Tag: employment

Two in 3 agree: An Apprenticeship is as good as a Degree

New research launched in line with National Apprenticeship Week (8-14 February) has revealed that more than two-thirds (67 per cent) of respondents agreed* that an apprenticeship is as valuable, and provides a young person with equal future prospects, as a university degree.

This finding highlights a significant improvement in the perceptions of apprenticeships and solidifies the Government’s strategy in achieving greater parity between further education (FE) and higher education.

The research, commissioned by independent training provider, Babington, showed a significant improvement in the perceived value of apprenticeships in comparison to previous years; a 2016 report found that only 24 per cent of young people believed an apprenticeship could give them a better chance of getting a good job than going to university.

This is a positive step towards understanding the value that apprenticeships provide not only for individuals, but for employers and the economy. This is especially true in light of the current pandemic, in which FE will play a significant role in building a skilled workforce to safeguard our economic recovery and long-term growth.

However, there remains a challenge and a lack of confidence in how this translates to employment opportunities, particularly when it comes to recruitment. The research also uncovered that 43 per cent of 16-24-year-olds agree* that an employer would favour a university degree over an apprenticeship.

These findings suggest that while perceptions are improving within society, and positivity surrounding apprenticeships is growing, the Government and employers must work in tandem to develop recruitment practices which expel any bias towards university degrees. This collaboration will better empower learners to build skills through their apprenticeships and secure employment that will support long-term career development. 

David Marsh, CEO of Babington, said: “It is clear that the efforts of all of those within the further education (FE) sector are paying off and the Government’s strategy in encouraging apprenticeships is working.

“However, what we’re now seeing is a disconnect with employer recruitment which could have an impact on those individuals considering an apprenticeship and how it might affect their long-term career prospects.

“Therefore, we now need to focus on supporting a much wider cultural shift amongst employers and recruitment teams to ensure the parity of apprenticeships is considered at every level.

“After all, if we are to effectively embed an employer-centric skills system then we need to continue working on changing behaviours and practices and recognise the multitude of benefits and skills which apprentices can offer.”

Tracy Fairhurst, Head of Apprenticeships, Royal Mail said: “We value apprenticeships at all levels as a hugely beneficial tool to develop talent within our organisation.  There are a wide range of Higher and Degree Apprenticeships available to support career development and provide a true earn while you learn opportunity as an alternative to the traditional fulltime study at university. 

“There are tangible benefits for both employer and apprentice – the apprentice gets to know the business and the sector in depth and can see the visible impact of applying learning.  For the employer, there are commercial and bottom-line benefits from synoptic projects and fresh thinking.

“I would encourage any employer to think widely about options to fill a role to make sure you get the best return on your people investment and apprenticeships are often the obvious choice.  We intend to do far more about achieving a more balanced approach to accessing talent pools based on the very positive results we are seeing so far.”

Ann Bridges, L&D Manager at M&S said: “Our apprenticeship programmes are a vital part of our recruitment and talent strategy. For apprentices, they offer the perfect foundations to kickstart a career in retail; while for M&S, they serve to strengthen our skills & talent pipeline.

“Alongside partner Babington, in November we launched retail’s first level three data technician apprenticeship, which teaches M&S colleagues the fundamentals of how to manipulate and scrutinise data, and translate it into valuable insights that the business can act upon.

“Programmes such as this are a key way we’ll continue to grow our digital & data capabilities and accelerate our transformation to become a digital first retailer.”

St James Quarter and FUSE to provide employment boost

Scotland’s retail and hospitality industries are set to benefit from a sizable jobs boost, thanks to St James Quarter and its FUSE initiative. 

As the retail and hospitality industries look to recover from the impact of the COVID-19 Pandemic, more than 450 new jobs will be recruited for initially at the development – with the capital city destination also planning to sustain a total of 3,000 new roles as it continues to grow.

Launched by the team at St James Quarter and working in partnership with a number of organisations across the city, FUSE is a new initiative providing a high-quality recruitment service specialising in retail and hospitality for employers both within St James Quarter and the wider Edinburgh area.

