Adults aged 18-59 who have not yet had their booster jab for whatever reason will start to receive blue envelopes from today (Tuesday 1 February) with scheduled appointments.
Latest figures show that 83.5% of eligible adults in Scotland have now been fully vaccinated with primary doses and a booster. Approximately 580,000 eligible adults aged 18-59 will now be offered booster appointments from 7 February onwards.
Adults can receive a booster 28 days after they tested positive or if it has been at least 12 weeks since their second dose.
The letters will contain details of how to rearrange any appointment which is not convenient.
Health Secretary Humza Yousaf said: “While the number of Omicron cases continues to decline and restrictions are being lifted, it remains crucial that people complete their vaccination course in order that this improvement can be sustained.
“We know that in people who have had two vaccinations, protection against the virus wanes after time. However, recently published Health Security Agency (UKHSA) data indicates that initial vaccine effectiveness against hospitalisation of older people increases to around 90% two weeks after a booster dose. This is why it is so vital to get your booster so you can maximise the level of protection against serious illness.
“We urge those who haven’t yet received their booster to take up the invitations being sent out this week in the distinctive blue envelopes so that we can continue to build on the nation’s defences.
“Scotland has one of the highest uptake rates for vaccination anywhere in the world, and I hope this national mailshot will encourage the remaining adults to join the 83.5% of eligible Scots who have already received their booster or third dose.
“Vaccination continues to be the cornerstone of our battle against COVID-19 – the very high vaccination rates achieved so far have helped us considerably on our path back to normality.”
The future of Scotland’s town centres, and how the changing nature of retail and ecommerce has impacted them, is to be investigated by the Economy and Fair Work Committee.
The Parliamentary Committee is looking to identify the current challenges for high streets, and the barriers to their success, and to explore the extent to which an increasing use of ecommerce is impacting on Scotland’s town centres. It aims to propose action needed to support modern and thriving town centres.
The Committee’s inquiry has three areas of focus:
Keeping town centres alive – including how they have changed over recent years, their strengths and weaknesses, and who or what can drive positive change in Scottish town centres.
The new realities of Scottish retail – including how this sector has evolved over the last decade, the impact of these changes on town centres and what role fiscal policy levers should have in supporting this sector.
Ecommerce in Scotland – including the implications for businesses of increased online shopping and digital activity, and the role of Scottish SMEs in the ecommerce sector.
Speaking as the inquiry was launched, Claire Baker MSP, Convener of the Economy and Fair Work Committee said:“Scotland’s town centres have traditionally been the heartbeat of our communities bringing people together to live, work, shop and socialise.
“However, traditional town centres are under pressure and under threat, with too many shops closing and too many high streets dominated by ‘to let’ signs.
“Changing retail trends, including the growth in ecommerce and the expansion of retail park alternatives, combined with the impact of the COVID-19 pandemic, continues to create a difficult trading environment.”
The Convener continued:“We want to find out how to diversify and grow high street activity, and are particularly keen to hear from businesses and members of the public on what makes a successful and thriving town centre.
“Our inquiry is seeking to bring forward recommendations to demonstrate how Scotland’s town centres can thrive in this post pandemic world, and be vibrant, resilient and accessible places which meet the economic, social and environmental needs of our communities.”
Power companies working at pace to reconnect affected households
First Minister Nicola Sturgeon chaired a further meeting of the Scottish Government’s Resilience Room (SGoRR) last night to co-ordinate the response to Storm Malik and Storm Corrie.
As the weather situation improves across the country, the amber warning for Scotland has now come to an end. A yellow warning is still in place covering Lewis, the Orkney Islands, much of the Highlands, Grampian and Tayside areas.
Of the 115,847 households that lost power as a result of both storms, all but around 7,000 are expected to be reconnected this evening. Power companies are confident that the vast majority of those affected should be reconnected by tomorrow, but recognise that there may still be some outages going into Wednesday.
Deputy First Minister John Swinney said: “Today we have seen an improving situation across Scotland following the two very serious storms over the weekend. The power companies have drafted in a large number of additional engineers and are making significant inroads into reconnecting customers, with work continuing at pace this evening.
“I want to thank all those who are working in difficult conditions to keep people safe and maintain our lifeline services.
“For those who will unfortunately not have power tonight, support with alternative accommodation is available to anyone who needs it. Those who have found their own accommodation can seek reimbursement from their suppliers.
