29 minute read
DEVELOPING TOMORROW’S WORKFORCE
Covid-19 changed the face of the workplace forever. Chris Morse at Stephens Scown LLP considers future implications for employers.
Hybrid working is here to stay, with flexible working requests only likely to increase. These requests must be handled properly or statutory rules may be breached and expensive legal claims may follow.
As younger generations enter the workforce, candidates will pass by employers who are unable or unwilling to provide flexibility. It will be a ‘buyer’s market’ and staff recruitment and retention will require an adaptive attitude.
An obvious productivity boost from hybrid working is the removal of the daily commute. However, absence from the physical workplace makes it easy for people to be overlooked. Employers must focus on performance, not presence, setting clear expectations and measurable outputs. Regular oneto-one meetings need to monitor what hybrid workers are delivering and identify when they are struggling; with support signposted when necessary. Issues of underperformance should be tackled quickly and not left unchallenged, to avoid a difficult conversation.
The future will involve a heavy reliance on technology, and employers need to invest in this now. Staff unable to keep pace are likely to be subject to performance management processes, which again must be handled carefully.
New technologies such as artificial intelligence, virtual reality, robotics and 3D printing are likely to have a significant presence in future workplaces. To succeed, businesses will need a multi-generational workforce, intertwining the digital intelligence of ‘Generation Z’ with emotional intelligence through time and experience. Younger generations can teach older colleagues digital intelligence (reverse mentoring), but there will remain plenty for the older workforce to teach as well.
A multi-generational workforce will therefore operate to meet the needs of a multigenerational customer base. It will be for individual businesses to cultivate a ‘workplace’ that promotes this cross-pollination of skills.
A specialist employment lawyer, Chris also provides pragmatic day-to-day HR and employment law advice through Stephens Scown’s HRExpress service.
www.stephens-scown.co.uk/business/employment/
Founded in 1880, Truro School is Cornwall’s leading independent day and boarding school for boys and girls aged 3 - 18.
NURSERY | PREP | SENIOR | SIXTH FORM
Refreshingly lacking in arrogance but quietly setting itself up as the place to be schooled in Cornwall.
”The Good Schools Guide 2021 Read in full at truroschool.com
bestBe the
Business Cornwall is on the hunt for the best companies and organisations to work for.
Business Cornwall magazine has teamed with Best Companies Group, to find and recognise the best places to work in Cornwall.
The programme is based on the view of employers and the verdicts of employees over a number of key metrics, including leadership and planning, culture and communications, working environment, relationships with managers, training/ development and pay/ benefits. The collected information will be combined to enable Best Companies Group to determine the strength and weaknesses of participating companies. They will then be assessed on this data, with the best being granted Business Cornwall Best Places to Work For status. The scheme will be formally launched on Monday September 12 when the bestplacestoworkincornwall.com goes live. Deadline for entries is December 16.
Launching A full listing of the Best Places to Work in Cornwall September 12 will appear in the May 2023 issue of Business Cornwall magazine. Participation is free of charge. All companies recognised in the listing will be able to use the Best Places to Work in Cornwall logo for promotional work.
WHY ENTER?
The ‘Great Resignation’ is impacting every employer in some way. In the UK, at least 20% of workers are planning to quit over the next year.
This massive shift in talent is impacting some companies more than others. Industries like leisure, hospitality, and retail are getting hit the hardest. Small and medium companies, which typically don’t have a robust recruiting team, are struggling to keep up with open roles.
But despite this turmoil, there is a golden opportunity.
The data on why people are leaving or ignoring certain companies is clear. People aren’t leaving their job to make more money
or simply because they want something new. That is not the driving force to most departures. Most people are leaving because of the work environment.
People want to work at amazing workplaces. People want to work on high-functioning teams. People want managers who care about their employees’ success. People want to work at companies that treat their employees with respect and trust.
