Tag Archives: Workers

News

New Sedex analysis of 100,000 social audits investigates and highlights indicators of forced labour and their prevalence in global supply chains

• The analysis reveals over one-third (36%) of the social audits detect multiple indicators of forced labour
• Frequent use of excessive overtime is the most common forced labour indicator found in the audits
• On average, more indicators of forced labour are found in lower tiers of supply chains, where visibility and influence of buying companies is more limited.

New analysis from Sedex, one of the world’s leading ethical trade membership organisations, has revealed new findings into forced labour risks in global supply chains. Sedex’s report – Recognising forced labour risks in global supply chains, shares analysis of data from 100,000 social audits conducted across 158 countries over the past five years.

These audits, which use indicators to help identify risks or actual instances of forced labour, can help organisations to recognise a person who is trapped or may require urgent assistance. Sedex findings reveal that over one third (36%) of the social audits detected multiple indicators of forced labour.

These indicators are “red flags”, or alert signs, relating to forced labour – as defined by the International Labour Organization (ILO). Their presence reveals an increased risk requiring further investigation and, potentially, action. The signs relate to a range of issues including deception of workers, withheld wages, restriction of movement and abusive working and living conditions.

Excessive overtime was revealed to be the most common indicator of forced labour identified in the audits, accounting for 24% of the total indicators found. Excessive overtime can be a common practice in certain sectors, such as garment manufacturing or electronics manufacturing. While the use of overtime itself is not problematic, excessive and illegal overtime increases the risk of forced labour if it is accompanied by other forms of coercion and workers do not feel that overtime is voluntary.

Indicators of forced labour were found to be most prevalent in crop and animal production sites. These activities typically exist at the beginning of a supply chain, in the lower tiers where it is harder for buying companies to have full visibility of work sites and conditions.

Jessica McGoverne, Director of Policy and Corporate Affairs at Sedex says, “We know that forced labour is an under-identified issue in global supply chains and businesses should always consider the potential risks of this serious issue, no matter the industry or location of work sites in their supply chain.

“Using social audits as part of wider due diligence efforts is an effective way for organisations to understand working conditions at business sites. It is vital that organisations recognise the significance of forced labour indicators, and that their presence means there may be an increased likelihood of forced labour occurring at a work site.

“Detecting forced labour is very complex, and it is therefore important for organisations to use a combination of solutions – including effective policies, processes, and tools – to identify and address forced labour risks and protect workers.”

Dame Sara Thorton, the UK Independent Anti-Slavery Commissioner, says: “Recognising and investigating forced labour indicators is essential for building a nuanced picture of risks in the workplace.

“But businesses need to embed auditing within a wider mosaic of activities – including worker voice initiatives – to deepen their understanding of the complex commercial ecosystems in which they operate.”

A full summary of findings can be found in Recognising forced labour risks in global supply chains, available for download here: https://www.sedex.com/sedex-insights-report-recognising-forced-labour-risks-in-global-supply-chains-with-data-from-100000-audits/

About Sedex

Sedex is a leading responsible sourcing membership organisation that provides companies with technology, services and insights to implement practices that build a responsible business and supply chain.

Our solutions provide organisations with the practical tools and guidance needed to operate ethically, and work with suppliers to ensure fair working conditions for the people who make their products and deliver their services.

With Sedex, businesses can map, assess, analyse and report on their supply chains to better manage and improve their ethical performance, and work with other businesses to drive responsible business practices throughout global supply chains.

Sedex is headquartered in the UK, with offices in Australia, Chile, China, India, and Japan. Our 60,000 members include some of the world’s biggest brands, such as Nestlé, Walmart, Barclays, The John Lewis Partnership, The Body Shop, Dyson, and all the major UK supermarkets.

Driving, News

Experts predict office return by Spring – how much extra will that cost UK employees?

With experts predicting that Brits might return to offices by spring, CarParts4Less has revealed how much extra that might cost UK employees.