“Special arrangements remain in place for vulnerable customers and local resilience partnerships continue to work together to provide welfare support.”
Members of the public can track estimated power restoration times on the SSEN and SP Energy Networks websites.
PM Boris Johnson made a statement on the long-awaited Sue Gray report in the House of Commons yesterday:
Mr Speaker, with permission I would like to make a statement.
First I want to express my deepest gratitude to Sue Gray, and all the people who have contributed to this report, which I have placed in the Library of this House and the government has published in full today, for everyone to read.
I will address its findings in this statement – but firstly I want to say: sorry. Sorry for the things we simply did not get right and sorry for the way that this matter has been handled. It is no use saying that this or that was within the rules. It is no use saying that people were working hard.
This pandemic was hard for everyone. We asked people across this country to make the most extraordinary sacrifices, not to meet loved ones, not to visit relatives before they died, and I understand the anger that people feel.
But, Mr Speaker, it is not enough to say sorry. This is a moment when we must look at ourselves in the mirror and we must learn. And while the Metropolitan Police must yet complete their investigation – and that means there are no details of specific events in Sue Gray’s report – I, of course, accept Sue Gray’s general findings in full, and above all her recommendation that we must learn from these events and act now.
With respect to the events under police investigation, she says – and I quote – “No conclusions should be drawn, or inferences made from this other than it is now for the police to consider the relevant material in relation to those incidents.”
But more broadly she finds that – “There is significant learning to be drawn from these events which must be addressed immediately across Government. This does not need to wait for the police investigations to be concluded.”
That is why we are making changes now to the way Downing Street and the Cabinet Office run so that we can get on with the job, the job that I was elected to do and that this government was elected to do.
First, it is time to sort out what Sue Gray rightly calls the “fragmented and complicated” leadership structures of Downing Street which she says have not evolved sufficiently to meet the demands of the expansion of Number ten.
And we will do that, including by creating an Office of the Prime Minister, with a Permanent Secretary to lead Number ten. Second, Mr Speaker, it is clear from Sue Gray’s report that it is time not just to review the Civil Service and Special Adviser codes of conduct wherever necessary to ensure they take account of Sue Gray’s recommendations but also to make sure those codes are properly enforced.
And third, I will be saying more in the coming days about the steps we will take to improve the Number ten operation and the work of the Cabinet Office to strengthen Cabinet Government and to improve the vital connection between Number ten and parliament.
Mr Speaker, I get it and I will fix it. And I want to say to the people of this country. I know what the issue is, it is whether this government can be trusted to deliver and I say yes we can be trusted yes we can be trusted to deliver.
We said we would deliver Brexit and we did. We are setting up freeports across the whole United Kingdom, I’ve been to one of them today, which is creating tens of thousands of new jobs Mr Speaker.
We said we would get this country through Covid and we did, we delivered the fastest vaccine roll out in Europe and the fastest booster programme of any major economy so that we have been able to restore people’s freedoms faster than any comparable economy and at the same time as we have been cutting crime by fourteen per cent and building 40 new hospitals and rolling out gigabit broadband, and delivering on all the other promises of that 2019 agenda so that we have the fastest economic growth in the G7.
We have shown that we can do things people thought were impossible and that we can deliver for the British people.
The reason we are coming out of Covid so fast is at least partly because we doubled the speed of the booster rollout and I can tell the House and this country, that we are going to bring the same energy and commitment to getting on with the job to delivering for the British people and to our mission to unite and level up across the country.
And I commend this Statement to the House.
Opposition leader Keir Starmer’s response:
Thank you, Mr Speaker.
I would like to thank Sue Gray for the diligence and professionalism with which she has carried out her work.
It is no fault of hers that she only been able to provide an update. And not yet the full report.
The Prime Minister repeatedly told the House that all guidance were followed at all time.
We now know that 12 cases, 12 cases, have reached the threshold for criminal investigation – which I remind the House means that there is evidence of serious and flagrant breaches of lockdown, including:
The party on 20 May 2020, which we know the PM attended, and the party on the 13 November 2020 in the PM’s flat. There can be no doubt the Prime Minister is now under criminal investigation.
The PM must keep his promise to publish Sue Gray’s report in full when it is available, but it is already clear that the report discloses the most damning conclusion possible.
Over the last two years the British public have been asked to make the most heart wrenching sacrifices.
A terrible collective trauma. Endured by all, enjoyed by none.
