With home energy costs rising, many of us are worrying about our gas and electricity bills. The City of Edinburgh Council is working in partnership with Changeworks and Home Energy Scotland to help keep you and your home warm for less.
Their friendly advisors are on hand to give you:
free energy saving advice to help save money on your bills
support with fuel debt
help to find out if you’re eligible for any grants or funding for energy efficiency home improvements.
“The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role. Both businesses and employees are looking for solutions that suit them respectively.
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future.” – Dr John Barrow Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
British tech innovators PixelMax have warned that the U.K’s biggest employers face an exodus of talent this year if they do not empower their employees and adapt to a rapidly changing workplace landscape.
They believe that the virtual workplace is the solution to stemming the “Big Resignation” flow as a recent survey indicated that only 4% of employees want to return to the office full time and 82% of employees want a hybrid model with 59% ranking a work from home flexibility as the No.1 choice in employee benefits.
The Big Resignation was the hot topic of last year, with record numbers of staff either leaving, walking out of their jobs voluntarily, or opting to work part time as they re-evaluate their work-life balance.
It follows a tumultuous two years of the pandemic, lockdown restrictions and many people’s lives being curtailed, which has forced employees to re-evaluate their work-life priorities, well-being and aspirations.
The implementation of plan B restrictions including WFH policies for employees, yet again reinforces the notion that we need to learn to live with Covid and employers need to re-think how they future proof their businesses and retain their talent.
The tech industry has always been ahead of the curve in terms of workplace culture, but with a massive skills shortage in the tech sector, the workplace landscape has dramatically changed.
A recent report commissioned by London- and Manchester-based leading tech recruitment firm Burns Sheehan found that only 4%of employees polled wanted to return to the office full time and only 14% wanted to work three to four days in the office.
When polled on the Burns Sheehan employee benefits survey, 59% of employees wanted work from home (WFH) flexibility as their No.1 employee benefit over annual bonuses and share options.
This was followed by 25% of those polled wanting a learning and development budget, 22% a clearly defined career path, 19% favouring an annual bonus, 17% wanting childcare flexibility and least important, 12% wanting share options.
During the pandemic, employees were just expected to adapt to a new regime of working fully remotely, with employers not aware of the consequences and underlying issues that would affect their employees.
Many were suffering from Zoom and Teams fatigue, isolation, burnout, disengagement with their office workplace and a lack of social interaction with colleagues.
This in itself brought to the surface many issues of wider mental health aspects and well-being, with many employers not understanding how this was impacting on their workforce.
Many employees complained of not being able to detach themselves from their work and home life and feeling that they were not able to switch off, while others missed the office culture.
The culmination of these issues resulted in the Big Resignation.
Rob Hilton CEO and Co-Founder of PixelMax,said: “Remote working enabled many companies to resume a degree of normality during the lockdown periods, equally, there was a price to pay with regards to employees’ well-being and mental health.
“The Big Resignation is all about employees voting with their feet and making the shift change, choosing who they want to work for, how they want to work and when they want to work.
“In order for business and industry to retain the best talent, they need to rethink the workplace environment. It needs to reflect a modern hybrid of the office and remote working from any location but interconnected within a platform that is engaging to all employees and makes them feel connected to their work colleagues, whether that be in the physical sense in the office or from their remote location.”
This in turn has also had a major impact on UK businesses and how they have to adapt and rethink a new workplace culture; one that will allow them to retain their best talent and also act as a recruiting beacon for new and emerging talent.
Employers need to radically rethink how to manage staff both in an office environment and remotely. Throughout the pandemic, employers were slow to adapt the workplace environment and to understand the wider issues their employees were facing in remote working environments.
If employers don’t act quickly, they will get left behind because hybrid working is expected by employees. If remote or hybrid work isn’t available within your company or organisation, potential recruits are turned off.
Businesses that don’t invest in making hybrid working an enjoyable experience will struggle to attract and retain the best talent as the Burns Sheehan report clearly indicates.
Dr John Barrow is the Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
He said: “The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role.
“Both businesses and employees are looking for solutions that suit them respectively. Forcing employees into an office five days a week is causing issues and keeping staff fully remote is also causing problems.
“Employees are experiencing ‘Zoom fatigue’ and some feel at a disadvantage when working remotely, missing out on spontaneous conversations and potentially career progression. Hybrid is the best solution for many businesses and staff. For hybrid to work well, companies must invest in platforms that staff find enjoyable to use.
“People love to spend hours on games such as Fortnite, so why can’t this similar culture be adopted in the working world?
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future. From a career perspective, graduates entering the job market can have a difficult time as it is, but one of the major challenges is how you onboard new recruits and how new staff members can truly feel part of a team when everyone is working remotely – it’s fine for the people who already have those established relationships, but for someone new this can be really difficult to forge relationships and professional networks.
“As we continue to move forward with a hybrid working model, we need to focus on those in the early stages of their career and how best to engage and train this generation.”
Businesses are no longer restricted by geography when it comes to recruitment. Employees no longer need to live at a commutable distance from work or be based in the city centres.
For some businesses, access to a wider talent pool changes everything in their business model. It now means companies no longer need to be based in city centres either, which historically has always been the norm.
Now companies can have the option of being based in bustling suburbs as connectivity is improved with faster broadband and cellular connectivity with 4G and 5G. Companies now have the ability to attract a much wider talent pool.
Burns Sheehan Co-Founder, Jon Sheehan,said: “The tech hiring market has been the busiest Burns Sheehan have ever seen. I’ve never seen anything like this in the market before; most candidates will have four to five job opportunities and firm job offers on the go within 24 hours.
“This isn’t even about bigger salaries; that’s just a side perk. Employees are much more focussed on their work-life balance and wider aspirations in the working environment.
