Month: September 2022

Two in 5 BME workers experience racism at work. says new TUC report

Ground-breaking new TUC research finds hundreds of thousands of BME workers face racist behaviour – from “banter” and jokes, through to bullying and harassment

  • But 4 in 5 don’t report the racism, for fear of it not being taken seriously or having a negative impact on their work life 
  • TUC calls on government to act now and introduce a new duty on employers to stop racism in the workplace 

A new report published today (Wednesday) by the TUC reveals two in five (41%) Black and minority ethnic (BME) workers have faced racism at work in the last five years.  

This rises to more than half (52%) of BME workers aged 25 to 34 years old, and nearly 3 in 5 (58%) of those aged between 18 and 24 years old. 

The TUC believes that the research – carried out by Number Cruncher Politics for the union body’s Anti-Racism Taskforce – is the UK’s largest ever study into the experiences of BME workers in the labour market. 

There are 3.9 million BME employees in the UK, so the TUC is concerned that hundreds of thousands of BME people are at risk of racist treatment and discrimination at work. 

The study found that: 

  • More than 1 in 4 (27%) BME people told the TUC they experienced racist jokes or “banter” at work in the last five years. 
  • More than 1 in 4 (26%) BME workers said that they were made to feel uncomfortable at work due to people using stereotypes or commenting on their appearance.   
  • 1 in 5 (21%) said they had racist remarks directed at them or made in their presence. 
  • And 1 in 5 (21%) said they were bullied or harassed at work. 

BME workers told the TUC that the most common perpetrator of harassment was one of their colleagues (38%). For 1 in 6 (17%), it was a direct manager or someone else with direct authority. And in 1 in 7 (15%) cases, it was a customer, client or patient.   

The study found that the vast majority of those BME workers subjected to harassment do not tell their employer. 

Only 1 in 5 (19%) of those who have experienced harassment told the TUC that they had reported the most recent incident to their employer. 

More than 2 in 5 (44%) didn’t report the incident because they didn’t believe it would be taken seriously, and 1 in 4 (25%) told the TUC that they were worried about the impact on their working relationship with colleagues. 

Of those who did report an incident, nearly half (48%) were not satisfied with how it was handled. And around 1 in 14 (7%) said reporting the racist incident made their treatment at work worse.  

BME workers told the TUC that racism at work had long-term impacts on them: 

  • 1 in 13 (8%) left their job as a result of the racism they experienced. 
  • More than 1 in 3 (35%) reported that the most recent incident of racism left them feeling less confident at work.  
  • A similar proportion said it made them feel embarrassed (34%) and had a negative impact on their mental health (31%).   
  • Around 1 in 4 (26%) of those who have experienced harassment said the most recent incident had left them wanting to leave their job, but financial or other factors made it impossible to do so.    

The new report also exposes “hidden” institutional racism for BME workers – like being unfairly disciplined at work or being passed over for promotion.  

Around half (49%) of BME workers told the TUC they had experienced at least one form of discrimination consistent with institutional racism:  

  • 1 in 7 (14%) BME workers reported facing unfair criticism in the last five years.  
  • 1 in 9 (11%) said they were given an unfair performance assessment.   
  • 1 in 13 (8%) told the TUC they were unfairly disciplined at work.  
  • 1 in 14 (7%) said they have been subjected to excessive surveillance or scrutiny.    
  • 1 in 8 (12%) of BME workers said they were denied promotions.  
  • 1 in 8 (12%) of BME workers reported being given harder or less popular work tasks than white colleagues. 
  • And around 1 in 11 (9%) told the TUC they had their requests for training and development opportunities turned down.  

TUC General Secretary Frances O’Grady said: “This report lifts the lid on racism in UK workplaces. It shines a light on the enormous scale of structural and institutional discrimination BME workers face. 

“Many told us they experienced racist bullying, harassment – and worse. And alarmingly, the vast majority did not report this to their employer. 

“Others said ‘hidden’ institutional racism affected their day-to-day working life, from not getting training and promotion opportunities, to being given less popular shifts and holidays. 

“It’s disgraceful that in 2022 racism still determines who gets hired, trained, promoted – and who gets demoted and dismissed. 

“This report must be a wake-up call. Ministers need to change the law so that employers are responsible for protecting their workers and preventing racism at work.   

“And employers must be clear they have a zero-tolerance policy towards racism – and that they will support all staff who raise concerns about racism or who are subjected to racial abuse.” 

NASUWT General Secretary and chair of the TUC’s anti-racism taskforce Patrick Roach said: “Racial injustice at work is damaging lives and holding back the economic recovery the UK desperately needs. 

“This report delivers further damning evidence of a labour market that is unequal, unfair and highly discriminatory. 

