Clinical trial for new endometriosis treatment offers hope to millions of women

UK clinical trial for potential new endometriosis treatment, funded by Wellbeing of Women and the Scottish Government, offers hope to millions of women  

  • Researchers have been awarded nearly £250,000 by Wellbeing of Women and the Scottish Government to investigate if a drug called dichloroacetate is an effective treatment for endometriosis 
  • If successful, the drug could be the first ever non-hormonal and non-surgical treatment for endometriosis – and the first new treatment in 40 years  
  • Endometriosis is a debilitating condition that affects around 1.5 million women in the UK, yet it is chronically under-funded and treatment options are limited 
  • Wellbeing of Women and the Scottish Government are working in partnership to improve endometriosis treatment and care – a key aim of Scotland’s Women’s Health Plan.  

A clinical trial to study a potential new treatment for endometriosis is set to go ahead thanks to funding made possible by a partnership between leading women’s health charity Wellbeing of Women and the Scottish Government. 

Researchers from the Universities of Edinburgh, Aberdeen and Birmingham will set up and run the clinical trial, called EPIC2, which will involve 100 women with endometriosis in Edinburgh and London. They will investigate whether a drug called dichloroacetate is an effective pain management treatment for those with the condition.  

Endometriosis affects 1.5 million women and those assigned female at birth in the UK. It occurs when tissue similar to the lining of the womb grows elsewhere in the body, most commonly in the pelvic area. This tissue (known as endometriosis lesions) bleeds during a period but has nowhere to go – and causes inflammation, pain and the formation of scar tissue.  

Earlier research, funded by Wellbeing of Women, discovered that cells from the pelvic wall of women with endometriosis behave differently compared to those without the condition. Researchers from the University of Edinburgh found that these cells produce higher amounts of lactate, a chemical generated by the body to give us energy when there is a lack of oxygen. This creates an environment that supports the development and growth of endometriosis.   

When these endometriosis cells were treated with dichloroacetate, a drug previously used to treat rare metabolic disorders in children, lactate production decreased to normal levels and the size of the endometriosis lesions were reduced.  

The EPIC2 research team will build on this knowledge with their clinical trial to determine the optimum dose of dichloroacetate that will provide the most benefit, both in terms of tackling painful endometriosis symptoms and limiting side-effects. 

 

Dr Lucy Whitaker, Wellbeing of Women researcher and Clinical Lecturer in Obstetrics and Gynaecology at The MRC Centre for Reproductive Health, University of Edinburgh, is leading the research.

She said: “We’re grateful to Wellbeing of Women and the Scottish Government for giving us the opportunity to progress our research and hopefully move another step closer to the reality of a new, non-hormonal and non-invasive endometriosis treatment.  

“We know women with endometriosis desperately want more treatment options and better ways to manage the often-debilitating pain that it causes. Our research so far shows promising results that dichloroacetate can make a huge difference. I hope our new trial will confirm this and give women hope that new treatments and a better quality of life are on the horizon.” 

In the EPIC2 clinical trial, which will start recruiting this autumn, half of the women will receive dichloroacetate while the other half will be given a placebo. These will be allocated at random and taken for 12 weeks. Every woman will complete a series of questionnaires and give blood samples over the course of two-and-a-half-years. 

In a move towards personalised medicine, the dose of dichloroacetate for each woman will be determined by which version of a gene called GSTZ1 they carry. This gene is responsible for the speed at which dichloroacetate is metabolised by the body. Some variants do this more slowly than others, which could lead to a build-up of the drug in the bloodstream and increase the risk of side effects unless the dosage is tailored appropriately. 

Janet Lindsay, Chief Executive of Wellbeing of Women, said: “It is completely unacceptable that there have been no new treatments for endometriosis in 40 years. Too many women and girls are suffering from debilitating symptoms, such as chronic pelvic pain, fatigue and even fertility problems, and current hormonal and surgical treatments aren’t suitable for everyone. 

“Endometriosis is an extremely under-funded area of women’s health, so we are very pleased to partner with the Scottish Government and invest in medical research that could transform how the condition is treated for millions of women.

“Dichloroacetate has the potential to be the very first non-hormonal and non-invasive treatment for endometriosis, which will be truly ground-breaking.

With limited options currently available and no cure, advances like this are long overdue.” 

Maree Todd, Women’s Health Minister for Scotland, said: “Scotland is the first country in the UK to introduce a Women’s Health Plan, with endometriosis being one of its early priorities.

“The Plan includes several actions to help improve care and support for those with endometriosis, including a vital action to invest in further research to develop much needed improvements into treatment and management options for the condition. 

“I am pleased that we are jointly funding research with Wellbeing of Women into what could be the first non-hormonal treatment for endometriosis. It is a stepping stone to ensuring that those with endometriosis are given treatment choices that suit their needs.” 

Dr Ranee Thakar, President of the Royal College of Obstetricians and Gynaecologists, said: “It is really positive news that funding has been secured to research this potential new drug treatment.

“We know current endometriosis treatment options don’t work well for everyone, leaving many women with symptoms that can have a serious impact on their quality of life, affecting their physical and mental health.   

“We look forward to the results of this trial and its potential to improve the day-to-day lives of women and people living with endometriosis.” 

NICEIC celebrates talented engineers this International Women’s Day

As we celebrate International Women’s Day (IWD), NICEIC, the UK’s leading name for registered electricians, is encouraging more women to consider a career within the electrical industry.

The theme for IWD 2023 is #EmbraceEquity and aims to get the world talking about how equal opportunities are no longer enough if we are to provide everyone, no matter their circumstances, with the opportunities to reach an equal outcome.

With only 16.3% female engineers in the industry, we caught up with two NICEIC area assessors and discussed the challenges they have faced to gain a better understanding of what it’s like to be a woman in this sector.