“This is very much an employees’ market, driven by employees calling the shots. Many are opting for a virtual workplace model, where they have the option to work from home and the office of their choosing, but also still to remain connected to the office environment even whilst working remotely.
“If employers don’t embrace this new model of working, then the ones who have adapted quickly to change will have the commercial advantage of hiring and retaining the best talent.”
Although this can be a daunting thought for some employers, they need to think of it positively. Employers need to understand that employees at their company are there because they’re happy – it’s not just about paying the best salaries; they’re aligned with company values and purpose.
However, in the current climate, employers must focus on company values and work on how this can be reflected in the way staff are treated and what makes them happy, productive and fulfilled in the workplace. Homeworkers should benefit from well-being initiatives too; this isn’t something that can only exist in the office.
Manchester-headquartered tech disruptors PixelMax immediately saw this disconnect between employers and employees and their workplace environment at the start of the pandemic and tackled the issue head-on.
They were one of the first British tech companies to pivot their 3D immersive technology in the early days of the pandemic to create unique virtual workplace platforms and environments for companies.
Shay O’Carroll Co-Founder of PixelMaxsaid: “The software PixelMax have developed aims to separate the work from home environment but maintain the engagement and immersive nature of being in the physical office with colleagues.
“It means we create an experience – regardless of your location – where you walk into the virtual office each morning, have spontaneous conversations with colleagues rather than logging straight onto Teams or Zoom.
“Employees can wander through the virtual office with their own uniquely created avatars, see messages and engage in meetings with their work colleagues. The virtual office creates presence and also an atmosphere / buzz that doesn’t exist in 2D video conferencing platforms. They can even walk over to the Costa point and order a coffee to be delivered to their physical location.
“The virtual workplace encourages a positive culture. Employees can take part in wellness challenges, do workouts, meditate and relax with minigames. Previously, businesses might have offered gym memberships. Now, they could offer an online fitness subscription or a smartwatch.
“Company cultures are evolving, and they will continue to evolve until the end of time. What’s important right now is for business leaders to understand that it is the turn of the employee to dictate how and when they want to work.
“This business evolution is a collaborative process now and listening to your employees’ wants and needs has never been more important. Investing in employees is how cultures should evolve into something positive and beneficial for the business and employees.”
Recently, PixelMax co-founders Rob Hilton, Shay O’Carroll and Andrew Sands (above) outlined their vision for how they see the hybrid work revolution in a ground-breaking thought leadership document.
In this document they outlined the future of the virtual workplace, how that hybrid would take shape in the form of the virtual workplace and how it could emerge alongside a new employee work culture. Entitled “The Virtual Workplace – Enter The Metaverse”,
the thought leadership document outlines its vision for the virtual workplace, including how the office and work culture of the future will adapt to change.
Crucially, the way most businesses approached employee well-being became outdated overnight during the pandemic. Businesses are now looking for new ways to add value to employees when they work remotely.
Tech companies in particular put money into ball pools, slides, table tennis, free food and social spaces. But now a great number of these workers are at home. The well-being initiatives that worked well in the office need to be rethought to add value for the employees. Improving technology and making their workday as seamless and immersive as possible will make the day more enjoyable for employees.
The reality is that if a company isn’t doing it, then its competitors will be.
Crucial to PixelMax’s thinking is creating a workplace culture that is inclusive and diverse, but one which empowers employees, creating an environment that fits in with their work-life balance and aspirations.
It’s about creating a workplace environment that is engaging and fun – whether that is remotely, or in person at the office – and it’s about maintaining connectivity, social interaction and feeling valued. Ultimately this creates a desirable workplace culture for employees, allowing companies to retain their best talent.
Shay O’Carrolladded: “A great source of optimism I have had since co-founding PixelMax is the potential for technology to transform the way we are working and to make it better for everyone.
“Technology should make our lives better; it should bring people together, not push them apart. In addition, the transition to working from home for most of us has allowed us to establish more of a work-life balance. Investing in technology for your workforce that gives your employees the tools to enjoy work is also important.
“The technology PixelMax uses encourages spontaneous interaction and employee well-being using the latest gaming technology.
“This makes work immersive and enjoyable for employees and puts everyone on a level playing field, no matter where they are based. It’s time the world of work learnt from the world of gaming in terms of the immersive team experiences that can now be delivered with the technology we have at our fingertips.
“With remote work, the limits of geography are now off the table, opening yourself up to a wider talent pool. Not only does this make for happier employees, but those who work for you are likely to be more engaged in the work and share your vision.”
The benefits of a virtual workplace are immense, with increased productivity from employees, reduced absenteeism and happier and more productive employees. With increased employee well-being comes higher staff retention and improved performance, as well as an attractive brand culture to work for.
“The Virtual Workplace – Enter The Metaverse”
The PixelMax-authored thought leadership piece is available to the public to view and download here:
36% of UK workers are unhappy in their job, according to the world’s most comprehensive study on work happiness
Over two thirds (70%) of the Scottish workforce admit their workplace unhappiness has negatively impacted their physical and/or mental well-being
Education is the country’s happiest industry while workers in real estate are the unhappiest
Slough – the famed destination of The Office – houses the happiest workers in the UK, with Stevenage home to the unhappiest
The research marks the launch of Indeed’s Work Happiness Score – the world’s largest study of workplace happiness – developed by the global job site, Indeed, with guidance from experts from the University of Oxford and University of California
More than a third (36%) of the UK workforce is unhappy in their job, according to the world’s largest study of work happiness.
Education stands out as the happiest industry, out as the happiest industry, followed closely by aerospace and defense, and government and public administration. While at the other end of the scale, real estate is the unhappiest, followed by management and consulting, and automotive.