FUSE is recruiting roles for a variety of different levels, ranging from retail and restaurant management to security, customer service and cleaning staff – for brands such as Bonnie & Wild, Miele, Croma Vigilant and ABM. Further to driving recruitment, FUSE will continue to support those employed by providing further training, accredited qualifications, and ongoing networking opportunities. 

Rochelle Burgess at St James Quarter said: “The upcoming St James Quarter opening is a catalyst for a new era in Edinburgh providing jobs, building careers, and creating opportunities for people to develop and grow.

“The team at St James Quarter is passionate about doing our part to support and bolster the local community and we’re proud to be able to bring so many exciting career opportunities to Scotland – especially during what has been such a tough time for the people at the heart of the retail and hospitality industries.” 

Calum Nicol, FUSE Manager, added: “At FUSE, we’re committed to providing a leading service for both employers and employees – helping to match recruits with the needs of employers.

“Our diverse and experienced team allows us to stay at the forefront of recruitment needs, with our in-depth knowledge of all sectors placing the most suitable candidates in the most suitable positions. 

“After such a difficult period for these industries, FUSE hopes to be a beacon of hope for those seeking employment and career opportunities at such a challenging time.” 

St James Quarter is set to open the first phase of its retail, dining and leisure elements in Spring this year.

Edinburgh Amazon apprentice encourages others to join

Recruitment has started for 25 different apprenticeship schemes ranging from engineering to broadcast production, creative digital design to health, safety and environment technician

Roles include 100 degree-level apprenticeships and more than 500 apprenticeships for Amazon employees, providing an opportunity to retrain and gain new skills

Pay starts at a minimum of £10.80 p/h in the London area and £9.70 p/h in other parts of the UK up to £30,000 a year for degree-level apprenticeships

Amazon created 10,000 new permanent UK jobs in 2020, and now employs more than 40,000 people across the country

Amazon has announced it has started recruiting for over 1,000 full-time apprenticeships in the UK in 2021, covering 25 different programmes ranging from IT, safety technician and HR through to software engineering and creative digital design.

The roles which pay minimum of £10.80 p/h in the London area and £9.70 p/h in other parts of the UK up to £30,000 a year for degree-level apprenticeships include 100 degree-level apprenticeships in automation engineering, project management, software development and chartered management.

Over 500 new apprenticeships will be offered to Amazon’s existing workforce, providing opportunities to retrain and gain new skills leading to an exciting new career path. Apprenticeships exclusively for Amazon employees range from a team leader through to a coaching practitioner.

In addition to being fully-funded, apprentices also receive a comprehensive benefits package, including private medical insurance, life assurance, income protection, subsidised meals and an employee discount – which combined are worth more than £700 annually – as well as a company pension plan.  

Apprentice programmes last between 14 months and four years and a typical apprenticeship combines theoretical learning with hands-on training, enabling participants to obtain qualifications and degrees and earn money in the process. 

Once qualified, apprentices will have the potential to work across Amazon’s UK sites including fulfilment centres, delivery stations, sortation centres and the company’s UK head offices in London and Manchester and the three development centres in Edinburgh, Cambridge and London.

The 1,000 apprenticeships add to Amazon’s continued commitment to creating jobs and opportunities to learn new skills across the UK. Amazon created 10,000 new permanent jobs in the UK in 2020 alone, and employs more than 40,000 people in some of the most advanced workplaces of their kind in the world with competitive pay, processes and systems to ensure the wellbeing and safety of all employees.

Minister for Apprenticeships and Skills Gillian Keegan, said: “It’s fantastic to see Amazon continuing to invest in apprentices. These apprenticeships cover a range of exciting roles from broadcast production to engineering, showcasing the huge variety of opportunities available to young people looking to build a great career.

“I know first-hand the life changing opportunities an apprenticeship can bring. I wish all those who apply the best of luck and thank Amazon for their ongoing commitment to building skills and talent both for today and in the future.”

 “We are proud to be creating new opportunities for people of all ages and backgrounds across the UK to gain skills through our apprenticeship programmes in 25 different fields, from logistics to robotics,” said, John Boumphrey, UK Country Manager, Amazon.

“An Amazon apprenticeship offers an exciting career path, creating opportunities within our local communities across the UK and helping our own employees retrain and gain new skills at a time when investing in people and jobs has never been more important.”

