Training – Page 2 – The NEN – North Edinburgh News

TUC: National jobs guarantee can help “turn the tide” on youth employment prospects

Challenges in jobs market have been “long in the making”, says TUC – as it calls for ambitious policy response
The number of payrolled employees has fallen by 127,000 over the past year, but the pace of recent falls has slowed.
The employment rate rose slightly to 75.2% from 75.1%. The unemployment rate has risen to 4.7% from 4.6%, but this is offset by welcome falls in the inactivity rate to 21.1% from 21.4%.
Youth unemployment is falling and is now 11.6%, down compared to the same period last year (13.3%)
Real wages grew by 1.2% but real and nominal pay growth are both slowing

Commenting on the latest labour market data, which show some tentative improvements alongside ongoing challenges, TUC General Secretary Paul Nowak said: “Fragilities in the jobs market have been long in the making and are another toxic Tory legacy.

“But there are some positive signs. It is welcome that both economic inactivity and youth unemployment are down.

“And the government has started to lay the foundations to reset our economy with significant investment in public services, stronger workers’ rights and improving the support people need to get into work.

“But the government must build on this with a national jobs guarantee for young people. There are still too many young people stuck out of work, education and training.

“We know that real experience of paid work is the best way to turn the tide on long-term worklessness – and that over time this investment will more than pay for itself.”

TUC calls for a national jobs guarantee for young people to build on the government’s Youth Guarantee.
NEW analysis reveals that supporting 300,000 young people through the scheme would pay for itself within a decade and deliver over £8bn of benefits in the years after – at a cost benefit ratio of 2.8 to 1.
Young people let down by 14 years of toxic Tory rule in urgent need of decisive action, TUC says.

On Wednesday, the TUC called for an ambitious national jobs guarantee for young people currently not in education, employment or training (NEETs).

The UK faces a growing crisis in young people’s labour market participation which spiralled under the Conservatives, the TUC warns.

The TUC says this not only has damaging consequences for young people’s prospects – but for the country as a whole.

The government has “laid the foundations” to turn this around – starting with a youth guarantee programme to ensure every young person aged 18-21 has access to learning, an apprenticeship or support to find a job, which is being trialled in regions up and down the country.

The TUC says this should be built on with a national jobs guarantee, which prioritises young people aged 18-24 who have been not in employment, education or training (NEET) for six months or longer and young people aged 18-24 who are at high risk of becoming long-term NEET.

This would offer young people experience of a real good quality job with a real wage; opportunities to gain new skills; and an employer reference – “game changing” factors for young people approaching the labour market.

National jobs guarantee

While a national jobs guarantee would need upfront investment, TUC modelling estimates that in the long term the cost-benefit ratio would be 2.81, with the scheme paying for itself within a decade.

Setting out potential options for a national jobs guarantee for young people:

100,000 placements in a 2-year period would cost £1.03bn but return £2.9bn.
200,000 placements in a 2-year period would cost £2.06 bn but return £5.8bn.
300,000 placements in a 2-year period would cost £3.1bn but return £8.7bn

The TUC says the national jobs guarantee must be designed to promote good work including by:

Being paid decently, either at the national minimum wage or union negotiated rate for the job
Meeting local labour market needs with additional roles – so that money is only used to create jobs that would not have been created in the absence of a scheme, ensuring jobs guarantee participants don’t replace existing workers.
Delivering quality training that puts workers on a pathway to a Level 3 qualification and ensure the worker gets experience that will enable them to move into permanent work.
Being sustainable, so that the placement could transition into an apprenticeship, or with a guaranteed job interview at the end.
Ensuring quality work which adheres to health and safety law, is accessible and promotes equality, has clear minimum standards for quality and access to a union.

The placements should be allocated proportionately across regions, so there are a greater number of placements in areas where young people face the highest risk of becoming NEET.

Tory legacy

The TUC says the Conservatives failed to support young people throughout the pandemic and ever since, leading to a sharp rise in the number of young people out of work, training and education – leaving yet another toxic Tory legacy for this government to deal with.

Almost a million young people aged 16-24 in the UK are currently not in education, employment or training (NEET), with the total reaching 948,000 in August 2025 – up from 800,000 in 2019.

