New plan for self-driving vehicles plus a consultation on a safety ambition
government unveils plan to rollout self-driving vehicles on UK roads, sparking a transport revolution to improve road safety and better connect communities
estimated 38,000 new jobs could be created in the UK from predicted £42 billion industry
backed by £100 million to support industry investment and fund research on safety developments
UK roads could see self-driving vehicles rolled out by 2025 thanks to new government plans – backed by £100 million – which prioritise safety through new laws and create thousands of new jobs in the industry.
Some vehicles, including cars, coaches and lorries, with self-driving features could be operating on motorways in the next year, and today’s (19 August 2022) plans set out new legislation which will allow for the safe wider rollout of self-driving vehicles by 2025. This enables the UK to take full advantage of the emerging market of self-driving vehicles – which could create up to 38,000 jobs and could be worth an estimated £42 billion.
The government’s vision for self-driving vehicles is backed by a total of £100 million, with £34 million confirmed today for research to support safety developments and inform more detailed legislation. This could include researching the performance of self-driving cars in poor weather conditions and how they interact with pedestrians, other vehicles, and cyclists.
The government is also today confirming £20 million, as part of the overall £100 million, to help kick-start commercial self-driving services and enable businesses to grow and create jobs in the UK, following an existing £40 million investment.
Successful projects could help see, for example, groceries delivered to customers by self-driving vehicles, or shuttle pods assisting passengers when moving through airports. £6 million will also be used for further market research and to support commercialisation of the technology.
Self-driving vehicles could revolutionise public transport and passenger travel, especially for those who don’t drive, better connect rural communities and reduce road collisions caused by human error. Further in the future, they could, for example, provide tailored on-demand links from rural towns and villages to existing public transport options nearby. They could also provide more direct and timely services that enable people to better access vital services such as schools and medical appointments.
Vehicles that can drive themselves on motorways could be available to purchase within the next year, which users would need a valid driving licence for, so they can drive on other roads. Other self-driving vehicles, for example used for public transport or delivery, expected on the roads by 2025, would not need anyone onboard with a driving licence because they would be able to drive themselves for the whole journey.
Transport Secretary Grant Shapps said: “The benefits of self-driving vehicles have the potential to be huge. Not only can they improve people’s access to education and other vital services, but the industry itself can create tens of thousands of job opportunities throughout the country.
“Most importantly, they’re expected to make our roads safer by reducing the dangers of driver error in road collisions.
“We want the UK to be at the forefront of developing and using this fantastic technology, and that is why we are investing millions in vital research into safety and setting the legislation to ensure we gain the full benefits that this technology promises.”
The government is today consulting on a ‘safety ambition’ for self-driving vehicles to be as safe as a competent and careful human driver. This ambition would inform standards that vehicles need to meet to be allowed to ‘self-drive’ on the roads, and organisations, such as manufacturers, could face sanctions if standards are not met.
The new laws for the safe rollout of self-driving vehicles by 2025 will be brought forward when parliamentary time allows.
The legislation will build on existing laws, and state that manufacturers are responsible for the vehicle’s actions when self-driving, meaning a human driver would not be liable for incidents related to driving while the vehicle is in control of driving.
Business Secretary Kwasi Kwarteng said: “Self-driving vehicles have the potential to revolutionise people’s lives, particularly by helping those who have mobility issues or rely on public transport to access the jobs, local shops and vital services we all depend on.
“This funding will help unlock the incredible potential of this industry, attracting investment, developing the UK’s growing self-driving vehicle supply chain, and supporting high-skill jobs as these new means of transport are rolled out.”
AA president, Edmund King, said: “The automotive world is changing rapidly and so the government is right to embrace the positive changes offered by this new technology and back it by funding research and putting forward legislation. Assisted driving systems, for example, autonomous emergency braking and adaptive cruise control, are already helping millions of drivers stay safe on the roads.
“It is still quite a big leap from assisted driving, where the driver is still in control, to self-driving, where the car takes control. It is important that the government does study how these vehicles would interact with other road users on different roads and changing weather conditions. However the ultimate prize, in terms of saving thousands of lives and improving the mobility of the elderly and the less mobile, is well worth pursuing.”
Today also sees the publication of the Centre for Data Ethics and Innovation’s (CDEI) Responsible Innovation in Self-Driving Vehicles report, which sets out proposals for a trustworthy approach to the regulation and governance of self-driving vehicles.
Stirling’s majestic 12th-century castle is set to make history when it stages its first gathering of crypto enthusiasts and Bitcoin Angels this month.
The ancient seat, where the infant Mary Queen of Scots was crowned, will embrace 21st-century technology at a Grand Party later this month (July 30) hosted by innovative artist Trevor Jones.
Fine art graduate and painter, Trevor has worked at the intersection of art and technology for more than a decade, experimenting with QR code paintings and augmented reality (AR). When he invested in Bitcoin in 2017 it inspired a new creative direction, leading to his crypto-themed AR paintings and his emergence as a pioneer of non-fungible tokens (NFT) in art.
The open-edition NFT derived from his painting The Bitcoin Angel broke sales records on its release last year generating $3.2M in 7 minutes and has become iconic in the NFT world. And now he’s hosting the Castle Party extravaganza to celebrate this exciting digital art movement and the unique worldwide community that has grown up around The Bitcoin Angel.
