Tag: employment

David Lloyd Edinburgh Shawfair launches local recruitment drive

David Lloyd Leisure has appointed its senior management team in anticipation of opening its new Edinburgh Shawfair club.

Michael Lindores joins the team as General Manager from David Lloyd Aberdeen and will oversee preparations for the 2023 summer opening. The Edinburgh Shawfair team has launched its local recruitment drive this month, with management interviewing candidates for key hospitality, spa, and fitness roles.

Those interested in a role can learn more here: https://careers.davidlloyd.co.uk/

David Lloyd Leisure expects that the new club will generate up to 75 jobs when operational. Construction began in October 2022, and the development phase is expected to generate more than £4 million for local subcontractors and companies and involve 50-60 construction jobs.

The site recently opened a dedicated marketing suite staffed by a full-time membership team. There has been intense interest from locals who have registered for updates in recent months, and early-bird discounts still operate for those registering online for a little while longer.

The club is committed to exploring opportunities to develop local community partnerships over the coming months, most notably as a sponsor and participant at the Midlothian Gala in May.

The centrepiece of David Lloyd Edinburgh Shawfair will be the 100+ station gym, which will house David Lloyd Clubs’ cutting-edge gym concept with an unrivalled array of best-in-class equipment.  

Four bespoke designed studios will offer high-octane High-Intensity Interval Training (HIIT) classes, such as Blaze, group cycling with Cyclone and mind and body classes, such as SPIRIT.

A 20m indoor and a 25m heated outdoor swimming pool will offer a range of activities, including aqua aerobics, family splash time as well as quiet adult swim sessions for a more relaxing way to enjoy lengths. The new Club will also feature three outdoor padel courts plus four tennis courts inside an aerodome.

There will also be a Clubroom which will be carefully zoned to meet member needs, including a dining area with freshly cooked meals and a business area to catch up with work in peaceful surroundings. Families can enjoy a dedicated zone with eating areas and an indoor playframe. An outdoor patio area will offer a space for outdoor dining and socialising on warmer days and evenings, with playground facilities for the children.

The club will have a 250-space car park and is well-connected to Edinburgh and surrounding towns in Midlothian and East Lothian by nearby bus, rail, and cycle links. The development was granted planning approval in April 2021 following extensive consultation with the local community in 2020.

To secure membership at David Lloyd Edinburgh Shawfair and join today on the introductory offer, visit www.davidlloyd.co.uk/edinburghshawfair.

Michael Lindores, General Manager at David Lloyd Shawfair, said: “I am delighted to be appointed General Manager to oversee the process of building our new community at David Lloyd Edinburgh Shawfair. It is a privilege to lead the new team welcoming our members in summer 2023.

“David Lloyd Edinburgh Shawfair will be an amazing place. Our members will enjoy new and unrivalled facilities, ranging from incredible outdoor spaces to an extensive suite of group exercise studios, with Signature classes exclusive to David Lloyd Clubs. 

“We are committed to the Midlothian area, and our recruitment drive is a fantastic opportunity for those with the drive and passion to thrive in a fast-paced fitness environment.

“Many of our senior team have transferred from across the United Kingdom, and we are steadfastly committed to seeing Shawfair become a premium destination that locals can be proud of.”

North Edinburgh Arts recruiting two Link Up development workers

Please see details attached for two new posts we are recruiting, Link Up community development workers, 12hpw and 35 hpw fixed term to March 2026.

I would be grateful if you could share these widely amongst your networks, freelance colleagues, and participants to ensure as wide a constituency as possible is aware of the roles.

With thanks in advance

North-Edinburgh-Arts-Link-Up-Community-Development-Worker-12hpw__-advertDownload
North-Edinburgh-Arts-Link-Up-Community-Development-Worker-35hpw__-advertDownload

Low Pay Britain: “miserly” sick pay system is punishing low-paid workers, says TUC

LPB-2023Download

The UK workforce expanded in the three months to February, driven by young people leaving full-time education and moving into work, but the longer-term problem of rising ill-health continues to worsen, the Resolution Foundation said in response to the latest ONS labour market statistics yesterday.

The UK workforce continued to expand in recent months, with employment up 170,000 on the quarter, and economic inactivity down 230,000. The fall in inactivity was driven by full-time students: the number of people inactive due to being a full-time student was down 180,000 on the quarter.

The labour market has loosened overall, with short-term unemployment (up to 6 months) rising by 52,000 to above normal pre-pandemic levels, and vacancies falling by 47,000 on the quarter.

