Monthly Archives: October 2023

Somerset News, South West England News, Sport

Veezu extends partnership with Bath Rugby as Official Ride Partner

The UK’s fastest-growing taxi and private hire vehicle operator, Veezu, has extended its partnership with Bath Rugby to support its 2023/24 season.

The partnership, which is going into its second year, sees the local ride provider and Premiership Rugby team continue to give fans the best possible matchday experience.

Veezu South West, a regional brand of Veezu Group, is the club’s Official Ride Partner and offers easy booking through multiple activation points around The Rec, alongside holding a series of special promotions throughout the season for Bath Rugby fans.

 

Barry Jenkins, Head of Marketing at Veezu, said: “We’re delighted to have renewed our partnership with Bath Rugby for their upcoming season, helping shape a great matchday experience for fans.

“With locality at the heart of Veezu, it’s great to be able to continue to support local clubs year-on-year, investing in our community.”

 

James Wiltshire, Partnerships Manager at Bath Rugby, said: “We’re grateful to have Veezu back for a second season as the club’s Official Ride Partner.

“Ensuring fans can get home safely and easily is very important to us and an integral part of the supporters’ matchday experience, so it’s great to have an established process with a well-known provider in Bath in place for another year.”

Boardroom News, News, Wellbeing, Wellbeing at Work

Aon and Britain’s Healthiest Workplace UK data shows what organisations can learn from leaders’ wellbeing to support other employees

  • Levels of depression are significantly lower among C-Suite than among line managers and employees in non-supervisory roles
  • Leaders are more physically active and achieve better quality sleep
  • However, they are likely to drink more and be less aware of their ‘health numbers’

Analysis of UK employee research from Britain’s Healthiest Workplace, in collaboration with Aon plc (NYSE: AON), shows how the C-Suite can lead the way in employee wellbeing to support organisational goals. Of the 8,500 employees in organisations across the UK who took part in Britain’s Healthiest Workplace Survey, leaders – in comparison to others in the organisation – self reported that they are less likely to feel depression, have more productive time and higher levels of job satisfaction. The survey also highlighted what leaders are likely to be doing differently.

In responding to the survey, organisational leaders showed key differences to managers and those in non-supervisory positions, including:

  • The C-Suite has a lower average amount of productive time lost per individual per year due to absence and presenteeism. C-Suite executives reported losing 36.3 days to absence or presenteeism, while line managers with more than 10 employees say they lost 45.5 days and employees in a non-supervisory role reported they lost the most days at 53.6 days.
  • Levels of depression are significantly lower among C-Suite leaders. No C-Suite respondents self-reported that they suffer from depression, in comparison to 11.9 per cent of non-supervisors and 7.3 per cent for managers.
  • 7 per cent of C-Suite executives say they have experienced burnout, in comparison to 24.5 per cent of managers and 18.7 per cent in non-supervisory roles.
  • Leaders also reported higher levels of job satisfaction. Just 19.7 per cent of the C-Suite are dissatisfied with their roles, while 26.5 per cent of line managers and 30.4 per cent of employees in a non-supervisory role stated this was the case.
Dr. Jeanette Cook, principal strategic consultant for Health Solutions at Aon in the UK, said:

“Companies across the UK are struggling to combat absenteeism and presenteeism, yet, interestingly, data from The Britain’s Healthiest Workplace survey found that days lost to these were much lower among the C-suite in comparison to other groups.

“We looked at this data with a lens of understanding what C-suite executives are doing differently, and whether that provided guidance for organisations to better inform their decisions on the health and wellbeing of their overall employee population.”

The survey also identified what C-Suite leaders are doing differently, including:

  • The C-Suite is more active. Just 28.8 per cent of leaders stated they are physically inactive, defined as less than 150 minutes of activity per week. Line managers, on the other hand, showed that 36.8 per cent are physically inactive, while 39.7 per cent of people in non-supervisory roles said the same. This is also reflected in the percentage of employees who are obese, defined as a body mass index greater than or equal to 30, with 18.2 per cent reported by the C-Suite, compared with 28.0 per cent and 24.8 per cent for line managers with more than 10 employees and those in non-supervisory roles, respectively.
  • Leaders also achieved a better quality of sleep. Only 13.6 per cent of leaders self-reported having problems with their quality of sleep, in comparison to 22.1 per cent of line managers and 23.8 per cent of employees in a non-supervisory role.
  • Increased community/social interactions were reported by 47 per cent of the C-Suite, compared with 24.7 per cent for line managers with more than 10 employees and 19.9 per cent of those in a non-supervisory role.
  • The percentage of people reporting having a lot of financial concerns was lowest for C-suite (1.5 per cent), and highest for non-supervisory employees (11.3 per cent).