The TUC says that overall disabled young people are the most affected by this crisis as they’re far more likely to be NEET (28.6%) compared to non-disabled young people (7.1%).

TUC analysis also shows that there is a growing number of young people who are being failed by unsupported or poorly designed opportunities.

Analysis of destination data for 16–18-year-olds who left education in 2022-23 found that a year later 14.8% of them had entered work, education or training but had not completed or continued it. This is up from 12.9% in 2017-18– and is far higher for those on free school meals at 26.8% and SEN young people at 25.9% in 2022-23. The TUC says this shows the need for high quality support in education and workplaces.

Another example of the toxic Tory legacy is the proportion of young women and men who have become NEET since the pandemic.

Overall, while rates among both groups have been growing, young men (from 11.8% in April – June 2019 to 13.1% in April – June 2025) are more likely to be NEET than young women (from 11.3% in April – June 2019 to 12.4% in April – June 2025). Young women however are more likely than young men to be economically inactive – not working nor looking for a job.

Other risk factors identified by the TUC include:

Having a below a Level 2 qualification. This is significant as, according to TUC analysis, 30.9% of 24-year-olds do not have Level 2 English and Maths qualification.
Having unpaid caring responsibilities

The TUC says the government should build on the positive progress in its Make Work Pay agenda to make sure more good jobs and training opportunities are accessible to all young people, particularly disabled young people and young women with caring responsibilities.

TUC General Secretary Paul Nowak said: “Under the Conservatives, young people were failed with many let down by the education system and stuck out of work, education and training.

“This toxic Tory legacy has hugely damaged young people’s prospects – and for the country as a whole too.

“With the youth guarantee, stronger employment rights, an industrial strategy and apprenticeship reforms, the government has started to turn this around.

“It’s now time for ministers to build on this progress with a national jobs guarantee for young people. We know that real experience of paid work is the best way to turn the tide on rising rates of worklessness – and that over time this investment will more than pay for itself.

“Young people across the country need access to high-quality training and decent, well-paid work – boosting their prospects and the wider economy as a whole.”

Social housing residents benefit from £140K funding

Targeted funding to tackle poverty and improve lives for residents and families across Scotland

TOTAL funding equating to £140,000 has played a vital role in improving the lives of hundreds of Wheatley Homes tenants thanks to a leading community benefit fund.

Enabling many to secure vital household essentials, the money has provided much needed digital equipment, reading books for children, furniture and white goods for homes in various parts of Scotland.

Awarded over a period of eight years by the Scottish Procurement Alliance (SPA) through its Community Benefit Fund (CBF), these funds have also enabled Wheatley Foundation, part of Wheatley Group, to roll out key initiatives supporting families and individuals in need.

This includes access to essential items such as furniture and white goods, as well as refurbished digital equipment donated by Wheatley employees.

The wide-reaching fund draws from various sources, including £80,000 from SPA’s Community Benefit Fund and a £60,000 contribution from the LHC Procurement Group to improve the living conditions for vulnerable households across Wheatley over a period of two years.

Foundation Manager Laura Crumlish, Councillor Abdul Bostani, student Wazhma Shafaq and Group Director of Communities Laura Pluck are pictured as Afghan medical students are provided with iPads as part of a partnership project at 1455 Maryhill Road, on September 11, 2024, in Glasgow, Scotland. (Photo by Ross MacDonald / SNS Group)

Laura Crumlish, Foundation Manager at Wheatley Foundation, said: “Funding for Home Comforts will allow us to provide a lifeline for people who are struggling to access basic home essentials – items many of us take for granted.

“The funding is supporting programmes which continue to change lives for the better and give people in Wheatley communities an opportunity to reach their full potential.”

The Home Comforts project provides upcycled furniture and white goods, all cleaned, refurbished, and offered free of charge to Wheatley tenants. Wheatley Homes East has partnered with Four Square, a local Edinburgh charity, to deliver the initiative.

Four Square supports people who are homeless or at risk of homelessness by offering accommodation, advice, and training opportunities. The charity also runs the Edinburgh Furniture Initiative, which plays a key role in the project.