Less encouragingly, inactivity among older workers aged 50-64 remains high – up 298,000 on pre-pandemic levels – while the number of people inactive due to ill-health rose to a record high of over 2.5 million.

Reversing this trend – which predated the pandemic – is a huge priority that is likely to take years to address, says the Foundation, and a key test of the new Health and Disability White Paper.

Nominal pay growth strengthened in February, driven by the gap between public-sector (5.3 per cent) and private sector (6.1 per cent) pay growth closing. However, with inflation still at double digits, pay packets continue to shrink in real terms.

Louise Murphy, Economist at the Resolution Foundation, said: “Britain’s workforce continued to expand in early 2023 as thousands of full-time students moved into work. But while the young entered work, but the old and sick did not. Reversing these trends are a major problem for policy makers across government to confront.

“Strong growth in the public sector has helped to close the gap in pay growth with the private sector. But the picture remains that almost all workers across Britain are seeing their pay packets shrink in real terms, which will continue for the foreseeable future.”

Commenting on the Resolution Foundation’s Low Paid Britain Report, which criticises the UK’s lack of decent sick pay, TUC General Secretary Paul Nowak said: “Nobody should be plunged into financial hardship if they become sick. 

“But Britain has one of the most miserly sick pay rates in Europe. 

“This is disproportionately punishing low-paid workers and leaving them without a safety net. 

“We must fix our broken sick pay system by making statutory sick pay available from day one and raising it to the level of the real living wage. 

“The lack of decent sick pay cost us dear during the pandemic. The government should have learned this lesson.” 

On the need for a higher minimum wage and sector-wide fair pay agreements, Paul Nowak added: “Let’s not kid ourselves. Low-paid workers remain under huge financial strain. 

“Energy bills have shot up by £67 a month and food prices are through the roof. 

“It’s time to put an end to low-pay Britain once and for all. That means getting the minimum wage to £15 per an hour as soon as possible.  

“And it means introducing industry-wide fair pay agreements so that all workers have a minimum set of pay and rights.”  

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Living Wages towards Living Pensions

News from THE POVERTY ALLIANCE

Our Living Wage Scotland team has had great success in encouraging 3,000 businesses in Scotland to become accredited Living Wage employers. Now the Living Wage Foundation is moving into a new area. 

The Living Pension accreditation scheme was launched in Edinburgh on 21 March 2023. It is a voluntary savings target for employers and aims to help workers build up a pension pot that will provide enough income to meet basic everyday needs in retirement.

Research completed by the Resolution Foundation in 2022 showed that four in five workers, and 95% of low-paid workers, paying into defined contribution schemes are not saving at the level needed to reach an acceptable standard of living in retirement.

You can read more about Living Pensions here, and you can also sign up to a free webinar being hosted by the Living Wage Foundation on Tuesday 16 May 2023.

Royal Bank of Scotland Report on Jobs

Hiring activity across Scotland falls again in March

  • Permanent placements fall for second month running
  • Further marked drop in supply of permanent labour
  • Pay pressures moderate but remain strong overall

The latest data from the Royal Bank of Scotland Report on Jobs survey signalled a fall in permanent staff placements across Scotland for the second consecutive month in March.

The reduction was fuelled by ongoing economic uncertainty, which resulted in increased hesitancy among companies to commit to new hires. Additionally, temp billings fell for the sixth month running.

In terms of labour supply, there was a further sharp fall in the number of candidates for permanent vacancies, while temp staff availability fell at the weakest pace in the current 25-month period of contraction. At the same time, growth of demand for permanent staff moderated in March, with vacancies rising at the slowest pace in just over two years.

Furthermore, demand for temp workers contracted for the third consecutive month. In terms of pay, pressures on starting salaries and wages remained marked, partly due to the cost-of-living crisis, but also competition for workers amid ongoing labour shortages.

Downturn in permanent staff hires softens from February

Permanent placements across Scotland fell for the fifth time in the past six months in March. According to recruiters, the latest downturn was largely driven by economic uncertainty and hesitancy to commit to new hires.

While the rate of contraction across Scotland moderated notably from February, it was stronger than that recorded for the UK as a whole.

A sixth straight monthly decline in temp billings was reported across Scotland in March. That said, the respective seasonally adjusted index picked up from February’s 32-month low, indicating the softest decrease in billings since December last year.

However, at the UK level, temp billings continued to increase and at the quickest pace since September 2022.

