Tag: work

Joint call for mandatory ethnicity pay gap reporting

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

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

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

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

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

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

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

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

The full letter reads: 

Dear Chancellor of the Duchy of Lancaster 

The case for mandatory ethnicity pay reporting 

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

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

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

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

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

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

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

Frances O’Grady, General Secretary, TUC 

Tony Danker, Director General, CBI 

Baroness Kishwer Falkner, Chairwoman, EHRC 

Acas insight into Fire and Rehire

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

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

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

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

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

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

One in two workers would consider quitting their job if forced back to the office full time

 New research by SpareRoom reveals strength of feeling on future of working

  • Almost half (46%) of 18-40 year olds would consider quitting their current job if their employer doesn’t allow remote working post-pandemic
  • One of the least important features of a job now is office parties and regular socialising with colleagues
  • Conversely, the most desirable job features are pay, a good work-life balance and a job that has a sense of purpose
  • The majority of 18-40 year olds (60%) have changed the features they look for in a job after a year living in a pandemic

The great return to the office is on the horizon and getting closer, with all social restrictions set to end on 21st June (in England, anyway … maybe? – Ed). However, while a reunion with colleagues might be welcome, a full time return to the physical workplace is enough to actually put people off their jobs.

According to new research by flatsharing site SpareRoom, one in two (46%) 18-40 year olds will consider quitting their job if their employer doesn’t allow remote working post-pandemic.

Where a swanky office with a lively work social scene was once a major pull for young people and saw them move in their droves to big cities like London, the research from SpareRoom with over 2,000 18-40 year olds reveals the opposite to now be true for many. 

In fact, a clear majority (60%) have changed the job attributes they now find important and almost two thirds (63%) have a new attitude towards work. Of those that are employed and have had the option to ‘WFH’ (81%), there is a clear preference going forward for a continuation of home working or for a hybrid of working partially at home and from the office (72% combined). This compares to 28% that prefer working exclusively from the office.

Notwithstanding the possible resignation-inducing prospect of five days a week in the office, the most undesirable feature of a job now happens to be the office party. As part of the research, SpareRoom asked young people to rank features of a job based on how important they are.

The loser was a job with regular social events, suggesting that many are not yet ready to reembrace the old socially intimate culture of afterwork drinks and the annual Christmas knees-up.

On the other hand, the features of a job that 18-40 year olds now covet more than anything else are pay, a good work-life balance and the knowledge that their work has a purpose. 

Most important features of a job Least important features of a job
1. Pay and compensation1. Regular social events and office parties
2. Good work-life balance2. Regular appraisals/reviews and opportunity to grow
3. A job that has a sense of purpose3. Additional benefits e.g. gym, healthcare
4. Job security 4. Being able to pursue a passion / ‘side hustle’ outside of work
5. Feeling safe at work5. Reduced or flexible working hours

Matt Hutchinson, SpareRoom Director comments: “Work is one of the cornerstones of our lives and COVID has forced people to question their relationship with their job.

“That means, for many, the most desirable job is now one that offers security, a good work-life balance and of course the ability to work from home – even if not all of the time. Spending five days a week in the office, however, is particularly unattractive – to the extent that half would consider moving jobs if faced with this situation.

“Work is also one of the biggest drivers in the rental market. Pre-pandemic people moved for work or study. Now people are starting to think about what their lives will look like in future and the prospect of remote working opens up all sorts of possibilities. We’ve already seen a downward shift in demand for rooms in London, while other regions of the UK are seeing a rise.” 

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

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

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

Lack of space and ventilation

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

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

Providing reassurance

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

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

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

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

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

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

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

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

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

Almost two fifths of workers given less than a week’s notice of shifts

Close to two-fifths (37%) of UK workers in full or part-time employment are given less than a week’s notice of their shifts or work patterns, according to new research conducted by the Living Wage Foundation. 

