Category Archives: COVID-19

COVID-19, HR News, Leadership

Sage report finds businesses response to COVID 19 a catalyst for driving increased HR value

C-suite and employees perceive that HR has become more visible as a result of the pandemic, playing a vital role in driving change, enabling remote working, and supporting well-being

Sage (FTSE: SGE), the market leader in cloud business management solutions, today released the first in a new series of reports sharing how recent events have impacted the role, expectations, and perceptions of HR and People leaders. The “HR in the moment: Changing expectations and perceptions of HR” report, which spoke to more than 1500 global HR leaders, business executives and employees, found that 87% of c-suite executives say the pandemic has accelerated changes in HR, with the function having greater influence. Further to that, 72% of HR leaders say the crisis has increased their value and wider understanding of their role across the business, while 59% feel they are now playing a more influential role in the company.

Recent events have placed huge pressure on companies and business leaders to pivot and adapt to rapidly changing priorities as a result of the ongoing disruption caused by the pandemic—and HR and People leaders have been at the forefront of this transformation. In this research report, Sage uncovered how HR leaders have fared—and compared these opinions with those of the c-suite and employees. Sage also examined how the role of technology, changing skillsets, and priorities have shifted for HR leaders. The result is a contemporary, 360-degree view of HR in today’s rapidly changing world of work.

 

Research findings: How has HR fared?

HR and People leaders have become more visible and influential in organisations as a result of the pandemic – but this has come at the expense of bigger workloads. 65% of HR leaders said their teams have had a leading role to play in organisations’ response to the pandemic, driving change, enabling remote working, and supporting wellbeing. However, 60% also experienced an increase in both admin and strategic tasks, as a consequence of the new HR agenda.

73% of HR leaders say the crisis has helped them demonstrate their value and increased understanding of HR’s role, as HR and People teams around the globe stepped up, leaned in, and seized the opportunity to be more flexible, responsive, and build more resilient and agile organisations as a result.

 

The view from the c-suite

The hard work and greater influence of HR teams have clearly been recognised by the c-suite. 58% of c-suite executives believe they have developed more appreciation for HR during the pandemic. This is vital, considering 84% of HR leaders feel that others in the organisation were previously unclear on the value HR teams brought.

Furthermore, 87% of the c-suite say the pandemic has accelerated changes in HR, although 88% of the c-suite do recognise that this is a longer-term change that started up to five years ago. There are disconnects however, with the c-suite underestimating HR leaders’ workload, and still seeing HR as too admin-focused. Despite HR leaders stating overwhelmingly that the pandemic has increased workloads, over three quarters (76%) of the c-suite don’t think HR’s workload is unmanageable.

 

Award winning CEO and Leadership Coach Peter Ryding, whose HRD Pathfinder Club has worked with HR Directors throughout the pandemic, believes the pandemic has highlighted the value HR brings to the boardroom.  Peter says:

“HR has always brought great value to a business, but a lot of the traditional perceptions of HR were outdated.  HR was wrongly perceived by the C-Suite as an admin function that hired and fired and kept the company compliant on holiday and sickness issues. HR is so much more, it is a critical part of any business, steering leadership from the boardroom to the shop floor and at every level in between.  The COVID-19 crisis has simply raised the profile of HR, smashing outdated stereotypes and elevating the profession.  HR Directors don’t just make great board members, they also make great CEOs – and my goal is to help increase the number of HRDs who achieve that, from the current 2% to 20%.   If anything, this recognition is overdue.”

 

The view from employees

Just like the c-suite, 60% of employees have noticed a change in HR’s role, such as being more involved in driving change and people-related decisions. 57% of employees also recognise the pandemic as a catalyst for these changes.

Even more importantly, more than a third of employees—even more so than the c-suite—have recognised the ability of HR teams to adapt and become more responsive as a result of the pandemic, as HR and People teams responded to constant change. Whether it’s enacting workplace safety procedures, introducing new flexible and remote working policies, placing employee wellbeing at the top of the workplace agenda, or recognising the crucial importance of managing employee experiences for a remote workforce during a time of heightened stress, HR has responded and flexed like never before. As a result of all of this, 54% of employees also say they now have improved knowledge and understanding of HR’s role and value.

 

HR’s accelerated digital transformation – and the skills gap

The pandemic placed a heightened focus on technology and digital transformation – but there is a lack of confidence amongst HR leaders about skills, the research also revealed.