Hal Stanfield (25), IT apprentice based in the Networking and Project Management team at the Amazon Development Centre in Edinburgh.

Born and raised in Edinburgh, Hal left school and joined Amazon’s customer service scheme. Through the Amazon Career Choice Programme, Hal was able to develop his burgeoning interest in IT and embarked on a part-time college course in computing with on-the-job training through the IT apprenticeship. 

Hal said: “I wouldn’t have been able to do it otherwise, and Amazon made it really convenient to re-train myself. It’s been great for my confidence, I’m now so much more skilled and engaged in my role.

“This apprenticeship has been one of the best work decisions I’ve ever made. In my role I get to talk to people in all areas of the business, and that’s something I really enjoy. There’s also a strong community in the apprenticeship programme that has developed through group activities and chats, despite the pandemic.”

The 1,000 new apprentices will join current apprentices already working at Amazon. The current Amazon apprenticeship schemes have attracted recruits from a range of different backgrounds from a former barista, footballer and photographer, to former military veterans and nurses.

Throughout the last year, people have also joined Amazon from construction, customer services, health care, hospitality and sales industries.

Amazon also offers employees Career Choice, an innovative programme which pre-pays 95% of tuition for courses in high-demand fields, up to £8,000 over four years, regardless of whether the skills are relevant to a career at Amazon.

Amazon provides opportunities to improve existing skills or learn new ones through internal career progression opportunities such as cross-training, transferring to a different department and promotion into a managerial role.

Amazon has invested over £23 billion in the UK since 2010 to provide convenience, selection and value to UK consumers, while supporting tens of thousands of businesses and creative professionals including small businesses selling on Amazon’s online stores, Amazon Web Services developers and Kindle Direct Publishing authors. 

Applications are now open for Amazon’s apprenticeship programme. For more information, visit: www.amazonapprenticeships.co.uk

Edinburgh residents urged to have their say on Women and Employment post-COVID-19

The First Minister’s National Advisory Council on Women and Girls (NACWG) is calling on residents in Edinburgh to share their views on gender equality issues in relation to Women and Employment post COVID-19.

Progression and opportunities for women in the workplace has been significantly impacted by the pandemic. Pay cuts, furlough and redundancies are just some of the employment issues that have stemmed from COVID-19, while other women have struggled to balance work  and caring  commitments within the pandemic restrictions. 

The Advisory Council wants to shine a spotlight on the impact that women in different sectors are facing as a result of COVID-19 and their perspectives on the recovery.

The NACWG was formed to support the drive for an equal society for women and girls in every community across Scotland by raising the issue of gender inequality. Focusing on a new Spotlight theme on a bi-monthly basis, the Advisory Council encourages people to share ideas and opinions on different gender equality issues.

Louise Macdonald OBE, Co-Chair of The NACWG, said: “Despite some progress in  narrowing the gender gap, the COVID-19 pandemic has  dialled back some of that progress and also created new barriers for women in relation to employment. It’s vital  that women are  at the forefront of the employment recovery to prevent longer term implications for gender equality and for society as a whole.

“The Advisory Council is inviting groups, organisations and networks in Edinburgh, to share their experiences, opinions and ideas around the Spotlight. Every bit of feedback will help us gather more insight and help drive action in creating long-lasting change for women and girls in Scotland.”

To participate in this national conversation, groups, organisations and networks are encouraged to form a virtual Wee Circle to discuss issues surrounding inequalities in employment post COVID-19 and share ideas on how this can be tackled. 

Feedback from these Wee Circle discussions, as well as individual feedback, can be submitted online at onescotland.org/NACWG. 

Thoughts can also be shared on social media using the hashtag #GenerationEqual.

Digital job surgeries launched to help 160,000 back into work

More than 150,000 jobseekers across Great Britain will benefit from new employment support, helping them build their interview skills, find local vacancies and quickly get back into work.

  • New Job Finding Support service launched to benefit 160,000 people over the next year
  • Support ranges from job searches and interview practice to advice on how to switch careers
  • Service to run in parallel to existing support available in jobcentres and by work coaches, as part of UK Government’s Plan for Jobs

A new team of 325 Job Search Advisers are now available online or over the phone, to support those recently unemployed who already have the skills and experience needed to move into a new career, but might not be sure where to start.