“Despite 50 years of legislation to outlaw race discrimination at work, the situation facing Black workers today appears to be going from bad to worse. 

“We want to see urgent action from the government to create a level playing field for all workers, backed up with stronger workplace rights and robust enforcement measures. 

“And a positive statutory duty on all employers to identify and root out racial disparities at work.” 

The TUC is calling on the government to work with trade unions and employers to: 

  • Ensure that employers have a duty to take action to prevent racism at work. Bosses must ensure that they take measurable steps to prevent situations in which their employees are at risk of encountering racism.   
  • Improve workers’ rights. BME workers are significantly more likely to experience insecure and poor-quality work. Raising the floor of rights for everyone – by, for example, banning zero-hours contracts – will disproportionately benefit BME workers. Reversing outsourcing, introducing fair pay agreements – starting in sectors like social care – and giving workers the right to access their union on-site would also improve rights for all. 
  • Ensure that there are swift and effective penalties when workers experience racism. It is vital that any forms of alleged harassment and bullying are dealt with seriously and swiftly. 
  • Introduce mandatory ethnicity pay gap reporting. Business and unions are united in their support for compulsory ethnicity pay gap monitoring. Alongside publishing the raw data, every employer must publish an action plan setting out how they will close their pay gap.  

Case studies 

Mary*, south west, Black Caribbean: “I work as a lecturer, and I have experienced racist abuse from members of staff and students. I drive a nice car and one member of staff asked me if I was a drug dealer, because how else could I afford to drive the car I drive? I have been asked on numerous occasions if people can touch my hair.

I have been sunburnt, and somebody has said to me: “how on earth can you be sunburnt when you’re Black already?”. I have been called a N*** on more than one occasion. I have reported these incidents and been told it’s because of the area of the country we live in, which is predominantly white.” 

Rose*, London, British-Indian: “When I first started working, I couldn’t take my food into work because colleagues would tell me it smelled, so I had to start taking cheese and tomato sandwiches to work.

I remember going to a job interview and not getting the job, and later being told the company didn’t want front facing staff wearing “funny clothes”. I’ve never reported a racist incident because I have always been afraid that I would lose my job.

Over the years you just put it to the back of your mind because you just want to get on with work, you just want to have a job to put food on the table and a roof over your head, and if you start creating waves you worry you will end up with nothing.” 

Mohammed*, north west, British-Bangladeshi: “I was on the receiving end of systematic racism from group of managers at my job in a supermarket. They made my life difficult by giving me unrealistic tasks without providing any support.

They had unrealistic expectations of me compared to my other colleagues and did not appreciate the hard work I did. It went on for a few years and I suffered in silence. There were many times I felt like leaving my job because it was starting to affect me mentally.

I had rep training through my union and found the confidence to speak up for myself. I started having one-to-one informal conversations with some of those managers concerned in a polite and professional way.

One manager admitted to me that when he was young an Asian boy had taken a football off him and punched him in the face, and since then he had a negative mindset towards all Asian people.

I made the managers aware that no one deserves to be treated unfairly because of their background or religious beliefs and they as managers have the responsibility of making sure that the workplace is fair and inclusive for everyone.” 

*names have been changed. 

Responding to the TUC report “Still Rigged: Racism in the UK Labour Market 2022”, Foysol Choudhury MSP said: “The findings in the TUC report aren’t a surprise to anyone and I am sure the true numbers of people affected by workplace racism are much higher than reported.

“I spoke out in February about my concerns over racism in the workplace after the publication of the Scottish Government’s equality impact assessment into its Race Recruitment and Retention Action Plan. Unfortunately, these recent findings have reinforced the concerns that I raised then.

“Racism is damaging to our society and our people. It has detrimental effects on one’s mental health and sense of belonging. Making fun of people, their culture, skin colour or making assumptions about others shouldn’t be the norm, nor accepted in a civilised society.

“The report underlines the folly of the efforts in some corners of our politics to roll back policies of diversity and inclusion and dismiss them as ‘woke’ concerns. It shows us the real, pernicious impact that racism has in the workplace, on real people. It shows us the value of workplaces being aware of cultural and anti-racist behaviours and unconscious biases, and how much more there is to do in developing true equality.

“We all need to work together to promote fairness, anti-discriminatory and anti-racism across society. Our institutions and workplaces need to be monitored regularly. Racism won’t end until everyone realises we are one humanity and no one is inferior to another. The past cannot be changed, the present and future can. Let’s put a stop to racism.”

RacismintheUKlabourmarketDownload

Action plan on water efficiency out for consultation

New labelling to protect water supplies and cut energy bills

Taps, showers, dishwashers and washing machines could all have new water efficiency labels, in a move which will help save 1,200 million litres of water a day – the equivalent of 480 Olympic swimming pools across the UK.