If you are reading, nodding along, and thinking, That’s us, we do that! then let us ask you this: who else knows how great your company is to its people? If it’s not everybody, then here’s the golden opportunity. And that’s what entering Business Cornwall’s Best Places to Work in Cornwall can do for you, highlighting and celebrating amazing workplaces so they can find and retain their top talent.
Participating in programmes
Celebrating like Best Places to Work in Cornwall can significantly help amazing cut your recruiting costs. This is so because once you are workplaces so verified by an independent party that your workplace they can find is one of the best, talent and retain their that you are trying to hire or talent you already have pays top talent attention. They are eager to apply. They are proud to work there. There are few things out there that can impact your bottom line and help you win the talent war right as well as this. So, if you think your company has what it takes to be honoured in the inaugural Best Places to Work in Cornwall list, head to our website to find out more.
All too often, the best organisations are too humble to brag. But not telling that employer brand story makes it very difficult for the best workplaces to find the best people and thrive as a business. This is a self-inflicted wound that has real costs. www.bestplacestoworkincornwall.com Deadline for entries is December 16.
ELIGIBILITY
In order to be eligible to enter the Best Places to Work in Cornwall programme, organisations must:
• Be a publicly or privately held business
• Have a facility in the United Kingdom
• Have a minimum of 15 employees working in Cornwall*
• Must be in business a minimum of one year
* To ensure credibility, organisations having 15-24 employees must have an 80% or better response rate on the employee survey. Temporary, per diem, seasonal, independent contractors, consultants, interns and volunteers are not counted in the number of employees or included in the survey process.
HOW IT WORKS
Best Places to Work in Cornwall is a two-part process designed to gather information about each participating dealership.
Part one: the employer completes the employer questionnaire which details company policies, practices, benefits and demographics.
Part two: employees of the company complete the employee engagement & satisfaction survey, an in-depth set of statements based on a 1-5 scale of ‘disagree strongly’ to ‘agree strongly’.
Both surveys are completed online. Best Companies Group will combine the results of the two surveys to determine which companies make the list of the Best Places in to Work in Cornwall.
Participating is free, and organisations will have the opportunity of purchasing an Employee Feedback Report from Best Companies Group which will provide comprehensive details of the surveys, including employee comments and benchmarking against peer.
Future-proof your workforce
When talking about education, there has always been the question: how can students and adults future-proof their employment? To bridge the skillset needs of regional businesses and the need of students to be equipped for the dynamic labour market, The Cornwall College Group is offering a suite of training programmes to support upskilling local workforce.
CCB Training, The Cornwall College Group (TCCG)’s employer-facing and businesstraining arm, has launched new apprenticeships in Auto Technician and Livestock Unit Technician.
A strong track record of working with industry
curriculum development manager for Science & Natural Environment, at TCCG.
“At Cornwall College Newquay we have a strong track record of working with industry in our degree provision, and this apprenticeship will be no different. We are providing training for the industry, influenced by the industry.”
Thinking of partnering for the Keeper and Aquarist apprenticeship? You can find out more about the apprenticeship by joining their dedicated employer’s event, either online or in person, on September 8 or 29.
Book here: www.cornwall.ac.uk/ keeper-and-aquarist-employerevent/
SKILLS FOR CORNWALL PROJECT
TCCG is also the first in Cornwall to run the Keeper and Aquarist apprenticeship, which will be delivered in partnership with Newquay Zoo and Blue Reef Aquarium.
“To be able to offer applied training in Cornwall for keepers and aquarists is an excellent opportunity,” says Conor Kendrew, The Skills for Cornwall project, under which CCB’s new apprenticeships are being developed, supports local business growth by focusing on the development of skills, training programmes and qualifications in sectors identified as priorities by the Cornwall and Isles of Scilly Local Enterprise Partnership. The project is part of the Business Clusters project, part-funded by the European Social Fund (ESF).
