employment – Page 15 – The NEN – North Edinburgh News

Don’t pull the plug on economic recovery by cutting support too soon, warns TUC

New TUC analysis shows employment in hard-hit sectors is struggling to recover from the pandemic
Government should delay hiking up business contributions while Covid restrictions are in place – and extend furlough for as long as necessary
Many employers are using furlough flexibly to support a gradual return to business as usual, says TUC

The TUC has warned ministers not to “pull the plug” on the UK’s economic recovery by cutting off support for businesses and workers too soon.

The warning comes as new TUC analysis reveals that employment in hard-hit sectors is struggling to recover from the pandemic.

The analysis shows that just 1 in 8 (110,000) of the 790,000 jobs lost across manufacturing, retail, hospitality and the arts during Covid have been recovered.

By contrast, nearly all the jobs lost in business services and administration – which saw a 220,000 fall in employment – have been recovered.

The union body says ministers must provide ongoing, targeted support for at-risk industries and halt plans to increase furlough contributions for employers while Covid restrictions remain in place.

The analysis also reveals that 6 in 10 workers currently on furlough are working in manufacturing, retail, hospitality and the arts – sectors hit hard by the continuing restrictions.

The TUC fears that if the job retention scheme is ended too abruptly tens of thousands of additional jobs could be lost from these industries.

TUC General Secretary Frances O’Grady said: “Furlough has played a vital role in protecting jobs and keeping businesses running during this pandemic.

“Ministers must not pull the plug on our recovery by cutting off support too soon.

“The government should hold off hiking up employer contributions until all restrictions have been lifted.

“And we need a cast-iron commitment from the chancellor that he will extend furlough for as long as is needed, rather than ending it abruptly in three months’ time.

“Working families need this certainty now – not a rollercoaster approach to protecting livelihoods.”

The TUC highlighted that workers can only be furloughed if their employers decides to use the scheme, meaning that the scheme is well-targeted only to those businesses that need it.

They also note that around two-fifths of furloughed staff (41.6%) are now only furloughed for part of the working week and are working for the rest of it, enabling businesses to use furlough to manage their gradual return to full operations.

A copy of the analysis can be found here:

https://www.tuc.org.uk/sites/default/files/2021-06/Jobs%20and%20recover…

Joint call for mandatory ethnicity pay gap reporting

The TUC, CBI and Equality and Human Rights Commission (EHRC) yesterday issued a joint call for the government to introduce mandatory ethnicity pay gap reporting.

In a joint letter to the Chancellor of the Duchy of Lancaster, Michael Gove, the heads of the three organisations say: “Introducing mandatory pay reporting on ethnicity would transform our understanding of race inequality at work and most importantly, drive action to tackle it where we find it.”

The letter – signed by TUC General Secretary Frances O’Grady, CBI Director General Tony Danker and EHRC chairwoman Baroness Kishwer Falkner – urges ministers to set out a clear timeframe for introducing ethnicity pay gap reporting to help “ethnic minorities reach their full potential in the workplace.”

TUC General Secretary  Frances O’Grady  said:  “Everyone deserves the chance to thrive at work, and to have a decent, secure job they can build a life on. But the sad reality is that even today race still plays a significant role in determining people’s pay and career progression.

“This problem isn’t going to magic itself away. Without robust and urgent action many BME workers will continue to be held back.

“Unions stand ready to work with employers, regulators and government on practical steps to tackle inequality and discrimination in the workplace.

“Mandatory ethnicity pay gap reporting is an obvious first step in helping to improve transparency and bring about change.

“We need ministers to commit to introducing ethnicity pay reporting now and to bring forward a clear timetable for getting it into law.”

The full letter reads:

Dear Chancellor of the Duchy of Lancaster

The case for mandatory ethnicity pay reporting

We are writing to set out our shared priorities to the inter-ministerial group established to consider the recommendations of the Commission on Race and Ethnic Disparities. Respectively, we represent millions of workers, thousands of businesses, and enforce the Equality Act 2010 in Britain to ensure that people have equal access to and are treated fairly at work.

We agree with the Commission’s statement that the report comes at a pivotal moment for the country, at a time when the inequalities facing ethnic minority people are under scrutiny. Outcomes at work are no exception. However we believe the report’s recommendations, in particular those related to pay disparities, could go further in order to effectively increase the participation and progression of ethnic minorities in the workplace and create a fairer Britain.

