Business Edge 60

Inside 4 business matters 6 employment and skills 12 ask the expert 16 green sustainability 22 big interview 32 training and events 34 new members 38 diary of an entrepreneur

the magazine for sussex chamber of commerce members

Employment and Skills

April/May 2021

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contents

April/May 2021 business edge

Sussex Chamber of Commerce

Sussex Chamber of Commerce currently represents over 1,000 member businesses. Membership of Sussex Chamber of Commerce offers access to invaluable business advice, money saving benefits, networking opportunities and provides a voice for businesses at a local, regional and national level. Business Edge is delivered free of charge to all Sussex Chamber of Commerce members as well as key business decision makers across the county. It has a circulation of 4,000 copies per issue.

Business Edge is a Sussex Chamber of Commerce publication.

If you have any stories you would like to tell us about or any comments please drop us an email at enquiries@

sussexchamberofcommerce.co.uk

SUSSEX CHAMBER OF COMMERCE Unit 4, Victoria Business Centre, 43 Victoria Road, Burgess Hill RH15 9LR

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FEATURE EDITOR Helen Compson helen.compson@distinctivegroup.co.uk

Welcome to our Business Edge magazine!

Building the economy of the future Government has listened and acted on our calls for immediate support to help struggling businesses to begin their recovery. However, it will be a long and slow recovery for many.

A series of budget announcements relating to building the economy of the future are innovative and encouraging. The net zero innovation portfolio will provide much needed support for clean innovation which can generate opportunities for growth and levelling up.

The importance of skills, particularly in SME’s, was highlighted by government with two new programmes under the ‘Help to Grow Scheme’ providing the digital and management tools needed to innovate, grow and help drive recovery.

Skills across the wider workforce are a core component of economic growth, improving living standards for individuals and communities, and building a labour market resilience to change.

Recent levels of youth unemployment are at their highest since 2016. According to the Office for National Statistics (ONS), youth unemployment has risen nationally to 14.5% since the start of the pandemic.

Apprenticeships and jobs with training opportunities have been severely impacted by the pandemic, particularly for young people. Additional investment in traineeships, employer incentives and more flexible apprenticeships will help businesses create more high-quality earning and learning opportunities for people and boost skills in the workplace.

The Kickstart Scheme, which provides funding to employers to create new 6-month job placements for young people who are on Universal Credit and at risk of longterm unemployment, has been a noble government initiative, but very slow in making headway. Our ask is that government acts more swiftly to ensure the 12,000 job placements already approved through the UK national Chamber network, materialise into real opportunities for young people.

Young people will be the driver of our long-term recovery from the impact of the

Ana Christie

Chief Executive Sussex Chamber of Commerce

pandemic, so we must have a response that puts them at its heart.

As unemployment in the region soars, we encourage local businesses to partner with the Sussex Chamber to help boost economic recovery and employment prospects for all.

Sussex Chamber plays a leading role in helping to develop local skills plans that reflect the needs of employers in the area, by working closely with business, education, councils, LEP’s and other key strategic partners.

The most powerful asset of any business is people. Investment in the training and development of your people is an investment in the future success of your business, helping you maintain a competitive advantage.

Together, we can increase the focus on skills for the workplace - the digital, technical and broader skills that help businesses grow, succeed and create good jobs.

Please contact the team for advice on your membership benefits, marketing, events, training, international trade documentation, the kickstart scheme or any policy issues you may have.

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CONTENTS welcome business matters

DISCLAIMER Distinctive Publishing or Business Edge cannot be held responsible for any inaccuracies that may occur, individual products or services advertised or late entries. No part of this publication may be reproduced or scanned without prior written permission of the publishers and Business Edge.

3 4-5

green sustainability

16-18

employment and skills

19-21

employment and skills

6

big interview

22-23

employment and skills

8

employment and skills

24-25

business matters

9

british chambers of commerce 26-27

employment and skills

10

employment and skills

30-31

ask the expert

12

training and events

32-33

employment and skills

13

new members

34-36

business support

14-15

diary of a entrepreneur

AS A CHAMBER MEMBER YOU’RE WELL CONNECTED

38

3

business matters

April/May june/july 2019 2021 business edge

Homeworking is here to stay.

Is your business prepared?

Last March saw millions of office workers decamp to their homes, with employers rushing to provide laptops and other equipment, as we all embraced remote working.

For some – who were already set up and accustomed to it – this was a seamless transition but for others, it did cause some stress and anxiety.

Martin Coppard

Risk Management Consultant Sutton Winson

Just because staff were now working from home, the employer’s responsibility to ensure a safe place of work and support the wellbeing of their people remained unchanged. However, as remote working was thought only to be a temporary arrangement, the Health and Safety Executive (HSE) said that it wasn’t necessary to carry out a full workstation risk assessment on each homeworker or supply additional equipment (other than the essentials to be able to work).

But now a year on and with some uncertainty still around, many organisations are contemplating the future of the workplace and the possibility that homeworking becomes a more permanent arrangement – either full-time or a combination of both office and remote working.

If you see homeworking remaining a fundamental feature of how your business operates going forward, you have a Duty of Care and must take steps to ensure that your employees’ homeworking environment is suitable, safe and healthy.

Assess the current situation Ask staff to complete a Workstation Risk Assessment and get them to include a photo of their current working environment, as this helps support their answers. It’s also important to give guidance on how best to set-up their Workstation and how to avoid the usual health hazards associated with a poor workspace - take a look at our guide on ‘Setting up your Workstation’ on our website.

Provide the right equipment and right environment Where an employee returns an assessment which reveals issues, ensure that these are openly discussed and details of the conversation are recorded. Based on the feedback, you may need to provide some basic equipment, if employees don’t already have it (eg. desk or office chair) or additional accessories that support individual health needs, such as foot-rests, headsets or other ergonomic equipment.

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It’s also worth noting that laptops aren’t appropriate for long-term regular computer work - a separate keyboard and screen are far better. Plus, if you’re worried about the cost of additional equipment, don’t forget to consider redundant office furniture that could be delivered to employees in need.

Looking beyond the pandemic, there may be some staff whose environment just isn’t suitable for homeworking and they’d prefer to be in the office. For example, those who’ve been working on a stool in their kitchen, struggling with poor broadband, tucked into a tight dark corner of their living room, or have the constant distraction of housemates or young children. Also don’t forget to consider those who are new to the business who may require close supervision and training for a period of time. Offering a flexible working model can be the best option for both you and your people.

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Keep things under review As we all know, circumstances can change (eg. people move house) so it’s important to repeat the Risk Assessment process periodically to check that the arrangements remain ergonomically safe and healthy.

Of course, there’s also the mental health aspect of long-term remote working to consider and the difficulties engaging staff in a team or company ‘culture’ when people are not together. For starters, check out our webinar ‘Looking after the Mental Health of your Employees’ which can be found on the Sutton Winson website.

If you have any specific questions about safe and healthy homeworking arrangements for your staff, need help producing a full Workstation Risk Assessment or would like to arrange a DSE Assessor Training session for managers – get in touch with us at riskmanagement@ swib.co.uk.

tel: 01444 259 259

business matters

june/july April/May2019 2021business businessedge edge

Equality, Diversity and Inclusion Harry Sherrard Principal Sherrards

As an economic migrant myself – I was born and raised in Northern Ireland – equality, diversity and inclusion (EDI) is a subject on which I have abundant personal perspective. But from attending an English university at age 18, through Law School, to becoming a partner in a Sussex law firm, to establishing my own practice in 1999, I have had few negative experiences.

By and large I have been accepted by and integrated into the Home Counties.

So much so that an old friend recently discussed with me “our” prospects in the Six Nations; until I reminded him that I am not English!

But that does not apply to everyone.

Many employees have experienced prejudice in the workplace, and the last decade or so has seen constant developments to counter this. A matrix of anti-discrimination laws was consolidated into The Equality Act in 2010. This Act sets out a number of “protected characteristics” such as gender, ethnicity, sexual orientation, pregnancy and disability, and gives legal protection to employees against detrimental treatment on those grounds.

Much of our anti-discrimination legislation was influenced by our membership of the

European Union, but plenty was home grown as well. It’s not often mentioned that the UK was the first country in Europe to outlaw disability discrimination in the workplace. The Disability Discrimination Act was passed by the John Major government in 1995, without this being a requirement of the EU at the time. Other European countries then followed the UK’s lead.

Other examples of legislation intended to promote equality in the last few years include extensions of flexible working rights, gender pay gap reporting, shared parental leave, paternity leave, and antimodern slavery legislation.

It’s a controversial subject, but employers are increasingly aware of the dangers of unconscious bias and have introduced training on the subject.

Through social conditioning and life experiences, our brains make automatic assumptions about people’s strengths and weaknesses. This can lead to both legal dangers and a risk of missing good candidates for jobs.

A relatively recent addition to the anti-discrimination legislation was age.

We are shortly to reach a milestone; 10 years since employees could be compulsorily retired. Employers used to be able to force workers to retire at 65 (known as the Default Retirement Age), but this law was scrapped in April 2011. Since then, employees can continue working, effectively indefinitely, unless the occupation has a retirement age set by other legislation, as is the case with pilots.

As always when there is a change in the law, there is concern and indeed some resistance. I recall employers 10 years ago expressing concern that employees older than 65 would have neither the physical capacity nor the ambition to be as productive as younger colleagues. In those conversations I took to reminding clients that Sir Winston Churchill first became Prime Minister in May 1940 shortly before his 66th birthday! As a 65 year old, his best years were still in front of him.

Attitudes to age have certainly changed over recent decades. The miners’ strike of 1984 took place when I was at university.

The miners’ leader, Arthur Scargill, ardent trade unionist and doyen of workers’ rights, disparagingly referred to the Chairman of the National Coal Board, the 72 year old Ian MacGregor, as “the elderly American” and said that “I am not prepared to accept the imposition of a pensioner from the United States”. Back then, no-one took much notice, but today those remarks would be considered both ageist and racist.

Perhaps influenced by this, Ian MacGregor later became an active campaigner against ageism in employment, and he was still working aged 85 when he died. Part of his legacy is that, like him, employees can now choose to work on into later life if they choose to do so.

Sherrards is a leading specialist employment law firm, providing employment law advisory services, HR consultancy and employment related training. www.sherrardslaw.com

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5

employment and skills

April/May june/july 2019 2021 business edge

Now’s the time to invest in your staff’s future Times are tough and companies across all sectors are facing difficult decisions. But at the Chichester College Group, we believe that at times of crisis it is more important than ever to nurture your workforce.

Paul Rolfe

Director of Commercial, Sales, Marketing & Public Affairs Chichester College Group

the training needs of West Sussex and beyond.

And because we have colleges across the county, you’ll never be far from one of our campuses for in-person support.

Shape the Future

Your staff are your biggest asset, so why wouldn’t you equip them with all the tools they need to excel in their roles?

We are proud to work with more than 1,500 employers of all sizes and across a range of industries.

After all, an investment in your staff is an investment in your company’s future. The more you invest in your staff, the greater the dividend your company will receive in the form of higher performing teams, increased motivation and higher retention rates.

We build strong links with our employer partners, actively involving them in course design to ensure we’re delivering the expertise that industry needs. Our courses are reviewed regularly, reflecting professional trends and we employ experienced industry specialists to teach our subjects.

And at Chichester College Group, we can offer you a range of training products and resources to help you build the right training package for your team.

Reasons to choose Chichester College Group Location, Location, Location The Chichester College Group is the biggest college group in Sussex, with campuses at five locations across West Sussex; Chichester, Crawley, Worthing, Haywards Heath and Brinsbury (near Pulborough).

We are proud to have developed and maintain close ties to our local industries, employers and organisations, ensuring we have an in-depth understanding of

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Outstanding Apprenticeship Delivery The Chichester College Group offers apprenticeship programmes across a range of occupations and levels, including operations manager, digital support technician, HR support and commercial procurement At our colleges, you can be assured your staff will be receiving the very best training delivered by industry experts.

