Monthly Archives: October 2024

Eating Disorders

New Film Starring Sid Owen And Host Of Celebrities Will Shine A Light On Personal Struggles

A mother and daughter who have created a star-studded satirical film about living with an eating disorder have said they wanted to address misunderstandings around the subject.

‘A Day In With An Eating Disorder’ features actors such as Sid Owen, This Is England icon Paul Cooper, Strike actress Jessica Impiazzi, and Hollyoaks’ star Mikyla Dodd.

Speaking to GB News’ actress Samantha Crilly, whose battle with an eating disorder was the inspiration behind the film, said:

“We wanted to create something for the entertainment industry that wasn’t just another kind of dull documentary. Some of them are brilliant, they’re very informative, but you kind of leave a bit bewildered and a little bit kind of flat.

“I’m quite passionate about comedy, and we laughed a lot during our rock bottom times, and I think a lot of people do.

“If you can laugh in the face of adversity, you’re very much bulletproof.

“So we thought, I’ve got a passion for writing, and [Mum Lynn’s] obviously got an unbounded knowledge on the subject.

“So why don’t we recreate a film with a kind of satirical look on eating disorders? It’s a bit of a risk. It’s never been done before, but equally, it’s kind of threaded through with a lot of information and awareness about the subject. And also, we’ve made it very non triggering as well.

“I was diagnosed before [eating disorders] were really spoken about. So 20 years ago I was underweight and it went around the school that I had cancer, because no one had been informed and knew about eating disorders.

“I think it’s hard because mental health is so spoken right now; sometimes it almost becomes people’s identity, and it’s almost cool to have something when it’s quite really disastrous.

“And I think sometimes that probably brings a stigma to it nowadays, is that it’s almost overused and used so easily.

“Because behind the scenes [of the film], everyone’s talking about their experiences, and we’ve obviously had caterers in and everyone said, ‘I had to leave the table, just because I was going over to overeat’.

“Everyone had some kind of link to the project, so everyone was talking about their struggles with it behind the scenes, but then obviously playing different characters that had different eating disorders. So it was quite close to everyone’s heart.

“I think it is a risk doing a satirical look with something as delicate as this. But I think if you almost put it out of the brackets of comedy, it kind of puts a stigma on it in a different way of not being able to touch it.”

Samantha’s mother Lynn, an author, is the producer of the film. She trained as a counsellor after her daughter began suffering with an eating disorder and OCD.

Talking about the film she said:  “We spent a bit of time in the system, and I realised that it wasn’t working for us, so I took it on myself to learn as much as I could about the subject, and we worked with Sam at home, and our story has blossomed from there.

“It is a tragedy. Mental ill health and eating disorders destroy the lives of not only the sufferers, but their families as well.

“It’s amazing, really, that 20 years ago, our story was just beginning, and 20 years on, we’ve done what we’ve done, but I have to say that very little has changed in the system, and I think that’s what we’re passionate about.

“I work with families every day, and I see the destruction that eating disorders and other mental illnesses, not just to the sufferer, but the whole family.

“And I think that’s what really passions me, because obviously, 20 years ago, we were there, and I just feel that so much more needs to be done.

“And I think with eating disorders, there is still a lot of misunderstanding around the subject. And we were very lucky. And I will name names of the people like Mikyla [Dodd], Paul [Cooper], Ben Jardine, Bobby Davros Sid Owen’s in it and Susanna Page.

“They’re passionate for their own reasons. They’re passionate about the subject, and they all gave up three days of their life to come and do it for nothing.

“We’ve still got a little bit of filming to do, but we’re hoping that it comes out during Mental Health Week.

“We did it all in three days so it was quite stressful, but I have to say thank you to everyone that took part, and they all came with good grace and new friendships were formed.  It just was a real feel-good feeling as well, that we all came together to support it.

“People can watch it on my website, which is LynnCrilly.com or there’ll be updates on my Instagram @Lynn_Crilly.”

FOR MORE INFORMATION ABOUT THE FILM VISIT https://www.lynncrilly.com

Awards, Environment News, Highlands, News, Scotland, Sustainability

Highland Hotel Lands Climate Change Action Award

Accolade follows global recognition

A family-run Inverness hotel has received a major Climate change Action award just days after being voted one of the greenest in the world.