59% of c-suite leaders said HR is even more focused on digital transformation, and 67% of HR leaders said they wanted to invest more in HR tech in the future. However, a third of HR leaders said a lack of tech (31%) and investment (36%) is holding them back from bringing their organisation into the new world of work. Worryingly, only half (53%) of HR leaders believe they have the right skills and tools for what lies ahead, demonstrating the paramount importance in investing in HR digital skills today and in the future.

 

Looking to the future

“HR has taken on more responsibilities and helped guide the business through ongoing disruption and accelerated digital transformation,” said Paul Burrin, Vice President of Product, Sage People. “However, this has often created additional workloads which automation can help manage, increasing HR productivity, while enabling organisations to become more agile and resilient.”

He continued: “2020 marked a year where HR’s leaders became champions of change and both executives and employees alike have realised the greater role that HR has taken on. HR and People leaders can capitalize on this and use this opportunity to cast aside older, more cumbersome ways of working to focus instead on quicker, iterative cycles of work. In this way—with the help of automation, cloud technology, and self-service—HR can focus on maintaining influence and building a more resilient workforce that is more prepared for future challenges ahead.”

To view Sage’s full report, “HR in the moment: Changing expectations and perceptions of HR,” please go here.

COVID-19, Furlough, HR News, Mental Health at Work, News

Five HR changes to watch out for in 2021, from caseflowhr

After a turbulent 2020, in which many HR professionals had to call upon new skills and completely transform their processes, the team behind disruptive HR tech platform caseflowhr has pulled together five changes to watch out for to support planning in 2021.

1. Mental health
2. IR35 legislation
3. Brexit and immigration
4. Coronavirus Job Retention System (furlough)
5. Pregnancy and maternity discrimination

With so many changes in the horizon, it is no wonder that many HR teams are looking for support. Indeed, getting employee relations (ER) wrong can have significant impact on morale, culture, productivity, and even the bottom line. The new caseflowhr platform has been designed on the back of transformation, bot-driven technology to provide guided pathways for HR teams through both simple and complex ER cases.

Greg Hartigan, Co-founder and Managing Director of caseflowhr, comments: “HR professionals are being called upon to support workforce’s which have been through unprecedented times. Already under pressure to do more with less, they will need to step up and provide unheard of levels of individual and team support, as well as managing significant cultural change. Getting out from under mountains of admin and engaging with the people in the business will be essential. Caseflowhr has been designed by HR professionals for HR professionals.”

Mental health –

The COVID-19 pandemic of 2020 will, of course, have physical health implications on our workforce’s, but the unknown long-term mental health impact is likely to present a huge need for proactive and sensitive responses from HR and people management teams.

The Centre for Mental Health predicts that up to 10 million people (20% of the UK population) may need new or additional mental health support because of the pandemic. Research from the Mental Health Foundation in November 2020 suggests almost half of the UK population had felt anxious or worried in the previous two weeks.

HR professionals will need to consider workplace culture and how to support workforce’s which have been fundamentally changed by the pandemic.

IR35 legislation –

Already familiar to those in the public sector, the off-payroll regulations will be rolled out to private sector organisations in 2021. There was a brief reprieve due to COVID-19; however, organisations will need to get their employment contracts in order to ensure they are behaving appropriately when it comes to tax for individual contractors employed via personal service companies.

Brexit and immigration –

Employers should encourage existing team members from the European Economic Area to apply for settled or pre-settled status if they have not done so already. The deadline for applying is 30 June 2021. There are also implications for recruitment following the introduction of a new points-based immigration system in the UK on 1 January 2021, with individuals moving to the UK for work required to pay for a visa, as well as a healthcare surcharge.

Corona-virus Job Retention Scheme (furlough) –

The Corona-virus Job Retention Scheme has been extended to 30 April 2021, allowing employers to claim 80% of an employee’s salary for hours not worked, up to a maximum of £2,500 per month. Employers can furlough employees for any number of hours and work pattern but will need to understand the implications for National Insurance and pension payments. While the scheme will be reviewed again as it nears the end date, organisations need to consider how they will respond to either further extensions or the scheme coming to an end.

It is also worth noting that April 2021 will also see changes to the National Living Wage, National Minimum Wage and Statutory Sick Pay come into force. All of these will have implications on organisations’ wage bills. A wider COVID-19 economic support budget is also scheduled for 3 March 2021.

Pregnancy and maternity discrimination –

The Employment Bill introduced in the Queen’s Speech in December 2019 included reference to extending the redundancy protection rights for pregnant employees and new parents, as well as making flexible working the default position. Timings for these consultations are still to be confirmed. However, it is likely that employers will need to continue to approach flexible working and redundancy with sensitivity and an awareness of the context of COVID-19, while preparing for any further changes.