The project looks at partnering with employers which are ready to share their expertise with the scope of having their insights feed the developing of new apprenticeship and degree curriculums that meet the current market needs.
“We have £3k of funding available through our Apprenticeship Development Fund, which is aimed at businesses taking on new or existing staff members onto an apprenticeship,” explains Lorna Martin, head of apprenticeships and external engagement at CCB Training.
“In return, we ask for feedback on ways to develop the apprenticeship. This insight will enable us to develop new apprenticeships or foundation degrees to meet businesses’ future needs.”
To get involved in Skills for Cornwall as an employer, contact CCB Training on 0330 123 2523 email hello@ccbtraining.co.uk or visit www.ccbtraining.co.uk/skills-for-cornwall/
ELECTRIC VEHICLE TRAINING
Garage owners and automotive sector professionals can now join innovative electric vehicle training in Cornwall.
Whether you’re employed, self-employed, or owning a garage, you can claim up to £300 per person, per day of training. The funding is available through CCB’s new ‘Automotive Business Grants’.
TCCG was awarded £1.2 million from the Skills Accelerator project, to build new workshops, laboratory environments, and virtual learning platforms at their Camborne and St Austell campuses.
Courses include: • Level 1 award in electrical/hybrid vehicle awareness • Level 2 award in electrical/ hybrid vehicle hazard management • Level 3 award in electrical/hybrid vehicle system repair and replacement • Level 4 award in diagnosis, testing, and repair of electric/hybrid vehicles and components
To find out more or register your interest visit: www.ccbtraining.co.uk/electric-vehicletraining/
THOUGHTS FROM OTHER PARTNERS: THE CMG ACADEMY
In addition to the new apprenticeships, the college has partnered with The Cornwall Manufacturers Group (CMG) to address the skills gap, resulting in The CMG Academy – a pre-16 academy to support youth into manufacturing and engineering.
“Currently, we have got a huge skills gap – hundreds of jobs available in manufacturing and we just can’t fill them,” says Jon Hurrell, chief executive at CMG.
“So, to solve that problem in the long term we have partnered with Cornwall College to try to get younger people involved in manufacturing as early as possible, so that they can get inspired, get involved with manufacturing, and then become a manufacturer of the future.”
Additionally, school children in Cornwall are getting the opportunity to learn highly-valued construction skills thanks to the launch of a pre-16 Construction Academy building at Cornwall College Camborne, part-funded by Cornwall Council and Kier Construction, with support from Cornwall Groundworks and Landscaping, and Totus.
Chris Couch, area manager at Kier Construction says: “We were delighted to recently meet the Kier Academy students and to sponsor their training at Cornwall College. This is a unique programme that will provide opportunities for 14-16-yearolds to get a real taster of the construction industry. Cornwall College has provided an excellent platform of learning that will enable the students to try different trades and professions and decide on their future career path.”
WAYS TO GET INVOLVED AS AN EMPLOYER
Another way to get involved as an employer is through work experience and industry placements. It offers employers the opportunity to have their desired skill set to be matched with new professionals. “Work experience and industry placements are a great way to nurture young people and add value to your business. Employers opt for this to see how a particular individual might work in their business before them starting an apprenticeship with them,” explains Jenna Gazzard, Skills for Business Manager at CCB Training. “Our experienced team of Industry Placement and Work Experience Coordinators will help you find the right person for your business, and work with you and their course tutor to develop, monitor, and review SMART objectives to ensure they make an impact in your business.”
To get involved contact the Skills to Business team on 0330 123 2523 skillstobusiness@cornwall.ac.uk or visit www.ccbtraining.co.uk/workexperience-and-industry-placements/ to find out more.
MORE UPSKILLING OPPORTUNITIES FOR ADULTS
SKILLS BOOTCAMPS
This month, The Cornwall College Group is also offering free, flexible courses for up to 16 weeks for adults aged 19+ who are either in work, self-employed, or recently unemployed and live in England. These bootcamps are designed to equip adults with up sector-specific skills and fast-track to an interview with a local employer.