This data has been released from Indeed’s Work Happiness Score which currently displays data for over 1,800 organisations in the UK across 25 different sectors. The score reveals how people feel at work and why, measuring happiness by allowing current and former employees to rate companies on a scale of one to five based on a simple statement: “I feel happy at work most of the time.”
The score, which has so far had more than 170,000 UK responses and 6M globally, considers factors of Belonging; Appreciation; Inclusion; Support; Purpose; Energy; Learning; Achievement; Trust; Flexibility; Compensation; Stress Level; Satisfaction and Manager Support.
The Work Happiness Score was developed with guidance from Dr Jan-Emmanuel De Neve, Professor of Economics at Saïd Business School and Director of the Wellbeing Research Centre at Oxford University,and Dr Sonja Lyubomirsky, Professor of Psychology at University of California.
Supporting research of 2,000 British employees found the average worker spends a fifth of every year feeling unhappy in their role and more worryingly, one in 10 (11%) even start feeling unhappy less than six months into a new job.
But it seems unhappiness in the workplace isn’t restricted to 9-5 – it has a knock on effect on Britons’ personal lives too. In the survey, a fifth (19%) of the Scottish workforce admitted they struggle to find enjoyment in other aspects of their lives due to feeling unhappy at work, while one in five (23%) have taken work frustrations out on their partners.
Over two thirds (70%) agreed that their workplace unhappiness has negatively impacted their physical and/or mental well-being, with 37% losing sleep and 41% lacking energy. A third (33%) of unhappy workers have consequently experienced physical symptoms, with headaches and migraines (55%) the most common ailment and 53% experiencing insomnia.
But while the pandemic threw the jobs market into disarray, for some it was a time of great realisation. It gave a quarter (24%) a chance to reflect on their current career, find a new perspective post-pandemic (20%) and re-evaluate how happy they feel at work.
Prompted by the pandemic, over two fifths of workers (44%) now feel more motivated to make changes to their career and find more happiness at work, stating that a higher salary (28%), better work-life balance (28%), and more praise and recognition (15%) will be sought out during their job search. In fact, 89% who are planning to leave their current job believe happiness in their next role is important.
Proving why it’s so important, being happy at work can lead to a myriad of benefits including less stress and pressure (33%), improved mental health (30%) and experiencing more enjoyment out of life (29%).
LaFawn Davis, Senior Vice President, Environmental, Social & Governance at Indeed said: “Happiness should not be a privilege but when it comes to work, it’s a fundamental right. Measuring happiness is key to understanding employee experience and creating happier organisations, which is why Indeed worked with experts to develop the Work Happiness Score.
“It offers further transparency to help job seekers and employers make better choices and build a better world of work. For employers, this means taking a holistic approach to employee wellbeing, and our Work Happiness Score will make it easier for them to measure drivers of happiness to see where improvements can be made. For jobseekers, the feature provides key insights into work environments where they will be happiest.”
Dr Jan-Emmanuel De Neve, Professor of Economics and Director of the Wellbeing Research Centre at Oxford University said: “Happiness at work is critical to people’s wellbeing but it is also a driver of their productivity and success.So employers are well advised to get the emotional pulse of their organisation and have a frequent measure of workplace happiness.
“That’s why I’m thrilled to have been involved in developing Indeed’s Work Happiness Score to offer employers and employees robust measures of work happiness, and its drivers, that can be readily compared across thousands of organisations.
“As someone who has spent years of my career studying well being, I am excited to see how these publicly available survey results will change how people choose jobs and how employers build workplace cultures.
“This is only the beginning and I’m so excited to witness the positive impact this score has on fostering happy and thriving workforces across the UK and globally”
The Scottish Government published its blueprint for future transport investment last week.
The second Strategic Transport Projects Review (STPR2) makes 45 recommendations under six key themes which seek to make transport in Scotland more sustainable and support people to make better, more informed choices on how they travel.
When implemented, the changes and measures will play a key role in helping to make the country fairer and greener – by tackling tackle climate change, reducing inequalities and improving our health and wellbeing.
The recommendations include:
Mass transit in our biggest city regions of Glasgow, Edinburgh and Aberdeen: Clyde Metro represents a multi-billion investment which, when complete, could better connect over 1.5 million people to employment, education and health services in and around the Glasgow city region. Plans for Edinburgh & South East Scotland Mass Transit and Aberdeen Rapid Transit will also be developed.
Rural transport and island communities: Continuing investment in ferry renewals, improving port infrastructure and connections from ferry terminals to other types of public transport to reduce car reliance, enhancing island connectivity and making safety improvements on rural trunk roads where accident rates and severities are typically higher.
Decarbonisation of public transport: Transport is Scotland’s biggest carbon emitter and the recommendations emphasise decarbonisation and behaviour change for ferries, rail and buses as well as increasing the shift to zero emission vehicles.
Improving active travel infrastructure: encouraging more people to walk, wheel and cycle more often; cutting carbon emissions and improving health and wellbeing, particularly of children, while supporting sustainable economic growth.
Transforming freight: developing a net zero freight and logistics network for Scotland that would encourage the switch from road to rail or water and reduce the overall distance travelled, including a review of rail freight terminals/ hubs.
These investments will help reduce overall demand for private vehicles; improve accessibility to employment, education, healthcare and leisure amenities; and strengthen strategic transport connections to, from and within rural areas, as well as across the UK.
Cabinet Secretary for Net Zero, Energy and Transport, Michael Matheson said: “The investment decisions we make now have never been more important. A green recovery from COVID-19 will set us on a path to delivering a fair and just transition to Net Zero.
“The pandemic has led to fundamental shifts in travel behaviours and we want to ensure that people continue to make sustainable travel choices, that they return to public transport and our economic recovery does not overly rely on road-based travel.