The 4-Star Glen Mhor Hotel was judged winner in the Climate Action category at the sell-out Highlands and Islands Thistle Awards on Friday, which honours excellence in the hospitality sector.

The accolade comes on the back of its £8m on-site Sustainability Centre, Climate Action Plan and pioneering Fair Work policies securing a global award at the inaugural World Sustainable Travel and Hospitality Awards in Belize.

Seeking to embed climate- friendly policies across its business model, Glen Mhor’s co-owners decided to build a ground-breaking Energy Centre in 2021 – the first of its kind in Scotland.

Using water from the River Ness for heating and energy, the centre removes 250 tonnes of carbon annually, reducing the reliance on fossil fuels across the 126-room site.

The innovation, supplemented by Solar PV systems, also powers the production of single highland malt whisky and craft beer at its Uile-heist Distillery and Brewery, incorporated on the site at the Glen Mhor.

The Distillery project was the first in Inverness in over 130 years, when it opened in February 2023, and a new quarter cask programme has been released to celebrate the revival of whisky production in the highland capital.

It was these innovations which secured the Climate Action Award from judges and the Glen Mhor will now progress to the Scottish Thistle Awards National final in November.

The hotel plans to be fully gas-free by the end of 2024 and all of its 146 employees now hold individual Green job titles.

Glen Mhor Hotel’s Victoria Erasmus clutches the Climate Action Award and Highland Ambassador Award at the Highlands and Islands Thistle Awards.

 

“It was very humbling to hear people in the industry acknowledging what we’ve done,” said Glen Mhor Co-Owner and Sustainability Director, Victoria Erasmus.

“When we set out to future-proof our business, with sustainability at the very heart of that, it was tough times. We were building an Energy Centre that hadn’t been built before, in a historic conservation area, as well as a Distillery and Brewery.

“The hospitality world was coping with rising costs, rising energy bills and taxes.

“There were so, so many reasons not to do it but we managed to see it through.

“It was lovely to receive the award and the acknowledgement from our peers within the industry.”

The award ceremony was also a memorable and emotional occasion for Mrs Erasmus, on a personal level, as she landed the Highland Ambassador award for her advocacy for the region on both the domestic and international stage.

“It was a total surprise and it means so much to me,” she said. “I feel very honoured and proud for our teams.”

—

Image credit: Heartland Media/PR

Menopause, Menopause at work, News, Wellbeing at Work, Women's Health

Organix awarded Menopause Friendly Accreditation

Organix Brands Ltd, which was launched in 1992 with a clear mission to create tasty and nutritious children’s food using the best organic ingredients, has been awarded the Menopause Friendly Accreditation.

Based in Bournemouth, the company recognises that the wellbeing of its employees is so important through every life stage and wants people to know they can carry on working in a supportive and understanding environment. By committing to be Menopause Friendly, Organix worked closely with Henpicked: Menopause in the Workplace to source information, resources and training which, together, opened up many conversations and generated some really positive feedback.

The Menopause Friendly Accreditation, established by Henpicked: Menopause In The Workplace, recognises high standards and proven practices that embrace menopause in the workplace. Industry-recognised, it is the only accreditation that sets clear standards which must be met. As such, it is truly meaningful and considered by many as a mark of excellence for menopause in the workplace.

In order to achieve The Menopause Friendly Accreditation, Organix was assessed by an Independent Panel and had to demonstrate evidence of its effectiveness in five key areas, namely: culture, policies and practices, training, engagement and working environment.

Ensuring that menopause is a safe and inclusive subject to talk about was key to Organix. Three successful outcomes of its menopause friendly strategy include:

  1. Menopause has now become a taboo-free everyday conversation
  2. People managers all feel fully confident in supporting their team with conversations about the menopause
  3. As a company, Organix understands the impact menopause can have on working lives and knows what to do to ensure people are able to carry on doing their jobs well and with confidence.