Joining the industry after a career change, Lisa comments on her journey so far: “I was on the lookout for a career that challenged me and upped my skillset. My friend told me that he was training to become an electrician. After some self-doubt, thinking women do not tend to go for that sort of career, I was encouraged to go for it. It ended up being the best advice I ever followed.

“Now here I am, years later, with a Student of the Year Award tucked under my belt, alongside a whole host of inspection and installation experience that led me to my role now assessing other contractors.”

Louise, however, always had her eye on becoming an electrician after completing work experience that led to a four-year electrical apprenticeship with a NICEIC approved contractor.

Louise explained: “I’ve always enjoyed the technical aspect of the job as I see myself as a hands-on type of person. I was never really suited to sitting in an office all day. In this role, no two days are the same as I take on a wide variety of work which has given me a wealth of experience in the industry.

When asked about the barriers to women entering the industry, Lisa adds: “I do think women are nervous to enter such a male-dominated environment. Sometimes as women, we feel as though we aren’t physically built for this type of work; but there are always ways to work around this, such as having the correct tools or working as a team when it comes to heavier work.”

Louise continues: “The industry can seem intimidatingbut times are changing; and I only saw that as more motivation to rise through the ranks. Before I knew it, I was in an electrical management role.”

NICEIC is committed to encouraging more women to join the electrical sector and challenging the perception that the industry is traditionally for men. Although there has been a recent rise in women realising the benefits of a hands-on career, such as an engineer, there is always more room to break down gender barriers.

Lisa says: “NIECIC is all about creating a working culture that encourages inclusivity and celebrates people’s individuality whilst treating everyone in the same, fair manner.”

Louise adds: “Throughout my career, I have always regarded NICEIC as the leading electrical body that promotes electrical safety and uphold standards. I have been with NICEIC for seven years and I couldn’t imagine myself anywhere else.

“As an employer, the company is very supportive and encourages individual ambitions and always looks to drive standards. Attitudes have changed considerably across the sector since I began my apprenticeship. These days, all that matters is your ability to do the job – as it should be.”

International Women’s Day allows businesses to welcome and celebrate the achievements of women, especially in what is still seen as a male-oriented trade world. The electrical industry is calling to be more inclusive and appealing to women so that the younger generation of females can see it as a viable, exciting career option from the very beginning. 

With renewable energy sources on the rise, electrical contractors are at the forefront of helping the UK to achieve net zero by 2050. The sector is crying out for highly motivated electricians; and with the introduction of so many new technologies, it’s an exciting time to get involved.

For more information, visit www.niceic.com.

Royal Bank of Scotland Report on Jobs

February sees renewed downturn in permanent placements

  • Permanent staff appointments fall for fourth time in five months
  • Pay pressures ease
  • Steep downturn in candidate availability 

The latest data from the Royal Bank of Scotland Report on Jobs survey showed that recruitment consultancies saw a notable drop in the number of people placed in permanent roles during February amid ongoing market uncertainty and hesitancy to commit to new hires.

The seasonally adjusted Permanent Placements Index slipped from 54.7 in January to 42.1, signalling a renewed contraction in permanent staff hires. Meanwhile, the downturn in temp billings accelerated, with the pace of decrease the fastest in the current five-month period of reduction.

At the same time, the supply of both permanent and temporary staff shrank rapidly amid tight labour market conditions and skills shortages. Recruiters also commented that workers were increasingly hesitant to seek out or switch roles due to an uncertain economic climate.

Despite ongoing labour shortages, February data pointed to a notable cooling in the rates of both starting salary and temp wage inflation.

Renewed contraction in permanent placements

After posting in expansion territory in January, the seasonally adjusted Permanent Placements Index fell back below the neutral 50.0 level during the latest survey period, indicating a fall in permanent staff appointments for the fourth time in the last five months. Moreover, the rate of reduction was sharp overall and stronger than that seen for the UK as a whole. Recruiters often linked the decline to delayed hiring decisions and greater market uncertainty. 

Recruitment consultancies in Scotland recorded a reduction in temp billings in February, thereby stretching the current sequence of decrease to five consecutive months. The overall pace of contraction accelerated to one that was the most marked since June 2020. The fall also contrasted with a mild upturn in billings across the UK as a whole. According to panellists, a slowdown in market conditions had impacted clients’ appetite to take on short-term hires.

Availability of permanent staff falls rapidly

February data highlighted a quicker reduction in permanent staff availability across Scotland. The rate of decrease was rapid overall and quicker than the series average. Surveyed recruiters often cited skills shortages and a tight labour market when explaining the latest drop in supply.

The decline in permanent candidate numbers across Scotland outstripped that recorded for the UK as a whole.

As has been the case in each month over the last two years, temporary staff availability declined across Scotland in February. The pace of contraction was quicker than the UK-wide trend and historically sharp, with anecdotal evidence often linking the fall to a generally low unemployment rate and reluctance amongst workers to switch roles. That said, the respective seasonally adjusted index ticked-up for a second month running to a 22-month high.

Softest upturn in starting salaries for four months

Salaries awarded to newly-recruited staff rose across Scotland in February, thereby extending the current upward trend observed since December 2020. Tight labour market conditions and skill shortages continued to drive pay higher as firms competed to secure talent, according to recruiters. However, the rate of salary inflation eased further from December, signalling the joint-softest upturn in 20 months. 

Nevertheless, the rate of pay growth in Scotland outstripped that seen across the UK as a whole for the fifth successive month.

After registering the second-fastest increase in the survey’s history in January, temp wage inflation slowed notably in the latest survey period. Moreover, the rate of growth was the softest seen since April 2021. While persistent candidate shortages reportedly drove up pay, recruiters mentioned that the current economic climate limited the upturn.