Marked contraction in permanent staff supply

A further drop in permanent labour supply was recorded across Scotland in March, thereby stretching the current run of contraction to 26 months. The pace of decrease was broadly similar to that seen in February and stronger than the series average. According to anecdotal evidence, fewer permanent candidates were available partly due to economic uncertainty and the subsequent reduction in active job seekers.

In contrast, the UK as a whole recorded the first rise in permanent labour availability in over two years, albeit one that was mild overall.

March data revealed a fractional drop in temp staff availability across Scotland. Notably, the pace of contraction moderated further from December last year and was the weakest seen in the current 25-month sequence of reduction. A preference for permanent positions and hesitancy to switch roles reportedly weighed on availability. However, fewer work opportunities and the completion of projects helped to improve short-term labour supply in some areas.

Meanwhile, the availability of candidates for temporary vacancies at the UK level increased for the first time in 25 months.

Growth in starting salaries moderates, but remains rapid

Salaries for new permanent hires rose rapidly across Scotland in March. Competition for skilled staff, the cost-of-living crisis and labour shortages were said to have driven up salaries. While the rate of inflation was stronger than the historical and UK-wide averages, the pace of growth was the softest seen in 23 months.

March data pointed to a sharp rise in hourly wages for temporary workers across Scotland, thereby extending the current run of growth to 28 months. While the pace of temp wage inflation intensified from February, the upturn was among the weakest in the aforementioned sequence, and broadly in line with the historical average.

The pace of wage growth across the UK as a whole was quicker than that seen for Scotland.

Softer upturn in demand for permanent staff

Permanent job openings grew solidly across Scotland in March. However, the latest upturn was the softest seen for just over two years and weaker than that at the UK-wide level.

Of the eight monitored sectors, Nursing/Medical/Care saw the strongest upturn in permanent staff demand, with IT & Computing ranking second.

Demand for temporary workers across Scotland fell for the third month running in March. The rate of contraction was marked overall, and contrasted with a modest increase in temp vacancies across the UK as a whole. 

The steepest drop in temp staff demand was seen for Blue Collar roles, followed by Executive & Professional.

Sebastian Burnside, Chief Economist at Royal Bank of Scotland, commented: “March data revealed a further decline in hiring activity across Scotland, as ongoing economic uncertainty weighed on firms’ appetite for new staff.

“Moreover, with growth in permanent vacancies weakening further, and temp vacancies falling for the third month running, it appears unlikely that recruitment trends will improve much in the coming months. Nevertheless, despite the slowdown in hiring, pay pressures remained acute.

“This was in part fuelled by the cost-of-living crisis, but also increased competition for scarce candidates.”

New review to boost employment prospects of autistic people

A new review designed to boost the employment prospects of autistic people hasUKtoday been launched by the UK Government

  • Sir Robert Buckland KC MP to lead new Autism Employment Review
  • Focus on supporting employers to recruit and retain autistic people and reap benefits of a neurodiverse workforce
  • Recommendations for change to be brought to Government later this year

A new review designed to boost the employment prospects of autistic people has been launched by the Government to spread opportunity, close the employment gap and grow the economy.

The Secretary of State for Work and Pensions, Mel Stride MP, has appointed Sir Robert Buckland KC MP to lead the review, which will consider how the Government can work with employers to help more autistic people realise their potential and get into work.

People with autism have particularly low employment rates – with fewer than three in 10 in work – but the Buckland Review of Autism Employment, supported by charity Autistica and the Department for Work and Pensions (DWP), is aiming to change that.

The Review will ask businesses, employment organisations, specialist support groups and autistic people to help identify the barriers to securing and retaining work and progressing with their careers.

The Minister for Disabled People, Health and Work, Tom Pursglove MP said: “We know autistic people can face barriers moving into employment and staying there. This is often down to the employers themselves not having the tools to support autistic people, or truly understanding the value of a neurodiverse workforce.

“This important review will provide us with vital information to remove these barriers and help more autistic people start, stay and succeed in work by ensuring more employers provide truly inclusive places to work. I look forward to seeing the recommendations from the review.”

Rt Hon Sir Robert Buckland KC MP said: “I am delighted to have been asked to lead this important Review. Our workplaces and businesses would benefit so much from the huge potential that autistic people represent.

“If we close the employment gap for autistic people, it will not just mean individual fulfilment but a significant boost to employment and productivity for our country.”

