Pain and radiation-free breast cancer test wins Regional winners for Super Connect For Good competition

The Super Connect for Good (SCFG) competition powered by Empact Ventures and Hays has announced its Regional Winners from across the globe at its fourth annual event.

This year’s winners include innovative technologies such as affordable water purification, a pain and radiation-free breast cancer test, and a debit card app which helps dementia patients manage their finances.

The competition features tech startups and scaleups that bring positive social change and impact people’s lives through technology. Applicants from around the globe entered across ten innovation verticals, including ‘AI for Good’, ‘EdTech’, ‘HealthTech’, ‘MedTech’, ‘FinTech for Good’, ‘Climate Tech’, ‘Impact Challenge: Water Challenge’, ‘Impact Challenge: Mental Health and Wellbeing’, ‘General Tech for Good’, and ‘Diversity, Equity & Inclusion’.

The SCFG competition is backed by innovation partners and judges around the world. The winners were nominated by over 40+ judges led by Hays and 10 Regional Partners, including Angels Den, Envestors, Menzies, The Werks Group, CodeBase, Europe-India Centre for Business and Industry (EICBI), She Loves Tech, Global Good, Aon, StartPlatz, Ruffena Group, Startup Lisboa and R+I Germans Hospital Trias y Pujol.

After a careful selection from the Top 100’s pitching on 5th October, the 10 Regional Winners will be pitching at the Global Final on 29th November 2023 to the global judges, where the Innovation Winners and overall Global Winner will be announced.

This year’s regional winners include:

 

  • DACH and Nordics: 4Life Solutions offers a safe and affordable water purification solution for low-income communities.
  • France and BeNeLuX: TechnoCarbon provides an incredibly low-carbon material to replace steel and concrete.
  • Central and Eastern Europe: Teachers Lead Tech brings a comprehensive system to teach creative computer science in primary school.
  • Southern Europe: The Blue Box Biomedical Solutions offers a pain-free, radiation-free, accessible breast cancer test for women.
  • Southwest, North of England, and Midlands: Sibstar provides a flexible debit card and app, helping families living with dementia to safely manage their everyday spending. 
  • London and South East: Zero Gravity spots unrecognised talent and unlocks it, spreading opportunity across the UK and powering high-potential students into top universities and careers.
  • Celtic: Scrapp reduces the amount of waste going into our ecosystems by incentivising correct disposal practices.
  • Australia and New Zealand: Swan Systems provides an all-in-one water and nutrient management solution with the world’s most advanced water management software.
  • East Asia: Socious is a talent marketplace that allows people to work for social and environmental impact without sacrificing their career or financial goals resulting in more skilled individuals dedicating their time to solving complex problems such as climate change, poverty, and gender inequality.
  • South and Southeast Asia: Global Safe Water Service Pte makes safe water available, accessible, and affordable.

 

Along with the opportunity to be a Global Winner, the winners will receive a 12 Month Subscription of Hays Rise Experience, a LinkedIn Live appearance on Hays’ page, exposure on the Hays Technology insights blog, Digital Solution profiling on Hays.com and regional sites, one free recruitment hire (up to 120k salary) over a 12-month period, access to Go1 Training Platform, along with unique regional prizes.

 

James Milligan, Global Head of Technology at Hays, commented: “We’re incredibly excited to announce the Regional Winners for our fourth Super Connect For Good Competition. This year, we had exceptional submissions across the globe with strong social purposes from diverse teams. The Regional Winners this year were clear with their project’s impact on society, with some having confidence that their project can address several UN Global Goals.”

 

Kosta Mavroulakis, Founder & CEO of Empact Ventures, commented: “We are delighted to announce the fourth edition of our Super Connect for Good Competition Regional Winner for 2023. Each one makes or strives to make an aggregate social impact through technology. We’d like to thank all the participants, the judges and partners for their hard work over the past year.”

 

To find out who the Top 100 Finalists for 2023 are, visit here.

If you’d like to attend the Global Final on 29th November 2023, please register at www.superconnectforgood.org 

 

Expert Advice: Ofgem warns of soaring bills, experts offer tips to slash expenses

  • Ofgem raises energy price cap by 5% from £1,834 to £1,928 starting January 1.
  • Financial advisor recommends simple adjustments such as switching to energy-efficient bulbs and optimising furniture arrangement for cost-effective efficiency.
  • Cost-cutting tips include efficient appliance use, insulation investments, draught-proofing, billing optimization, hot water efficiency, and smart technology adoption.