Through this partnership, customers are offered a unique, retail-style experience where they can choose refurbished furniture and homeware that suits their personal taste and needs. Changing Lives, an employability programme provides training and support to vulnerable and unemployed tenants.

Another is Environmental Roots, a four-week pre-employability programme designed to help young people build confidence and prepare for future opportunities, including the Wheatley Environmental Apprenticeship.

A further project is, StreetWyze, an initiative for young people to raise awareness of the dangers of knife crime and gang violence.

The 12-week programmes delivered throughout the year focused on themes including social media, territorialism and provided alternative activities to risk taking behaviours.

Laura added: “This tailored approach will ensure that people in different communities can benefit in ways that are right for them – whether that’s choosing their own furniture or receiving a ready-made pack when moving into a new home.”

The initiative goes beyond furniture, with the Community Benefit Fund also supporting a range of programmes that deliver lasting impact across Wheatley communities.

This includes Wheatley Foundation’s partnership with the Dolly Parton Imagination Library – a monthly book gifting scheme, which provides free books to children under five.

It helps to spark a love of reading and support early learning in homes across Glasgow, Edinburgh, and Dumfries and Galloway.

In addition, the fund is also supporting Wheatley’s Techshare programme, which refurbishes and upcycles used laptops and iPads.

These devices are distributed to individuals and families, along with access to software and digital skills training, to help bridge the digital divide and boost employability opportunities.

Lesley Peaty, Regional Director at the Scottish Procurement Alliance, said: “This is a fantastic example of how social value is at the heart of procurement. We’re committed to ensuring that every pound we invest benefits people in real and lasting ways.

“Our work with Wheatley Group highlights how collaboration and thoughtful investment can directly uplift families and strengthen communities.”

The Scottish Procurement Alliance’s Community Benefit Fund is a cornerstone of its wider mission to channel procurement savings into meaningful projects, supporting housing providers and regenerating communities across Scotland.

To learn more about SPA, please visit: https://www.scottishprocurement.scot/

To learn more about the Wheatley Foundation, please visit: https://www.wheatley-group.com/better-lives

Edinburgh College becomes College of Sanctuary

Edinburgh College has been awarded College of Sanctuary status in recognition of the support it provides to refugees and asylum seekers in accessing educational opportunities.

The College of Sanctuary status – awarded by the City of Sanctuary UK network – recognises and aims to enhance the work of colleges in providing support and opportunities for refugees, asylum seekers, and those seeking sanctuary in the UK.

To gain the award, a group of staff from across the College united to audit and enhance the range of support provided to students seeking sanctuary currently enrolled at the College.

This involved expanding training for staff on sanctuary-seeking issues, improving signposting to support services, broadening engagement with local refugee and asylum seeker support organisations, and enhancing opportunities for students of all backgrounds to become involved in college life.

In addition, the College partnered with ECSA (Edinburgh College Students’ Association) to provide a remunerated work placement opportunity for a student seeking sanctuary to lead on incorporating the student voice into the heart of the project.

Through this work, Student Engagement Assistant, Zahra Maleki, interviewed a number of students to learn more about their journey to the UK, College experience, the support that they receive, and plans for the future, to help the College gain a deeper understanding of the lives of these students and the challenges they face.

The award, and the activities undertaken as part of it, build upon the significant progress Edinburgh College has made in recent years and establishes a benchmark for future efforts to ensure students who are seeking sanctuary feel welcome and supported to thrive during their time at College.

Audrey Cumberford, Edinburgh College Principal, said: “I’m delighted that the College has been formally recognised as a College of Sanctuary. This award is recognition not just of the work undertaken this year, but recognition of the enormous work done by our staff in this area over a number of years, and, in some cases, decades.

“As Scotland’s capital city, Edinburgh is a diverse and welcoming place. Our college embodies that. We have people from over 135 countries across the world choosing to come to study here. In everything we do, we aim to ensure Edinburgh College is a place where people are given an opportunity to build a better future for themselves, irrespective of where they have come from in the past.”

Gün Orgun, City of Sanctuary Coordinator for Scotland and Northern Ireland, who headed the appraisal panel for Edinburgh College, said: “It was great to visit Edinburgh College and speak to staff and students involved in their College of Sanctuary project.