The Buckland Review of Autism Employment will consider issues including:

  • how employers identify and better support autistic staff already in their workforce;
  • what more could be done to prepare autistic people effectively for beginning or returning to a career;
  • and working practices or initiatives to reduce stigma and improve the productivity of autistic employees.

It will focus specifically on autistic people, and aim to develop solutions that:

  • will be acceptable to autistic people.
  • will be effective at improving autistic people’s outcomes.
  • will be feasible for employers or public services to deliver.

The Review will also look at employers who are benefitting from a neurodiverse workforce, like London manufacturer KwickScreen. The innovative company provides transparent screens to every UK hospital and played a pivotal role in the NHS’s response to the Covid pandemic.

On a recent visit to their Lewisham base, the Minister and Sir Robert discovered many of the breakthrough initiatives in the company came from the neurodiverse members of the team.

Dr James Cusack, Chief Executive of the UK autism research and campaigning charity, Autistica said: “The benefits for autistic people and society will be huge if we can give autistic people the opportunity to work and thrive in employment. That’s why as a charity we want to see a doubling of the employment rate for autistic people by 2030.

“We are delighted to support the government on this vital review which will enable us to move from awareness to evidence-based action. This will help us to rethink how we approach autistic people’s access to work and perhaps drive a wider rethink around how we accommodate everyone in work, as we all think differently with unique strengths, challenges and needs.”

As part of the review, many of the adjustments and initiatives that would benefit autistic people could also benefit a wider group of people who think differently, including those with other neurodevelopmental conditions such as ADHD, dyslexia and dyspraxia.

Edinburgh embraces Day of Action

NATIONAL SUPPORTED INTERNSHIP DAY

A new government-backed national day of action will be marked today (Monday 27 March) to boost the number of people with a learning disability or autism spectrum condition in employment.

Led by the charity DFN Project SEARCH, the first-ever National Supported Internship Day showcases the tremendous contribution young adults with Special Educational Needs and Disability (SEND) can make to the workforce.

In Edinburgh, the City of Edinburgh Council, NHS Lothian and Virgin Hotels will hold a series of events throughout the week, including a celebration for newly graduated interns. Young people will take over the city’s Project SEARCH social media channel on Monday to share what they are getting up to on their supported internships. 

Employers in all sectors are also being called upon to redouble efforts to employ young adults with SEND and come together to challenge the everyday misconceptions that all too often unfairly shape their life opportunities. 

Councillor Mandy Watt, Depute Leader of the City of Edinburgh Council, said: “Training and employment chances were pulled from under young people’s feet because of Covid. So, one of our biggest priorities in the aftermath of the pandemic has been to improve opportunities and outcomes for our young people, including those with complex needs.

“I’m proud of the inspiring and talented group of graduates we’ve nurtured. Many have held internships with us while others have been supported by NHS Lothian and Virgin Hotels.

“This day of action, I want to call on other Edinburgh-based employers to follow suit. We require a variety of placements every year to ensure we’re able to provide a full range of experiences to our young people and interested organisations should get in touch with Edinburgh Project Search.

“These are ten-week work placements beginning in September and the benefits are life-changing. They give special young people the same opportunities as their peers and space to shine.

“The placements can unlock confidence, build CV skills and be the difference between someone choosing to enter the workforce or feeling unable to. Plus, employers may well find their intern is exactly the type of person they’ve been looking for to expand their talent pool.”

Luke Baillie has been taking part in the programme and has a placement at Edinburgh’s bus station. He said: “Project SEARCH gives us the chance to get real work experience, build our CV and prepare for employment.

“It allows us to build our confidence and learn skills we otherwise wouldn’t be able to access. It changes our lives.

Adam Gray, Regional Director of People, Scotland at Virgin Hotels Edinburgh, said: “At Virgin Hotels, our teammates are fundamental to our success. It is important to us that our teammates reflect the guests that we welcome to our hotels, inclusive of everyone.

“Being a host business with DFN Project Search Edinburgh is something we are incredibly passionate about and proud to be the first privately owned organisation to do so.

“National Supported Internship Day is a great way to shine a light on the incredible talents of the interns of the 2022/2023 Cohort, and showcase the positive impact that supported internships have on business, organisations and also the local community.”

Most recent figures show that just 4.1% of young adults with a learning disability and/or autism in Scotland enter secure paid employment following education, compared to 80% of their peers. 

Supported internships – work-based study programmes for 16 to 29-year-olds with SEND – dramatically change the employment outcomes for those who take part.  DFN Project SEARCH figures show that 70% of people who complete their supported internships achieve this and successfully remain in employment.