 

“We are delighted to have been awarded this accreditation.  We want our employees, and people who are thinking of working for the company, to know that we take this subject seriously,” says Lucy Critchley, HR Advisor at Organix. “Working towards and achieving the Menopause Friendly Accreditation shows we are willing to put in ongoing time and effort to support our people with their wellbeing.”

 

By providing the right support, awareness training and signposting, Organix firmly believes it will foster a fully inclusive workplace which will help them attract the valuable skills and talent that men and women of all ages have to offer.

“Whenever we consider the wellbeing of our employee’s, we also consider how inclusive we are being in our approach; although this can be seen as a mainly female subject, it’s been great to see the men in the team come along to the training and refer to the support documents,” continues Lucy. “They have been very open and appreciative, stating that they now have more understanding to support both their colleagues and family members.”

 

“Recognising that everyone needs to know about menopause, whether they are experiencing it themselves or providing vital support, has been the bedrock of the Organix approach,” says Deborah Garlick, CEO & Founder of Henpicked: Menopause in the Workplace. “I am especially heartened to learn of the very positive way that their male colleagues have embraced the training, seeing how what they learn can help their workplace relationships and those at home.”

 

For other organisations looking to embark on their own menopause friendly journey, Lucy offers this advice: “Don’t try to do it all at once, talk to your people first – ask them what they need and use that for your list of priorities. But realise that everyone’s needs on this are different, some may be very open about their thoughts and experiences whilst others may prefer to give their views anonymously, so consider gathering feedback through different channels.”

 

News

Beware of finger slips – new Moneypenny survey shows potential pitfalls for the texting generation

With texting, instant messaging, voice-to-text and emailing becoming increasingly popular forms of communication, a new survey from Moneypenny, a global leader in outsourced communication, reveals how errors can result in misunderstandings and potentially embarrassing consequences.

The survey of 2,000 adults nationwide found that younger generations are most likely to experience misunderstandings, or to make errors on text messages or emails: 41% of Gen Z (under 25 years) and 33% of Millennials (29-44 years), compared to only 6% of Babyboomers (59-78 years) and 3% of the Silent Generation (over 79 years).

The survey also showed people commonly send texts and emails to the wrong person: 52% of those surveyed, and this is more pronounced among younger generations: 67% of Gen Z and 66% of Millennials, compared with a third of Babyboomers and 21% of the Silent Gen.

Examples of embarrassing text errors among survey participants:
• I sent a kiss to my manager by mistake
• I asked the window cleaner for extra milk
• I arranged lunch with the wrong friend
• I contacted my MP about errors my council have made and accidentally sent it to the council worker I was complaining about
• I thought I was messaging my sister asking if she could go to my house and let my dog out for a pee and accidentally sent it to my boss
• I sent a cheeky text to my in laws that was meant for my husband

The Moneypenny survey also showed that 55% of those surveyed have had to use other forms of communication to clarify a message sent via text messaging or email, and again, younger generations are more likely to have had to do this: 73% of Gen Z and 71% of Millennials and 71% of Gen X compared with only 36% of Babyboomers and 21% of the Silent Generation.
When asked for specific reasons that contribute to misunderstandings in text or email communication, the key answers were:
• Misinterpretation of intent: 33%
• Lack of tone or emotion in written communications: 33%
• Lack of context or background info: 29%
• Ambiguous language or jargon: 28%
• Overuse of abbreviations 21%

The rise of ‘telephobia’
However, despite common mistakes and misinterpretation, young people admit that the main reason they prefer to text rather than chat is because they feel too anxious to talk on the phone. This reason was stated by almost half of Gen Z (49%), four out of ten (43%) Millennials. This compared with (26%) of Gen X, (16%) Babyboomers and one in seven (13%) Silent Gen (13%). This trend was also observed among students and the unemployed, where 35% and 32% respectively gave ‘anxiety about talking’ as a reason for preferring to text.
Other reasons given for preferring texting over talking were:
• Convenience 30%
• More thinking time 29%
• Easier to use 26%
• Less intrusive25%