According to Government figures published in 2020, we have the highest achievement rates for apprenticeships in Sussex and Hampshire – and our apprenticeship provision was recognised

by Ofsted as Outstanding in May 2020!

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Apprenticeships are a cost-effective and successful way to develop your staff’s skills and knowledge base. This will help you to resolve skills shortages and expand your team’s talent – without the need to recruit new staff.

There’s no age limit for an apprentice – staff of any age can be an apprentice, without any changes to their salary or job title.

You can also use your apprenticeship levy to fully fund apprenticeship training for existing staff, with no cost to your company.

So, why wouldn’t you want to use this opportunity to bring about positive change in your workplace?

Quality Assured Training As one of the largest training providers in Sussex, we offer a wide variety of opportunities designed to support you and your employees including professional and trade courses.

All of our professional courses are accredited by the UK’s industry-leading awarding bodies, including AAT, CIM, CIPD, CIPS and ILM. This gives you the assurance you need to know your employees will gain the in-depth knowledge and skills they need to succeed.

We are also one of the largest providers of trade and construction courses in the South East, working with industry experts including NICEIC, City & Guilds and OFTEC to ensure employees receive the right certification and training.

tel: 01444 259 259

business advertorial matters

june/july April/May december/january 2019 2021business business 2018edge business edge edge

Signalling upgrades underway on lines into London Victoria Most Southern trains will be diverted to London Bridge over May weekends and two Sunday’s in June as major signalling upgrades continue on the lines into London Victoria station.

The investment will modernise 1980s track and signalling, improve reliability on the network and help even more passenger and freight trains arrive at their destinations on time.

This phase of work, to take place between London Victoria, Clapham Junction and Balham, and the West London Lines from Clapham to Shepherds Bush, will continue until after Christmas 2022.

On the following dates, most Southern trains will be diverted to London Bridge and no trains will run between Victoria-East Croydon.

Gatwick Station project – flying into year two The start of 2021 has been busy at the Gatwick Airport station redevelopment to make passengers’ future journeys easier, while the station is open for travel.

Over the last few weeks, the team reached a couple of important milestones on the journey to improving accessibility around the station: The first stage of critical foundation work was complete on platforms 5 & 6. This allowed track realignment work to kick off to accommodate the construction of wider platforms, new escalators and stairs. These will create a seamless connection to a new, second station concourse built above platforms 5, 6 and 7. The concourse will be a new entrance into the Airport seamlessly connecting the train station to Airport Terminals, while doubling the amount of space for passengers.

Lift pits were constructed on platform 7 to prepare for the installation of a new lift and an escalator, which will also lead to the new station concourse.

Strengthening work has been carried out on platform 4 in preparation for the arrival of another new escalator

and stairs, which will further improve accessibility and passenger movement around the station. Eight new escalators, five new lifts and four new stairways in total will be installed across the station to make journeys easier for all passengers including people with reduced mobility, the elderly and those travelling with a pushchair or luggage.

As part of the redevelopment the existing station concourse and link span into the Airport South Terminal will also be refurbished and station employees will benefit from a new Back of House building once works are complete in 2023.

Saturday 1 to Sunday 3 May (Bank Holiday) Saturday 8 to Sunday 9 May Saturday 15 to Sunday 16 May Saturday 22 to Sunday 23 May Saturday 29 to Monday 31 May (Bank Holiday) Sunday 6 June Sunday 27 June.

Rail tickets will be accepted on London Underground services between London Victoria, London Bridge and Balham, and on London Buses between Balham and Streatham Hill. Tickets will also be valid on South Western Railway services between Clapham Junction and London Waterloo. A limited bus replacement service will operate between East Croydon and Clapham Junction for local journeys.

Learn more about the project at www.networkrail.co.uk/ victoriaresignalling

As we look to the future, the Gatwick Airport station redevelopment will play a more important role than ever before in providing efficient, safe and sustainable transport links to London, the coast and abroad. Once complete, the upgraded station will be an impressive gateway into the UK, and it will help drive the recovery of the local, regional and national economy.

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7

employment and skills

April/May june/july 2019 2021 business edge

Employment At the time of writing this short column, more than half of the UK adult population has received their first covid-19 vaccination, we have an ‘irreversible’ timetable out of lockdown and increasing confidence that our business community will see some sustainable recovery during the rest of this year.

How to stand out in a crowded job market with Love Local Talent Solutions When the world suddenly changed in 2020 so did the way we interview. Being on the big screen (or not so big) is now the way of the modern ‘face to face’ interview and it’s harder to make a positive impact than ever!

So before you start, here are some important hints and tips to give you the greatest chance of success: Make sure you have tested your equipment and all technical aspects before you go live; Keep email and screen names professional, remember to remove the weekend quiz name!

Make sure your dressed for the occasion (at least from the middle up! As with any meeting, VC or face to face, you are still in first impression territory; There’s no such thing as a firm hand shake on a VC introduction so you have to show confidence in other ways with body language and ‘nonverbal’ signals; Eye contact is as important as ever – sitting up straight and looking directly at the camera will ensure a positive connection – and remember to smile!

The interviewer can only see from the chest up so you should make sure you show positivity with your facial expressions and hand gestures (no matter how alien this might seem); Minimise any distractions where possible such as dogs barking, children entering the room, music, car alarms, flat mates etc – and think about your background. A natural setting is often advisable over the re-set versions on the VC package – but make sure to leave a positive impression – messy bedrooms, curtains hanging off and

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questionable taste in books may not be the best idea; Remember if you have a natural setting/back drop that you don’t blend in with your surroundings, there is no harm in a coloured shirt or blouse, but hoodies are a no no!

Make sure you have researched the company and the role and always have pre-prepared questions of your own.

Prepare questions, make sure you have your own that are relevant to the role and the business.

Research who you are meeting with on Linkedin, it’s nice to know their experience and how they progressed in their career. It’s important to know if they are a good fit for you just as much as you are for them.

Find out what they like about the company, why do they work for the business? Etc. It’s always good to hear why people like where they work.

Recovery will though bring significant challenges. Perhaps the greatest of these, with the most lasting impact on our society, will be permanent job creation in the 18-24 age group.

According to ONS data, since February 2020, the number of payroll employees has fallen by 726,000. Unsurprisingly, the larger falls were seen at the start of the coronavirus pandemic, with the latest two months recording small increases. New analysis by age band shows that the 18 to 24 years age group has seen the greatest decrease in pay-rolled employees since February 2020.

The number of job vacancies in November 2020 to January 2021 was 26% lower than a year ago. This is an improvement on the position in summer 2020 when vacancies were down by nearly 60% year on year, but the rate of improvement has slowed in the past few months.

In October to December 2020, an estimated 11.6% of all people aged 16 to 24 years were not in education, employment or training (NEET). The percentage of those aged 18 to 24 years who were NEET was 13.8%.

Whilst well intentioned the current Apprenticeship scheme appears to be misfiring badly and the Kickstart Scheme is not running at all smoothly yet.

More and better is needed.

Ask about the team; it’s important that you’re interested in the team you’ll be working with.

Make sure you follow up as if you would on a face to face – thanking the interviewer for their time and expressing your interest in the role.

While you are job searching make sure you keep your Whatsapp profile picture sensible, so many people now when working from home are using this to message or make Wi-Fi calls, so try to think about first impressions on this photo also.

www.sussexchamberofcommerce.co.uk

tel: 01444 259 259

Rob Clare

Chairman Sussex Chamber of Commerce

business matters

june/july April/May2019 2021business businessedge edge

Tax Law and Brexit – a new online conference from Bloomsbury Professional Dave Wright

Head of Tax and Accounting Publishing, Bloomsbury Professional

Whatever your opinion of Brexit, what is undeniable is that it has created a large amount of head scratching and some frustration within businesses in the UK and Europe as they get to grips with the changes in customs procedures and VAT legislation that are impacting cross-channel trade. The government has tried to help by introducing a ‘light touch’ regime for importers for six months at the time of writing, but it is expected that this will no longer apply from 1 July 2021.

Bloomsbury Professional supplies high quality tax and legal information in print and digital formats to accountancy and law firms and those working in in-house roles within business. Recently, we have noticed a significant increase in searches for Brexit

related information in our online library, and have had a number of queries regarding Brexit coverage in any of our 2021 virtual conferences. As a result we are excited to announce that our Tax Law and Brexit virtual one day conference will take place on Tuesday 8 June.

We have pulled together a high quality range of speakers from some of our business partners including MacIntyre Hudson, Wright Hassall LLP, and Anderson Tax, who will provide practical advice including case studies, to help you get to grips with issues that are currently causing problems such as: Trading with Northern Ireland (new VAT and customs procedures) Customs valuation Origin of goods Classification of low-value consignments Tariff classification The changes in place for importing plant or animal goods into the UK or exporting to EU

Delegates will also get to hear about the tax ramifications of investing in a number of European countries post-Brexit.

The response to the Online Conferences we hosted last year was extremely positive with 86% of delegates rating our events more than 4 out of 5; and 100% saying they would attend again, so don’t miss out.

Sussex Chamber of Commerce members are entitled to the discounted ticket price of £240 to attend this important virtual conference. Order before April 30th to benefit from the Early Bird price of only £199.

Register now to hear when tickets go on sale.

Register online at: bloomsburyprofessionaltax.com/ events/

Kickstart The Kickstart Scheme is a £2 billion scheme to create thousands of high-quality 6-month job placements for 16 – 24 year olds

training, CV development, presentation skills, on-boarding, mentoring and supervision etc. Funding available for each job will cover the relevant National Minimum Wage rate for 25 hours a week, plus the associated employer National Insurance contributions, and employer minimum automatic enrolment contributions.

The scheme is part of the plan for jobs and supports young people to develop new skills that will help them move into sustained employment after they have completed their Kickstart Scheme job placement.

Using a Kickstart Gateway

The scheme provides employers of all sizes, across the private, public and voluntary sectors with the opportunity to access a large pool of young people with potential.

Following the job start, the employer will be paid £1,500 per job placement to support overhead costs and help to improve the participant’s employability i.e.

Sussex Chamber is your Kickstart Gateway. We are here to help you with your initial application to the Department for Work and Pensions, as well as helping you throughout the entire process.

Through our members, we are able to highlight the training available to support your Kickstart worker throughout their job placement.

All funding is transferred to you promptly when received from DWP. Businesses receive the full £1500 towards the set-up costs, training and development.

The DWP requires you to provide training to qualify for the scheme. We provide a comprehensive Employability Skills Training Programme using a broad range of Sussex member providers.

You’ll also find a wide range of accredited virtual training courses on our website As an employer you can really make a difference to the future of young people, as well as elevate your business by having extra pairs of hands, at no extra cost to you – the placements are fully funded.

Why use Sussex Chamber?

We manage the application process on your behalf to save you administrative time and resources.

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business matters employment and skills

august/september december/january April/May june/july 2019 2018 2021 business edge

Developing skilled staff in an SME Like most organisations our success is based on the skills and expertise of our team. Keeping those skills and knowledge up to date and relevant is a key priority for our business. in our industries. Here are some of the things we do that help us develop our skills and expertise as a business: Stakeholders groups – We have seen a shift over recent years where most regulated utility companies are having to embrace effective stakeholder management.

For some it directly impacts their turnover with the various pricing regimes, offering financial incentives to the companies that are performing well in this area.

Nigel Hall

Director, Premier Energy Services

As a Utility Consultancy, Premier Energy operates across two challenging and complex industries, the construction and utilities sectors. Even without the contribution from the pandemic both sectors are undergoing significant change.

For our business this means keeping up to speed on legislative, technological, and societal changes, requiring the business to adopt a dynamic and nimble approach.