“The STPR2 recommendations support the measures set out last week in our route map to reduce car kilometres by 20% by 2030 and represent a major piece of work by this Government to make Scotland – all of Scotland – more sustainable.
“This review represents a repositioning of our transport investment priorities – the focus is firmly on how transport can help us protect our climate and improve lives. It takes a balanced and fair approach to all modes of transport, and all areas of Scotland.
“The recommendations set out in STPR2 will help deliver the four priorities of our National Transport Strategy – reducing inequalities; taking climate action; helping deliver inclusive economic growth; and improving our health and wellbeing.
“They’ll now go out for consultation and I urge individuals, community groups, businesses and public and third sector organisations to share their views with us so that together we can shape a transport system fit for a healthy, fair and green future.”
Cllr Susan Aitken, Leader of Glasgow City Council and Chair of the Glasgow City Region City Deal Cabinet said: “Today’s announcement marks a major step forward in our commitment to creating a modern, sustainable, integrated public transport system for the city of Glasgow and its surrounding metropolitan region.
“Clyde Metro’s inclusion in the STPR2 report is a huge vote of confidence in the work done to date by Transport Scotland and the City Council in advancing the concept and the compelling case for it.
“Metro will be transformational – reducing social and economic inequalities, delivering on economic growth, better connecting outlying and poorly served communities and incentivising large-scale modal shift from private car to public transport.
“Over the past several decades, modern rapid transit systems like Metro are what Glasgow’s comparator cities across the globe have been busy constructing. We cannot continue to be left behind.
“More than arguably any other single intervention, Clyde Metro can help deliver a vibrant, prosperous, inclusive and sustainable city region, a transport system fit for our international standing and ambitions.”
Alex Hynes, Managing Director of Scotland’s Railway said: “I’m encouraged that today’s report recognises the major role rail will play in moving people and goods sustainably as we move towards a net zero Scotland.
“At Scotland’s Railway we are keenly focused on a number of clearly defined targets to achieve the Scottish Government’s net zero ambitions and we’ve already delivered a 38% overall reduction in carbon emissions in the last eight years.
“Looking ahead, the financial picture is of course challenging but it’s great to see STPR2 support the potential for even more rail passengers and freight being transported by rail.”
Karen McGregor, Director of Capital Programmes for Sustrans Scotland said: “STPR2 has the potential to shape the places we live in, how we travel, where we live and crucially how we decarbonise our transport over the next decade and beyond. Therefore Sustrans welcomes the prioritisation of sustainable, low carbon, forms of transport in the emerging package of interventions identified here.
“In particular, we welcome the recognition of the strategic role that walking, wheeling and cycling can play in achieving the Scottish Government’s objectives.
“This helps to demonstrate the step change in thinking that is needed to meaningfully tackle climate change, improve Scotland’s health and wellbeing, reduce inequalities and deliver sustainable economic growth.”
‘The United Kingdom is proud to be stepping up to take the lead in defence of freedom and democracy’ – Foreign Secretary Liz Truss
Moscow’s campaign against Ukraine and fellow democracies is undermining the very foundation of European security. And so, it is vital we face down the clear and present threat posed by Russia (writes Foreign Secretary LIZ TRUSS).
The Prime Minister will spearhead diplomatic efforts by talking to President Putin and travelling to the region in the coming days. Today, the UK will join talks at the UN Security Council to apply pressure on Russia to pursue the path of diplomacy. I will be flying out to Moscow within the next fortnight.
The stakes are high. Over 100,000 troops are now massed on Ukraine’s border. Russia has attacked Ukraine before, illegally annexing Crimea in 2014 and bringing war to the Donbas region, so the danger is real.
This malign activity goes beyond the borders of Ukraine. Russia is using its influence to fan the flames of discord in the Western Balkans. Russian forces are continuing to arrive in Belarus for a so-called “joint exercise” close to NATO’s borders. In recent days, Russia has intensified its brinkmanship by planning naval exercises off the Irish coast and increasing its naval presence in the Baltic Sea, prompting Sweden to send troops to reinforce one of its islands.
That is why we are reinforcing our diplomatic efforts with deterrence. We are offering NATO additional fast jets, warships and military specialists. We are doubling troop numbers to Estonia and have the HMS Prince of Wales on standby to move should tensions rise further. We are NATO’s biggest spender in Europe on defence and prepared to deploy our forces in line with that.
The United Kingdom is proud to be stepping up to take the lead in defence of freedom and democracy through credible deterrence and diplomacy. Even at the height of the Cold War, we were able to agree on the principles of a more secure Europe. Over more than four decades, we made huge advances towards a freer and safer world through agreements ranging from the 1975 Helsinki Final Act to the 1995 Dayton Agreement and the 2014 Minsk Protocol.
Yet Russia is jeopardising this hard-won progress with its reckless behaviour and unjustified aggression. It could not be more important for Russia to engage diplomatically rather than on the battlefield.
That is why we have said many times, alongside our allies in NATO and through the G7 Presidency, that any further Russian invasion of Ukraine would be a massive strategic mistake with severe costs, including an unprecedented package of coordinated sanctions with our partners.
Our quarrel is not with the Russian people, but the policies pursued by their leaders. They repress freedom and democracy, seeking to silence courageous organisations like Andrei Sakharov’s ‘Memorial’, which has fought for decades for human rights. And now they risk landing ordinary Russians in an intractable quagmire to rival the Soviet-Afghan war and Chechnya.
There is a way out of this situation. It lies in respecting our past achievements and sticking to our longstanding commitments to respect each other’s borders. That can only start with Russia de-escalating, ending its aggressive campaign and engaging in meaningful talks.