How caseflowhr can help – 

HR technology is becoming an essential feature of organisations, filling in the communications and operational gaps created by the pandemic, remote working, and increasingly dispersed workforce’s. Caseflowhr combines employment law expertise with the skill of an employee relations (ER) practitioner to create an on-demand digital employee relations specialist that is both disruptive and trans-formative, freeing up time for HR professionals to put the people back into people management.

COVID-19, Health & Safety, Healthcare News, News, PPE

A breakthrough in PPE recycling, finally!

Innovation in recycling & sterilisation technologies has resulted in a breakthrough for the recycling of PPE. Yorkshire based company ReWorked has developed a full-service operation, to process disposable face-masks, gloves, visors etc. for public & private sectors.

In collaboration with Thermal Compaction Group (TCG), testing has begun to recycle face-masks from The Royal Cornwall Hospitals Trust. Previously their masks would have been incinerated; a process that releases harmful emissions such as carbon dioxide into the atmosphere. Through further exploration, the joint companies hope the scheme will roll out to hospitals across the UK.

ReWorked marketing manager Izzie Glazzard tells us, “We are on the brink of launching some large scale PPE recycling schemes on the UK high-street. It provides an invaluable service for customers who want protection from Covid-19, but don’t want the environment to suffer as a consequence”.

The driving force behind the scheme is the rise in PPE usage seen worldwide due to the pandemic. Estimates say globally we are using 129 billion disposable masks & 65 billion plastic gloves every month. The WWF says “If only 1% of the worlds face masks are disposed of incorrectly, 10 million masks will still end up polluting fragile ecosystems every month.

How it works (The innovation)
The PPE waste is collected, using various methods depending on the location. After a 72 hour quarantine, the waste undergoes a lengthy process of shredding & washing.

The shredded plastic is layered onto what ReWorked call their “Stormboard Mill”, where it is heated to over 200C & pressed into a solid board. These durable plastic boards can be used as building materials or cut to become furniture, bins & other practical items.

ReWorked refers to the process as Reclaiming The Mask, as part of their ongoing #ReclaimTheMask campaign, urging companies to take control & responsibility for the growing PPE waste issue.

Coaching, COVID-19, Wellbeing

Locked Down but not Out – Five Steps to Re-framing Anxiety During Lockdown 3.0

Turn lockdown anxiety on its head with advice from leading alternative psychologist and author Kirsty Lucinda Allan

Leading alternative psychologist and author, Kirsty Lucinda Allan, is urging people in the UK to approach lockdown 3.0 with a fresh outlook using her radical approach to reframing anxiety.

The author of ‘Ironic Fundamentalism – a journey from anxiety to enlightenment’ shares her ‘What If’ guide to a more positive outlook on the months ahead:

 

Lockdown is not the same as locked in or out.

“If you find that you are feeling as though you are a prisoner in your own home or contrastingly, that your usual places and spaces are now an alien territory, be reassured that you have an amazing opportunity here. When we are fixating on our homes and places, we are fixating on the material world around us. Of course, you know that we are much more than the atomic nuts and bolts of buildings, carparks and even our own bodies, right? If you are frustrated with your material space, recognise that this frustration is telling you that you are a creature of greater depths… if you cannot go outward, go inward. This is a time for spirituality – tapping into your inner-self, your intuition, your conscious being. Get to know a greater source within. Find your inner guiding light. This is also a singular chance to realise just how much time and energy you used to spend as a human doing – and instead, recognise the purity of the human being. Use this time to understand more about how you tick, to take up mindfulness, to ponder what you want more of in life, your values and desires – so that when the time comes, you go for exactly that.

 

Restriction actually boosts creative success

“It may seem paradoxical, but when we have all the options in front of us, we don’t tend to choose. In part because we assume they will always be there but also because people become bamboozled by too many options of what to pick up, what to do with it and crucially… where to start. In the end, they simply choose the status quo – which of course, is nothing new. Think of when you are shopping in the supermarket and you go to choose a shampoo or brand of cereal. Unless you have a specific go to choice that means you don’t even consider the others on the shelves, you often find yourself just staring at the wall of colourful bottles and boxes. There is a sense of overwhelm that comes with be presented with more than a ‘this or that’ decision. Albert Einstein called this ‘option paralysis’.

 

Refresh the cast!