The rate of wage inflation across Scotland was also weaker than the UK-wide trend.

Demand for permanent staff expands at softest rate for two years

Permanent job openings grew solidly across Scotland in February. However, the latest upturn was the softest seen for two years and below the historical average.

Of the eight monitored sectors, the strongest upturn in permanent staff demand was seen for Nursing/Medical/Care, with IT & Computing placing second.

Temp vacancies across Scotland fell for the second month running in February. The pace of contraction quickened from January and was marked. The decrease noted in Scotland contrasted with a further expansion in temp job openings at the UK level.

Blue Collar roles led the decline, followed by Engineering & Construction.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “The renewed expansion in permanent placements during January did not carry through to February, as the latest survey data from recruiters signalled a fresh reduction in permanent new hires.

“Furthermore, the contraction in temporary billings persisted, indicating a steep fall in short-term staff recruitment. The downturn in hiring activity was often linked to uncertainty around the outlook and hesitancy among clients to commit to new staff. At the same time, ongoing skills shortages made it difficult to acquire candidates for those that did want to fill roles.

“Vacancy data highlighted a relatively subdued increase in permanent roles, while temp staff demand fell for the second month running, which helped bring down rates of inflation for starting pay. Growth in permanent starters’ salaries was weaker than the trend seen over the past two years, while hourly rates of pay rose at the slowest pace since April 2021.”

Why the trade union struggle needs to be a feminist one – and vice versa

The history of International Women’s Day is a story of women who would not settle for the status quo (writes TUC’s ESTHER LYNCH). It’s a story of women workers protesting against unfair working conditions. Of women who demanded a voice when they had something to say. Of women who came together and collectively demanded civil, social and political rights.

It’s not a story from the past – it is a story that transcends time. Still today, there are countless things that women will not settle for.  

Across Europe, women have suffered disproportionately from economic and social consequences of the COVID-19 pandemic. Just as women were overrepresented on the frontline of the Covid crisis, women are now being hit hardest by the cost-of-living crisis because of the ongoing undervaluation of their work, part-time work due to unequal distribution of caring responsibilities, the gender pay gap and in consequence, the gender pension gap.

According to EUROFOUND research from last November, almost half of single mothers (44%) and 31% of single women anticipated difficulties affording energy costs over the next three months. That compares to 26% of single men.

The struggle for equal pay and equal pay for work of equal value remains a high priority for the trade union movement. Women workers must enjoy the pay, conditions, and status they deserve. The legacy of Covid-19  must be the enforcement of equal pay for work of equal, of a collectively achieved re-evaluation of work predominantly done by women, of a collective correction of the term “low-skilled” workers.

In terms of tackling the undervaluation of women’s paid and unpaid work, as a baseline, more support for trade unions is needed. At EU level, a step in the right direction was recently made very with the Pay Transparency Directive.

It is thanks to the demands voiced by women workers across Europe that the Directive will contribute to coming closer to enforcing equal pay for work of equal value and to make sure that no women worker has to stand up alone against an employer when claiming her right to transparent information on her pay.

The Directive also secured a safeguard of trade unions’ prerogatives to bargain on measures for equal pay – a provision that was met with unfounded, yet fierce resistance.

Another building block to achieve gender equality in society and the world of work is the eradication of gender-based violence.  Again, trade unions have proven all along that workplaces are safer when workers are represented by trade unions and employers negotiate with trade unions.

This applies to support for victims and survivors of sexual harassment, domestic violence or third-party violence. The trade union movement has also a role to play in the digital sphere – an arena that is conducive to escalating existing forms of gender-based violence, while producing new forms of cyber violence and cyber harassment that target women in particular and marginalised groups.

As online screening and networking become more important in the labour market, a growing number of women are having their careers wrecked due to cyber violence like revenge sharing  of intimate pictures. The trade union movement must be at the forefront to make sure victims of cyber violence and cyber harassment are not discriminated against by an employer.

Employers must live up to their responsibilities when it comes to making the world of work safe for all women workers.

This is why on International Women’s Day, the ETUC will gather, in the tradition that marks International Women’s Day, to demand our voice be heard and to highlight women workers’ right to travel safely to and from work.

This will be our contribution to the stories that are International Women’s Day – stories that share one imperative: Women coming together and demanding change – for the many, in all their diversity, not for the few. 

International Women’s Day: Life As a Tradeswoman in the UK

For International Women’s Day (March 8th), we’ve surveyed a range of tradeswomen to find out what life is really like as a female in the trades industry: 

What is it really like working as a tradeswoman in the UK?

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This is one of the many questions that we got the answers to in our survey of female trades workers to help us better understand exactly what tradeswomen experience on a daily basis.

To help us gain some insight, we put together a survey of 20 tradeswomen aged between 16 and 60 who shared the revealing truths about working in the trade industry.

Gender Pay Gap

On average, tradeswomen earn over 38% less than men.

Despite the progression over the years for women in the workplace, there is still a 7,9% overall pay gap between men and women working in the UK. This gap is even more significant in the trades industry, with 42% of our surveyed tradeswomen stating that there is a significant difference between the pay for men and women.

Many of the participants were unsure of the pay gap, since salary discussions between colleagues is seen as a taboo subject. Three of the women surveyed are plumbers and heating engineers with salaries starting at £22,000. This is over £13,000 less than the average tradesman salary of £35,979.

Out of these three women, there was one outlier who earns £35,000 per year after working in the trades industry for over 11 years. This showcases a slight growth of equality in the trades sector.

Discrimination In The Workplace

Over 57% of tradeswomen experienced workplace discrimination.