We are serious about improving security for all. In the last week, the US and NATO have presented substantive proposals on areas for discussion that would increase transparency and reduce risk. Together, we are urging Russia to sit down for proper negotiations, based on the key principles of freedom, democracy and the rule of law. The alternative can only end in tragedy: with an incursion leading inevitably to huge suffering and severe economic consequences through sanctions.
The ball is in Russia’s court. I will continue to make the case with our allies and directly to Moscow for a diplomatic solution. But I am also ready to take the necessary steps to spell out the consequences of continued belligerence.
Ukraine has the right to determine its own future. However, President Putin made clear in his manifesto last summer – “On the Historical Unity of Russians and Ukrainians” – that he believed “the true sovereignty of Ukraine is possible only in partnership with Russia”. We cannot turn a blind eye to any attempt to impose that partnership by force.
What happens in Europe matters for the world. Over 30 years ago, we joined our partners in Moscow, where we agreed that fundamental freedoms like human rights are “matters of direct and legitimate concern to all”. That same principle drives us today to stand steadfast with Ukraine in support of its future as a free democracy.
At this critical time, we are joining forces with our allies to show that there can never be rewards for aggression. By standing up for our ideas and ideals, we will together ensure the world is a freer, richer and safer place.
Secondary breast cancer charity Make 2nds Count has a million reasons to mark the occasion after reaching a phenomenal fundraising milestone.
Hitting the £1 million mark is bringing hope to those living with the forgotten form of cancer through financing vital research at universities across the UK and providing much-needed support for patients and families.
The disease – also known as metastatic, advanced or stage IV breast cancer – is an incurable cancer that has spread beyond the breast to other parts of the body. It can be treated but, on average, there are around 35,000 patients in the UK living with secondary breast cancer and the death toll here is a shocking 1000 women a month.
Make 2nds Count founder Lisa Fleming, 38, of Edinburgh, set up the charity in 2018 and says:“Reaching our £1million fundraising milestone is just the most exciting start to what we predict will be another productive year for us.
“And while we look forward to achieving so much more, I’d like to say a huge thank you to everyone who has helped us reach that phenomenal million-pound total. Our supporters really do provide a lifeline and without them we would be unable to make the progress we have accomplished in raising awareness of this disease, in funding dedicated research and in facilitating projects like access to patient trials. Every contribution and donation are enormously appreciated.”
The £1million milestone was reached thanks to activities including an Inaugural Gala Ball at Edinburgh’s Prestonfield House Hotel and £500,000 from individual fundraisers who took part in events from abseiling off the Forth Rail Bridge to skydiving, trekking the Arctic, running 12 marathons in 12 days and walking 500 miles.
The UK-wide charity focuses on patients and families of women and men living with secondary breast cancer and among its biggest achievements has been donating £270,000 in research funds to the Universities of Edinburgh, Warwick, Liverpool and Sussex.
It also launched the Patient Trial Advocate Service, in partnership with NHS Lothian, last year which has already helped 65 patients gain vital information about clinical trials.
Other initiatives supported by the fundraising include: the first 2nds Together Wellbeing Retreats giving patients a much-needed relaxing break from treatments; a virtual Wellbeing Week with sessions led by industry experts; and littlelifts boxes, packed full of mood-boosting goodies and practical products to support women undergoing breast cancer treatment.
One of those to benefit is Make 2nds Count patient champion Tricia. She says: “I don’t know how I would have coped without Make 2nds Count and the support services I have been able to access.
“There is nothing like it where I live in the Scottish Highlands. The Tea and A Chat has been a lifesaver for me – being able to talk to others who ‘get it’ is so important.
“And the Wellbeing Week gave me a much-needed boost, so much fun and very informative. It’s difficult put into words what the retreat meant to me. To meet in person others I’ve only met on zoom was incredible. The love and support I felt from the group were inspiring.”
Lisa set up Make 2nds Count after being diagnosed with secondary breast cancer. She had had no primary diagnosis, warning signs or lump when she was told the disease had already spread to the majority of her bones. It swiftly spread to her brain and she continues to live with the disease – knowing it is also a death sentence.
Donations to help the charity provide more support, education and research funds come from a variety of sources including individual and corporate fundraising, legacies, the Make 2nds Count Lottery and the annual Make Christmas Count campaign.
10th April – Edinburgh Festival Theatre audition date
Leading entertainment industry training programme and talent management, Stagebox, has announced audition dates taking place across the nation from April 2022.
The annual search sees experts audition passionate performers aged 8-18 years old from across the country (and internationally), offering successful members the chance to benefit from world class training and opportunities in a contemporary supercharged industry accelerator for musical theatre, television and film.
Last year’s auditions saw the Stagebox team meet thousands of performers from across the UK and beyond, and this year they anticipate similar interest. This year, auditionees will be able to select whether they are auditioning for an acting or musical theatre membership and their audition day will see them be put through their paces in this discipline.
Many young performers training at Stagebox have already landed dream roles on stage and screen, thanks to the expert training and management.
Stagebox has secured their clients major lead talent screen roles in Oscar nominated and Emmy award winning productions, including Peaky Blinders (Netflix), Sex Education (Netflix), Robin Robin (Netflix), Ted Lasso (Apple TV+), Avenue 5 (HBO), The Power (Amazon Studios), Pistol (Disney +), BAFTA anthology Superdad (Channel 4), Gentleman Jack (Netflix/HBO), Lagging (BBC) and many more.
Stagebox management clients also continue to star in West End and UK Tour musicals including Frozen, Matilda the Musical, School of Rock, Annie, The Grinch, Mary Poppins and Tina the Musical to name a few.
To further the opportunities for their clients, Stagebox Management has also brokered agency partnerships stateside, working alongside Innovative Artists, Paradigm Talent, Luber Roklin Entertainment, Gravity Hill, KMR, Maverick and more.