One of our challenges is that there is very little ‘formal’ training that covers the combined breadth of our two sectors. For example, whilst there are numerous courses and programmes for electrical engineers, mechanical engineers or communications technicians, our business requires staff that have expertise and knowledge in all areas.

Not all development has to be linked directly to structured training or academic studies.

Whilst we continue to promote and sponsor both formal qualifications and professional registration, we have also focused on activities that increase our knowledge and help us to stay abreast of new developments

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We have taken the opportunity to engage in many of the stakeholder groups set up by utility companies. This allows us early insight into proposals, and a fair chance to discuss impacts and concerns of proposed changes. These can range from changes to the commercial charging arrangements, to the introduction of technical innovations. It is an extremely effective and efficient way to stay informed.

Advisory Groups – Being active in groups responsible for key policies at either regional or national level is also an important mechanism to gain knowledge.

We are active in, and co-sponsors of, the group leading the development of the standards that apply to the identification of underground utility apparatus. This is something of critical importance for risk management in the construction industry.

We are also active in the group reviewing gas safety, which is under review following recent well publicised incidents. This not only allows us to contribute our knowledge but allows us to understand the emerging thinking and changes that are likely to result, and provides us with the opportunity to be best placed to advise our clients on emerging strategies likely to impact their business.

Technical workshops – At Premier Energy we bring in subject matter experts to present and discuss the emerging technical changes and innovations. We choose a relevant subject and approach experts from our broad range of contacts to join us

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in a workshop environment to inform and debate the issues. All of our technical and senior staff are involved, and success can be measured in the full attendance we see at these sessions. This approach has recently allowed us to gain insight into; The development of heat pumps as a primary heating mechanism in new builds The impact of the electrification of transport and roll-out of electric vehicles The pressure on water resources The development of fibre communication & data networks There is no value in promoting the skills and experience across the business if this only resides in a small proportion of the workforce, and we know from experience that not everyone can coach and train effectively, meaning knowledge transfer can be problematic.

We have recently embarked on a bespoke mentoring training programme for our Leadership team. This has been designed to make the career development of our future leaders and consultants an area of business focus.

My background in the largest UK electricity network company provided access to significant training and development resources – with a workforce of over 6,000 there was always someone to ask with expertise.

Training programmes could be developed for large cohorts and bespoke training was affordable when evaluated on a per head basis. But life in an SME is different and has meant adopting a unique approach, and this article provides a bit of practical insight of how we have addressed this challenge.

With 40 years’ experience in the Utility Industry Nigel is a Director at Premier Energy Services with a passion for Training & Development. www.premierenergy.co.uk

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business advertorial matters

june/july April/May February/March december/january 2019 2021business business 2021 2018 business edge business edge edge edge

An ounce of prevention is worth a pound of cure Mental health and wellbeing at work continues to be one of the most challenging issues that employers face. The financial cost to organisations of poor mental health is estimated to be £42bn a year.

We know that the more conversations we have, the more myths we can bust and barriers we can break down, helping to end the isolation, shame and worthlessness that too many of us with mental health problems are made to feel.

Open conversations about mental health are more important than ever. We need your help to start the conversation – together we can end mental health stigma. In order to help people, Stratus Coaching regularly holds free webinars on the topic of mental health and wellbeing which are open to all to help them gain a better understanding and awareness of the subject. (Contact Anna for details or search on Eventbrite).

Why should organisations care?

Now more than ever, employers need to ensure they promote healthy workplaces where people feel comfortable speaking to someone if they are struggling. According to the Health and Safety at Work Act, employers “must protect the health, safety and welfare at work of employees” which includes mental health. Convictions and prosecutions over a lack of mental health support have already been seen across Europe.

It is also the right thing to do to proactively look after people’s wellbeing so that they can perform at their best, but not at the expense of their health.

What can you do to help?

Mental Health Policy - is this accessible to staff and managers? Does it clearly signpost people to internal and external resources available?

Internal resources - inc. mental health first aiders, Occ Health, EAP. Mental Health First Aiders - trained to have conversations with people.

Training - are leaders aware of their responsibilities and able to confidently have conversations about wellbeing?

Culture of Openness - how often are people asked how they are feeling, not just an update on what they are doing?

Regular breaks - encourage employees to take regular breaks during the day to restore their mental energies.

Email policy - are people expected to be on call 24/7? Sports people value their rest days as much as training days, we need to recharge our minds too.

Clear objectives & guidance - when people know what’s expected of them, they can better perform to their full potential and use constructive feedback for future success.

Coaching/mentoring - reflecting on progress and sharing insights pays huge dividends.

image © Pete Jones Photography

Anna Golawski provides free webinars on the topic of mental health, stress and resilience.

Please contact anna@ stratuscoaching.co.uk for future dates or information on in-house training. She is a Mental Health First Aid instructor providing the MHFA 2-day and 1-day course, and refresher training sessions with an excellent track record: “Anna was a brilliant trainer who included everyone in the course and was very engaging.”

“An absolutely amazing course - I would advocate for as many people as possible to undertake this course.”

“Anna was a really amazing course leader” “Anna was amazing! I learned so much not only from the theory that she taught but also the kind and sensitive way in which she delivered the course and drew upon her own personal experiences. I feel much more confident handling mental health issues in the workplace now.

Thank you again.”

“Anna was an amazing instructor. So clear and well presented courses. and just an all round lovely person.

Thanks to Anna this will stay with me for life.”

07799 334594 www.stratuscoaching.com

Prevention is better than that cure. The sooner people can talk about any struggles they are experiencing, the quicker they will bounce back.

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ask the expert

April/May june/july 2019 2021 business edge

Once upon two times: leadership through storytelling What is your organisation’s story? Who wrote it? Who is telling it? If you’re in a leading position in your organisation and are puzzled by these questions, you may have a problem. That’s because if you don’t know your story, you’ve almost certainly lost control of it.

Angus Cameron Academic Operations Director Roffey Park Institute

Let me tell you a story.

A year or so ago, back in the ‘before times’ when we could attend conferences, myself and my colleague Dr Arlene Egan were confronted with an interesting conundrum. We’d presented a paper on organisational resilience, the themes of which had struck a chord with one particular CEO. His firm, he told us, at least as far as the numbers were concerned, was very successful. It was well-established, regularly turned in healthy profits and won international awards. His problem was that despite the money and the plaudits, he was struggling to lead a deeply divided workforce.

The split had developed as the company had grown beyond its original premises.

A new factory had been built to meet increased demand, new product lines had been developed, and a new staff was recruited to run it all. There was little or no transfer of the existing workforce to the new site. That would have been difficult enough by itself had it not been for an extra twist of political geography.

The organisation is based in an Eastern European country that had left the clutches of the Warsaw Pact not long before the new factory opened. The firm’s different sites developed along two divergent trajectories – one looking back nostalgically at a half-remembered socialist utopia, the other forward to a vague but glittering capitalist future.

So we asked the CEO what his organisational story was. Perhaps not surprisingly, he did not have a very coherent answer to this – it had never occurred to him that he needed one.

As we discussed the apparently intractable divide in the firm, it became apparent that the senior team were leading the functions of the organisation – the mechanics of cashflow, R&D, production figures, deadlines and contracts – but not the organisation

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itself. They had brands and marketing messages, even mission statements, but they had failed to take hold of one of the most important elements in an organisation’s identity – its story. Not only had they allowed two company stories to emerge, they had not realised how quickly, or how deeply, each would reinforce the other. What emerged was one firm, but two organisational cultures and two workforces tightly entwined in the creeping vines of their own, selfgenerated stories. Our troubled CEO went off very thoughtful: determined to find a way to unify his company story.

The continued success of his company suggests that he did.

This might seem an extreme example.

We had certainly never encountered an organisation quite as split as this one. But aspects of this tale apply to all organisations. There is not and cannot be a single organisational story that is true for all time. The context in which we operate changes, and so the stories we tell to situate ourselves in that changing environment must also adapt. While few of us will ever encounter the clash of histories experienced by our friend from the conference, just think of the emergent

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contexts in which you are operating.

Climate change, Black Lives Matter, #metoo, Brexit, the rise of Generation Z and, of course, whatever post-Covid world awaits us, all should be prompting some rapid revisions of organisational stories.

This is much more than canny marketing: your organisation’s story affects every part of your operation, every member of staff, all of your stakeholders. A good organisational story describes your destiny and, in doing so, shapes it. It falls to leaders to develop and tell such stories because if they cannot convey them with clarity and conviction, nor can anyone else. And as our CEO found to his cost, the fundamental human imperative to tell stories of belonging, tradition, direction and success will fill any available vacuum.

Fortunately the same storytelling imperative that can cause such narrative havoc, is also its solution. All organisational leaders also tell stories. But if they don’t form those stories carefully and reflectively, if the stories they tell don’t respond to the world in which we operate, they are destined to fail.

Learn how to tell effective stories, and we can all live happily ever after.

tel: 01444 259 259

leadership employment and entrepreneurs and skills

April/May 2021 business edge

Serve Legal empowers young people to help keep their communities safe Committed to help support youth employment in challenging times, Sussex Chamber member Serve Legal has hundreds of new job opportunities for young people across the UK and Ireland.

Ed Heaver Director Serve Legal

Online retail sales boomed during the Covid-19 pandemic and lockdowns, but age checks for young customers buying restricted goods like alcohol and tobacco have failed to keep pace. According to Serve Legal’s latest data, home delivery doorstep ID checks fell from 72% in March 2020 to 59% in February 2021, exposing retailers to considerable risk of noncompliance with trading standards and the law.

Helping retailers monitor their behaviour around underage sales and trade responsibly are Serve Legal’s community of 2000 young auditors who make over 100,000 purchases of restricted goods

each year. Under retailers’ Think 21 or Think 25 policies, young people should be asked for proof of age, but many are not.

They record every purchase experience, their findings reported back to retailers each month. Auditor observations provide valuable data to help retailers improve practices to ensure they are trading responsibly.

As online sales continue to grow apace in 2021, Serve Legal is increasing the scale of its operations, recruiting 500 new auditors in the coming months. Tasked with monitoring online retailer and delivery company performance around age checks, the company’s newly-expanded workforce will also support retailers around pressing issues like problem gambling and underage knife sales, and with changes to the law around food allergen information and lottery player age, it’s important work.

Young people joining the company find its auditor roles interesting, varied and

flexible, and a positive way to support their local community. Often they are motivated by the desire to do work that benefits wider society. Audit work is local or home-based and fits around studies, commitments and other parttime work. Many auditors use the skills and experience they gain with Serve Legal to enhance their employability and career progression, some moving into management positions within the company. In a recent survey, nine in ten auditors said they developed skills at Serve Legal to help their employability.

Serve Legal is proud of the role it plays in keeping potentially dangerous goods out of the hands of children. It is equally proud of its commitment to supporting young people in the early stages of their careers.

Serve Legal is the UK and Ireland’s leading provider of compliance auditing services and is an accredited Youth-Friendly Employer.

Using the phone to sell through Covid-19 and beyond Gary Morgan

The Telephone Communication Expert Gary Morgan Coaching

What stops people making phone calls?

Below are just some of the many reasons I have heard over the years: Fear of failure A bad experience

I read a statistic recently that said if businesses picked up the phone rather than emailing, they would convert 15 times more sales leads. In today’s challenging times more and more businesses are turning to the phone to generate much needed revenue. If you want to either get ahead or keep ahead of your competitors, then your business needs people who have effective telephone techniques.

Effective use of the phone If you or your team do not have effective phone skills, then it’s vital that they are obtained. Individuals who are successful on the phone do not just happen by chance; they happen as a result of receiving the right kind of training and coaching. Effective use of the phone during Covid-19 and beyond will enable your business to increase sales and improve client retention.

Appearing pushy or desperate Rejection I’ve never spoken to them before

Bad telephone salespeople Another reason people hate making calls is because they have been on the receiving end of BAD SALESPEOPLE! We’ve all heard them: Pushy / Rude / Dishonest / Annoying / False …and often afterwards you remember them as all of the above.