Billed as the year’s most exclusive crypto event, with an exclusive Special Edition Castle Party 2022 NFT available only at the gathering, it will bring more than 300 guests to Scotland from 20 countries across North America, Europe, Australia and Asia.
Trevor Jones said:“When searching the world for a venue one place felt right above all others: the beautiful Stirling Castle in the heart of Scotland. More than just a celebration, this is an opportunity to support Scotland, both by putting it on the map of the NFT world and through the charity that we have chosen to endorse.”
The party, in partnership with 21CC Group and the Stirling Highland Hotel, will feature a range of entertainment including DJ RT, tribal drums and pipe band Clanadonia; sword-wielding warrior actors and performers from Combat International; sleight of hand from Jody Greig and Dusty the Magician; caricaturist Neil Kempsell; harpist Mary Macmaster; Pipe Major Kevin McLean, historical re-enactment group Living History Scotland and Royal Burgh of Renfrew Pipe Band.
Sponsored by NFT whisky marketplace Metacask, Nova Finance digital asset investments, Tokenframe digital screens for NFT artwork, Saga cigars hand crafted in the Dominican Republic, and Apollo NFT, a leading NFT consulting firm and production studio, the Grand Party will also feature a Confessional Booth and ‘crypto clergyman’ for any crypto-sinners to unburden their soul.
Adam Greenberg, Co-Founder, Nova Finance said: “Being invited to support Trevor’s event on home turf is both an honour and privilege. The world of blockchain has so much potential and bringing to life successes like The BItcoin Angel will only open up this space to many more people.
“Nova’s calling into this arena was just like Trevor’s, to challenge the traditional finance system, empower individuals and give them access to high quality tools and opportunities that wouldn’t have been available previously.”
Nim Siriwardana, Co-Founder, Metacask comments:“We’re delighted to be a part of this magical and historic event. What a venue, what a line-up, and what a day it promises to be.
“Having worked with Trevor on the record-breaking Macallan ’91 cask and Angel’s Share NFT auction, Metacask share a natural affinity for all things art, NFTs, and of course the Scottish staple, whisky. On that note, we’ll be armed with a choice selection of premium whiskies, so we look forward to enjoying a few drams with discerning guests at the bar… Slàinte!”
To attend, each partygoer must own at least one Bitcoin Angel open edition NFT and giveaways on the night will include limited edition prints, an angel T-shirt, a Bitcoin Angel branded Saga cigar and the chance to win three original Trevor Jones paintings. One being an artwork created especially for the party, will also be on offer.
Mickael Paris, Marketing Director at FinTech Scotland said:“Fintech is so much more than the use of new technology in the financial sector. With NFTs we have a perfect example of fintech innovation revolutionising one of the oldest and most established sectors, art.
“I was lucky enough to meet with Trevor a few months ago and was inspired by his story. It is fantastic for Scotland to be hosting the most exclusive crypto event this year and a real testament to the country’s vibrant fintech cluster. I’m looking forward to joining him and his guests at Stirling Castle.”
For more details and a full list of entertainment, please visit:
An inspirational design competition has a new cheerleader after a charity expert was appointed to help drive as many entries as possible.
Highly experienced Marie McQuade will now devote herself to raising awareness of the Blackwood Design Awards, which aim to transform the lives of those who need support to live independently.
The Dragon’s Den style competition has helped uncover a host of innovations to help people with disabilities or age-related conditions – but was put on hold for two years during the pandemic.
Now it is hoped Marie’s appointment will help relaunch the refreshed competition which typically attracts innovation and design breakthroughs from all over the world.
She said: “In Blackwood’s 50th year, it is more important than ever to celebrate and showcase the amazing inventions that have the potential to accelerate the industry and provide significant benefits to peoples’ lives.
“Every year individuals and organisations from around the world send in their thoughtful designs and we are really looking forward to seeing who will submit what and from where.
“This opportunity is hugely exciting and I am really looking forward to organising this unique and highly impactful competition that will see new designs, technologies and adaptations come to life.”
Marie joins Blackwood with over 25 years’ experience in the charity sector, having worked in diverse roles, supporting causes including Victim Support Scotland and the Scottish International Development Alliance.
She previously held a senior role at THINK Consulting Solutions, an International fundraising specialist which has worked with charities all over the world, developing fresh, innovative solutions to boost not for profit funds in a competitive landscape.
She has also supported Third Sector Organisations to grow their insights, income and impact at charities such as Changing Faces UK, Maggie’s Cancer Caring Centres and Mencap, where she gained a wealth of knowledge in fundraising, events and communications.
Colin Foskett, Blackwood’s Head of Innovation, who kickstarted the Design Awards, said: “Marie comes with a tremendous amount of experience and knowledge in the charity and fundraising sector and is perfectly equipped to deliver the Design Awards to the highest standard.
“She has already thrown herself into the jobs at hand and we are both really looking forward to welcoming this year’s wonderful selection of up-and-coming innovators.”
Marie’s work will see her approaching universities, innovation hubs, tech incubators and other organisations with a stake in design, engineering and technology to encourage them to enter the awards.
She will also play an instrumental role in organising the event, including attracting sponsorship and recruiting members of the judging panel for the Dragon’s Den style competition, which will see entries evaluated on their ability transform lives.