Vexing voice-to-texting
The survey also revealed errors experienced with voice-to-text tools such as Siri, with almost one in five (19%) experiencing this. More men than women said they had experienced errors: 23% compared with 16%.
Similarly younger people seem more likely to experience errors: 31% of Gen Z and 32% of Millennials, compared with 7% of Babyboomers and 2% of the Silent Gen.
Examples of voice-to-text misunderstandings:
• I was trying to ask manager what ice cream flavour to get for the coffee morning and it autocorrected and asked her what flavour orgasm. It was awkward and embarrassing.
• I said ‘you look great today’ and it said ‘you gained weight today.’
• When trying to text my friend with voice-to-text, it typed profanities

It’s good to talk
While texting is preferred to talking, more than half of survey participants (54%) felt the emotional connection is stronger on phone calls. This is mirrored by findings of a survey* conducted by Mary Jane Copps, known as The Phone Lady, among 723 CEOs and senior executives in North America, England, France and Australia, which showed that phone conversations were classified as extremely important by 47% of respondents.
Mary Jane Copps commented: “My research suggests that the pendulum might swing back towards more traditional communication methods. Phone calls offer a level of immediacy that is often unmatched by digital channels. For urgent matters, clarifications, or when building relationships, the ability to pick up the phone and communicate remains invaluable. Phone communication continues to play a critical role in customer service and operational efficiency. The ability to communicate effectively over the phone significantly enhances customer experience, resolves issues promptly, and maintains high levels of customer satisfaction.”
Psychologist Dr David Lewis commented on the Moneypenny survey: “Alexander Graham Bell, who invented the telephone, making the world’s first telephone call almost a hundred and fifty years ago, refused to have one in his own home, as he believed it would be too distracting. In contrast, today consumers around the globe are constantly connected to faraway friends and using their smart phones they trade stocks, seek out potential partners, make online purchases and live-stream experiences. Unfortunately because they communicate by text far more regularly and frequently than by voice, they never develop the same familiarity when using speech. Furthermore, when speaking to someone without being able to see them, you are unable to respond to those non-verbal cues that are so essential to fully understanding another’s emotional response to what you are saying and hearing.”

Wendy Swash, Chief Operating Officer from Moneypenny commented: “There’s no doubt we all love the speed and convenience of digital communication methods, indeed we incorporate digital tech into our own communication services for our clients, alongside our brilliant PA’s. However, our survey shows the increased margin of error from texting rather than talking, and highlights the fact that we lose an important emotional understanding that comes with speaking to someone, and we can’t detect the same subtle nuances that come from a conversation. For anything urgent, sensitive or complex, we’d urge people to simply pick up the phone.”

ENDS
Notes to editors:
The Moneypenny research was conducted by Censuswide, among a sample of 2004 general consumers in the UK (nat rep) (18+). The data was collected between 06.08.2024 – 12.08.2024.
*Mary Jane Copps’ survey results are available here: https://thephonelady.com/phone-communication-trends/

Business, Business Expansion, Law, Swansea

Acuity Law relocates growing Swansea practice to the heart of the city’s business district

Leading South Wales-headquartered law firm Acuity Law has announced the relocation of its Swansea office.

 

Hopping across the water from the historic Exchange Building on Cambrian Place to the thoroughly modern Ethos on King’s Road, the move sees Acuity Law deepening its connections to Swansea’s thriving business hub.

 

Ethos is a striking, glass-fronted building in the heart of Swansea’s business community, with a prominent position on the waterfront, on the edge of Swansea City Centre. The new location reflects Acuity’s increasing centrality to the Swansea commercial marketplace and ambitions to showcase the notable work the firm is doing for Swansea-based clients.

 

The office houses an impressive meeting space that maximises the building’s waterfront location, as well as generous open-plan office space to accommodate both senior and junior colleagues, and on-site café facilities.

 

Hugh Hitchcock, the lead Acuity partner in the Swansea office said: “Swansea is absolutely key to our growth in Wales. Having worked in the area for the best part of 20 years, I know first-hand what a growing and thriving community full of strong, dynamic businesses it is. I’m excited by the expansion in the team and the opportunities for us as a law firm to further assist our commercial clients, but also by the general growth in the local economy.”