Elements of a good sales call Let’s look at seven key elements that make a great phone call.

First impressions count, ask, “Is this a good time?” The first 12 seconds are critical to getting your message across

Get curious, ask open questions such as who/what/why/when/how?

Be enthusiastic, especially when talking about your products and services. Your tone is more important than the words you use, research shows 70% of the impact of your message is down to your tone alone Use features and benefits based on the needs established during the fact finding When it comes to discussing costs speak in a deliberate and assertive manner Close – Ask for the business, remember, if you don’t ask they won’t make a positive decision …and then explain what will happen next In addition, you’ll also need to have good listening and communication skills. Just one last thing to remember: “If you don’t use the power of the phone in your business to take care of your existing customers or win new ones, your competition will.”

If you or your sales team are struggling to make effective sales calls then call me Gary Morgan on 020 8337 5937

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business support

April/May june/july 2019 2021 business edge

Between a Rock and Hard Place: How to manage the impact of COVID-19 and Brexit As I write this, it’s almost exactly a year to the day our business changed overnight.

From a lively and often noisy office to a string of quiet kitchens and home offices, linked by a series of video calls.

It’s been a challenging 12 months, that’s for sure. And that’s for a business that doesn’t directly import or export anything. For those companies who have had their dayto-day operations impacted by Brexit, it’s been far worse.

When you face challenges like those we’ve faced over the last year, you have to take a hard look around you and ask yourself: can my business survive?

Sometimes, that answer will be no. And trust me, I know how painful that can be.

Other times, the answer will be a resounding yes.

But more often than not, the answer will be “yes, if…”– and that “if” can sometimes be doing a lot of work. Yes, if nothing else goes wrong. Yes, if that grant comes through. Yes, if I can just get through this next month.

When you face a “yes, if…” situation, there are three things that every business will need to get: 1. a second opinion 2. the help you need 3. organised

Get a Second Opinion (and some Real Advice) Every business owner and manager needs to have people they trust to tell them the truth. This is doubly important when you’re facing a difficult situation.

Asking someone else to “check your maths” can be hard, after all, no one likes to admit when things are tough.

But it is vital that you get a second opinion on your current situation. And ask for honest opinions on both your assessment of the situation and ability to get through it.

If someone with no stake in the game agrees with you, then you can feel a bit more confident in your assessment. But if they don’t agree with you (and if their reasons are sound), it might be worth taking another hard look at whether you’re seeing the world as you want it to be, rather than how it is.

Get the Experts in—Even if You Have to Pay Them And that’s a Yorkshireman saying that!

So, on a slightly less depressing note, once you have identified which areas of your business need attention, you have to make sure you have the right people lined up to do the work.

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Ideally, the people doing the hard graft are already on your payroll. But if you need to get some extra hands in or pay someone with more experience to advise you or even manage the work, then you’ve just got to bite the bullet.

Having the resource to do this work and get this advice should be part of the previous step. After all, just seeing the way out isn’t enough. You’ve got to do the work as well.

When it comes to Coronavirus, this meant purchasing some extra webcams for our team. The expense wasn’t huge, but the payoff was – we all got to feel so much more connected and that went a long way towards keeping everyone working towards a common goal.

For managing new import/export rules under Brexit, some businesses will be faced with paying custom agents and/or hiring new full-time staff to manage the paperwork.

Practical now. When things are bad, you need to keep your records immaculate.

This is both for your accountability to your stakeholders, to your team, and to yourself.

You need to be able to see where every penny has been spent and which accounts were won and lost (on which days and for what reason).

These records are essential for tracking your progress (and loss), but also for identifying where you need to tighten up your processes.

As we move forward in this new world of managing infection rates and custom regulations, there will be a lot of businesses that struggle. Some will go under. Others will thrive. And still more will just manage to keep their heads above water.

We all want to be the one that thrives…it won’t be easy, but getting the right advice, hiring the right people, and documenting your progress are all steps you can take towards that goal.

Keep Detailed Records – of everything I have two reasons for this: one practical, the other more emotional.

Emotional first. When you’re digging yourself out of a hole, you need to be able to see progress to stay motivated. And that goes for your whole team.

Graham Anderson, is the CEO and founder of OpenCRM, one of the UK’s leading customer relationship management systems.

Being able to point to a report that shows the increase in your ROI or customer numbers, that’s what will make it all feel worth the effort.

www.sussexchamberofcommerce.co.uk

tel: 01444 259 259

business support

june/july April/May2019 2021business businessedge edge

Giant leap for wi-fi with 6 and 6E A superior wi-fi experience is now on the horizon for UK businesses after successful trials of Wi-Fi 6 and the birth of the new Wi-Fi 6E standard.

Regulators in the US and the UK have this year opened up the 6GHZ spectrum.

And the technology which will use it has been branded 6E by the Wi-Fi Alliance the international body responsible for wi-fi nomenclature.

The name differentiates it from the current standard, Wi-Fi 6, which uses the 5GHZ spectrum. Both Wi-Fi 6 and 6E offer huge benefits to users, especially those in densely-populated working environments.

Successful tests conducted by members of the Wireless Broadband Alliance (WBA) of Wi-Fi 6 showed transmission speeds near to three times faster than those using Wi-Fi 5. That’s up to 9.6Gbits/sec versus 3.5Gbits/ sec. There was also lower latency and better networking efficiency – especially in environments where there were many connected devices.

All environments The trials were carried out on end-to-end networks in manufacturing units, shopping centres, single-family homes, blocks of flats, educational settings and large transportation hubs.

Mettis Aerospace worked with Broadcom, Cisco, iBwave and Intel to

deploy a Wi-Fi 6 test inside a dense industrial environment complex where there were heavy metal structures, high temperatures, and moving machinery.

The test was very successful.

Chief executive of the WBA, Tiago Rodrigues, said: “These successful deployments prove the strength of Wi-Fi 6 technology to achieve better throughput, lower latency, enhanced reliability, improved network efficiency and better user experience. Ultimately, they prove the readiness of Wi-Fi 6 for carrier deployments, and the WBA continues to develop and expand new trials that support Wi-Fi 6 and

6E expansion into new areas in different geographies around the world.”

Gary Jowett, from Computer & Network Consultants (CNC) in Brighton, said: “With Wi-Fi 6 already shown to be extremely effective in a wide range of work environments, the arrival of 6E using the 6GHZ spectrum can only further enhance the range of Wi-Fi solutions available to UK businesses. Even organisations operating across vast facilities or based in buildings that weren’t designed to accommodate modern networking technology will be able to connect much more effectively and so help to improve productivity and enhance relationships with customers.”

ISO 9001:2015 & ISO 27001:2013 Certified

IMAGINE HAVING ACCESS TO ALL THE BEST IT SERVICES.

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CNC provide the most comprehensive range of IT services in the South East including: – IT Support & Outsourcing

– Hosted Phones & Mobiles

– Internet Connectivity

– Security Services

– Installation & Infrastructure

– Cloud & Hosting

– IT Hardware & Software

– Disaster Recovery

– Cloud e-Mail Archiving

– Apple Support

– Mobile & Remote Access

– Virtualisation

– Off-Site Data Backup

– Office 365 & Azure

We would love to talk to you and offer a Complimentary systems & security check-up with no obligations to use our services.

— 01273 386 333 — sales@cnc-ltd.co.uk — www.cnc-ltd.co.uk

Celebrating 25 Years in business

1996—2021

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15

green sustainability

April/May june/july 2019 2021 business edge

Is Green the New Black?

The Government has pledged for the UK to be Carbon Neutral by 2050…but how will we achieve this?

Stephen Marshall Director LED-UK Lighting Ltd

The problem as I see it, is that in the wider community, there is more understanding about Gender Neutral than Carbon Neutral! If you stop and ask the average person in the street, what is Carbon Neutral, the 2050 target, or COP26, most people will not have any idea or indeed be bothered.

We hear all the time about climate change from the likes of Sir David Attenborough and how the earth is heating up and the effects this will have on the way we live, the food we eat and the countryside around us. As an Island, if sea levels rise by 1.5mt, this will have a devastating impact on coastal communities and cause flooding, and make vast areas uninhabitable.

Greta Thunberg, Swedish Environmental Activist, said in her speech at the ‘UN Climate Change Conference’: “You are failing us. But the young people are starting to understand your betrayal. The eyes of all future generations are upon you. And if you choose to fail us, I say: We will never forgive you. We will not let you get away with this.”

From someone so young (Greta is 18), I personally find this a little condescending, as the generations that she is talking about, that she blames for causing this environmental disaster, the people in their fifties, sixties and seventies were brought

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up in a different time. When they wanted to buy some new clothes, they went to the shop, tried them on, and purchased the size and colour that they liked, they did not order two or three items of clothing online and send them back if they did not fit. I cannot see how this is very green and surely it is only impacting on the co2 emissions that are the cause of the problem.

The older generation are also not the ones growing up with a mobile phone, ear pods, iPads, computers, TV in the bedroom, Amazon TV, portable speakers, all of which need re-charging.

Unfortunately, this want it now society that we now find ourselves in, order online and it is delivered the next day with free returns. Therefore, they are using more energy and plastic than ever. So, are they really the green generation?

But is that about to change and are the winds finally blowing in the right direction?

We have recently seen the large growth in wind generation, especially in offshore wind, with larger turbines, giving greater generation and cheaper electricity, community solar projects on large buildings, along with the increase in the use of LED lights in streetlights and supermarkets. Is this move towards greener living beginning to make the public more aware of energy saving products and how they can benefit their home? Could this also be the catalyst for change for businesses as well?

The Government has laid out its 10-point plan on what is required, but have businesses?

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If we are to reach Carbon Neutral, it is businesses that need to make the greatest changes in how they operate and invest in energy saving measures and products.

Some changes though are simple, cost nothing and are easy to implement immediately, for example: Turning off computers, printer, photocopiers, when not in use Only filling up the kettle to the amount you need If you have an office with two A/C machines installed, are the set points the same or are they like two boxers in a ring fighting each other?

Does the heating need to be at 25c and is the boiler on a 24/7 timer?

Lighting: install Low energy LEDs with sensors, if it on, it is costing you money; turn them off at night. Not all buildings need to be lit like the Blackpool Tower!

These are just a few options that businesses can think about. After all, making that first step is often the hardest, but all these actions will add up and businesses will be on their way to reducing their carbon footprint.

The clock is ticking, and if we are to reach our goal and look after future generations, all businesses need to start now. 2050 is heading our way fast!

As a Director of a LED Lighting company, I am passionate on this subject and I am happy to offer free advice to any business interested in cutting their energy costs, as well as their carbon emissions. Visit The East Sussex Commercial LED Lighting specialists - LED UK (led-uk.co.uk) for further information.

tel: 01444 259 259

green sustainability

june/july April/May2019 2021business businessedge edge

Light Years Ahead Phil Cottrell, Managing Director of building systems specialists GCL, discusses how the combination of smart lighting and building energy management systems, conserve energy and the environment.

Over the last few decades there has been rapid growth in energy consumption in the public sector and commercial buildings, due to the ever-increasing demands of technology. According to EON ‘five sectors – offices, retail, industrial, health and hospitality – accounted for 71% of total energy consumption’

measuring, monitoring and managing the performance of building services, such as heating, ventilation, air-conditioning, lighting and security. By reducing the air conditioning by as little as 1 degree Celsius could reduce your annual energy bill by up to 8% Benefits of BEMS: Coordinate the operation of various systems

Smart LED Lighting Systems Today LED lighting is recognised as being a super-efficient way of saving energy and associated costs; however, when looking at installing new lighting systems, several factors need to be considered. LED lighting fixtures have been commoditised using cheap imports from China. More affordable fittings often come with exaggerated claims about how long they will last.

The advantages of a smart lighting installation are immense and GCL are experts when it comes to smart LED lighting systems as an accredited partner to the manufacturer of the most advanced systems in the world.

