Monthly Archives: March 2022

News

Star Micronics launches TSP100IV POS printer

High Wycombe, UK, 8 March 2022 International POS printer manufacturer Star Micronics announces the launch of its TSP100IV POS printer. Designed for PC POS in retail and hospitality as well as tablet and cloud POS applications, this latest model in Star’s TSP100 series features multiple interfaces along with integrated Star CloudPRNT™ technology for printing directly from online ordering platforms and websites. It also benefits from Android Open Accessory (AOA) support for direct communication and charging with compatible Android devices.

With 2.5 million units sold to date worldwide, the TSP100 series is one of Star’s most established printer ranges. The new TSP100IV brings a unique design alongside enhanced connectivity and specialist printing features for the very latest in cloud and tablet POS.

Offering a plug and play solution with internal power supply, the TSP100IV can act as an immediate plug-in replacement for other TSP100 models. However, unlike previous TSP100 single interface models, the new TSP143IV UE model features multi-connectivity on one model with Ethernet and USB-C port for Windows, Linux and MacOS devices as well as a USB-A port for direct cabled ‘data & charge’ for USB-C and MicroUSB based Android tablets and mobile devices.

Android Open Accessory (AOA) support enables direct data and charging for supported Android tablets and mobile devices or connected peripherals if using the printer hub. Providing even greater flexibility, the TSP100IV can be connected over Wireless LAN using Star’s compact MCW10 Wireless LAN module.

For direct printing from online ordering platforms and web sites to connected Star printers anywhere in the world, Star’s unique CloudPRNT technology is built in to the TSP100IV. As a result, it is ideal for printing retail Click & Collect orders or restaurant orders direct to the kitchen without the need for a local tablet or POS system.

While CloudPRNT is already used by retail and hospitality establishments worldwide as part of an online ordering platform or e-commerce solution, Star has recently introduced StarPrinter.online, a fully managed service for retail and hospitality businesses to manage the printer estate with minimal set-up time and cost as well as near zero integration. If required, customers can simply send a receipt or an order as an html file or even an email directly to the printer.

With a 250mm/s print speed and support for 85 µm down to 49 µm thin paper for clients who wish to use more cost-effective paper rolls, its compact angular design represents a space-saving solution thanks to its reduced height and depth in comparison to previous TSP100 models. Offering a range of integrated features including wall mount keyways, cable strain relief to protect from mains or USB disconnection, buzzer mount as well as space for the optional Star MCW10 Wireless LAN module, the TSP100IV boasts optimal versatility and ergonomic design. With everything included at purchase – power cable, interface cables and paper guide, as well as a 4-year warranty as standard the TSP100IV offers exceptional functionality and reliability.

For any application, the TSP100IV provides incredibly straightforward printer setup with powerful Star Windows Software and an intuitive Star Quick Setup Utility for iOS and Android while, for developers, Star’s new StarXpand™ SDK offers simple cross platform integration for environments such as React Native. SMCS (Star Micronics Cloud Services) is also included providing effective support for remote device management.

As Simon Martin, Director & General Manager, Star Micronics EMEA, states: “As the latest model in the established TSP100 series, the TSP100IV builds on the success of this range to provide an entry-level printer with enhanced functionality and outstanding reliability. The TSP100IV expertly meets the demands of omnichannel commerce for retail and hospitality.”

 

News, Thought Leadership

Rethinking careers: business leaders need to explore non-traditional hires if they want to guarantee the best teams

Written by Mark Wilson, CEO of Wilson Fletcher

The world of work has changed profoundly, here in the UK and in many parts of the world. The pandemic has brought a seismic shift in attitudes towards how and where we work, both from the perspective of employee expectations and employer licence. But there was a change happening in the nature of careers long before we all went into lockdown; one that both companies and new entrants to professional life need to pay attention to.