Previous winners have included an app that helps make living spaces safer for people with dementia and inventor Grant Douglas’ “spill proof” spoon – the S’up Spoon – designed for those affected by conditions which cause them to shake.
Key categories include Best Collaborative Project, Best New Concept and Best New Aids, Equipment or Accessible Technology.
Groups or individuals can apply for the Blackwood Design Awards which are open to both seasoned professionals and gifted amateurs, meaning that both technologically advanced and those simpler, yet often most successful designs, are equally welcome.
The awards will mark Blackwood’s 50th Anniversary, since the it was founded by Dr Margaret Blackwood, a respected campaigner for improvement to help people with disabilities to live more independently.
Blackwood now operates more than 1500 properties across 29 local authorities, and invests in innovation and technology to help people live life to the full.
The charity has already built two developments of tech-smart ‘Blackwood Homes’ in Glasgow and Dundee which use a “CleverCogs” digital system to make life easier for older people and people with disabilities.
Investment can help create more high quality start-ups
Work to create the best opportunities for entrepreneurs is helping transform Scotland into one of Europe’s leading economies to start or grow a technology business.
Building on the entrepreneurial ambitions set out in the National Strategy for Economic Transformation, Economy Secretary Kate Forbes said work is underway – backed by £45 million of investment – to help transform Scotland’s tech sector.
During a parliamentary statement Ms Forbes highlighted progress made to date to implement the Logan Review. Actions include:
finalising arrangements for five new Tech Scaler hubs, with the potential to create more than 300 high quality start-ups, that will offer mentorship support to budding entrepreneurs. These new hubs, located around the country, will help to ensure new and existing tech innovators have access to high quality commercial education
establishing a £1 million Scottish Tech Ecosystem Fund providing support for organisations to deliver meet ups and events which create the best environment for entrepreneurs to succeed
investing more than £1 million in new devices and equipment to support teaching of computing science
appointing teachers who will drive improvements in equipment and training while sharing best practice
allocating £1.5 million for reskilling – including support for those on low incomes to gain digital skills
A Chief Entrepreneur Officer will also soon be appointed in the Scottish Government to help ensure entrepreneurship ambitions are embedded in policy development.
Ms Forbes said: “The Scottish Government is committed to the most radical reforms of the Scottish entrepreneurial system since devolution. Our ambition is to establish Scotland as one of Europe’s leading start-up economies.
“These game changing tech scalers will deliver one of the most sophisticated and comprehensive state-funded environments in Europe for the creation and growth of start-ups.
“Tech scalers will put Scotland on the global start-up map and we will promote their services relentlessly to attract the world’s best talent to scale up their businesses in Scotland.
“A key ambition in our strategy to transform the economy is to help establish Scotland as a world-class entrepreneurial country, founded on a culture that encourages, promotes and celebrates entrepreneurial activity.”
Mark Logan said: “These coordinated initiatives are part of the most significant strategic investment in Scotland’s high-technology industry ever seen in Scotland.
“Together, they create the perfect environment for starting and scaling technology-based businesses, with the many opportunities for our people that will result from that. It’s a very exciting time for the sector.”
The UK’s leading IoT service and solutions provider, North, has been appointed by IT and business consulting firm, CGI, to support the City of Edinburgh Council’s vision to become one of the world’s leading Smart Cities.
A five-year contract has been agreed to support the Council’s plans to ‘transform the capital into one of the world’s leading Smart Cities’.
The deal is supported by a European Regional Development Fund (ERDF) grant as part of the ‘Scotland’s 8th City – the Smart City’ programme. City of Edinburgh Council will deliver three projects budgeted at £6.4m, of which £2.5m is part of the ERDF grant. Funding secured by the Council from Zero Waste Scotland through its Recycling Improvement Fund will also be used towards the scheme.
The development of a Smart City Operations Centre will transform and enhance city management and the citizen experience by utilising data captured through a range of emerging technologies to drive transformational change’.
Driven by CGI’s industry-leading Smart City Platform, North was selected by CGI to provide the Smart Waste sensors and to provide connectivity for the solution through the IoT Scotland network, the most advanced Internet of Things (IoT) network in the UK.
Intelligent sensor data will now be used to develop and drive improvements for better waste management, transmitted using North’s IoT Scotland network, allowing the City of Edinburgh Council to improve services across the city.
The project will see North provision 11,000 smart waste sensors in waste containers throughout the city. The state-of-the-art technology will enable clever waste management by detecting waste levels and predicting usage trends, enabling the Council to optimise waste collection and manage routes more efficiently.
The smart technology will assist in creating a cleaner and greener city and will help reduce the Council’s environmental impact.
The IoT Scotland network will also be used to transmit data for other critical services to enhance the council’s digital vision. In parallel with the waste project the council will roll-out a digitally enabled proactive service for Social Housing across the city, using the IoT Scotland network.
This solution will capture insightful data through real-time management and monitoring of the conditions in social housing properties. The proactive approach for the maintenance of properties and asset management will deliver efficiencies for the council while enhancing the living conditions of their residents and improving wellbeing.
Commenting on the partnership, City of Edinburgh Council Deputy Leader, Cammy Day, said:“Edinburgh has big ambitions for becoming a world-leading Smart City – a digitally inclusive, sustainable and connected Capital with services easily accessible by all of our residents no matter where they are.
