Following a recent poll which revealed that the British public support an easing of immigration restrictions for doctors coming to work in the NHS, the government must take urgent action to ensure a healthy supply of overseas talent. That’s according to Remedium Partners, a consultancy which specialises in the recruitment of overseas permanent doctors to ease the NHS’ reliance on locums.

Commenting, David Green, Co-Founder and Director of Remedium Partners, says:

“This new research supports what we have been saying for some time: highly-skilled doctors sourced from overseas are vital to the NHS and help alleviate the chronic staffing shortages seen in our hospitals. The Royal College of Physicians, The British Medical Association and numerous NHS Trusts have all expressed concerns about staffing levels and the detrimental impact that this has upon patient care. Now, the overwhelming majority of the public are showing their support for these doctors, in recognition of the vital part they play in helping our hospitals deliver the highest standards of care.

“We work closely with NHS Trusts and overseas doctors every day and have seen far too many cases of skilled professionals being offered positions in hospitals, only to be prevented from starting work due to a lack of available visas. The hospitals are then forced to turn to expensive locum doctors to fill the posts, each of which can cost the NHS up to £150,000 a year in agency fees alone. We are two months into the new NHS year and had hoped to see the situation improve. Instead, the problems are continuing.

“We are seeing real strength of feeling from the public and medical professionals. There is overwhelming support for overseas doctors and recognition of their valuable contributions to our healthcare services. We are calling upon the government to relax its current immigration rules so that the NHS is not turning away the doctors that it urgently needs.”

UK manufacturers are on the world stage of global producers and the industry looks set to continue on its positive trend since last year’s promising performance. Yet despite order books remaining stable, there are still major concerns for UK manufacturers surrounding Brexit, the uncertainty it brings and how it will impact upon their bottom lines.

According to the Annual Manufacturing Report 2018, 67 per cent of manufacturers said Brexit is making planning difficult and is damaging business prospects. There have also been reports of manufacturing firms planning to cut their workforce to manage the costs of Brexit. But manufacturers can mitigate losses and create some certainty during such turbulent times with better knowledge and awareness about foreign exchange (FX) and how to get the best rate.

Many exporting manufacturers can struggle to keep on top of FX management, particularly small and medium sized enterprises (SMEs), which often do not have the time or resources to dedicate to this area of their business. As a result, these manufacturers are continuously losing out on thousands of pounds, especially if they don’t seek the best deal.

Paul Langley, managing director of Swansea-based FX firm Godi Financial, claims one of the main obstacles for manufacturers with currency exposure is currency management. He suggests manufacturers should shop around for the best currency transfer rate, as rates from firms like Godi are often a fraction of the cost of major UK banks.

The latest Office for National Statistics (ONS) figures show total UK exports has increased to £628.9 billion. When considering UK banks often charge a standard FX margin of 2 per cent, over £12.5 billion of this export value is being lost by manufacturers through transfer fees. If a transfer rate of 0.5 per cent had been secured, which is the maximum rate Godi typically charges, over £9 billion could have been saved by manufacturers.

As well as securing the best rate, Langley also suggests manufacturers have a currency hedging strategy in place that accounts for all known costs and exposure, turning otherwise variable costs into a fixed cost to the business.

Langley said:

“Manufacturers are losing out on billions because they do not have an appropriate FX strategy in place. These businesses need to be aware of what they are losing out on in terms of their FX strategy – if they have one – and how their rates are being managed.

“It still shocks me that manufacturers instantly lose a lot of money from simply accepting a standard transfer rate instead of seeking a better deal that could save them significant amounts of money. What’s even more concerning is the number of manufacturers who are being stung with a hidden transfer fee due to a lack of transparency from their FX service provider.

“We aim to educate manufacturers on how they can minimise financial loss through transparent FX management and offer a transfer rate that is marginal compared to major players in the financial sector so that manufacturers’ profits don’t take a hit.”

Perkbox, UK’s fastest growing employee benefits platform, has set off to examine the most interesting aspects of a politician’s job, gauging whether the UK citizens they serve think their workplace benefits should change.