My role is Managing Partner & CEO of Wilson Fletcher, a small, specialist business innovation consultancy I co-founded almost 20 years ago. I’m mainly a practitioner, spending most of my time helping leaders of established companies figure out where to go next, and how to get there. I also have to set the direction for our own company, and help to grow and develop the people in our team. I’m a weird hybrid; part designer, part business strategist, part all sorts of things. I have little formal training in any of the things I do (and some would say it shows…). Originally I trained to be an architect. I don’t fit a standard box and I often find it hard to describe to people outside of our industry what I actually do.

That’s a challenge, and, much more so, an opportunity for young people joining companies like ours at the start of their professional lives. As I look across our team, we find it harder and harder to come up with job titles for people because their roles don’t have traditional limitations. And nor do the people doing them.

Increasingly, as the digital economy rewrites the rules of many aspects of everyday life and work, we need people who haven’t followed traditional career paths. We need diverse thinkers with varied interests who are willing to build a unique body of experience that makes them super-valuable.

In our team, I can give you two examples at differing ends of the scale. Emma is a Managing Partner in our business. She basically runs the place, but she’s also an expert programme designer, able to shape projects to deliver solutions to really complex challenges. There’s no course out there teaching that skill and I’m not sure there can be. Emma did an applied arts degree, specialising in jewellery-making. She joined us 11 years ago to manage our research facilities. We could tell she was smart, but we couldn’t possibly have known that she’d end up where she is, and she’s grown a skill set that few, if any, others have by thinking in her way and collecting a diverse range of on-project experiences over many years.

Meanwhile, at the start of her professional career is Lauren, who joined us on an internship at the beginning of the year. Lauren wrote to us after I’d posted an article on LinkedIn saying that we were looking to recruit and wanted people who didn’t fit traditional boxes.

She did a fine art degree, then a masters in sustainable design, and is interested in design research, which is what she’s currently doing with us, already making an impressive contribution to the work we do. I have no idea what she will be doing in 11 years but I will bet that she will also have carved out a role that is equal parts hard to label and incredibly valuable to the world we live in then: our job is to help her gather the experiences she needs to get there.

So, as we shake off the imposed constraints from the last two years and move into a world of hybrid working, I’d urge all employers to open their minds to recruiting interesting young people – tomorrow’s hybrid professionals – whose CV is not obviously vocational or ticking the boxes on a job spec. In fact, in many cases, you can do away with those traditional job specs. Instead put your needs out to the market and listen to applications from people who, while they may not fit in a neat box, could prove to be the future of your business.

And to the new generation of people hitting the workplace I’d say don’t be afraid to be honest about not having a laser-sharp career path in your head, and certainly don’t be afraid to feel your way for a while, because all of those experiences you collect in areas that interest you will contribute to shaping a career that’s all your own.

News, Telecoms News

Altnet representative body sees strong membership growth after several years of record investment

The Independent Networks Cooperative Association has welcomed new members from across the sector.

London, UK, 8 March 2022: After a year in which altnets received record levels of investment and showed how important they are going to be in the delivery of Gigabit Britain and bridging the digital divide in 2021, more and more companies are joining the sector’s representative body, the Independent Networks Cooperative Association (INCA).

So far 19 new members have joined since the end of 2021 from various areas of the sector and from all over the world. They include powerful industry stakeholders alongside new market entrants, major suppliers and local authorities. The list of new members includes Nokia, Lightspeed, KCOM, MS3 Networks, Wurzel, J Bayliss Consulting, Siklu, Frontier Networks, Precision Optical Transceivers and others.

Malcolm Corbett, CEO at INCA said, “We’re thrilled to welcome these new INCA members to join us at the forefront of the industry. As we continue to grow year on year, our collective strength makes us ideally positioned to represent the interests of our sector and to press both government and Ofcom to respond to the fundamental transformation that the telecoms industry is going through, and the essential role that the altnets are playing in the delivery of Gigabit Britain.”

