Monthly Archives: December 2023

Awards, News

Mrs Buckét Receives Female-Led Growth Award at the Prestigious Wales Fast Growth 50 2023

Mrs Buckét, a standout leader in the commercial cleaning industry, has been officially recognised with the Female-Led Growth Award at the Wales Fast Growth 50 awards 2023. This award celebrates the female role models within our community by recognising the best female-led businesses that have appeared on the Fast Growth 50 since 1999.

The Wales Fast Growth 50 2023 awards was a celebration of the fifty fastest growing businesses in Wales that took place at the Utilita Arena in Cardiff on the 30th of November. This ceremony saw accolades awarded to the fastest growing firms in categories that ranged from Consumer Products, Financial Services, Recruitment, and Green, to name a few.

Mrs Buckét was founded in Swansea by Rachael Flanagan, then just 18, in 2005, and has since grown to employ over 400 staff, with a turnover of £7.5 million. The firm aims to surpass the £10.5 million mark by the end of 2024.

This year’s Fast Growth 50 has been a showcase of growth excellence, with Mrs Buckét one of eight companies recognised for exceptional female-led leadership in Wales. This award is testament to the company’s relentless pursuit of excellence, innovative strategies, and unwavering commitment to its customers.

30.11.23 – Fast Growth 50 Wales 2023, Utilita Arena, Cardiff 

Rachael Flanagan, CEO, Mrs Buckét, said:

“Receiving the Female-Led Growth Award is a tremendous honour for Mrs Buckét. From our humble beginnings in Swansea in 2005, we’ve strived to not only excel in the commercial cleaning industry but also to inspire and empower women in business. This recognition is a testament to the dedication and hard work of our entire team. As we continue to grow, we remain committed to our values of excellence, innovation, and customer satisfaction. I am proud of what we have achieved, and this award motivates us to reach even greater heights in the coming years.”

 

Dylan Jones Evans, Founder of Fast Growth 50, said:

 “After 25 years of the Wales Fast Growth 50, the performance of Mrs Buckét demonstrates that entrepreneurial businesses are still driving prosperity and growth across the nation whilst generating wealth and jobs in their local communities. Most important of all, their success stories will hopefully inspire others to follow a similar journey.

“With fifty Welsh firms generating nearly £600 million of additional turnover and creating over 2,000 new jobs between 2020 and 2022, this year’s list demonstrates yet again how innovation, enterprise and sheer hard work can make a real difference in all sectors from construction to financial services to technology.”

 

The Wales Fast Growth 50, an annual event, identifies and celebrates the fastest-growing businesses across Wales. It offers a unique platform for companies to gain recognition for their achievements and contributes significantly to the regional economy. The winners are selected based on their percentage revenue growth over the last two years, showcasing their ability to scale rapidly and sustainably.

Mrs Buckét’s win is a clear indication of its robust growth trajectory and its significant contribution to the Welsh economy. The company’s success story serves as an inspiration to emerging businesses in Wales and beyond.

For more information about Mrs Buckét, please visit https://www.mrs-bucket.co.uk/

 

About the Wales Fast Growth 50:

The Wales Fast Growth 50 is a highly respected index that tracks and recognises the 50 fastest-growing businesses in Wales based on their turnover growth over a two-year period. The programme is more than just an awards platform; it builds communities to support, celebrate, and champion entrepreneurs at various stages of their journey.

Cardiff, HR, News

EffectiveHRM expands client base with second acquisition of 2023

ONE of South Wales’ leading HR consultancies EffectiveHRM is aiming for further growth in 2024 after securing its second acquisition this year.

The firm has acquired Aible HR, in a move which will see owner, Ami Jones, move to an in-house position with her largest client. The remaining client base will be acquired by EffectiveHRM.

The move will significantly increase EffectiveHRM’s existing retained HR client base as it takes on Aible’s clients spanning South Wales, South West England, and a number of clients further afield in the East and West Midlands and South-East England.

 

EffectiveHRM, founded by Emma del Torto in 2011, is one of the leading HR consultancies in South Wales, supporting a range of clients from start-ups to established businesses with positive employee management.

With more than 25 years’ experience in employment law and HR, Emma established EffectiveHRM with a mission of becoming the UK’s most cost-effective, personable and valuable HR service.