“The use of intelligent sensors will help us to deliver a more digitally-enabled proactive service and address many of the challenges a rapidly growing city like Edinburgh faces and will support our work towards providing clean and green communities, meeting our net zero targets and improving living conditions and wellbeing for all.”
Scott McEwan, Chief Commercial Officer at North, said:“Edinburgh is one of seven Scottish cities working collaboratively on a Smart City programme. The introduction of the Smart City Platform will enable the Council to reach its ambitions efficiently and North is proud to accelerate this vision.
“The use of technology to introduce intelligent waste management services will create a cost-efficient solution to everyday duties, whilst improving the streetscape and health of communities, and increasing sustainability. Working with CGI, the roll-out of the smart waste scheme is an important step that will help Edinburgh reach its ambitions.”
Tara McGeehan, UK & Australia President at CGI, said:“Edinburgh is a vibrant and diverse capital city that is home to more than 518,000 citizens and CGI has been the primary provider of transformational ICT services to the City of Edinburgh Council since 2015.
“We very much look forward to taking Edinburgh’s vision of a Smart City and making it real through our innovative use of technology, analytics and data. Together, we will turn Edinburgh into one of the world’s leading Smart Cities.”
500 small cells will be deployed in towns and cities across the UK to enhance EE 4G coverage
BT is partnering with local authorities in UK towns and cities, including Edinburgh, to boost mobile coverage by mounting small cell antennas on street furniture such as lampposts and CCTV columns.
The technology and telecoms firm is also using its own assets, including phone boxes and its Street Hub 2.0 digital units, so its mobile arm EE can house hundreds of small cells to boost capacity in high demand areas.
Small cells are mobile radio cells that help to provide better coverage for customers at street level, where it’s often impractical to install larger mobile masts or where an offloading capability is required.
The programme will allow EE customers to experience uninterrupted data speeds of up to 300Mbps in the two Scottish cities along with others such as Glasgow, Leeds, Greater Manchester, London, Birmingham and Nottingham.
The infrastructure will be delivered over the next 18 months and can also support 5G network coverage in the future. In addition to enabling small cell deployment by EE, BT is also working with other UK mobile network operators to deploy small cells around the UK to help extend and densify their high-speed mobile network coverage.
Brian More O’Ferrall, Director, Mobile Operators in BT’s Enterprise business, said:“Around 200 of the small cells are already live and are helping to boost 4G coverage for EE customers in towns and cities across the UK.
“We have worked closely with our local authority partners to utilise their street furniture, as well as our own assets, to improve connectivity in these areas.
“Ensuring good digital infrastructure is a priority for many councils, especially with the rise in mobile device ownership and growth in demand for data and connectivity, and they have seen the benefits that such partnerships can provide.
“Not only does it mean that average download speeds can often double in some areas, but it’s also more efficient and means there is a reduced need for new cell masts in the localities.
“We’re pleased to be working with EE and other mobile network operators to deliver this coverage boost.”
EE was the first UK network to combine unlicensed and licensed spectrum in a single 4G small cell. Using Licensed-assisted access (LAA) allows network operators to exploit the additional capacity of 5GHz spectrum for a downlink to the mobile phone. Not only does this provide additional capacity but also improves the quality of service of key mobile functions, such as video streaming.
The small cells will be deployed across the UK including the following areas:
Birmingham
Croydon
Edinburgh
Glasgow
Leeds
Greater London (including numerous London boroughs)
Greater Manchester
Newcastle
Nottingham
Leicester
Cardiff
Depute Leader of the City of Edinburgh Council and Smart Cities Lead, Cammy Day, said: “This is an innovative use of space – using the Council’s existing CCTV cameras to accelerate the roll out of high-density mobile coverage and close the digital divide in some of our most disadvantaged communities.
“We are already investing in our CCTV to keep Edinburgh safe and make our systems modern and sustainable. And we know that there are lower levels of fixed or high-speed internet in parts of the city where we have CCTV coverage. That’s why we’re driving forward this initiative with BT, which will encourage providers to invest in improving mobile coverage, capacity and speeds in key parts of the city.
“It makes perfect sense to make the most out of the sites we already have and avoid any unnecessary extra street clutter, and it is innovation like this which is making sure Edinburgh has the very best mobile infrastructure in place and developing our position as one of the world’s leading smart cities!”
BT is using its new Street Hub 2.0 units to site small cells and further boost connectivity, which comes after a recent survey by the company found that two thirds of small firms agree that mobile connectivity could be improved in their area.
The new units have already been rolled out in Glasgow, Nottingham and London. Subject to local planning processes, BT is aiming to roll out around 300 Street Hub 2.0 units across the UK this year, working closely with local councils and communities.
Yesterday’s announcement also comes after the Department for Digital, Culture, Media, and Sport recently launched its new Digital Connectivity Infrastructure Accelerator (DCIA) scheme to enable telecoms firms to get easier access to public buildings and street lights, bus shelters and traffic lights to mount small cell equipment for 4G and 5G networks.
Through the pilots managed by DCIA, BT will be working closely with DCMS and local authority partners to further accelerate small cell deployment across the UK.
New TUC polling reveals majority of workers say they have experienced surveillance in the past year
Overwhelming support for stronger regulation to protect workers from punitive use of AI and surveillance tech
Post Office scandal must be a turning point on uncritical use of worker monitoring tech, says TUC
Intrusive worker surveillance tech and AI risks “spiralling out of control” without stronger regulation to protect workers, the TUC has warned.Left unchecked, the union body says that these technologies could lead to widespread discrimination, work intensification and unfair treatment.