The research – based on two surveys, of over 2,000 UK adults in each case – addresses a gap in the UK’s labour market data and understanding of hours insecurity, being the first recent study to assess notice periods for work schedules across the workforce.

The study found that among the 59% of workers whose job involves variable hours or shift work, over three-fifths (62%) reported having less than a week’s notice of their work schedules. At the extreme, 12% of this group – amounting to 7% all working adults – had less than 24 hours’ notice.  

While short notice periods affect workers throughout the UK, they are particularly common in London, where  almost half (48%) of all workers received less than a week’s notice of work schedules. Scotland (35%), the South of England excluding London (34%), and the North of England (33%)  are areas where short notice periods were less common.  

A second survey conducted by the Living Wage Foundation homed in on the experience of full-time, low-paid workers, finding that they were particularly hard hit by short notice of working hours.

Of those working full time and paid below the real Living Wage of £10.85 in London and £9.50 in the rest of the UK, more than half (55%) had less than a week’s notice of work schedules, with 15% having less than 24 hours’ notice. 

Low-paid, full-time workers from Black, Asian and minority ethnic backgrounds (68% of whom had less than a week’s notice of work patterns) and those with children (64%) were also disproportionately affected. 

Despite this, and the challenges facing many employees and businesses, some employers are stepping up to commit to stronger standards on shift patterns to better support workers and families. 

This includes Scottish energy provider SSE, which has today been announced as an accredited Living Hours Employer, joining, amongst others, Aviva and Standard Life Aberdeen as employers committing to provide workers with secure, guaranteed working hours.  

The Living Hours programme requires employers to both pay a real Living Wage and commit to provide at least 4 weeks’ notice for every shift, with guaranteed payment if shifts are cancelled within this notice period. 

Living Hours employers also provide a guaranteed minimum of 16 working hours every week (unless the worker requests otherwise), and a contract that accurately reflects hours worked. 

The Foundation’s research shows that currently just 10% of workers who have variable working hours or conduct shift work received at least four weeks’ notice of shift patterns.  

Laura Gardiner, Director, Living Wage Foundation, said: “Without clear notice of shift patterns provided in good time, millions of workers have had to make impossible choices on childcare, transport and other important aspects of family life.

“Low-paid workers have been particularly hard hit during the pandemic, with millions struggling to plan their lives due to the double whammy of changing restrictions on economic activity and insufficient notice of work schedules from employers. 

“Despite this, and the challenges many employers have faced, some have stepped up during this crisis and committed to provide workers with secure, guaranteed hours and notice of shift patterns. These are the businesses that will help us rebuild and recover, and we encourage more employers to follow their example.” 

John Stewart, SSE HR Director, said: “The real Living Wage movement has been an incredible phenomenon, championing the fundamental truth that people should be able earn enough to live a decent life. 

“Living Hours is the other side of that coin. The amount of pay employees take home can be affected by irregular and unpredictable hours. The majority of our direct employees are already on contracts which meet the Living Hours requirements, but it is right that a company like SSE, headquartered in the UK and delivering some of the biggest projects in the fight against climate change, should guarantee higher standards for workers.

“This is fundamental to ensuring there is a fair and just transition to net zero. Like with our Living Wage accreditation, the most important impact of Living Hours is that, in time, it will flow through our supply chain activities and benefit those working regularly on our behalf too.

“It is the right thing to do and we are very proud to have achieved this accreditation and hope it will help show others the way.” 

Over £97m contributed to the economy by Barratt East Scotland

– Housebuilder supports 1,530 jobs, creates 18 new careers and 10.1ha of green space across the region –

Despite the challenges of the past year, Barratt Developments Scotland has made a substantial contribution of £245m to the UK economy, with the housebuilder’s East Scotland division supplying £97m in GVA itself.

In the year ending 30 June 2020, Barratt East Scotland has also completed 551 new homes and supported 1,530 direct, indirect and induced jobs across the region.

As the largest UK housebuilder, and one of the most sustainable, Barratt continues to safeguard the Scottish environment by creating nearly 23ha of green space. Barratt East Scotland has created 10.1ha of public green spaces and private gardens.