Unfortunately, it’s still not uncommon for women to experience discrimination in the workplace when it comes to working in the trades industry. Often times, women feel like they are looked down on and won’t be given equal job roles as the male employees.

“Upon searching to work for other landscaping companies I was looked down on, was told that I would have to bear in mind that I would be using the same toilet as the men and that I would start on a lower wage as I wouldn’t be doing the main parts of the job, I would just be helping and making drinks!” – Angela, 22, Landscaper

When it comes to working in a male-dominated industry, many females feel objectified or sexualised in the workplace. Alternatively, they may be insulted for choosing to take on a role that has always been completed predominantly by men.

“If you work on a site as a woman, they see you as either too blokey/ fat/ other to be the object of their sexual interest, so get harassed for something else instead; or you’re young, fit and hot and suddenly you’re just the focus of their testosterone. That kind of behaviour would be incredibly intimidating for a lot of people, even if it is all banter and them being “guys”, it’s not a welcoming feeling.” – Debbie, 36, Conservation Specialist

Sexist Customers

More than 68.4% of tradeswomen were subjected to sexist remarks from customers and clients.

Since trades jobs have always been completed by mostly men, some customers feel like they can’t trust women to complete the work well, despite having the same training and qualifications as the men doing the same work.

“Customers have asked me to leave as I’m female. Some have called back in to have my work ‘checked’ and others have made sexual comments against me.” – Rachael, 38, Gas Engineer

Some women can feel ignored on the job, as customers will direct their questions towards the male employees.

“I work alongside my husband, both doing the same job and it’s not unusual for customers to direct questions at my husband rather than me. Many don’t believe that I am just as qualified as my husband.” – Jackie, 38, Vehicle Body Repairer

Why Are There Fewer Women in the Trades Industry?

Only around 13% of the trades industry workers are women.

Here’s what our surveyed tradeswomen had to say:

Limited Education

Some women feel like there hasn’t been much progression in the way jobs are advertised. Despite more trades employers actively reaching out the women for their open jobs, some jobs are still primarily targeted towards men.

The same goes when it comes to learning about jobs in school. However, schools are now more openly encouraging people to take on any job role, regardless of the previous stereotypes. There has been a huge change in the way children are being taught about work.

“Schools, historically have promoted the learning of manual trades to boys, girls tend to have been pushed into gender stereotyped roles such as cooking and textiles.” – Abigail, 32, Bench Joiner

Physical Ability

Women are often just as capable as men at completing heavy labour work. However, many people still don’t see this and believe that labour intensive work should be left to the men.

“Women have always been looked at as “the weaker sex” and being on a site or turning up to a job a man “should” be doing is difficult when you’re judged with comments like, surely you should be on reception etc.” – Sophie, 30, Drainage Engineer

Unsuitable Equipment

Since the trades industry has always been dominated by men, the equipment is often tailored to suit men. However, with the increase in female tradespeople, we are seeing more and more manufacturers creating a whole new range of equipment to help women in trades. However, there is still an issue with this as it is often much more difficult to source equipment that is tailored to women in this field.

“More equipment/tools suitable for women would make life easier, I’m 5ft 1 and can never find protective boots etc, would prefer it if plaster came in 20kg bags instead of 25kg!! Things like that make trades discouraging.”  – Karoline, 38, Plasterer

Lack of Support

Many women feel like employers should be more open to supporting them in their job roles. This would help to make women feel less discriminated against for their gender but will also result in a much more harmonious workplace.

“I’ve had three women start with me. None of them drive, but they all need to be back for 3pm to get their kids from school and can’t start until 8.45. I think generally the way that the construction industry is arranged means that it’s almost impossible for anyone who isn’t an unencumbered, able bodied male to be in the right set of circumstances to get a chance.” – Debbie, 36, Conservation Specialist

How Can More Women Be Encouraged to Take Up a Trade?

There has been an increase over recent years in trades employers encouraging women to join their teams.

Here’s what our surveyed tradeswomen thought about this question:

Financial Support

Many women believe that there should be more support when it comes to maternity and childcare. If employers offered more support in these areas, more women may be likely to want to take up work in the trades industry.

“Better pay for maternity and childcare.” – Karoline, 38, Plasterer

Better Education

Some of the women surveyed thought that education may play a part in encouraging more women to take up work in the trades industry.

“Offer more courses in colleges and maybe free courses for older women.” – Jennifer, 43, Builder

More Representation

Representation is something that has progressed significantly over the years to help make the trades industry more appealing the women. By showing more women in advertisements, trades employers are promoting a much more diverse workplace. Previously, most advertisements and promotions for trades work showed just men. However, women are being included much more than they were before. There is still a way to go, though, to make it more equal. 

“Advertising , photos of women in construction in advertising and books. Women in construction should also speak in schools about their career.” – Renee, 49, Building Surveyor

Lack of Support

Women often feel like there is a lack of support in this industry for women. To encourage a more diverse workplace, it’s important for employers to offer support to everyone.

“I think generally the way that the construction industry is arranged means that it’s almost impossible for anyone who isn’t an unencumbered, able bodied male to be in the right set of circumstances to get a chance.” – Debbie, 36, Conservation Specialist

The Modern Progression of Female Tradespeople

According to new research by the Chartered Institute of Building, 3 in 5 UK residents would hire a female tradesperson. Around one third of the people surveyed said they would prefer to hire a female tradesperson.

Helping to support the women in trades was the most popular reason for wanting to hire a female tradesperson. Some of those surveyed said that they would feel more at ease by having a woman carry out the work in their home.

This is very encouraging to hear and one of the many reasons why females should consider taking up work in the trades industry. This is also something that trades employers should be more aware of. Since many people would prefer a female tradesperson, employers should be making extra efforts to reach out to females when conducting their new employee searches.