He added: “As we expand with the move to Ethos, alongside the quality and experience of the talented lawyers in the team, I genuinely believe we can provide a service to rival that of any of the larger firms across the UK. That is best exemplified by the complex and high-profile work we are already undertaking.”

 

Nick Founds from Glanmor Chartered Surveyors adds: “Ethos is a prestigious riverside office development, and it is a great new home for Acuity Law. Ethos now has 100% occupancy and this recent letting showcases the continued high demand for grade A office space in prime Swansea locations.”

 

Acuity Law established its Swansea presence in 2017, with the arrival of Carmarthen-born Hugh Hitchcock, who came up through the litigation ranks at a London-based media firm representing celebrity and household-name clients. Most recently, Hugh was named as one of The Lawyer’s 2024 “Hot 100”.

 

The new office in Swansea is the latest in a string of announcements from Acuity Law, which has bases in Cardiff, Bristol, Birmingham, London, Leeds and Liverpool, as well as Swansea.

Business, PR and SEO

SIX Business Problems Solved by a Headless Content Management System (CMS)

Traditional CMS platforms such as WordPress and Umbraco, while initially cost-effective, often struggle to keep pace with the rapidly evolving digital landscape. As a result, they may lead to increased maintenance costs, security vulnerabilities, and a higher risk of becoming outdated.

Jono Brain, the Technical Director at the digital agency Anything, founded the company after becoming frustrated with the limitations of traditional CMS platforms. His vision for a more adaptable solution led him to embrace Headless CMS technology, which allows businesses to integrate cutting-edge tools and scale more effectively.

For over a decade, Anything has focused exclusively on Headless CMS, creating innovative and sustainable digital solutions for renowned brands such as Quorn, Amtico, and Netmums. Brain emphasizes that Headless CMS provides businesses with the flexibility to evolve, enabling them to stay ahead of their competitors while addressing key challenges in digital content management.

In this article, Jono shares how a Headless CMS can solve six key business challenges.

  1. Complexity

A Headless CMS separates the backend of a website (where content is created and managed) from the frontend (what your clients experience on your website). Traditional CMS systems like WordPress keep the backend and frontend tightly coupled.

This tight integration often restricts website design and limits the ability to choose tools and frameworks that work best for your business. Additionally, the user experience across various digital platforms can be compromised. In contrast, a Headless CMS enables web designers to create a consistent brand experience across all digital touchpoints, from mobile apps to websites and in-store devices, ensuring they function in the most effective way.

  1. Performance

Speed is essential for any website or application in today’s digital economy. A slow website frustrates users and negatively impacts SEO rankings.

A Headless CMS contributes to faster performance by allowing developers to use modern technologies like Astro, which optimize speed and performance. Delivering only the content required for a particular page through APIs reduces the time data is transferred, leading to faster loading times.

For example, flooring manufacturer Amtico websites outperform their competitors in terms of speed which is crucial for brand reputation and success in a competitive market.

  1. Security

Security is a top priority for businesses, and safeguarding digital assets is essential. A Headless CMS provides an added layer of protection by separating the frontend from the backend, making it harder for hackers to exploit the entire system. Additionally, since Headless CMSs don’t render content server-side, they are less susceptible to DDoS attacks that can overwhelm traditional CMS platforms, helping businesses prevent costly downtime.

One of the most significant advantages is that you or your agency/IT team no longer need to worry about applying security patches manually. Everything is handled automatically in the cloud, ensuring your CMS is always up-to-date with the latest security features, protecting against new and emerging threats.

  1. Flexibility

User expectations evolve quickly, and a successful brand must adapt to new technologies, especially if they enhance the user experience.

A Headless CMS offers the flexibility to integrate new technologies without the need for a complete overhaul of the content management system. Content delivered via APIs can be easily integrated with new platforms and devices as they emerge.

Staying ahead of competitors with a more adaptive system also provides a significant commercial advantage.

  1. Reducing Inefficiencies

A Headless CMS enables long-term sustainability by simplifying the maintenance, updates, and extensions of a website. The separation of content and presentation means content creators, such as marketers, can focus on content without worrying about the technical aspects of display. Meanwhile, developers can work on the frontend without being bogged down by content management concerns.