Barratt is working towards reducing its direct carbon emissions by 29% by 2025 and indirect emissions by 24% per square metre by 2030. In the past year, CO2e emissions per 100m.sq. of completed build area fell to 2.29t. across the East Scotland business. 99% of construction waste was also saved from landfill and 12% of new homes were built on previously developed land.

Interior architectural show home photography of David Wilson Homes Mallets Rise development in Newton Mearns

Alison Condie, managing director for Barratt Homes East Scotland, said: “We’re committed to creating strong communities, prosperous job opportunities and meaningful economic impact across the region.

“To have contributed over £97m to the economy and supported over 1,500 jobs is a fantastic achievement – especially given the challenges of the last year – and we’re determined to do even better this year.”

As part of its housebuilding activity, Barratt East Scotland has made £3m in local contributions to help build new facilities and community infrastructure. This contribution includes the provision of 202 new school places. More than £14m has also been spent on physical works within communities, such as highways, environmental improvements and community facilities.

Other key findings from the Barratt East Scotland 2020 socio-economic report include:

·       Increased support for public services with £36m in generated tax revenues

·       Over £105,000 donated to local charitable and community causes

·       300 supplier and 310 sub-contractor companies supported

·       Increased support for the UK supply chain with 90% of all components centrally procured, assembled or manufactured in-country

·       More than £9.5m in retail spending by new residents, helping support 100 retail and service-related jobs

The development of new and future talent remains a key priority for Barratt Developments Scotland and 56 graduates, apprentices and trainees launched their careers with the company in 2020, an increase from 50 in the previous year.

The assessment of Barratt Developments’ performance was carried out by independent consultants Lichfields, who analysed socio-economic impacts through the delivery chain for new housing based on Barratt datasets, published research and national statistics.

New working frontier: a people focussed blended model for the post-Covid future

A new report by the Scottish Futures Trust (SFT) reveals that the workforce of the future – predominantly those who have been office based – will want to make informed choices of where and how to work most productively and more beneficially for their wellbeing.

Post the pandemic, organisations should consider the three ‘Hs’ of working – from Home, a nearby hub or local location, where employees can meet clients or have time to concentrate on projects, or the HQ and head office, where people can gather to socialise, brainstorm ideas or collaborate face-to-face. 

The New Frontiers for Smarter Working, Work and Workplace Report also finds that this new blended future will depend on how employers gauge the benefits from the improved working set up while ensuring the wellbeing of employees.

Shona Adam, SFT’s associate director of Workplace Change and co-author of the report, said: “This exciting future is about allowing both employer and employee to make an informed choice of where they want to work from, on any given day, that is going to best achieve the outcomes that need to be delivered by both the employee and the organisation.

“As a result of the pandemic, we know that people have benefited from the lack of the daily commute and that the majority of office-based roles can be done remotely. However, some people are struggling with mental health and isolation problems. Each organisation will have to assess the preferences of their workforce as well as explore the impacts, and weigh up the longer-term benefits and risks.” 

Working in conjunction with an SFT-led group comprising of public, private and third sector ‘smarter working’ professionals, a variety of opportunities for the future have been identified. 

Analysis of a sample of public sector organisations from the Working Group identified employees’ preferences and found 88% wanted to work at least one day a week from home, with 24% happy to continue to work full-time from home, while only 10% preferred not to work from home.

Shona Adam, went on: “Smarter working isn’t just about the physical place. It’s about understanding the people aspect, and this will be the future focus. This is a social revolution, accelerated by the pandemic. It’s not a static situation where we simply return to old ways.

“As a result, the reoccupation of physical office space requires radical rethinking and one of the most common questions that the group is now receiving is about how organisations reorganise the physical office spaces that have been used in the past. Organisations need to understand ‘the purpose’ of physical workspace in the future and how they will use it.” 