Over the next 12 months, an expected 160,000 jobseekers will receive digital support and advice, as part of a new Job Finding Support (JFS) service in a further boost to the Government’s Plan for Jobs.

The ‘quick-fire support’, which takes place across four one-to-one sessions and aims to be completed in a matter of weeks, offers mock interviews, help to identify transferable skills and advice on how to switch industries, as well as online group sessions to improve job search techniques.

Secretary of State for Work and Pensions Therese Coffey (above) said: “Job Finding Support will help jobseekers brush up on interview skills and advice, giving them a helping hand to move back into work quickly.

“Our Plan for Jobs is helping us build back better and fairer, getting job support to people who need it right across Britain and levelling up opportunity.”

The service is completely voluntary to all jobseekers who have been unemployed for less than 13 weeks and are claiming benefits. Participants are referred to the scheme through their Work Coach.

As the Department for Work and Pensions drives forward the Plan for Jobs, it has supported over 40,000 people to retrain and upskill on the Sector-based Work Academy Programme; and recruited 8,500 new Work Coaches to spearhead efforts to get Britain working again.

Chief Executive of ERSA, Elizabeth Taylor, said: “The government’s Plan for Jobs package of labour market initiatives is helping people to provide for their families throughout the pandemic, and Job Finding Support is another important step in helping jobseekers in these difficult times.”

Job Finding Support will run in parallel to existing support that is available in jobcentres, and will complement the role of Work Coaches who provide more intensive support for jobseekers, including anyone facing specific difficulties returning to work.

This service will also free up frontline staff as they continue to help people access the financial support they need through the welfare safety net.

Shocks, Knocks and Skill Building Blocks

All round support is key to digital skills-powered recovery, says new report

Equipping people with soft skills and tackling motivational barriers can switch them onto learning new digital skills, according to a new report.

The findings come in ‘Shocks, knocks and skill building blocks’, from leading digital inclusion charity Good Things Foundation, following a one-year programme of work in partnership with Accenture and Nesta.

It highlights the need for help for people to learn soft skills, such as increased confidence, better decision-making and resilience to setbacks, to lay the foundations for workers to embrace digital skills and thrive.

The impact of COVID-19 on the jobs market is visible – and with unemployment forecast to hit 2.6 million by the middle of 2021 and digital skills more important and in-demand than ever, the findings offer a proven route to employability success.

The Future Proof: Skills for Work programme was designed to build work-related digital skills for unemployed or underemployed people, helping them achieve sustained employability outcomes.

With the global pandemic shaking the employment landscape to its core, the jobs market is a very competitive space where workers are required to be both digitally skilled and adaptable. Yet whilst 82% of roles require digital skills, 52% of working age adults do not yet have them.

Working with 13 community partners and helping over 900 people, the programme focused on understanding the barriers faced by learners – and how these can be overcome to help close the digital skills gap.

As a result of the programme, which was delivered remotely in communities after lockdown hit the UK last March, 70% of participants believe their digital skills have improved while 68% believe they are better prepared for employment.

The greatest change in attitude was around resilience in the face of challenges, with 27% of learners experiencing a positive change.

The project also saw a larger number of employed and higher-educated workers engaging with Good Things Foundation’s community partners and the Future Proof programme.

The new report also:

  • Highlights the crucial role of hyperlocal community organisations, arguing they are best placed to help people build confidence and learn digital skills simultaneously.
  • Calls for a move away from a tick-list approach to skills – including digital – to one that instead accommodates natural changes and fluctuations.

Helen Milner, Chief Executive of Good Things Foundation, said: “Working with Accenture, Nesta and our community partners, Future Proof has been ahead of the curve in terms of predicting new audience demand, skills and motivations and helping people gain digital skills alongside greater confidence and broader skills.

“Remote working due to COVID-19 has changed working patterns permanently. This makes upskilling the workforce even more vital. With the UK in the grips of another national lockdown and nine million adults unable to use the internet without help, the Government needs to demonstrate a strong commitment to fix the digital divide, to support economic recovery.”