Having meaningful paid employment is known to improve health and wellbeing and is central to individual identity and social status. If given the correct support and opportunities, young adults with SEND can thrive in a wide variety of jobs.

Minister for Children, Families and Wellbeing, Claire Coutinho said: “Supported Internships provide brilliant support to young people with EHC plans, equipping them with the skills they need to have fulfilling and successful careers.

“This is why we are boosting investment for the internships by doubling their numbers, and through the extra £3m the Chancellor announced last week we’ll explore ways to extend this programme to young people with SEND and without an EHC plan.  

“Ensuring successful transitions into adulthood is a central part of our SEND and AP Improvement Plan, through which we will make sure all children and young people have the support they needed, no matter where they live or what school they go to.”

David Forbes Nixon, Founder and Executive Chair of DFN Project SEARCH, said: “We created National Supported Internships Day to give every young adult with a learning disability the same opportunities as anyone else to transition from education to employment.  

“There is often a fear factor among employers of getting it wrong in hiring young adults with a learning disability, but it doesn’t need to be like that. It makes good business sense to explore the wealth of untapped potential among this group of enthusiastic and capable young people.

“They are keen, ambitious, and have an array of talent to offer employers.”

Ukrainian refugees secure hospitality jobs following training initiative

SPRINGBOARD RUNS DESTINATION HOSPITALITY PROGRAMME TO SUPPORT EMPLOYMENT

Refugees from the Ukraine have successfully found work in Edinburgh hotels after completing the Destination Hospitality Programme to advance employment skills and help people into jobs in the UK hospitality industry.

Nine individuals fled the war and were enrolled onto the programme, run in Edinburgh by Springboard, a charity set up to support people – and particularly those from disadvantaged backgrounds – find employment in hospitality.

The employability course was funded by Solidarity Accor, Accor’s long-established endowment fund created to fight economic and social exclusion, and was run in partnership with Accor.

Since graduating the training programme, so far five of the trainees – 90 per cent of whom were Ukrainian refugees – have successfully secured jobs, including two who have secured roles in Accor hotels in Edinburgh.

Olga, who left the Ukraine with her children, has secured a role as a receptionist at ibis South Bridge, shares: “I was amazed by the willingness to help, involvement and flexibility of all Springboard team members.

“They were ready to find additional placement after learning that the biggest part of our group didn’t have normal access to the internet in our accommodation. They were ready to rebuild and customize some days of the program to respond to the group’s needs. Moreover, they helped me not to forget who I am.

“The Springboard charity course gave me an opportunity to understand the standards of the UK customer service and hospitality working approaches which are a little different from Ukrainian ones.

“Being a stranger in a new country, it’s necessary to understand local rules, and business habits and build professional connections. Springboard’s mentors helped me a lot not only with studying modules but with advice and psychological support.”

Maryna, a single mother who fled the war in the Ukraine to find shelter for herself and daughter in Scotland, is now successfully working as an F&B Assistant at the ibis Edinburgh Centre, South Bridge.

Commenting on the programme, she expalined: “I learned to work in a team and I have become more confident. I learned many differences in working with clients in my country, Ukraine and Scotland.

“Given that I am a refugee from Ukraine, I would like to be useful for the country which provided us with shelter. Eventually, I would like to return to Ukraine and bring the knowledge I received here to my home country.”

The Destination Hospitality programme was a three-week programme consisting of in-person and online training and engagement to help to develop soft skills and industry-specific knowledge/qualifications, culminating in a one-week work placement.

The programme offered work placements in several Accor hotels in Edinburgh including Novotel Edinburgh Centre, Lauriston Place; ibis Edinburgh Centre, South Bridge; and ibis Edinburgh, Royal Mile.

Fran Carr, Talent & Culture Director, Accor UKI, commented: “Accor, our hotel teams and Solidarity Accor are proud to work with partners like Springboard to create a brighter future for those who deserve it.

“It is our duty to support those impacted by economic and social exclusion, and why programmes like this are so important. I’m excited to hear of the ongoing success these new recruits achieve.”

Chris Gamm, CEO, Springboard, commented: “It was a huge honour to work with this highly capable and enthusiastic cohort of candidates.

“The hospitality industry desperately needs great people and each individual brought a unique skill set to the table, along with a desire to learn and a real drive to get back to work.

Having experienced a huge upheaval in their lives and been forced to leave everything, including their careers, behind, it is admirable to see this resilience in action.”