INCA believes that government and regulators need to work more closely together and with the industry to ensure a competitive playing field where the independent sector can continue to thrive.

Tim Shaw, Managing Director of KCOM Wholesale & Networks, said: “We’re excited to have joined INCA and lend our voice to the association. Together we can highlight the amazing things happening in the independent sector. The data speaks for itself, and investment figures showcase the industry confidence and support that the altnets have achieved. We’re proud to be involved and trust INCA to represent the interests of the altnets.”

The rate at which INCA is welcoming important stakeholders reflects the group’s growing influence and coincides with the effort to build upon the impressive findings of last year’s Point Topic report.

The nearly £12bn estimated to be invested before the end of 2025 in that report is expected to be closer to £15bn, given recent investment pledges, ahead of 2022’s Point Topic survey which is currently being compiled.

For more information about their work or of INCA in general, please visit: https://www.inca.coop/.

Finance and Banking

7 reasons you should invest in corporate bonds in the UK

Corporate bonds are investments that receive interest, like a loan (and sometimes additional benefits, like stock), but the repayments depend on how successful the company’s business is.

You can trust corporate bonds

Investing in corporate bonds is one of the most secure financial investments you can make because they use your money to fund businesses and projects you know will eventually make money.

If you invest £250 into a bond for Tesco, then Tesco will use that cash to help them grow their stores or start new branches.

Suppose Tesco makes more profit as a result of this investment. In that case, they’ll return your capital plus interest – usually, between 5-10% interest per year depending on the length of time you invest.

You can control corporate bonds

The great thing about corporate bonds is choosing how much risk you take. Tesco has a history of good financials and strong management.

You might then want to keep your money in their bond for five years because there’s less chance they’ll default than if you were to invest in the bond of a start-up business with a bit of track record.

On the other hand, if Tesco were struggling financially, maybe due to recent losses or harsh trading conditions, it doesn’t make sense to tie up your money long-term as their prospects are likely to remain poor.

So investing this amount of money wouldn’t be profitable.

An alternative to savings accounts

Savers are instead encouraged to invest in corporate bonds because they offer a much better rate of return than your typical savings account, plus you get the bonus of receiving interest on top.

Even if you do need access to your cash (e.g. an emergency expense or buying a house), then at least you’ll be able to make some money out of your investment first by cashing in your bond when it matures, which gives you time to find the right home for your funds.

Making a side income

You don’t have to keep all of the money in corporate bonds as a savings account – you can take your money out and use it day-to-day if you want to.

The good thing about corporate bonds is that they’re UK Government-backed. There’s no capital gains tax on the interest, so it’s an excellent way for anyone looking to build a side income from investments to put their money into – whether you want to buy a new car, book a holiday or have some cash to spend.

Different types of corporate bonds

The most common type of corporate bond is called a ‘coupon’. A coupon signifies the rate of interest being paid by the company on your investment and will either be fixed(e.g. 5%) or variable (e.g. 1%).

A fixed-rate is ideal for an investor because you know exactly how much interest to expect each year. In contrast, a variable rate would increase or decrease depending on the company’s financial performance.

If you’re looking at investing in a corporate bond, always check what type of coupon it has so that you take into account whether or not this will affect your return.

Additional Benefits

In addition to receiving interest payments from your investment, there can sometimes be fringe benefits attached to corporate bonds.

Such as being entitled to free shares when they’re first issued plus the chance of getting preferential treatment when it comes to things like applying for loans or insuring your car.

Controlling your cash

Suppose you don’t need to make an immediate withdrawal from your money because you’ve already got enough funds in savings or investments for now.

However, unlike other forms of investment where you might have to wait at least five years before cashing in, with corporate bonds, you can sell them whenever you like and reinvest the money in something else, which gives you a lot of flexibility and choice.