 

Energy bills will rise again from January as hopes for relief from the cost-of-living crisis are put on hold. Ofgem announced its latest price cap on Thursday, which will increase by 5% (from the current £1,834 to £1,928) from January 1 for a typical dual fuel household in England, Wales and Scotland, the regulator has announced.

For those unable to make significant investments, smaller changes can still make a substantial impact, says finance expert Michael Charalambous from Invezz.com.

Swapping to energy-saving light bulbs, reevaluating furniture placement, and employing draft excluders contribute to efficient energy use without breaking the bank.

 

Appliance efficiency: Efficient use of appliances, like washing machines and dishwashers, can lead to substantial savings. Small adjustments, such as washing clothes at lower temperatures and running full dishwasher loads, contribute to cost-cutting.

 

Insulation matters: Investing in insulation, starting with cost-effective options like loft insulation, proves highly impactful. Proper insulation can result in significant savings, up to £250 per year in a semi-detached house.

 

Draught-proofing: Blocking gaps around doors and windows can save around £45 per year. Simple DIY measures, such as using draught-proofing strips and seals, contribute to a cosier home and reduced energy bills.

 

Billing optimization: Reviewing energy bills for small savings, switching to paperless billing, and managing accounts online can lead to cost reductions. Regular metre readings, especially with smart metres, ensure accurate billing.

 

Hot water wisdom: Efficient use of hot water, such as using heating controls for hot water tanks and installing eco-friendly shower heads, can lead to substantial savings.

 

Boiler efficiency: Regular boiler servicing and adjusting flow temperatures contribute to efficient heating. Lowering a combi boiler’s flow temperature can save 6-8% on gas bills.

 

Heating controls: Installing and optimising heating controls, including room thermostats and thermostatic radiator valves, can lead to significant savings of around £180 per year.

 

Energy-efficient appliances: Investing in energy-efficient appliances can result in substantial long-term savings. Running costs are crucial considerations, and energy-efficient models can save hundreds of pounds annually.

 

Smart technology adoption: Smart thermostats and energy-saving apps provide real-time insights and control over energy usage. Combining smart thermostats with thermostatic radiator valves enhances control.

 

Energy grants and benefits: Exploring eligibility for energy efficiency grants and benefits, such as the Warm Home Discount, Winter Fuel Payment, Boiler Upgrade scheme, and the Energy Company Obligation (ECO) scheme, can provide financial relief.

 

Charalambous added: “Navigating the current financial landscape in the UK is undoubtedly challenging, given the surge in bills. However, it’s crucial to recognize that every incremental saving plays a significant role in mitigating these challenges. By implementing prudent measures, such as optimising expenses through energy-efficient choices and thoughtful financial planning, we can proactively manage the impact of escalating costs on our financial well-being. Every bit of money saved contributes to building a more resilient and secure financial future.”

 

Former NHS Nurse Wins ‘Innovator of the Year’ at Women in Tech Awards

A Nurse turned health-tech founder who lives in Greater Manchester has won an award at this year’s Computing Women in Tech Excellence Awards.

The awards, in their seventh year, recognise top-performing women from across the technology space and play an important role in increasing diversity in tech across the UK.

Emma-Louise Fusari, 42, the founder of health-tech startup In-House Health, won the ‘Innovator of the Year’ award for developing her data-informed workplace health and wellbeing solutions and for her commitment to helping business leaders establish and eliminate the root cause of issues causing work-related ill-health.

Emma-Louise said, “I’m delighted and very proud to have won this award, especially as I was up against women from household-named businesses such as Lloyds Bank, Natwest, BT, Amazon Music and Transport for London. I would like to thank the judges for recognising that I’m changing the status quo of current workplace wellbeing and that there is a better way of working that will impact and improve health, productivity and economic outcomes.”

 

Having built a business that allows her to use her 21 years of nursing knowledge and experience in chronic disease management and public health promotion, Emma-Louise is enabling organisations to make a measurable impact on their people, performance and profits through her newly developed clinically led and evidence-based health and wellbeing risk audit and programmes.