This clear division of responsibilities improves efficiency, making it easier to troubleshoot issues and manage updates. It also simplifies onboarding for new employees, as their roles and responsibilities are more clearly defined.

  1. Future-Proofing

Headless CMS technology gives smaller businesses the opportunity to compete with industry giants like Nike, Netflix, and Tesla. It enables smaller companies to provide a high-quality digital experience across multiple channels, from websites to smart devices.

By decoupling content management from the front end, a Headless CMS allows companies to offer a seamless experience for users, creating a profitable business with an appealing brand. This system supports growth with the flexibility that allows businesses to rebrand or refresh their digital presence with ease, without needing to redo any content in the CMS.

Headless CMS  future-proofs businesses’ websites by integrating new frontend frameworks and technologies as they become available ensuring businesses are ready to meet the demands of tomorrow.

 

Talk to Anything’s Technical Director, Jono Brain, today to create an effective digital experience for your business

Newport, Tech, Technology, Wales News

de Novo Solutions Launches Next-Generation Testing as a Service™ (TaaS™) Practice

Offering Automated, Flexible, and Secure Software Testing Solutions

 

de Novo Solutions, a multi-award-winning Welsh technology company specialising in delivering personalised, data-driven digital experiences across Finance, Procurement, HR, and Payroll functions, has announced the launch of its next generation Testing as a Service™ (TaaS™) practice.  This new offering aims to redefine software testing by providing businesses with automated, flexible, and on-demand solutions designed to accelerate innovation and enhance software quality.  By freeing up development teams’ time and resources, TaaS™ enables them to adopt the latest innovations quickly and confidently. With improved software quality, organisations can fully embrace the continuous release cycle integral to the cloud-based Software as a Service (SaaS) delivery model.

The TaaS™ practice provides a comprehensive suite of services, including Systems Integration Testing, User Acceptance Testing, and Regression Testing. By integrating best-in-class test automation, de Novo’s TaaS™ practice reduces risk and accelerates testing cycles, offering businesses the flexibility to scale efforts as needed.

With de Novo’s new TaaS™ practice, organisations can unlock a range of benefits that ensure optimal quality and efficiency in their software testing processes:

  • Expert-Led Team: Collaborate with knowledgeable test practitioners who bring a wealth of experience and insight.
  • Quality-Assured Testing Processes: A comprehensive approach that guarantees quality at every stage.
  • Automated & Configurable Testing Services: Leverage cutting-edge automation tools customised to fit specific testing requirements.
  • Complete Test Management: From planning to close out, ensuring seamless management of all testing processes.
  • Unified Data and Reporting: Clarity and consistency throughout the software testing lifecycle.

Designed to tackle the complexities and demands of modern software testing, de Novo’s TaaS™ practice offers a flexible and efficient solution, delivered by experts, to meet the needs of today’s fast-paced market.  Unlike traditional testing services, de Novo’s TaaS™ practice enables businesses to collaborate with test practitioners to create bespoke services, eliminating fixed costs and alleviating the burden on in-house resources. This approach empowers organisations to manage their testing needs effectively with a trusted partner while optimising resources, budget, and time.

Lisa Chamberlain, Head of Testing Services at de Novo Solutions, said, “The launch of our TaaS™ practice represents a significant step forward in providing businesses with modern, adaptable testing solutions. By integrating best-in-class test automation into our software testing processes, we simplify the adoption of new features within Oracle. This integration enables our clients to accelerate innovation and significantly reduce testing risks. Additionally, it streamlines testing cycles, driving their growth and setting a new standard for quality and efficiency in software testing.”

As de Novo Solutions continues to lead digital transformation efforts across Finance, Procurement, HR, and Payroll functions, the introduction of its TaaS™ practice reinforces the company’s commitment to driving innovation and delivering industry-leading, data-driven solutions for modern businesses.

For more information on how de Novo Solutions can help enhance software quality and accelerate development processes with its new TaaS™ offering, visit www.de-novo-solutions.com/taas or  contact Lisa Chamberlain lisa.chamberlain@de-novo-solutions.com to arrange a consultation.