However, there is room for improvement among the C-Suite:

  • The C-Suite reported drinking more alcohol: 34.8 per cent of C-Suite employees drink more than 14 units of alcohol per week, compared to 22.9 per cent of non-supervisors.
  • The C-Suite was less aware of their health numbers1. Just 13.6 per cent of leaders have measured their blood pressure, glucose or cholesterol in the past 12 months, in comparison to 25.5 per cent of employees in a non-supervisory role.

Dr Jeanette Cook continued:

“It’s important to remember that the C-Suite likely has more autonomy, which can impact their outlook and health and wellbeing actions, but there’s also a story here that if they recognise how their actions help their own health and wellbeing, they will have a better understanding of how to lead the employee wellbeing charge.

“Having leadership that can ‘walk the talk’ on health and wellbeing has been shown2 to be impactful in creating a sustainable and resilient workforce. This is beyond a necessary duty of care. This is about leadership endorsements, such as showing that it’s OK to take a lunch break, or that meetings need to be held within office hours. Sharing best practices can improve the workplace environment for all and go some way to improve employee wellbeing.”

Aon is the consulting partner to Britain’s Healthiest Workplace survey, which is available here.

More information about how Aon helps businesses build resilient workforces is available here.

HR, News, Wellbeing at Work

How can I support my staff amid the escalating conflict in the Middle East?

The headlines and images coming out of Israel and Gaza this weekend have been horrific, and this is a conflict that stirs up passionate feelings on all sides. In these turbulent and distressing times, employers will need to be mindful of staff members who are from the impacted countries, or those who have relatives and friends there who may be in danger.

 

Kate Palmer, HR Advice & Consultancy Director at Peninsula, recommends that employers send company-wide communications to highlight the support options available for any staff member affected by the evolving situation in both Gaza and Israel.

Kate explains: “This can be done via email, intranet sites, notice boards or discussed during daily team meetings. Where employees have friends or family members abroad, it may be reasonable to allow a temporary change to working conditions, to allow them to maintain regular contact. Adjustments could include flexibility with start/finish times, more or longer rest breaks, or amended duties.

“Given the heightened political situation in the Middle East, employers should also keep an eye on any political discussion in the workplace. This is always a difficult balance as no employer wants to be seen as the ‘thought police’ but you do need to ensure that all employees are respected and treated equally. Always call out inappropriate of insensitive comments and remind employees to be respectful of each other’s backgrounds and beliefs

“Those who are not directly impacted may still experience higher than usual levels of stress and anxiety. As such, the offering of an employee assistance programme (EAP) can provide professional support to assist employees’ mental health and emotional wellbeing. Similarly, creating a culture of open communication, whereby employees are encouraged to raise and discuss any concerns they may have, both in their professional and personal lives, can improve satisfaction and motivation. This in turn contributes towards increased productivity and higher retention rates.

 

Bertrand Stern-Gillet, CEO of Health Assured, understands that many people will be experiencing emotional and mental distress as a result of the ongoing news coverage and escalation of the conflict. He strongly encourages employers to pro-actively identify workers affected by the crisis.

“Ask managers to check in with the wellbeing of their teams regularly. During times of crisis, it’s important to reach out to staff and let them know support is there, should they need it. Ensure that managers and employees keep up with their regular one on one catchups. These meetings will provide employees with an opportunity to open up about any problems they might be facing.

“Remember, employees with family in the Middle East could be struggling right now. It’s important to recognise and support everyone who is impacted – politics should not be part of the workplace.

“Creating a culture of support by communicating to employees that you support them in and outside of the workplace. Make sure your staff know that their health, safety, and wellbeing is the priority. Let them know how they can access support and signpost to any wellbeing services you might have in place. If you can encourage senior leaders to adopt these values, it helps set this culture in stone.

“If an employee is affected by the crisis, they may be struggling to stay engaged and productive at work. As Kate has outlined, you may wish to offer reasonable adjustments to help them manage this challenging time.