 

Aible HR is a renowned HR consultancy based in Cardiff, providing reliable and affordable remote HR services.

This will be EffectiveHRM’s second acquisition of 2023, after acquiring health and safety specialist Standerwick Safety Partnership’s client book in May.

 

Emma del Torto, Founder and Managing Director of EffectiveHRM, said: “The acquisition of Aible HR is a testament to the hard work and efforts of our staff at EffectiveHRM. Working with yet another female-led company, this acquisition is a great honour to us. We have every confidence in the future of EffectiveHRM and will continue to provide our first-class service to both EffectiveHRM and Aible’s clients.”

 

Ami Jones, founder of Aible HR, said: “This is a positive leap for Aible HR, and I am excited to see the direction that the highly skilled team at EffectiveHRM will take. After over 10 successful years of providing our HR services in Cardiff, it is time for Aible HR to take the next step.”

 

Winner of the Wales HR Awards Best HR Consultancy 2020 & 2021, EffectiveHRM’s services include retained HR support, health and safety, learning and development, and business coaching.

 

Neurodiversity, News, Retention, Wellbeing at Work

Aon study finds HR professionals believe DE&I policies drive performance, but support is lacking for neurodiverse employees

  • Aon’s 2023 HR Future Focus Survey shows that while DE&I is a focus of employers’ recruitment strategies, it needs to be embedded in retention
  • Aon’s Neurotech® listening tool, Reflection, reveals that HR professionals do not believe organisations are actively supporting neurodiverse employees

Aon plc (NYSE: AON), a leading global professional services firm, has released the results of its 2023 HR Future Focus Survey, which show that when asked about their Diversity, Equity and Inclusion (DE&I) strategies, HR professionals do not believe that their workplace is actively supporting neurdiverse employees. They are also undecided on whether their people managers are truly inclusive.

Katherine Conway, head of inclusion and cultural initiatives at Aon, said:

“Not embedding DE&I in your retention strategy puts your firm at risk of losing the benefits of a diverse workforce: unique perspectives, better collective problem-solving and innovative ideas. Inclusion and diversity are very important for employees and diverse talent will leave when the work environment fails to support them.”

Aon’s study used the firm’s Neurotech® listening tool, Reflection, which captures two types of insights: a ‘traditional’ score (i.e., what people are prepared to say (consciously moderated answers) and a neuroscientific score (i.e., how people genuinely feel).

The difference between the two scores reveals a cognitive dissonance gap – the difference between what people say and what people really think. When both scores are close together, it suggests low cognitive dissonance, and indicates people responding authentically. However, when there is a clear gap between the scores, it indicates a degree of inauthenticity.

The survey shows a marked disparity when participants were asked to respond to the statement, ‘We actively support neurodiverse employees.’ The traditional score was 54 percent, while the neuroscientific score was much lower at 39 percent. This significant 15 percent gap indicates that HR professionals feel that not enough is being done to help neurodiverse employees in the workplace. This is reflective of what Aon is seeing in the marketplace with few firms doing enough.

This gap is further demonstrated when employees were asked to respond to the statement, ‘Our people managers are inclusive.’ The traditional score was 61 percent, while the neuroscientific score was 10 percent lower, at 51 percent. Issues are also expressed in these statements from the report.

  • ‘Employees are engaged with our company’

Traditional score: 67 percent / Neuroscientific score: 42 percent (25 percent difference)

  • ‘We authentically embed DE&I in retention’

Traditional score: 55 percent / Neuroscientific score: 31 percent (24 percent difference)

However, Aon’s survey also showed that despite the perception that DE&I is not genuinely embedded in retention strategies (a difference of almost a quarter), when it comes to reward, HR believes that it is being effectively rooted in policy. The traditional score was 51 percent, while the neuroscientific score was 61 percent. The positive 10 percent incline in the authentic response, indicates that the majority of respondents feel that DE&I is embedded within their reward strategy.

Nathalie Hyatt, strategy principal at Aon, said:

“Lower traditional scores show that, although HR respondents have a feeling that their DE&I policy makes them better performing and that they “authentically embed DE&I in reward’, they may lack data to back up what they believe. This is in line with the lack of data-led benefits strategy as shown by the negative association score on ’Data informs our benefits design/strategy’, in the Reward section of the findings. Here the traditional score was 63 percent and the neuroscientific score was down at 28 percent, showing a cognitive dissonance gap of 35 percent.