What do Smart LED Lighting Systems have to offer?

Smart lighting systems use sensor technology and data analytics which deliver solutions for energy savings, space utilisation analysis and optimisation, asset and employee/visitor locating, lighting control to increase employee productivity, and more. Third-party applications such as conference room management, hot desking reservation, and heating, ventilation, air conditioning (HVAC) systems are all made intelligent with realtime data and status of spaces capture.

By having a smart lighting system installed, you will also potentially be able to take advantage of new technologies such as https://lifi.co/ which will revolutionise the way we communicate in the future.

Better Control and Much Healthier Light Installing intelligent lighting controls will ensure you are not using any more energy than you need to. Detection systems which sense movement and natural light can replace your conventional switches, ensuring lights are turned off automatically in unoccupied spaces, reducing your lighting expenditure.

Complete control over your building environment Closely monitor building energy efficiency Reduce energy consumption Cambridge University research has shown that If you ensure that 10 lights around your workspace are switched off every night, each year you could: Save as much CO2 as would be produced by 50 car journeys from Cambridge to London.

Reduce your carbon footprint by the same amount as cutting out 25 flights from London to Paris.

A smart lighting system will: Significantly reduce energy usage Drastically improve LED driver lifespan (the driver is an electrical circuit used to power a LED).

Provide huge maintenance costs savings Maintain optimum lighting levels

Data Comms Cable and Smart Lighting Cable as one installation GCL’s technicians can install the cabling for the lighting system at the same time as the cabling for voice, data, security, and audio visual (AV), everything runs on the same standard, low voltage structured cabling system. There is no need for electrical distribution boards or separate conduits for lighting unlike 230Vac cabling, thereby saving on installation costs.

Can be integrated with smart lighting systems Your building’s Facilities Manager can use these systems to monitor building energy usage. GCL provide you with a coherent system which can be accessed from PC’s, laptops and hand-held devices.

This will give you quick access to building information in the form of graphs, charts and reports, allowing you to make informed energy saving decisions. BEM systems can also be controlled by lighting system software which provides new levels of building intelligence. Such as space utilisation analysis and optimisation i.e., how often are desks being occupied during the day, asset and employee/visitor locating which means we can better understand how buildings are being used, meeting room occupation and lighting control.

Smart lighting and building energy management systems reduce your energy and operating costs and help you meet your environmental obligations. Call GCL to see how you can conserve energy and the environment today. t: 020 3906 6070 e: hello@gcl.uk.com w: https://gcl.uk.com/

Building Energy Management System (BEMS) A building energy management system (BEMS) is a computer-based approach to

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17

green sustainability

April/May june/july 2019 2021 business edge

Saving Energy, Watt’s Stopping You? We all know the impact the pandemic has had on businesses. Some businesses have taken this time as an opportunity to look at how they can improve the office or working environment when we do re-open.

Switching to LED lighting is a quick and relativity inexpensive way to positively uplift your environment, whilst also producing large energy gains and savings. Changing over to low energy LED lights can typically save between 60 and 70% when compared to traditional fluorescent tubes.

Given the long working life of Led lights is between 15 and 20 years, this is a huge reduction in maintenance costs. Some of the latest industrial LED lighting has a working life of 100,000 hours or more than 30 years and are supplied with a 7–10 year warranty.

These are numerous benefits, plus options to consider when upgrading your lighting.

1 Colour temperature – use the correct levels of lighting for the office.

2 No Flicker driver – this can help improve the overall wellbeing by reducing stress and anxiety, increasing productivity and profitability.

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3 Daylight dimming - this reduces the output of the luminaires when natural light levels increase, further enhancing the energy savings.

4 Sensor controls, PIR or microwave installed in toilets, kitchens, and corridors; if the lights are off, they are saving you energy and money.

5 Greener, recyclable product less carbon with no harmful metals.

6 Generate less heat, lowering the temperature of the office and reducing the dependency on air conditioning.

If we are to reach Carbon Neutral, it is businesses that need to make the greatest changes in how they operate and invest in energy saving measures and products. As a Director of a LED Lighting company, I am passionate on this subject and I am happy to offer free advice to any business interested in cutting their energy costs, as well as their carbon emissions.

Visit The East Sussex Commercial LED Lighting specialists - LED UK (led-uk.co.uk) for further information.

tel: 01444 259 259

employment and skills

june/july April/May2019 2021business businessedge edge

Importance of training and development If you were the manager of a Premier League football team how would you respond if one of your team asked you “why do we go out training every day?”

You might say to improve individual performance; practice skills; build fitness; work on team dynamics or prepare for important games and situations. You would probably consider the question ridiculous because everyone knows sports teams need coaching to operate at the highest levels to remain competitive for the supporters, team and themselves.

So why is it, that if you Google “why is training and development important?” there is a raft of articles explaining what we all already know. Why is it that companies continue to see employee, team and organisational development as a cost and not an investment? Is this a question you ask yourself as a business leader?

In business it can feel like we are playing an endless game and now in the midst of a pandemic and instability, you might wonder what game you are even in. Businesses are being asked to constantly perform and leaving employees feeling exhausted.

We are constantly trying to prove our worth and get picked for the next important project or promotion. Do you know your purpose?

Performance is stressful. We are brilliantly designed to deal with the stress of performing for short bursts but woefully ill-

Paul Adams, Co-founder & Coach, right, and Clare Sandman, Co-founder, Well-being specialist and counsellor, True Reflection Coaching equipped to be constantly “on”. How do we manage in this climate right now?

Here at True Reflection Coaching we’d like to challenge you:

Would you like to meet similar people and start a new network of change?

What changes are required to implement the next stage of your journey?

Challenging yourself to continue to learn is at the heart of your journey. Can you imagine staying in the same role, same environment, locked in the same format? Lock down will lift, will you be ready for your challenge, your new way of working and how will you manage change to get the best possible for your people.

Do you feel stuck in a role or environment that does not support you?

Contact us to take a step forward at Email: info@truereflectionpartnership.co.uk

What support do you require to further your own development?

How do you implement selfcare to achieve your goals?

TRANSFORM EAST SUSSEX New FREE Skills Support Service for East Sussex SMEs Are you looking to TRANSFORM your workforce? Does your business need help with workforce skills and training, but not sure where to start? We can help!

Small and medium sized enterprises across East Sussex are now able to access support for apprenticeship and skills training following a successful funding application to the European Social Fund and a match funding pledge by East Sussex County Council.

Transform is a FREE workforce skills information and brokerage service that offers East Sussex businesses impartial information and supported access to workforce training. Transform can also help you apply for incentives and funding that could cover the full cost of your apprenticeship and skills training.

Email our team of impartial Transform Skills Advisors today; we can offer step by step guidance, keeping things simple, and making your life easier.

Apprenticeships: did you know?

Employers who hire a new apprentice between 1 April 2021 and 30 September 2021 will receive £3,000 per new apprentice; an additional payment of £1000 is also paid for some younger apprentices.

Apprenticeships can be used to upskill and/or retrain employees of any age, including older workers or existing staff.

With over 500 different apprenticeship job roles to choose from, apprenticeships are a flexible skills solution that can be tailored to your business.

Off-the-job training can be delivered in a way and place that suits you and the provider; it does not always have to involve one day a week in a classroom.

them develop the new skills they need, and around three quarters of employers said that apprenticeships helped improve productivity and improve the quality of their product or service.

Our aim is to help SME employers in East Sussex through increasing their take up and knowledge of apprenticeships, traineeships and wider skills training. If your business is an SME in East Sussex and would like support from Transform, please contact transform@sctp.org.uk and for more information visit www.sctp.org.uk/transform-programme TRANSFORM has been part funded by the European Social Fund 2014-20. It is a partnership between East Sussex County Council and Sussex Council of Training Providers.

Hiring an apprentice is an exciting way to grow talent and develop a motivated, skilled and qualified workforce. 86% of employers said apprenticeships helped

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business matters employment and skills

august/september december/january April/May june/july 2019 2018 2021 business edge

HMD Kontro encouraging more women into engineering roles HMD Kontro Sealless Pumps is proud to be an Equal Opportunity Employer and to this end is a keen advocate of encouraging women to take on engineering roles within the company. Career progression is actively encouraged within the company which produces high quality magnetic drive pumps and is a globally recognised brand.

Jennifer Woollett MA FCIPD HR Manager HMD Kontro

Women in engineering bring a diversity of skills and approaches Engineering has historically been a male dominated industry but HMD Kontro is changing this with more women choosing it as their career path having joined HMD from a variety of backgrounds bringing a diversity of skills, approaches and opinions.

HMD Kontro is a member of Women in Engineering Society (WES) In 2019 HMD Kontro became a member of the Women in Engineering Society (WES). This is a professional network of women engineers, scientists and technologists, which offers inspiration, support and professional development.

It helps women to achieve as engineers, scientists and as leaders and actively encourages the education of engineering.

Several employees from the company have been given annual individual WES membership so that they can reap as much as possible from this prestigious society that boasts the largest network of women engineers in the UK. It highlights that HMD Kontro is fully committed to supporting WES in its campaign for gender diversity in engineering. One other benefit of membership is for staff to engage with the Society on their volunteer programme of activities and for representatives to attend the Women’s Engineering Society annual conference.

A well-balanced work and home life Two female engineers at HMD Kontro perfectly highlight the increasing role that women are playing in engineering, namely Hannah Verrall, Aftermarket Manager and Jo Whitling, Technical Support Engineer. Both are pursuing their love of

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Hannah Verrall

engineering although their paths to this career have been quite different. They have been working for the company for nine and thirteen years respectively and are testament to HMD Kontro’s supportive and encouraging role. Both attest to having a well-balanced work and home life having young families.

Hannah Verrall training to be a Chartered Engineer (CEng) Hannah came by the more conventional route having studied engineering at Cardiff University. She joined as a postgraduate with two years experience and now manages a team of six. She is currently working towards becoming a Chartered Engineer (CEng) with full support from HMD Kontro and expects to achieve this

www.sussexchamberofcommerce.co.uk

within the next six months. Hannah is excited about attaining this internationally recognised qualification, which will emphasise her professional competence and commitment as an engineer. Areas of competence assessed include responsibility, management and leadership as well as the design and development of processes, systems, services and products. She will also be assessed on her commitment including managing and applying safe systems in the workplace and undertaking engineering activities that contribute to sustainable development. Attaining this status will place her in a very select group. Current *statistics suggest that less than 13% of all engineers are women with only 5% of registered engineers and technicians being female, which includes those having achieved Chartered (CEng) status.

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employment and skills

june/july April/May2019 2021business businessedge edge

type of pump way back in 1946. It broke new ground in fluid handling technology because the pumped liquid is completely contained within the rotating assembly, the impellor being driven by magnets.

Zero leaks and emissions The pumps manufactured in Sussex are the first choice for a wide range of applications and particularly for industries that work with toxic substances as well as with corrosive, aggressive and volatile liquids. Here it is vital that the risk of emissions or leaks is completely eliminated and that there is zero chance of fluids or liquids escaping.

Reduced risks to the environment

Jo Whitling

Sealless pumps have numerous benefits including increased safety for employees and operators, as they will not then be exposed to the dangers of hazardous, flammable and explosive fluids or toxic chemicals. The risks to the environment are also greatly reduced as the pumps totally comply with appropriate regulations, which are becoming increasingly stringent.

HMD Kontro is continuing to innovate A real sense of community and an inclusive atmosphere Hannah emphasises that her progression has been swift and that the company is very supportive of training needs and requests.

She has a young daughter and finds HMD Kontro’s flexibility of offering homeworking as an option if necessary, even in normal times, very useful. She stresses that there is a real sense of community and an inclusive atmosphere and irrespective of gender, everyone is part of the team.

Jo Whitling becomes an Engineering Technician (EngTech) Growing up as a farmer’s daughter, Jo wasn’t sure what she wanted to do but it was always going to be something technical.