MPs should lose subsidised food and drink and take a pay cut

According to the poll, surveying 2,000 UK citizens, Members of Parliament (MPs) should lose their taxpayer subsidised food and drink and have their pay reduced. They should be given no perks at all, and if forced to choose, an ethics course would be the most appropriate non-cash compensation to receive.

It’s often we hear that the most important skill for a great leader is trustworthiness. However, nine years on from the expense scandal, when the level of trust in political parties halved in the UK, 62 per cent of people still believe that discounted food and drink in Parliament, estimating to cost taxpayers £2.7million last year, is unfair.

Over half say they deserve no perks at all

With people realising that employee happiness can directly impact their productivity levels, more workplaces are investing on employee perks.  When asked what, if any, perks UK citizens would allow their local MP to have, over half (59 per cent) said they would want to offer them none at all.

But it gets better. For those that would be happy to give them perks, 10 per cent said they would give them an ethics course, 7 per cent said gym membership and 5 per cent would send their MP on a yoga course.

Other key findings in the report include that the public are not happy with MP salaries, which are currently £77,379 annually. Nearly two thirds of the public (64 per cent) said they should be paid less, with 7 per cent saying more and 29 per cent saying they should be paid same.

Only 1/3 of respondents believe their local MP works hard – and 18% don’t know who they are

Despite these criticisms, a third of people (33 per cent) said they felt their local MP was hard-working, although worryingly 18 per cent said they have no idea who their local MP was.

Saurav Chopra, Cofounder and CEO of Perkbox says:

“Nine years on from the expenses scandal, it’s clear that the public still feel that MPs are enjoying a lavish lifestyle and should be stripped of their taxpayer funded perks as well as taking a pay cut.  With trust in politicians at an all-time low, it’s more important than ever that elected representatives take this feedback on board and take action to win back the confidence of voters.

What’s most interesting is that despite these criticisms, many people feel that their local MP has a strong work ethic. Perhaps a better way to allocate perks for MPs would be to let the public decide on what they should and should not have through a vote.”   

James Price, Campaign Manager at the TaxPayers’ Alliance:

“Almost a decade after the expenses scandal, it is encouraging that there is still a healthy scepticism of politicians, which is as it should be to ensure that they are scrutinised as much as possible. Taxpayers are right to think that subsidised food, drinks and other perks are unfair, especially when they are the ones subsidising it! If people were as wary of trusting their statements on spending and taxes as the public seem to be on the work they do, then we wouldn’t be dealing with such enormous debts”.

As the GDPR deadline arrives, experts are warning employers to review their in-house policies on Bring Your Own Device (BYOD) – because getting it wrong has the potential to create risks relating to data protection or breaches, as a result of staff using a single smartphone for both business and personal uses.

A survey, conducted by Censuswide on behalf of a Telecoms app provider, found that a quarter (25.3%) of senior managers and almost a third of directors (31.8%) use their personal phone for work purposes, while 37% of middle and senior managers use the same phone for both work and pleasure.   This leapt to 78% when the same question was asked to business owners.

72% of businesses use BYOD – but only 54% have a policy

While 72% of organisations have embraced BYOD and cloud-based software applications, enabling staff to work from home, a recent study found that only 54% of UK employers have formal BYOD policies in place.

Andy Munarriz, founder and CEO of Thumbtel said:

“If your employees elect not to use their company issued mobiles or you have a Bring Your Own device policy in place, it’s time to consider the implications of GDPR on your business.

“With over 14 million people in the UK said to use a second mobile phone for work purposes, many prefer to use one device rather than juggle between two different handsets and chargers and this has the potential to create a big headache for business owners as work and personal communications become intertwined, leaving businesses open to possible data risks or security breaches.”

Further findings in the Censuswide survey identify concerning issues in a data-conscious GDPR climate – more than half of respondents admitted to accidentally answering a work call, believing it to be a personal call.   Only a quarter of respondents had separate phones for work and home.