Commenting on the upcoming 2022 auditions, Stagebox’s General Manager, Jasmine Quinlan Gardner, said: “We are so excited to begin our nationwide search for the stars of today and tomorrow.
“We are proud of our inclusive, diverse and extraordinarily talented community and we can’t wait to meet those who will join us on the journey.”
Kirsti Bagger, Head Agent at Stagebox, adds: “At Stagebox, the training is second to none, preparing our young stars for careers on the stage and screen. 2021 was one of our most successful years ever with Stagebox Management clients wrapping on global award-winning feature films and television series and critically acclaimed theatre productions.
“We’re committed to making auditions for Stagebox free as part of our ongoing dedication to inclusivity in the arts. We only open for auditions once a year, and we’re excited to see our 2022 auditionees’ incredible new talent!”
These auditions are guaranteed to fill up fast and limited spaces apply. To register your spot for your preferred audition date, please visit the Stagebox website to apply.
Scottish Environment Protection Agency staff and their work tackling waste crime will be featured as part of investigative journalism programme BBC Disclosure tonight (Monday 31 January) at 7pm.
The programme titled ‘Dirty Business’ will delve into criminal waste activities – ranging from ‘man with a van’ flytipping and waste being burnt in a drum to large scale illegal activities with links to serious organised crime such as abandoned lorry trailers bursting with up to 41 tonnes of waste and illegal landfills.
The documentary sees BBC presenter Sam Poling shadowing staff on complex investigations including a site visit to an unidentified location, where a criminal gang has buried large amounts of waste underground resulting in environmental impact from the release of harmful gases and liquids as the illegal deposit degrades.
Sam also accompanies SEPA staff to a non-compliant site and on a site visit to a legitimate waste operator to see how businesses should be operating to stay within the law and discovers how criminals undercutting these types of businesses can impact on the industry.
Waste crime has a serious and detrimental impact on the environment, communities and compliant businesses, costing Scottish taxpayers tens of millions a year in clean-up costs, avoided tax and lost revenue.
Dedicated enforcement
As part of its ongoing commitment to tackle environmental crime and as an environment protection agency ready to tackle the challenges of the 21st Century, SEPA launched a dedicated intelligence and enforcement function in October 2019 to deal with those types of growing activities.
SEPA’S investigative waste enforcement work includes the monitoring of over 234 active cases including 31 high priority sites, some linked to serious and organised crime activities.
We work closely with partners such as Police Scotland, the Joint Unit for Waste Crime, Serious Organised Crime Task Force and cross border agencies to share information and work together to use powers that partners have to tackle this behaviour, using the latest technologies to help ensure we detect criminal activity and have the most accurate picture possible.
Working together in this way means that we can make it harder for criminals to get a foot in legitimate waste businesses, and where these sites have appeared it will become easier to require those responsible to clean them up.
Waste crime stifles legitimate businesses’ opportunities to innovate and improve our environment and there is a need to continue attracting the right businesses to Scotland that will contribute to our economic growth while protecting and enhancing our environment.
Members of the public and businesses must start thinking of ways to do things differently to limit opportunities for criminals to operate and gain a greater awareness of what happens to their waste.
SEPA works with businesses to help them achieve compliance and understand their obligations and Digital Waste Tracking is one of the innovations which could help make compliance easier and help individuals and businesses to track what happens to their waste.
Jennifer Shearer, Head of Enforcement at SEPA, said: “We are warning criminals – your activities are firmly in the spotlight and compliance with Scotland’s environmental laws is non-negotiable. Our dedicated enforcement unit is focussing our efforts on tackling the most serious non-compliance and illegal activity.
“Waste crime is best tackled on a preventative level and this involves a ‘Team Scotland’ partner led approach. By taking part in this programme we aim to highlight the extensive work that SEPA does and make everyone aware of duties they have in assisting in the disruption of these types of activity.
“For us deterring waste crime will take more than issuing fines and taking prosecutions where possible. It requires Scotland to realise the potential in developing vacant and derelict land for better use, engage in multi-agency partnerships and nurture urban and rural communities.
“In Scotland, businesses committed to doing the right thing by our environment will find a regulator that supports innovation and excellence. For those who do the wrong thing they’ll find a regulator that won’t hesitate to act. It is vital that businesses and individuals realise their duty of care, as the best way to stop waste criminals is to cut off their routes to make money.
“Criminals are resourceful, inventive and will find new ways to break the law – especially when money is involved, but Scotland’s enforcement agencies are working together to make sure we find them and stop them.”
Cabinet Secretary for Justice Keith Brown said: “The Scottish Government and partners on the Serious Organised Crime Taskforce are fully committed to disrupting those who see waste disposal as a money-making enterprise that sits alongside other crime types such as violence, drugs, weapons and money laundering.
“These criminals will do anything to increase their wealth through undermining legitimate waste businesses and tricking unsuspecting customers. Partners on the taskforce will use every means at their disposal to ensure these illegal practices stop and that those who dump waste illegally are held accountable.”
Phil Davies, Joint Unit for Waste Crime Manager, said: “The Joint Unit for Waste Crime works to disrupt serious and organised waste crime to reduce the impact on the economy, the environment and local communities.
“Our strength lies in bringing together agencies from across the UK, including the Environment Agency; Natural Resources Wales; the Scottish Environment Protection Agency; the Northern Ireland EA; the police; HMRC; the National Fire Chiefs Council; the British Transport Police and the National Crime Agency.
“Working together as the Joint Unit, we share intelligence and enforcement to more quickly identify, disrupt and deter criminals and make them pay for the damage they inflict on communities and the environment.”