In order to attract more women in the trades industry, it’s important to fight discrimination on the worksite and avoid previous stereotypes that can often divide job roles according to genders. Fortunately, this is something that most employers in the trades industry are actively doing.

The progression can be seen in the number of female tradespeople in the UK. In the past 5 years, there has been an increase of almost 400% in the number of young females taking on apprenticeships in engineering and construction.

Physical activity key to social prescribing model approach

New paper calls on leadership and policy to deliver significant change

SIXTY leading health specialists and politicians have joined calls for an overhaul to Scotland’s approach to social prescribing – with an urgent need to step up physical activity interventions.

Movement for Health (MFH) – a coalition of charities that includes SAMH, Age Scotland, and Paths for All – brought together professionals to understand the importance of supporting people to engage in physical activity and interventions through social prescribing models, revealing the findings in a new paper.

Social prescribing which typically sees GP practices and health services connect people to activities, groups and services has been embraced in certain areas of Scotland, with uptake varying considerably by region.

A key MFH recommendation is to create better community links and remove the assumption that social prescribing is a medical approach. This should in turn reduce reliance on other services and people seeing GPs about social issues. However, it’s not a simple change as many people have a trusting relationship with their GPs and is a safe go to when they don’t know where to turn.

Dr Emma Lunan, Chair of Movement for Health, said: “Scotland has a health emergency and our approach needs to change. A social prescribing postcode lottery exists – and it often comes down to the strength of the links between health services and the surrounding community.

“We need to be able to translate policy into actions. Physical activity has huge benefits that go deeper than just physical and mental health. Proactive interventions can help individuals reconnect with their community and grow in confidence but many experience barriers when taking the first step so we need to work collaboratively to overcome these.  

“Once the structure is designed, it will need continual scrutiny to ensure it is working effectively and providing tangible outcomes as society continues to change.”

Maree Todd MSP, Minister for Public Health, Women’s Health and Sport, attended the MFH event as both a keynote speaker and a participant in the panel debate that was chaired by health and care journalist Pennie Taylor and opened by the Chair of Movement for Health, Dr Emma Lunan.

The discussion highlighted a real lack of recognition for this workforce who are often managing people with complex needs. Currently, Scotland’s approach to social prescribing is lagging behind Wales, England, and Northern Ireland although Humza Yousaf, Cabinet Secretary for Health has committed to exploring appointing a lead for social prescribing for Scotland.

The benefits are clear; from supporting patients’ physical and mental health, to reducing health inequalities in local communities, while reducing the workload of frontline health professionals.

Taking part in local activities also helps build the skills and confidence to improve social functioning, leading to the reduction of social isolation and loneliness while creating more connected and resilient communities.

Dr Emma Lunan added: “Community empowerment was a central theme of the debate. It plays a vital role when linking patients to sources of support and networks.

“Greater control needs to be transferred to link workers in order to provide a direct relationship between health care and communities. This would ensure long-term solutions can be implemented rather than quick non sustainable alternatives.”

Currently, social prescribing in Scotland is supported by two networks; Scottish Social Prescribing Network (SSPN) and Scottish Community Link Worker Network (SCLWN). Both networks share learnings, information and good practice across different initiatives while championing the need for a national approach and joined up thinking across all local authority areas.

The approach can fall under several ministerial portfolios which makes the desire for the Scottish Government to identify a lead important to deliver real change for communities and individuals.

Alison Leitch, co-chair of Scottish Social Prescribing Network and Community Link Worker Assistant Service Manager for Edinburgh, said: “The networks build on the strengths, drive and enthusiasm from various social prescribing programmes across the country, with the collective aim to embed the approach in health and social care in Scotland.

“These strengths could assist with ensuring that policy objectives can be measured, evaluated and reported on in a cohesive manner.”

The SSPN and CLW Network are well established networks and the go to body of knowledge in terms of social prescribing and link working in Scotland.

Clare Cook, Project Manager at SPRING Social Prescribing, said: “It is widely recognised that community groups and services can respond more quickly to local needs than statutory services and have less barriers attached to them which encourage engagement. 

“Often a little hand holding in order to build a person’s confidence or provide some reassurance along with good local knowledge goes a long way. Statutory services are under too much pressure to offer this currently yet social prescribing presents a host of benefits to individuals, communities, healthcare and Government.”

The full Movement for Health coalition includes: Age Scotland, Health and Social Care Alliance Scotland, Alzheimer Scotland, Breast Cancer Now, British Lung Asthma and Lung UK, Chest Heart & Stroke Scotland, Diabetes UK, Macmillan Cancer Support, MS Society, Parkinson’s Scotland, Paths for All, RNIB, SAMH, Scotland Versus Arthritis, Stroke Association, VHS, Waverly Care, Scottish Disability Sport and Community Leisure Scotland.  

With four key missions, Movement for Health is working towards raising awareness within health practitioners, physical activity and sport providers, policy makers and the general public, by providing research, resources and political action to support those who are affected to get more active. 

For more information on Movement for Health, visit: https://www.movementforhealth.scot/

Link to report: https://www.movementforhealth.scot/news/social-prescribing-event

For more information on Scottish Social Prescribing Network, visit: https://www.scottishspn.org.uk/

For more information on Scottish Community Link Worker Network, visit: https://vhscotland.org.uk/what-we-do/scottish-community-link-worker-network/

NHS ‘still in the depths of crisis’

“We remain extremely concerned about our patients and their safety and for the welfare of staff who are struggling”, RCEM says

Responding to the latest monthly Emergency Department performance figures for Scotland for January 2023, Dr John-Paul Loughrey, Vice President of the Royal College of Emergency Medicine Scotland, said: “The monthly data make clear we are still in the depths of crisis.