Introducing mandatory pay reporting on ethnicity would transform our understanding of race inequality at work and most importantly, drive action to tackle it where we find it. This has been a longstanding goal for all of us. It will enable employers to identify, consider and address the particular barriers facing ethnic minorities in their workplace, and will complement and enhance the work many already do to address gender pay gaps under existing regulations.

Together we’re asking the Government to make it mandatory for employers to report on their ethnicity pay gaps, building on the successful framework already in place for gender. Reporting, done well, can provide a real foundation to better understand and address the factors contributing to pay disparities. To further enable this, we also support the Commission’s recommendation that pay gap data should be supported by a narrative – comprised of key data, relevant findings and actions plans to address race inequalities.

Some employers are already voluntarily reporting on their ethnicity data and taking action to address race inequality in their workplaces. While this is welcome and should continue to be supported in the interim, introducing mandatory ethnicity pay reporting will put greater focus on race at work, contribute to a greater number of employers reporting their ethnicity pay gap figures, and achieve the change across the labour market that is required.

We urge Government to set out a clear timeframe to implement this and encourage you to work with us to develop the tools and resources required to ensure that employers are supported, and that workers are confident in disclosing data in advance of making reporting mandatory.

In so doing, we firmly believe that this will help ethnic minorities reach their full potential in the workplace, make business more inclusive, and ensure Government has a rich source of robust evidence to inform future labour market and industrial strategies.

Frances O’Grady, General Secretary, TUC

Tony Danker, Director General, CBI

Baroness Kishwer Falkner, Chairwoman, EHRC

FACENorth summer activities

Are you ready for a new, fantastic summer?

FACENorth (Focusing on Alternatives to Crime Edinburgh North) will be continuing with their regular service throughout the summer holidays, providing 1:1, crisis and family support and help with employment and training.

Have a look below to see the activities that’ll be offered and don’t miss the chance to participate!

Lost in Transition?

Research shows people with vision impairment lack support to gain quality education and employment

A study just published by the Vision Impairment Centre for Teaching and Research (VICTAR) at the University of Birmingham and Thomas Pocklington Trust (TPT) shows one in five people with vision impairment did not gain quality employment despite earning qualifications in line with the general population.

The study tracked 80 participants from England over a period of 11 years (from age 14 to 25) to improve understanding on why this population is vulnerable to becoming long term NEET (not in education, employment or training).

Many of the young people spoke positively about their experiences in school and achieved average or above average GCSE qualifications. But then faced a range of barriers when entering Further Education, Higher Education and ultimately the employment market.

Rachel Hewett, Birmingham Fellow at the Vision Impairment Centre for Teaching and Research School of Education, University of Birmingham said: “The research identified key challenges once the young people transitioned into Further Education (FE). Many young people found adjustments were not put in place in time and they had a lack of access to specialist support.

“Careers guidance often focused on keeping the young person in education, with limited support for transitioning into employment. This led to some of the participants ‘churning’ in the system.”

Many barriers were observed once the participants moved into Higher Education, such as an inaccessible application process for UCAS and Disabled Students’ Allowance (DSA), and inaccessible virtual learning environments and a failure from institutions to make reasonable adjustments.

This led to some of the cohort withdrawing from their courses, repeating modules or entire academic years, or leaving with a degree classification which they feel did not reflect their ability.

Several of the participants wished to pursue apprenticeships but were unable to identify suitable opportunities or access specialist support to help them consider alternative options.

Tara Chattaway, Head of Education at TPT said: “It is evident that young people with vision impairment are not getting the support at transition periods in their lives. The lack of support, accessibility and inclusion can impact on the quality of education the young person receives and on then on their employment opportunities.

“We are calling on Government to bridge this gap and to ensure that the Skills and Post-16 Education Bill and their response to the impending SEND review truly supports the aspirations and learning needs of vision impaired students.”

At the end of the study 66% of the remaining participants were in some form of employment, 17% remained NEET, including seven young people who by the age of 25 had never experienced paid employment. Of particular concern is the lack of support available to help young people with vision impairment access employment once they become NEET, with several of the young people being actively discouraged by Jobcentre Plus staff to search for employment, in favour of long-term benefits.

The research did identify factors that drive positive outcomes for young people with vision impairment. They include:

Self-advocacy skills and a good understanding of their vision impairment and the adjustments they require.
A well developed and broad range of skills for accessing information.
Mobility and orientation skills, including skills for getting around in unfamiliar environments.

