Jay Tepley is an author, entrepreneur, international speaker and passionate mental health advocate.A lifelong geek and a research aficionado, she helps entrepreneurs overcome depression through her proven masculine-focused system of spiritual evolution.

Her Unbreakable ONE program has shown many men the road to personal power and renewed hope, and is credited with saving many lives. She has spent the last 20 years teaching and coaching students around the globe.Her charity work supporting mental health has been featured in the Guardian, The Jeremy Vine Show and BBC 1.

When she’s not teaching or writing, Jay enjoys reading about Japan where she studied and lived for a time (she also speaks fluent Japanese, and her unique novel, the Lightwatch Chronicles, begins in Tokyo).You can connect with Jay through a dedicated Telegram channel where you can also receive exclusive book excerpts, students-only news and video training. Join here:

Overcoming Depression When Trading and Investing in Cryptocurrencies, Jay Tepley

Jamil Hasan is a crypto and blockchain focused podcast host at the Irish Tech News and spearheads our weekend content “The Crypto Corner” where he interviews founders, entrepreneurs and global thought leaders.

Prior to his endeavors into the crypto-verse in July 2017, Jamil built an impressive career as a data, operations, financial, technology and business analyst and manager in Corporate America, including twelve years at American International Group and its related companies.

Since entering the crypto universe, Jamil has been an advisor, entrepreneur, investor and author. His books “Blockchain Ethics: A Bridge to Abundance” (2018) and “Re-Generation X” (2020) not only discuss the benefits of blockchain technology, but also capture Jamil’s experience on how he has transitioned from being a loyal yet downsized former corporate employee to a self sovereign individual.

With over one hundred podcasts under his belt since he joined our team in February 2021, and with four years of experience both managing his own crypto portfolio and providing crypto guidance and counsel to select clients, Jamil continues to seek opportunities to help others navigate this still nascent industry.

Jamil’s primary focus outside of podcast hosting is helping former corporate employees gain the necessary skills and vision to build their own crypto portfolios and create wealth for the long-term.

See more podcasts by Jamil here.

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Nine in ten Dublin businesses (89%) have seen a rise in non-wage business costs over the past 12 months, according to Dublin Chamber’s most recent Business Outlook Survey (Q1 2022). Just under two thirds of these (60%) identified energy prices as the main driver of this increase.

A Rise in non-wage Business Costs

A total of 86% of Dublin businesses have increased salaries in 2021. Over half of businesses (53%) reported an average salary increase of 1-5% in the past 12 months, while for a third of businesses (33%) the average salary increase has been 6% or more. Almost one in ten firms (9%) report an average salary increase of 11% or more over the past year.

Dublin Chamber’s Director of Public & International Affairs Aebhric Mc Gibney said: “Over half of Dublin businesses (55%) now report that managing the cost of doing business is their top priority for 2022. Decades of poor housing supply in Dublin have exacerbated an already tight labour market. Many firms face double and even triple digit increases in energy prices. As a result, companies are looking to implement energy saving measures, which would have been unviable a few short months ago.”

Mr Mc Gibney continued: “The impact of increasing costs can be seen in the divergence between revenue and profit expectations over the next quarter. Over the next three months, 65% of firms expect that their company’s revenue will increase while only 46% expect profits to rise, implying a decline in margins and expanding costs.

The increase in business costs and particularly energy prices pose a serious challenge that will need to be tackled as the year progresses. Dublin Chamber proposes that to alleviate rising costs and accelerate towards a sustainable economy, a ‘Going Green’ tax credit should be adopted, modelled on the R&D tax credit, to stimulate green investment.”

A Tight Labour Market

‘Attracting, retaining and upskilling staff’ was chosen as a key priority for 2022 by more than three in four Dublin businesses (78%), reaffirming widespread reports of skill shortages and retention difficulties. However, when asked how they expected their company’s staff numbers to change over the next three months, most respondents (62%) had a positive outlook, expecting staff numbers to increase.

Mr Mc Gibney said: “While the employment outlook is positive, these survey results illustrate the need to continually upskill employees and address retention and recruitment challenges. Staffing issues are closely connected to the housing crisis. While employees struggle to secure affordable accommodation with reasonable commute times, recruitment and retention challenges for businesses will continue. These problems will in turn continue to affect Dublin’s competitiveness.”

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Research by Visa shows that almost three-quarters of people in Ireland (73%) have been targeted by fraudsters sending fake text messages or emails in the past six months. Of these, 38% are being targeted at least once a week. With more of us shopping online than ever before, it’s important that shoppers are aware of the potential signs of fraud. Persuasive language, unusual spelling and grammar are widely recognised as common signs of fraud.