“While it is true that the data for January 2023 show improvements when compared with December 2022, December was the worst month on record. We are relieved that we have mitigated against a repetition of December, but we remain extremely concerned about our patients and their safety, and for the welfare of staff who are struggling.

“January saw continued high numbers of extremely long waits; the third highest number of 12-hour waits on record. While the weekly data from February also show that we cannot let up in our requirement for substantial improvement.

“As the Scottish leadership election begins, tackling the crisis in Emergency Care as well as the crisis in the wider health and social care system must be a priority for the next First Minister. In 2022, a total of 55,095 patients waited 12-hours or more in an Emergency Department in Scotland.

“Analysis by the College shows that consequently, in 2022, there were an estimated 765 patient deaths associated with these dangerously long waiting times – equal to an estimated average of 64 each month. This is entirely unacceptable and a marker of a system that is not functioning as it should.

“To tackle this, in Scotland we urgently need a restoration of the acute bed base, that means opening an additional 1,000 staffed acute beds where safely possible.

“There are also significant shortfalls of staff in Scotland. The Emergency Medicine workforce needs at least 100 more consultants, as well as senior decision makers, ACPs/ANPs/Physician Associates, junior doctors, and vital nurses.

“We welcomed the expansion of Emergency Medicine medical training places in Scotland by 10, but this expansion is considerably short of what is required and there has yet to be any commitment to maintain this each year.

“This winter continues to be the most challenging yet for the NHS in Scotland. A failure for meaningful action now will prolong the risk to patient safety and maintain these dangerously long waiting times at the detriment to staff who are already burned out and exhausted. 2023 must be the year that we see political will translated into action that improves patient care and conditions for staff.”

Older people’s charity warmly welcomes new support

LifeCare Edinburgh and Hibernian Community Foundation announce partnership benefitting local older people

Hibernian Community Foundation have announced an exciting new partnership with local older people’s charity LifeCare.

The renowned charity provides positive care for hundreds of older people every day but is struggling to cope with unprecedented demand for its services.  LifeCare launched an emergency appeal late last year to help reach more older people across the city and the Hibernian Community Foundation have added their support.

James Wells, Chief Executive of LifeCare said “We are extremely worried about those in our community.  Local older people are still coming to terms with the aftermath of the covid restrictions; abilities and mobility deteriorated rapidly and now with the new cost of living crisis, enquiries for our help are rising – up 250% for some services.

We are very grateful to receive new support from Hibernian Community Foundation. Thanks to their generosity, we have already been able to increase our care for those that need us most.

Together we delivered hot festive meals to clients who were alone at Christmas.  Our clients enjoyed seeing a friendly face and having a chat with the delivery team. We are in the process of planning other positive initiatives which will allow us to reach more local older people with positive and caring support and activities.

We look forward to continuing our work together to help ensure that no older person is left alone or isolated.”

Lewis Melee, Head of Community at Hibernian Community Foundation, recently visited one of the charity’s registered daycentres on Cheyne Street to meet some of LifeCare’s clients and join in with the day’s activities. 

He said “Supporting the members of the local community is so important to the foundation and club.  It was lovely meeting LifeCare’s clients and hearing how they used to visit the stadium in years past. 

This winter we’re organising two lunch clubs every week, and a memories and reminiscence group at the home of Hibernian FC, Easter Road Stadium. These services are open to everyone and with this partnership we hope to extend our offering – you don’t have to be a Hibee to come along!”

Visit https://www.lifecare-edinburgh.org.uk/ to donate or find out more about the charity’s services across the city.

TUC: Women 7 times more likely than men to be out of work due to caring commitments

New TUC analysis finds more than 1.46 million women are kept out of the labour market because of their caring responsibilities

  • Women in their 30s are hardest hit – one in 10 women in this age group drop out of the jobs market because of pressures of looking after their family 
  • Union body calls for funded childcare and flexible working rights for all to keep women in work and to address the gender pay gap 

Women are around seven times more likely than men to be out of the labour market due to caring commitments, according to a new analysis published by the TUC today (Wednesday). 

The analysis of official statistics – published as the annual TUC women’s conference starts in London today – finds that more than 1.46 million women are unable to work alongside their family commitments, compared to around 230,000 men. 

Women in their 30s hardest hit 

The research shows that women in their 30s are the hardest hit compared to men of the same age. 

One in 10 women in their 30s – more than 450,000 women – is out of the labour market because of caring responsibilities – compared to just one in 100 men in their 30s. 

So, women in their 30s are 10 times more likely than men to be unable to work due to family commitments at home. 

But at every age – from the very start right through to the end of their careers – women are more likely than men to have to drop out of paid work because of caring commitments. 

The TUC says that this illustrates that high-quality childcare that is free at the point of use should be available for all parents from the end of maternity leave to the end of primary school. This would help women stay in their jobs and continue with their careers once they have children. 

The union body also found that women shoulder most of the care for older and disabled relatives too. But the TUC warned that the staffing crisis in social care was making it harder for women to stay in work alongside their caring responsibilities.  

Women and low-paid work 

The new TUC analysis also finds that women are much more likely than men to be working in low-paid jobs – and are far less likely to be in high-paid work. 

Women make up two-thirds (65%) of the 10 lowest-paid occupations in the UK, like jobs in cleaning, catering and care. 

But less than two in five (39%) women are working in the 10 highest-paid occupations, in industries like finance, law and IT. 

Gender pay gap 

The gender pay gap for all employees currently stands at 14.9%, and it widens with age.  

Analysis published last month by the TUC found that this pay gap means that the average woman in paid employment effectively works for free for nearly two months (54 days) of the year, compared to the average man in paid employment. 

The union body says that at current rates of progress, it will take more than 20 years to close the gender pay gap. 