“Inclusion drives successful engagement with diverse talent. HR leaders that can use data to inform their people strategies can better support, nurture and develop a workforce with a differing range of views, opinions and thoughts. This helps shape business outcomes and performance. Supporting neurodiverse employees is a key part of driving a culture that values difference while at the same time promotes inclusion.”

For more information, download Aon’s 2023 HR Future Focus HR Respondents Survey. For more information about Aon’s Neurotech® listening tool Reflection click here.

About Aon

Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Our colleagues provide our clients in over 120 countries and sovereignties with advice and solutions that give them the clarity and confidence to make better decisions to protect and grow their business.

Carbon Reduction, Climate, News, Sustainability

TechMet warns COP28 that the world is facing “structural cliff of undersupply” of critical metals for the clean energy transition

The Chairman and CEO of leading critical minerals investment company, TechMet, has warned the COP28 climate conference that the world is facing a “structural cliff of under supply” for lithium, nickel, cobalt and the critical metals required for the clean energy transition.

TechMet founder Brian Menell’s comments came at the UN Climate Conference COP28 being held in Dubai, United Arab Emirates.

 

Menell has also been highly critical today about the lack of discussion of critical metals at the heart of the global climate negotiations.

“Even though it is great to be here at COP28 and for critical metals to finally be on the agenda at some events, we are still very much on the fringes of this UN climate conference. Frankly, we should be closer to the heart of the talks because otherwise the world is simply not going to be able to meet our climate change goals,” warned Menell.

 

Earlier this week, TechMet secured a further $50 million commitment from the U.S. International Development Finance Corporation (DFC) as part of its latest fundraising round.

Speaking at a critical minerals fringe event hosted by the Atlantic Council, a non-partisan US think tank, Menell added: “We cannot achieve climate change goals without the metals and mining industry deploying probably an additional $50 billion per year over the next ten years to build supply and processing of the minerals going into batteries, electric vehicles and renewable energy systems. At the moment, we are not doing it.

“Our industry needed to deploy $100 billion in critical minerals production and processing three or four years ago, to avoid the structural cliff of under supply for lithium, nickel, cobalt and rare earth metals that is now almost unavoidable in the next three or four years.

“The implications of our ongoing failure to adequately scale production to meet the acceleration of demand are very considerable.”

Disaster Recovery and Business Continuity, News, Technology

11:11 Systems Expands Award-Winning DRaaS Offering  

A fully managed, customised Azure solution that extends DR resiliency for on-premises, cloud and/or multi-cloud environments 

 11:11 Systems (“11:11”), a managed infrastructure solutions provider, has launched 11:11 DRaaS for Azure, a new disaster recovery as a service (DRaaS) offering designed specifically for the Microsoft Azure cloud. The new globally available recovery solution gives organisations customised and fully managed disaster recovery (DR) for their on-premises, Azure cloud and/or multi-cloud environments.

By combining 11:11’s award-winning DRaaS technology and managed recovery expertise with the scale and flexibility of Microsoft Azure, the new solution provides enterprise-grade business continuity and helps customers meet their recovery objectives. Further, 11:11 DRaaS for Azure reduces complexity, freeing up time and resources for customers to drive transformative business outcomes.

With a pay-as-you-go model leveraging proven Zerto technology, 11:11 DRaaS for Azure provides application-level failover and recovery capabilities and automation across diverse use cases such as on-premises to Azure cloud, Azure cloud to on-premises and between two Azure cloud environments.

 

“This new solution is more than a product; it’s a commitment to our customers’ resilience and success,” said Kaushik Ray, chief experience officer at 11:11 Systems. “This product release extends and deepens our DR capabilities and provides comprehensive self-managed and fully managed recovery services, regardless of platform and recovery location, which reinforces our position as a trusted risk and resiliency partner in the global market.”

 

The comprehensive and fully managed solution includes implementation, maintenance, scheduled testing, 24×7 support and an industry-leading service level agreement (SLA) for business’s recovery time objectives (RTOs) that provide guaranteed recovery within a stipulated timeframe, as highlighted in Gartner Peer Insights customer reviews.