 

“To be recognised for doing what I love, which is making a difference for those I have the pleasure of working with and supporting, is truly humbling. For others to see and share my vision is phenomenal too and to be acknowledged and celebrated in a prestigious tech award is also pretty cool,” added Emma-Louise.

 

Computing’s Women in Tech Excellence awards took place at Magazine London on Thursday 23rd November and received more than 3,000 nominations. At the ceremony guests were welcomed by international rugby star Maggie Alphonsi and the awards were hosted and presented by comedian Lucy Porter.

For a full list of those highly commended and the winners, visit https://womenintechexcellence.co.uk/womenintechexcellenceawards2023/en/page/2023-winners

 

SIAM – bringing a layer of clarity to complex environments and vendor ecosystems

Written by Brian Horsfield, SIAM Operations Director, Xalient

A new approach is required

Today’s modern IT environment is complex and challenging for organisations to navigate. Not only has the threat landscape evolved, but we are seeing more compliance and regulation as well as ongoing economic pressures. This is all putting additional strain on already resource-stretched internal IT teams.

Wind back just a few years and the average IT worker was a skilled generalist who could confidently turn their hand to virtually anything that was technology-based. Fast-forward to the present day and, in our hybrid world with all kinds of tech at our disposal, be that on-premises, virtual, or in the cloud, IT teams now rely on more focussed specialist help to enable the day-to-day running of the business and to drive new innovations and digital transformation initiatives.

Even the largest of organisations with reasonable IT budgets and resources struggle to not only keep up to date with the latest IT trends, but also to justify keeping infrequently used specialist skills within their team. Consequently, many outsource different aspects of their IT landscape across many third parties, and this can lead to a fragmented and disjointed approach to vendor management and coordination.

 

Coordinating multiple suppliers and contracts

As a result, SIAM (Service Integration And Management) has gained a lot of traction in the last 5 to 10 years. For those less familiar, SIAM is the coordination of multiple suppliers and contracts around systems integration and management. SIAM has emerged to help bring order to a chaotic vendor management challenge.

Widely recognised as an approach to multi-vendor management rather than a strict methodology, it is in effect an outsourcing service model designed to introduces the concept of a single, customer-facing logical entity known as the service integrator. The term is often used interchangeably with multi-sourcing services integration, or MSI, and provides guidance on good practice in managing multiple suppliers of IT services.

In many respects, it is an evolution from the typical activities that a managed service provider delivers, but it also incorporates a broader set of integrations across complex vendor management landscapes. In some cases, organisations may seek to appoint a SIAM provider for aspects of IT which they previously managed themselves but no longer have the skills, bandwidth, or resources to deal with internally.

 

SIAM in complex environments

There is no doubt that SIAM is applicable to organisations that have a complex IT ecosystem, and it is certainly not suitable for all organisations.  I would also suggest it to those going through large-scale IT-enabled transformation programmes where managing the technology suppliers is becoming a problem for them. That doesn’t mean that smaller enterprises couldn’t benefit from a lighter touch offering, but complexity is the key requirement for SIAM services.

In the case of an MSP, who might be managing both internal and external providers, governance and co-ordination are critical for an end-to-end vendor-neutral SIAM approach. There must be a level playing field and all vendors must be managed in the same way. However, to deliver SIAM, the MSP needs to be agile and flexible enough to get to the nub of a range of requirements.

 

To some extent, a fresh perspective is required around the term and more education about the growing community of SIAM expertise and best practice, which is not as narrow as conventional IT service management practices.  Today SIAM is more about people and communications and managed service providers looking to deliver SIAM will need to provide extra value and demonstrate the ability to react to and manage problems as and when they occur. The difference between a traditional MSP and one that provides SIAM services is its ability to orchestrate and coordinate multiple providers to deliver integrated and seamless services to the client. The goal is making sure the different service providers work together to meet the customer’s needs.

 

When and Why would a company adopt a SIAM approach?

There are several triggers that might prompt an organisation to go down the SIAM route. For example, the organisation has an unclear delineation of duties among its vendors and there is a lack of cooperation and coordination between vendors.  The organisation may be disappointed with the lack of innovation from its vendors and feel there is low accountability and or transparency around vendor processes and that quality assurance is expensive and labour intensive.