Executive Director of the Environmental Services Association, Jacob Hayler, said: “Waste crime threatens the natural environment, costs the public purse millions of pounds a year and severely undermines investment in responsible, legitimate, recycling and waste treatment operations.
“The Environmental Services Association is highly supportive of robust enforcement action, greater deterrents and tougher penalties on these criminals, who unfortunately all too often view our sector as a soft target.”
Allan MacGregor a member of the Resource Management Association Scotland (RMAS) Management Committee and Chief Executive of the Binn Group, said: “Unscrupulous operators undermine legitimate businesses, stifle investment, and create an uneven playing field.
“We therefore fully support any efforts to crack down on illegal waste dumping activities and stop waste criminals from operating within our industry.”
How you can help
Everyone can help tackle waste crime by refusing to engage waste service providers who are not licenced by, or registered with SEPA, and by checking that the person offering to pick up their waste is a registered waste carrier. You should ask for evidence of this and then ask where they will dispose of the waste and ensure this is a legitimate licensed site. Failing to make these checks is illegal.
Services that sound too good to be true often are – and could lead to waste being illegally fly-tipped or disposed of by other illegitimate means. For criminals carrying out these activities, illegal waste disposal and fly tipping is a serious offence with significant consequences and those caught risk a criminal conviction and a fine and/or imprisonment. SEPA can also issue Variable Monetary Penalties of up to £40,000 as an enforcement tool.
Everyone can assist by being vigilant and reporting any suspicious activity such as:
Trailers left by the roadside or in isolated areas
Increased activity at previously unused sites
Movements of vehicles late at night or very early in the morning
Unusual odours or increased fly activity
SEPA also advises that landowners must be alert to the risk of their land or premises being used for illegal waste deposits and trailer or vehicle owners should also be aware of the risk of theft for use in illegal waste disposal activities.
Members of the public can report suspicious sites and behaviours to SEPA 24 hours a day, seven days a week through our pollution hotline online, sepa.org.uk/report, or call 0800 80 70 60.
Do you hate going to work on a Monday? Spare a thought for refuse collectors who dread Monday mornings as their rounds bring them in direct contact with Britain’s surging rat population.
That’s because they’re coming up against overfilled commercial and domestic bins that rats have had a chance to ransack for food, says a national waste and recycling company.
And with the British rat population increasing by 25% over the Covid pandemic, there’s some truth in the old urban myth that you’re never more than six feet away from a rat, says waste collection company BusinessWaste.co.uk
BusinessWaste.co.uk spokesperson Mark Hall said: “Our operators come up against rats on a daily basis,” “but Mondays are especially bad and our teams are genuinely worried about getting bitten.”
What’s the problem?
Binmen (and women) have struggled with vermin since time immemorial, but the Covid pandemic and milder winters have allowed an explosion in the rat population.
Estimates put the number of rats in the UK at around 150 million, and they’re attracted to wherever humans leave them a steady supply of food. And that means bins.
And, according to refuse collectors, the worst day of the week is always a Monday, because the hungry rodents have had the chance to settle down relatively undisturbed over the weekend in overfilled bins.
“When we go to empty a bin on a Monday, there’s a stream of rats running to safety,” Mark Taylor 44 refuse collector from Addingham told us.
“It’s really bad if it’s a food store or a restaurant, and they haven’t secured the lid. We’re clubbing the bins with a big stick, then giving them a couple of minutes to run away. It’s terrifying.”
We’ve seen videos of rats fleeing commercial bins as if it’s a sinking ship, and it’s not a pleasant experience for anybody involved.
There’s also the chance of a bin man getting bitten.
“Once disturbed, the vermin are in a state of panic and run in all directions,” says Waste collection company Divert.co.uk’s Operations Director Adam Bailey, “Our teams now go into action with trousers tucked into boots and sleeve cuffs done up tight. But that’s still no guarantee.”
Another veteran operator tells BusinessWaste.co.uk that the problem is worse than ever. “We’re seeing more rats and other vermin than ever before, hundreds of them. And they’re bolder, too.”
Ratty Monday to Fear-filled Furry Fridays – there’s no escape for Britain’s bin men.
Is there a solution?
While it may be difficult to put an end to Ratty Mondays and Terrifying Tuesdays (if Ratty Monday is a Bank Holiday*), Business Waste’s Mark Hall says that there are plenty of things that people can do to deter vermin.
“The number one thing owners can do is secure the lids on their bins,” he says, “And the number two thing is not to overfill them”.
Bin operators approach open and overflowing bins with a sense of dread, knowing that it’s inevitable that there’ll be a fury explosion of angry and frightened rats the moment they move the bin.
For most domestic bins, it’s not really a problem. But for commercial bin owners, the sheer volume of food waste means that bin management is essential to deter vermin.
“That means people who run restaurants, food shops, pubs – anywhere that produces tasty, tasty food waste – needs to lock down their bins every time they use them,” says Hall.
It’s a basic safety measure for which there should be no exceptions, and something local authorities should clamp down on with local byelaws, he says.
“They say that if you’re in a big city, you’re never more than six feet away from a rat,” says Mark Hall of BusinessWaste.co.uk
“While that’s been an urban myth for years, it’s coming more and more of a reality, and it’s a problem of our own making.”
*Other days of the week are available, but they’re ratty too!
Prime Minister pledges Brexit Freedoms Bill to cut EU red tape
A new ‘Brexit Freedoms’ Bill will be brought forward by Prime Minister Boris Johnson, to mark the two-year anniversary of ‘Getting Brexit Done’.
‘Brexit Freedoms’ Bill will be brought forward to end to the special status of EU law and ensure that it can be more easily amended or removed
Major cross-government drive to cut £1 billion of red tape for businesses and improve regulation
Announcement follows PM’s New Years Day pledge to go “further and faster” to maximise the benefits of Brexit in 2022
A new ‘Brexit Freedoms’ Bill will be brought forward by the government, under plans unveiled by the Prime Minister, Boris Johnson, to mark the two-year anniversary of Getting Brexit Done.