With two-thirds of Brits not planning on using public transport anymore, motoring costs are going to be up and will cost people an average of nearly £200 a month.

Over a year, this amounts to £2,300 of extra costs for workers, with nearly half of this spent on fuel alone (£1,142).

The study found that fuel costs the typical driver £1,142 every 12 months. This varies considerably by fuel-type, however, as while a year’s worth of petrol will set you back a steep £1,042, a diesel engine is 26% more expensive, averaging £1,312.

Even at current fuel prices, which are at a four-year low due to Covid-19, it would cost an eye-watering £890 for petrol and £1,112 for diesel.

The next biggest cost is insurance. While this depends on many factors, such as your car, where you live and the type of cover, the average motorist forks out over £500 annually.

On top of these, London drivers may also have to pay congestion charges. At £11.50 a day, a commuter could spend £2,600 a year travelling through the city centre, taking their overall annual motoring costs to a staggering £4,900.

Here is a full breakdown of the yearly costs:

Fuel (petrol / diesel)

£1,142 (£1,042 petrol / £1,312 diesel)

Congestion charges (London) – £2,600

Insurance – £506

Repairs/servicing/other work – £303

Road tax – £145

Spare parts – £72

Parking – £50

Garage rent/car washing/other costs – £41

Breakdown cover – £18

Accessories/fittings – £9

Anti-freeze, battery water, cleaning materials – £5

Motor oils – £5

Fines – £5

Total (exc. congestion charges) – £2,299

Total (inc. congestion charges) – £4,899

While some of the costs, such as road tax and breakdown cover, may be set in stone, it is possible to cut down on some of the other expenses.

CarParts4Less has given its top tips on how to reduce the top three motoring costs:

Reduce fuel costs by managing your revs

The most fuel-efficient RPM to change up a gear is 2,500 for a petrol car and 2,000 for diesel. Try to check your revs count to avoid over-revving, which wastes precious fuel. Driving at 55-65mph instead of 70-80mph can also save you money, as your engine runs at a lower RPM, reducing fuel consumption by 25%.

Reduce insurance costs by selecting the right cover

Third-party insurance is the most basic form of cover, but it is not always the cheapest. Make sure you shop around and check the price of fully comprehensive cover, as, despite offering the most protection, that is often where the best deals are found.

Reduce repair costs by doing your own car maintenance

Basic car maintenance can help your vehicle run more efficiently and reduce the likelihood of you needing to pay for repairs. Keep things running smoothly by ensuring engine fluids are topped up. Minor defects like broken mirrors or bulbs can easily be replaced at home instead of paying for labour charges.

Helen Robinson from CarParts4Less said: “For many Brits, driving is an essential part of their lifestyle, but unfortunately it comes with some substantial costs. Our research has highlighted the variety of expenses that a typical driver has to pay and they certainly add up.

“However, there are a few things that motorists can do to keep these costs down and hopefully our tips can help to make driving more affordable.”

For ten expert tips on how to reduce the cost of your car insurance, visit: https://www.carparts4less.co.uk/blog/ten-ways-to-save-money-on-your-car-insurance

News

Research reveals the most productive time of day for each profession

A new study has pinpointed the most productive and creative times of day for each profession, with the average UK worker being most effective around lunchtime.

Brits are most productive late in the morning, at 11:54am, but feel most inventive during their midday break, reaching their creative peak at 12:42pm.

The research[1], conducted by Tic Watches, the watch and sunglasses specialist, asked 1,500 employees to reveal the hour of day they feel most creative, productive and energetic.

It appears that Brits have their most creative ideas just before lunch, with 10am-11am (15%) and 11am-12pm (11%) the most common responses. Women reach maximum creativity slightly later in the day than men, at 12:54pm and 12:24pm respectively.

The findings also suggest that the introduction of more flexible working hours could increase the nation’s creativity and productivity among younger workers.