If there are many vendors to manage, with diverse IT services and the complexity of the services required is growing, the need for standards to measure vendor performance might be another reason for adopting SIAM services.  Likewise, if the organisation is divesting or going through an M&A or is in an industry that is heavily regulated, SIAM can bring clarity and efficiency to a complex legacy set-up.

Certainly, here at Xalient, our SIAM team works very closely with our professional services and managed services team.  In other words, one of our sub-vendors is Xalient and this means we must be as tough on ourselves as we are on the other vendors and additionally very transparent in the way our services are reported. That vendor-neutrality is critical for credibility and authenticity, especially if you are managing the team providing those services.

 

Delivering and demonstrating value

Demonstrating value from SIAM can be quite challenging, therefore it is important that the SIAM provider can show improvements in incident response and resolution across multiple vendors.  As SIAM matures it is key to see where some of those efficiency drivers will come from, such as automating support processes. Many of the benefits will come from the technology used to manage and monitor multiple vendor services.  Typically, when supporting thousands of assets, there needs to be a high degree of automation and a single pane of glass view for senior leadership, combined with a highly flexible back-end ecosystem.

In effect, the SIAM model addresses the assurance layer that organisations are looking for.  SIAM won’t be right for every organisation, but it certainly brings a layer of clarity to complex environments and diverse vendor ecosystems.  If you are currently considering SIAM but are not sure if the model is right for your organisation, below is a recap of the typical reasons an organisation may adopt a SIAM approach:

 

  • You have an unclear delineation of duties among vendors.
  • There is a lack of cooperation and coordination between vendors.
  • Low accountability understanding or transparency of vendor processes.
  • You are disappointed by the lack of innovation among your vendors.
  • There is a low level of reporting and quality assurance is expensive and labour intensive for vendors.
  • You have many vendors with duplicate vendors and diverse IT services.
  • The complexity of the services you need to provide is growing.
  • You have 24/7 operational needs that are difficult to fulfil.
  • Your focus is on project/transformation activities not run activities.
  • You have no set standards for measuring vendor performance.
  • You are divesting/carving out or acquiring.
  • You are in a regulated industry.

 

D-Link launches AI-powered smart mesh router for optimised, more reliable and faster Wi-Fi connectivity

The AQUILA PRO AI AX3000 Wi-Fi 6 Smart Mesh Router combines Wi-Fi 6 technology with AI for the ultimate home networking solution

Router Back

D-Link, a global leader in networking and connectivity technologies, has announced the launch of its new AQUILA PRO AI AX3000 Wi-Fi 6 Smart Mesh Router (M30). This cutting-edge, MIT (Made in Taiwan) quality-assured mesh router is engineered to address Wi-Fi users’ three most common pain points: coverage, speed, and reliability. Featuring a built-in AI algorithm, the AQUILA PRO AI M30 is set to revolutionise the home networking experience.

The AQUILA PRO AI M30 boasts an elegant, wall-mountable design to blend seamlessly with any decor. Its ground-breaking industrial design accommodates five internal antennas, providing enhanced three-dimensional 360-degree coverage, making the M30 an ideal centrepiece for your connected home.

Compatible with Amazon Alexa and Google Assistant voice control, users can effortlessly manage their smart home. The AQUILA PRO AI M30 masterfully combines aesthetics and functionality, providing a hassle-free Wi-Fi solution that delivers seamless connectivity, lightning-fast speed, and unmatched reliability for your home network.

Unparalleled Wi-Fi Coverage

The AX3000 Wi-Fi 6 Smart Mesh Router uses a unique antenna array design to extend a stronger Wi-Fi signal, boosting spherical coverage and eliminating dead zones. A single unit can provide coverage of up to 260 sqm and can be easily extended by adding additional AQUILA PRO AI devices, delivering seamless Wi-Fi connectivity for more devices throughout your home.

Blazing-Fast Speed

Powered by Wi-Fi 6 technology, the AQUILA PRO AI M30 delivers extreme speeds of up to 3 Gbps, supporting 160 MHz bandwidth, one Gigabit Internet WAN port, and four Gigabit LAN ports for wired devices such as smart TVs, gaming consoles, and PCs. The M30 ensures ultra-fast Wi-Fi connections, even when the entire family is online.

