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TUC survey: 7 in 10 disabled women say they’ve been sexually harassed at work

TUC publishes first UK major report into sexual harassment of disabled women at work

Most disabled women surveyed told the TUC they have been sexually harassed at work – and 1 in 8 of those say they left their jobs because of this

TUC calls for a new duty on employers to protect all their staff from sexual harassment at work

Around 7 in 10 (68%) disabled women surveyed about sexual harassment say they have been sexually harassed at work, according to a new poll published by the TUC.

And younger disabled women aged 18 to 34 are even more likely to have experienced sexual harassment, with almost 8 out of 10 (78%) reporting being harassed at work.

Sexual harassment

A ground-breaking TUC study on sexual harassment published in 2016 found that more than half (52%) of women had experienced sexual harassment in the workplace. And in a further TUC survey in 2019, nearly 7 in 10 (68%) lesbian, gay, bisexual and trans people reported being sexually harassed at work

Sexual harassment at work can take many forms, from suggestive remarks, jokes about a colleague’s sex life, circulating pornography, to inappropriate touching, hugging or kissing, demands for sexual favours, and even assault and rape.

This new TUC survey – which is the first major study into the sexual harassment of disabled women at work in Great Britain, and was carried out by YouGov – found that of those surveyed:

Around 2 in 5 (38%) have experienced unwelcome sexual advances at work.
More than 1 in 3 (36%) say they have experienced unwanted touching.
Almost 1 in 5 (18%) experienced sexual assault, such as unwanted sexual touching.
And 1 in 25 (4%) have experienced a serious sexual assault or rape at work.

Reporting

Two-thirds (67%) of disabled women who experienced sexual harassment at work told the TUC that they did not report the harassment to their boss the most recent time it happened. Of these, the most common reason was that they did not believe they would be taken seriously (39%).

Some said they were worried it would have a negative impact on their career or work relationships (30%). Other reasons included not thinking they would be believed (13%) or thinking they would be blamed if they reported the incident (11%).

And unfortunately, of those who did report the most recent instance of sexual harassment, more than half (53%) said it was not dealt with satisfactorily.

Impact

Disabled women told the TUC that sexual harassment had a big effect on their lives.

Around 1 in 3 (34%) said their experiences had a negative impact on their mental health. More than 1 in 5 (21%) said it negatively affected their relationships with colleagues. And it caused 1 in 8 (12%) to leave their job or employer entirely.

Disabled women face significant barriers getting into work and to getting paid the same as non-disabled workers, says the TUC.

TUC research in October 2020 found that disabled women earned 36% less than non-disabled men. And the analysis found that the unemployment gap for disabled women, when compared to non-disabled men was 32.6 percentage points.

TUC General Secretary Frances O’Grady said: “No one should face sexual harassment at work. But seven in ten disabled women say they have been sexually harassed by a colleague or a customer while at work.

“Four years on from the explosion of #MeToo on a global scale, employers still aren’t doing enough to make sure women are safe at work. It’s time for every employer to take responsibility for protecting their staff from sexual harassment.

“Ministers must change the law to make employers protect workers from sexual harassment specifically, and from all forms of harassment by customers and clients.

“Anyone worried about sexual harassment at work should get in touch with their union.”

Ministers must act

The TUC is calling on the government to take a range of actions including:

Introduce a new duty to prevent sexual harassment, putting an enforceable legal requirement on all employers to protect their workers from harassment.
Strengthen legislation to tackle third-party harassment in the upcoming employment bill.
Increase funding for the Equality and Human Rights Commission so it can enforce the new duty to prevent sexual harassment.
Introduce a statutory code of practice on sexual harassment and harassment at work, setting out the steps that employers should take to prevent and respond to sexual harassment, and what can be considered in evidence when determining whether the duty has been breached.

TUC calls on employers to keep their staff safe as temperatures set to soar

Met Office issues extreme heat weather warning for the first time

Forecasters warn temperatures will continue to climb and could reach 33 degrees C (91.4F) in some parts of the country

TUC calls on employers to make sure staff are protected from the sun and heat

The TUC has urged employers to make sure their staff are protected from the sun and heat, as the Met Office issues one of its new-style extreme amber heat weather warnings for the first time.

The amber warning covers parts of Wales, all of south-west England and parts of southern and central England and will be in place until Thursday (22 July), when temperatures are expected to peak.

Health warning

Working in hot weather can lead to dehydration, tiredness, muscle cramps, rashes, fainting, and – in the most extreme cases – loss of consciousness.

The TUC says employers can help their workers by:

Allowing flexible working: Giving staff the chance to come in earlier or stay later will let them avoid the stifling and unpleasant conditions of the rush hour commute. Bosses should also consider enabling staff to work from home while it is hot.
Keeping workplace buildings cool: Workplaces can be kept cooler and more bearable by taking simple steps such as opening windows, using fans, moving staff away from windows or sources of heat, or installing ventilation or air-cooling.
Temporarily relaxing their workplace dress codes: Encouraging staff to work in more casual clothing than normal – leaving the jackets and ties at home – will help them keep cool.
Keeping staff comfortable: Allowing staff to take frequent breaks and providing a supply of cold drinks will all help keep workers cool.
Talking and listening to staff and their union: Staff will have their own ideas about how best to cope with the excessive heat.

Sensible hours and shaded areas for outdoor workers: Outside tasks should be scheduled for early morning and late afternoon, not between 11am-3pm when temperatures are highest. Bosses should provide canopies/shades where possible.
Sun protection: Prolonged sun exposure can be dangerous for outdoor workers, so employers should make sun protection available.

The law

There’s no law for minimum or maximum working temperatures. However, during working hours the temperature in all indoor workplaces must be ‘reasonable’.