Five things to consider

Munarriz says employers facilitating BYOD need to consider the following points to protect both staff and data:

“If your employees use their own mobile phone for work, either formally with a BYOD policy in place, or informally without the company’s knowledge, then you need to consider five key questions:

• do you have a clear BYOD policy in place that all employees are aware of?

• Can you make it easy for employees to follow your policy?

• How can staff keep work and personal contacts and communications separate?

•How secure is customer data and communications on their device?

•Finally, can you ensure that you retain, or easily control, customer data if an employee leaves your business?

Munarriz adds:

“These are important questions that company directors should not overlook – particularly with GDPR upon us and the penalties that may come as a result of non-compliance.”

One option companies could consider is having a second line on the user’s BYOD device.   This gives the employer control over both the number and the data, and more importantly, ensures that telephone contacts are retained by the business, not the employee, should the employee leave the business, and there is a clear boundary between home and work.

Brian Stokes, Managing Director of UK-wide Business Telecoms & IT Support provider, ITCS, believes that having clear policies and boundaries in place is essential to mitigate the risks from GDPR.  The company have an in-house GDPR consultancy team and have run a series of workshops for their customers ahead of tomorrow’s deadline.  Brian says:

 “GDPR is making businesses look at data, and that is a good thing. 

“We may offer GDPR Consultancy as part of our comprehensive list of IT and Data services, but we have to comply as much as any other business.  We offer 24 hour support to our larger customers with mission-critical systems and our committed, friendly team of engineers have business mobiles so they can stay in touch with customers. 

“We don’t give out personal mobile numbers under our BYOD policy – although like the 78% of business owners, most of our customers have my personal mobile number – and I wouldn’t have it any other way.  It’s that level of personal service that has grown our business.   

 

Employers who need support or advice on GDPR compliance can contact ITCS on 08456 444 200.

The challenges and dangers posed by the “unique 21st century dilemma” of ‘instant’ world of the internet and social media was the topic of a recent event in Carmarthen run by the South West Wales branch of the Chartered Institute of Personnel and Development (CIPD) and attended by HR managers and employers from across the region.

The founders of Professional Together, a company dedicated to helping people make better life decisions inside and outside work protecting the reputation of their employers in the process, presented on the subject of ‘protecting your brand, reputation and people’ drawing on their years of expertise in the area.

The session highlighted the dangers that the instant world of the internet and social media present. HR managers must consider how they keep people safe from these threats and vulnerabilities.

Since launching last year, Professional Together has worked with a range of organisations from universities to rugby teams where it gives its unique insight gained from the police force into how individuals can better navigate their daily and professional lives.

Also speaking was Anna Denton-Jones, director and solicitor at Refreshing Law, who discussed where the liability of an employer begins and ends.

The annual CIPD event is an opportunity for those that work in human resources to meet and discuss hot topics in the workplace environment such as culture fit and staff engagement.

The event, which took place at the University of Wales Trinity St David, mirrored an earlier session it did with CIPD Wales in Cardiff.

Lesley Richards, Head of Wales CIPD, said:

“Drawing on their professional experience, Tim and Phil set out the dangers, temptations, and threats posed by the “instant” world of the internet and social media. Translating this into a business context, Professional Together offers guidance to assist HR practitioners in tackling the challenges we face to protect our staff, our organisations, and our brand.  

“Combined with practical advice from Anna Denton-Jones (Refreshing Law) sharing lessons learnt from recent cases, and clarifying where our liability as an employer begins and ends, the session offers a unique insight into this 21st century dilemma.”

Tim Jones of Professional Together added:

“We really enjoyed taking part in the CIPD event. It was a really good opportunity to meet professionals and talk about the work that Professional Together does, as well as find out more about the latest trends around learning and development.” 

Professional Together, formed by two senior retired police officers with 60 years’ experience between them, is dedicated to helping people make better life decisions by teaching them how to avoid or deal with threats or vulnerabilities that could have a negative impact on their career and lives.

Phil Davies is a former chief superintendent who served with the Metropolitan Police and South Wales Police for 30 years; Tim Jones is the former head of the professional standards department of South Wales Police.