“In theatre, we often talk about ‘refreshing the cast’. This means that the appeal of the old has worn out and that new ideas, content and acts will be invited to play. Take a leaf out of the big book of theatrical success and recognise it’s time to refresh the cast of your home and life in general. De-clutter your life. Get rid of all the crap that annoys, frustrates or depresses you. The stuff that hangs around your spaces that you feel disinclined to tidy, organise or engage with at all. Get rid of it because it is a reflection of your emotional and psychological state. It is the echo of that inner critic telling you how well or poorly you are managing your life. If it is commenting to you along the lines of ‘you haven’t tidied me / played me / worn me…’, seriously considering consigning it to last year’s repertoire. Instead, notice the things that inspire you and curate them. Having lots of things is fine, if you love them – you become a curator, a collector rather than a hoarder but there is a fine line. You can hear that very well spoken fine line if you listen carefully;  is in the mental script that is reciting as you go about your day and try to sleep at night. So notice how your ‘stuff’ and also the brands, media and people you engage with on social media area affecting your enjoyment of the big production that is your life.

 

Choice is a choice

“Recognising that you always have choice seems obvious, but it isn’t always so. This is because we regard choices as mental acts but they are actually highly emotional. For example,  if your job is at stake then it also entails a large portion of your identity, your future projections, your self-esteem and your self-image. As such, making a decision about whether to continue or to try something else is entangled with the impact on these other areas too. So, when we are faced with a situation that spikes anxiety in us it is a very big clue that we have a choice to make that entails these other things. The solution here is to recognise our emotional responses to mental ideas about our choices.  It is important to recognise that any situation and the choices themselves are actually emotionally neutral so they can’t give us any clues as to what to pick. Instead we have to turn inward again and uncover what the values are that are being challenged or upheld and what the intuitive predictions are, often which we are leaning toward (or also the ones we are trying to ignore). This is a time for deep personal reflection and radical honesty with the self. Choose to make choices, to decide on your way forward…or don’t. It’s your choice.

 

Grow your avant-garden

“If you can grow a literal garden or plants in your home then that is a tried and tested activity to boost wellbeing all round. Absolutely do this if you can. However, I’m taking about something more. Growing your relationships with others can yield a blooming effect of opportunity. This is because everyone is in the same situation and looking for support, warmth, nutrition and light. Reach out to those you know nourish you (not the ones you know deplete you! Remember you are refreshing the cast…) because when you talk and share and listen and care, a beautiful thing happens – everybody grows together. New ideas, new pathways, old ideas with new angles, old pathways with new feet upon them… When minds and hearts come together, there is new space created for everyone. Be prepared to rest, walk and play in the avant-garden where new fruit grows in abundance.”

Ironic Fundamentalism is available to purchase from Amazon, or www.kirstylucindaallan.com

RRP Paperback £24.99 / Kindle £3.99 (Seasonal special offer paperback £14.99 on www.kirstylucindaallan.com )

 

About the author

Born in Scotland in 1982, Kirsty was always fascinated by the ‘big questions’, the unconventional and the outré.

Eighteen years ago she founded the ‘Ministry of Burlesque’ as a project to help her and others overcome anxiety surrounding body image and gender norms. In doing so became an ‘accidental’ arts movement leader and is considered one of the pioneers on the modern burlesque renaissance. She has produced, directed and written, appeared and managed 1,000+ shows to sell-out 5 star success.

High profile careers in alternative fashion, parapsychology and paranormal investigation also add to her remarkable portfolio.

For the past 10 years she has worked as a unique creative personal development coach guiding her clients to ‘find their light’ and be seen in the world, using an intuitive method of self-inquiry and aligned action in a cycle of positive risk-taking, honest reflection and conscious self-expression.

Her professional qualifications include a BSc (Hons) Psychology, PG Cert. Advanced Practice for Mental Health Interventions and PG Dip. Social Science Research (Parapsychology). She is also a Sekhem Reiki master and has trained in many mind-body disciplines. She continues to study consciousness research with specialisms in intuition and psychic experience.

 

COVID-19, HR News, Software News

BrightHR invests half a million into VaccTrak feature to help business owners protect their people

BrightHR, the international HR software and employment law advice service, has invested half a million pounds in its brand-new and cutting-edge feature VaccTrak. The feature will help employers protect their people and operate a safer workplace for those essential services that remain open currently or that will reopen post-lockdown. VaccTrak is aimed at both BrightHR’s new and existing clients, many of whom work in sectors that have been under strict restrictions for months, and are desperate to open their businesses in the safest way possible, but who need the expert COVID-related software, tools and support to do so.