“Our visit underscored all the great provision outlined in Edinburgh College’s application and the depth of staff commitment across the College, including senior management, was great to see. The panel noted a number of impressive areas of practice and comments from students demonstrated a strong sense of belonging within the College.

“Receiving this award is not an easy task, requiring a significant effort and going above and beyond statutory requirements – and Edinburgh College provided several great practice examples of what being a College of Sanctuary is all about.

“We look forward to seeing Edinburgh College’s provision in this area develop in the years ahead.”

Next generation of builders and carers ‘set to rebuild Britain’

Westminster government announces radical skills reforms giving young people opportunity to develop skills in priority areas for the country

Young people are set to benefit from 120,000 new training opportunities as part of a ‘radical skills revolution’, giving them the chance to develop skills where they are most needed across the workforce to rebuild Britain.

More skilled brickies, carpenters and healthcare support workers will soon be trained up as the UK Government continues it’s drive to get Britain working, with landmark reforms announced today that refocus the skills landscape towards young, domestic talent.

The measures, backed by a record-breaking £3 billion apprenticeship budget, will open up opportunities for young people to succeed in careers the country vitally needs to prosper.

More routes into skilled work means more people building affordable homes, more care for NHS patients and more digital experts to push our economy forward. This includes an additional 30,000 apprenticeship starts across this Parliament.

This unprecedented investment is a critical step in delivering the government’s Plan for Change mission to create a decade of national renewal. They say they are backing our young people and investing in skills as an engine of economic growth – putting more money in people’s back pockets and breaking down barriers to opportunity.

Education Secretary Bridget Phillipson said: “A skilled workforce is the key to steering the economy forward, and today we’re backing the next generation by giving young people more opportunities to learn a trade, earn a wage and achieve and thrive.

“When we invest in skills for young people, we invest in a shared, stronger economic future – creating opportunities as part of our Plan for Change.

“But everyone has a role to play in a thriving economy, and we’re taking our responsibility seriously providing more routes into employment, it’s now the responsibility of young people to take them.”

To support this, the Westminster government is:

Implementing a 32% increase in the Immigration Skills Charge, which will deliver up to 45,000 additional training places to upskill the domestic workforce and reduce reliance on migration in priority sectors. As announced in the recent Immigration White Paper.
Refocusing funding away from Level 7 (masters-level) apprenticeships from January 2026, while maintaining support for those aged 16-21 and existing apprentices. This will enable levy funding to be rebalanced towards training at lower levels, where it can have the greatest impact.
Launched 13 new Level 2 construction courses for adults in non-devolved areas under the Free Courses for Jobs scheme.

In addition to the £3bn apprenticeship budget, the government is backing the new generation of workers through:

£14 million of adult skills funding for construction to be devolved to local mayors for next academic year, expected to support up to 5,000 additional adult learners.
£136 million for Skills Bootcamps across a range of priority sectors in 2025-26, providing training to over 40,000 learners.
£100 million over four years to expand Construction Skills Bootcamps.
Ten Technical Excellence Colleges specialising in construction skills, opening in September 2025.

As part of the UK government’s Plan for Change, the reforms are a vital step in delivering our youth guarantee and addressing skills shortages to drive growth while creating better opportunities for young people and adults across England.

Today’s announcement comes following a dramatic fall in the number of apprenticeship starts over the last decade, and as recent ONS statistics show as many as one in eight 16-24 year olds are not in employment, education or training.

Aldi offers virtual work experience to aspiring young people in Edinburgh

Young people in Edinburgh interested in exploring a career in retail can now sign up to Aldi’s virtual work experience programme.

Open to students in the UK aged 13 and over, the free online course is designed to build skills and introduce students to the wide range of careers available in retail – from warehouse operations to office-based roles.

Created in partnership with Springpod, the programme includes a series of videos and guidance from Aldi colleagues, alongside interactive quizzes and activities.

Upon completion, participants receive a certificate to enhance their CVs or future applications.

Lisa Murphy, Training and Development Director at Aldi UK, said: “At Aldi, we understand that not everyone has access to in-person work experience. That’s why we’ve created a flexible virtual programme that allows participants to learn at their own pace, fitting around their schedules.