Funerals have been missed. Dying relatives unvisited.
Every family has been marked by what we’ve been through.
And revelations about the Prime Minister’s behaviour have forced us all to relive and rethink those darkest moments.
Many have been overcome by rage, grief, and even guilt.
Guilt – that because they stuck to the law they did not see their parents one last time.
Guilt – that because they didn’t bend the rules their children went months without seeing friends.
Guilt – that because they did as they were asked they didn’t go and visit lonely relatives.
But people shouldn’t feel guilty. They should feel pride in themselves and in their country. Because by abiding by those rules. They have saved the lives of people they will probably never meet.
They have shown the deep public spirit. And the love and respect for others that has always characterised this nation at its best.
Our national story about Covid is one of a people that stood up when it was tested. But that will forever be tainted by the behaviour of this Conservative Prime Minister.
By routinely breaking the rules he set, the Prime Minister took us all for fools. He held people’s sacrifice in contempt. He showed himself unfit for office.
His desperate denials since he was exposed have only made matters worse.
First, the Prime Minister said there were no parties. Then he said he was sickened and furious about the parties.
Then it turned out he was there. Rather than come clean, every step of the way he has offended the public’s intelligence.
Finally, he’s fallen back on his usual excuse – it’s everybody’s fault but his. They go, he stays.
Even now, he is hiding behind a police investigation into criminality in his home, and in his office. He gleefully treats what should be a mark of shame as a welcome shield.
But, Prime Minister, the British public aren’t fools.
They never believed a word of it. They think the Prime Minister should do the decent thing and resign.
Of course, he won’t. Because he is a man without shame.
And just as he has done throughout his life. He is damaging everyone and everything around him along the way.
His colleagues have spent weeks defending the indefensible.
Touring the TV studios parroting his absurd denials. Degrading themselves and their offices.
Fraying the bond of trust between the Government and the public, eroding our democracy and the rule of law.
Margaret Thatcher once said: ‘The first duty of Government is to uphold the law. If it tries to bob and weave and duck around that duty when it is inconvenient, then so will the governed.’
To govern this country is an honour. Not a birth-right. It’s an act of service to the British people. Not the keys to a court to parade to your friends.
It requires honesty. Integrity. And moral authority.
I cannot tell you how many times people have said to me that this Prime Minister’s lack of integrity is somehow “priced in”.
That his behaviour and character don’t matter. I have never accepted that. And I never will accept that.
Whatever your politics. Whatever party you vote for. Honesty and decency matter. Our great democracy depends on it. And cherishing and nurturing British democracy is what it means to be patriotic.
There are members opposite who know that. And they know the Prime Minister is incapable of it.
The question they must ask themselves is what are they going to do about it?
They can go on degrading themselves. Eroding trust in politics. And insulting the sacrifice of the British public.
They can heap their reputations, the reputation of their party, and the reputation of this country, on the bonfire that is his leadership.
Or they can spare the country from a Prime Minister totally unworthy of his responsibilities.
It is their duty to do so.
They know better than anyone how unsuitable he is for high office.
Many of them knew in their hearts that we would inevitably come to this moment.
And they know that as night follows day, continuing his leadership will mean further misconduct, cover-up, and deceit.
It is only they who can end this farce. The eyes of the country are upon them. They will be judged on the decisions they take now.
Searches for ‘Boris Resign’ soar 458% after Sue Gray report is released
Analysis of Google search data reveals that online searches for ‘Boris Resign’ exploded 458% in the UK on the 31st of January, hours after Sue Gray’s report was published on the Downing Street parties, held whilst lockdown restrictions were in place.
A new finding by online tax calculator Income Tax UK reveals that online searches for ‘Boris Resign’ skyrocketed to almost five times the average volume in a matter of hours, an unprecedented spike in people Googling for the Prime Minister to leave his position in No.10.
The report, published on Monday 31st January, detailed the breaches of lockdown rules by members of the government including the Prime Minister, resulting in calls for Boris Johnson to step down.
A spokesperson for Income Tax UK commented on the findings: “The Sue Gray report finds that events held by senior members of the government ‘shouldn’t have been allowed to take place’, leading Brits to question the leadership of those running the country.
“These findings reveal the bitter taste that the public hold towards the actions of the Prime Minister and his cabinet, with the report prompting the highest rise in searches calling for the Prime Minister to resign in the last year. It will be fascinating to see if these searches will translate to votes in future elections.”
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.