With the Oxford and Pfizer vaccines currently being rolled out and the Moderna vaccine becoming the third COVID jab approved in the UK, employers are now one step closer to getting their businesses back up and running again. And while mass vaccination will take time, some staff will likely get vaccinated sooner than others.

That’s why BrightHR has launched VaccTrak. It’s a brand-new tool that lets employers quickly update their employees’ BrightHR profiles to record who’s had the vaccine and who’s still on the waiting list.

The unique feature allows businesses to download an Employee Information report, which lists all employees, their vaccination status, and a percentage of the workforce that has received a vaccination. This tool will be an excellent asset in particular for all healthcare and care sectors, helping to reduce the risk of transmission, which is paramount to their work.

Users of VaccTrakk will also get access to a suite of e-learning tools that outline the different vaccines available, the vaccination process and the benefits of receiving the vaccine, to provide essential education and important information to employees when making any decisions on the vaccine.

Alan Price, CEO at BrightHR, said:

“With two vaccines currently being rolled out and another just approved, there is finally light at the end of the tunnel for employers. Our brand-new tool makes it easy for employers to record who’s had the COVID-19 vaccine and who’s still on the waiting list—helping to protect their people and their businesses throughout the pandemic.

“BrightHR is committed to supporting new and existing clients through this challenging time, which is why we’ve made the significant investment of half a million into our brand-new VaccTrak tool. It complements BrightHR’s already established suite of tools, such as the Back to Work Navigator and the Shift and Rota Planner.”

Price added: “It’s our mission at BrightHR to make it easier for employers to run their businesses. These past 11 months have been incredibly tough, but we believe that with cutting-edge software and services like VaccTrak, business owners and employers will come out of this pandemic stronger than ever.”

COVID-19, News

Independent SAGE warn lockdown measures may not be sufficient to bring pandemic under control, as daily death tolls climb to over 1,000

Scientists from Independent SAGE have warned in a statement today that the current lockdown measures may not be sufficient to suppress virus, as latest figures show 52,518 new reported cases and 1,162 deaths in UK

Infections will continue to circulate among essential workers and in classrooms where high percentage of children are still attending school, claims the panel of scientists, chaired by former chief scientific adviser, Sir David King – and with our NHS on brink of being overwhelmed and 10,000 new hospital admissions since Christmas day, the group warned in a statement today that tougher measures may be required to bring R rate down.

Independent SAGE recommends:

  • narrowing definition of ‘key workers’ with increased financial support or furlough for those who can’t work;
  • tradespeople allowed to enter people’s homes only for essential work;
  • suspension of communal services in places of worship

Independent SAGE are also today releasing a ‘Safe Schools’ report, which calls for immediate formation of a National Education Task Force to oversee and advise on safe reopening of schools, to monitor impact of pandemic on learning and mental health and to provide support and interventions.

Digital Poverty

Ofcom estimates there are up to 1.5m without access to digital devices in the home. Independent SAGE is calling for immediate provision of resources to support online learning for disadvantaged children, to be overseen by a new task force.  The group believes that Government proposals for children without access to digital devices to return to school undermines the point of school closures, making the policy less effective, and exposes underprivileged children to risk of greater infection.

Professor Stephen Reicher of the University of St Andrews said:

“We recognise that, given the extent to which infections have been allowed to run out of control, it is now necessary to close schools down. However, it is entirely unacceptable to shut things down without also acting to make schools safe when they reopen, without providing the resources to ensure that all pupils can study remotely, and without developing plans to address the serious harms caused by closure.”

Professor Reicher added: “As ever, the Government has created a crisis, responded at the last moment with emergency measures but has entirely failed to develop a more comprehensive strategy to deal with the pandemic. This report fills that gap with just such a strategy for schools.”

Further information will be available to the public in the group’s first livestreamed press and public briefing of 2021 today at 1.30pm, which will be available on you tube and will share latest figures presented by Professor Christina Pagel of UCL and special guest Zarah Sultana, Labour MP for Coventry South.

The scientists’ broadcast can be viewed here: https://www.youtube.com/channel/UCqqwC56XTP8F9zeEUCOttPQ

Business, COVID-19, News

Oxford-AstraZeneca vaccine approval provides optimism for UK and its private sector as we enter the new year

As a turbulent 2020 comes to an end, we can all look forward to some form of normality as we venture into the new year after the approval of the Oxford-AstraZeneca vaccine, which is expected to be rolled out in the UK next week. With almost half of Britain now under tier 4+ restrictions and many small businesses facing closure after a difficult festive period, such news is sure to bring optimism for businesses and investors alike as we enter the new year, providing much needed rest-bite for businesses to help them recover and enable future growth.