Ms Adam said the culture of ‘presenteeism’, where employers and managers expected to see their colleagues sitting in the office, is being swept away: “What the pandemic has demonstrated is that we have gone from the head office or HQ, to hundreds and thousands of offices in homes. We have a dispersed workforce working on the basis of trust to get the job done.”

However, home working for prolonged periods is having an impact for some people on their mental health and in certain cases, causing social isolation. Acknowledging this, the report explains how employees could continue to go to the Head Office to socialise, integrate with colleagues, cooperate on ideas and strategy, innovate products and services and to share the culture.

Neutral ‘Hub’ locations, such as a café or a digitally connected public library, could also become part of the flexible working solution, allowing face-to-face meetings or research to be undertaken away from home.

SFT hopes organisations embrace the opportunity driving the momentum for change, with the report pointing out that there will be clear differences between organisations depending on their purpose and function and how supportive employers are to the concept.

This will require different thinking around Human Resources and Organisational Development functions such as employment contracts and leadership structures while monitoring of mental health and wellbeing will be crucial to everyone in the evolving situation. 

Summing up, Shona Adam said: “Collectively, across both public and private sectors, we need to use the experience we’ve had during the pandemic in a positive way, to dispel presenteeism and consign it to the past.

“Workers can be located anywhere provided they undertake the activities they are paid to do. This is a tremendous opportunity to explore a distributed network for delivering outcomes.”

Workers give over 1,000 unpaid hours a year to their employers

 On average, we spend 42 days a year working outside their contracted hours  

Workers will sacrifice five years over their working life by starting early and finishing late 

Millions of British workers give up more than a month of time each year by working additional unpaid hours, totalling five years over their working life, new research has revealed.

In a poll conducted by Hitachi Personal Finance for this year’s National Work Life Week, data reveals exactly how much time Brits are spending working past their contracted hours and what else the nation could be doing with this time.  

In total, the figures show that Brits are working a whopping 1,834 days – or five years – unpaid across their working life, just by starting work early and finishing late. That’s an extra 42 days each year. 

The research revealed that nearly half (49%) of British people start work early each day and 48% admit to working late every day. 

Looking more closely at those who are commencing work before their official start time, a third (32%) are working an extra 147 days in their lifetime by getting to the office or logging on at home 20 minutes early each day.

Additionally, 15% of Brits are working an extra 330 days – that’s nearly a whole year – by regularly starting work 45 minutes before their shift starts.  

What’s more, 2% are tallying up a huge one year and two months’ worth of overtime by starting work an hour earlier than they are contracted to. In total, this means that collectively Brits are losing 917 days on unpaid work across their working lifetime, just by beginning their working day prematurely on a regular basis.  

And for those working after their shift ends, three in ten Brits (30%) are spending a further 147 days undertaking work in their lifetime, finishing late by 20 minutes each day, and 14% are working an extra 330 days in their lifetime by concluding work 45 minutes after they’re supposed to.  

Even more shockingly, 5% of Brits rack up an extra one year two months overtime in their lifetime by logging off an hour or more after they should be finishing work. Overall, this means that Brits are putting in an extra two and a half years work in their lifetime, just by continuing to work outside of their contracted hours.  

More than three in five (61%) admit they would rather have a better work/life balance, which is being achieved in some respects, with increased home working meaning commuting time is being reduced or completely removed.

However, this balance is still being compromised with so many putting in longer hours than they’re contracted to even while working at home, perhaps unaware of the cumulative amount of time they’re losing from their personal lives.  

So, what else could Brits be doing with this time? Experts at Hitachi Personal Finance offer five alternative activities UK workers could be doing instead of working outside their contracted hours:  

  1. Learn a new language  

If learning a new language is of interest, research shows that it takes 480 hours to reach basic fluency3. Meaning in the six weeks spent on overtime each year, you could learn at least one new language, maybe even two. 

  1. Gain a new habit  

It has also been widely reported that it takes just 21 days to form a habit4, so in the same time you spend working overtime each year, you could be making two new habits part of a daily routine that could have a positive impact on your life, such as exercising, quitting smoking or meditation.  