The nine bootcamps available are: • digital skills • health and social care • vehicle tyre fitting and EV awareness • electrical testing and inspection • bricklaying • sustainable development • hospitality • cyber security • digital trainer • digital marketing.
Find out more or register your interest here: www.cornwall.ac.uk/skills-bootcamps/
school...Transform aspiration into When you were at reality Carrie Childs, Careers Hub lead for Cornwall and the Isles of Scilly tackles the careers conundrum.
When I was a teenager, I wanted to be a Blue Peter presenter. Travelling to exciting places, meeting interesting people, making amazing creations from cereal boxes and yogurt pots plus an endless array of pets to keep me company in the studio. What’s not to like? The pressure of presenting to millions on national television perhaps? I might have overlooked that part!
Career development professionals used to talk about there being a career ladder, where linear progression was achieved during our working lives. The reality is that our options and choices are far more complex.
Young people finishing education today are left holding something more like a jigsaw comprising their qualifications, skills, experience and opportunities. For many, there are missing pieces: core employability or digital skills, understanding all the opportunities available, or having a plan, or the means to transform aspiration into reality.
The Careers Hub in Cornwall & Isles of Scilly has been working for the past four years to bridge the gap between education and the world of work. 60 Enterprise Advisers (strategically minded business volunteers) now work with the careers leaders in our schools and colleges, providing valuable support linking the world of work to education.
We also work with ten Cornish cornerstone employers who drive better outcomes for young people, embed careers within their organisation, and tackle disadvantage. It is an enormous privilege to see the wide range of businesses of all sizes and varied sectors that are committed to connecting with their future workforce.
Progress is being made but we still have a long way to go before we reach our ambition of high-quality careers advice that results in every young person from Cornwall and the Isles of Scilly achieving their best next step.
Our businesses have increasing numbers of unfilled vacancies and the general consensus is that the careers advice young people receive at school is poor. This is particularly the case in relation to vocational options and apprenticeships.
Here are our top tips for any business looking to engage with their future workforce:
1. Be Selective. Not every business has the ability to host work placements or the kit needed to make an impression at a busy careers fair. A talk about your company or sector, a curriculum-based project, employability skills session or speed networking may provide a much better return on investment.
2. Know Why. Engagement with your future workforce is not just social conscience, it’s a key part of business strategy. More than 50,000 young people currently attend our secondary schools and colleges, far more than you are likely to reach via the existing workforce or those relocating from other areas. These are potential customers as well as future employees.
3. Know your Goals. Investment in core employability skills, apprenticeship recruitment, promoting STEM opportunities, and diversifying your workforce can all begin when you cross the threshold of your local school or college. The first step is to build a working relationship with the careers leader based there. 4. Target Audience. This will help you to decide on approaches, target cohorts and geographies. You can never start too young! Don’t overlook the importance of engaging with staff and parents as key influencers too. Equally, talent isn’t always where you’d expect to find it. The young people in our special schools and alternative provision academies have enormous talent and anyone can become employed as long as they are motivated,
To bridge the have the right job and right support. gap between 5. Role Models and Messaging. Who are education and the the ambassadors for world of work your organisation? An ability to talk confidently with students, staff and parents is key. This can also be a great way to build confidence and speaking skills in any younger members of your current workforce, including apprentices. Allowing staff time to take part in alumni or apprenticeship ambassador networks is a huge asset. They will often sell your company for you. Equally the power of showing progression from entry level to leadership roles should not be underestimated. 6. Go Digital. A short film that tells the story of your business, a pre-recorded brief for a curriculum project, tour of your workplace or a virtual work placement could all be valuable tools. Even better if you establish what interests young people about what you do and develop content around this. I once witnessed a legal firm lead a remote session on intellectual property rights in computer gaming, it was certainly an original angle and was really engaging.