The warning comes as the TUC publishes new polling, conducted by Britain Thinks, which reveals an overwhelming majority of workers (60 per cent) believe they have been subject to some form of surveillance and monitoring at their current or most recent job.
The TUC says workplace surveillance tech took off during the pandemic as employers transferred to more remote forms of work.
Surveillance can include monitoring of emails and files, webcams on work computers, tracking of when and how much a worker is typing, calls made and movements made by the worker (using CCTV and trackable devices).
Three in 10 (28 per cent) agree monitoring and surveillance at work has increased since Covid – and young workers are particularly likely to agree (36 per cent of 18-34 year olds).
There has been a notable increase in workers reporting surveillance and monitoring in the past year alone (60 per cent in 2021 compared to 53 per cent 2020).
In particular, more workers are reporting monitoring of staff devices (24 per cent to 20 per cent) and monitoring of phone calls (14 per cent to 11 per cent) compared to 2020.
In calling for stronger regulation, the TUC highlights the recent Post Office scandal which saw hundreds wrongly prosecuted for theft and false accounting after a software error – and says it must be a turning point on uncritical use of worker monitoring tech and AI.
Creeping role of surveillance
The creeping role of AI and tech-driven workplace surveillance is now spreading far beyond the gig economy into the rest of the labour market, according to the TUC.
The following sectors have the greatest proportion of workers reporting surveillance:
financial services (74 per cent)
wholesale and retail (73 per cent)
utilities (73 per cent)
The union body warns of a huge lack of transparency over the use of AI at work, with many staff left in the dark over how surveillance tech is being used to make decisions that directly affect them.
The use of automated decision making via AI includes selecting candidates for interview, day-to-day line management, performance ratings, shift allocation and deciding who is disciplined or made redundant.
The TUC adds that AI-powered technologies are currently being used to analyse facial expressions, tone of voice and accents to assess candidates’ suitability for roles.
To combat the rise of workplace surveillance tech and “management by algorithm”, the TUC is calling for:
A statutory duty to consult trade unions before an employer introduces the use of artificial intelligence and automated decision-making systems.
An employment bill which includes the right to disconnect, alongside digital rights to improve transparency around use of surveillance tech
A universal right to human review of high-risk decisions made by technology
The TUC points out that the government recently consulted on diluting General Data Protection Regulation (GDPR) as part of its post-Brexit divergence agenda, despite it providing some key protections for workers against surveillance tech.
The EU is currently putting in place laws dealing specifically with the use of AI, whereas the UK does not have anything like this. The TUC says this is yet another example of the UK falling behind its EU counterparts on workers’ rights.
There is significant and growing support among workers for stronger regulation of AI and tech-driven workplace surveillance:
Eight in ten (82 per cent) now support a legal requirement to consult before introducing monitoring (compared to 75 per cent in 2020)
Eight in 10 (77 per cent) support no monitoring outside working hours, suggesting strong support for a right to disconnect (compared to 72 per cent in 2020)
Seven in 10 (72 per cent) say that without careful regulation, using technology to make decisions about workers could increase unfair treatment (compared to 61 per cent 2020).
TUC General Secretary Frances O’Grady said: “Worker surveillance tech has taken off during this pandemic – and now risks spiralling out of control.
“Employers are delegating serious decisions to algorithms – such as recruitment, promotions and sometimes even sackings.
“The Post Office scandal must be a turning point. Nobody should have their livelihood taken away by technology.
“Workers and unions must be properly consulted on the use of AI, and be protected from its punitive ways of working.
“And it’s time for ministers to bring forward the long-awaited employment bill to give workers a right to disconnect and properly switch off outside of working hours.”
“The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role. Both businesses and employees are looking for solutions that suit them respectively.
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future.” – Dr John Barrow Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
British tech innovators PixelMax have warned that the U.K’s biggest employers face an exodus of talent this year if they do not empower their employees and adapt to a rapidly changing workplace landscape.
They believe that the virtual workplace is the solution to stemming the “Big Resignation” flow as a recent survey indicated that only 4% of employees want to return to the office full time and 82% of employees want a hybrid model with 59% ranking a work from home flexibility as the No.1 choice in employee benefits.
The Big Resignation was the hot topic of last year, with record numbers of staff either leaving, walking out of their jobs voluntarily, or opting to work part time as they re-evaluate their work-life balance.
It follows a tumultuous two years of the pandemic, lockdown restrictions and many people’s lives being curtailed, which has forced employees to re-evaluate their work-life priorities, well-being and aspirations.
The implementation of plan B restrictions including WFH policies for employees, yet again reinforces the notion that we need to learn to live with Covid and employers need to re-think how they future proof their businesses and retain their talent.
The tech industry has always been ahead of the curve in terms of workplace culture, but with a massive skills shortage in the tech sector, the workplace landscape has dramatically changed.
A recent report commissioned by London- and Manchester-based leading tech recruitment firm Burns Sheehan found that only 4%of employees polled wanted to return to the office full time and only 14% wanted to work three to four days in the office.
When polled on the Burns Sheehan employee benefits survey, 59% of employees wanted work from home (WFH) flexibility as their No.1 employee benefit over annual bonuses and share options.