Since the onset of the pandemic, the vaccine roll-outs have been the first real news announcement that has viable potential to support society back to “normal” and this is in no small part down to vital biotech innovation that has been able to move forward at record speed when it was crucially needed. Today’s landmark announcement comes as a welcome reminder for the UK’s investor community to support future facing innovation both by way of R&D and scale-up finance; arguably, despite the global benchmark set with today’s announcement, the cumbersome nature of pharmaceutical advancements has definitely been brought into focus with the onset of the pandemic.

Private investment is a vital catalyst for wider economic growth – with the UK’s high net worth community providing essential early indicators for the direction of wealth at a time where the distribution of capital is key. With a 12% increase in new businesses starting up during 2020 compared to 2019, the new year is set to create some exciting investment opportunities for investors throughout the country and some that are sure to boost the wider British economy.

Over and above its financial impact, the vaccine also serves as a significant moral booster for the UK’s workforce in a period where uncertainty is rife and the economy is only as strong as the workforce that underpins it. The wider sentiments of returning the work safely is paramount and with the widespread roll out of the Oxford and vaccine to start next week, many across the UK will now be able to return to their jobs in a safe manner without having to worry about their health, furthermore helping to revitalise the economy from the ground up.

Private capital has proven to be fundamental in helping UK businesses grow and flourish post-pandemic, and will be a welcomed sight for many SMEs throughout the country. The news of the vaccine’s approval is sure to bring investment flowing back into SMEs and start-ups which is key for the resurgence of the UK economy, with the SME community making up 99.9% of private sector businesses.

Luke Davis, CEO of IW Capital says:

“The approval of the new vaccine is a welcomed sight for investors who now see an opportunity for growth, with such great news bringing optimism for both investors and small businesses alike as we enter the new year. Its roll-out will provide a vital boost for small businesses throughout the UK.

“It’s truly positive to see an increase in new businesses compared to last year even with the uncertainty and limitations that the pandemic has produced. With more and more people looking to start their own businesses, private capital is proving to be crucial for the development of these entities, and with the new year bringing hope to investors, we should start to see these new businesses grow and flourish post-pandemic.

“Here at IW, we prioritise BioTech investment as we understand the importance of the industry and its impact during these times. Now, there is a real need for investors to look towards the industry to support such future facing innovations that now play an integral role in our society.

“The SME community make up 99.9% of private sector businesses, and so supporting them to ensure their financial growth, is of the utmost importance to the overall health of the UK economy. Small firms already employ over 16million people in the UK, and pre-pandemic, this sector was growing at a faster rate than the overall job market. A return to this would provide a welcome boost.”

COVID-19, News

Scientists call for urgent action, saying UK faces catastrophe and ‘Worst Moment of Crisis so Far’, as figures show Tier 4 is failing to control spread of new variant

We release the statement from Independent SAGE, unedited and in full below:

The pandemic in England is now at the most threatening stage of the entire year. The number of cases are at the highest they have been since the start of community testing in May, with over 40,000 people testing positive each day in the couple of days before Christmas. :

There are now more people in hospital (20,426 as at 28th December) with Covid-19 than at any point during the pandemic . Admissions each day are still rising (over 2,200 on Boxing Day). With cases still rising steeply, pressures on the NHS in England will get significantly worse over the next few weeks.

Over 27,000 people have died within 28 days of a positive Covid-19 test since September, compared to almost 37,000 from March to August this year. . There were over 3,000 deaths in the last week alone, reflecting people infected at the beginning of December. Since then, cases have almost tripled and hospital admissions almost doubled. This means that the number of deaths will, unfortunately, increase and keep increasing for several weeks yet. Deaths from the second wave will probably exceed those in the first wave at some point in January.

Failure to implement a circuit breaker, recommended by SAGE and Independent SAGE at the end of September, resulted in a delayed a lockdown until November. As a result, a new variant of Covid-19 (B117), since shown to be more transmissible, was given the opportunity to spread widely, particularly in the East, South East and South Wales. It also meant that England entered December with a high number of cases, despite lockdown, and a high number of people in hospital.

The new variant has come to rapidly dominate cases in London, the South East and East of England , but it is present in all regions. The SAGE modelling subgroup believe that by mid-January the new variant will be the dominant strain across the whole of England.