Link to bonds for more information

News

Sedex report highlights inequalities and risks for women in agriculture, alongside solutions to progress gender equality in supply chains

London, 8 March 2022: This International Women’s Day, Sedex releases a report which reveals inequalities, challenges and risks for women working in agriculture. The findings, released today in the report “Progressing gender equality in agriculture”, provide crucial insight and actions for organisations sourcing from agricultural industries, supporting to drive gender equality in supply chains.

An estimated 28% of people working globally are in the agricultural sector [1], making it a major employer that many businesses are connected to through their supply chain. Agriculture is also one of the world’s most hazardous industries for workers [2].

Women comprise about 43% of agricultural workers [3]. While this work provides crucial economic opportunities, female workers in agriculture are often more exposed to physical, financial and other risks than their male counterparts. Understanding these risks and what actions businesses should take to address them are key to progressing gender equality in supply chains, with gender-disaggregated data a key enabler.

“Sedex’s insights into women’s working situations in agriculture help organisations to identify risks, focus their efforts, address negative impacts, and drive positive change for female workers. These activities are more crucial than ever, as businesses face growing pressure from investors, consumers and governments to operate more responsibly and sustainably.” Jessica McGoverne, Director of Policy and Corporate Affairs at Sedex

High-risk issues within agriculture vary between countries, but some are consistently high, including insufficient wages and irregular employment – with women often more vulnerable. Gender stereotypes and the roles women have at work also make them vulnerable to many risks that are already high for agricultural workers. Multiple factors, including age, ethnicity, and religion, can intersect to increase this vulnerability.

Women are more likely than men to be in lower-paid roles with less decision-making power. Women tend to be excluded from leadership roles. At agricultural sites in Sedex data, women make up only 21% of manager positions and 31% of supervisor positions, and accounted for only 38% of promotions from 2020-2021. This lack of representation can detract from progressing gender equality.

Women are underrepresented in structures that act as enablers for change.

Alongside underrepresentation in management roles, Sedex data shows women comprise only 38% of worker committee members in agriculture work sites.

“Gathering gender-disaggregated data and assessing risk is crucial for protecting workers and improving gender equality. Sedex members are able to access and model data that helps to assess where risks of irresponsible behaviour in supply chains exists. This allows organisations to focus resources in the areas that need the most improvement – whether in terms of gender equality and representation or other factors like health and safety risk assessment. Sedex provides a platform, tools and consulting services to aid companies to improve their sourcing practices”, says McGoverne.

[1] https://ilostat.ilo.org/100-statistics-on-the-ilo-and-the-labour-market/ – no.36

[2] https://www.ilo.org/safework/areasofwork/hazardous-work/WCMS_110188/lang–en/index.htm

[3] https://www.cgiar.org/news-events/news/cgiar-celebrates-international-womens-day-2021/

News

62% of women in technology have experienced toxic work cultures within the last five years

  • Toxic environments are identified as the most common factor that put women off tech roles, with 21% citing frequent experiences
  • Only 17% feel that a lot of progress has been made to attract women to tech roles in the last five years

Manchester, UK; 8 March 2022: The majority of women in technology have experienced toxic work environments, with 21% experiencing it frequently. That’s according to Talent Works, the Recruitment Processing Outsourcing (RPO) provider, which surveyed women in technology on their experiences on recruitment and employment in the UK.

The results, released today on International Women’s Day, make for concerning reading, after campaigns like Women in Tech have been running for well over five years.

When asked what puts women in technology off taking a role, a toxic culture was the most common answer (36%). A healthy work culture tops the list of female desires to feel supported in tech (59%), followed by the gender pay gap being addressed (56%) and seeing more women in leadership roles (54%).

An overwhelming percentage of respondents said the responsibility to create organisational change lies with the top (74%), 73% noted that they would be more likely to join a tech firm that has female leadership.