Only one in four recruitment leaders believe the Apprenticeship Levy will help to attract and develop talent in the sector. That is according to the latest research from the Association of Professional Staffing Companies (APSCo).

The findings which are reported in the trade association’s 2018 Market Survey also reveals that fewer than half (40%) are currently using their Apprenticeship Levy funds, or planning to do so in the next 12 months. This is despite the fact that last year the Government approved the qualifications and funding of apprenticeships for Recruitment Consultants and Recruitment resourcers, meaning recruiters can now access funds from the Apprenticeship Levy to train their staff.

Commenting on the findings, Samantha Hurley, Director of Operations at APSCo said:

“The introduction of the Levy last year was met with a certain level of scepticism in recruitment circles, particularly where some recruitment firms’ payrolls can be artificially pushed up by PAYE contractors, which has left companies paying higher Levies than their internal staff would warrant. However, there is a real opportunity to capitalise on the Levy that not enough companies are taking advantage of.”

“For firms that are Levy payers, the cost of an apprenticeship comes out of the Levy pot and companies are entitled to £15,000 with the government adding 10% to fund apprentices for the business. Employers in England subject to the Apprenticeship Levy can now access funds through the Digital Apprenticeship Service (DAS), and this means recruitment leaders will be able to train and develop either new or existing talent through a funded apprenticeships programme. However if they don’t spend their Levy fund within 24 months, they will lose it. Non-Levy payers meanwhile can make a 10% cash contribution to the cost of apprenticeships to upskill existing staff, and firms with less than 50 employees can now train 16-19 year old apprentices without making any contribution.”

“By offering apprenticeships, recruitment leaders can ensure their business, and the wider recruitment profession have the practical skills and qualifications they need to succeed, both now and in the future. While we can’t escape the Levy, we can certainly turn the initiative to our advantage.”

Specsavers Corporate Eyecare has updated its website, increasing its use as a valuable eye care tool for HR managers.

The new site is designed to be much more intuitive and user-friendly. Crucially, it enables HR managers to quickly and easily access information and tools to assist with managing workplace eye care.

The new site offers resources and advice for HR Managers.  For example, the FAQ section answers common queries regarding DSE regulations and eye care, safety eyewear, and driver considerations. It also includes concise information on the eVoucher system for online management of all areas of workplace eyecare.

Jim Lythgow, director of strategic alliances, Specsavers Corporate Eyecare, explains:

“We are very much aware that our website is far more than just an online brochure. It is an eye care management tool and we wanted to ensure that it offers the best customer journey and experience. We have made a clearer path for the eVoucher login and simple routes to follow for guidance and information for employers and their employees alike. We play an important role in educating people about workplace eye care and it is essential that our website reflects and enables this.”

Ranges, resources and appointments

Specsavers Corporate Eyecare has updated its website in order to communicate new developments and important information. For example, the site acts as a showcase for the many designer ranges and high-street-name brands that Specsavers offers to employees, including with all 24 designs in the JCB prescription safety glasses range, for customers to view before trying-on in store. There is a selection of materials available to download for free, from posters encouraging take-up and communicating to employees the value of the eye care provided, to guides on DSE eye care and driver eye care, which are a useful reference for HR and benefits managers. It is also now possible for employee to book appointments online, saving them time.

Online management and eVouchers

The website acts as a portal to the eye care management system, where eVouchers can be purchased, distributed, and managed, maximising efficiency for employers and their employees. Real-time redemption reports are available online for all vouchers, and the entire process can be completely paperless, with vouchers emailed directly to employees, who can even redeem them at their preferred Specsavers store using their smartphone. There is no extra cost for the eVouchers or the supporting management system.

Jim Lythgow continues:

“Feedback has been excellent from employers on how easy our portal is to use, enabling them to implement their eye care policy simply and easily, and the real-time redemption reports have proved excellent for managing utilisation and cost.”

Visit www.specsavers.co.uk/corporate

Over three-quarters (76%) of British businesses say that a proportion of inbound mail and communications is incorrectly allocated due to physical handling, creating an environment that can potentially put personal data at risk.