“An open conversation around mental health and surrounding topics is always the best approach to take. Trauma and crisis can have devastating implications if ignored. But when trauma and crisis are worked through and understood, recoveries are quicker. It could be via email communications, in company meetings or with posters around the workplace—these are all good ways to reinforce the message.”

 

News

Alun Williams passes baton as chairman of Coastal Housing Group

Alun Williams, the Chief Executive of Swansea Building Society, has made the announcement that he will be stepping down from his role as Chairman of Coastal Housing Group, concluding a remarkable nine-year journey as a board member.

His dedicated service has left an indelible mark on the organisation, and he will be succeeded by Patrick Hoare, who is poised to continue the group’s mission of creating affordable, high-quality housing solutions for communities in need.

Coastal Housing Group, headquartered in Swansea, is a leading housing association with a history of providing affordable and sustainable homes to individuals and families across the region. The organisation’s commitment to delivering high-quality properties for both rent and sale at lower costs than the private sector has significantly impacted the lives of countless individuals and families, making it a pivotal player in the local community.

Alun Williams, in his role as Chairman, has been instrumental in driving Coastal Housing Group’s vision forward. His leadership and strategic guidance have been vital in shaping the organisation’s growth and success over the past nine years. Under his stewardship, Coastal Housing Group has expanded its reach, increased its impact, and remained steadfast in its mission to improve the quality of life for those who need it most.

Reflecting on his tenure, Alun Williams, outgoing Chairman of Coastal Housing Group, said:

“After nine years on the board, which saw me hold the roles of Vice Chair and Chairman of Coastal Housing Group, I would like to express how much I have enjoyed working with the dedicated and passionate team at Coastal. Their commitment to delivering high-quality properties for both rent and sale at a lower cost than the private sector has made a real difference to the lives of those who need them most in our communities.

“As I step down from my role, I am confident that I am leaving the organisation in safe and capable hands. Patrick Hoare, the current Vice Chair and Chair of the Finance & Development Committee, will take over as the new Chairman. I wish Patrick all the very best on his appointment, and I have no doubt that he will continue to lead the organisation forward, building on the great work that has been done to date. I am proud to have played a part in the growth and success of Coastal Housing Group over the past nine years, and I will continue to follow its progress with keen interest in the future.”

Debbie Green, Chief Executive of Coastal Housing Group, added:

“Alun has been an invaluable asset to Coastal Housing Group. His leadership and dedication have been pivotal in our journey to provide affordable and sustainable housing solutions to

our communities. We are immensely grateful for his contributions and wish him a well-deserved retirement from the role.

“We are thrilled to welcome Patrick Hoare as our new Chairman. His extensive experience within the organisation and his commitment to our mission make him the ideal leader to guide us into the future. With Patrick at the helm, we are confident in our ability to continue making a positive impact on the lives of those we serve.”

Coastal Housing Group looks forward to the continued growth and success under Patrick Hoare’s leadership as they remain steadfast in their commitment to building better communities for all.

News

Solar pioneers target ‘fully recyclable renewable energy’ following talks with circular economy giants

GRAFMARINE is fostering global partnerships and creating innovative solutions to drive the marine sector’s circular economy.

The Anglesey and Manchester-based business has secured contracts for international shipping companies to trial its ground-breaking Nanodeck technology, an AI solar tile management system which can be attached to any flat surface to capture, store, and remotely manage clean energy.

Director and Founder Martin Leigh has also been in discussions with world-leading organisations to forge new relationships focused on sustainability in the marine sector, driving their long-term campaign for ‘fully recyclable renewable energy’.

It comes as Grafmarine was shortlisted for the Technology and Innovation Award at this year’s Mersey Maritime Industry Awards having also been a finalist in the Clean Maritime Energy Award category of the recent National Maritime SME Awards, held in London.

“To have been nominated for two such prestigious awards is a great honour, it builds confidence and demonstrates that we are moving in the right direction,” said Martin.

“The feedback we have had to this point has been very positive, the sector has been hugely supportive and the conversations we are having centre on sustainability, not just through our technology but as an industry working to create a lasting circular economy for generations to come.”

He added: “Our target is to become one of the first fully recycled renewable energy products before 2030.

“To achieve that we are looking to build new partnerships in our sustainability supply network. Grafmarine has already worked with the SMI Hub at Henry Royce Institute, looking at the full life cycle of our marine plastics, and we are now including the use of ocean plastic into our next prototype test before the end of 2023.”