While the average times were pretty consistent across age groups, younger workers are the least likely to feel creative between the hours of 9am and 5pm. More than two in five (42%) 25-34-year-olds feel most creative outside of these traditional work hours, compared to only a third (33%) of 35-44s and around a quarter (27%) of 45-54s.

Productivity follows the same pattern. More than one in six (18%) millennials feel most productive before 9am, while the same number feel they’re most efficient on an evening after 5pm – more than any other age category.

There is also considerable variation by profession. Accountants feel most productive in the morning at 9:48am, the earliest of all the occupations surveyed, while sales professionals get most work done in the early afternoon, at 1:12pm.

The professions that feel productive earliest in the day are:

1) Accounts – 9:48am

2) Civil Servants – 11:00am

3) Plumbers/Electricians/Builders – 11:00am

4) Administration/Office Workers – 11:42am

5) IT – 11:48am

The professions that feel productive latest in the day are:

1) Sales – 1:12pm

2) HR/Recruitment – 12:54pm

3) Finance – 12:36pm

4) Operations – 12:24pm

5) Teacher – 12:00pm

Despite not reaching their creative and productive peaks until lunchtime, Brits feel most energetic at 11:06am. More than a fifth (21%) of workers say they feel most active between 10 and 11am, before slowly fading as the day progresses. Workers feel laziest in the later hours, with 4-5pm and 3-4pm being the least energetic hours – just 3% of Brits feel most energetic at this time.

Interestingly, nearly a quarter of employees (23%) feel most sprightly before 9am, again suggesting that earlier working shifts might be worth exploring.

Joanna Shurety, Lifestyle Coach at Shurety Coaching, has shared her top three tips for increasing productivity at work:

● Find your best time – everyone is different, so find the best time for you to work. Assess the things that need to be done each day and identify the pockets of time available.

● Regular sleep – having a regular sleep and wake-up time is the best way to get consistent, restorative sleep. It will help your mind and body unwind and recover so you can start your days off in the best possible way.

● Plan your day – spend the first bit of your morning planning, building in time for tasks, lunch and periods away from your screen. Having a structure and focus for each day lets you celebrate and be accountable for what you achieve.

Danny Richmond, Managing Director at Tic Watches, said: “Covid-19 will undoubtedly have a long-lasting impact on the day-to-day of many professions. Lots of workers have enjoyed the flexible working arrangements afforded to them over lockdown and some may push for these to become permanent.

“Our new research has shown that many Brits feel more energetic, creative and productive outside of the typical 9-5 working hours, so it could benefit both employers and employees to continue this flexibility.”

For more expert advice on how to increase your productivity at work, visit: https://www.ticwatches.co.uk/blog/2020/09/how-to-make-to-boost-your-productivity-by-hacking-your-body-clock/

COVID-19, News

Covid-19 accelerates migration from London as 1.6m plan moves out of the capital

Covid-19 is accelerating migration away from the capital, as 1.6m Londoners (26%) have been working outside of the city during lockdown and want to continue doing so, according to new research from Totaljobs.

The study, which combines analysis of ONS data as well as the views of 2,000 UK adults, reveals that the numbers of workers moving away from London has already been increasing in recent years. In 2019, net outbound migration from London stood at 30,000 – meaning that for every nine adults moving to the capital, 10 were moving out. This is the equivalent of losing 83 workers every day[iii]. Now, Covid-19 is driving people to start relocating at an even faster pace.

While 38% of Londoners report that their job commitments had previously stopped them moving out of the city, 43% say that flexible working offered by their employer would encourage them to up sticks and move elsewhere. Overall, a third (33%) of Brits say that flexible working would encourage them to move, rising to 37% of 18-24 year olds nationally. As employers become more flexible and are able to offer increased remote working opportunities for certain roles, this could inspire more people to move, without negatively impacting businesses.