Rock-Solid Reliability

The AQUILA PRO AI M30 employs innovative AI technology, including AI Wi-Fi Optimiser, AI Mesh Optimiser, and AI Traffic Optimiser, to ensure superior Wi-Fi performance for all your devices. AI Wi-Fi Optimiser selects the optimal channel for minimal interference, while AI Mesh Optimiser provides fast and reliable network coverage using auto path selection and self-healing capabilities. AI Traffic Optimiser guarantees uninterrupted 4K/8K video streaming and video calling with AI-based QoS technology, ensuring a seamless and uninterrupted experience.

Trusted Security

The AQUILA PRO AI M30 complies with the latest WPA3 encryption and IEC 62443-4-1 standards, safeguarding your network against unauthorised access. It also offers parental controls and separate guest networks to ensure the security of all home Wi-Fi devices.

Easy Setup and Management

AQUILA PRO AI M30 is designed for you to effortlessly set up your Wi-Fi network and manage it with the intuitive AQUILA PRO AI App. The AI Assistant monitors network performance and provides weekly reports, even when you are away from home, making it a hassle-free and convenient experience.

Going Green

As part of “D-Link Green,” the AQUILA PRO AI M30 adheres to green design principles. The chassis is made from part of post-consumer recycled (PCR) material, promoting environmental sustainability. The packaging uses 99% natural plant-based Mineral Oil Free (MOF) ink, and the gift box design reduces printing ink usage by over 55%. The M30 also leverages Wi-Fi 6 Target Wake Time (TWT) feature to reduce power consumption and offers a health mode that automatically turns off the router during the night, ensuring energy efficiency.

“AI is driving efficiencies in technologies across the world, and Wi-Fi connectivity should be no different,” said Claude Chou, President of D-Link Europe. “The new AQUILA PRO AI smart mesh router combines artificial intelligence technology with Wi-Fi 6 to deliver the most optimised, reliable and fast connectivity solution, ideal for home working, small offices, and users looking to solve Wi-Fi issues such as poor coverage and slow speeds.”

Availability and Pricing

Please contact your local D-Link office for more information: https://eu.dlink.com

Towergate Insurance Brokers sponsors Cardiff Devils

One of the UK’s leading independent insurance brokers, Towergate Insurance Brokers, has renewed their sponsorship deal with the Cardiff Devils for another year.

The agreement coincides with the start of the new season and sees Towergate Insurance Brokers’ branding featured across the Devil’s hockey kit, the team’s website, programmes and rink-side at the Vindico Arena.

Towergate Insurance Brokers, which has over 100 offices nationwide, has a strong Welsh presence and a strong relationship with ice hockey, having been one of the Devils’ key sponsors since 2019.

They recently supported the Devils with their travel insurance needs alongside their annual plan, as they travelled to France to compete in the Continental Cup.

 

Howard Phillips, Commercial and Claim Executive for Towergate Insurance Brokers in Wales, said: “We’re very excited to be sponsoring the Cardiff Devils again. As a long-standing sponsor we thoroughly enjoy seeing the team in action in an arena full of fans each week, and wish them luck for this season.”

 

Todd Kelman, Managing Director, Cardiff Devils, said: “The Cardiff Devils are pleased to partner with Towergate Insurance Brokers for all our insurance needs, as well as bringing them onboard as sponsors once again.

“Towergate has really supported us over the years, so it was an easy decision to partner with them again. We look forward to welcoming them back to the arena and having them cheering the team on throughout the year.”

 

Towergate Insurance Brokers is one of the UK’s leading independent insurance brokers and risk management advisors. Boasting an experienced team of insurance specialists, Towergate Insurance Brokers has built a solid reputation for understanding many business sectors and industries, and the everyday risks they face in today’s increasingly complex world. They also look after the insurance needs of private individuals and families seeking tailored personal covers.

Half of U.K. Deskless Workers Say they’re Viewed as Expendable

Deskless workers are feeling unseen and not taken seriously by senior leadership

Over half of U.K. deskless workers (51 per cent) say they’re viewed as expendable by their employer. Plus, almost a third (32 per cent), feel that their corporate, desk-based colleagues regard them as inferior.  These are the findings from O.C. Tanner’s 2024 Global Culture Report which gathered data and insights from more than 42,000 employees, leaders, HR practitioners, and executives from 27 countries worldwide including 4,818 from the U.K (of which 1,734 are deskless).