“Working with 11:11 Systems has been a great experience; they are a professional organisation that is easy to work with. They have vast experience in the DR area and with the help of their automation tools, it made the whole deployment process simple providing an excellent RPO/RTO,” according to a Gartner Peer Review for 11:11 DRaaS.

To learn more about 11:11 DRaaS for Azure, click here.

 

ABOUT 11:11 SYSTEMS

11:11 Systems is a managed infrastructure solutions provider that holistically addresses the challenges of next-generation managed cloud, connectivity and security requirements. The 11:11 model empowers customers and partners to “Rethink Connected,” which includes integrated services that deliver increased performance, optimisation and savings. Learn more at 1111Systems.com.

News

Kennelpak to take a bite out of North-West as site search begins

NG Chartered Surveyors, the property people, have been retained by Kennelpak to acquire new stores in the North-West.

Nottingham-based Kennelpak was founded in 1974 supplying high quality pet food to the pet product industry and now distributes a wide range of products throughout the UK and Europe.

The company has a cluster of retail stores and salons situated predominantly in the East Midlands and dominates this regional market.

Richard Sutton, NG’s Managing Director who has been tasked with locating the stores in the North-West, said: “Having delivered the retail transformation in the East Midlands, Kennelpak have turned to us to help them grow throughout the UK.

“We are searching for sites in the Congleton, Chester, Crewe, Macclesfield, Nantwich, Stafford and Stoke areas, with footplates of between 2,500 sq ft to 4,000 sq ft.”

Richard said that NG will consider former car dealerships, ex-tyre and exhaust centres, trade parks – or ideally retail parks anchored by a food store with high levels of free parking nearby.

He added: “I’d urge any landlord who is searching for a high quality tenant such as Kennelpak to contact me immediately.”

Education, Education News, Science

The OR Society welcomes Government funding that will transform the mathematical science landscape

The OR Society, the leading membership organisation for operational researchers, welcomes funding announced by the Chancellor in last month’s Autumn Statement[i] for up to £6m over three years, for the creation of a national Academy focussed on mathematical sciences.

Commenting on the announcement, Seb Hargreaves, Chief Executive at The OR Society said: “It’s heartening to witness the Chancellor’s endorsement of the creation of an Academy that will serve as a formidable champion and ally for everyone within the mathematical sciences community.

“The creation of an Academy devoted to advancing mathematics and data skills is a positive development and we look to proactively engage our members in the many opportunities to collaborate in the future’’.

The OR Society highlight that the UK has long been a mathematical research powerhouse, with six Fields Medallists – an award often described as the mathematical equivalent of the Nobel Prize; world leading universities and a rich history of innovation.

But the potential of UK mathematical science has been hampered by fragmentation between different parts of the mathematical community, and between academics, teachers, policymakers and industry.

The new Academy seeks to change this and transform the mathematical sciences landscape, by bringing together a unified community of mathematical scientists that spans education, academia, industry and the public sector.

The creation of an Academy was a key recommendation of the 2018 Bond Review[ii], an independent review carried out by Professor Philip Bond, aimed at examining knowledge exchange in the mathematical sciences.

Following this review, mathematical groups and individual mathematicians in the UK, coordinated by the Council for Mathematical Sciences (CMS), have been working to develop what such an Academy might look like – akin to the Royal Academy of Engineering (RAEng) or the Academy of Medical Sciences (AcMedSci).

The OR Society has been actively involved in the set up phase as a ‘proto Academy’. The proto Academy conducted a consultation in May 2023 to assist in informing and shaping its development, as well as identifying the initial priorities for the Academy.

Many members contributed to this consultation and together with their Research Committee, The OR Society submitted a consolidated response.

Dr Gilbert Owusu, President at The OR Society said: “I am pleased to see the Academy taken forward with the financial backing required. The establishment of a national Academy will bring together key players in the mathematical sciences, amplifying influence and cultivating cohesion in tackling numerous challenges, many of which operational research has a significant role to play.’’

For more information about The OR Society visit www.theorsociety.com.

[i] https://www.gov.uk/government/news/science-innovation-and-technology-backed-in-chancellors-2023-autumn-statement

[ii] https://www.ukri.org/publications/the-era-of-mathematics/

News, Property, Property News, Retirement

The retirement living evolution – a brighter future for retirement communities.