Moving on

Historically, one in three UK graduates move to London, in a trend known as the ‘brain drain’, meaning of the 6.9 million working age adults in London, a third have come from elsewhere in the UK[iv]. However, this research highlights a growing migration trend, and that the ‘brain drain’ could be slipping into reverse quicker than originally anticipated.

The pandemic has impacted the longevity of the capital’s appeal, with previous research conducted by Totaljobs before lockdown finding that only 27% of Londoners intended to live in the London for the rest of their lives. This has now dropped further, to 20%. In fact, workers in cities in the South East and London are the most likely to want to move out of their city earlier than they had originally planned, as a result of Covid-19 (39% and 27% respectively).

More broadly across the UK, the outbreak of Covid-19 could spark an ‘urban exodus’ with workers increasingly moving to the countryside; over a quarter (27%) of people living in urban locations have been working from home since the outbreak of Covid-19, and don’t want to return to working in their city office. As a result, a quarter (26%) of Brits are now reconsidering the area in which they want to live. Nationally, 18-24 year olds (32%) are most likely to be reconsidering where they want to live, with 25-34 (31%) year olds following closely behind. With research from graduate job site Milkround in February this year suggesting that 77% of recent graduates believe there’s more job opportunities for people able to move to a big city, we could see this mindset shifting. The £2 billion Kickstart Scheme aims to create subsidised jobs for young people across the country, bringing valuable jobs not just to cities, but all areas of the UK.

Existing trends aren’t being reinvented, but are accelerating

With remote working more normalised post-Covid-19, more people are looking to move out of the capital, whether they are considering starting a family or not. For young people in particular, remote working can help them reduce costs by giving them the freedom to move to a cheaper area and reduce accommodation costs, with a quarter (25%) of 25-34 year olds highlighting this benefit. This figure rises to a third (31%) of Londoners.

Even prior to the pandemic, money was very much on people’s minds, with 30% of Londoners moving elsewhere due to the city’s high living costs. Over half of millennial Londoners (54%) think it’s unrealistic to own property in the capital, with 1 in 5 expecting to buy a house outside of London. With changes to stamp duty announced by the Chancellor of the Exchequer, this might well spur on potential property buyers.

As a result of restrictions put into place to stem the spread of Covid-19, a third (32%) of Brits are now more interested in living in a rural area and a similar number (34%) say that they now want to live somewhere with more outside space. Looking at this in more detail, 30% of 18-34-year olds are now interested in living in a rural area.

Over the last five years (2015-2019) there has been 1.6m people moving out of London and fewer (1.1m) people moving in. Of that number, more than two thirds (70%) were of working age (20-64). Of those of working age leaving London, two fifths (40%) were aged 20-29 (445,500), making it the most represented age group migrating out of London amongst workers.

Jon Wilson, CEO at Totaljobs commented: “Covid-19 has drastically impacted the way we live, what we want from our jobs, and how we strike the balance between home and work. The pandemic has affected jobs across many different sectors, and, as a result, people are increasingly expanding their job searches beyond their immediate location.

“With many younger workers reporting that they would be interested in moving out of London if flexible and remote working options were available, there’s a real opportunity for regional employers to attract highly skilled and experienced people looking to relocate. In fact, Totaljobs research found that 25% of workers have already requested to continue remote working long term, meaning location could become less of a barrier for attracting talent altogether. Embracing the potential of flexible working for roles that can be carried out this way helps to retain staff, even those with plans to move further away from cities. This means employers can widen their talent pools beyond the candidates they can find locally.

“As we move into an employer-led market whereby there are more people looking for jobs, than jobs available, and the Government pledges to invest in businesses across the UK, the employers that will stand out from the crowd will be the ones that take heed of these changing trends and shifts in priorities for candidates and workers, and take action to support staff, for the benefit of individuals’ working lives, and business success.”

[1] Analysis of the ONS’s “Internal migration: by local authority and region, five-year age group and sex” dataset, published 24th June 2020 and covering the period 2014-2019
[2] Net outbound migration is the sum number of moves when you take people moving in and people moving out of an area.