Tara added: “At TPT we understand the importance vision impaired students having the right access to materials, assistive technology and independence skills in order to thrive in education and to transition into employment. More must be done.”

Acas insight into Fire and Rehire

The Department for Business, Energy and Industrial Strategy (BEIS) asked Acas to conduct an evidence gathering exercise to learn more about the use of fire and rehire practices.

This was published yesterday and contains views from a range of participants about their experiences on the use of fire and rehire.

Acas Chief Executive, Susan Clews, said: “Our findings provide valuable insight into the use of fire and rehire practices. We gathered a range of views from professional bodies with workplace expertise, including trade unions and employer organisations.

“Some of the participants told us about the business challenges of COVID-19 and how the use of fire and rehire can help reduce redundancies. Others believe that the practice is unacceptable, and that the pandemic has been used as a ‘smokescreen’ to diminish workers’ terms and conditions.

“There was also evidence that fire and rehire practices have been used for many years and predate the pandemic. We will take up the government’s request to produce further guidance that encourages good workplace practices when negotiating changes to staff contracts.”

Read the findings in ‘Dismissal and re-engagement (fire-and-rehire): a fact-finding exercise‘.

15% of owner-managed businesses are still in survival mode

“11% reported that it is likely they will have to make redundancies in the next 3-6 months putting a potential 1.85 million jobs at risk across the UK”

Owner managed businesses coming out of the third lockdown are still struggling with the impact of Covid-19 and an uncertain economic outlook, according to the Association of Practising Accountants (APA):

11% reported that it is likely they will have to make redundancies in the next 3-6 months putting a potential 1.85 million jobs at risk across the UK
24% reported a negative or very negative impact on their business since the UK left the EU
53% of respondents identified uncertain trading conditions as their biggest single challenge
15% cited Brexit supply chain issues as their single biggest challenge

Nonetheless:

84% of respondents reported that they were either confident or somewhat confident that they would be able to access the finance that they needed over the next 6 months with anecdotal evidence suggesting that the major banks were continuing to lend
Longer term 54% were more positive about their economic prospects outside the EU while 46% were less positive

The research among 435 owner managed businesses across the UK was carried out between April and May by the APA, a network of 17 leading business advisory firms who represent over 14,000 of these businesses.

Commenting on the findings APA Chairman Martin Muirhead said: “What is clear from our research is that a significant minority of owner managed businesses who have managed to pull through the last 12 months are still in survival mode with uncertain trading conditions being the biggest concern to a majority.

“Nonetheless there is also evidence to suggest that those businesses that have managed to weather the impact of Covid-19 are now more resilient and that existing and proposed Government support measures have generally been well received.

“Over the coming months it is vital that Government maintains a flexible and targeted approach to business support focusing resource on those sectors where there is the greatest need. Owner managed businesses form the backbone of the UK economy and need continued, targeted support as we emerge from this third lockdown.”

Data science scholarships on offer to bright minds in Scotland

EXPLORE Data Science Academy (EDSA) is investing up to £250,000 in the strongest and highest achieving graduates in Scotland by offering as many as 40 free scholarships for its six- month online data science courses.

Applications are open now until the 6th June 2021.

EDSA is inviting top graduates that have excelled in their studies and consistently performed well academically to apply and expand their knowledge in Data Science. The EDSA has trained over 1000 young data scientists in South Africa since 2017 and has a graduate employment rate of over 90% at above average starting salaries.

Its courses were recently recognised by Amazon Web Services (AWS), which has partnered with EDSA to offer data science learning to young Africans.

“We believe that our data science course formula, which includes self-study, team challenges, real world problem solving, and world class facilitators, can produce similar results in the UK,” said Shaun Dippnall, CEO of EDSA.

“The higher education system is not producing a sufficient number of work-ready graduates. Our courses are designed to ensure that our students, once graduated, have both the technical and practical skills needed in the workplace,” Dippnall adds.

On completion, the EDSA will assist graduates to find employment through its network.

Skills shortages

A recent survey found that 73% of UK firms believe they lack the talent to complete AI and data science initiatives. EXPLORE Data Science Academy is bridging that gap by offering a suite of comprehensive online courses including Data Science, Data Engineering, Data Analytics, and Business Intelligence, that deliver specialist training in a real-world environment.

Dippnall believes this is an ideal opportunity for highly talented Britons to top up their skills and embark on an exciting career in one of the most sought-after careers at no cost.