Jo was taken on as an Applications Engineer with her enthusiasm and ability to learn immediately recognised. She can’t praise HMD Kontro enough having received training throughout her thirteen years with the company. Five years ago, an opportunity came along to train as an EngTech and Jo jumped at this. This qualification is a formal recognition of engineering skills and competence and a vital stepping stone towards becoming an Incorporated Chartered Engineer. HMD Kontro released Jo from work for 1 day per week so that she could achieve this. In September 2020, she started an Electrical Installation course, which she hopes to complete soon.

various careers and to increase diversity.

The half-day event was aimed at young people meeting professionals to find out more about their work and HMD Kontro was delighted to be involved in a local community project. Feedback from the event was very positive and was well received by the students. Jo and Hannah plan on doing more talks in schools and colleges when restrictions are lifted.

If you feel talks and workshops about opportunities for women in engineering would be interesting for your students and pupils, please contact HMD Kontro.

Magnetic attraction For over 70 years, sealless pumps have been manufactured in Eastbourne for use in industrial and chemical installations throughout the world. It was here in the seaside town that Geoffrey and Charles Howard first pioneered and invented this

Today, HMD Kontro continues to innovate and is part of the American based Sundyne LLC, who acquired HMD along with their sister company Kontro in the US. In March 2020, Warburg Pincus acquired Sundyne with the aim of increasing market leadership, building the brand, accelerating growth and enhancing opportunities.

Opportunities for female engineers with HMD Kontro HMD Kontro is always looking towards recruiting more women in the roles of apprentices and engineers. For more details and a current list of vacancies at HMD Kontro and to register your interest if an opportunity becomes available, please get in touch with the HR department on + 44 (0) 323 452148 or email jwoollett@sundyne.com or visit https://hmdkontro.com/recruitment/ *https://www.wes.org.uk/content/wesstatistics

A community project to get young people thinking about engineering Just before the pandemic, Jo went into Hastings College to talk about Women in Engineering. It was an initiative set up by Culture Shift, an organisation established in 2011 and predominantly working in Sussex and Surrey. It was running a project to get more young people thinking about

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big interview

April/May june/july 2019 2021 business edge

The world of languages is translation company’s oyster

By HELEN COMPSON

When Julie Roff launched ABC Translations in 1997, she was working out of a spare bedroom in the family home with the parttime assistance of her sister-in-law.

She remarks wryly that due to Covid, she’s back in the same bedroom, now converted into an office.

However, in the years in between, she has turned ABC Translations into a business with five members of staff and a network of 1500 linguists proficient in more than 90 languages and dialects.

Intent on achieving the right fit between translator and client, Julie and her team go well beyond the literal translation of words. She said: “We work in heavy-duty areas such as patent registration, family law and clinical negligence claims and in the process deal with a lot of legal and/or highly technical reports.

“So, with a patent, for example, yes we need a translator capable of processing technical information, but then we narrow the focus.

Is it in the field of telecoms or mechanical engineering or biochemistry? And if it’s biochemistry, say, what is the specific speciality required?

“We use the translators with the right subspecialisms as well as the ability to translate technical data, because they’re not just translating a letter from somebody’s pen-pal – it’s going to be filed and go to court.”

Julie Roff ABC Translations

appointment. The scenarios are endless and the clients many.

more interesting world of languages by joining a translating company.

Julie says that in ABC’s first week of existence, in 1997, it probably pulled in three pieces of work but “as translating jobs aren’t huge, you need a lot of them”.

She worked for that company for six or seven years and all was well until she had her children. She returned from her second maternity leave to find “I had been demoted by my ancient employer, so I left to set up on my own.”

It wasn’t long before the commissions did start to roll in though, thanks in no small part to the track record she’d built working for another company in the field.

While the majority of ABC’s clients are based in the UK, the translations produced for them can go all over the world. One might be the brochure designed to accompany a product going for export, another the documentation for an insurance claim, and a third a licensing agreement defined by contractual law.

Her younger self actually started out on a career with a building society, but having become disillusioned with that – “I was working in a branch in Brighton that was being managed from Lancashire, with a serious North/South divide in operation” – she moved on to become a financial advisor.

Equally, on any given day the interpreters the company sources could be attending a court case, an asylum hearing or a hospital

When the business of mortgages and insurance palled to the point of boredom, she made her first move into the infinitely

“We use the translators with the right sub-specialisms as well as the ability to translate technical data, because they’re not just translating a letter from somebody’s penpal – it’s going to be filed and go to court.”

Julie Roff, ABC Translations

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www.sussexchamberofcommerce.co.uk

Although Julie did study modern languages at school, she is not a translator herself.

Rather, she has always focused on the business management side of things, running the office and matching need with solution.

Pre-Covid, ABC had an office in Lancing, West Sussex. Brexit hadn’t had much of an impact on her particular business, but Covid had certainly given her pause for thought, she said. “After a consultation with my staff, we have decided to continue working from home from now on, because it offers everybody a slightly better work/ life balance.

“I never thought it was something we could do, but the way we’ve been able to use technology during the pandemic has been a game-changer. We have embraced the Cloud!

“In order to maintain our team spirit, once lockdown restrictions have ended we will have our meetings in person, but we will no longer be working ‘in person’.”

tel: 01444 259 259

big interview

june/july April/May2019 2021business businessedge edge

Giving social mobility wheels

By HELEN COMPSON

At the very heart of Community Transport Sussex is the wish to stamp out the causes of social isolation.

Whether they result from rural living or the additional challenges posed by poor physical or mental health, the primary aim is to find a solution that enables people to get out of the house and to the destination of their choice.

General manager Matt Roberts said: “We exist to resolve social isolation for as many people as possible and the means by which we do that is keeping them connected through transport.

“The best services and entertainments can be provided for the elderly and the disabled, but if they can’t reach them they are not a lot of use - transport is one of those things that’s always forgotten by service commissioners!”

Community Transport Sussex was formed out of the merger of Crawley Community Transport, Bluebird Community Partnership and Horsham District Community Transport in 2016.

A charitable incorporated organisation, or CIO for short, it covers the districts of Horsham, Crawley and Mid-Sussex, along with East Grinstead, Henfield, Hurst, Adur and Worthing. That amounts to around a third of the county of West Sussex to date, and its patch continues to grow.

CT Sussex is currently applying for funding to expand across the districts of Arun and Chichester too, filling the void left by another community transport company that folded a couple of years back.

Key to the 2016 merger was the strengthening of the three existing services in terms of scale and therefore financial viability, so they would avoid a similar fate.

Matt said: “It used to be difficult at times to apply for grant funding if a service was too small to be coterminous with a county’s borders.

“The charity has been set up in a very specific way so that, while operating as Community Transport Sussex, we can still define our services, including all of the quantitative data grant funders require, within a set of local boundaries when appropriate.”

Chief among its services is the Dial-aRide scheme that helps those who would otherwise struggle to access public transport, whether due to age, disability or the general lack of commercial services in their area.

Functional and practical, upon request it takes service users to the shops and to medical appointments and even to see their friends. Sometimes, if the issue is simply that they live in a rural area without public transport, it can be a matter of getting them to their local railway or bus station.

The second of CT Sussex’s three main services is the ‘group hire’ scheme

whereby community and not-for-profit organisations can hire one of its minibuses.

It works closely with many different types of groups of abilities and disabilities.

“There’s the Kangaroos charity for disabled young people, for example,” he said. “They take members out for activities and on short holidays. Then there’s the Stroke Club and the Parkinson’s Society, and many more besides.

“Often organisations either don’t need or can’t afford a minibus fulltime, but they do need the transport.”

When dispatching a minibus would be overkill, the charity’s third service kicks in, the voluntary car scheme that matches would-be passengers with local drivers willing to take them.

Most villages have at least three or four people who have difficulty accessing transport and an equal number happy to help.

Marrying them up was usually the easy part; ensuring that regulations were complied with for the protection of all concerned was trickier, said Matt.

“Transport is one of the fields where you really do have to get the compliance right.

“We have a duty of care to all of our drivers and volunteers and the passengers as well, so we are scrupulous in ensuring absolutely everything is done properly.

“The whole idea is to make sure there is an integrated network of transport services that stretches right across the county.” matt@ctsussex.org.uk

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23

employment and skills

April/May june/july 2019 2021 business edge

Apprentices are the lifeblood of our business Phil Cottrell Director GCL

We are at the very forefront of the technology we install and implement.

We specialise in electrical, infrastructure, cabling, smart systems and M&E, working with consultants and end users in both the pre-build stage of construction and with building services’ contractors on site. We equip data centres and install integrated energy monitoring systems and energy efficient lighting systems, in some instances these have reduced clients’ energy usage by up to 80%.

Our apprenticeship programme is at the heart of what we do and a key element of how we grow our business. Our apprentices are currently working from commercial sites in central London and Exeter, plus a University in London. We follow their progress assiduously. Our Quality Assurance Manager oversees their learning progress and in addition to this, they are mentored and managed by three Key Account Managers.

It is not a short or easy process. There are many different paths to qualifications in this field. It can be very confusing since you might easily receive contradictory answers from different colleges or course providers.

The qualifications framework changed in 2012 and the way to become an electrician is more complicated than ever.

Age is just a number – mature apprentices bring a wealth of experience Greg’s career started in the print industry, learning on the job as a school leaver, 23 years ago. Greg progressed to a management position within the Finishing Department, within the same company.

A reduction in work and the uncertainty of the future for the print industry, led to Greg seeking an alternative and more secure career option, which was particularly challenging as he had only ever known print!

Determined to secure a job within a growing industry, Greg secured a Network Cable Installation Apprenticeship with GCL Building Technologies. As an adult learner who found school tough the first time, Greg approached the challenge, determined to succeed and hasn’t looked back since. Greg is completing lots of different courses to achieve the apprenticeship from the CNet Training Network Infrastructure Centre at Barking & Dagenham College. He really enjoys the variety and is looking forward to learning to drive a cherry picker and scissor lift!

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Greg Greg discovered this month he has passed both his English and Maths assessment papers. Greg is immensely proud of this and the experience has ignited his confidence to pass his English and Maths exams.

Greg’s previous people management skills, combined with his easy going personality and keenness to learn has made onsite learning enjoyable as well as educational.

Greg relishes any opportunity to work within a data comms room and aspires to continue to expand his knowledge to excel in this area once fully qualified.

Andy York, Quality Assurance Manager, overseeing Greg’s apprenticeship progress, had this to say: “Greg commenced his apprenticeship November 2020 and has already shown a great desire to learn and expand his knowledge even though the thought of returning to an education environment at this stage of his working life was initially quite daunting. He has managed to take everything in his stride and I’m sure will become a valuable asset to GCL both now and into the future”

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Our Apprentices 1 Connor 2 Ryan 3 Maikls 4 Tim 5 Finn

Our apprentices all attend different colleges

Measurement 2 (AM2) end point assessment at a dedicated test centre.

Together with Greg we also have one more Network Cable Installation apprentice, plus four electrotechnical apprentices, one has only just started and has almost four years before he completes his apprenticeship.

They are all undertaking qualifications via various routes and providers: City & Guilds Electrotechnical Apprenticeship (5357) or EAL Level 3 Diploma in Electrical Installation, which are college based, these then lead to an NVQ Level 3 on site assessed portfolio, followed by Achievement

Our industry adopts apprentices as the only recognised vocational route to becoming a fully skilled employee and at present is the de facto path to become a qualified professional, undertaking this process is pivotal to our business. In a highly skilled and rapidly evolving technological sector our apprentices play a large part in maintaining our leading edge.

www.sussexchamberofcommerce.co.uk

Find out more about what we can do www.gcl.uk.com

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employment and skills

April/May 2021 business edge

The STEP-UP programme

By Zoe Webb

Delivery & Development Manager STEP-UP

What is STEP-UP? STEP-UP (SME’s Transformation Engagement Programme – Universities Partnership) is an innovative skills training and internship offer to SMEs in the Coast-to-Capital region.