Camilla Drejer, Director of UK & Ireland Corporate Citizenship at Accenture said: “At Accenture, we recognise how critical it is to support people in building new skills. This programme is not just helping people learn the digital skills needed today but also motivating participants to commit to life-long learning and develop a confidence about the opportunities that the digital economy brings.

“Through the Future Proof programme, we are pleased to have been able to help participants understand this shift, plan for the future and take charge of their careers.  We believe that it is our duty as a responsible business to focus on the value we can create and this programme is an important aspect of that.”

The full report is available to download here.

More support into employment for vulnerable teenagers

Funding to help more vulnerable young people across Scotland into work has been announced by Economy Secretary Fiona Hyslop.

Part of the Scottish Government’s Young Person’s Guarantee, the £986,702 investment will provide specialist pre-employment support for an additional 1,300 16 and 17-year-olds.

Two existing programmes delivered in partnership with the third sector – Our Future Now and Discovering Your Potential – will provide the support.  

Ms Hyslop said: “This pandemic continues to hit us hard – especially our young people who are facing fewer opportunities, and even more so for those who are vulnerable and have recently left school.

“As part of our national mission to create jobs, and through our Young Person’s Guarantee, we must all work together to help this generation who have been caught so cruelly in the eye of the coronavirus (COVID-19) storm.

“These two dedicated programmes, delivered in partnership with the third sector, will allow us to help even more young people access the support they need to build their confidence and develop valuable skills that employers require.”

Vulnerable young people are defined as those with multiple barriers to employment. This includes:

  • young people at risk of not being in education, employment, or training
  • young carers
  • young care-experienced people
  • young people with disabilities
  • young people with previous convictions
  • young homeless people
  • young people mental health issues
  • young refugees

Further information regarding the Young Person’s Guarantee can be found here.

Inspiring Scotland, who deliver Our Future Now, will receive funding of £500,702.

For further information please contact enquiries@inspiringscotland.org.uk.

The Young Person’s Consortium, which includes Barnardo’s, Action for Children, and The Princes Trust, deliver Discovering Your Potential. They will receive funding of £486,000.

For further information please contact tommy.mcdade@barnardos.org.uk.

Workers asked to shield should not have to choose between their life and livelihood

On Monday Boris Johnson, in response to mounting evidence and calls to take urgent steps to protect the public, announced a new lockdown, the third we’ve had to date. The government must ensure that those asked to shield are able to do so (writes TUC’s Quinn Roache).

New strains of coronavirus are spreading like wildfire. 

The new strain of the virus is 50% to 70% more transmissible and levels of infections are increasing to record levels, leading to huge strains on hospitals across the country.  

Disabled people make up the majority of those who have died from Covid-19 – government statistics show that disabled people accounted for 3 in 5 covid-19 deaths. This is why it is imperative that, going into this new lockdown, disabled people who are told to shield can do so effectively.    

Impact 

This new lockdown is having a tangible impact on everyone. It impacts on many workers physical and mental health as well as livelihoods and income.  

This is particularly true of those who’ve been asked to shield. A group the government have termed ‘clinically extremely vulnerable’, which means they have a higher risk of severe illness if infected.  

Evidence suggests that in England this group is almost 4% of the population, or 1 in 25 people, and that they are disproportionately more likely to be disabled. 

Disabled workers previously asked to shield told the TUC they felt forgotten and overlooked. They told us that the first lockdown left them isolated, without access to basic needs like food and a negative impact on both their physical and mental health1.  

The government must do better this time.  

Government advice to those who should shield 

Their guidance is that those advised to shield should no longer attend work, school, college or university.  

And that they should limit the time they spend outside their home, only going out for medical appointments, exercise or if it is essential. 

Shield confirmation 

Many people asked to shield will have done so already and they and their employers will have a good understanding of how to proceed throughout this lockdown.  

However, it is important for employers and workers to understand the changing nature of the shielding group.  

Since the start of the pandemic, workers will have come on and off the shielding list as their health conditions have changed. For example, those who were newly diagnosed with cancer and are undergoing active chemotherapy would have only just be put on the shielding list.  

To avoid any confusion, everyone who needs to shield will be sent a letter by the government to confirm their shield status. However, receiving confirmation you should shield has not been a seamless process in the past. 