Sustainability is often a key motivator too.
Do spend some time considering how you might like to link with your future workforce, and please contact the careers hub for advice or to learn more about what we do. Finally, remember when engaging with young people, enthusiasm and authenticity are the most powerful tools of all.
Careers Hub
CORNWALL & ISLES OF SCILLY
@CareersHubCIOS https://www.careershubcios.co.uk/ Hello@careershubcios.co.uk
Investing today for a stronger tomorrow
Taking your business into the future is all about having the right team around you, and that’s no less true than when it comes to planning for tomorrow.
But, in a climate that’s seeing businesses struggle with staff retention, it’s not always straightforward. work flexibly to support family life, right-skilling – a term which refers to teaching staff the skills they need to actually do the job they’re already doing (rather than leaving them to learn as they go) – and demonstrating a strong company culture.
In the US, a record 47.4 million workers voluntarily quit their jobs in 2021 and what’s been dubbed ‘The Great Resignation’ hasn’t quite finished in 2022. Here in the UK, 85% of businesses are still feeling the pinch and recruitment is a major issue for many.
But why is it happening? Since the pandemic, the workforce mentality has seen a dramatic shift – staff want more from their employers, whether it’s increased pay, a better work culture or support with work-life balance.
Essentially, it’s never been more important to listen, especially if we want to keep up and ensure our workforce remains resilient as we all find a new rhythm.
So, what can you do to get your team ready for the future and foster a strong workplace mentality in these fast-changing times?
THE WHOLE PACKAGE
Today, candidates aren’t just looking for a certain salary or role – they want the whole package. From professional development opportunities, such as structured training in their role, to a better work-life balance, staff now want more from their workplace. This can include opportunities like letting staff
But, more than that, candidates also want to know they’re working for a progressive business, which cares about issues like sustainability and supporting the local economy. These good credentials, paired with personal development opportunities and a good work-life balance, will no doubt attract the best candidates. Don’t forget, if a staff member feels valued and can see their Staff now want employer appreciates their time and needs, they’re more likely more from their to deliver results and thrive. workplace BUILDING CONFIDENCE Confidence in a team can very often come down to ensuring they have the right skills and support, which is another reason why professional development plays such a big role in staff retention. But it’s also about building trust and showing your crew that they can trust you, too. How? By allowing them to make decisions for themselves, instead of micromanaging each part of your business. When you show staff you trust them, you give them the confidence to grow, work collaboratively within their teams and foster new ideas. Trust is the freedom to be creative, and that’s vital to building a strong workforce for the future.
RECRUITING RIGHT
It’s important to remember that, while recruiting is challenging at the moment, investing in the right team for your business is absolutely vital to building a stronger future.
After all, the key to good performance is driven by good people - and that’s where working with a recruitment agency can make all the difference.
Here at TalentTide, our approach is totally personalised to your needs. We’re in the know when it comes to recruiting in the finance, tech and people management sectors, and, with our understanding of the south-west jobs market, we can provide an innovative and market-leading service to each and every client and candidate alike.
The best part is that all of our profit goes back into the community, from putting money back into projects to investing in local businesses and helping candidates land jobs. It’s all about putting people first.
To discover more about our approach and our latest job opportunities, visit our website at www.talent-tide.co.uk
As Coodes Solicitors celebrates its 275th anniversary this year, its chairman Peter Lamble explains how the south west’s longest-established legal firm puts its people front and centre when it comes to sharing in its success…
Legal lowdown on developing tomorrow’s workforce
We are a people business; our biggest investment is in our people and our people are our business – they are what our clients value most. Those beliefs are at the core of everything we do. It is fair to say, as we celebrate the firm’s 275th milestone year, we would not be in business today if we did not put our team first.
In the age of the great recruitment drain, where employers are finding it increasingly difficult to recruit and retain good staff, you must be ahead of the game when it comes to your training and development. It is important for any good business to upskill and invest in their team for the future – they are your future.