Spring Budget: Chancellor to announce clean energy reset

CHANCELLOR’S “reset” to clean up the UK’s domestic energy supply and secure long term energy security, while delivering up to 50,000 highly skilled jobs is expected next week

  • £20 billion will transform carbon capture in Britain, helping create up to 50,000 highly skilled jobs.
  • Chancellor to confirm the next steps for Great British Nuclear as competition to deliver small modular nuclear reactors opens this year.
  • Plan will set the path for the UK’s clean energy supply and secure the UK’s long term energy security and help deliver one of the government’s five promises to grow our economy.

At next Wednesday’s Spring Budget (15th March) the Chancellor, Jeremy Hunt, will set out an unprecedented investment in domestic carbon capture and low carbon energy. Recognising the urgency of the UK’s clean energy revolution, he will commit to spades in the ground on these projects from next year.

No one country has yet captured the carbon capture market. The UK has enough carbon capture capacity to store over a century and half of national annual CO2 emissions, making it one of the most attractive carbon capture markets on earth, creating high-paid jobs of the future across the UK and growing our economy through new cutting-edge industries. Carbon capture will support the UK’s industrial transition to cleaner, greener processes and technology.

An unprecedented £20 billion in investment over the next 20 years will drive forward projects that aim to store 20-30 million tonnes of CO2 a year by 2030, equal to the emissions from 10-15 million cars helping us meet our carbon capture targets as part of our national net zero targets.

The Chancellor will also announce plans to boost nuclear power generation through Great British Nuclear, launching a competition for this country’s first Small Modular Nuclear Reactors, revolutionising how nuclear projects are delivered in the UK.

Chancellor of the Exchequer, Jeremy Hunt said: “Without Government support, the average household energy bill would have hit almost £4,300 this year, which is why we stepped in to save a typical household £1,300 on their energy bills this winter.

“We don’t want to see high bills like this again, it’s time for a clean energy reset. That is why we are fully committing to nuclear power in the UK, backing a new generation of small modular reactors, and investing tens of billions in clean energy through carbon capture.

“This plan will help drive energy bills down for households across the country and improve our energy security whilst delivering on one of our five promises to grow the economy.”

Energy Security Secretary, Grant Shapps said: “Putin’s illegal invasion of Ukraine has demonstrated to the world the vital importance of increasing our energy security and independence – powering more of Britain from Britain and shielding ourselves from the volatile fossil fuels market.

“Already a global leader in offshore wind power, we now want to do the same for the UK’s nuclear and carbon capture industries, which in turn will help cut the wholesale electricity prices to amongst the lowest in Europe.

“Today’s funding will play an integral role in delivering that, helping us further towards our net zero targets and creating green jobs across the country.”

Small Modular Reactors are emerging technology, and no country has yet to deploy one. To ensure the UK steals the march, the Small Nuclear Reactors competition is expected to attract the best designs from both domestic and international manufacturers with winners announced rapidly. The government will also match a proportion of private investment as part of this to ensure designs are ready to be deployed as soon as possible in the UK.

The government is already investing £210 million into the Rolls-Royce SMR project, matched by private sector funding. Rolls’ Royce reactor design is currently being assessed by safety regulator, the Office for Nuclear Regulation.

Great British Nuclear will streamline and coordinate the delivery of new nuclear power plants to meet the country’s ambition of up to 24 Gigawatts of nuclear power by 2050.

The government body will select sites for potential nuclear projects, removing costs, uncertainty, and bureaucratic barriers for manufacturers as they develop their proposals. To support future sites for nuclear development, the Government will also be consulting on a new approach to nuclear site selection later this year.

There will also be a laser focus on how to attract more investment into the sector, with the Chancellor confirming that nuclear power generation will be classed as “environmentally sustainable” under the green taxonomy regime, subject to consultation, encouraging significant private investment. Last year, the Chancellor confirmed reforms to EU-derived Solvency II regulation, which will unlock £100bn of private investment into infrastructure and clean energy over a decade.

We’ve already invested a historic £700 million stake in Sizewell C – our first investment in a nuclear project for 35 years – to provide reliable, low-carbon, power to the equivalent of 6 million homes for over 50 years. This will shore up UK energy security and create 10,000 skilled jobs, while we also continue to bring Hinkley Point C to completion, the first new nuclear power station in a generation.

We have already committed £1 billion to develop four CCUS hubs in the UK by 2030, but with today’s funding, we are providing industry with the certainty required to deploy CCUS at pace and at scale.