Guidance suggests a minimum of 16degC, or 13degC if employees are doing physical work. And employers have a duty to keep the temperature at a comfortable level and provide clean and fresh air.

The TUC would like to see a change in the law so that employers must attempt to reduce temperatures if they get above 24degC and workers feel uncomfortable. And employers should also be obliged to provide sun protection and water for outdoor workers.

The TUC would also like ministers to introduce a new maximum indoor temperature, set at 30degC – or 27degC for those doing strenuous jobs.

TUC General Secretary Frances O’Grady said: “We all love the summer sun. But working in sweltering conditions in a baking shop or stifling office can be unbearable and dangerous.

“Indoor workplaces should be kept cool, with relaxed dress codes and flexible working to make use of the coolest hours of the day.

“And bosses must make sure outdoor workers are protected with regular breaks, lots of fluids, plenty of sunscreen and the right protective clothing.”

The TUC is also asking employers to consider additional needs that may arise in hot weather from coronavirus health and safety requirements. Frances O’Grady added:

“It’s even more important to use PPE safely in this hot weather. Staff will need extra breaks to cool down if their equipment reduces ventilation.

“And while many offices have air conditioning, few people have it in their homes. Lots of staff are still working from home, so they may struggle to work during the hottest parts of the day. Employers should allow flexible hours so people can work when it’s cooler.”

More than half of UK students considering dropping out as mental health plummets

University degrees lose value with employers

55% of students are considering dropping out of their courses, while 63% say their mental health and wellbeing worsened since the start of the academic year

Three in 10 businesses say a job candidate’s degree doesn’t matter at all, while 56% say that it is generally not important

However UCAS data reveals university applications have risen

More than half of UK students were considering dropping out this academic year, while two thirds have suffered a decline in mental health, a new study has found, alongside the fact that 56% of companies do not consider a degree important when recruiting.

The research by money transfer service RationalFX found that student mental health is declining, with a recent ONS survey revealing that 63% of students said their mental wellbeing had worsened since the start of the academic year in September 2020. Furthermore, 55% of students say they are considering dropping out of their courses.

In addition, new graduates will encounter a job market where 30% of business owners say a degree is not important at all when recruiting, while a further 26% rate the qualification as not very important, according to a poll by YouGov.

Despite this, the numbers for university applications this year have risen. New data from UCAS reveals that there have been 10% more applications for this Autumn, rising from 281,000 last year to a record 311,000, with 44% of school leavers applying for university places.

Commenting on the study, a spokesperson for RationalFX said: “Choosing whether to study for a degree has always been a big decision, but the impact of the pandemic has probably made it even more significant.

“For the majority of employers, a degree is far from essential, and for many students the last academic year has been very difficult. And with the cost of attending university higher than ever before, it is certainly not a decision to be taken lightly.”

Only 14% of businesses say a degree is very important while one in four consider it somewhat important. Larger businesses are more likely to consider a degree valuable when hiring a new employee, with 56% saying that it is important, compared to one in five small businesses.

The employment sector that places the greatest importance on degrees during the hiring process is Legal, with IT & Telecoms coming in second.

Finance and Accounting comes in third, followed by Media & Marketing, Manufacturing and Construction.

Marketing is split with 47% of businesses believing a degree is important, and 50% saying it is not. The sector that places the least importance on having a degree is hospitality and leisure.

Younger business owners are much more likely to value a degree, with 23% of those aged under 35 rating one as very important, compared to just 8% of UK business owners aged 55 and over.

Businesses in London are more likely to value a degree when they are looking for new hires, with 62% considering it at least somewhat important, while nearly of half of businesses in Wales (46%) say the qualification is not important at all.

The analysis was conducted by RationalFX, which is one of Europe’s leading international payment providers. Its competitive exchange rates, market expertise, suite of FX products and online payment platform enable bank transfers in more than 50 currencies worldwide.

Employment Sector and their opinion on the importance of a degree for a new hire
Sector	Very important	Somewhat important	Not important at all
Legal	40	26	11
IT & Telecoms	19	39	17
Finance and Accounting	21	33	18
Media/Marketing/advertising/ PR & Sales	18	29	23
Manufacturing	13	25	31
Construction	11	25	40
Retail	14	16	35
Hospitality and Leisure	6	13	48

UK businesses and their opinion on the importance of a degree, split by region
Region	Very important	Somewhat important	Not important at all
London	27	35	17
Southeast	7	25	29
Southwest	7	24	37
Wales	11	13	46
Scotland	14	19	36
North	6	22	39
Midlands	15	21	28

https://www.rationalfx.com

Local MSP urges young people to apply for Job Start Payment

Gordon MacDonald, MSP for Edinburgh Pentlands, is urging young people in the area to apply for the Job Start Payment if they are starting a new job after a period of unemployment.

The Job Start Payment is available to 16-24-year-olds who have been on certain benefits for six months or more. Eligible young people can apply for the one-off payment worth £252.50, or £404 if they have children.

The payment will help with the costs of starting a job including travel, new clothes or childcare. People can apply via www.mygov.scot/job-start-payment or by calling 0800 182 2222.

SNP MSP for Edinburgh Pentlands, Gordon MacDonald said: “The pandemic has been particularly difficult for young people in Edinburgh and the Job Start Payment is a fantastic source of support for young people to ensure they can get off to a good start in a new job.

“Starting a new job can be very expensive for young people when you take into consideration the costs of travel, buying clothes and other costs associated with a new job.

“I would encourage all young people who have been unemployed for a long period of time and are starting a new jo or have recently started one to apply for this support.”

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 21^st 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 compensation	1. Regular social events and office parties
2. Good work-life balance	2. Regular appraisals/reviews and opportunity to grow
3. A job that has a sense of purpose	3. 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 work	5. 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.