The team has also been working in collaboration with The Circular Revolution – an academic research group specialising in the Circular Economy with Swansea and Exeter universities and Powys-based Riversimple – to hone its circular business model and identify further opportunities. The findings will be presented at an event in Cardiff later this year.

Grafmarine Commercial Director Nigel Marc Roberts said the drive towards net zero and lowering – and eventually eradicating – the company’s carbon footprint goes hand in hand with further development of its Nanodeck technology.

“There are so many avenues we can pursue, and so many ventures and projects at home and overseas we are engaged with,” he said.

“From the recycling of old fishing nets and developing new photovoltaics (PV) with partners in a bid to eliminate toxic waste, to the implementation of alternative ‘green’ materials, we will continue to engage with organisations across the world to make that happen while further developing our product, itself a game-changer for clean energy generation in the marine sector.”

Martin added: “It’s an exciting time for Grafmarine, we are working on a new, larger solar tile prototype that will be unveiled next year and are in discussions to manufacture in Wales from 2025 onwards.

“That’s our vision, things are progressing, and we are very determined to make it happen.”

For more information, visit the website www.grafmarine.com and follow Grafmarine on social media @grafmarineltd.

Appointments, Marketing, News, PR and SEO, Tradesmen

Plumbing firm appoints managing director to set the seal on three years of growth

BATH plumbing and heating services firm GreenSmart Services has appointed joint founder Damian Bush as managing director as its seeks to continue its rapid growth.

After just three years in business it already has a team of nine and a turnover of almost £700,000. The company has its sights on breaking the £1 million turnover barrier and Mr Bush says its continued focus on customer service is the key to achieving it.

He and colleague Luke Fisher founded the firm during the pandemic, with the aid of financial investors and from the outset aimed to differentiate GreenSmart from the rest of its sector.

“We set out to really focus on customer service,” said Mr Bush. “We knew we had a high standard of work but to get recognised and be respected it is all about perception and looking the part.

“We teamed up with creative agency Milk & Tweed to develop a really good website, we had sign written vans and uniforms and we put a lot of energy into getting great Google reviews.”

They also invested in an online customer management system and app that brings together clients’ details, quotes, appointments, invoices and orders, as well as diaries and employee certification.

“We wanted to offer a really smooth, transparent customer journey, so when an appointment is made the customer gets an email confirmation, then a reminder two days before and on the day a text to say the engineer is on the way,” said the MD. “This kind of thing is far from commonplace in our industry.”

This novel approach has paid dividends in the form of five star Google reviews. “We think we are exceeding customers’ expectations,” said Mr Bush. “Some people can have a poor perception of the industry so they are quite often genuinely surprised that we turn up when we say we will.”

He said having spent the years since launching the company getting its process and structure right, it is now ready to scale up. “We had always planned for things to unfold in this way,” he said. “We’d like to have ten or more engineers but recruiting is a challenge.

“We put a lot of effort into recruitment because we are looking at potential engineers as a person as well as at their technical ability, maybe even more so. We are in peoples’ homes and its quite an intrusive exercise so we want to make sure the right people are representing us. We’ve probably interviewed 25 people to get three engineers so far.”

His new role will complement Mr Fisher’s focus on quality control. Mr Bush will be managing engineers’ and pursuing new business to add to the 1,300 customers on the company’s database. He said: “Around 75 per cent of our customers are private domestic and we service multiple letting agents so we have the balance right at the moment. But we do want to pursue more contracted work in the future.

“It’s an exciting time for us because we set out to create something that puts the customers at the centre of what we do and it is satisfying to see that the plan is working.”

Original investor Steve Healy, an entrepreneur who has been successful with start-up and high growth companies and taking business to exit, will remain involved with the company.

Find out more about the company’s services at greensmartservices.co.uk.

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Pictured: GreenSmart Services managing director Damian Bush says excellent customer service is the key to the success of his rapidly growing business

Employee Benefits, Employee Engagement, HR, HR Software, HR Tech, News, Recruitment, Retention

Top benefits to attract retail, hospitality and shift workers revealed

  • 45% of workers say their employers have had difficulty recruiting in the last 12 months
  • 36% say staff shortages have made it harder to take time off
  • 31% have been required to work more shifts and 37% believe their work/life balance has suffered

As seasonal recruitment ramps up, new research reveals the top benefits that motivate shift workers across sectors such as hospitality, retail and logistics to change jobs.

Better pay tops this year’s list, but is closely followed by employee wellbeing programs and provision of flexible working hours.