The plans, subject to a 12-week consultation, will encourage the purchase of more water-efficient products and help customers manage their water and energy bills.

The proposals aim to introduce a separate water label from the existing energy label for display on toilets, urinals, kitchen sink taps, bathroom basin taps, non-electric shower outlet devices and shower assembly solutions, dishwashers, washing machines and combination washer/dryers.

The consultation is being run jointly by the Department for Environment, Food and Rural Affairs, the Scottish Government and other devolved governments.

Environment Minister Mairi McAllan said: “Climate change is affecting Scotland’s water resources and we must take action to ensure we manage them efficiently. The prolonged dry weather in recent months demonstrated just how precious – and vulnerable – our natural water resources are to a changing climate.

“Simply by improving labelling, we can make it easier for people to check how water efficient their appliances are, and help them choose the efficient and climate-friendly option where they are able.”

Hot water use is the second largest use of energy in a home after space heating. Installing a water-efficient showerhead could save an average household (2.3 occupants) 3,762 litres of water, and £17.44 off their combined utility bills per year. A family of four could save 6,468 litres and about £30 off their utility bill each year. 

In 2021 alone, energy efficiency labelling and minimum performance standards led to energy bill savings of £75 for the average dual-fuel household.

The Scottish Government has worked with Defra and other devolved governments to develop these proposals. Scotland has the highest per capita consumption of water in the UK and as the climate crisis takes hold needs to address this with urgency.

Household water bills in Scotland are currently set by reference to Council Tax Band.  Whilst using less water is not reflected immediately in bills, by using less water Scottish Water’s costs associated with sourcing, treating and distributing drinking water will reduce.  These savings will be taken into account when charge levels are set.

Joint consultation on Water Efficiency Labelling

ReConnect: Travelling Gallery launches its Autumn Tour 2022 in partnership with Project Ability

Travelling Gallery today announced its Autumn 2022 exhibition, ReConnect, in partnership with Project Ability which will tour from 2 September to December across Scotland.

Reconnecting has rarely felt more vital. That’s why Travelling Gallery are proud to be partnering with Project Ability to exhibit four diverse artists from their ReConnect programme, an open studio for people with lived experience of mental ill health.

Grant Glennie, Sian Mather, Simon McAuley and Bel Pye’s artistic practices will bring a wide variety of styles, techniques and mediums to Travelling Gallery, all of which have been explored and nurtured in the ReConnect studio, allowing the artists to discover a sense of themselves.

ReConnect is both the title of this inspiring exhibition and the very notion that we are once again re-connecting, individually and as an organisation. 

Its Autumn 2022 tour will begin on Calton Hill, Edinburgh on 2 September before visiting venues the length and breadth of Scotland until December, including Ayrshire, Lanarkshire and West Dunbartonshire.

Grant Glennie
Grant Glennie is a neurodivergent artist based in Glasgow. He has been part of the ReConnect studio since 2010 when he was first referred there by a community psychiatric nurse. He has a BA(Hons) in Interaction Design from Glasgow School of Art and his work is influenced by both subjective and personal things and often involves exploring the connection between the highly ordered and highly disordered. 

For the ReConnect exhibition, Grant is exhibiting some of his sketch books alongside some abstract prints and short films exploring patterns and systems. He says: I have a methodical approach to art, using sketchbooks as a tool to think, wonder and create.

“I fill sketchbooks and make art because it can help give me structure, purpose and improve my mental wellbeing. I enjoy researching and learning through art about everything and anything. I work primarily in a number of mediums but retain a computational, rule based and system approach.

Sian Mather
Sian Mather is an artist based in Glasgow and has been a member of Project Ability for about 25 years, which she says has helped her enormously. She paints and works in clay, having a background in ceramics with an HND in Industrial Ceramics from Staffordshire University. 

For Travelling Gallery, Sian will be exhibiting beautiful pots made with a stoneware clay body. The distinctive hand-built pots depict various figures; other ReConnect studio members, busy working on their own practice, special to Sian as now good friends.

She says: “I wanted to create these pieces to celebrate the life of the studio and reflect the diversity of work produced within its walls. It is a fantastic organisation to help people from all walks of life deal with mental health issues through art. I love going and being amongst other artists with similar interests.

Alongside these studio pots, Sian will also exhibit a pot inspired by one of her favourite writers, Alexander McCall Smith, and a series of vibrant tiles inspired by famous impressionist Vincent Van Gogh.  

Simon McAuley
Simon is a research-based artist in Glasgow who explores both material and theory. He has a B.A. in Fine Art Photography from Glasgow School of Art although he works across mediums including painting, drawing, photography and writing. Each medium informs the other, however they rarely crossover physically. For example, he paints in his studio but photography takes him in and out of the darkroom.