This was followed by 25% of those polled wanting a learning and development budget, 22% a clearly defined career path, 19% favouring an annual bonus, 17% wanting childcare flexibility and least important, 12% wanting share options.
During the pandemic, employees were just expected to adapt to a new regime of working fully remotely, with employers not aware of the consequences and underlying issues that would affect their employees.
Many were suffering from Zoom and Teams fatigue, isolation, burnout, disengagement with their office workplace and a lack of social interaction with colleagues.
This in itself brought to the surface many issues of wider mental health aspects and well-being, with many employers not understanding how this was impacting on their workforce.
Many employees complained of not being able to detach themselves from their work and home life and feeling that they were not able to switch off, while others missed the office culture.
The culmination of these issues resulted in the Big Resignation.
Rob Hilton CEO and Co-Founder of PixelMax,said: “Remote working enabled many companies to resume a degree of normality during the lockdown periods, equally, there was a price to pay with regards to employees’ well-being and mental health.
“The Big Resignation is all about employees voting with their feet and making the shift change, choosing who they want to work for, how they want to work and when they want to work.
“In order for business and industry to retain the best talent, they need to rethink the workplace environment. It needs to reflect a modern hybrid of the office and remote working from any location but interconnected within a platform that is engaging to all employees and makes them feel connected to their work colleagues, whether that be in the physical sense in the office or from their remote location.”
This in turn has also had a major impact on UK businesses and how they have to adapt and rethink a new workplace culture; one that will allow them to retain their best talent and also act as a recruiting beacon for new and emerging talent.
Employers need to radically rethink how to manage staff both in an office environment and remotely. Throughout the pandemic, employers were slow to adapt the workplace environment and to understand the wider issues their employees were facing in remote working environments.
If employers don’t act quickly, they will get left behind because hybrid working is expected by employees. If remote or hybrid work isn’t available within your company or organisation, potential recruits are turned off.
Businesses that don’t invest in making hybrid working an enjoyable experience will struggle to attract and retain the best talent as the Burns Sheehan report clearly indicates.
Dr John Barrow is the Dean for Entrepreneurship & Employability, Senior Lecturer (Scholarship) in Biochemistry & Molecular Biology at the Institute of Education in Healthcare and Medical Sciences, School of Medicine, Medical Sciences and Nutrition at the University of Aberdeen.
He said: “The Big Resignation caused a global shift – employees are less likely now than they ever have been before to stay in their job if they are not content in their role.
“Both businesses and employees are looking for solutions that suit them respectively. Forcing employees into an office five days a week is causing issues and keeping staff fully remote is also causing problems.
“Employees are experiencing ‘Zoom fatigue’ and some feel at a disadvantage when working remotely, missing out on spontaneous conversations and potentially career progression. Hybrid is the best solution for many businesses and staff. For hybrid to work well, companies must invest in platforms that staff find enjoyable to use.
“People love to spend hours on games such as Fortnite, so why can’t this similar culture be adopted in the working world?
“Businesses don’t just need to consider their existing employees; they also need to think about the talent of the future. From a career perspective, graduates entering the job market can have a difficult time as it is, but one of the major challenges is how you onboard new recruits and how new staff members can truly feel part of a team when everyone is working remotely – it’s fine for the people who already have those established relationships, but for someone new this can be really difficult to forge relationships and professional networks.
“As we continue to move forward with a hybrid working model, we need to focus on those in the early stages of their career and how best to engage and train this generation.”
Businesses are no longer restricted by geography when it comes to recruitment. Employees no longer need to live at a commutable distance from work or be based in the city centres.
For some businesses, access to a wider talent pool changes everything in their business model. It now means companies no longer need to be based in city centres either, which historically has always been the norm.
Now companies can have the option of being based in bustling suburbs as connectivity is improved with faster broadband and cellular connectivity with 4G and 5G. Companies now have the ability to attract a much wider talent pool.
Burns Sheehan Co-Founder, Jon Sheehan,said: “The tech hiring market has been the busiest Burns Sheehan have ever seen. I’ve never seen anything like this in the market before; most candidates will have four to five job opportunities and firm job offers on the go within 24 hours.
“This isn’t even about bigger salaries; that’s just a side perk. Employees are much more focussed on their work-life balance and wider aspirations in the working environment.
“This is very much an employees’ market, driven by employees calling the shots. Many are opting for a virtual workplace model, where they have the option to work from home and the office of their choosing, but also still to remain connected to the office environment even whilst working remotely.
“If employers don’t embrace this new model of working, then the ones who have adapted quickly to change will have the commercial advantage of hiring and retaining the best talent.”
Although this can be a daunting thought for some employers, they need to think of it positively. Employers need to understand that employees at their company are there because they’re happy – it’s not just about paying the best salaries; they’re aligned with company values and purpose.
However, in the current climate, employers must focus on company values and work on how this can be reflected in the way staff are treated and what makes them happy, productive and fulfilled in the workplace. Homeworkers should benefit from well-being initiatives too; this isn’t something that can only exist in the office.
Manchester-headquartered tech disruptors PixelMax immediately saw this disconnect between employers and employees and their workplace environment at the start of the pandemic and tackled the issue head-on.
They were one of the first British tech companies to pivot their 3D immersive technology in the early days of the pandemic to create unique virtual workplace platforms and environments for companies.
