about, Inyang replies: “Often, this stems from a lack of exposure to diverse cultures, historical homogeneity, fear of change and misconceptions about immigration. Unconscious bias, underrepresentation and systemic barriers — such as unequal access to opportunities — tend to perpetuate these challenges.” 

That migrants earn less than others, even those with similar qualifications, was confirmed in the Costs of Discrimination and Benefits of Diversity for Business in Ireland report. Published in April 2024, it highlighted the fact that they face more barriers to entry into and remaining in employment than others. 

Of course, when people, because they are migrants, are denied work opportunities or paid less, the consequences extend beyond them, to impact their families as well. This, in turn, harms the businesses that miss out on their valuable talent and struggle because of their reduced consumer spending. Additionally, while government bodies face the increased cost of providing necessary support, the broader economy and society bear the overall negative impact, creating a situation in which no one benefits.

That monitoring and measuring are important was highlighted by the report, which found that while most businesses measure representation by gender and age, only 20 per cent do so for migrants. Measurement and monitoring of their recruitment, promotion and retention was also, unsurprisingly, low.

The report made several recommendations, one of which referenced the “important finding from the descriptive analysis of migrant status, the significantly lower wages of members of the Traveller community, whether Irish born or incoming migrants.” 

 Not enough is heard or spoken of the prejudice levelled at Travellers in Ireland and the harrowing impact the relentless exclusion, discrimination and marginalisation has on their wellbeing. The recommendation in this otherwise excellent report that “specific” policies (that were not specified) “may” be needed to address the low wages issue, was disappointing to read. There’s no place for timidity or vagueness of language when addressing any one of the many wrongs inflicted on others whether migrant or not, and that very much includes the generations of Travellers that have been a proud indigenous minority and part of Irish society for centuries.

More positive findings in the report include the fact that businesses are aware of the benefits to them of promoting diversity.  Benefits that include: helping them to gain access to a wider talent pool, increase creativity and innovation, improve decision-making and enhance reputation. 

Also, that while diversity training was provided by some respondents, unconscious bias training was provided by most.

APNI research published in October provides insight into what more needs to be done to show migrant workers a warm and genuine welcome amongst us: 43 per cent of respondents believe companies in Ireland do not provide ethnic minorities with enough targeted support for career development and promotion. 48.6% are of the opinion that unconscious bias is the biggest barrier to reaching their career potential here, and 82% believe that employers think hiring someone who requires a visa to be “a hassle”.  

 Sadly, of Afro-Irish, Black professionals and people of African descent in Ireland a substantial 36% feel their ethnicity has played a negative role in shaping their career opportunities or career progression in Ireland.

“Ireland has changed in the last 10 years and progressed but there is still more work to be done,” says Inyang. “For professionals of ethnic minority backgrounds, the challenges evolve as you look to progress in the workforce, so diversity and inclusion are not just buzzwords, they are foundational to creating thriving, innovative, and equitable workplaces and societies.

“Every small action, whether speaking up against bias, advocating for inclusive policies, or being an ally, contributes to dismantling systemic barriers and building a culture where everyone feels seen, heard, and valued.” 

Inyang is optimistic for the future. 

“While it will take time, change is achievable when the government, communities, employers and individuals work together to dismantle stereotypes and embrace the richness diversity brings: Access to a diverse talent pool, an improved economy, increased creativity and innovation and an enhanced reputation for Ireland.”