It offers SMEs the opportunity to build relationships with their local universities of Brighton and Sussex, and to get a fully funded graduate intern over the Summer.

In addition, registered SMEs will get access to a series of free learning and development workshops, currently being delivered remotely.

Due to the impact of COVID-19, STEP-UP has been updated to be more flexible and time-efficient for participating SMEs.

Background to STEP-UP STEP-UP is a collaboration between the universities of Brighton and Sussex for local SMEs, current final year students and recent graduates. It was devised because data has shown that graduates tend to leave the region to seek jobs in London, so STEP-UP was created to support businesses growth through retaining graduate talent in the Coast-to-Capital region now and into the future.

Fundamentally, STEP-UP is about bridging the gap between the supply of graduates with high-level skills, and the demand for workforce-ready employees within the Coast-to-Capital Local Enterprise Partnership (C2C LEP) region.

Success so far The programme is accessible, flexible, and time-efficient for businesses.

STEP-UP has already been very popular with SMEs in the Coast-to-Capital region, attracting over 100 registrations, with capacity to support a further 30 SME businesses. Registration window for SMEs has been extended to April 31 2021.

Why register?

Following the online masterclass series, there is the opportunity to recruit a fully-funded graduate intern for six weeks over Summer 2021.

Timescale: Masterclass sessions have been running throughout March for registered SMEs, and will continue to run until the end of May. Internships will take place any time from the end of May to the end of August 2021.

Interns will be selected from a pool of 300 of the most skilled and selfmotivated graduates. Each graduate will have completed a series of employability workshops focused on skills identified as most in demand by SME employers, including: Problem solving and creativity, Understanding SME businesses, and Becoming a self-starter.

Registration window for SMEs has been extended to April 31 2021.

Supported, free access to four online mastercalasses for SMEs, which can be attended by any staff member from the business. Plus, two recorded sessions sent to you to watch in your own time.

For more information, and to register and sign up please visit www.brighton. ac.uk/business-services/step-up or email the STEP-UP team at stepup@brighton.ac.uk

The masterclasses are designed and delivered by industry experts on the following four themes: getting the best from your graduate intern, intern onboarding, coaching & mentoring skills and an introduction to action learning sets.

Who is eligible?

To be eligible, SMEs need to be commercial businesses who are based in the Coast-to-Capital region, including notfor-profit organisations.

Information about upcoming webinars available at www.brighton.ac.uk/ business-services/step-up The Step-Up programme is co-funded by the European Social Fund (ESF) as part of the 20142020 European Structural and Investment Funds Growth Programme in England. Grant Reference: 04S18P02524

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25

british chambers of commerce

April/May june/july 2019 2021 business edge

Reflections from BCC Director General Adam Marshall My first day as part of the Chamber of Commerce network was a sunny day in July 2009, meeting with business leaders from Wales, Scotland and Northern Ireland at the St David’s Hotel in Cardiff Bay. At that time, the UK and the world were beginning a long and complex recovery from the global financial crisis.

Now, nearly twelve years later, my time at the British Chambers of Commerce has come to an end.

Once again, our Chamber business communities are working to restart, rebuild and renew in the wake of another worldchanging period.

It has been a huge privilege to be part of the unique and special Chamber family for more than a decade. Over the last five years, I have been lucky indeed to lead the work that we do together to effect change on behalf of our business communities.

Together, we’ve influenced and changed government policy. We’ve spoken up for our communities, articulating the real-world interests of firms in every region and nation of the UK. We’ve built a stronger global network for British business, with Chambers and business groups now supporting twoway trade with over 70 countries worldwide.

And as we begin life outside of the EU, Chambers have risen to the huge challenge of supporting traders and companies through a period of significant change.

Our international trade teams, and our new ChamberCustoms service, have delivered advice, training and brokerage to thousands of businesses as they adapt to new trading conditions – and we have continued to push both the UK Government and our European partners to solve the practical, real-world issues facing firms and to build a stable long-term relationship.

Over the past year, the Coronavirus pandemic has also impacted the way Chambers work, just as it has so many other businesses around the world.

Yet, as we have faced the same economic uncertainty as companies of every size and sector, our network of accredited Chambers has also grown stronger.

We have seen our business communities come together in new and special ways. As geographic distance has become less of a barrier, levels of collaboration, the sharing of ideas, and joint working on common challenges and opportunities has increased dramatically. The indispensable role played

by Chambers, as cornerstones of local and regional business and global trade, has grown even more important. In every conversation, the importance of community, of belonging, and of coming together to

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Adam Marshall BCC Director General

support the places where we live and work has shone through.

approach to skills training with substantial Chamber involvement will finally emerge.

Many in our communities are suffering, from businesses who have faced closure or a collapse in demand, through to individuals who have lost their livelihoods or experienced physical or mental health challenges. Chambers see and feel this acutely – and have been hugely influential in securing greater support for both businesses and their employees.

We are not out of the woods yet, and significant challenges remain.

The recent UK Budget has reinforced the success of our approach, and shown how we as a Chamber Network can influence Government thinking so that as many businesses as possible can keep going until the economy fully reopens.

We have also seen significant movement on the training and skills challenges that the pandemic has only accentuated.

Chambers across Britain are at the forefront of supporting young people into work, and there is great hope that a locally based

www.sussexchamberofcommerce.co.uk

Yet the eternal optimist in me sees innovation and progress as well, though we may still be too close to that change to be able to see it and label it as such.

But it is undoubtedly happening.

Companies, and the people that sit behind every firm and every brand, are rising to the occasion, supporting each other and their people. And they are coming together, through Chambers of Commerce, to find pragmatic solutions to the issues that we face, collectively, in business.

As I come to the end of my time with the BCC, I know these civic business communities will lead the way and will be heavily involved as we work to restart, rebuild and renew.

Long may that continue.

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british chambers of commerce

Shevaun Haviland takes up the role of Director General of the British Chambers of Commerce at the end of April BCC Chair, Sarah Howard MBE, who led the recruitment process, said: “Shevaun joins our network having spent the last five years running the Business Partnerships team at the Cabinet Office and leading the Inclusive Economy Partnership. Prior to this, Shevaun worked extensively in the private sector leading a number of innovative digital businesses among other strategic roles.

This appointment has been made following a thorough recruitment process that I have led on behalf of the Board, working with the Nominations Committee and assisted by the leading search agency, Korn Ferry. As you will know, the Nominations Committee is comprised of members from every region of the UK, ensuring the network was represented throughout. I would like to take this opportunity to thank them for the time and support as we deliberated, their input has been outstanding, and invaluable. We are delighted to have come to a unanimous conclusion on the appointment, having been impressed by Shevaun’s experience in growing businesses, history of non-executive roles, international experience and relationships with Government alongside her enthusiasm for the role.

I would like to take this opportunity to thank Adam Marshall for his outstanding commitment and service having worked tirelessly for the organisation for more than a decade. Adam leaves us with my eternal thanks for the significant contribution he has made to the strength of both our organisation, and the network.

Shevaun Haviland

With the ongoing challenges of the pandemic and recent changes in the way we trade, businesses need the support of a strong Chamber Network more than ever to drive the recovery and renewal of our

communities and build deeper connections between our global networks. Under Adam’s leadership, we have achieved so much for our members and I know the whole chamber network will build on this success with Shevaun at the helm.”

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finance focus

April/May 2021 business edge

Why is it, what is not said, is the most interesting bit of the Budget?

I normally listen to the budget but this year I decided to give it a miss, and just caught up with the headlines on the streaming news services!

At only 51 minutes long it was one of the shortest in recent memory, despite that, there were some significant headlines: Freezing personal income tax bands from next year, a two year window to invest in new assets and claim a 130% super deduction, the opportunity to carry two years worth of losses back up to three years, rather than the preceding year and the kicker for most businesses an increase in the rate of Corporation Tax for profits over £250k to 25%.

However, it was what was not said, that caught my attention.

With the re-introduction of a two-tier corporation tax system, we end up with taper relief between the lower profits cap at £50k and the upper profits floor at £250k. I suspect that in that magic window, a significant number of small businesses will find themselves paying tax at what will be a marginal rate of 26.5% (effectively for profits over £50k the next £1 of profit is taxed at 26.5p).

Think about that, the backbone of job creation and growth, paying tax at the highest rate in the country. I didn’t see anything about changes to the rate of taxation on dividend income, so I suspect there will be some people, cleverer than me, now doing some calculations to work out where the sweet-spot will be for salary and dividends at different income levels for owner-managed businesses.

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Hidden away in the briefing notes was also an announcement that HMRC is to conduct a review into the R&D Tax Relief Schemes, with a view to supporting an increase in spend on R&D to 2.4% of GDP. What does this mean in the short term?

No new changes from the 2021 budget!

However an element of the SME scheme will be changing from 1 April. The 2018 budget announced a consultation on combatting the abuse of repayable tax credits and the implementation of a cap on these tax credits. The repayable tax credit has been “exploited” by offshore companies and their advisors, and become the subject of fraud.

The cap will minimise the cash drain from the UK to foreign companies setting up a company in the UK, gaining investment to develop a tech solution and using the existing overseas development team to complete the work at the behest of the UK company, as a connected subcontractor.

The UK company was then able to claim the tax credits for all of the costs of the overseas team and obtain a significant tax credit.

using the employees of a connected party remains less than 15% of the eligible costs.

What does it mean in the medium term?

There may be some changes to both the eligible costs of the scheme and what sort of innovation is supported, we’re waiting on more details and perhaps accessibility to the scheme. We will be discussing this with many of our clients and asking for their input into our response.

What does it mean in the long term? Well if you are doing R&D today, maybe nothing, there is clearly an intent in HMG and HMRC to foster “the innovation nation”, so I think the tax credits will be here for years to come. They may change shape and leaving the EU reduces the impact of EU State Aid regulations, but with the level playing field being a significant part of the final Brexit negotiations, there may not be much scope to vastly improve the schemes.

What would you like to see as a change to the R&D Tax Relief system?

Would you like to know more about claiming? Book a discovery call with me at www.calendly.com/simon-bulteel

The cap is £20k plus 3 times the PAYE/NI contributions of the claimant company and any connected company contributions for the provision of staff or workers engaged on the project. The cap won’t apply where the UK company is developing the IP (including “know how” and “trade secrets” and where the cost of subcontracting to or

www.sussexchamberofcommerce.co.uk

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29

business matters employment and skills

august/september december/january April/May june/july 2019 2018 2021 business edge

Apprenticeships are for professionals now Your business could take on an apprentice at any age or career stage, in a professional job role, and get a £3,000 cash bonus.

Viki Faulkner

Head of Apprenticeships, University of Brighton

In the recent budget, the Chancellor prioritised apprenticeships and technical education as he announced that ‘protecting, creating, and supporting jobs’ is his highest priority.

The duration and eligibility criteria for apprenticeship incentive payments has been extended so that employers can now get a £3,000 payment for each new apprentice they recruit, regardless of age, between 1 April and 30 September 2021.

Viki Faulkner, Head of Apprenticeships at the University of Brighton said: “We are delighted that apprenticeships are set to make a significant contribution to the government’s priorities, and the extension of the incentive payments to employers make apprenticeships an even more attractive option in the immediate future.

Management, Engineering and the Built Environment, Health and Social Care and Teaching. Rated ‘Good’ by Ofsted, all of the programmes are developed in collaboration with employers to meet the specific requirements of the National Apprenticeship Standards, with work-related projects tailored to apprentices’ specific job roles.

“Apprentices can be any age or at any career-stage, meaning that employers can now take on an experienced or mid-level professional as an apprentice and still benefit from the £3,000 incentive. For example, a business could take on a Business Manager, Specialist Data Analyst or health professional on a Degree Apprenticeship programme up to Masters level.”