What would make workers change jobs?

According to Deputy’s annual State of Shift Work report*, shift workers would be motivated to change jobs for:

  • Better pay (48%)
  • Flexible working hours (33%)
  • Wellbeing programs (gym membership, meditation subscriptions etc.) (32%)
  • Health insurance (32%)
  • Employee assistance programs (access to a psychologist, counselling etc.) (28%)
  • Free meals and drinks (26%)
  • Retirement savings programs (25%)
  • Paid time off (23%)
  • Immediate access to pay after working a shift (21%)

With vacancies at 989,000 between June and August 2023, the labour market for the UK remains tight. In fact, 47% of workers who took part in the Deputy survey said their company had had difficulty hiring in the last 12 months.

For many workers, this has had a negative impact on them, with 36% reporting that staffing shortfalls had made it harder for them to take time off. 31% said they had been required to work more shifts and 37% believe their work/life balance had suffered.

However, some felt that the difficulty in recruiting had had a positive impact on their career, with 26% being given new responsibilities, 18% receiving a pay increase and 20% being promoted.

What do workers think would create a more positive working environment?

When asked what would create a more positive working environment for them, workers were most interested in feeling valued and recognised, employee wellbeing and a culture of trust:

  • Being valued and recognised for my contribution (46%)
  • Focus on employee wellbeing (42%)
  • A culture of trust, openness, and compassion (39%)
  • Clear role definition and expectations (36%)
  • Building relationships with my peers (32%)
  • A culture of diversity, equity and inclusion (31%)
  • A compassionate manager (30%)
  • A company with a reputation for success (30%)
  • A clear and inspiring company mission (27%)

Deputy SVP, Jon Wilson, said: “It’s clear that wellbeing, mental health and working in a caring culture are all important to workers. If employers want to attract the best talent to join their teams, they need to have a thriving workplace and demonstrate they genuinely care about and invest in their people.”

The Power of AI

Deputy is used in more than 35,000 UK workplaces for communication between frontline teams and decision-makers, to control schedules, collaborate intuitively, and help employees plan their lives around work. Now, the business has announced the launch of Deputy HR to offer a complete one-stop recruitment and HR system for businesses with shift workers.

“By integrating the power of AI, Deputy HR provides a seamless experience for businesses and job seekers that haven’t typically had access to mobile-based recruitment and onboarding like this,” says Jon Wilson. “Adding the new HR component to Deputy enables businesses to attract, onboard and retain talent in a much more engaging and user-friendly way. From an employee perspective, candidates can go from applying to clocking in for their first shift all in the palm of their hands.”

The platform helps employers to write job ads faster, automatically shortlist candidates based on qualifications, conduct pre-screening assessments, automate scheduling of interviews, and even enables applicants to record video introductions on mobile to support their applications.

 

In addition to the recruitment process, the system integrates contract signing along with all critical onboarding details (bank details, right to work records,etc.) and manages them on an ongoing basis.

To learn more about Deputy HR, visit https://www.deputy.com/gb/hr-software

Finance and Banking, News

Building the Bank of Tomorrow: The Power of BaaS

In an age where financial services are undergoing a significant transformation, the concept of Banking as a Service (BaaS) is emerging as a powerful catalyst for change. BaaS holds the potential to reshape the way we interact with banks and financial institutions, offering new opportunities for innovation, accessibility, and customer-centric solutions.

In this article, we’ll delve into the world of BaaS and explore how it is paving the way for the bank of tomorrow.

The Evolution of Financial Services

Brick-and-mortar branches, lengthy paperwork, and a one-size-fits-all approach have long characterized traditional banking. However, fintech and digital technologies have disrupted this conventional model. Consumers today expect seamless, digital-first experiences, personalized services, and instant access to financial solutions. This is where banking-as-a-service steps in.

What Is BaaS?

Banking as a Service, or BaaS, is a model that allows non-banking companies to offer financial services by leveraging the infrastructure and capabilities of traditional banks. In simpler terms, it’s a way for businesses outside the finance sector to embed banking features and products into their own offerings. This concept enables companies to focus on what they do best, whether it’s e-commerce, ride-sharing, or any other industry while leaving the banking functions to the experts.