Headquartered in Langstone, South Wales, de Novo Solutions is at the forefront of digital transformation innovation in the experience economy, having successfully developed and introduced a range of new solutions to the market since its official launch in 2021, including its industry cloud solutions, ‘Odyssea™’ and its next generation managed services offering, ‘Value as a Service™ [VaaS™]’ for Oracle Cloud and ServiceNow applications.

For more information, visit: https://www.de-novo-solutions.com

 

Appointments

Champions (UK) plc announces seven new hires

Leicestershire-based business growth consultancy, Champions (UK) plc, has turbo-charged its team – with seven new appointments.
The family-led company – which incorporates business growth, after-dinner speaking, music and entertainment, celebrity talent, and events – was set up in 2003 and now employs nearly 100 full-time staff.
And in a move that will hugely benefit its clients, Champions (UK) plc has moved to strengthen its Creative and Content team with a string of new hires.
Those joining (see pic) are:  Wayne Rees who will work as a Graphic Designer;  Sophie Turrill who will be a Content Executive;  Mark Lawrence who is a PR Executive; Coby Allen who will be a Creative Media Executive; Oliver Hunter, who joins as a Marketing Executive;  Ryan Jhaj whose role will as a new Strategy Executive and Taylor Morley who has joined as a Digital Marketing Executive.
Champions (UK) plc’s managing director, Matthew Hayes, said: “We’re delighted to be adding to the talent in our Creative Team to help manage the increasing output for our clients. With the increasing amount of client work coming in, it was important to strengthen the Creative Team. I am sure they will all  prove to be real assets for the company and I welcome them into the Champs team and look forward to working with them.”
Having grown from a father and son start-up in the family home, to the multi-award-winning organisation it is today,
Champions (UK) plc now has many different divisions incorporating a business growth consultancy, an international entertainment, influencer and speaker bureau and events management.
As a leading business growth consultancy firm, Champions has lived and breathed every stage of the business cycle itself, from start up, through to scale-up, and beyond and so is perfectly placed to advise its clients on their own growth strategies.
Champions (UK) plc works with fast growth businesses in four strategic areas: sales growth, people & HR, AI & technology, and mergers & acquisitions. Since 2003 it has worked with its clients to increase their sales by more than £5bn and has added capital valuation in excess of £15bn to its clients’ balance sheets.
Find out more about Champions at  https://championsukplc.com/
Business

EDI Myth-Busting: Global Inclusion Specialist on the Biggest Assumptions Businesses Make 

Equality, Diversity and Inclusion (EDI) initiatives are now a central focus for modern businesses. But even though companies are increasingly striving to perform better in this area, many myths still exist about the process which, if left unchallenged, can hinder real progress.
Global EDI specialist Jamie McAnsh has experienced a number of these myths first-hand. As Head of Inclusion at diversity training provider Champions (UK) plc, he works alongside businesses to help better understand the social and economic advantages of equality in the workplace.
Here Jamie outlines some of the common assumptions that companies make with EDI:
‘EDI is only about race or gender.’
False. EDI is about everybody, and its whole purpose is to make people feel included in the organisation. If people feel included, they feel valued. Equity, diversity and inclusion all play a very significant role in that project of making sure everybody in the organisation feels like they have a place.
‘Inclusion is just a nice to have, and it doesn’t impact the bottom line.’

Absolutely false. This myth is mental. It is proven that if you’ve got an inclusive organisation, you are recruiting better, you have a better workforce, and staff retention is a lot higher. But not only that, organisations will want to work with you more if you’re more inclusive.

If you can reduce staff retention, you reduce your outlay, which is actually probably one of the largest values of any business, and the largest expense of any business. So if you can reduce that instantly, you have a result at the bottom line.
‘You only need to focus on EDI when hiring.’

I love this one. It’s absolutely wrong. You need to be concentrating on EDI all of the time. Yes, it is important when you’re hiring, because now 67% of people will work with an organisation or want to work with an organisation more if they’re inclusive.