Jacqueline de Rojas CBE, President of TechUK, commented: “Encouraging women into the tech sector is critical. Diverse voices must be at the table when designing our digital future, otherwise we risk creating a world that doesn’t work for everybody. Sadly, these results today show that culture remains the biggest barrier to Inclusion, and if anything, the pandemic has worsened the diversity gap. Against the context of the UK skills shortage, it’s time for organisations to actively create conditions for women and minority voices to thrive and to differentiate through hiring strategies that support diversity and inclusion.”

Elena Hill-Artamonova, Research Manager at Talent Works, commented: “Although there’s been a focus on attracting women to tech roles, the working environments in many organisations are toxic and women aren’t confident that enough is being done to support them. It’s the responsibility of leadership and middle management to create healthy working environments that support women and encourage them to both apply and stay in tech roles. Without this, the industry is at risk of further reducing the number of women in tech.”

The application process also has a considerable impact on whether women in technology apply for a role, with 66% of respondents being confident that they can spot a toxic work environment during the application process. 52% of women also feel that companies create gendered job adverts (for example, using masculine and feminine words).

“At a time of intense skills shortage in technology, companies are neglecting some of the best talent right here, and the solution might be a cultural change and hiring more women to lead the charge from the top,” Hill-Artamonova concluded.

Legal News, News

Zylpha Announces 2022 ‘Legal Innovation Award’ Winners

Leading UK Legal systems developer Zylpha (www.zylpha.com) has announced the winners of its annual ‘Legal Innovation’ Awards. The annual award scheme recognises legal practices that have demonstrated innovative solutions and working practices over the previous 12 months.

Commenting on the 2022 Awards, Miranda Evans, Zylpha Marketing Manager had this to say; “We set out to highlight the benefits that can be achieved through having a forward-thinking and innovative mindset. The legal landscape changed dramatically in 2020 and we noticed a lot of organisations challenging the “we’ve always done it this way” mindset and opting for more intuitive and process efficient solutions.

“Many of our products such as Zylpha Bundling are now widely recognised as “best practice” solutions, and we, therefore, felt it was time to recognise and honour the achievements of those who are leading the way. The awards show our appreciation for their loyalty but also their dedication and ability to keep going during challenging times.

“We would like to be able to present the winners with their awards in person, but government guidelines, particularly with the Omicron variant of Coronavirus, may mean this isn’t always possible. We will however ensure that the awards are received safely by each of the worthy winners.”

There are five Legal Innovation Award Categories:

  1. Outstanding Achievement:

This year the award winners were a firm that demonstrated a clear plan for innovation that was driven by their goal of delivering exceptional client care. We have been continually amazed by their commitment to delivering a top-tier service.

The winner of this year’s Outstanding Achievement Award goes to Burstalls Solicitors

  1. Commitment to Technology:

This award was won by an organisation that wants its employees to have access to the best technology solutions available whilst providing a considered and well-thought-out plan for delivering these applications, so they achieve maximum value and longevity.

The winner of this year’s Commitment to Technology Award goes to Her Majesty’s Revenue and Customs (HMRC)

  1. The 2022 Bundle of the Year:

As a business that prides itself on its market-leading electronic bundling platform, we wanted an award that celebrated the largest electronic bundle produced over the last 12 months.

The winner of this year’s Bundle of the Year Award goes to Bluebird Support Services

  1. Outstanding Individual Achievement:

For an individual recognised by their employer for going above and beyond what is expected of them in the last 12 months.

The winner of this year’s Outstanding Individual Achievement Award goes to Katie Philpot – South London Legal Partnership

  1. Most Innovative Law Firm of the Year 2022:

This award was presented to a law firm that has gone above and beyond across all metrics despite difficult trading conditions caused by the pandemic.

The winner of this year’s Most Innovative Law Firm of the Year Award goes to JWP Solicitors

Everyone at Zylpha would like to congratulate all of the winners at this year’s awards, as well as all of the finalists too.