The Components of BaaS

BaaS comprises several key components that work in harmony to provide a comprehensive financial ecosystem:

  1. Core Banking Infrastructure: At the heart of BaaS is the core banking system, which handles essential functions like account management, transactions, and compliance. This infrastructure is the backbone of any financial service.
  2. APIs (Application Programming Interfaces): APIs serve as bridges between the core banking infrastructure and third-party applications. They enable seamless data sharing, allowing businesses to access banking services programmatically.
  3. User Interfaces: These are the customer-facing components of BaaS, including web and mobile apps. They provide an intuitive and user-friendly experience for account holders and users of BaaS-powered services.
  4. Regulatory Compliance: BaaS providers ensure compliance with financial regulations and standards, relieving businesses of this complex burden.

The Power of BaaS

Now, let’s explore how BaaS is empowering businesses and customers alike:

  1. Innovation and Agility

One of the most significant advantages of BaaS is its capacity to drive innovation. Non-banking companies can rapidly introduce new financial products and services without building the infrastructure from scratch. This fosters a culture of agility and experimentation, leading to the development of cutting-edge solutions that meet evolving customer needs.

  1. Customer-Centricity

BaaS enables businesses to offer personalized financial experiences to their customers. Whether it’s integrating digital wallets, payment processing, or lending services, BaaS allows companies to tailor their offerings to match their target audience’s preferences, ultimately improving customer satisfaction and loyalty.

  1. Access to Untapped Markets

BaaS can potentially reach underserved and unbanked populations by offering financial services through non-traditional channels. This inclusivity is a game-changer for financial institutions, as they can tap into previously inaccessible markets, driving financial inclusion on a global scale.

  1. Cost Efficiency

By outsourcing banking functions to specialized BaaS providers, companies can reduce operational costs associated with maintaining in-house banking infrastructure. This cost efficiency enables businesses to allocate resources more effectively and invest in areas that drive growth.

  1. Risk Mitigation

BaaS providers are well-versed in regulatory compliance and risk management. Partnering with these experts allows businesses to navigate the complex landscape of financial regulations, reducing the risk of non-compliance and associated penalties.

  1. Global Reach

BaaS has the potential to facilitate cross-border transactions and international expansion. Businesses can seamlessly offer their financial services to customers worldwide, breaking down geographical barriers and opening up new revenue streams.

 

The Future of Finance

Banking as a Service represents a paradigm shift in the financial industry. It blurs the lines between traditional banking and other sectors, paving the way for a more interconnected and customer-centric financial ecosystem. As BaaS continues to evolve, we can expect to see a broader range of businesses integrating financial services into their offerings, ultimately leading to the creation of the bank of tomorrow – one that is accessible, innovative, and tailored to individual needs.

In conclusion, the power of BaaS lies in its ability to democratize financial services, drive innovation, and improve the overall customer experience. By enabling businesses to focus on their core competencies while leveraging the expertise of financial institutions, BaaS is shaping the future of finance, making it more inclusive and adaptable than ever before. The bank of tomorrow is being built today, and BaaS is at the forefront of this transformative journey.

 

Cybersecurity, Technology

How to Reduce The Risk of Insider Threats in Your Organisation

Insider threats are one of the most overlooked security risks facing organisations today. Insiders are individuals who have legitimate access to an organisation’s systems and data, and they can use this access to cause harm, either intentionally or unintentionally.

Types of insider threats to your cyber security 

In terms of the different types of insider threats to your organisation’s cyber security, it is important to be aware that some are much more malicious than others. 

In most cases breaches of cyber security occur as a result of human error. In which case this is purely by accident and due to a lack of awareness and understanding. However, there are cases where insiders within an organisation are deliberately misusing systems and software in order to damage the business or to make a personal gain. 

Malicious internal threats

This type of threat can come in several forms. Including lone wolves, collaborators, second streamers, and generally disgruntled employees.

Second Streamers 

These are individuals or groups who use the private information and a company’s data to make a personal gain, usually a financial one. This form of insider threat has been found to be the most prevalent of insider threats driven by a malicious intent. 

Lone wolves 

Lone wolves are individuals who work alone (hence the name) and are often members of staff who have access to many of the organisation’s systems. This puts them in a particularly powerful position to cause huge implications for their employer and other colleagues such as operational disruption, data breaches, financial losses and reputational damage. Although it can be easy to spot a lone wolf, it places emphasis on the importance of trust when hiring such responsible individuals. 

Disgruntled employees

In large enterprises where it could be difficult to keep track of all employees, it is possible that disgruntled employees can emerge. This may be as a result of missing out on a promotion, being angry with the management team for a decision, or simply because they no longer care about the company. Disgruntled employees are considered another malicious threat to cyber security. 