The greater transmissibility of B117 has tipped us into a new, even more serious, pandemic. We are no longer in the same pandemic we were in up to December. The very rapid rise of cases in London, the South East and East of England under restrictions that previously kept growth much slower, highlights the need for a radical rethink of how we deal with Covid-19 going forward.  The existing tier system in England is simply not sufficient, even where the new variant is rare. Cases are increasing, albeit more slowly, across all English regions . If, as anticipated, the new variant takes hold across the country, transmission will increase in all areas.

While the new variant is not thought to cause more severe disease than the standard strain of Covid-19, its greater infectiousness will inevitably lead to many more hospitalisations and deaths as more people catch it. The regions where B117 is prevalent, most notably London, have seen a much more rapid rise in hospital admissions than other regions and London now has by far the highest admission rates in the country.

On Boxing Day, several local authorities were allocated to a higher tier, with all of the South East of England now in Tier 4 (highest level) and most of the Midlands and much of the North in Tier 3. Matt Hancock acknowledged that Tiers 2 and 3 are not enough to suppress the new variant. They seem not enough to suppress the standard strain either as cases in Tier 3 and Tier 2 areas have been steadily increasing since the beginning of December . Cases in current Tier 2 areas have more than doubled since the end of Lockdown on 2nd December. Cases in current Tier 3 areas have grown by 40% in the same time period.

Meanwhile, cases in current Tier 4 areas have quadrupled since lockdown and – so far – show no sign of slowing down . It is now over 10 days since Tier 4 was imposed on London, Kent and parts of East England. If cases in these areas do not level and reduce soon, then we cannot expect Tier 4 to be enough to contain Covid-19 in England.

With a highly effective vaccine being rolled out, with more vaccines to be approved shortly, it is unconscionable that Covid-19 be allowed to run rampant through our communities just when protection is on the horizon. We urgently need a new plan to control Covid-19 into 2021 and aggressively drive down cases across England.

Delayed and tentative decision making will result in the deaths of tens of thousands more people. Modellers from the SAGE modelling subgroup estimate that even under national Tier 4, another 100,000 people could die before the end of June 2021. In that scenario, hundreds  of thousands others would go on to suffer long term effects from Covid-19 and the NHS would be brought to its knees. The government needs to act now to prevent this catastrophe.

We strongly urge that  the following strategy be adopted immediately.

  1.  A nationwide lockdown with immediate effect is vitally necessary now. 

  2. Schools contribute to the increasing transmission (R rate). We all want staff and children in schools safely, but sadly that is not an option now for at least a month. The unprecedented crisis requires Government immediately provide digital access for all children, recruiting retired teachers and others to help provide excellent online teaching, enabling children who can’t work from home to attend school along with vulnerable and key worker children. The Government should use January to make schools safe, e.g. extra space from unused buildings to enable 2 metre distancing, free masks and encourage all to wear them, multiple sanitiser stations and support for improved ventilation. There should be an immediate Government taskforce, including teaching unions, local authorities, governing bodies and parents, to implement this plan.

  3. There must be a clear strategy to mark the end-point of the new lockdown.  This is when the number of new cases has dropped to the point where all those with the disease and in contact with them are isolated, with support where necessary,  from the rest of the population.  A fully operative Find, Test, Trace, Isolate and Support system must be in place through local public health services and the army, which will need appropriate funding.

  4. Meanwhile, an explicit strategy for vaccine rollout is required. Current rates of immunisation, whilst a good start, are insufficient to ensure coverage of priority groups by Easter 2021. The necessary primary-care-led upscale requires new resources and staffing now. Appropriate support and messaging to all communities is required to ensure sufficient uptake to establish population immunity, and minimise death, disease and long-term physical and mental ill-health.

  5. We must also support and contribute to the rapid roll out of the vaccine to low and middle income countries – the more Covid-19 is allowed to spread, the more opportunities it has to develop new mutations.

  6. We must institute an effective Covid control strategy at our borders. As in other countries, personal travel, especially international travel, must be monitored and regulated effectively, with advance application for travel to and from the UK, a negative PCR test prior to travel and managed isolation on arrival.

The lesson should by now have been learnt by the decision makers.  Prompt action will be better for the health of the country and our economy.  Delay can only lead to further rapid growth of this pernicious disease, paralyzing our ability to manage it.