Shay O’Carroll Co-Founder of PixelMaxsaid: “The software PixelMax have developed aims to separate the work from home environment but maintain the engagement and immersive nature of being in the physical office with colleagues.
“It means we create an experience – regardless of your location – where you walk into the virtual office each morning, have spontaneous conversations with colleagues rather than logging straight onto Teams or Zoom.
“Employees can wander through the virtual office with their own uniquely created avatars, see messages and engage in meetings with their work colleagues. The virtual office creates presence and also an atmosphere / buzz that doesn’t exist in 2D video conferencing platforms. They can even walk over to the Costa point and order a coffee to be delivered to their physical location.
“The virtual workplace encourages a positive culture. Employees can take part in wellness challenges, do workouts, meditate and relax with minigames. Previously, businesses might have offered gym memberships. Now, they could offer an online fitness subscription or a smartwatch.
“Company cultures are evolving, and they will continue to evolve until the end of time. What’s important right now is for business leaders to understand that it is the turn of the employee to dictate how and when they want to work.
“This business evolution is a collaborative process now and listening to your employees’ wants and needs has never been more important. Investing in employees is how cultures should evolve into something positive and beneficial for the business and employees.”
Recently, PixelMax co-founders Rob Hilton, Shay O’Carroll and Andrew Sands (above) outlined their vision for how they see the hybrid work revolution in a ground-breaking thought leadership document.
In this document they outlined the future of the virtual workplace, how that hybrid would take shape in the form of the virtual workplace and how it could emerge alongside a new employee work culture. Entitled “The Virtual Workplace – Enter The Metaverse”,
the thought leadership document outlines its vision for the virtual workplace, including how the office and work culture of the future will adapt to change.
Crucially, the way most businesses approached employee well-being became outdated overnight during the pandemic. Businesses are now looking for new ways to add value to employees when they work remotely.
Tech companies in particular put money into ball pools, slides, table tennis, free food and social spaces. But now a great number of these workers are at home. The well-being initiatives that worked well in the office need to be rethought to add value for the employees. Improving technology and making their workday as seamless and immersive as possible will make the day more enjoyable for employees.
The reality is that if a company isn’t doing it, then its competitors will be.
Crucial to PixelMax’s thinking is creating a workplace culture that is inclusive and diverse, but one which empowers employees, creating an environment that fits in with their work-life balance and aspirations.
It’s about creating a workplace environment that is engaging and fun – whether that is remotely, or in person at the office – and it’s about maintaining connectivity, social interaction and feeling valued. Ultimately this creates a desirable workplace culture for employees, allowing companies to retain their best talent.
Shay O’Carrolladded: “A great source of optimism I have had since co-founding PixelMax is the potential for technology to transform the way we are working and to make it better for everyone.
“Technology should make our lives better; it should bring people together, not push them apart. In addition, the transition to working from home for most of us has allowed us to establish more of a work-life balance. Investing in technology for your workforce that gives your employees the tools to enjoy work is also important.
“The technology PixelMax uses encourages spontaneous interaction and employee well-being using the latest gaming technology.
“This makes work immersive and enjoyable for employees and puts everyone on a level playing field, no matter where they are based. It’s time the world of work learnt from the world of gaming in terms of the immersive team experiences that can now be delivered with the technology we have at our fingertips.
“With remote work, the limits of geography are now off the table, opening yourself up to a wider talent pool. Not only does this make for happier employees, but those who work for you are likely to be more engaged in the work and share your vision.”
The benefits of a virtual workplace are immense, with increased productivity from employees, reduced absenteeism and happier and more productive employees. With increased employee well-being comes higher staff retention and improved performance, as well as an attractive brand culture to work for.
“The Virtual Workplace – Enter The Metaverse”
The PixelMax-authored thought leadership piece is available to the public to view and download here:
The roll out of personal digital devices for every school pupil from P6 to S6 in the Capital, part of the city council’s ‘ambitious and inclusive’ education strategy Edinburgh Learns for Life, is underway.
The programme, being carried out in partnership with the City of Edinburgh Council’s strategic technology partner, CGI, will see 27,500 new iPads being issued to pupils/teachers, refreshed iPads for up to 12,000 pupils/teachers and expanding connectivity by providing additional wireless access points in schools.
As well as the personal distribution to pupils, additional iPads will be handed out to P1 to P5 year groups so they can be shared for learning. Staff in early years will be getting 250 new iPads and having 900 iPads migrated.
The roll out for the Empowered Learning programme, which has been funded thanks to a £17.6m investment from the Council’s budget, is due to be completed by the end of this year and also includes a comprehensive programme of professional learning for teachers.
Benefits of the project include: providing equal access to education, personalising learning, improving teacher feedback, preparing students for future working, collaborative on and off-line working and, critically, supporting efforts to raise attainment.
This week, from Monday 24 January, pupils at St Augustine’s RC and Gracemount High Schools will be receiving their devices.
Leith Academy is one of the schools where digital devices have already been distributed. Council leader Cllr Adam McVey and deputy Lord Provost Joan Griffiths visited the school last week.
Head teacher Mike Irving said: “The roll out of digital devices to all P6-S6 young people and staff across Edinburgh’s schools is a significant, positive and exciting development for learning.
“Young people will discover new and innovative ways to engage by using many of the features available through the applications and technology available at their fingertips.