He says: “In that sense my practice is fairly straightforward. It is within Ideas that I seek unusual contours or weather systems.

For the ReConnect exhibition, we will be showing some of Simon’s abstract paintings which have a minimal, yet layered, quality to them. Simon is a focused artist who persists with his material until he’s happy with the results. He describes his creative experience as: ‘At times I work on a narrow and reductive parameter. Reducing something out of nothing, or very little or not much.

‘I sometimes feel at a loss to do more. Yet persevere with, say material or an idea until I can develop a space. Something one step above whatever sits below two or three dimensions.’

Bel Pye
Bel Pye graduated from Contemporary Performance Practice at the Royal Conservatoire of Scotland in 2015. Since then, they have worked as a facilitator, performer, writer and visual artist. 
Bel is interested in the everyday art we make to survive hostile times. They try to respond to injustice through small acts of accessible protest, often by adding overtly political details to everyday objects, for example embroidering a powerful statement on to a face mask. 

For Travelling Gallery Bel will be exhibiting Stick Nitch the result of a six hour durational performance at CCA Derry-Londonderry where they crocheted themselves into a giant cocoon-like pod. Stick Nitch is a reflection of Bel’s practice which they say is: “fatigue informed and grounded in the queer, mad and chronically ill communities they live in.” 

Speaking of the exhibition, Claire Craig, Curator at the Travelling Gallery, said: “This is a fantastic opportunity to work with Project Ability and show the rest of Scotland the amazing work they and their artists do.

“I can’t wait to see our audience’s response, I know they’ll love it.”

Culture and Communities Convener, Councillor Val Walker said: “I am delighted that the Travelling Gallery will once again be showcasing its art across Scotland.

“The common theme across the featured artists of lived experience of mental ill health is a positive, universal, and thought-provoking way for audiences to connect with the work on display.

“I am proud that the Travelling Gallery is widening access to art, and I am confident that this tour will be a welcome addition to the communities it will visit.”

Tour dates

Full dates and venues can be found on the Travelling Gallery website.

2 – 16 September – Edinburgh and West Lothian
20 – 21 September – North Ayrshire
29 September – 1 October – South Ayrshire
5 – 7 October – East Ayrshire
12 – 13 Oct – South Lanarkshire
27 – 29 October – North Lanarkshire
1 – 4 November – Argyll and Bute
9 – 11 November – Clackmannanshire
wc 21 November – West Dunbartonshire
wc 5 December – Edinburgh

Victory! Strikes on hold as union members consider improved offer

GMB Scotland, Unison and Unite trade unions have suspended next week’s strikes after receiving an improved pay offer from local government umbrella organisation Cosla.

The unions are recommending their members accept the new deal.

Responding to the revised offer for local government pay, and following a meeting of GMB Scotland’s local government committee, GMB Scotland Senior Organiser for Public Services Keir Greenaway said: “GMB has been very clear that more must be done for the lowest paid in local government and this latest offer delivers a significant amount of consolidated money for these workers, including the frontline refuse and schools’ staff that everyone depends on.

“It’s not a perfect offer but it is the view of GMB Scotland’s local government committee that it’s worthy of members consultation and their acceptance, but ultimately our members whose campaigning and strike actions have improved these terms will have the final say.

“In the meantime, we have agreed to suspend all planned strike action so this consultation process can take place and our GMB organisers and workplace reps will be visiting as many workplaces as possible to engage our members on this.

“Most importantly, we want to pay tribute to our members. Strike action is not easy, it requires sacrifice and solidarity to deliver outcomes that make work better, and they have fought long and hard for an improved offer to help confront this cost-of-living crisis.” 

After days of intense negotiations with the First Minster, the Deputy First Minister, Scottish Government and COSLA. UNISON has now secured an improved offer from COSLA that they will put to their members with a recommendation to accept.

The offer consists of:
• An increase of £2000 for those earning up to £20,500
• An increase of £1925 for those earning between £20,500 to £39,000
• A 5% increase for those earning between £39,000 to £60,000
• A maximum increase of £3k for those earning above £60,000
• The removal of SSSC fees where application (social care registration fees)
• 1 extra days annual leave
• All increases based on a 36hr week calculator

Three UNISON sticking points were overcome late last night with the First Minister. The first is that the pay envelope has been increased to £600m, second that the pay increases will be fully consolidated from the date of implementation and the calculations will be based on 36-hour week (rather 37hr wk).

In March council workers were offered a paltry 2%. In July they were offered 3.5%. And now, through the strength of UNISON’s collective industrial muscle and members willingness to stand up to their employers we have now achieved a total increase to the pay bill of 7.5%, with 8 in 10 UNISON workers getting increases of between 5 – 10 %.