International Women's Day, News

Celebrating Women in Leadership for International Women’s Day

The latest FTSE 100 data on female representation at board level has shown that we continue to make positive moves towards more gender equality in the upper echelons of business.

Nearly 40% of board-level executives at FTSE 100 companies are female, compared to just 12.5% only 10 years ago. Across mid-sized businesses, this number stands at 32%. This is positive news, particularly in light of this year’s International Women’s Day theme: #BreakTheBias.

While there is still more work to do, we continue to improve our representation. Some businesses, however, are leading the way in their female representation. Customer service outsourcing provider Kura has a leadership team made up of 50% women, and a huge 70% of its senior management team is female.

Here, we talk to some of the women blazing the trail in leadership positions at Kura to find out more about their careers, how they find being a woman in leadership, and how they support other women looking to break the bias.

Varying career paths

The women in leadership roles at Kura have all taken very different paths throughout their careers. Leigh-Ann Paterson began at Kura in 2009 and has risen through the ranks from an advisor position to her current senior management role of Head of Estate Services.

Leigh-Ann says of her journey: “My personal growth and development is a key achievement in my career. After hard work and determination, I was appointed as Head of Estate Services in 2016 and became a member of the senior management team.” Kura is all about developing people, so it’s positive to see women start in advisor roles and progress into senior management quickly. It’s indicative of an environment that actively supports women.

Client Delivery Leader Senga Kane has had a varied career that included 10 years in the hairdressing industry. Senga took a 28-month career break to have her children before returning to education to undertake a Marketing & Economics degree.

Senga joined First Direct as an outbound sales advisor, moving quickly up the ranks to coach, trainer, dialler coordinator, and then Call Centre Manager before joining Kura as an Operations Manager in July 2012. She progressed into further senior roles at Kura before achieving the role of Client Delivery Leader in October 2021. Senga is proof that women can incorporate breaks in their careers to care for their children while still progressing into senior roles.

Being a woman in leadership

Being a female leader can bring its own challenges with it, so how does Kura look after its high-ranking women? Leigh-Ann says: “We don’t apply labels at Kura. Gender doesn’t play a part in who is right for the role. Being a leader, regardless of gender in Kura, is a privilege and rewarding.”

While recognition of female leaders is important, businesses should also ensure that everyone in senior roles receives equal treatment and respect. Leigh-Anne continues: “Being a leader, regardless of gender, in Kura is a privilege. We don’t apply labels in Kura. I don’t think of myself as a female leader. I am just a leader.”

Operating in global locations including the UK and South Africa presents differing challenges for the women at Kura. Shakti Naidoo, HR Business Partner at Kura South Africa, says the local culture has an impact on her and other female managers. She says: “In South Africa, women – and women of colour – have rarely shared a seat at the same table.” So how does the business counteract this? Shakti says: “At Kura South Africa, we have inductions and monthly sessions where we directly address conscious and unconscious biasedness.” Initiatives that tackle gender biases in the workplace are important to creating a workplace that allows talented people to progress, regardless of their gender.

Supporting women around the business

Women in leadership roles are in a great position to help others who are looking to progress into these roles, especially if they encounter gender biases and obstacles. For Shakti, this is especially important in her office. To offer support to other ambitious women in the business, she says: “We initiated ‘Kura-Queens’, a platform where women meet and freely discuss and raise matters around gender.

“It is also a platform to recognise women at Kura who are leaders, future leaders, and role models at Kura South Africa.” Through this platform, Shakti says she has a “team of strong women who support, motivate, and raise each other”.

Seeing other women in senior leadership positions is vital for women who want to pursue these types of roles in the future but feel like it’s harder to reach the upper levels of business. Role models help to show us what is achievable and they provide aspiration. With COVID-19 exacerbating gender inequalities, these role models are more important than ever.

According to Leigh-Anne, one of her favourite things about her role is the ability to support others. She says: “The ability to coach and develop others makes my role hugely rewarding.”