Setting the culture starts at the top. We put a great deal of effort into growing our expertise, nurturing the talent we have, providing ways for people to meet their aspirations, allowing them to flourish and improve their skills. Providing continued learning and development is the lifeblood of any successful business.
At Coodes, we have a very strong tradition of training and retention. The firm has a defined career pathway ranging from entry at apprentice level to business ownership – we recently appointed seven new business owners who have worked their way up through the ranks.
Many team members have worked for us for years, in some cases, decades. Some joined straight after leaving school and have remained throughout their entire careers. We value our staff, promoting from within wherever possible and recognising and rewarding their hard work. The more experience that you have, the more valuable you are in terms of delivering expertise for your clients. What is incredibly satisfying is watching people grow.
We have fully embraced and championed our Solicitors Qualifying Examination (SQE) development programme in recent years - this is a huge project for us. We currently have four trainees working towards their SQE, but it’s not just about developing solicitors, we have identified more than 40 people who want to further their careers.
We recognise the need to support and promote talent through detailed mentoring programmes. Trainees have clear objectives and employees undertake detailed appraisals twice a year.
Our ongoing commitment to Investors in People is another good example of how we go above and beyond. It is a well-established and wellrecognised accreditation which we have held since 1998. We achieved the silver standard in 2021, a proud achievement, particularly off the back of a very turbulent couple of years.
Investors in People is something that employees look for when considering their next career move and it is not just about prioritising the most senior people in the business, it recognises leadership throughout the firm.
It goes without saying that having a highly motivated and highly skilled workforce can only be a good thing. It is good for the wider community, offering well paid and well rewarded jobs in Cornwall. It is important to keep your talent right here and not lose out to other parts of the country.
The legal sector is a tough and challenging employment market, and we fully recognise that – firms compete for a limited talent pool, particularly here in the south west, so you can never rest on your laurels.
Undoubtedly the Covid pandemic has changed the face of how we all work. The new world of hybrid and remote working means the work life balance is more important than ever.
If there is one thing that the last 275 years has taught us, it is that if you don’t strive for continuous improvement, then you won’t survive in business.
coodes.co.uk
Invest in yourself and your business
We learn about Help to Grow: Management, a new programme from UWE Bristol which is now set to help SMEs in Cornwall.
ROBERT OGDEN (RENEWABLE EXCHANGE)
“A small investment, time and money, but you walk away with a large toolkit of business concepts that you can apply almost immediately to your business and benefit almost invariably.” In its first year of delivery, UWE Bristol was a leading university in delivering the programme and guided over one hundred SME leaders through it. They are now looking forward to welcoming many more in the coming year.
The words of Ross Brook, MD at Bear Industrial Engineering Ltd, who signed up to the Help to Grow: Management programme with UWE Bristol to support his transition to a business owner. Ross found that for each module he studied he was able to gain a fundamental understanding of that topic, pick and choose the most suitable concepts, and apply those to his business. In 2021, the Small Business Charter launched its new Governmentbacked leadership and management programme, Help to Grow: Management, to help SMEs in their recovery from the impact of Covid-19. The 12-week practical training programme is for senior managers and aims to help boost performance, resilience, and long-term growth of their businesses. Having held the Small Business Charter accreditation since 2015, UWE Bristol Business School is proud to be delivering the programme across the south west for a second year, including a scheduled cohort in St Austell, building on the university’s proven track record in working with, supporting and developing businesses in the region. Delivered through a blend of interactive online and face-to-face learning by Bristol Business School experts, the course covers strategies for growth and innovation, leading highperformance teams, digital adoption, as well as financial management and responsible business practices. Business leaders on the programme benefit from regular peer group calls, have access to 10 hours of one-to-one mentor support, hear from guest speakers and will be able to join other SME leaders through both local and national alumni networks. Reflecting on his time on the programme, UWE Bristol Help to Grow: Management Alumni, Robert Ogden of Renewable Exchange, says: “It was really helpful to go through a programme like this while discussing similar problems and challenges with a group of other business leaders who are in similar situations. It was great to understand what others have done in the past, what’s worked well, what hasn’t, and we all stay in touch now.” Upon programme completion, participants will have developed a tailored business growth plan which will drive productivity and revenue growth. Robert continues: “The programme gives you a very broad coverage of a lot of relevant business topics. For me personally, the mentoring sessions were a great way to take the entire course material, distil down what I found most relevant to Renewable Exchange and then turn these into actionable changes.