Johanna Baxter, UNISON head of local government said: “This offer is a victory for UNISON members. It has taken 8 months and the industrial might of UNISON members in schools and early years and waste and recycling workers to drag £600m out of Scottish government and COSLA and into the pockets hardworking people.

“COSLA originally offered 2%, then 3.5%, then 5% – we now we have £600m on the table, which is a 7.5% increase to the total pay bill and 87% of our council workers will receive fully consolidated increases between 5% to 10%.

“UNISON want to get this money into the pockets of council workers now while we continue the campaign to support people through the cost of living crisis,

“It is only through the collective action of our members in school and early years staff threatening strike action and our waste and recycling workers taking action that we have forced these extra funds out of government and the employer.

“Our member’s message was clear and unequivocal – UNISON’s local government members are no longer prepared to be treated as the poor relations of the public sector. They will stand up, speak up and organise to win change together. There is always more to do but this is a welcome step in the right direction.”

Mark Ferguson, chair of UNISON Scotland local government committee said: “Do not underestimate the scale of the achievement for UNISON members. We have won significant increases from where we started 8 month ago. We have had to drag the employer to the table to even talk to us.

“This will go someway to help them through the cost of living crisis but by no means is the fight over. UNISON will now continue its campaign to improve pay and conditions for all workers in local government.”

Unite the union can confirm that following talks involving the First Minister, Nicola Sturgeon, COSLA and the trade unions, a new ‘credible’ pay offer has been formally put on the table.

Unite can confirm that the substance of the new offer has led to a recommendation by its local government committee to accept.

Strikes scheduled to take place in waste and education services from 6 to 13 September are now suspended. Unite will hold a consultative ballot of its local government membership on the offer which it aims to complete by 22 September.

Unite can confirm a flat rate fully consolidated offer of £2,000 for those earning up to £20,500. This is the equivalent to an increase of around 10 – 11 per cent for the lowest paid who are estimated to be around 18 per cent of the total workforce. The offer is consolidated into overtime, allowances and pensions.

It further includes a £1,925 flat rate offer which is fully consolidated for those earning between £20,500 and up to £39,000. This is the equivalent to an increase of 8 per cent for those earning around £24,000. The offer would also be backdated to April.

Unite estimates that trade union negotiators have been able to secure around an extra £460m for local government since the dispute in waste services began in Edinburgh on 18 August.

Wendy Dunsmore, Unite’s lead negotiator for local government, welcomed the new offer, she said: “After the latest round of intensive talks a new credible offer has finally been put on the table by COSLA. Unite wants to acknowledge the First Minister’s direct involvement as a primary reason for the breakthrough.

“The offer on the table is fully consolidated and as such there will be more cash in the pot going forward for local government workers. It provides a degree of security for the lowest paid with a flat rate offer of £2000 which is an uplift worth around 10-11 per cent.

“We now have a credible offer which our local government representatives can recommend to the membership for acceptance.” 

It is reported that more than half of Scotland’s 250,000 council workers are earning less than £25,000 a year for a 37-hour week.

COSLA has said it was delighted to get to a point in this year’s pay negotiations whereby a fresh pay offer has been put to the Trade Unions.

Commenting yesterday [Friday 2nd September 2022] following a meeting of Council Leaders, Councillor Katie Hagmann, COSLA’s Resources Spokesperson, said:  “Firstly I would like to thank all our Trade Union colleagues for the constructive discussions.

“The revised offer made shows that Scotland’s Council Leaders have listened to the concerns of our workforce and have responded positively.

“Council Leaders have said consistently throughout these negotiations that we very much value and are grateful to the Local Government Workforce.

“We have sent letters to our union colleagues following today’s meeting and hope that this enables strike action to be suspended and allows our workforce to get back to doing what they do best, delivering high quality essential services for the people within our communities right across Scotland.”

Commenting on the new pay offer for local government workers from COSLA, STUC General Secretary Roz Foyer said: “Unions work. This offer could not have been possible without the solidarity of our collective movement. As it should be, it’s now up to the members whether to accept this proposal.

“We’re facing the gravest cost of living emergency seen for generations. When there is the political will to do so, instigated by Scotland’s workers and with the assistance of political leaders, the Scottish Government can indeed intervene to help those most in need.

“Other workers across public services will welcome this precedent as they too seek pay justice in the face of the cost-of-living crisis. We intended to make this loud and clear at our cost of living pay march outside the Scottish Parliament this Thursday, September 8th.”

The City of Edinburgh Council has updated its advice to residents following this afternoon’s announcement that industrial action is to be paused.

Strike action was due to restart in Edinburgh on Tuesday but, following the latest offer from COSLA, Unite and GMB trade unions have agreed to suspend the action while they conduct a consultative ballot of their members.

The Council has updated its recovery plan to take account of this and residents are being advised that kerbside collections (grey and green wheelie bins, plus food waste) will resume as normal from next week.