In the first lockdown many people who were at very high risk from the virus were not on the list of those who should shield and, as a result, did not receive a letter advising them to do so.  

Government guidance says, a GP or hospital clinician can add individuals to the Shielded Patient List if, based on their clinical judgement, they deem to them be at higher risk of serious illness if they catch the virus.  

Workers who do not receive a letter telling them shield but who think they should be on the list should speak to their clinician or GP.  

Furlough 

It is vital that workers advised to shield should stay at home to protect their health, however, being told to shield and being able to afford to do so are two different things.  

We’ve been told that although employers have access to the furlough scheme not all of them are using it so often those most at risk from the virus, are not being furloughed.  

Employers should ensure that shielding workers who cannot work from home are offered an alternative role they can fulfil from home. Failing that, shielding workers should be furloughed.  

Workers told to shield from any sector, public, private or the charity/third sector, who can not work from home but cannot return to the workplace must be furloughed. And to ensure this group’s health, the job retention scheme should be open to workers who live with someone told to shield and who cannot work from home.  

Nobody should be losing pay as a result of an existing health condition and NHS advice to shield. No one should have to choose between their life and livelihood.  

This is why the government, upon the urging of unions, has extended the job retention scheme to the end of April 2021 and which means furloughed workers will continue to receive up to 80% of their salary up to £2,500 which employers can claim back from the government. Employers can, and we believe should where they can afford it, top up wages to 100 per cent. 

The government must also make sure benefits like statutory sick pay and universal credit pay the real living wage. It must repair the UK’s safety net as far too many people, around 14 million, were already living in poverty before the virus struck. Disabled people are disproportionality effected by this as nearly half of all people living in poverty in the UK are disabled themselves or live with someone who is.   

People who lose their jobs must get the support they need to make ends meet and to get back on their feet.  

Without fixing these benefits, many risk being plunged into poverty.  

TUC recommendations 

The TUC is calling on all employers to: 

  • ensure that shielding workers who cannot work from home are offered an alternative role they can fulfil from home. Failing that, shielding workers should be furloughed. 

The TUC is calling on the government to: 

  • raise the basic level of Universal Credit for the duration of the outbreak to 80% of the real living wage – or £260 a week  
  • raise sick pay from £94 a week to the equivalent of a week’s pay at the Real Living Wage – around £320 a week. 

Save Our Jobs: Casino industry appeals to Scottish Government to lift closure restrictions

·         ‘The Chips Are Down: Save Our Casinos, Save Our Jobs’ campaign is urging First Minister, Nicola Sturgeon to lift restrictions and allow casino venues to reopen in Level 2

·         More than 700 people employed by the casino industry face job uncertainty whilst venues stay closed

After weeks of closure and with hundreds of jobs at risk, the casino industry in Scotland has joined forces to urge the Scottish Government to change its current tiering restrictions which are forcing venues to remain closed.

11 casino venues in Scotland which support more than 700 jobs in Aberdeen, Dundee Edinburgh and Glasgow, have launched a petition encouraging its customers to write to the First Minister, Nicola Sturgeon, to enable the recovery of the sector by allowing casinos to open in Level 2.

Led by Scotland’s largest casino operator, Grosvenor Casinos and with the support of Genting Casinos, Caesars Entertainment and trade association Betting and Gaming Council, ‘The Chips Are Down: Save Our Casinos, Save Our Jobs’ campaign points to the belief that the casino industry is being unfairly singled out.

Whilst pubs, bars, restaurants and cinemas are able to continue to trade in Level 2 or below, the shutters came down on casino venues when the Scotland Strategic Framework was announced, putting jobs and livelihoods at risk.

Casinos are stressing the urgent need for the Scottish Government to lift the current restrictions imposed and allow venues to open in Level 2, and are asking the government to better understand the evidence which clearly points to casinos as ultra-safe venues.

Jonathon Swaine, Managing Director of Grosvenor Casinos, said: “We cannot stress enough how damaging it is that casinos across Scotland are being imposed with these arbitrary restrictions.

“As an industry we provide ultra-safe venues for colleagues and customers to visit. There is not a shred of scientific evidence which supports the decision to keep casinos closed in Level 2 while other hospitality venues are able to stay open.