So that’s a fact. When you’re thinking about recruitment, yes, it’s important, but that statistic of having an inclusive culture within makes it a better place to work, which means you are more open to employing better talent.
‘EDI efforts are only relevant for large companies’
Absolutely false. It is probably more pertinent when you’re looking at staffing for EDI within large organisations, because you have staff, but it doesn’t matter how many people you have working in the organisation.
Taking it right down to the other spectrum of your solopreneurs and single businesses, they also need to be thinking about being inclusive and implementing EDI policies and processes into their organisation, because a lot of bigger companies that they are hoping to work with will want to see that.
They will only employ you if you and your supply chain are inclusive organisations. To not think along the lines of inclusivity, certainly around freelancers, means they won’t work with you.
‘If your organisation has a policy, it means you’re doing enough for EDI’
Couldn’t be further from the truth. The policy is just the starting point. Most EDI policies have sub policies for example: menopause policies, disability policies, racial discrimination policies, they’re all coming in and tying into that so it’s a much bigger package. But inclusion is about culture.
The policy is what gives you a roadmap to that culture, a set of rules. But inclusion is a much bigger project, and you have to concentrate on the culture of the organisation, so that everybody in that has a voice and has a value. And if you get that right and get the culture right, then you’re on the right path to becoming a fully inclusive organisation.
News

Dirtea Appoints Acclaimed Neuroscientist Dr. Tara Swart As Chief Science Officer

DIRTEA, strengthens its position as a leader in the functional mushroom market with the establishment of a new Science Board and the appointment of Dr. Tara Swart as Chief Science Officer.

DIRTEA, the pioneering wellness brand and leaders in the functional mushroom space continues to set the standard for innovation and scientific credibility with the launch of its expert-led Science Board.

In a bold step to solidify its leadership in the wellness industry and commitment to creating the highest quality functional mushroom products, DIRTEA proudly announces the appointment of renowned neuroscientist Dr. Tara Swart as Chief Science Officer.

Dr. Tara, a leading authority in brain health and neuroplasticity, will guide DIRTEA’s ongoing commitment to education and product development, ensuring the highest standards of scientific integrity across its groundbreaking range of functional mushroom products.

Driven by a commitment to leading the wellness space with transformative products that fuse ancient wisdom with modern wellness, DIRTEA’s appointment of Dr. Tara as Chief Science Officer marks another significant milestone for the brand. Dr. Tara will play a crucial role in educating consumers and the DIRTEA community about the powerful benefits of functional mushrooms, particularly their ability to enhance mental clarity, cognitive function, and overall wellbeing.

The partnership between DIRTEA and Dr. Tara stems from her personal journey and deep connection with functional mushrooms and DIRTEA products. Her history with these powerful adaptogens has played a key role in her health and professional career, making her appointment a natural progression.

“I am so happy to be joining DIRTEA because we stand for health, education and community. I have used adaptogenic mushrooms for many years and this is the brand I love on so many levels,” comments Dr. Tara.

As part of the collaboration, Dr. Tara will create valuable content for DIRTEA, including educational Instagram Reels and YouTube Shorts, as well as exclusive blog posts and articles for the DIRTEA community. In addition, she will host events aimed at spreading awareness about the benefits of functional mushrooms and assist in the brand’s mission to remain the global leader in the functional mushroom space.

“We are thrilled to welcome Dr. Tara Swart as our Chief Science Officer,” said Simon Salter, Co-Founder and Chief Community Officer of DIRTEA. “The creation of our Science Board stems from the desire to educate consumers on the many research-based benefits of functional mushrooms and ensure that the DIRTEA range stands out for being superior quality and the most potent on the market. Appointing experts like Dr. Tara, who not only brings unparalleled expertise in neuroscience but also shares a genuine belief in the power of functional mushrooms, is vital to our mission. Her personal journey with functional mushrooms aligns perfectly with our brand ethos, and together we are committed to solidifying DIRTEA as a trusted authority in the space. ”

As the first of many exciting appointments, DIRTEA plans to unveil additional high-profile Science Board members in the coming months, expanding its network of experts to solidify its market leadership and deepen its commitment to wellness innovation.