There’s also been many cases whereby an employee was fired by a company and were still able to access their accounts remotely, leaving the business vulnerable to exploitation. 

Collaborators

Collaborators refers to employees who work with third parties outside of the organisation to sell private data and information in order to support criminal activity. This can be very dangerous for the organisation as private company data can fall into the hands of cyber criminals or competitors. 

 

Although not a complete list, these types of malicious threats help to explain the various reasons behind why an employee or group of employees may intentionally bypass security means to attack the company they work for.

There are a variety of methods to mitigate the risk of malicious insider threats such as security tools, password management policies and incident response planning. Another example being, removing access to company accounts and information as soon as an employee’s contract is terminated is incredibly important. 

 

Employee negligence 

Another form of insider threat and the most common, is employee negligence. 95% of cyber security breaches occur as a result of human error. This human error can occur in a number of ways, from using company software on unsecured wifi networks, opening phishing emails, to leaving company data accessible to unauthorised personnel. While it is not intentional these types of insider threats pose a huge risk to an organisation, leaving them vulnerable to a number of different types of breaches and cyber attacks.

 

Mitigating the risks with security awareness training 

Security awareness training will play a crucial role in ensuring that all members of your organisation are aware of the risks associated with cyber security breaches. Not only will expert-led training provide them the knowledge to understand cyber security and to identify different types of social engineering or threats, it can also be used to expose them to realistic scenarios using various testing methods. This includes phishing simulations which are an effective method not just for testing but also for gaining valuable analytics. This type of reporting allows you to see the effectiveness of your training and how to improve your awareness programme. Such methods will be continuously conducted to allow employees to learn about new threats and to help keep your organisation’s security a priority. 

 

Business Advice, Business Software

Navigating the World of WordPress Hosting: Tips and Tricks for Success

If you’re considering launching a website or blog using WordPress, you’ve made an excellent choice. WordPress is a versatile and user-friendly platform that powers millions of websites worldwide. However, before you dive headfirst into creating your content, it’s crucial to understand the importance of WordPress hosting and how to choose the right hosting solution for your needs. In this comprehensive guide, we’ll walk you through the world of WordPress hosting, providing you with valuable tips and tricks for success. So, if you’re ready to embark on this journey, let’s begin by exploring how to choose the right hosting solution for your site. Visit this site for more information and insights.

Understanding WordPress Hosting

Before we delve into the tips and tricks, let’s start with the basics: What is WordPress hosting, and why is it essential?

What is WordPress Hosting?

WordPress hosting refers to the specialized web hosting service tailored for WordPress websites. Unlike generic web hosting, which may support a variety of platforms, WordPress hosting is optimized specifically for WordPress. This optimization can significantly impact your website’s performance, security, and overall user experience.

Why is WordPress Hosting Important?

  1. Performance: WordPress hosting is configured to provide faster loading times and smoother user experiences. This is critical for retaining visitors and improving your search engine rankings.
  1. Security: WordPress hosting providers often include advanced security features to protect your site from malware, hackers, and other threats.
  1. Support: Many WordPress hosting providers offer specialized support for WordPress-related issues, ensuring that you can quickly resolve any problems that arise.
  1. Scalability: WordPress hosting plans are designed to grow with your website. As your traffic and content expand, you can easily upgrade your hosting plan to accommodate the increased demand.

Now that we’ve covered the basics, let’s explore some tips and tricks for choosing the right WordPress hosting for your website.

Tips for Choosing the Right WordPress Hosting

Selecting the right WordPress hosting provider can make a significant difference in your website’s success. Here are some essential tips to consider when making your decision.

1. Determine Your Hosting Needs

Before you start comparing hosting providers, it’s crucial to understand your specific hosting needs. Consider factors like the size of your website, expected traffic, and budget. Are you running a personal blog, a small business site, or a large e-commerce store? Your hosting requirements will differ based on your project’s scope.