Sir David King, chair of Independent SAGE and former Chief Scientific Adviser to the UK government: ‘The UK is now at the most precarious stage of the pandemic and urgent action is needed. The reasons for the extreme urgency and the five action points that must now be carried out by our decision makers are set out in our press briefing. There is every reason to treat this as the critical time for action NOW. Any delay will probably cause tens of thousands more deaths.’

Christina Pagel, Professor of Operational Research, University College London: ‘Things are as bad as they have ever been. The frightening thing is that they are going to continue to get worse. Action is needed now to avoid the collapse of the NHS in a few weeks. It is that serious.’

Deenan Pillay, Professor of Virology, UCL: ‘We urge the government to avoid yet again doing too little, too late to halt the latest surge of this deadly pandemic.’

COVID-19, News

Independent SAGE calls for last minute changes to Christmas Day Mixing as UK COVID situation worsens

Given the alarming pace of change in recent days, Independent SAGE have release the below statement calling on leaders to rescind plans to relax the rule on Christmas Day.  We reprint the scientists’ statements in full:

The situation across the UK, particularly England and Wales, is rapidly worsening. Evidence is now strong that the new variant of Covid-19 (B117) is significantly more infectious than previous strains. This is making a bad situation worse. Cases in all tiers are rising, even where the variant is still rare. As Matt Hancock announced on 23 December, Tiers 1-3 are not able to contain spread of the new variant. Dr Jenny Harries confirmed that the new variant is also present across the UK and its dominance is spreading outwards rapidly from the South East across England. Modelling from the London School of Hygiene and Tropical Medicine estimates that the new variant will account for 90% of new cases by mid-January. Christmas Day mixing of households indoors for prolonged periods of time, as allowed in tiers 1 to 3 in England and across the devolved nations, sets the scene for thousands of super-spreading events. In the context of the new strain, this is incredibly dangerous.

We believe that the government must immediately:

  1. Rescind a relaxation of the rules and ban household mixing on Christmas Day (apart from exemptions and pre-existing bubbles)
  2. Place all regions of England in Tier 4 to suppress spread of the virus as far as possible while scientists continue to learn more about it. The devolved nations should bring forward their own national lockdowns from Boxing Day to 24th December. Tier 4 should include enhanced travel restrictions.
  3. Put in place an emergency plan to enable safe education in January and February.
  4. Focus all efforts on mass roll-out of vaccination.

The new variant requires a complete rethink of all mitigation strategies. Independent SAGE will release a more detailed plan for control and suppression of the new variant over the weekend.

While our publications are closed for Christmas, we will continue to share any urgent news, including the SAGE update on Boxing Day. 

COVID-19, Data & Analytics, Marketing, PR and SEO, News

Coronavirus has increased brands compassion

A new survey by the Data & Marketing Association (DMA) has found that brands have become more compassionate in 2020.

The majority of senior marketers (74%) surveyed said their brands or clients have shown more compassion and thoughtfulness amid the pandemic – this included 14% who said this increased, with just 6% reported this happening less.

Over 220 senior data and marketing professionals, who judged this year’s DMA Awards, reported their experiences had been difficult, but that these challenging times have led to an increase in thoughtful marketing.

“The pandemic has had a devastating impact on people and businesses around the world. Although there has been a positive side-effect of coronavirus, in that it has contributed to a significant increase in brands compassionate and thoughtful approaches to how they market to consumers,” Tim Bond, Head of Insight, DMA. “Over recent years, we have seen that the values and ethics of businesses are becoming an important motive for consumers when considering brands. The message is clear – brands who put people first are more likely to engage and connect with consumers post-lockdown.”

A desire for more compassion was also discovered in the DMA’s latest ‘Customer Engagement: How to Win Trust and Loyalty’ report, where most consumers (77%) stated that, in their opinion, brands should be more compassionate during the pandemic. Most felt they should do this by communicating both how they’re helping customers (66%) and supporting staff (58%).

How are brands demonstrating compassion?

Most industry leaders point to tailoring content and thoughtful messaging (68%), trying to be useful to consumers (62%) and taking a more customer-centric approach (55%). In addition, around half (50%) mentioned being more generous to essential workers and even reducing marketing spend and volumes (42%) to reduce the impact on consumers during this time.

When asked about the key benefits of compassionate and thoughtful approaches, the two areas most cited focus on people – both the brand’s customers and its staff. Creating a truly ‘customer first’ experience (65%) and improving the wellbeing of their own employees (64%) were followed by a feeling of providing more harmony to society (61%).

Further information can be found on the DMA website: https://dma.org.uk/research/dma-insight-coronavirus-creates-opportunity-for-compassionate-marketing