This is all part of our plans to transform our homegrown energy supply, investing in renewables and nuclear power, and maximising North Sea oil and gas production as we transition to net zero. All of which crucially brings skilled jobs, prosperity, and growth as we build a cleaner, greener, more secure economy.

Stakeholder reaction:

Andrew Storer, Chief Executive Officer, Nuclear Advanced Manufacturing Research Centre said: “I strongly welcome today’s announcement and the government’s commitment to establish Great British Nuclear to drive delivery of a programme of new nuclear power.

“Business needs the confidence that this will bring to invest in building industrial capability across the UK. The Nuclear AMRC will ensure that companies have access to the innovative manufacturing capability, resilient supply chains and skills needed to ensure the timely and cost-effective delivery of new nuclear power.

“This is an essential part of our future energy system and a great opportunity to drive jobs, skills development and growth across the UK as shown in our leading role in establishing the recently launched Rolls-Royce Nuclear Skills Academy. Our facilities in Rotherham and Warrington and a new technical facility in Derby will enable us to bring advanced manufacturing capability to support the Great British Nuclear mission in the heart of UK industry”.

Tom Greatrex, Chief Executive, the Nuclear Industry Association, said: “This is a huge step forward for UK energy security and UK jobs. Green labelling nuclear will drive crucial investment into projects large and small. Setting up GBN with the powers to select sites for projects will make nuclear deployment more efficient and give the supply chain a clear pipeline to work from.

“The SMR competition should put us back in the global race and create opportunities for UK technology and others to bring jobs and investment to the UK and win export orders in a massive market worldwide.

“We look forward to seeing details of funding for GBN and of the SMR competition in the Budget, as well as confirmation of our ambitions for fleet deployment of large and small scale reactors to make us a clean energy powerhouse of the 21st century.

“More nuclear cuts gas imports, cuts carbon and creates good jobs for communities all across this country.”

Dr Nina Skorupska CBE FEI, Chief Executive of the REA (The Association for Renewable Energy and Clean Technology) said: “Government’s commitment to advancing carbon capture and storage is a long awaited and welcome step forward. It is particularly essential that today’s announcements deliver a route to market for bioenergy with carbon capture and storage, at a range of scales.

“Combining this technology with low carbon bioenergy production, which uses biomass and waste feedstocks, produces real-world carbon removals from the atmosphere that are critical to achieving net zero, after having realised emission reductions.

“This support will help to reaffirm the UK’s global position as leaders in this innovative technology, and see it built at commercial scale. Crucially it will help in attracting new investment, which in turn will lead to thousands of jobs and the growth of the UK’s Green economy.”

Outdated stereotypes and poor career advice are main barriers to women entering the plumbing industry

Trade body for the plumbing industry encouraged by the small but increasing number of women apprentices who are changing the face of plumbing but more still needs to be done

Outdated stereotypes and poor career advice are seen as the main barriers for women considering a career in the plumbing and heating industry, according to a new survey from the Scottish and Northern Ireland Plumbing Employers’ Federation (SNIPEF).

  • In a poll-of-polls of 674 people, 39% of respondents believed sexist and outdated stereotypes were the main barrier to women entering the UK plumbing industry, with 21% stating poor career advice.
  • The poll, conducted between 23-27 February, also found that 28% of people thought there was no barrier to entering the profession, with 12% citing a lack of respect for women.

Fiona Hodgson, Chief Executive of SNIPEF, said: “It is unbelievable that in 2023 outdated and sexist stereotypes continue to be made about what women can and cannot do, often reinforced by misguided career advice that the trades are men-only professions.

“Thankfully, SNIPEF is finding a small but growing number of women who are challenging these misconceptions and entering the plumbing industry, finding it an attractive and lucrative career option.

“We need to encourage greater diversity into our industry, helping us address the current skills shortage and meet the demand from 30% of customers who have stated their preference for a women plumber.”

SNIPEF also revealed ahead of International Women’s Day (March 8), Scottish Apprenticeship Week (6-10 March) and World Plumbing Day (11 March) that 2% of its apprentices are now women, an increase of 50% since 2020. Although still small, trends indicate a growing demand from women to train as plumbing professionals.

Typical of the new cohort of young women trainee plumbing and heating professionals is 17-year-old Naomi Watson from Aberdeen, studying at Dundee and Angus College and about to enter the second year of her apprenticeship with SNIPEF member EJ Parker Technical Services.