“Digital devices are not there to replace teaching and learning, but to enhance it further so youngsters can engage in learning that is relevant, fun and most importantly impactful.
“Young people know when they are being invested in, and this step from the Council is a significant and sustained investment in the future learning, outcomes and achievements of Edinburgh’s children and young people.”
Shlok Godiyal, S3 pupil at Leith Academy, said: “I think having the iPad will give me greater flexibility in how and when I can work on tasks, topics and assignments. There will be times when I need to log onto Teams sessions or complete work at home, the iPad helps me with this ability to work anytime, anywhere.
“I also think the iPad will open opportunities in learning by using features such as video recording, use of 3D imaging and it will help me with my independent learning and study as I progress into S4, S5 and S6. As young people today we are used to technology in our lives, so this is a good addition to our learning.”
Councillor Ian Perry, Education Convener for the City of Edinburgh Council, said: “It’s great to see the roll out getting underway as the Empowered Learning programme is about both investing in our children and young people and our teachers to maximise the exciting learning opportunities in Scotland’s Capital city.
“We’ve committed £17.5m from our budget so pupils from P6 to S6 can have their own devices and have equal access to learning. This programme opens up the opportunity for pupils to learn in new and exciting ways, brings with it a raft of wider benefits including extra support and professional development opportunities for teachers and is expanding wifi to provide fast and reliable internet access in every school.”
Councillor Alison Dickie, Education Vice Convener for the City of Edinburgh Council, said: “The roll out meets a key element of our Council business plan which is increasing attainment for everyone and reducing the poverty-related attainment gap.
“Ensuring pupils have their own device means they have personal access to digital learning whether with their teacher in school or at home. “
We want every young person to achieve their fullest potential and the Empowered Learning programme is another tool in the educational toolbox to equip our pupils with the skills and knowledge to succeed in a future that is becoming increasingly digital.”
Tara McGeehan, President, CGI in the UK and Australia said: “CGI is delighted to be working in partnership with City of Edinburgh Council to deliver Empowered Learning to pupils and teachers in the capital.
“Empowered Learning provides a learning environment that’s engaging and inspirational. It directly tackles the attainment gap and recognises the key role of educators in delivering a digital classroom.
“Through Empowered Learning, educators can create and tailor lessons to personalise learning, and access new ways of bringing learning to life. Above all, Empowered Learning delivers learning that is rich and rewarding for both pupils and for their parents, as well as providing the highest level of security and safety standards.
“The roll out meets a key element of one of the 15 outcomes and actions from the Council’s three year business plan ‘Our Future Council, Our Future City’: ‘increasing attainment for all and reducing the poverty-related attainment gap’.”
The 1:1 programme reinforces our commitment to becoming one of the world’s ‘smartest cities’ – in 2020 Edinburgh approved a new digital strategy to push forward its ambitions for becoming a sustainable Smart City.
Edinburgh College has launched a new digital care hub, in partnership with the University of Edinburgh, designed to provide greater skills and opportunities to health and social care students in the Lothians.
The Edinburgh College Digital Care Hub, located at the College’s Sighthill Campus, will equip students with the transferrable skills required to fulfil a successful career in areas including Health and Social Care, Dental and Pharmacy with a particular emphasis on technology enabled care.
The hub will focus on building students’ digital and practical skills through its state-of-the-art equipment, supporting experiential learning in a purpose-built setting.
It contains a replica medical ward with patient room, toilet and wet room facilities; an infection control and decontamination area; a reflection room; a care at home room; as well as a virtual reality room designed to give students an immersive experience which demonstrates how a patient with dementia experiences day-to-day life.
Within the care hub students have access to realistic patient simulators with true-to-life responsiveness, in a variety of care settings, enabling them to develop patient testing and care skills.
Also key to the role of the digital care hub is embedding the principles of professionalism amongst students and fostering the meta skills required to work in a care environment including communication, nurture, resilience, initiative and leadership.
The new facility hosts the Edinburgh College and University of Edinburgh Social Care Academy which provides an agile pathway to a career in health and social care specifically for school pupils.
As part of the programme, pupils study units in digital skills for health and social care, mental health, the human body, infection prevention and control and safe beginners for health and social care.
After successfully completing the programme, pupils are able to progress on to further studies with the College or university or advance into employment.
The digital care hub was launched during an event attended by representatives from key institutions connected to the College and the new hub, and brought together those with a collective interest in supporting the future of the health and care sector.
Audrey Cumberford, Edinburgh College Principal and CEO, said: “We are delighted to be launching our Digital Care Hub in partnership with the University of Edinburgh.
“The facility will provide practical learning experiences for pupils and students as well as exposing them to many sector specialisms which they ordinarily might miss out on without having access to specialist equipment in a health and care setting.
“The COVID pandemic has highlighted the importance of our health and care workers across the country and through addressing the national skills gaps in digital enabled care, the Digital Care Hub, through partnership working with industry, is ready to provide a pipeline of future workers equipped with the skills and knowledge required to meet the demands of the sector and population.”
Professor Peter Mathieson, Principal and Vice-Chancellor at the University of Edinburgh, said: “We are delighted to work with Edinburgh College on the Digital Care Hub, which will be an excellent resource for those considering a career within health and social care.
“Harnessing technology to support learning in this way and simulate real-life scenarios in the workplace will enable students to make informed choices about their future, built on their own ambitions and potential.”