This excludes garden waste and blue box glass collections, which will restart from 13 September. As previously communicated, garden waste customers will be compensated for any missed collections resulting from strike action.

Any residents who were due a collection on Thursday 1 or Friday 2 September whose bins haven’t yet been emptied are being advised to leave them out for collection – they’ll be emptied as soon as possible.

Street cleaning teams, meanwhile, continue to make good progress with the city-wide clean-up, focusing their efforts on high-footfall areas and working closely with waste collection teams to clear excess litter around bins.

Full details of the recovery plan and the latest guidance have been published on the Council website: www.edinburgh.gov.uk/binstrike

Council Leader Cammy Day said: “Clearly, I’m pleased that next week’s strike action has been suspended while union members consider this latest offer – and I’m cautiously optimistic that they’ll follow their unions’ recommendation and accept.

“This dispute has already dragged on way too long and the Scottish Government and COSLA leadership would do well to reflect on this going forward.

“I know this will come as a relief to residents and businesses across Edinburgh who’ve had to endure a difficult few weeks for our Capital city – but I hope, like me, they’ll agree it’s been worth it to secure a fair deal for our hard working colleagues.

(NOTE – Cammy Day voted to offer those ‘hard working colleagues’ just 3.5%!)

“Our teams have put in an incredible shift since returning to work on Tuesday – collecting an eye-watering 3,500 tonnes of waste in the process and underlining their immense value to our city and its reputation.

“The clean-up will continue in the coming days and most kerbside collections will resume as normal from next Tuesday. Unfortunately, for this to happen, we do still need to divert some resources away from garden waste and glass collections, but I’m pleased they’ll be able to resume from the following week.

“I appreciate that this has been, and continues to be, an extremely challenging period for us all and I would like to thank our residents, businesses and visitors for their continued patience and understanding.”

Majority of professional landlords with large portfolios have no succession plan in place

Handelsbanken Wealth and Asset Management urges professional landlords to plan for the future

Most professional landlords with large portfolios (52%) have no succession plan in place, risking the future sustainability of their business for the next generation.

The findings, from local relationship bank Handelsbanken, also suggest a worrying lack of succession planning among older landlords, with half of those aged 45 or above lacking any long-term management plans.

According to Handelsbanken’s SME Landlord Survey Report 2022, which surveyed 120 professional landlords with at least four properties, more than a quarter (27%) of those with no succession plan said they had not had the chance to develop one yet, while 23% admitted it had simply not crossed their minds.

Around one in five (19%) said that they had no one to leave their portfolio to, while 15% stated it is simply not a priority for them – with the same proportion saying the process was just too complicated.

The study shows that landlords with smaller portfolios are far more likely to have taken steps to protect their portfolio from estate tax liabilities: an overwhelming majority (96%) of landlords across all age groups with a portfolio of four or five properties say they have long-term succession plans in place, compared to just 52% with more than 10 properties, suggesting that those with higher value estates are less concerned about the tax liability facing the next generation.

Among all those with a clear succession plan in place, more than half (54%) plan to convert their portfolio into a property development portfolio to attract business property relief, while 43% are considering a charitable trust, which would enable the handover of business to their heirs with minimal tax exposure.

Other popular options include family trusts (35%), family investment companies (28%) and acquiring agricultural properties to qualify for agricultural relief (26%).

Plans and solutions for succession planningPercentage of respondents
Converting portfolio to a property development portfolio to attract BPR54%
Charitable trusts43%
Family trusts35%
Family Investment Company28%
Acquiring agricultural properties for Agricultural Relief26%

Christine Ross, Head of Private Office (North) and Client Director at Handelsbanken Wealth and Asset Management, a subsidiary of Handelsbanken, said: “The success of buy-to-let over the past decade has created huge numbers of wealthy landlords – with a real need for dedicated financial and tax planning.

“Property investors with substantial portfolios often defer creating a wealth succession plan, but are prompted into action when considering the alternative – the need for their heirs to sell assets to meet the tax liability on death.

“A plan that includes the use of a family investment company or a trust may carry some initial tax cost, but if put in place early enough, has the potential to create far greater savings over the longer term.”

To read the full Handelsbanken’s SME Landlord Survey Report 2022, please click here.

WOW! Scottish pupils start off the new school year on the right foot

Pupils in Scotland are starting off the new school year on the right foot by leaving the car at home for the school run and instead walking, wheeling, cycling or scooting to school.  

Over 280 primary schools in Scotland are taking part in WOW – the walk to school challenge from Living Streets Scotland, part of the UK charity for everyday walking.  

Pupils at St Brendan’s Primary School in Glasgow launched a new year of WOW yesterday with a celebration event where they were joined by Strider, Living Streets’ mascot.  