Naomi said: “I absolutely adore my job, and I couldn’t imagine doing anything else. As a commercial plumber, I visit new places with new challenges each month. This week I am heading to Inverness to work on renewable technologies.

“I couldn’t ask for a more supportive team. I love every single one of the boys I work with and get on so well with my journeyman. He has taught me so many things to get me started.

“This job has made me incredibly confident. I feel now that there isn’t anything I can’t achieve if I put my mind to it.”

Dale Thomson, Apprentice Training Manager for SNIPEF, said: “The talent and energy apprentices, such as Naomi, bring to their journey towards the status of a qualified plumber is remarkable.

“The young women who sign up to learn about plumbing bring a fresh element of enthusiasm, skill and dedication to the profession, and it is good for the industry that we are seeing more and more of them.”

In the Autumn, SNIPEF will unveil its new Equality, Equity, Diversity and Inclusion action plan, aimed at confronting industry misconceptions, to encourage more girls and women to consider training as a plumber and setting its ambition to have women making up 10% of all apprentices by the end of the decade.

CASE STUDIES:

Gemma Ireland, 20, Edinburgh.

Year 2, NVQ Level 3, Borders College.

Employer: Joanna Martin, Able Girl Plumbing.

“I chose plumbing as a career because I wanted to do a hands-on job. I had a spell of work experience and I found that I really enjoyed it. I am now doing something different every day – there is just so much variety.

“My employer is very supportive and I am engaged on domestic plumbing and gas work from Monday to Wednesday, with the rest of the week studying at college. It is really interesting.

“None of my family has any connection with the profession and, although I am the first female apprentice, I am not the first female plumber in the company. There is no reason a woman can’t do this job just as well, if not better, than any man.”

Ambition: To have my own company. 

Naomi Watson, 17, Aberdeen.

Year 1, Dundee and Angus College.

Employer: EJ Parker Technical Services.

“I love how fast-paced my job is. I love plumbing so much and feel that it is a great opening for anyone with a practical mindset. It gives you plenty of opportunities, I travel all the time, I meet so many amazing people and I learn new skills every single day. You just need to take on board what the experienced tradespeople have to say.

“I would highly recommend a trade to any female or male out there. It’s a great way of life, you are constantly busy and the pay is good for someone just out of school.

“This job has made me incredibly confident. I feel there isn’t now anything I couldn’t achieve if I put my mind to it. I feel so much more comfortable in my own skin.”

Ambition:      To start my own business.

                        To move up in the company.

                        To work offshore. 

Nina Hamilton, 24, Elgin.

Year 2, Moray College, Elgin.

Employer: Simpson Plumbers.

“I am the first female apprentice in the company and, although it can seem a bit daunting at first, I would definitely recommend it to other women.Once you get into the swing of it, it’s good fun and you learn a lot of good skills.

“In the past, I never would have thought about getting into a trade but, when I was told about an apprenticeship opportunity coming up, I thought why not go for it?

“I like how every day is different and there is a wide variety of types of work. You learn something new every day and can pick up little tips and tricks from the different journeymen on the jobs, which always comes in handy. My employer is very supportive.”

Ambition:      To learn everything I can. 

Ellie McPhee, 19, Glasgow.

Year 1, Glasgow Kelvin College Springburn Campus.

Employer: The Findlay Group.

“On the trial with my current employer, I realised that not only was I not becoming distracted, I was actually really looking forward to learning more.

“I now enjoy each day of my training – each day brings something new – and I am very much looking forward to finishing my first year and progressing to Year Two.

“My employers are very supportive. They are always reaching out to me, checking how I am getting on and helping me – especially when it comes to the college side as I prefer the more practical stuff. They make sure I’m properly supported on site and at college.”

Ambition: Undisclosed. 

Marion Stewart, 21, Elgin.

Year 3, Moray College, UHI.

Employer: G&A Barnie Group.

“Although there are other women working in the Barnie Group, I am the first female apprentice plumber. I have just finished my third year at college and have my gas, renewables and oil qualifications. Next year will focus on practical work with the company.

“Some jobs take just a few hours, but others can last for weeks and I enjoy being involved in a project from start to finish, and the sense of achievement which comes with that. There is a great deal of variety, with something new every day.

“I got started in this career because I actually asked the company for work experience and they suggested I try an apprenticeship instead. Throughout my training, my employer has been completely supportive and has encouraged me in everything I do.”

Ambition:      To become a supervisor or a contracts manager with my current employer.