“If Scottish casinos are forced to remain closed it will have a devastating impact on those customers who enjoy their local venues as a community hub, on team members who will lose their jobs, on the local suppliers it serves, on the charities that they are proud to support, as well as on the wider economy which will lose millions of pounds in tax receipts.”

Out of 30,000 unique admissions through the doors since reopening in August, there has been just one recorded case of coronavirus transmission within any casino in Scotland, with 87% of casino customers saying that they feel safe in a casino compared to other entertainment and hospitality venues.*

Casino businesses have invested millions of pounds to ensure venues are safe for its colleagues and customers to play, installing PPE such as plexiglass screens between gaming tables, ID scanning technology upon entry, hand sanitiser stations and social distancing signage throughout venues.

The casino industry in Scotland contributed £30m in tax a year to the UK economy, but the continued and unjustified closure of casinos in Scotland is threatening to shut their doors for good.

Michael Dugher, Chief Executive of the Betting and Gaming Council, said: “Casinos in Scotland safely re-opened in August, with excellent anti-Covid measures in place, and there is absolutely no evidence that they contribute to the spread of virus.

“Closing them makes no sense, especially when other parts of the hospitality sector are being allowed to stay open. That’s why the industry is rallying together to urge the Scottish Government to think again, remove casinos from Level 2 and let them get back to business.”

To add your support to ‘The Chips Are Down: Save Our Casinos, Save Our Jobs’ campaign petition and for more information www.savecasinossavejobs.com

Upskilling and reskilling opportunities for employees

More employers across Scotland can now apply for funding to provide upskilling and reskilling opportunities for their existing staff.

The Flexible Workforce Development Fund (FWDF) helps businesses continue to invest in their workforce and is available for all of Scotland’s employers who are subject to the UK Government’s Apprenticeship Levy. For the first time, the fund will now be available for both levy payers and SMEs, across the private, public and third sectors.

In August the Scottish Government announced immediate investment in jobs to provide the foundations for a strong economic recovery from coronavirus (COVID-19). As part of this, the FWDF, which is now in its fourth year, was doubled to £20m for 2020/21, with £13 million made available through the first phase to allow colleges to provide additional support for levy paying employers.

The second phase of the fund, backed by £7 million, will also be utilised to respond directly to the impacts of the pandemic, and will open to applications 16 November 2020.

Of this, £5 million will be available to support SMEs through a college and Open University in Scotland partnership, while Skills Development Scotland will offer a new option which will test the use of private training providers for levy paying businesses who require specialist training.

Business, Fair Work and Skills Minister Jamie Hepburn said: “Opportunities for training are essential for both employers and employees, and in August we doubled funding for our Flexible Workforce Development Fund to £20 million for 2020/21 to ensure businesses across Scotland can continue to invest in their workforce.

“As this fund adapts and responds to the impacts of the pandemic, we will also see the introduction of additional delivery partners including the Open University in Scotland and private training providers for employers who require more specialist training.

“By strengthening upskilling the existing workforce, in partnership with colleges, we can retain jobs and support employers as they pivot and adapt to a new and very different working environment as a result of the pandemic.”

Andrew McRae, FSB’s Scotland policy chair, said: “This new funding could help many Scottish smaller businesses, and their staff teams, navigate the current crisis and ensure they’re prepared to take advantage of the recovery when it comes.

“FSB has been making the case to open up this cash pot to local firms, and we’d encourage all sorts of smaller operators to investigate how to access this support to build their business and develop their employees.”

Susan Stewart, Director of The Open University in Scotland, said: “The Open University in Scotland has led in the development of new skills for those facing redundancy, furlough or sectoral job pressures as a result of COVID-19.

“We welcome this funding which allows us to deliver support at scale to small and medium sized businesses across Scotland providing vital training as they adapt to new ways of working post pandemic.

“We will help businesses with a tailored, flexible package of online training to boost productivity and upskill and retrain employees particularly in those areas where skills gaps exist across Scotland like business management, digital, health and social care and the green economy.”

Find out more about the FWDF through The Open University, Scottish Funding Council, Our Skillforce.

More information on Phase 2 of the FWDF will also be available here shortly.