However, new analysis by researchers from the Aston Institute for Forensic Linguistics (AIFL), commissioned by Visa, has for the first time identified the communicative strategies of fraudsters using short, one-off messages. Visa is empowering people to learn about the language of fraud, helping them spot the communicative strategies commonly used by fraudsters and feel confident when shopping online.

‘Click a link’ most common fraudster technique

Amongst the examples of fraud analysed, which included text messages, emails and social media messages, it was discovered that inviting the recipient to click a link was the most common technique (87%).

This was followed by asking the reader to resolve a ‘problem’ (72%), such as rearranging package delivery times or paying a late fee and highlighting unique offers (32%). Supporting these findings, the researchers found ‘click here’, ‘account information’ and ‘gift card’ to be the most commonly used phrases in fraudulent communications.

To better protect customers, Visa has teamed up with researchers from AIFL to analyse the language of fraud and create the ‘Fraudulese Report’, a collection of the most common words, phrases and tactics used by fraudsters in short, one-off messages.

Dr Marton Petyko, Aston Institute for Forensic Linguistics, commented: “Our analysis is the first study of its kind that provides insight into how language is used by fraudsters in short, one-off messages, and is an important contribution to better understanding the things people should look out for when receiving unsolicited messages.

By highlighting the communicative strategies, words and phrases used by fraudsters, we hope people can more easily spot the language of fraud as it stands today, which ultimately helps to protect them.”

Irish Consumers Concerned About Online Fraud

Fraud has become increasingly sophisticated, with senders able to imitate everything from the language commonly used by businesses or organisations to logos and names. Visa’s study1 found that Irish consumers are concerned about being targeted by fraudsters:

· Almost three quarters (74%) of those surveyed say they’re concerned about online fraud

· More than half (54%) are concerned their parents, grandparents or children will be targeted by online fraudsters

· Almost one in ten (9%) returned a missed international phone call, which turned out to be from a fraudster

· However, 42% of survey respondents always delete unsolicited emails and more than one third (34%) check a website’s URL for spelling mistakes before making a payment

Learning About the Language

With fraudsters using various techniques to make themselves appear credible, Visa is encouraging consumers to learn about ‘Fraudulese’, to help them feel confident online.

Dominic White, Country Manager, Ireland at Visa comments: “As more of us shop online, it’s great to know that there are things we can do to keep ourselves safe. Fraudsters can be extremely clever and often it’s difficult to know what’s real and what’s not.

That’s why we’re raising awareness of ‘Fraudulese’ and sharing tips on how to identify the signs so that everyone can have the tools they need to avoid falling victim. Furthermore, when paying with Visa, you can feel confident that your payments are protected, as Visa’s Zero Liability Policy means you won’t be held responsible for fraudulent charges made with your account.“

Visa’s Top Tips for Spotting the Signs of Fraud

1. Spell-check messages – errors in grammar and spelling, or differences between the sender’s name ...

EY 2022 Work Reimagined Survey reveals that 43% of people set to quit jobs for better pay, career opportunities and flexibility. The EY Survey shows that, employees around the world now hold more sway in the job market, with 43% of global respondents saying they are likely to quit in the next 12 months – driven mostly by a desire for higher total pay, better career opportunities and flexibility amid rising inflation, a shrinking labour market and an increase in jobs offering flexible working – according to the Survey.

The survey – one of the largest of its kind – canvassed the views of more than 1,500 business leaders and more than 17,000 employees across 22 countries and 26 industry sectors. It shows that, as many countries emerge from the COVID-19 pandemic, employees have gained significant influence over their employers and that their “wish list” from potential employers is changing.

43% of people to quit jobs for better career opportunities

The main motivation for employees seeking new jobs, according to the survey, is now a desire for higher pay. With record inflation, in many countries around the world, more than a third of those searching for new roles (35%) say that a salary increase is their main objective, and 25% say they are looking for career growth. Forty-two per cent of employees surveyed say that pay increases are the key to addressing staff turnover – but only 18% of employers agree.

Flexible working arrangements – which was the biggest factor leading to employee moves according to last year’s survey – are now less of a driver given that most are already working for companies that offer flexibility in some form. Only 19% are seeking remote-work flexibility from a new job, while 17% say that well-being programs would prompt them to move.

Looking at the various age groups across the countries surveyed, Gen Z employees and millennials in the US are the most likely to quit their jobs this year (53%), while across the sectors, it is those with technology and hardware jobs (60%) that are most eager to leave.