Written by Dominic Stead, Property Director at My Future Living

The recent Autumn Budget brought some positive news for retirees, with the Chancellor reaffirming the government’s support for the full state pension triple lock. Come April 2024, pensioners will receive an 8.5% increase in their pension – a move that will help with challenging cost-of-living pressures. Since its inception in 2011, the triple lock has proved vital in safeguarding pensioners’ income. This recent announcement will help to reinforce retirees’ financial security and overall well-being amidst the ongoing economic fluctuations.

For those relying solely on the state pension, this increase promises a more comfortable retirement, with the state pension rising from £203.85 per week to £221.20 per week (£11,502.40 per year). This boost in financial stability will also help maintain robustness within the residential retirement market. With an ageing population in the UK, the financial stability and resilience of the sector is vital as it means that retirees have housing options in the future that will suit their needs.

Growing the retirement rental sector

Choosing the right place to live in later life is a major consideration and retirement communities are growing in popularity. With people living longer and healthier lives, these developments attract independent and active retirees who desire a safe and friendly community of people of their own age.

Another notable shift is the move towards renting. The volatility in the housing marketing means that traditional notions about purchasing property are being reassessed and consequently more people in their 60s, 70s and 80s are choosing to sell up and rent. The 2021 census revealed a significant surge in renting households over the past two decades in England and Wales. Estate agency, Hamptons points to the landscape of British homeownership steadily shifting and predicts the number of over 65 rented households to pass 1m by 2033[i].

Older people see the benefits of downsizing as freeing up equity and savings from their home, which gives them more options than ever, including being able to help younger members of the family on to the housing ladder.

The private rental sector is not always the best option for older people, especially since it was reported in July UK rents rise have risen at the fastest pace since records began[ii]. For these reasons, renting in retirement communities will become a popular choice for many, not only as it’s more affordable but because of other benefits too.

Advantages of retirement community living

In our recent customer survey, nearly a quarter of people said their finances had improved since moving into a retirement development. Many have used the capital from the sale of a house to fund their retirement and they benefit from the fact they no longer worry about some of the issues that may arise in the apartment such as the cost of maintaining a home, as these services are included in the rent. Also, rents are usually lower when compared to the private rental sector in the same area.

But there are other benefits too. Retirement developments tend to be centrally located, in desirable places and close to amenities and transport. With communal spaces for residents to get together and enjoy activities and events they can also be very sociable places and many residents organise outings to local attractions, pubs, and restaurants.

Most rental apartments are available with assured ‘lifetime’ tenancies and this security of tenure provides great reassurance for older renters. For additional support, there is a 24-hour emergency alarm system in each apartment and an onsite manager on duty during the day.  With these many advantages and the changing perception of renting, retirement communities will only grow in demand in the future. Not only can they give people financial security, but they also match their lifestyle aspirations too. People can live with likeminded people and share social connections, but at the same time have neighbours they can rely on when needed.

How retirement landlords are lending their support

Landlords like us are committed to supporting retirees and ensuring they live in a safe, secure, and affordable environment. We want people to live happy lives in housing that meets their needs as they age.

One way we achieve this is by capping rent increases to 6 per cent maximum annually, which is far more manageable than the 20% increases that we have seen in some areas this year. We also present this information in a clear and transparent figure to people before they move in.

We are also committed to improving energy performance certificates to level ‘C’, well ahead of any legal requirement to do so, which will help people make savings on their energy bills.

Our assured ‘lifetime’ tenancies are also a game changer for those who previously may not have considered renting. These give the same security of tenure as home ownership, but people have all the other benefits that living in a retirement community brings.

We also support maintenance within the apartments. Things go wrong in homes – boilers break, roofs leak and fences fall –which people need to deal with if they own their home. Renting takes away all this hassle and the cost, as it is the landlord’s responsibility to take care of all these things. In addition, rent includes service charges and ground rent, which makes budgeting easy and more straightforward for people, plus we have a welfare officer whose sole responsibility is supporting our tenants.