Flexible work 

Millions of people across the UK work flexibly. The TUC says that flexible work helps parents and carers balance their work and caring commitments and stay in their jobs. 

But a survey by the union body found that half of working mums don’t get the flexibility they request at work. 

The TUC says the law needs to be changed to require all jobs to be advertised with the possible flexible working options stated – and to give all workers the legal right to work flexibly from their first day in a job. 

Normalising and improving flexible working options would also encourage more men to take up these options and share caring responsibilities, says the TUC.

 TUC General Secretary Paul Nowak said: “Women shouldn’t have to give up or cut down paid work because they can’t find or afford the right care for their children or older or disabled relatives.  

“Too many women take a financial hit from caring for the rest of their lives – and it is a key driver of the gender pay gap. At the current rate of progress, it will be 20 years before women get pay parity with men. 

“We desperately need funded high-quality childcare for all families, free at the point of use, so women can stay in work once they have kids. 

“Ministers must change the law so that every single job is advertised with the possible flexible options stated, and all workers must have the legal right to work flexibly from their first day in a job. 

“And ministers must fix the staffing crisis in social care so every family can find and afford the social care they need.”  

Government action needed 

The TUC is calling on ministers to act now to keep women in work, make sure they are paid fairly, and to properly address the gender pay gap. The union body wants the government to: 

  • Introduce funded, high-quality childcare, available to all, free at the point of use. This would begin when paid maternity leave ends and would enable women to stay in work when they have children. 
  • Create greater flexibility in all jobs. There should be a duty on employers to list the possible flexible working options for each job when it is advertised. And all workers should have a day one right to work flexibly – not just the right to ask – unless the employer can properly justify why this is not possible. Workers should have the right to appeal any rejections. And there shouldn’t be a limit on how many times a worker can ask for flexible working arrangements in a single year. 
  • Strengthen gender pay gap reporting:  From 1 April 2017, the government ruled that large companies must publish information about the difference between average male and female earnings. The TUC believes the government must go further and wants employers to be made to carry out equal pay audits, and to produce action plans to close the pay gap in their workplace. The TUC also wants companies that fail to comply with the law to receive instant fines.  
  • Fix the staffing crisis in social care: There are a record 165,000 vacancies across adult social care. The TUC believes this is placing a huge strain on women with caring responsibilities for family members. The TUC says the government must work with unions and employers to tackle widespread insecure work and poverty pay in the sector which are driving high staff turnover rates. 

Ground-breaking new laws to ‘Stop the Boats’

Laws include legal duty on the Home Secretary to remove anyone who enters the UK illegally

Earlier this year the Prime Minister made stopping the boats one of his 5 promises to the British people. The ‘Stop the Boats’ – or Illegal Migration – Bill will fulfil that promise by ending illegal entry as a route to asylum in the UK.

This will remove the incentive for people to risk their lives through these dangerous and unnecessary journeys and pull the rug from under the criminal gangs profiting from this misery once and for all.

People who arrive in the UK illegally will instead be detained and swiftly removed to their home country if safe, or another safe third country, such as Rwanda, where they will be supported to rebuild their lives.

Anyone illegally entering the UK will be prevented from accessing the UK’s world-leading modern slavery support or abusing these laws to block their removal. Any other challenges or human rights claims can also only be heard after removal, remotely. 

By ending illegal immigration as a route to asylum, stopping the boats and taking back control of our borders the Bill will ensure the UK can better support people coming through fair, safe and legal routes.

The UK will always be a compassionate country, as demonstrated by the nation opening its hearts and homes to those from fleeing from Afghanistan and Ukraine, and under this Bill, Parliament will set an annual cap on the number of refugees settled via safe and legal routes, taking into account local authority capacity for housing, public services and the support communities rightly expect.

Home Secretary Suella Braverman said: “The British people rightly expect us to solve this crisis and that’s what myself and the Prime Minister fully intend to do. We must stop the boats.

“It is completely unfair that people who travel through a string of safe countries then come to the UK illegally and abuse our asylum laws to avoid removal.

“It has to stop. By bringing in new laws, I am making it absolutely clear that the only route to the UK is a safe and legal route. If you come here illegally, you won’t be able to claim asylum or build a life here.

“You will not be allowed to stay. You will be returned home if safe, or to a safe third country like Rwanda. It’s the only way to prevent people risking their lives and paying criminals thousands of pounds to get here.”

The Bill, introduced to Parliament yesterday (7 March 2023), will mean anyone who enters the UK illegally and who has passed through a safe country will be legally required to be removed and the Home Secretary will have the power to enforce it.

Migrants may be detained for 28 days with no recourse for bail or judicial review, and then for as long as there is a reasonable prospect of removal.

In exceptional circumstances if there is a risk that someone would suffer a real risk of serious and irreversible harm when they are relocated to that specific safe third country, they would not be removed until it was safe to do so. Even in these cases you will have a maximum 45 days to remain in the UK before your appeal is exhausted.

The annual number settled via safe and legal routes will be kept under review, and if there is a humanitarian crisis within the world that requires a response, then the UK will step up and offer sanctuary to those in need, as we have done for tens of thousands of Ukrainians and Afghans.