“As data becomes the currency of modern business, the race to become data-driven has seen organisations investing heavily in core analytics skills, but lack of support, funding and time available for upskilling are cited as current challenges within the UK data science community,” Dippnall says.

Real world problem solving

EDSA’s courses are practical and deal with real-world problems in business. “The innovative design of our learning platforms and the passion of our scientist facilitators equip EXPLORE students to do great things. Facilitators are experienced in tackling real-world problems and skilfully mentor learners throughout the programme,” he adds.

While the EXPLORE Data Science Academy is new to the UK, its consultancy division EXPLORE AI has been delivering artificial intelligence solutions for Britain’s largest water utility supplier, Thames Water, as part of a project to monitor the supply and demand on its network. There are more than 70 data scientists from EXPLORE AI working for Thames Water, many of which graduated from EDSA.

“The Thames Water success story validates EDSA’s decision to expand out of the South African context and take its place on the world stage. We are excited about our entry into the UK market and I encourage exceptional graduates to apply. This could well be the gateway for 40 such candidates to embark on a thrilling and rewarding career – at no cost. What have you got to lose?” concludes Dippnall.

Data Science Course details

Learners will gain an overview of Data Science and Machine Learning – the skills required to be a data scientist. In the Fundamentals phase they learn how to clean, analyse and visualise data as well as how to effectively communicate the findings. During Machine Learning, students solve real-world problems by building regression, classification and unsupervised learning algorithms in Python. This involves data exploration insight building, improving and communicating models from a raw and unstructured dataset.

Topics Covered:

Data Science Fundamentals

SQL – Create and query a SQL database to extract valuable information
Python Programming – Create Python functions to process and analyse datasets
Visualisation – Building dynamic and interactive dashboards using Power BI

Machine Learning

Regression – Learn about linear regression, variable selection, feature engineering, regularisation, decision trees, parametric methods, ensemble methods and bootstrapping. Build regression models and test the results of forecasts.
Classification – Learn about logistic regression, natural language processing, decision trees, support vectors, neural networks, ensemble methods and hyperparameter tuning. Build and optimise classification models to improve the accuracy of predictions.
Unsupervised Learning – Learn to apply unsupervised techniques, clustering, dimensionality reduction and recommendation systems to gather insight and derive patterns from unstructured data

Have what it takes to be a data scientist?

To apply for a free slot in this world class data science course, applicants must go to https://explore-datascience.net/ and undertake an aptitude test to qualify for selection.

The scholarship application window is open now until and the 6^th June.

See https://www.youtube.com/watch?v=tCkwnPur7jA for more information about EDSA’s courses.

Two-thirds of Scots worried they will catch COVID at work

Two-thirds of Scottish employees (66 per cent) are worried about contracting Coronavirus when they return to their place of work, a new survey has found.

The findings follow a UK-wide survey, carried out by JD Cooling Group, the UK’s leading independent supplier of environmental control systems with offices in Kelty, which revealed that despite the extensive vaccine roll out, many people across Scotland and the rest of the UK remain cautious about the prospect of a return to the office.

Lack of space and ventilation

Almost half (47 per cent) of all respondents cited the possibility of catching Coronavirus through airborne transmission indoors as their biggest concern, followed by 40 per cent who said poor air quality is a worry for them about returning to their workplace.

Two in five said they are concerned their co-workers might not be vigilant enough with handwashing, while 37 per cent of people admitted to being concerned about others not wearing masks. Lack of space is also an issue, with 35 per cent concerned about meetings in smaller rooms with limited ventilation, and a third (33 per cent) concerned about social distancing not being possible.

Providing reassurance

Despite these worries, there are a number of solutions that would help reassure employees about returning to work, with three in five (62 per cent) saying they would like a ventilation system installed to improve air quality, circulation and flow.

Social distancing measures being in place and enforced would reassure two in five (42 per cent), while a third (33 per cent) would be reassured by regular cleaning of surfaces. Two in five (39 per cent) would be reassured if the majority of the company had been given a coronavirus vaccine – slightly higher than the 32 per cent who would be reassured if they had been given the coronavirus vaccine themselves.

Changes to the workplace would also help to provide reassurance, as three in ten (31 per cent) support changes to allow them to have their own office or workspace, 26 per cent supporting Perspex screens being added to their workspace, and a fifth (18 per cent) feeling reassured if gloves and PPE was provided.