The Bill will make it easier to amend or remove outdated ‘retained EU law’ – legacy EU law kept on the statute book after Brexit as a bridging measure – and will accompany a major cross-government drive to reform, repeal and replace outdated EU law.
These reforms will cut £1 billion of red tape for UK businesses, ease regulatory burdens and contribute to the government’s mission to unite and level up the country.
Many EU laws kept on after Brexit were agreed as a messy compromise between 28 different EU member states and often did not reflect the UK’s own priorities or objectives – nor did many receive sufficient scrutiny in our democratic institutions.
Having regained our independence, we can now ensure that our regulations are tailor-made to the UK’s own needs. However, under current rules, reforming and repealing this pipeline of outdated EU law would take several years because of the need for primary legislation for many changes, even if minor and technical.
The new legislation will ensure that changes can be made more easily, so that the UK can capitalise on Brexit freedoms more quickly.
The Bill is also expected to end the special status that EU law still enjoys in our legal framework. Despite our exit from the bloc, EU laws made before 1 January 2020 continue to have precedence in our domestic framework. This is simply not compatible with our status as a sovereign, independent country and the government will bring it to an end as quickly as possible.
Officials across government are currently reviewing all EU retained laws to determine if they are beneficial to the UK. It is right that people know how much EU-derived law there is and how much progress government is making to reform it, so the government will make this catalogue public in due course.
The Prime Minister, Boris Johnson, said: “Getting Brexit Done two years ago today was a truly historic moment and the start of an exciting new chapter for our country.
“We have made huge strides since then to capitalise on our newfound freedoms and restore the UK’s status as a sovereign, independent country that can determine its own future.
“The plans we have set out today will further unleash the benefits of Brexit and ensure that businesses can spend more of their money investing, innovating and creating jobs.
“Our new Brexit Freedoms Bill will end the special status of EU law in our legal framework and ensure that we can more easily amend or remove outdated EU law in future”.
The Attorney General, Suella Braverman, said: “Setting up a mechanism to deal with these legacy EU rules is essential. It underpins our ability to grasp important opportunities provided by Brexit.
“It means we can move away from outdated EU laws that were the result of unsatisfactory compromises within the EU, some of which the UK voted and lobbied against – but was required to adopt without question.
“These rules often had limited meaningful parliamentary scrutiny, and no democratic legitimacy in the UK at all. It is vital that we take the steps necessary, in this Parliament, to remove unnecessary rules altogether, and where regulation is needed, ensure that it meets the UK’s objectives.
“This work is key to us taking charge of our regained sovereignty which the British people voted for in 2016 and 2019”.
Chancellor of the Duchy of Lancaster, Steve Barclay, said: “Leaving the EU has given us the opportunity to establish our own rules for how we live and govern our lives in Britain, from how our farmers are funded, our data is managed to unlock more innovation, and our public procurement spent in ways that unlocks greater social value.
“These reforms will cut £1 billion of EU red tape for businesses and provide them with exciting new opportunities to flourish.
“The Brexit Freedoms Bill will continue to make it easier to remove cumbersome EU laws which were initially retained to ease our transition but which do not meet the future needs of the UK.”
Alongside today’s announcement, a new policy document ‘The Benefits of Brexit: how the UK is taking advantage of leaving the EU’ will set out how the government is using new freedoms in different sectors to transform the UK into the best regulated economy in the world.
From artificial intelligence and gene editing to the future of transport and data protection, these reforms will create a new pro-growth, high-standards regulatory framework that gives businesses the confidence to innovate, invest and create jobs. This includes:
Data and AI – moving in a faster, more agile way to regulate new digital markets and AI and creating a more proportionate and less burdensome data rights regime compared to the EU’s GDPR.
Infrastructure and Levelling Up – modernising outdated vehicle standards, improving public procurement so that we can more easily exclude poorly performing suppliers and enhancing our public health system by reforming clinical trials and medical devices legislation.
Climate, the Environment and Agriculture – reforming our environmental regulation, 80% of which came from the EU, to deliver cleaner air, create new habitats, and reduce waste, while changing the rules on gene edited organisms, to enable more sustainable and efficient farming.
Business and Industry – establishing a domestic subsidy control regime to allow us to better support the UK economy, taking an ambitious approach in financial services areas previously regulated by the EU and simplifying unnecessary reporting burdens for small and medium-sized companies.
Global Britain – making the most of an unprecedented opportunity to forge new alliances and strengthen our partnerships around the world. The interests of the British people now lie at the heart of everything we do around the world – from our trade policy to our sanctions policy.
The government’s recent Plan for Growth sets out how our approach to regulation is changing to focus on delivering growth and innovation. In support of these objectives, the Government has today set out five new regulatory principles to further guide that approach.
Today’s announcement also builds on the ‘significant progress’ already made since the UK delivered Brexit on 31 January 2020, including:
Ending free movement and taken back control of our borders – replacing freedom of movement with a points-based immigration system and making it easier to kick out foreign criminals.
Securing the vaccine rollout – streamlining procurement processes and avoiding cumbersome EU bureaucracy to deliver the fastest vaccine rollout anywhere in Europe last year.
Striking new free trade deals – with over 70 countries including landmark deals with Australia and New Zealand. We have also launched negotiations on a trade deal with India – a market of 1.4 billion people.
Cutting back on EU red tape – including ending the Tampon Tax and simplifying complex EU alcohol duty rates.
Strengthening our standards – allowing the UK to go further than the EU and set improved environmental, animal welfare and product safety standards.