Deskless workers comprise 80 per cent of the Global workforce and include offline and essential workers who traditionally work away from a desk. They are emergency workers, and those who keep production lines moving, customers purchasing and organisations functioning. However, despite their crucial roles, the Report highlights that many deskless workers are feeling dispensable and sidelined.

 

“It was not long ago we were clapping the efforts of frontline workers, but many are now feeling unloved and that their contributions don’t matter”, says Stuart Cheesman, European Strategist of workplace culture expert, O.C. Tanner.

 

30 per cent of deskless workers admit they are often talked down to by people in the corporate office, aren’t taken seriously by senior leadership and find that their ideas are quickly minimised or dismissed.

“Undermining and diminishing the roles of deskless workers is not only morally wrong, but isn’t good for business” says Cheesman. “When deskless workers are made to feel expendable, they are unlikely to stick around and deliver their best work. In contrast, when they feel seen and appreciated by their organisations, the business outcomes are significant including improved staff retention and performance.”

 

The Report recommends educating leaders on how to effectively appreciate and recognise their deskless workers. This includes the messages leaders want to communicate to them, how they can create meaningful and authentic recognition experiences, and how they can nurture a strong sense of belonging for all.

When deskless workers are understood by their leaders, including how they prefer to be recognised and appreciated, there’s a 350 per cent greater chance they’ll choose to stay with their employer another year. They are also 378 per cent more likely to deliver great work and 258 per cent more likely to feel a sense of fulfilment in their jobs.

 

Cheesman adds, “Leaders can’t afford to neglect their deskless workers who are essential to their success. They must ensure that all their people are regularly appreciated and respected for the jobs they do and the contributions they make. Doing so will nurture a compassionate and appreciative culture that ultimately delivers compelling bottom-line results.”

 

About 2024 Global Culture Report

The O.C. Tanner Institute, O.C. Tanner’s research, analytics, and education team, uses multiple research methods to support the Global Culture Report, including interviews, focus groups, cross-sectional surveys, and a longitudinal survey.

Qualitative findings came from 18 focus groups among employees and leaders of larger organisations. The groups and interviews were held throughout 2022 and 2023, each representing various types of employers, including both private and public entities.

Quantitative findings came from online survey interviews administered to employees across Argentina, Australia, Belgium, Brazil, Canada, Chile, China, Denmark, France, Germany, India, Italy, Japan, Mexico, the Netherlands, Poland, the Philippines, Saudi Arabia, Singapore, South Africa, South Korea, Spain, Sweden, Switzerland, the United Arab Emirates, the United Kingdom, and the United States. The total sample size was 42,446 workers at companies with 500+ employees. The O.C. Tanner Institute collected and analysed all survey data. This sample is sufficient to generate meaningful conclusions about the cultures of organisations in the included countries. However, because the study does not include population data, results are subject to statistical errors customarily associated with sample-based information. All figures, unless otherwise stated, are from the O.C. Tanner Institute.

 

About O.C. Tanner

O.C. Tanner is the global leader in software and services that improve workplace culture through meaningful employee experiences. Its Culture Cloud is a suite of apps and solutions, including recognition, service awards, wellbeing, leadership, and celebrations that help people thrive at work. O.C. Tanner provides these and other services for thousands of the most respected companies in the world. For more information visit www.octanner.com/uk

Tackling the looming EV technician skills crisis: preparing for the electric revolution

As the UK gears up for the green revolution, the automotive industry faces a critical hurdle in the form of a shortage of trained electric vehicle (EV) technicians.

It’s widely accepted that action is needed to tackle this shortage and ensure EV adoption doesn’t stall due to a lack of skills in the repair and maintenance of vehicles.

While much of that action involves higher level measures such as commitment to policy, funding incentives and education opportunities, energy recruitment specialists say there are also steps that individual automotive businesses can take to protect their own futures.

Experts at Jonathan Lee Recruitment, which has more than 45 years of experience in sectors including transport, advanced technology and renewable energy, have shared some top tips for tackling the EV recruitment challenges.

The firm’s Associate Director, Lee Elwell, discusses the issue.

The challenges

According to recent reports from the Institute of the Motor Industry (IMI), there is a huge shortage in the number of electric vehicle technicians needed as the roll out of EVs continues.