Tertia Van Staden, Head of Operations for Kura South Africa, feels the same: “I feel privileged to give the ladies on the floor the encouragement to know that they too can achieve big things if they work hard.”

Creating an environment that supports women and creates equal opportunities for them is a key ethos of Kura and its leadership team. Tertia continues: “We continue to be committed to working to create opportunities for the women of our community. We are proud to be making a difference in our people’s lives, and at the forefront of that is empowering our women in their roles and in their lives.”

We’re making positive strides towards gender equality at the highest levels of business. While we aren’t quite there yet, there’s no doubt that we’re on the right path. Businesses like Kura are leading the way in supporting women into senior roles and businesses and are reaping the rewards. In order to achieve more gender equality in the workplace, businesses must both recognise that women may face more obstacles on their career journey while ensuring they are treated as equals to their male counterparts.

E-Commerce, Fashion, News

Finsu Disrupts Fashion Industry with Sustainable Brand Aggregator

New fashion platform leverages tech to unlock conscious shopping for consumers

Finsu, conscious fashion pioneer, today announces the launch of its online platform which aggregates thousands of products from fashion brands to make sustainable shopping quicker and easier. Since going live in December 2021, Finsu has already seen a 66% increase in daily unique visitors with traffic growing double-digits month-on-month.

Heightened urgency surrounding the climate crisis has meant that UK ethical consumer markets reached record levels of £122bn in 2020, up 11 times since 1999. 32% of consumers are highly engaged in adopting a more sustainable lifestyle and research indicates that the COVID-19 pandemic is accelerating this shift.

Shopping consciously however, has typically been tedious and time-consuming. People searching for sustainability are often deterred by the substantial amount of information available that is far too complex, disjointed and dispersed across the internet. Even so, it’s difficult to uncover how sustainable a brand actually is, how it compares and where to buy its products.

Finsu has developed a first of its kind impact assessment tool which powers their online marketplace. Shoppers can now easily filter brands by their practices, compare conscious credentials and shop online. With easy to understand data, users are empowered to make more sustainable choices within seconds.

By processing thousands of data points, Finsu’s tech-enabled rating system provides the full picture of a brand’s sustainability profile at one glance. Rating areas include fighting climate change, how brands pay and treat their workers, supporting animal welfare and brands’ charitable contributions and community engagements.

Finsu enables shoppers to find products from both up-and-coming ‘Eco Champions’ who are moving industry standards by building responsible value chains from the ground up, and well-known brands making genuine progress towards science-based sustainability targets. Through this inclusive approach, Finsu aims to unlock conscious shopping for everyone while making sure brands action their sustainability pledges and gain the recognition they deserve.

“The fashion industry is currently far from sustainable but there are brands, big and small, who are doing their part to turn things around,” said Frederik Muelke, CEO and Co-Founder of Finsu. “Simultaneously, we know that online shoppers are increasingly looking to make choices that create a positive, or less negative, impact. Finsu is a new and effective channel for change-making brands and eco-curious shoppers to connect and accelerate the movement away from fast fashion and towards a globally sustainable future.”

Automotive Tech, News

The UK’s Self-Driving Vehicle Market Is Set To Be Worth £42 Billion By 2035

The UK’s Transportation and Storage sector is now the eighth-fastest growing sector in the country and the second-ranked sector for business growth in the past 5 years, with this growth being propelled by high-tech vehicle trends. 

Commercial vehicle finance company, Asset Alliance has uncovered the top 4 emerging vehicle tech trends that are set to shape the industry, these trends will be essential to stay ahead of the curve in the demanding transport and logistics sector. From mirrorless to self-driving vehicles fueled by the sun these Sci-Fi sounding trends are fast becoming a reality, making our roads safer, fuel cheaper, and the planet greener. 