The Chancellor’s announcement of the state pension increases in 2024 is a milestone in supporting retirees’ financial security and wellbeing. Alongside the government’s commitment, proactive actions by retirement landlords play an instrumental role in creating thriving and secure retirement communities. As the retirement landscape evolves, these efforts pave the way for a better retirement experience and lifestyle for all. We believe this is what everyone deserves in later life.

[i] https://www.hamptons.co.uk/articles/june-2023-lettings-index#/

[ii] https://www.independent.co.uk/news/uk/home-news/uk-private-rent-ons-housing-b2378128.html

News

Sorsco pledges support for the development of children in Tanzania

Sorsco, an industry leading provider in supply chain and procurement services for the hospitality sector, has pledged to support the nutritional and educational development of over 730 of children in East Africa, following a trip to Moshi in Tanzania this autumn.

Originally established by Nigel Draper in 2012, the Sorsco brand is committed to lowering food costs through intelligent sourcing and prides itself on delivering a fresh and results-driven approach for restaurants and the wider hospitality sector.

In working with food and drink suppliers from many countries worldwide, Nigel visited Africa to gain first-hand insight into the country’s food supply chain, while volunteering for Soweto Primary School in Moshi, located at the foot of Kilimanjaro in Tanzania.

In this interview, we speak with Nigel regarding his visit and the inspiration behind the company’s ongoing commitment to supporting children in Tanzania.

Can you tell us more about Sorsco and its involvement in supporting Equatorial food supply chains, particularly in Tanzania?

At Sorsco, we’re passionate about reducing food costs and improving food supply chains in impoverished regions, such as Tanzania. Our primary goal is to tackle the critical issue of food scarcity, particularly among school children who often struggle to access regular meals.

I recently had the wonderful opportunity to volunteer at Soweto Schule, a primary school located in Moshi, Tanzania. The school plays a crucial role in its community by providing not only education to its students but also regular meals. This is particularly important as a significant number of students do not have access to food when they are at home.

However, I uncovered that many parents are struggling to make the school payments needed for the food, meaning students would not receive a proper meal.  This experience was an eye-opener, and we at Sorsco felt compelled to take action.

Could you elaborate on the specific challenges faced by the school and the children in terms of accessing food?

Due to the financial struggles of parents, the school often faces insufficient funds to provide meals throughout the academic year. To tackle this issue, Sorsco supplied food and drink for the remaining months of the year, making sure that all 730 children had access to two meals a day at school. We are currently exploring ways to establish a more sustainable fundraiser to continue this initiative.

Unfortunately, it’s not just financial constraints that make things challenging, as the food itself requires additional effort. For example, it involves sieving rice and beans to remove husks and debris that the more basic processing left in. The food provided is also very basic, with unsweetened porridge, which is thick like wallpaper paste, in the morning and rice and beans for lunch.

For the kids and their families, life is a struggle and while all the same familiar things of daily existence go on around them, it’s evident that they work hard just to survive. The word ‘survive’ has a much more literal meaning in this part of Africa, where life is tough.

What inspired Sorsco to take action and provide sustainable solutions for ongoing food support in the region?

During my time volunteering in Tanzania, I witnessed the daily struggles faced by children and their families and it truly was a mind-altering experience that deeply affected how I view my daily life.

Life in this part of Africa is marked by economic hardships, and these challenges impact every aspect of daily existence. Having experienced the harsh realities during a month-long volunteering effort in Tanzania, we knew we had to act and had the resources to help ease the burden on families by supporting the children’s meal scheme.

Can you share some insights into the logistics involved in delivering food supplies to these remote areas, and how Sorsco manages these challenges?

The logistics of delivering food supplies to these remote areas are indeed challenging.

I personally witnessed the arrival of bags of rice on the back of a pick-up and beans transported by Tuk-Tuk, bringing a new meaning to the term ‘logistics.’ The conditions and infrastructure present unique challenges that demand innovative solutions.

Sorsco has been actively navigating these challenges, ensuring that the necessary food supplies reach their destination in a timely manner. It’s a testament to our commitment to overcoming logistical obstacles to provide essential sustenance to those in need.

How has your personal experience in Tanzania influenced your perspective on waste and consumption in more developed parts of the world?

It has had a profound impact!