WOW rewards children who walk to school at least once a week with a collectable badge each month, with ten to collect across the academic year. 

WOW schools see on average a 13 per cent increase in pupils walking to school in Scotland with a corresponding drop in car use, helping to reduce congestion and increase safety outside the school gates. 

Stuart Hay, Director, Living Streets Scotland, said: “WOW is simple to run and pupils love to take part. Just a few minutes of a teacher’s day is all it takes to make a big difference. 

“We see a lot of dedication and enthusiasm from pupils and staff across Scotland and are thrilled that so many schools are taking part. We’re looking forward to families getting on their feet this year and experiencing the many benefits walking to school can bring to our health and happiness.” 

Mrs Gemma Rutherford, Headteacher, St Brendan’s Primary School, Glasgow said: “St Brendan’s is proud to host the launch of the Walk to School programme.

“Our pupils have been using the interactive WOW Travel Tracker for years now and they love having the opportunity to log their journeys each morning as they arrive at school in a fun, engaging and easy way.” 

Living Streets is being supported this year by children television presenter, Dr Ronx, who has joined the charity as the celebrity ambassador for WOW – the walk to school challenge.

The CBBC presenter and emergency doctor will promote WOW and the health benefits of walking to school for the 2022-23 academic year. 

Dr Ronx said: “I’m thrilled to be the new ambassador for WOW – the walk to school challenge from Living Streets.

“With notable increases in air pollution, rising childhood inactivity and post-lockdown poor mental health, encouraging children to be more active and ditching school run drives for more sustainable modes of transport is imperative.” 

Edinburgh Women’s Aid launches art competition to mark 50th anniversary

Edinburgh Women’s Aid, which opened its first refuge in 1973 has unveiled plans for a series of year-long events in 2023 to mark 50 years of providing support for tens of thousands of women and their children who have experienced domestic abuse, which includes a competition to design a commemorative artwork to be unveiled at an exhibition in January.

Events planned throughout the year will highlight and pay tribute to those who have provided support for women and their families over the past five decades, with everything from giving them a safe place to stay in a refuge, specialist housing support, legal advice and help securing employment.

The aim of the commemorative artwork is to showcase how the charity has evolved over the years, the ongoing support available to help keep victims of domestic abuse safe and forthcoming plans.

In addition to being launched at the 50th anniversary exhibition, the artwork will also feature on the cover of the charity’s printed and digital Impact Report and various other marketing materials, including pull-up banners, leaflets, website and social media. The winning artist will also receive a prize of £500.

Entries can be created in any medium and should be submitted with the entry form available on EWA’s website, www.edinwomensaid.co.uk, by the 1st of November 2022.

Linda Rodgers, Chief Executive of Edinburgh Women’s Aid, said: “2023 is such an important milestone for us, it gives us pause to remember the amazing women who came before us – who fought against the odds to get our first refuge in 1973, who provided support and sanctuary to countless women over the many years and those survivors who went on to their full potential after escaping abuse. 

“We’ll also be taking the time to think about ‘what next’ so that we continue to provide innovative and necessary services to women and children in Edinburgh.”

Women and children’s rights campaigner Lydia Okroj, who has worked with Edinburgh Women’s Aid and Scottish Women’s Aid for over 40 years and recently received an honorary doctorate from Stirling University in recognition of her outstanding work, said: “EWA, which has been at forefront of shaping support services, policy responses and legislation in the city, which has been informed by the women they have supported, have so much to be proud of as they reach their 50th anniversary.

“Although awareness of domestic abuse has come a long way since 1973, when EWA began to provide refuge and support to ‘battered wives’, the need for the charity to continue supporting women, children and young people remains the same today as it did then, which is why it is important to highlight this milestone.

“It’s been a privilege to work alongside so many committed women over the past four decades and to have played a part in supporting survivors of domestic abuse and also to be involved in so many significant changes in legislation over the years, which will be showcased in some of the events planned throughout 2023.”

Adult Education Film Courses

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Cinephiles – why not take advantage of National Cinema Day on 3rd September to see a £3 film and use the savings to sign up for one of the adult education film courses to view, analyse, and learn about films with a very experienced tutor who can offer insights into directors, script writing and context to add to your awareness and enjoyment.

The courses will include viewing clips or short films and time for discussion.

Choose from: 

Films of Paul Laverty & Ken Loach

At Queensferry High School    Monday evenings 6.30-8.30pm 

& Brunstane Primary School Thursday evenings 6.30-8.30pm 

or

Hollywood Greats 

At Queensferry Rosebery Hall Monday afternoons 3-5pm 

or

Scotland in Film 

At Craigroyston Community High School Friday afternoon 2-4pm 

These 10 week courses start from Monday 26th September 

Enrolling now on www.joininedinburgh.org 

Or ring 0131 556 7978 or 0131 469 3003

Standard fees £87.00 – Senior / student fees £43.50 – 

Benefits of all types fees £17.25

New national campaign marks the start of Sepsis Awareness Month

A leading sepsis charity and the Scottish Government have marked the start of Sepsis Awareness Month in Scotland today (1 September 2022) by launching a new national awareness campaign.