The professional body estimates the market will need 103,000 qualified technicians to work with electric vehicles by 2030, rising to 124,000 by 2032. Its adjusted forecast warns of a potential shortfall of 16,000 by 2032.

The skills shortage has been exacerbated by a number of issues impacting independent garages in particular, of which there are around 30,000 in the UK. These include:

  • Driver ambivalence towards electric vehicles
  • An increase in the average age of vehicles on the road resulting in more work on fuel-based cars
  • Existing workforce shortages – around 24,000 vacancies – making it harder to send people on the relevant training courses needed

The situation hasn’t been helped by the Government’s decision to delay the ban on the sale of new petrol and diesel cars for a further five years until 2035. Despite this, many vehicle manufacturers have already committed to going fully electric and will be continuing with planned timelines regardless.

The opportunities

While there are challenges for businesses to overcome in tackling EV recruitment, the situation does present an opportunity for those which can invest the time and effort in preparing for the drive to electric. There are almost one million electric vehicles on the roads already and a shortage of skilled EV technicians means the garages which are equipped with the people and knowledge are well placed to take advantage of growing market demand.

The solutions

There are steps that automotive businesses can take to tackle these recruitment challenges head on and give themselves the best possible chance of finding the people they need in the numbers required.

Upskilling existing mechanics

There’s no getting away from the fact that meeting the EV technician shortage is going to involve investment in training and recruitment. But with the future being electric, it’s surely worth making the investment and getting ahead of the game.

Training courses and qualifications are widely available to upskill car mechanics to be able to work on electric from organisations such as the IMI and others. As well as future-proofing businesses, investing in employee development demonstrates a commitment to the workforce and the environment.

Short-term contractors

The general age of cars on the road has risen and already understaffed independent garages are struggling under increased workloads. This, together with the delay on the 2030 target, means EV training has probably slipped down the priority list. Garages could be too busy to send people on training courses, even if they wanted to.

Using contractors in the short-term to free-up training time for permanent members of staff, could provide an immediate solution that protects a business for the future.

Unlocking the talent pool

When skills are in short supply, it’s worth adopting a more strategic approach to recruitment, especially when the usual methods of posting on local jobs boards isn’t working. Partnering with a recruitment specialist can help unlock a business’s talent pool. That means building relationships with schools, colleges and training providers to attract new recruits, identifying people in other sectors with transferrable skills and targeting adverts in the places most likely to be seen by potential candidates.

It means knowing just where to look for those people who might not have the exact qualifications needed, but do possess the competencies and values that could make them the ideal candidate.

Creating a talent pool

Another solution could be for businesses to consider creating their own talent pools by offering training schemes or apprenticeship programmes so they have a homegrown team of skilled technicians to deploy for the electric revolution.

Getting recruitment ready

When skills are in short supply, businesses need to work harder to make themselves stand out. The first step to recruitment success is to make sure the offer and package is right by benchmarking salaries and other benefits, while clearly communicating the business’s mission and values. Factors such as a work-life balance, development opportunities, flexibility and wellbeing support can often be a deciding factor when candidates have more than one offer on the table.

Planning for recruitment

Whether new staff members are needed now or in the future, working with a recruitment specialist to plan ahead and identify the strategies that will get the results can make all the difference.

EV mechanics will play a key role in shifting society towards a cleaner, greener mode of transport, so it’s vital that the looming skills crisis is tackled head on.

For help with EV recruitment, contact Lee Elwell (Associate Director, Energy) on 01384 446154, or email Lee.elwell@jonlee.co.uk.

 

Conference speakers urge Welsh Government to listen to tourism industry

Tourism leaders have called on Welsh Government ministers to listen to the industry when developing policies that will impact businesses.

The call came from Wales Tourism Alliance (WTA) chairman Suzy Davies and Steve Hughson, chairman of both the Mid Wales Regional Tourism Forum and the Event Wales Industry Advisory Group, when speaking at the Mid Wales Tourism Conference.

The sell-out conference, which attracted 120 delegates as well as exhibitors and sponsors, was held at the Metropole Hotel and Spa, Llandrindod Wells. The event was organised by MWT Cymru, an independent organisation representing around 600 tourism and hospitality businesses across Powys, Ceredigion and Southern Snowdonia.