“This initiative not only provides young people with a real insight into what it’s like to work at Aldi but also makes it possible for them to experience this, no matter where they are in the UK.

“Since launching, we’ve already attracted more than 2,000 sign-ups and hope to inspire even more young people to explore careers in retail through this accessible and engaging platform.”

Aldi is also looking to recruit more than 500 new apprentices across the UK in 2025, with opportunities across stores and warehouse roles now live.

Young people interested in signing up to the virtual work experience can visit:
https://www.aldirecruitment.co.uk/early-careers/apprenticeships.

£3.4 million for Scotland’s hydrogen future

Projects across the country to receive a share of funding

Eleven projects designed to accelerate Scotland’s hydrogen economy are set to benefit from a share of £3.4 million funding.

The Scottish Government funding will help develop green hydrogen production, improve the hydrogen supply chain, and enhance hydrogen transport and storage infrastructure.

Opening a parliamentary debate on Scotland’s hydrogen future, Acting Net Zero Cabinet Secretary Gillian Martin said: “Hydrogen stands as a critical pillar of Scotland’s route to net zero by 2045, but also, alongside the development of our offshore wind capacity, as one of Scotland’s greatest industrial opportunities since the discovery of oil and gas in the North Sea.

“A just transition remains at the heart of our approach, and we are determined that no community, particularly those which have powered our economy for generations, will be left behind as we move away from burning fossil fuels towards a low carbon energy system.

“We are working to build a hydrogen economy in which the benefits of our energy transition are shared, and which harnesses the full potential of our skilled people, our worldclass industries, and our natural resources.”

In September 2024 the Scottish Government invited projects to apply for a match-funding grant award of up to 50%, to the maximum value of £2 million.

Shortlisting saw 18 projects invited to submit a full application to delivery partner Scottish Enterprise, with funding ultimately provided to 11 successful projects.

Hydrogen action plan – gov.scot

Lead Organisation	Project Title	Council Area	Grant Award
European Marine Energy Centre	Sustainable Fuels Orkney	Orkney Islands	£375,000
Green Cat Hydrogen Ltd.	Creca Hydrogen Facility	Dumfries and Galloway	£490,088
Green Cat Hydrogen Ltd.	Strathallan Hydrogen	Perth and Kinross	£320,549
Green Cat Hydrogen Ltd.	Binn Ecopark Hydrogen	Perth and Kinross	£258,478
Protium Green Solutions	Protium Lanark – Hydrogen Island	South Lanarkshire	£450,619
SSE Hydrogen Developments	Peterhead 1&2 Hydrogen	Aberdeenshire	£162,600
Statkraft Hydrogen UK Holding Ltd	Shetland Hydrogen Project 2 Pre-FEED	Shetland Islands	£270,500
Storegga Hydrogen (Cromarty)	Cromarty Hydrogen Phase 2 Longman	Highland	£238,400
Storegga Hydrogen (Cromarty)	Cromarty Hydrogen Phase 2 Muir of Ord	Highland	£290,155
Glacier Energy	Feasibility and Industrial Research	Aberdeen City	£382,000
Hydrasun	Standardised Tube Trailer Industrial Hydrogen Offtaker Panels	Multiple: Aberdeen City; Glasgow City; Highland	£147,122

UK’s first hydrogen training centre opens for next generation of green gas engineers

UK’s first hydrogen training centre for Gas Safe* registered engineers opens at Fife College.
Over 100 local engineers will be upskilled to safely install and maintain hydrogen appliances for SGN’s H100 Fife project.
The centre is a key milestone for H100 Fife which will deliver an end-to-end green hydrogen gas network, providing heating and cooking for several hundred local homes.
GMB union, SGN and Fife College leaders highlight the need to upskill gas workers for a low-carbon future.

Energy network SGN and Fife College are celebrating the opening of the UK’s first hydrogen training centre for gas engineers yesterday.

The facility, located at Fife College’s Levenmouth Campus, will train over 100 Gas Safe registered engineers this year, equipping them with the green skills needed to safely convert homes from natural gas to hydrogen.

This training is essential for the engineers who will be involved in SGN’s green hydrogen trial, H100 Fife, which will supply green hydrogen to homes in Levenmouth through a new purpose-built network.