With the implementation of the GDPR less than 2 weeks away, businesses processing sensitive personal data are at risk of facing potential fines of up €20 million, or 4% of their annual global turnover.

Leading enterprise Information Management company EDM Group surveyed 210 organisations to gauge how digital mailroom reduces the risk of human error in business processes. EDM Group’s digital mailroom turns analogue, inbound information into true data that can be analysed and captured securely in real time. This can assist in complying with data protection laws such as the GDPR, mitigating the risk of human error by automating previously manual and mundane processes.

The findings revealed that 39% of organisations have experienced a negative impact on their performance or reputation as a result of mishandled mail, and only 16% of companies admitted that they always meet their mail service level. While human error in the mailroom increases risk of breaching GDPR, 81% of businesses have not adopted a digital mailroom.

EDM Group improved organisational efficiency for HM Revenue & Customs (HMRC), who receive over 70 million mail items and send out 200 million outsourced items a year. By streamlining HMRC’s inbound data handling, both customer service and care of valuable and sensitive documents were significantly improved.

Digital mailroom ensures the high risk associated with human error and vulnerable documents are eliminated with comprehensive audit trails, automatic document retention strategies, and enforced adherence to compliance rules. This allows businesses to capture, store, process and handle critical information the most efficient way.

018 City Careers Pathway Programme with the Damilola Taylor Trust is underway.

Lysis, a financial services consultancy headquartered in London and with offices worldwide, has been working with the Damilola Taylor Trust for over a year, and last year hosted the inaugural City Careers Pathway Programme workshops, welcoming the first batch of interns to the newly-formed Programme. With youth violence and, in particular, knife crime, since Damilola Taylor’s horrific murder becoming more and more of an issue, we are proud to be working with the Trust and its delivery partner Hudl CIC in delivering the City Careers Pathway Programme 2018, the objective of which is to provide participants from disadvantaged backgrounds experience and insight into working in the financial services industry.

These opportunities will provide the participants with insight into working in the City, as well as the chance to experience working within the specific fields in which Lysis operates. The work experience and internships will be carried out at the Lysis UK headquarters, which are located within the City of London. Where possible and whenever appropriate, participants of the Programme may be able to gain experience within the offices of existing clients, which include banks, card payment firms and other financial institutions.

Each individual who takes part in the DTT Career Pathway Programme will be offered the opportunity to work with a designated mentor for an unlimited amount of time who will be a City professional working within the financial services and investment banking industry. The objective of the Programme is to provide participants experience and insight into working in the financial services industry. The Programme will cover a number of different roles and aspects. This month we have begun our 2018 Programme, the second workshop for which is being held on the 16th May.

Participants who go on to gain internships or work experience will be working in a number of different areas including Anti-Money Laundering, IT Support and generalist roles. Tom Griffiths, Associate Director at Lysis said

“We are genuinely proud to be working with the Damilola Taylor Trust once again and being able to continue our support for the great work they do. We have already employed some motivated and driven young people through the Trust, and they have become valuable members of our growing team. We look forward to continuing our support of the Damilola Taylor Trust and welcoming our next wave of interns. We are driven to give the opportunity of a career with Lysis, and in the City as a whole for young people who may not have otherwise had the opportunity.” 

Alvin Owusu, who is participating in this year’s Programme, is enthusiastic and excited about his prospects as a result of his involvement. He commented:

“I am excited at the prospect of gaining work experience with Lysis and am finding the workshops invaluable, fun and engaging. The company is a warm and friendly one, and the Damilola Taylor Trust’s work with Lysis to bring this about is outstanding. I like that young people, some of whom have come through the Programme itself last year, are delivering the workshops and encouraging us to go for this. With a programme like this available to me and others, the future looks brighter!”

Alex Arowosekila, who joined Lysis last year as a result of the Programme commented:

“It is a great opportunity that allows people like myself, from a disadvantaged background, to gain experience working in the City. This is really stimulating as there are not really that many opportunities to grasp. I want to witness more projects like the CCPP introducing this scheme to more companies, allowing organisations to discover talent from various different backgrounds and give them opportunities that aren’t so easily accessible to them”.