Mrs Davies said the WTA, which represents around 6,000 businesses in all sectors of tourism industry across Wales, was working with others to restore the industry’s relationship with the Welsh Government.

Mid Wales Regional Tourism Forum Steve Hughson addresses the conference.

There had been a breakdown in communications stemming from the introduction of the 182-day rule for self-catering accommodation in Wales. Self-catering accommodation that fails to be occupied for 182 days of the year now risks paying much higher council tax.

The WTA has been talking to the Welsh Government about the impact of the 182-day rule, a tourism tax and statutory registration of tourism accommodation, but Mrs Davies said it had not been listening and businesses had lost faith in the consultation processes.

“The current engagement structures don’t work for either the Welsh Government or the tourism industry,” she added. “The  industry must be in the room when the Welsh Government shapes and designs policy and we need to be listened to.”

She said there were signs that the Welsh Government was now beginning to listen to the industry’s collective voice, as a review of the 182-day rule had been promised and the tourism tax had been delayed until 2027.

“There is now a much better understanding of what we have been all saying for the past 18 months,” she added. “We must never find ourselves in this position again which is why we have organised a symposium in Newtown in January and we hope the Welsh Government will attend.”

Mr Hughson also stressed the importance of a united tourism industry working closely with the Welsh Government to influence and shape policies to ensure that they work well when introduced.

“We can get the Welsh Government and Visit Wales to change, so long as we work in partnership in a polite, respectful and evidence-based way,” he said. “It has never been more important that we work together.”

Regional tourism forums across Wales had an important role in making Welsh Government ministers in different policy areas aware of the cumulative effect of their policies on the tourism industry, he added.

MWT Cymru chairman Rowland Rees-Evans speaking at the Mid Wales Tourism Conference 2023.
Picture by Phil Blagg Photography.
PB220-2023

MWT Cymru chairman Rowland Rees-Evans thanked both Mrs Davies and Mr Hughson for their work on behalf of tourism businesses during a challenging time for the industry.

He referred to four consultation papers issued by the Welsh Government. “They will undoubtedly have a major impact on the industry when the legislation is implemented,” he said.

“We are already starting to see the effect of 182-day rule on self-catering holidays. As it stands at the moment, next year we will also have full business rates to contend with, among other changes.

“MWT Cymru has always tried to look after its members, business partners and community groups with help and support from our great team who try to get ahead of the curve whenever new legislation, rules and regulations are being put in front of us.”

Despites concerns about new legislation, he said there were positive signs that 2024 could be a better year for tourism businesses. Forward bookings were healthier than the same time last year and there was feeling that people, who did not take a holiday in Mid Wales this year due to the cost of living crisis, would return in 2024.

Header image caption:

Wales Tourism Alliance chairman Suzy Davies being interviewed by Phil Blizzard for a conference podcast.

Aber Falls Distillery releases Rye Distillery Exclusive whisky

Aber Falls Distillery in Abergwyngregyn has today released a brand new ‘Rye Distillery Exclusive’ Welsh Whisky, with just 579 bottles being made available from its Visitor Centre.

With a combination of 51% malted rye and 49% Welsh malted barley, this Rye Whisky has been matured in a Virgin Oak cask for just over 3 years. This whisky is natural in colour & non-chill filtered – produces notes of Christmas cake candied fruits, marzipan, chocolate, and vanilla, whilst the palate delivers a taste of rye bread with hints of apple and malt, with a long-lasting, with a long delicately spiced finish reminiscent of spiced, ginger biscuits.

Jill Boyd, Master Blender at Aber Falls, said: “One of the great advantages of being a Welsh distillery is our ability to be able to experiment with different wood types and barrels. In turn, we can create unique whiskies and our rye release is a great example of this.”

Aber Falls Single Malt whiskies are distilled, matured, and bottled in North Wales, between the foothills of the Carneddau mountains in Eryri and the Menai straits. They are crafted using 100% Welsh malted barley and rock-filtered water taken from the Aber Falls Waterfall and are crafted by a team of local people. This very special whisky release is a combination of Welsh malt, and Rye creating a truly exceptional limited whisky release.

The Aber Falls ‘Rye Distillery Exclusive’ Whisky is bottled at 52% ABV and available to purchase from the distillery’s shop at an RRP of £85.