Gary Smith, General Secretary of GMB, the UK’s largest energy union, welcomed the launch. He said: “The opening of this hydrogen training centre is a milestone for the gas industry and its workforce. As we transition to a net-zero economy, it’s vital that we not only protect jobs but also ensure that workers are upskilled for the future.

“This centre will empower today’s engineers to safely work with hydrogen while preparing them for roles that will shape the transition to green energy. It’s a testament to the resilience of the workforce and their ability to adapt to the changing energy landscape.”

The training centre offers hands-on experience with hydrogen appliances and systems, supported by leading manufacturers such as, Baxi, Worcester Bosch, Clean Burner Systems (CBS), Bosch Home Appliances and MeteRSit.

It will ensure that engineers gain the knowledge and competency to safely install, test, and maintain hydrogen appliances and heating systems in domestic settings, advancing the UK’s transition to green energy solutions. Every engineer taking part will gain an official hydrogen qualification added to their Gas Safe registration.

Simon Kilonback, CEO of SGN, commented: “The opening of the UK’s first hydrogen training centre for Gas Safe engineers is a major milestone for SGN and the energy sector as a whole.

“We’re excited to be working with the local community as we deliver our end-to-end hydrogen network in Fife. This is a key part of our wider plans to harness the potential of green gasses like hydrogen and biomethane to help decarbonise homes and businesses.”

Training will be delivered to local Gas Safe registered engineers in Fife by expert trainers with experience in delivering gas training with support from industry professionals. SGN has developed the courses in partnership with Fife College for the past two years, alongside key stakeholders such as certification body BPEC, Energy & Utility Skills and the Institution of Gas Engineers and Managers (IGEM).

Jim Metcalfe, Principal of Fife College, said: “Fife College is proud to be a national leader in clean energy skills as we launch this dedicated hydrogen training facility. We are honoured to work in such a deep and innovative partnership with SGN.

“Through this cutting-edge centre at our Levenmouth Campus, we are working to upskill over 100 engineers with the specialist knowledge needed to support the UK’s transition to net zero.

“This collaboration with SGN forms part of our wider commitment to sustainability, which also includes the opening of our new Dunfermline City Campus – Scotland’s first net-zero-ready vocational training campus – later this year. Together, these landmark developments place Fife College at the forefront of delivering the skills and infrastructure needed to shape a more sustainable future for us all.”

The engineers being trained from SGN, Baxi, Worcester Bosch and Warmworks will help convert natural gas homes over to hydrogen when the H100 Fife trial launches later this year. Fife Council staff will also be trained as part of SGN’s commitment to future-proof local engineers for the challenges ahead.

The opening of the training centre is a landmark event in SGN’s efforts to support the UK’s transition to net zero and underscores the vital role of skilled engineers in integrating hydrogen as a key low-carbon energy source.

Bosses urged to do more to support neurodiverse staff

Report shows staff turnover reduced by proactive support

New research published today by workplace expert Acas, highlights the importance of training and proactive action to support neurodiverse staff.

Neurodiversity describes the natural differences in how people’s brains process information, and how they feel and behave. Well-known types of neurodivergence include neurodevelopmental conditions such as ADHD, autism, dyslexia and dyspraxia.

The report emphasises the importance of training and supporting managers, so they know how to treat and support their neurodivergent staff.

The research shows that creating inclusive environments and personalised adjustments can be achieved proactively, without the need for a formal diagnosis or staff disclosure.

Acas Interim Chief Executive Dan Ellis said: “It is estimated that between 15-20% of UK adults are neurodivergent. This is a potentially enormous number of workers who may not be getting the support they need.

“Our research outlines the urgent need to put support for neurodivergent people at the heart of workplace policies and training, and the huge benefits for businesses when that happens.

“Taking steps to support neurodivergent staff is often quick, easy and inexpensive, but the advantages can be widespread. We encourage employers to make sure they do everything they can to support their staff.”

The independent research was conducted by Birkbeck, University of London, for Acas. The researchers combined insights from experts working in neuroinclusion, in depth case studies and a summary of published evidence.

The research found that neuroinclusion is possible in all workplaces, whether large or small.