Richard Taylor, founder and trustee of The Damilola Taylor Trust commented,

“One of the factors that cause disadvantaged inner-city youths to be isolated from society is unequal access to opportunities. Access to opportunities for training and gainful employment is the strongest enabler of productive participation and integration into society for anyone. We are therefore delighted that our City Career Pathway Programme is once again delivering the benefits the programme was designed to provide to young people from disadvantaged backgrounds: access to paid internships in Lysis, a significant City firm. We are grateful to Lysis for supporting us make this programme a reality again this year”.

Lysis is keen to be taking steps to improve social mobility in the workplace as it pays heed to the fact that research has consistently shown that people from more affluent backgrounds take a disproportionate number of the best jobs and that overall employers tend to disproportionately favour graduates who went to private schools and elite universities. Lysis feels that diversity enhances corporate performance and feels that every person of suitable ability should have the chance to pursue a career of their choice. Lysis is also keen to help demonstrate to those who do not come from affluent backgrounds that this should not be a hindrance to their career development and prospects.

While almost everyone knows that first impressions count, a poll of almost 3000 UK workers reveals that those all-important first days at work don’t always go to plan.

Whether it’s forgetting your new boss’s name, arriving late, wearing the wrong clothes or even bumping your new colleague’s car in the company car park, it seems lots of Brits have made cringe-worthy impressions, and will be remembered for all the wrong reasons.

If it’s happened to you, you can at least take heart that you aren’t alone – almost half of respondents admitted they’d had a terrible first day at a new job, although 95% of them were aware of the importance of making a good first impression on others.

Here’s just some of the common experiences respondents shared:

• turning up hopelessly under or over dressed
• being openly told they weren’t the employers ‘first choice’
• arriving late on their first day
• accidentally sent a sensitive email as a ‘staff all’
• spilling drinks everywhere
• saying the company or colleagues names wrong

Getting the clothing right seems to be expecially important , with more than three quarters (82%) of respondents saying they believed getting their clothing right was likely to make a positive impact on their first day – for example, finding themselves the only one wearing a tie, or the only one not wearing one was unsettling for employees who just wanted to fit in from day one.

The research was commissioned by 4imprint, as part of its ‘First Impressions’ campaign.  The company have recently released a new range of corporate workwear, which they hope will help UK organisations and their employees give the right impression to their customers – and each other.

A spokesperson for 4imprint, said:

“Starting a new job can be intimidating for a variety of reasons. From not knowing who you’ll be working with, not being 100% sure how to get to your new workplace and worries over what to wear can make for a nerve-wracking first day.

“Our study found the importance of what you wear to work can make you feel as comfortable as possible on a first day and help create a great first impression.”

According to the survey, workers admitted to having turned up on their first day either being wildly under or overdressed.

More than seven in 10 employees (72%) wish they had a uniform for work, claiming it would have made their first day – and consequently first impressions – easier to manage.

Other first-day nightmares to appear in the top 30 list include finding there was no allocated desk or computer to work at and being late due to nasty traffic.

Having a wardrobe malfunction and accidentally sending a sensitive email as a ‘staff all’ also feature in the list.

Meanwhile, one in three British workers have been introduced to someone on day one at work, then immediately forgotten their name.

One fifth have also been so nervous they’ve ended up blurting out something inappropriate or stupid – leading to quizzical looks from colleagues.

While others have accidently damaged company property, been over-friendly and had to ask how to turn the computer on.

However, those who excelled on their first day put it down to being fully prepared and sufficiently knowledgeable about the company.
And when it comes to making a good impression, 58% say arriving early works wonders while 57% cent try to ask intelligent questions.

The spokesperson for 4imprint, added: “A decision can be made about a person within 26 seconds of meeting them – which is why appearance is so important.

“Corporate work wear can provide reassurance to new starters and if your organisation operates in the service or retail sector then staff uniforms can also be vitally important for customers.”