Witnessing the resourcefulness and ingenuity of the Tanzanian people, who repurpose and reuse everything out of necessity, really made me question the wasteful practices we have at home. For instance, things we take for granted like crockery barely exist there, so why would you buy something that breaks if you drop it and costs a week’s wage to replace? Instead, people use durable plastic, and there is no concern for the environment as no plastic is wasted – it is all reused.  This experience has really shed light on what is resourceful living – it’s a marvel of ingenuity and necessity.

Going home, the experience certainly had me thinking about what was really needed, and I found myself questioning things like, ‘Why do I have a camera on the back of my car, when I just need to turn my head’, and ‘Why does everything we buy come with so much plastic, that just fills up my recycling bin each week.’

The contrast between the frugality and sustainability in Tanzania and the excess in more privileged societies led me to reevaluate and consider how I can contribute to a more sustainable and mindful approach to daily life.

In light of your experiences, what message would you like to convey to individuals in more privileged societies?

My experiences in Tanzania have served as a powerful reminder of the stark contrast in living conditions and the daily struggles faced by individuals in less privileged societies.

We live in an abundance of riches, which is beyond the comprehension or even the wildest imagination of most Tanzanians. Yet, their outlook and kindness were remarkable. They put me to shame with their willingness to help others when they themselves have nothing, and their strong determination and work ethic could rival even the best of us [safari drivers work nine months straight without a single day off]. I encountered some of the kindest, friendliest, and most generous people that I have ever met.

I hope this story can encourage others to pause and reflect on the privileges we all have. It’s a moment to consider how you can express gratitude for the cards life has dealt you.

News

DE&I-prioritisation and Discrimin-AI-tion The Talent trends shaping recruitment and retention in 2024

Latest predictions from 900 industry professionals as part of research conducted by leading talent solutions specialists, Cpl’s Talent Evolution Group, reveals that DE&I will be deprioritised in 2024, AI will perpetuate discrimination, with 42% of C-Suite business leaders perceiving DE&I as a minimal priority and 71% encountering challenges with bias and discrimination issues when using AI in recruiting. 

Research predicts that budget cuts driven by a poor economic climate and a volatile marketplace due to global conflicts will result in a very tough year for hiring managers. Cpl’s Talent Evolution Group has developed their predicted Talent Trends in 2024 to help employers and candidates prepare for the year ahead. 

Several pivotal trends are set to shape the way organisations approach recruitment and retention. Each trend brings with it its own set of challenges and opportunities that demand strategic foresight and proactive measures: 

The Downfall of DE&I? – In 2024, industry professionals predict that inclusivity and gender equality will move down the priority agenda. With conflicts raging across the globe resulting in the cost-of-living crisis not easing up, DE&I may be an additional victim as organisations focus on cost-cutting, with a quarter (25%) of employers citing limited resources and budget as the main reason DE&I will have less focus next year. With 47% of UK employers considering DE&I a minimal or limited priority, there’s a growing concern about organisations falling short of their DE&I commitments. While there are challenges to overcome to maintain momentum, DE&I benefits are too great to ignore, and for brands that get it wrong, the consequences can be catastrophic from a brand reputational point of view. 

Accessibility knowledge gaps – People with disabilities and impairments will have an issue with many UK-based employers that do not prioritise accessibility in the talent acquisition process, as they will continue to be overlooked for certain vacancies. Accessibility in recruitment is already an area of concern, with almost one-fifth (19%) of organisations in the UK lacking established accessibility initiatives. Neglecting accessibility not only hinders talent acquisition but also sends a message that inclusivity is undervalued, and this can create severe consequences in more regulated sectors such as life sciences and public services.  

AI’s Dark Side – There will be increased discrimination in the talent selection process due to an overreliance on artificial intelligence. Unconscious biases in AI models are already a concern, particularly regarding diversity and inclusion efforts. This has been widely acknowledged at the recent Artificial Intelligence Summit in Bletchley Park. While 81% of hiring managers believe AI is a valuable resource, 87% acknowledge challenges with bias and discrimination. The EU’s AI Directive has placed recruitment in the highest-risk category for good reason, as the unchecked use of algorithms in hiring processes will perpetuate discrimination.  