The research documents good practice including how to manage performance in neurodiverse teams and the benefit of small changes, such as accessible written materials.

The research found that one small business which is incorporating neuroinclusion proactively, reduced its staff turnover to 8%, against a national average of 34%.

The report found that:

· Proactively supporting neurodivergent staff and creating inclusive work environments where neurodivergent talents are supported can benefit everyone at work.

· Mandatory and regularly updated neurodiversity training is key to promoting inclusive workplaces.

· Line managers are pivotal in supporting neurodivergent employees so it’s vital they have the necessary training to facilitate inclusion.

· Being proactive in making reasonable adjustments shouldn’t require a diagnosis or formal disclosure from staff.

· Specialised adjustments may require balancing of individual and organisational needs. Smaller businesses with limited resources may find external support from organisations like Acas useful.

Professor Almuth McDowall at Birkbeck, University of London leads a research centre dedicated to supporting neurodivergent talent. She said: “It was a privilege to learn from our participants and share good practice. It is very important that neuroinclusion is part of wider conversations about workplace equity and inclusion.

“Conversations about adjustments should focus on performance optimisation to harness neurodivergent talent. Simple and centralised processes are important to reduce the burden on managers.

“Our case studies show that good practice can reduce turnover to as low as 8%. Organisations should set themselves clear targets for neuroinclusion and monitor and publish data.”

The report also shows that some workplaces are taking an innovative approach to neuroinclusion.

Jodie Hill is Managing Partner at Thrive Law, a business that prioritises inclusion and support for its neurodivergent staff. She said: “The benefits of introducing reasonable adjustments for neurodivergent staff at Thrive has been overwhelming, particularly for me as a neurodivergent leader.

“Having the adjustments in place not only helps me, but it helps my team, and my clients, understand my needs.

“By creating a neurodiverse workplace, we create a competitive advantage and a workplace that has cognitive differences. We support people’s strengths and create an environment where those individuals can thrive.”

A full copy of the report can be viewed online https://www.acas.org.uk/research-and-commentary/neurodiversity-at-work-research-practice-and-policy

Students come together for biggest ever nursing and midwifery careers day at Edinburgh Napier

More than 450 attend annual event

More than 450 students and almost 100 healthcare professionals have come together at Edinburgh Napier University’s biggest-ever nursing and midwifery careers day at its Sighthill campus.

Hosted in the University’s ENGAGE sports facility this week (4 Feb 2025), the event gave attendees the opportunity to meet with employers and learn more about available graduate roles in both nursing and midwifery.

Alongside the NHS, the range of healthcare professionals in attendance was wide and varied with organisations such as the Royal Navy Medical Branch, Royal Air Force, Marie Curie, CHAS, The Royal College of Nursing, William Quarrier Scottish Epilepsy Centre and private healthcare providers represented at the event.

Also in attendance were a range of Edinburgh Napier services including its Student Futures careers team – who helped organise the event – the University’s Alumni team, Bright Red Triangle, Edinburgh Napier’s hub for enterprise practice, a postgraduate recruitment team and a School of Health and Social Care research team.

Exhibitors were also able to undertake tours of the learning facilities at the University’s Sighthill campus, including its purpose-built Simulation and Clinical Skills Centre.

Students studying undergraduate and postgraduate Nursing, Midwifery, Physiotherapy, Occupational Therapy and Social Work programmes at Edinburgh Napier are taught within the centre, benefitting from realistic environments and NHS ward-like settings.

Professor Susan Dawkes, Dean of Edinburgh Napier’s School of Health and Social Care, said: “It was great to welcome so many employers on campus to meet our students and showcase the wealth of career options open to graduate nurses and midwives, from joining the NHS to opportunities to join the health and medical teams in the armed forces, or exploring some of the many other career options now open.

“Employers too were delighted to join tours of our Simulation and Clinical Skills Centre, which remains at the forefront of practical training for our student nurses and midwives.”

Adam Watling, Head of Edinburgh Napier’s Student Futures team, said: “Our nursing and midwifery careers day has been one of the biggest and best yet, and we are so pleased with the reach it has had and the experience of our students and visiting health care professionals across the day.

“The success is thanks to the effective collaboration between Student Futures and School of Health and Social and the planning and focus on securing a range of exhibitors for our many students to meet throughout the day.