“Some of these changes can be fairly significant, for example, we have now opened an office in Germany which is our first international market. But, quite a lot of the changes that you might look to make are fairly small and quick improvements, and just those marginable gains that improves the way the business functions and considers problems, and I found these to be really helpful for Renewable Exchange.”
Help to Grow: Management is 90% subsidised by the government meaning it costs just £750 to business leaders. Designed to be undertaken alongside full-time work, the twelve modules require 50 hours of commitment to timetabled activities.
UWE Bristol is scheduled to deliver a cohort in St Austell next month, with Module One starting October 4. To find out more about the programme call 0117 32 81774 or email
helptogrow@uwe.ac.uk
People Hub: Skills for Growth boosts local workforce with drive towards remote and digital working.
Home comforts
At People Hub: Skills for Growth, one of our priorities is staying abreast of current working trends and the effects these can have on the local population. Arguably the most important of the changes seen in the post-2020 workplace is the increase in remote working and how it has affected the lives of those who have adjusted to it. to use free time to pursue other interests, including retraining for a new career that they might not otherwise have found time for.
To assist local people interested in working from home or part-time roles, our partner service Smart Matching offers a free remote-working skills programme to develop the skills participants need to succeed in a remote environment. With the team’s knowledge of relevant local businesses and a tailored approach to helping people move towards available roles, Smart Matching can bring to Cornwall and the Isles of Scilly the same opportunities that the rest of the country has enjoyed.
We are also spearheading our Dive into Digital campaign, encouraging locals to get in touch with us to boost their online skills, from coding to digital marketing and website design, to any other facet of the digital careers market that piques their interest. With access to fully-funded training and qualifications, we intend to put Cornwall on the map for the digital skills sector.
On September 22 (9.30-1pm) at the Venton Conference Centre Summercourt, we’ll be taking part in a VIP roundtable event hosted by career development consultant Oliver Thompson. We’ll be discussing workplace trends in a post-pandemic world, where these changes could
Many would say that working from home has improved their working and personal lives. With great scope for opening up positions for people who until recently had found traditional modes of working incompatible with their lives, remote Working from working is ideal for people home has who are retired and want to learn new skills, parents improved working who wish to enjoy the benefits of flexible working, and personal lives along with differently-abled or neurodivergent people who might find it difficult to commute to their workplace or find the traditional office environment challenging and overwhelming. They are also a great option for young people who are taking their first steps into the world of work and who might feel anxious about having to adapt to an office environment with little experience. In a recent survey, 55% of remote workers said that they experienced more productivity working from home than in the office, and 85% of people stated that they would prefer a hybrid-approach to work. Remote working, based on current statistics, is a modern phenomenon that shows no signs of abating. Part-time jobs hold similar benefits to remote working, offering the option of a healthier work/life balance, less money spent on commuting, and convenience for working parents or carers. Undertaking part-time hours also creates the opportunity lead us to, and the difficulties in finding parttime work in Cornwall.
This event, with attendance expected from local MPs and former Employment Minister Mims Davies, is expected to explore how Cornwall can lead the way in innovation and solutions to enable the workforce of tomorrow.
If you want to know more about People Hub’s ESF-funded services and how they can help you upskill or retrain for a remote working role, head to peoplehub.info, email hello@peoplehub.info or call 03330150699.