Laura Flynn, Head of People Consulting at EY Ireland said:

“This latest survey shows that employees around the world are feeling empowered to leave jobs if their expectations are not met.? As employers have increasingly provided flexible work approaches, higher pay is now the biggest motivation for changing jobs, particularly given rising inflation and available unfilled roles. This is a trend we are certainly starting to see here in Ireland also.”

Shifting views on culture and productivity

Interestingly, the desire amongst employees to seek out new roles persists even though they hold relatively upbeat views about company culture. The number of employees who believe their organization’s culture has improved has risen from 48% to 61% since the start of the COVID-19 pandemic. At the same time, employers’ confidence in their own company culture has dropped from 77% to 57%. Additionally, while employees believe new ways of working have increased productivity, companies’ confidence in their own productivity is being eroded by increased turnover.

Growing skills and talent gaps

Fifty-eight per cent of employer respondents agree it is important to have a strategy in place to match talent and?skills to future business needs, and 74% say that they are prepared to hire employees from other countries and allow them to work from anywhere if their skills are critical or scarce. Slightly more than a fifth of employer respondents (21%)?believe improving opportunities to build skills will help address turnover.

Pressure to return to the office

Despite the continuing shift towards flexible working models, 22% of employer respondents say they want employees to come back to the office five days a week. Although reluctance to work remotely among employees has fallen (from 34% to 20%) most employees (80%) say they want to work remotely at least two days per week.

Boost to culture and productivity from new ways of working

The surv...

Over half (54%) of Irish professionals believe that a 4-day working week will become a reality within the next 5 years, according to a new survey carried out by Hays Ireland, examining over 1,500 employers and professionals across Ireland.

Is the 4-day working week closer than we think?

The survey results suggest that 54% of Irish professionals believe that a four-day working week will become a reality within the next five years. 19% believe it will be a reality in the next 1-2 years and over a third (36%) within the next 2-5 years. Meanwhile, 22% believe it will become a reality in the next 5-10 years and less than a quarter 23% believe it will never happen. Since the pandemic, hybrid working models have become a workplace staple.

Campaigns for a four-day week have started gaining significant traction amongst Irish-based professionals. The most frequently cited benefit of this shorter working week is employee mental health and wellbeing (56%). Other prominent benefits cited include talent attraction (14%) and talent retention (13.6%). Notably, 11% of those surveyed believe it will result in greater organisational productivity.

According to Hays’ research, 6% of Irish workplaces have already implemented a four-day working week; 4% have implemented a four-day working week on a permanent basis, while 2% are currently operating it on a trial basis. However, as employers look for new ways to differentiate themselves from their industry peers, this trend may become more widespread in the near future. 64% of professionals claim they would be tempted to move to a different organisation if it was offering a four-day working week.

Domestic and International Implementation

Earlier this year, Belgium became the latest country to provide workers with the option of a four-day working week. Belgian-based workers will still be expected to work a traditional 38-hour week, but they will now have the opportunity to complete these hours across a compressed four-day working week. Employees can request a six-month trial period after which, should they desire, they can continue on a permanent basis. Other European countries including Spain and Iceland are piloting similar four-day models.

In recent weeks, the Department of the Environment became the first Irish Government department to openly engage with the concept, having committed to undertaking a feasibility study into the working model.

Maureen Lynch, Director at Hays Ireland:

“The last two years have encouraged employers to reconsider the workplace environment. The switch to remote- and hybrid-working models have proven hugely successful. Both employers and employees have bought into this new way of working, with over 76% of Irish-based professionals attributing the hybrid model to a better work-life balance.

“This has now opened the floor for further discussion of alternative ways of working within Irish organisations. The latest frontier is the four-day working week. At face value, for many employees, the prospect of a four-day working week is extremely attractive. However, what this looks like in practice may be dependent on the industry and jurisdiction. For some employers, this means reducing the number of hours in the traditional 40-hour working week, for others, it means compressing 40 hours a week into four days, rather than five.

“While the number of employers currently offering a four-day working week is still extremely low, today’s research suggests that this may soon change. At a time when the market has never been more competitive, the proposition of a four-day working week may present an exciting new opportunity for employers to differentiate themselves from their competitors.”

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The Greenhouse Hiring Manager Sentiment Report, a new survey of over 1,500 hiring managers and c-suite executives, has revealed that 69% of respondents based across the EMEA region expect hiring to become even more challenging for the remainder of 2022 with over 69% of hiring managers in the region experiencing burnout due to the tight job market. The survey also found that 68% of hiring managers in Europe believe that candidates are more demanding in terms of the benefits they expect, leaving companies to play catch-up.