3.    Earn a degree 

If you’ve ever wanted to study a degree or add another one to your belt, it could be doable if you skip the extra hours in the office or working from home. You can complete a 3-year degree in 108 hours at the Open University6, meaning you could easily get a degree or two under your belt by sacrificing the extra time sat behind a desk.   

4.    Binge watch a box set  

If getting your teeth into a good boxset is more your thing and you’re a Game of Thrones fan, you could binge-watch all eight series instead of putting in the extra graft behind their desk at home or in the office; it would take three days and 16 minutes to watch from start to finish7.  

Marvel films more your thing? It would take just over two days to watch all 23 movies8, so in the six weeks you’d otherwise be spending working overtime in a year, you could sit down and watch the entire superhero franchise 20 times.  

Commenting on the findings, Vincent Reboul, Managing Director of Hitachi Capital Consumer Finance says: “It’s very interesting to see the sheer amount of people in Britain who are working way past their contracted hours.

“If 2020 has taught us anything it’s that we need to value the time and experiences we have with each other and our loved ones, as well as making sure we’re dedicating time to ourselves. 

“Putting in the extra hours during the working day can sometimes be inevitable, but we wanted to highlight just how much this adds up to over time. This is particularly relevant as home working has become the norm for many, which appears to have blurred the lines between work mode and home mode.

“Hopefully these findings help workers to realise how much time they do have available to them once they start paying attention to their work/life balance.” 

To find out more, please visit: https://www.hitachipersonalfinance.co.uk/latest-posts/money/5-things-you-could-be-doing-instead-of-working-unpaid-overtime/ 

National competition offers £5000 prize to tradespeople hiring an apprentice

 National Apprenticeship Week: One in five tradespeople consider apprentices more important than ever despite Covid-19 decline 

  • Over a fifth of companies that regularly hire apprentices took on fewer in 2020 
  • A quarter of tradespeople and companies plan on hiring new apprentices in 2021 
  • Percentage of female, BAME and apprentices with learning difficulties continues to grow year on year
  • IronmongeryDirect launch competition to win £5,000 towards funding an apprentice 

A third of companies and tradespeople (31%)1 who regularly hire apprentices feel that the programme has been made harder due to the pandemic, as new ONS figures2 show a 30% drop in new construction apprentices between August and October 2020, compared to the same period the previous year. 

Demonstrating the effect of Covid-19 on the scheme, more than one in five (22%) companies that usually hire apprentices took on fewer in 2020, despite a fifth (19%) of tradespeople believing that the program is more important now than ever. 

Commissioned by IronmongeryDirect, the UK’s largest supplier of specialist ironmongery, in the run up to National Apprenticeship Week (8th to 14th February), the study also reveals that one in 12 tradespeople (8%) believe that the government has not done enough to support apprentices throughout the pandemic. 

Looking at the year ahead, the positive news is that a quarter (23%) of businesses and tradespeople plan to bring on apprentices in 2021. Building surveyors (34%) and electricians (28%) are the most likely trades to be looking for apprentices this year, while painter/decorators and landscapers are least likely (15% and 5%, respectively). 

Men in the industry are more likely than women to think that an apprenticeship is a great way for people to learn skills (31% vs 23%). Contrastingly however, it is tradeswomen and female-led companies that are most likely to be looking for an apprentice in the year ahead, with a quarter of women (25%) planning to hire a trainee compared to only one in five tradesmen (20%). 

According to the Office of National Statistics, female apprentices in construction are also on the rise, increasing by 19% in the 2019/20 academic year compared to the previous 12 months.

This represents a much larger trend in growth as there are a huge 333% more female construction trainees than in 2014/2015. So far in the 2020/2021 academic year, the percentage of female new starters has increased to 9%, suggesting that this growth is set to continue. 