VEHICLE SAFETY TECHNOLOGY 

Tech innovations can go a long way towards reducing accidents, injuries, and deaths caused by human error. The top automotive safety technology trends include: 

Electronic Stability Control (ESC): Computerised technology that detects when a driver has lost steering control and engages the brakes to reduce skidding. Vehicles equipped with ESC are 25% less likely to be involved in a fatal accident than those without. 

Advanced Driver Assistance Systems (ADAS) features: Automated safety features designed to reduce human error, such as pedestrian detection, road sign recognition, automatic emergency braking, blind-spot detection, and more. It’s been predicted that the global ADAS market will grow $74.9 billion by 2030. 

Advanced Rider Assistance Systems (ARAS) features: Automated safety features for two-wheeler vehicles, designed to reduce human error and road accidents. Israeli company Vayyar has created the world’s first mass-produced single-chip 4D imaging radar for ARAS, due to be released in early 2022. 

SELF-DRIVING CARS 

The number of self-driving cars with at least Level 1 autonomy is projected to grow from an estimated global total of approximately 31.4 million in 2019 to around 54.2 million in 2024. The UK is at the forefront of adopting self-driving tech, being ranked 9th out of 30 countries for its “autonomous vehicle readiness”. 

The market for self-driving vehicles in the UK is set to be worth nearly £42 billion by 2035. 

Key benefits of this vehicle tech trend (for drivers and businesses) include: 

  • Quicker transport times 
  • Fewer work-related road accidents 
  • Reduced costs associated with road accidents (repairs, medical expenses, etc.) 
  • An overall smoother process for fleet operations 
  • Reduced congestion and carbon emissions 
  • Reduced reliance on short-haul flights 
  • More independence and freedom of movement for drivers with disabilities

MIRRORLESS VEHICLES 

Mirrorless vehicles are designed without any rear-view or side-view mirrors, and instead have camera monitoring systems in their place. These systems are designed to show footage of the vehicle’s surroundings, with a wider view that eliminates the blind spots associated with vehicle mirrors. 

Mirrorless vehicle designs are still illegal in most countries, putting the UK – where such vehicles are in use – at the bleeding edge of this technology. Mirrorless Mercedes Benz Actros trucks have been on the road in the UK since 2019. 

Accompanying the UK in being at the forefront of this innovative tech, Japan passed a law in 2016 allowing automakers to manufacture and sell mirrorless cars. More recently, the U.S. Department of Transport started testing the viability of mirrorless vehicles 

SOLAR TECHNOLOGY 

Incorporating solar panels into the design of trucks, buses and LCVs reduces the vehicle’s need to burn fuel, by harnessing clean renewable energy from the sun. Brands like TRAILAR are pioneering this trend by providing flexible, durable and ultra-thin solar mats that can easily be fitted to existing fleets. 

Industry insiders are predicting that a total of 260,000 electric cars will be sold in 2022, compared to 221,000 diesel models. Correspondingly, the electric truck market is expected to grow 14.3% by 2026. 

The future looks bright for solar technology and transport. TRAILAR has contributed to the UK National Decarbonisation Plan, which aims to drive the country’s transport industry to net zero by 2050. They also predict we could see the development of solar vehicles in the near future. 

THE FUTURE OF TRANSPORT IS FAST APPROACHING 

“The pace of innovation is truly exciting in both safety and decarbonisation. We are in no doubt that over the next five years, the car and LCV market will be very different, especially in electric-powered vehicles. The bus sector is already rapidly adopting gas and battery options and takes the lead in cutting emissions in urban areas. Meanwhile, the logistics and haulage sector requires longer to make this change simply due to the nature of their heavy payloads and long-distance trunking needs. This sector requires solutions that are not ready just yet, but that will come in the future. 

It is remarkable to imagine how this will play out over the next ten years. The process towards effective decarbonisation and enhanced safety features across the entire motor sector is already well underway. We have good reason to be excited about the future that lies ahead of us.” – Grant Law, Marketing Director, Asset Alliance 

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