2. Evaluate Hosting Types

There are several types of WordPress hosting available, each with its pros and cons:

  • Shared Hosting: Ideal for beginners and small websites, shared hosting is cost-effective but may suffer from slower performance due to sharing resources with other websites on the same server.
  • Managed WordPress Hosting: This premium option is fully optimized for WordPress, offering excellent performance, security, and support. It’s a great choice if you want to focus on your content without worrying about technical aspects.
  • VPS (Virtual Private Server) Hosting: VPS hosting provides a dedicated portion of a server, offering better performance and scalability than shared hosting. It’s suitable for medium-sized websites.
  • Dedicated Server Hosting: Reserved for high-traffic websites, dedicated server hosting provides an entire server for your site, ensuring maximum performance and control. However, it’s the most expensive option.

3. Consider Speed and Performance

Website speed is crucial for user satisfaction and search engine ranking. Look for hosting providers that offer features like solid-state drives (SSD) and Content Delivery Networks (CDNs) to ensure fast loading times. Some hosts also provide server caching and performance optimization tools.

4. Check for Reliable Uptime

Website downtime can harm your online presence and reputation. Aim for hosting providers that guarantee at least 99.9% uptime. You can often find uptime statistics and reviews online to assess a host’s reliability.

5. Review Security Measures

Security should be a top priority. Look for hosts that offer features like regular malware scanning, firewalls, and automatic backups. A secure hosting environment is essential to protect your website and sensitive data.

6. Investigate Support Quality

Excellent customer support is invaluable when you encounter technical issues. Test the hosting provider’s support by reaching out with pre-sales questions or researching customer reviews. Look for 24/7 support options through live chat, email, or phone.

7. Examine Scalability Options

While you may start small, your website’s growth could lead to increased traffic and resource demands. Ensure your chosen hosting provider offers easy scalability options to accommodate your site’s growth without downtime or complications.

8. Read User Reviews and Recommendations

One of the best ways to gauge a hosting provider’s performance and reliability is by reading user reviews and seeking recommendations from fellow WordPress users. Online forums and social media groups are great places to gather insights from the WordPress community.

9. Consider Budget Constraints

Budget plays a significant role in your decision-making process. Compare the pricing structures of different hosting providers, keeping in mind that quality hosting often comes at a higher cost. However, it’s an investment in the long-term success of your website.

10. Test the Control Panel

The control panel is where you’ll manage your website, so it should be user-friendly and efficient. Popular control panels for WordPress hosting include cPanel and Plesk. Make sure you’re comfortable with the one offered by your chosen host.

Tricks to Optimize Your WordPress Hosting Experience

Once you’ve selected the right hosting provider, you can further optimize your WordPress hosting experience with these helpful tricks.

1. Keep WordPress and Plugins Updated

Regularly updating WordPress core, themes, and plugins is crucial for security and performance. Outdated software can be vulnerable to attacks and may lead to compatibility issues.

2. Use a Lightweight Theme

Choose a lightweight, well-coded theme that doesn’t bloat your website with unnecessary features. A minimalist theme can improve loading times and ensure a smooth user experience.

3. Implement Caching

Caching plugins, such as W3 Total Cache and WP Super Cache, can significantly improve your website’s speed by storing static versions of your pages for quick retrieval.

4. Optimize Images

Large images can slow down your site. Use image optimization plugins like Smush or EWWW Image Optimizer to reduce file sizes without compromising quality.

5. Enable GZIP Compression

GZIP compression reduces the size of your website’s files, making them quicker to load. Many hosting providers offer GZIP compression settings in their control panels.

6. Clean Up Your Database

Regularly clean up your WordPress database by removing unused plugins, post revisions, and spam comments. You can use plugins like WP-Optimize to simplify this process.

7. Limit External Requests

Minimize the number of external requests your website makes, such as social media widgets or third-party scripts. Each request adds to your page load time.

8. Monitor Your Website’s Performance

Use tools like Google PageSpeed Insights and GTmetrix to monitor your website’s performance and identify areas for improvement. Regular checks will help you stay on top of issues.

9. Implement a Content Delivery Network (CDN)

A CDN distributes your website’s content across multiple servers worldwide, reducing latency and improving loading times for visitors from different regions.

10. Backup Your Website Regularly

Even with the best hosting, unforeseen events can occur. Regularly back up your website to ensure you can quickly restore it in case of data loss or a security breach.

Conclusion

Choosing the right WordPress hosting and optimizing your website’s performance are essential steps toward a successful online presence. By following the tips and tricks outlined in this guide, you’ll be well-prepared to navigate the world of WordPress hosting and create a website that not only looks great but also performs at its best. Remember that your hosting choice is an investment in the long-term success of your website, so take your time, do your research, and make an informed decision. Happy WordPress hosting!