The statistics also reveal a changing story for apprentices of colour. While BAME apprentices made up only 6% of new construction apprentices in 2019/2020, this represents a 16% increase to the previous year and an 82% rise since 2014/2015. What’s more, despite the challenges of the Coronavirus pandemic, the proportion of BAME trainees continues to grow as they make up 8% of new starters so far this academic year. 

The proportion of new apprentices with learning difficulties is also on the increase, making up 14% of the 2019/2020 intake. This is a 53% increase from 2014/15. This trend seems set to continue as 16% of the 2020/2021 year’s new starters so far have learning difficulties. 

Commenting on the research, Marco Verdonkschot, Managing Director at IronmongeryDirect, said: “It’s great to see many tradespeople and companies are still looking to make use of the apprenticeship program, despite the difficulty of the past year.  

“We think the apprenticeship scheme is an amazing way to help shape the next generation of tradespeople. That’s why we’ve launched a competition for a UK based tradesperson or company to win £5,000 towards funding an apprentice.”   

“There are so many people who do amazing work in the industry today who started out as apprentices, so it’s important that the program continues to be well-funded. More needs to be done to support apprentices throughout this pandemic to ensure that we continue to have great talent in the future, and we wanted to do our bit to help!” 

To enter the competition or learn more about this research, visit: 

https://www.ironmongerydirect.co.uk/blog/apprenticeships-and-covid-19-looking-ahead-to-2021

BURNOUT BRITAIN: The top industries at risk of burnout revealed in new study

  • Construction named top industry for burnout potential 
  • The tech industry crowned the best industry for avoiding burnout
  • London named the hardest working region 
  • East Anglia has the best work-life balance
  • Agricultural workers most affected by COVID with an 8.1% increase in working hours
  • The hospitality industry sees a -25.8% reduction in working hours during COVID
  • The Burnout Britain study can be found here: https://delamere.com/blog/burnout-britain-the-effects-of-the-glorification-of-grind-culture 

In an age where grind culture is the norm, every industry is working the hardest they ever have, increasing chances of burnout. Delamere reveals the industries and regions most at risk of burnout. 

Burnout is when an individual physically cannot do their job anymore, this could be due to heavy work pressures, long hours or workloads. When you have long exposure to these stressful factors, burnout can be the result. Stress is also a major cause of anxiety and depression.

The Burnout Britain study takes 15 booming industries and regions and scored them on a range of criteria to reveal who is working the hardest. 

Table: Top 15 Industries for Burnout Potential

IndustryIndex Ranking /4
Construction1.21
Manufacturing1.27
Wholesale, retail & auto repair1.37
Administration & support services1.62
Transport & storage1.67
Mining, energy & water supply2.04
Education2.09
Scientific & Technical Activities2.27
Agriculture, fishing & forestry2.30
Arts, entertainment & recreation2.36
Public admin & defence2.48
Health & social care2.59
Financial, Insurance & real estate2.60
Information & communication2.87

Source delamere.com

Construction took the top spot for the industry analysis with 1.21 out of 4, this is due to its long working hours and high mortality rate. The tech industry is the least likely to experience burnout due to its shorter working hours, low mortality rates and good work-life balance. 

Who is responsible for preventing Burnout, Employers or Employees?

Professor Sir Cary Cooper, Advisory Board Member at Delamere Health says: “Stress generally is down to the individual recognising that they are working too hard or long, but it’s a two-way street.

“The individual needs to manage their priorities and manage their health and wellbeing. It’s also down to the employer to set manageable workloads, the boss should be contacting you as an individual if they notice overworking”. 

How Can You Spot and Prevent Burnout

The key component to preventing burnout is spotting the symptoms that lead to burnout. Having someone that will help you recognise and these symptoms are very beneficial. 

Spotting that you have a problem is the first step to resolving it, once you recognise that you are being negatively affected you can start to find the root of the problem and devise a plan to stop it. 

Speaking to someone is incredibly important, whether it is your partner, a friend or a professional, talking about the problem will help significantly.