The Bill forms part of the action the UK Government is taking to stop small boat crossings and illegal migration as a whole. This includes:

  • an agreement with Albania that recognises their status as a safe country
  • a new dedicated unit to speed up the processing of Albanian cases – since the announcement in December we have returned over 3000 illegal migrants, including over 500 Albanians
  • ending the legacy backlog of asylum claims by the end of 2023 – we have already doubled decision makers and we will double the number again and we are changing the system to make it more productive
  • reducing the use of hotels, with the government currently spending £6.2 million a day, by moving asylum seekers to cheaper alternative accommodation
  • established the Small Boats Operational Command in December, enabling us from January to protect the resources of our Immigration Enforcement teams – as a direct result of this change, we have been able to significantly increase the numbers of immigration enforcement visits undertaken, deliver a 50% uplift in enforcement visits per month and have seen a corresponding increase in arrests
  • doubling the funding for Operation Invigor, which brings together the NCA, Home Office Intelligence and UK policing to disrupt organised crime groups who are smuggling people from source countries to the beaches of northern France
  • our joint work with France saw nearly 33,000 Channel crossings prevented in 2022, compared to just over 23,000 in 2021 – since the UK-France Joint Intelligence Cell (JIC) was established in July 2020, 59 organised criminal groups involved in small boats crossings
  • clamping down on people smugglers, with over 350 arrests made since the Nationality and Borders Act became law
  • welcoming current collaboration with the French to tackle illegal migration, which includes agreeing further action at the UK/FR Leaders’ Summit

Summary of Bill measures:

  • Duty to make arrangements for removal – the Home Secretary will have a legal duty to remove people who have entered the UK illegally.
  • Detention and bail – strengthening detention powers so people can only apply for bail from the Courts (First-tier Tribunal) after 28 days (although habeus corpus will remain).
  • Unaccompanied children – minors who come to the UK illegally will not be removed to a safe third country until adulthood, except in limited circumstances.
  • Entry, citizenship and settlement – people who come to the UK illegally will be prevented from settling in the country and will face a permanent ban from returning.
  • Asylum – people who come here illegally will have their asylum claims deemed inadmissible and considered in a safe third country.
  • Modern slavery – modern slavery referrals for those who come to the UK illegally will be disqualified under public order grounds under the terms of the international anti-trafficking treaty, ECAT.
  • Legal proceedings – limiting the circumstances in which legal challenges will prevent someone from being removed from the UK. Most legal challenges will be considered when someone has been successfully removed from the UK.
  • Expanding the list of countries that are considered safe in law – this will make it unquestionably clear when someone doesn’t need our protection because they are obviously not at risk of persecution in their home country.
  • Annual number of people using safe and legal routes – committing to resettling a specific number of refugees in the UK every year.

Today we are introducing new legislation to keep my promise to you – to stop the boats.

My policy is very simple, it is this country—and your government—who should decide who comes here, not criminal gangs.  

The first step is understanding the nature—and scale—of what we are dealing with.

The number of people entering the UK illegally in small boats has more than quadrupled in the last two years.

Those illegally crossing the Channel are not directly fleeing a war-torn country… or persecution… or an imminent threat to life.

They have travelled through safe, European countries. 

They are paying people smugglers huge sums to make this dangerous, and sometimes tragic, journey.

The reason that criminal gangs continue to bring small boats over here is because they know that our system can be exploited… 

….that once here…illegal migrants can make a multitude of asylum, modern slavery and spurious human rights claims to frustrate their removal.

And the risk remains that those individuals just disappear into the black economy.

That is the reality we must deal with…

And with 100 million people displaced around the world…

….if we do not deal with it now, the situation will just get worse and worse. 

People must know that if they come here illegally it will result in their detention and swift removal.

Once this happens – and they know it will happen – they will not come, and the boats will stop. 

That is why today we are introducing legislation to make clear that if you come here illegally you can’t claim asylum…

…you can’t benefit from our modern slavery protections…

….you can’t make spurious human rights claims

…and you can’t stay. 

We will detain those who come here illegally and then remove them in weeks, either to their own country if it is safe to do so, or to a safe third country like Rwanda. 

And once you are removed, you will be banned—as you are in America and Australia—from ever re-entering our country. 

This is how we will break the business model of the people smugglers; this is how we will take back control of our borders. 

Now, this Bill provides the legal framework needed to deliver this in a way that no other legislation has done before.

This is tough but it is necessary and it is fair.

This legislation will be retrospective.

If you come on a small boat today, the measures in this bill will apply to you.

And this is just part of what we are doing.

I’ve always been clear this is a complex problem that can’t be solved overnight and will require us to use every tool at our disposal.

That’s why I’ve already secured the largest ever small boats deal with France.

And patrols on French beaches are already up 40 per cent.

I also promised progress on enforcement and we’ve increased raids on illegal working by 50 per cent. 

I’ve also negotiated a new deal with Albania, which accounted for a third of all small boats arrivals.

And that’s already delivering. We’ve returned 500 illegal migrants to Albania and we are seeing far fewer come as a result.

This shows that there is nothing inevitable about illegal migration.

Deterrence works, and with will and determination, the government can get on top of it—and we will.

Now, this will always be a compassionate and generous country.

It is something that we’re all rightly proud of.

Just look at how we have welcomed Ukrainians, Syrians from refugee camps, and embraced Hong Kongers fleeing the Chinese clampdown.

But the current situation is neither moral nor sustainable. It cannot go on.

It’s completely unfair on the British people…

….who have opened their homes to genuine refugees…

….but are now having to spend nearly £6 million a day to put up illegal migrants in hotels.  

It’s unfair on the people who have come to this country legally to see others skipping the queue.  

And it’s devastatingly unfair on those who most need our help but can’t get it as our asylum system is being overwhelmed by those travelling illegally across the Channel.

If we can’t stop the boats, our ability to help genuine refugees in future will be constrained.

Full control of our borders will allow us to decide who to help, and to provide safe and legal routes for those most in need.

I understand there will be debate about the toughness of these measures… all I can say is that we have tried it every other way… and it has not worked.

So I say again: my policy is very simple, it is this country—and your government—who should decide who comes here, not criminal gangs.  

And I will do whatever is necessary to achieve that.