Mike Gould, HVAC Manager at JD Cooling Group said: “This data clearly shows that while there are measures in place, such as face masks and social distancing, people remain concerned when it comes to the next stage of restrictions lifting, and it won’t be enough to simply open doors and windows to encourage better air flow.

“Even with the vaccine roll out, proper ventilation is coming out as the top way to help employees feel comfortable about returning to the office.

“Good ventilation can rid a workplace of contaminated and stale air. As people are still clearly concerned about catching the virus at work, it’s important that employers do what they can in order to protect, reassure and ultimately keep their workforce safe.”

The study also found a significant minority (42 per cent) said that they would be likely to consider looking for another job if their employer did not put in adequate measures to minimise the spread of Coronavirus before they returned to their normal workplace. This highlights the importance of employers taking steps to protect their workforce.

Beyond this, the pandemic will undoubtedly have far-reaching long-term impacts on workers’ attitudes, as a third (35 per cent) say that they will be more concerned about catching common colds and flu viruses at work than they were before the pandemic, even after the vaccination programme has been fully rolled out.

For more information, tips and advice on good ventilation go to www.jdcooling.com/covid-safe

Scottish Power confirms major recruitment drive

180 posts to include first ever apprentices in onshore wind business

ScottishPower today announced its highest trainee recruitment drive since 2016 as it welcomed COP26 President Alok Sharma to the UK’s largest onshore wind farm on the outskirts of Glasgow.

Today’s announcement will see 180 separate opportunities for young people to join the company’s operations in Scotland, England and Wales. For the first time in the company’s history, apprenticeships in its ScottishPower Renewables’ onshore wind arm are on offer.

A Principal Partner for the United Nations climate change conference (COP26) to be held in the city later this year, ScottishPower is investing £10billion in the UK over five years – £6 million every working day – to double its renewable generation capacity and drive forward decarbonisation.

Its plans include new solar, wind and battery infrastructure, green hydrogen facilities and undertaking the mammoth task of upgrading parts of the country’s energy network to accommodate the expected rapid increase in demand for electricity.

The posts, which range from renewables to networks; procurement and IT, vary from graduate apprenticeships to pre-apprenticeship programmes for school leavers as well as opportunities for those looking to retrain from other industries.

They include:

· Graduates across Engineering, Procurement & IT

· Apprenticeships across Craft & Project Management

· Trainees programmes for Adult Craft & Engineers

· Graduate Apprenticeships

COP26 President Designate Alok Sharma said: “Growing our economy while becoming greener provides fantastic opportunities and I am pleased to see ScottishPower, a Principal Partner of COP26, will be adding so many new green jobs to its current workforce.

“As we move towards our net zero 2050 target, it shows we don’t need to choose between cleaning up our environment and growing our economy. I look forward to continuing to work with ScottishPower and others as we move towards COP26.”

Keith Anderson, Chief Executive of ScottishPower, said: “Roles like these will sit at the very heart of delivering the UK’s net zero ambition as well as the wider green economic recovery. With COP26 coming to the UK this year, there couldn’t be a better time to join us and be part of the green industrial revolution.

“Increasingly people want to work for an organisation that shares their values and strives towards a clear and common purpose they can get behind. Everything we do at ScottishPower is about helping tackle the climate emergency and build a better future, quicker for everyone. It’s a big challenge, but it also makes ScottishPower a hugely inspiring place to work with opportunities to innovate and challenge yourself at every turn.”

Sheila Duncan, ScottishPower HR Director, added: “There are so many opportunities within an energy company that people might not think of, from project managers to quantity surveyors.

“They all share one thing in common, and that’s helping us play our part in decarbonising the UK’s energy. Whether someone is starting out on their career or looking to retrain from elsewhere, there’s never been a more exciting time to join us.”

ScottishPower is one of the largest employers in Scotland and currently has around 5,500 staff at sites across the UK, including 1650 at its Glasgow-based HQ. is the first integrated energy company in the UK to switch to 100% clean energy generation and produces all its electricity from offshore and onshore wind. 

Earlier this year, ScottishPower signed up to the new Young Person’s Guarantee and committed to furthering opportunities for young people and those from disadvantaged backgrounds around the UK. This includes grassroots pre-employment schemes in local communities for young people in and around Glasgow.

It is a Principal Partner for the COP26 conference and is developing an energy model that will play a significant role in reaching the UK’s world-leading climate change targets.