The charity Sepsis Research FEAT is working in partnership with the Scottish Government to run their first joint campaign since before the COVID-19 pandemic. The campaign aims to help save lives by increasing public awareness of sepsis and how to recognise the key symptoms.

Sepsis is a deadly condition which takes the lives of more than 4,000 people in Scotland every year. It occurs when the body’s response to an infection spirals rapidly out of control, injuring its own tissues and organs which can result in multiple organ failure and death. 

The five key symptoms of sepsis highlighted in the campaign are:

  • Confusion 
  • Not passing as much urine as normal
  • Very high or low temperature 
  • Uncontrolled shivering
  • Cold or blotchy arms and legs 

If someone has any of these symptoms, becoming noticeably worse, this could indicate sepsis and urgent medical attention should be sought.

Sepsis Research FEAT previously worked with the Scottish Government on awareness campaigns in 2018 and 2019, reaching more than 1.3 million people across Scotland. Their latest partnership will build on this success with a nationwide multimedia campaign which will include commercial TV, radio, print and social media. 

This week the charity and Health Secretary Humza Yousaf kicked off the campaign and the beginning of Sepsis Awareness Month with a visit to the home of pioneering research study, GenOMICC at the University of Edinburgh’s Roslin Institute.

They were joined by two charity supporters from Edinburgh – Adam Liddle who lost his wife Emma to sepsis in 2020 and Aimee King whose son Corey was 18 months old when he almost died from sepsis in 2021.

Led by Professor Kenneth Baillie at the Roslin Institute, the world-leading GenOMICC project is increasing understanding of sepsis and helping to develop improved treatments for it by examining DNA samples from patients in intensive care units (ICUs) throughout the UK.

Sepsis Research FEAT has funded the study since 2018 and has just announced increased investment supporting a new pilot study, GenOMICC Acute, in which additional blood samples will be obtained from patients shortly after ICU admission, providing researchers with insight into what happens within a patient’s body when they are at their most critically ill.

Health Secretary Humza Yousaf said: “I am delighted that the Scottish Government is continuing to work with Sepsis Research FEAT to raise public awareness of the symptoms and dangers of sepsis.

“Patient safety remains key to delivering safe and effective care to all patients every time they access healthcare services and the Scottish Government’s Scottish Patient Safety Programme continues to make progress in its action on sepsis. Focusing on early identification is critical and treatment within one hour of recognition has led to mortality rates among those identified at this stage falling by 21% since 2012.

“Sepsis Research FEAT plays a vital role in funding research into this devastating disease and in making the public aware of the symptoms, and the Scottish Government is supporting them in their efforts.” 

Colin Graham, Chief Operating Officer at Sepsis Research FEAT, commented: “Sepsis Research FEAT is proud to mark the beginning of Sepsis Awareness Month 2022 with our new campaign in partnership with the Scottish Government.

“This will be our largest campaign yet and will help us reach an even greater number of people and educate them about the symptoms of sepsis that everyone in Scotland should know about. We are grateful to Mr Yousaf for joining us to help launch it with the incredible GenOMICC team at the University of Edinburgh’s Roslin Institute. 

“Sepsis is a medical emergency. It is a devastating condition that can kill a previously healthy adult in hours. Even those who survive are often left with long term physical or psychological effects.

“Sepsis Awareness Month, which is observed worldwide every September, is always an important time for our charity to spread the word about sepsis. We’re asking everyone in Scotland to get involved this year by sharing our awareness campaign and learning the five key symptoms to help save lives.” 

Sepsis Research FEAT is the only UK charity that exists to fund research into sepsis alongside increasing awareness of the condition. Sepsis Awareness Month – which includes World Sepsis Day on 13 September – is a key time for the charity to raise funds for vital research and this year it is doing this through a fundraising campaign called ‘Give us 5!’.

In order to highlight the five key symptoms of sepsis and also recognise the five lives tragically lost to sepsis every hour in the UK, supporters across the country are being encouraged to give five of something – this could be giving five minutes or hours of their time, taking part in a fundraising activity covering five miles on land or on water, or donating or raising £5, £500 or even £5,000.

More information about Sepsis Awareness Month and how to get involved are available at sepsisresearch.org.uk/sepsis-awareness-month-2 

Find out more about the new awareness campaign run by Sepsis Research FEAT and the Scottish Government at sepsisresearch.org.uk/national-awareness-campaigns