Key findings from EMEA based survey participants show:

The primary contributors to increased stress levels in hiring managers are:

sourcing the right talent (41%)

candidate drop-offs due to competing compensation packages (20%)

an unstructured, ineffective hiring process (20%)

While the biggest challenges facing their companies when recruiting are:

recruiting talent for niche roles and markets and (48%)

creating an employer brand that stands out from competitors (41%)

being one-upped on offer packages in a climate with highly competitive salaries, benefits and sign-on bonuses (38%)

“The pressures hiring managers across EMEA are experiencing is reflective of a wider global trend and present serious challenges for organizations. Hiring is a business-critical function that must be managed, measured, and continually improved. The research shows that an overwhelming amount of companies are not adequately supporting their staff when it comes to hiring. People first companies across EMEA are harnessing a culture where hiring is central to everything they do”, said Colm O’Cuinneain, General Manager for EMEA, Greenhouse.

Almost 60% of companies plan to give staff salary increases this year. Most respondents attributed company performance (30%) to this, however 14% also cited the impact that inflation or the general rise in the cost of living is having on wages and employee demands. Figures from the report show that 38% of companies will increase salaries by at least 10% this year.

The findings did highlight a troubling discrepancy between the perception hiring managers have of applicant experiences and the reality for job seekers. According to the findings, over 81% of hiring managers say they are proactive in providing feedback to candidates, with 41% saying their organizations always try to provide feedback. However, more than 70% of job seekers stated they were ghosted following an interview, according to the Greenhouse Candidate Experience Report released in February.

With high levels of vacant roles attributed to the “Great Reshuffle”, companies are increasingly looking at their own internal talent pool to fill roles. The survey shows that the highest source of talent for companies is internal promotions and transfers (59%).

For access to the full results from the Greenhouse Hiring Manager Report visit here.

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International recycling leader TerraCycle and Evreka, a Sustainability as a Service company that specialises in waste management tracking, has announced the implementation of cutting-edge waste management technology that uses real-time, optimised data that will revolutionise the waste collection operations for all TerraCycle waste streams in its Material Recovery Facility in County Laois, Ireland. The launch in Ireland is part of a wider rollout of the solution across other TerraCycle facilities in Europe this year.

“This software provides us the ability to centralise and scale the tracking of all waste movements through each step of our global supply chain from receipt through multiple stages of sortation and processing to final recycling,” said Tom Szaky, CEO of TerraCycle. “The centralisation and tracking methods implemented will allow third party certification of our recycling claims beyond any standards we’ve seen within the waste industry.”

Evreka’s software will provide asset and operations management solutions for TerraCycle’s Material Recovery Facilities (MRFs) and will work in tandem with the company’s current systems. Data from the MRF will be stored in Evreka’s all-in-one management platform, which can monitor the waste as it moves through the recycling process.

“We are proud to be working hand in hand with a company as innovative as TerraCycle in our efforts to solve the world’s waste problem and create a sustainable future,” said Umutcan Duman, CEO of Evreka. “We have achieved new successes by broadening the variety of our product range to ensure optimisation in all aspects of waste management. Through these successes, it is especially exhilarating to know that our efforts in digitising waste management have found a purpose toward a greater cause, where we can advance the frontiers of sustainability for a better world.”

With its vision aiming to provide Sustainability as a Service, Evreka hopes to help tackle the global waste problem and develop inclusive sustainable solutions by working with partners in the public and private sector across different industries, including waste generators, processors, recyclers, brand owners and regulators.

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Sony WI-1000X Wireless Noise Cancelling Headphones Review

4.6Overall Score

Noise Cancelling

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Rethink Ireland has announced the opening of a €750,000 fund to support not-for-profit organisations, including charities and social enterprises, improving health outcomes in the larger Munster region.

The one-year Impact Fund will invest in up to 10 innovative projects that are promoting healthy lives and well-being for all across Munster. Up to five awards will be made to projects and/or organisations that use music, creativity, or the arts to enhance the physical and mental health of their communities.

The Impact Fund for Munster is backed by a number of local donors including the Parkes Family Limerick, The Sunflower Charitable Foundation, Community Foundation for Ireland, and several private donors, with match funding from the Department of Rural and Community Development via the Dormant Accounts Fund.

Minister of State with special responsibility for Community Development and Charities Joe O’Brien TD said: “I am delighted to launch the Impact Fund for Munster, which is supported by my Department and several private donors. By recognising that mental and physical health conditions are equally important, and often connected, and that wellness is crucially important to building thriving communities, the Impact Fund for Munster will make a valuable difference to the lives of many people living in the region.”