“As a University, Edinburgh Napier is dedicated to ensuring that our students have the best possible careers support before and after graduation, and these types of events are a critical part of that commitment.

“We are looking forward to sharing success stories from across the day as we start to review the many insights that emerge from attendees, in the weeks and months to follow.”

Edinburgh Napier University is one of the largest providers of nursing and midwifery education in Scotland offering courses in a variety of nursing specialisms including adult nursing, child health nursing, learning disability nursing and mental health nursing.

The programmes are part of the University’s School of Health and Social Care which is home to a vibrant academic community of more than 3,000 students and 120 staff.

More information on the School itself can be found at:

https://www.napier.ac.uk/about-us/our-schools/the-school-of-health-and-social-care.

Extend Child Benefit for your teen by 31 August

Child Benefit can be claimed for children after they turn 16 if they are staying on in approved education or training

Parents have less than 2 weeks to tell HM Revenue and Customs (HMRC) their 16-19 year-old is continuing education or training or their Child Benefit payments will stop.

Hundreds of thousands of teenagers will decide on their future this week as they receive their GCSE results on Thursday (22 August 2024).

For parents of 16-19 year-olds who haven’t yet extended their claim, Child Benefit payments will stop after 31 August. If their child is going to continue in approved education or training, parents can continue receiving Child Benefit and HMRC is urging them to extend their claim now.

To make sure they do not miss out, parents can quickly and easily extend their Child Benefit claim online on GOV.UK or via the HMRC app. More than 270,000 parents have extended their claim digitally so far, with the changes applied to their record without the need to wait on the phone.

Parents should keep their claim details up to date, even if they’ve opted not to receive Child Benefit payments due to the High Income Child Benefit Charge. Parents who want to opt back into receiving Child Benefit payments, can do this quickly and easily online on GOV.UK or in the HMRC app.

Child Benefit is worth up to £1,331 a year for the first or only child, and up to £881 a year for every additional child.

Myrtle Lloyd, HMRC’s Director General for Customer Services, said: “Child Benefit is an important financial support for many households and we don’t want to see any eligible family miss out.

“You can extend your claim quickly and easily online or via the HMRC app, just search ‘Child Benefit when your child turns 16’ on GOV.UK.”

Victoria Benson, CEO of Gingerbread, the charity for single parent families, said: “Child Benefit is valuable to families and particularly single parent families, who are forced to make ends meet on a single income.

“It’s really important, with the 31 August deadline fast approaching, that parents whose children are going into further education and training extend their claim as soon as possible to avoid missing out on this crucial financial help.”

Child Benefit can continue to be paid for children who are studying full time in non-advanced education, which includes:

A levels or Scottish Highers
International Baccalaureate
Home education – if it started before their child turned 16, or after 16 if they have a statement of special educational needs and it was assessed by the local authority
T levels
NVQs, up to level 3

Child Benefit will also continue for children studying on one of these unpaid approved training courses:

in Wales: Foundation Apprenticeships, Traineeships or the Jobs Growth Wales+ scheme
in Northern Ireland: PEACEPLUS Youth Programme 3.2, Training for Success or Skills for Life and Work
in Scotland: the No One Left Behind programme.

If a child changes their mind about further education or training, parents can simply inform HMRC online or via the HMRC app and payments will be adjusted accordingly.

Parents can check the status of their claims at any time by viewing their proof of entitlement in the app or online.

Parents will need a Government Gateway user ID and password to use HMRC’s online services. If they do not have one already, they can register on GOV.UK and will just need their National Insurance number or postcode, and 2 forms of ID.

North Edinburgh Childcare: Nurturing Futures employment support

Now that the schools are back, are you looking for a job to fill the time but don’t know where to start?

Our Nurturing Futures programme has been designed to support parents in North Edinburgh looking to get back to work. Working with our Employability Officer, Lynne, you will build skills and confidence to get the job you really want.

As well as receiving support from Lynne with job searching, you may also take advantage of the free childcare support available to allow you to attend interviews or training or just free up time to focus on their job searching.

Contact Lynne at lynne.woodman@northedinburghchildcare.co.uk for more information.