Employer Branding Horror – Regardless of how well a job ad is worded, or how much detail goes into a job description, candidates won’t attend first interviews due to being put off by employer reviews on public forums like Glassdoor, disclosing unfavourable inside information on the negative experiences of ex-employees. According to recent research from Cpl’s Talent Evolution Group, over two-thirds (69%) of ex-employees now share public-facing online reviews of former employers, with over half being of a negative nature. This number will continue to rise. The research also uncovered that 55% of employees were not invited to conduct exit interviews, and 38.2% were not asked for feedback upon resigning from their last job. These figures emphasise the importance of actively engaging departing employees for valuable insights to continually improve employer branding.  

Streamlining the Approvals Process – Companies will adopt a more agile approach to talent acquisition, with more streamlined and automated processes to ensure top talent is secured and not left in onboarding limbo. In the fiercely competitive job market, slow approvals and elongated hiring processes will have a detrimental domino effect on securing top-tier talent. Prolonged hiring processes result in the loss of potential talent, as 92% of employers reported losing candidates due to lengthy processes in 2023.  

Worker Misclassification Nightmares – Expect more lawsuits, financial penalties, and brand damage as organisations grapple with legal nuances between employees, workers, and self-employed individuals.  

Several prominent brands have already faced consequences for failing to comply with regulations in 2023. The Government identified 200 employers who were subsequently directed to reimburse their lowest-paid employees for wages below the minimum wage.  

This issue will likely worsen before it gets better, with nearly a third (31%) of hiring managers feeling unprepared for UK employment law situations. The majority (94%) stated a need for clearer legal distinctions between permanent employees and contingent workers, highlighting potential compliance challenges for 2024. 

Return to the office limiting talent pools – Cpl’s Talent Evolution Group research indicates that 81% of organisations are moving away from remote work, with 30% of employees required to return to the physical workplace and 51% encouraged to do so. This shift poses challenges for HR departments. In organisations with a blended workforce, where employees work remotely, in a hybrid manner, or in-office, those working remotely are likely to feel disconnected, risking reduced attention and unclear expectations. This will result in decreased productivity, disengagement, and higher turnover. 

Fear of the Talent Drought – Over-reliance on top performing talent will lead to more burnout and stress, especially in industries that rely on the latest technology and specialist skillsets. The talent landscape in 2024 brings with it the fear of a scarcity of skilled candidates, with 93% of hiring managers concerned about a talent drought going into the new year. Factors like rapid technological advancements and demographic shifts are expected to lead to a shortage of qualified professionals. Additionally, an ageing population and lack of EU workers are reducing the pool of available, experienced, and qualified workers, putting more pressure on and relying on top-tier talent. 

More Agile and Cost-Effective Talent Acquisition – Outsourcing talent solutions is expected to rise, with 77% of organisations planning to outsource talent management in 2024 to maximise investment, access to talent expertise, and cutting-edge recruitment tools. Cpl’s Talent Evolution Group has witnessed firsthand the need for organisations to dial up their talent acquisition efforts to cope with increased demands and new projects. Many in-house departments aren’t equipped to succeed at upscaling at pace and therefore strategically outsource to talent specialists with access to top-tiered talent and the tools and technology to upscale and recruit at pace.  

Áine Fanning, Managing Director, Talent Evolution Group, said, “As we look ahead to 2024, it’s evident that the talent acquisition landscape is evolving rapidly, presenting many challenges and opportunities for organisations.  

“In light of the trends outlined, it’s clear that 2024 will demand a strategic approach from both employers and candidates alike, especially regarding the efficient use of budgets, DE&I and how we best utilise technology to support requirements.  

“Ultimately, talent acquisition and retention will benefit from a proactive and adaptable approach next year. By addressing these trends head-on, we can collectively shape a more inclusive, efficient, and successful talent landscape in 2024 and beyond.” 

Cpl’s Talent Evolution Group is a leading expert in Managed Service Provider (MSP) and Recruitment Process Outsourcing (RPO) solutions. With a keen understanding of the evolving recruitment landscape, TEG offers strategic insights and data-driven solutions to help organisations across various industries including life-sciences, technology, financial services, and public sector, thrive in today’s competitive talent market. 

For more information on the predicted Talent Trends for 2024, including additional statistical information relating to the views of 300 industry professionals, please visit: https://www.talentevolutiongroup.com/talent-insights/blog/talent-recruitment-trends-2024/