Alongside cash grants, successful applicants will secure a place on Rethink Ireland’s accelerator programme and access a bespoke non-financial supports package that uses expert consultants to help strengthen and scale awarded projects.

Eligible projects are invited to apply to the €750,000 Impact Fund before 1 pm on Tuesday, 14 June 2022 at the Rethink Ireland website:/

The news comes ahead of European Mental Health Awareness Week, which will take place from 9 May until 13 May.

Pádraic Vallely, Senior Philanthropy & Development Manager at Rethink Ireland said: “Ensuring that health innovations receive the backing they need has been part of Rethink Ireland’s core focus since we began. With the support of our generous donors and the Government of Ireland, we have invested €16.3 million in health projects since 2016, supporting 96 innovations in this area and helping us to reach more than 116,000 people.

Through the Impact Fund for Munster, we aim to enhance the physical and mental health of communities across the province and, ultimately, help to save lives in the process. We would like to thank the Government of Ireland and the multiple donors to this fund who believe in the power of philanthropy and supporting innovative not-for-profits.”

The Sunflower Charitable Foundation, Donors to the Fund said: “We believe that philanthropy has the power to help solve inequities in our society and make a difference in our communities. Living in Munster ourselves, we’re passionate about supporting the region and championing the many incredible social innovations that operate here, day in, day out. We are delighted to be able to contribute to the Impact Fund for Munster and look forward to seeing the amazing Awardees that come through this process.”

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Analog Devices International (ADI) is hosting a two-day Hackathon to examine how ADI technology and business models could be used to combat climate change.

Over 70 of the brightest minds from the company’s sites in Dublin, Cork and Limerick have gathered for the event taking place in Catalyst, Analog’s new state-of-the-art collaboration facility. Split into teams of six, they will work for two days straight with the aim of designing and pitching original and innovative solutions to mitigate the climate crisis using ADI technology and sustainable business mechanisms.

Climate action is high on Analog Devices agenda. Last year, Analog Devices, Inc pledged to achieve carbon neutrality by 2030 and net zero emissions by 2050.

Speaking about the Hackathon, Donal McAuliffe, Analog Devices, said “Climate change is one of the biggest challenges facing the planet. Taking a pulse of the company, we know it’s very much top of mind for our people. ADI technology is already being used by our customers around the world to solve some of the toughest engineering challenges in health, automotive and other industries.

So, we are in a unique position to drive positive impact. People want to do the right thing for the environment. Everyone is incredibly motivated and determined to use their effort, skills, and talent to identify new and innovative ways to make meaningful progress in addressing the climate crisis. It might not change the world, but the winning solution could make a calculable impact.”

“This Hackathon provides our hackers with the opportunity to Engineer Good – where they can focus on a societal problem, identify the true need and develop multiple solutions that can be implemented in a short time. It’s also a superb opportunity to reconnect or create new connections and develop soft skills after two years of remote working. No doubt the energy in the room will be electric,” he continued.

The company organised a series of talks and workshops in advance of the Hackathon to help the hackers prepare for their pitches and understand what is being done or needs to be done to address the climate crisis. A variety of climate and sustainability experts shared thought-provoking insights around current progress in energy, agriculture, transportation, manufacturing and biodiversity.

On Thursday 5th May, each team will pitch their idea to a panel of judges, Dragon’s Den style. The winning solution will demonstrate how it addresses the problem identified, uses of ADI technology effectively and shows potential to make a real difference. The company will then examine the feasibility of developing the winning concept into a solution for actual deployment by a relevant organisation.

This is the 5th year the company has organised the Hackathon. Previous Hackathons have addressed challenges around conservation of natural resources, assisted living and visual impairment.

Dublin City Council has today launched a new tool for members of the public to rate traffic signals in the city.

‘Rate My Signals’ is a new web map tool that allows road users to provide feedback on their experience of the traffic signals they come in contact with as part of their daily commute and travel through the city.

The tool is available here:

‘Rate My Signals’ is delivered by the BE-GOOD project which is 60% funded by the EU territorial programme Interreg North-West Europe.

The Traffic Control team in DCC’s Civics office will use the analytics generated from the feedback to improve how they operate the City’s traffic signals. This is done by more efficiently calibrating DCC’s traffic signals to support multiple road users especially pedestrians and cyclists.

It is also done by introducing initiatives to improve accessibility at junctions for vulnerable road users such as children, older people, people with disabilities, or those with additional accessibility requirements.

A progressive web app for ‘Rate My Signals’ can also be installed by following instructions from the link below.

For more information, please visit:

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