Degree Apprenticeship programmes for Solicitor and Accountancy are new for September 2021. Both programmes lead to a regulated Postgraduate qualification from the University of Brighton.

The Chancellor, the Rt Hon Rishi Sunak MP, also announced a £7 million fund from July 2021 for further investment in developing apprenticeships, with particular focus on ‘portable’ apprenticeships (apprentices allowed to work across multiple workplaces) and the creative industries.

The University of Brighton is expanding its portfolio of Degree Apprenticeships, offering programmes in Business and

The Professional Accountant Apprenticeship is accredited by the Association of Chartered Certified Accountants (ACCA), and the University of Brighton awards the Postgraduate Diploma in Professional Studies in Accounting.

Over the four-year programme apprentices develop an advanced understanding of the theory and practice of financial reporting, performance management, taxation, financial management, assurance and corporate governance and ethics, together with organisational leadership and professional skills. The University

“We are delighted that apprenticeships are set to make a significant contribution to the government’s priorities, and the extension of the incentive payments to employers make apprenticeships an even more attractive option in the immediate future.”

Viki Faulkner, Head of Apprenticeships, University of Brighton

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of Brighton is an ACCA Gold-Approved Learning Provider.

The Solicitor Apprenticeship has learning outcomes mapped against the Joint Statement issued by the Law Society and the General Council of the Bar. The apprenticeship, which prepares learners for the Solicitors Qualifying Examinations (SQE 1 and 2), provides integrated learning which is structured to enable apprentices to gain the knowledge, understanding, skills and attitudes appropriate to the legal workplace.

Apprentices will achieve an LLB Degree from the University of Brighton, as they study towards the Solicitor Apprenticeship Standard.

The University of Brighton also offers the Senior Leader and Data Analytics programmes at postgraduate level, which have proven attractive options for many mid-career or mid-level professionals and their employers.

The range of options in Construction and the Built Environment is also expanding with new Degree Apprenticeship programmes in Construction Site Management, Chartered Surveyor (Quantity Surveying or Building Surveying pathways) and Environmental Practitioner coming for September 2021, which complement existing programmes in Civil Engineering and Town Planning.

You can find more information about all of the Higher and Degree Apprenticeship programmes from the University of Brighton at www.brighton.ac.uk/apprenticeships More information about the government incentives can be found at www.gov. uk/guidance/incentive-payments-forhiring-a-new-apprentice

tel: 01444 259 259

employment and skills

April/May 2021 business edge

Demystifying Apprenticeships Below we debunk some popular myths surrounding apprenticeships with examples from the people that work with us. boost employee motivation by investing in their development

Maria Georgiou

Regional Account Manager (Apprenticeships) Ixion

improve retention For example, an experienced employee may be keen to get a formal qualification in their specialist area, or perhaps someone who has the aptitude and drive to learn something new and progress into a different role.

Myth: Apprenticeships are only for young people Apprenticeships are actually for anyone aged 16 and over – there is no upper age limit. They are suitable not just for school leavers, but also for those looking to change careers and those looking to return to work after a career break.

more time that is spent developing skills and supporting the apprentice to be able to put these into practice the more everyone gets out of the apprenticeship.

Apprenticeships are also for people of any age who are already employed and looking to upskill.

At Ixion, we believe a successful Apprenticeship programme is a mutual and communicative partnership between us, the employer and the learner.

Here at Ixion we support employers to recruit and train individuals of all ages and backgrounds to support social mobility and ensure individuals reach their potential.

“As a mentor you need to change their mentality to work, communicate and relay information, take the time to teach them skills.

“Apprenticeships provide a learning gateway for all: at any phase of life; at any stage of professional expertise; for any level of experience. They enable next step thinking to be integrated into current practice which scaffolds a platform for growth, self-determined career progression, and intellectual challenge. Whether you are 17 or 70, with qualifications, or without, apprenticeships provide bespoke tailored opportunities which are expertly matched to the needs of an individual enabling a personalised approach to both learning and accreditation.”

Jo Morgan, CEO, Shaw Education Trust and Senior Leader, Masters Degree Apprentice “We have young people as well as people in their late twenties, thirties and forties.

We value those transferable skills from previous roles in older apprentices as much as the raw talent that younger people bring as a way to get into the construction industry which is great for us.”

Amy Ross, Head of Social Value, Higgins Partnerships

Myth: Apprentices are there to do the jobs you don’t want to do Apprenticeships are training programmes for people to develop the skills and knowledge they need in order to be effective in their roles. This not only benefits the apprentice but also the organisation they are working in. The

As an employer you need to take responsibility as it’s your job to help them develop to ensure they become a wellrounded individual – it’s not cheap labour – this isn’t fair on them or you as they won’t pass and it’s a waste of time.”

Saima Khan, CVC Components

Myth: Apprenticeships are only for manual roles Apprenticeships cover a large number of sectors and job roles from Business and Customer Services, Health and Social Care, Education, Retail, Hospitality, Media and Marketing – you can even study puppet making!

Within each sector they cover a number of roles from entry-level all the way to management.

“It has definitely given me a lot more information, knowledge and skills, and has made me better at my job. It’s been an eye opener, learning all the skills needed to be able to provide the best support in my role. It’s also made me want to continue learning.”

Jack, Level 3 Teaching Assistant Apprenticeship

Myth: Apprenticeships cannot be used for existing staff Apprenticeships can be used to upskill and retrain your existing workforce.

You can use apprenticeship training to: fill key skill gaps in your business

Apprenticeships are designed by employers so they reflect the relevant knowledge, skills and behaviours that your business needs.

“I was doing well at what I needed to improve on, and unlearning the bad habits – it was nice to get a bit of reassurance I was on the right lines and the things I shouldn’t be doing as a line manager I was able to unlearn, and going though changes in my management style was really beneficial.”

Jonathan Weighall, Management Level 3 Apprenticeship

Government Incentive Payments In the March 2021 Budget, the Government announced further employer incentives for apprenticeships in recognition of the value they bring to the economy from 1 April 2021 until September 2021. £3,000 for each new apprentice hired of any age Together with the existing £1,000 payment provided for new apprentices aged 16 to 18 and those under 25 with an Education, Health and Care Plan Therefore an employer can claim a total of £4,000 per apprentice.

Until 31 July 2021 employers can also receive £1,000 for each new trainee taken on, therefore an employer progressing a trainee into an apprenticeship can receive up to £5,000 for one new employee.

We are part of Shaw Trust, one of the largest charities in the UK and together we believe in fairness, equality and opportunity. We believe everyone has the right to live a decent and dignified life and have the opportunity for rewarding work. As a social purpose organisation, we challenge inequality and break down barriers to enable social mobility.

If you would like to consider an apprenticeship for an existing employee, or would like support with hiring an apprentice then please get in touch. maria.georgiou@ixionholdings.com

AS A CHAMBER MEMBER YOU’RE WELL CONNECTED

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training and events

April/May 2021 business edge

Training and Events Diary Customs Declaration E-learning Training The Chamber of Commerce network has partnered with some of the leading industry experts to launch brand new Customs Declarations Training designed to prepare businesses and trade professionals for the future of trade.

The way we trade with the EU is about to change, introducing the need for forms and processes not previously required. Up-skilled people are the key to continued training success once the UK leaves the EU.

Course content is based on the following topics: Introduction to Trade

Export and import controls Reliefs Preferences

Business Responsibilities

Customs simplified procedures – explanation of procedures and benefits

The Customs Declarations Training programme delivers flexible, bite-sized e-learning modules, classroom courses, and virtual classroom sessions.

Export process

Grant funding: Visit our website (training) to obtain applications for HMRC training funding.

Classification – determining the use of commodity codes

Course pre-requisites: there are no prerequisites for this course.

Using Customs Procedure Codes – use of appropriate CPCs

Import process Valuation – explanation of the main methods and their application

Assessment: no formal exam will be taken however delegates will get to complete simulated forms to ensure they can complete simple customs declarations correctly.

Registering Interest: To register interest please email info@sussexchamberofcommerce.co.uk

Funded & Accredited Virtual Training Working in close partnership with Sussex Chambers of Commerce, East Sussex College Group have developed a suite of qualifications to support business to change and adapt by developing skills in 4 key areas; Digital Skills, LEAN Management, Equality & Diversity and Mental Health Advocacy in the workplace:

Level 2 Certificate in Digital Skills for WorkBecome qualified in the use of the latest digital applications used in the workplace including Microsoft Teams, Onefile/Dropbox, Instagram, Linked In etc. understanding best practice and how to use the evolving technology in a GDPR compliant way across your organisation.

and continuous professional development process.

Level 2 Certificate in Lean Organisation Management TechniquesThis Certificate is aimed at team leaders and project managers wanting to improve business performance through continuous professional development of employees and their skill set. Learners will develop an understanding of lean organisation techniques in business, develop their knowledge and understanding of business improvement tools and techniques and understand what makes and effective team including how to handle conflict.

Level 2 Certificate Mental Health First Aid and Mental Health Advocacy in the Workplace-

Level 2 Certificate in Equality and DiversityQualify your staff with an accredited certificate to ensure equality and diversity is embedded in your strategic planning

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Raise your employees’ knowledge and awareness of the different types of mental health problems and

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their prevalence, as well as understanding individuals with these conditions in order to care for and interact with them..

Using an intuitive online platform with optional 1:1 support from tutors via video conferencing we are providing a Government funded training package to give your staff the skills and resilience to meet the challenges of recovery.

Use the promotional code SUSSEXCHAMBERS1 to access any of these 4 courses free of charge for yourself or your staff while funding is available.

To enrol go to escg.theskillsnetwork.com and follow the application process. You will need to complete a short maths and English assessment and be asked some short questions about how the course will benefit you.

If you would like more information please contact: sussexskillssolutions@escg.ac.uk

tel: 01444 259 259

training and events

june/july April/May2019 2021business businessedge edge

Training Courses Gold & Premier members - You can now use your credit pots to pay for training International Trade - Virtual Training

20th Apr

9.30 - 12.30

Essentials of Negotiation

14th Apr

22nd Apr

9.30 - 12.30

Unshakeable Confidence

27th Apr

9.30 - 16.30

Confident & Effective Communication Skills

9.30 - 15.30

Live Customs Declaration Training Delivered Remotely

20th Apr

9.30 - 12.30

Understanding Export

26th May

9.30 - 12.30

Incoterms® 2020

28th Apr

9.30 - 12.30

Resilience

9th June

9.30 - 12.30

Classification of Goods - Using Commodity and Tariff Codes

4th May

9.30 - 12.30

Time Management & Personal Effectiveness

16th June

9.30 - 12.30

Rules of Origin and Preference

7th May

9.30 - 12.30

22nd June

9.30 - 12.30

Import Procedures

Presenting & Speaking to Engage your Audience

18th May

9.30 - 12.30

Essentials of Negotiation

Management & Leadership Skills - Virtual Training

25th May

9.30 - 12.30

Unshakeable Confidence

12th Apr

9.30 - 16.30

Essentials of Supervision

26th May

9.30 - 16.30

Confident & Effective Communication Skills

14th Apr

9.30 - 12.30

Train the Trainer

28th May

9.30 - 12.30

Resilience

21st Apr

9.30 - 16.30

Essentials of Management

1st June

9.30 - 12.30

5th May

9.30 - 16.30

Essentials of Supervision

Time Management & Personal Effectiveness

10th May

9.30 - 12.30

Train the Trainer

7th June

9.30 - 12.30

21st May

9.30 - 16.30

Essentials of Management

Presenting & Speaking to Engage your Audience

2nd June

9.30 - 16.30

Essentials of Supervision

16th June

9.30 - 12.30

Essentials of Negotiation

9th June

9.30 - 12.30

Train the Trainer

18th June

9.30 - 16.30

Essentials of Management

Personal Development & Communication Skills Virtual Training 8th Apr 13th Apr

9.30 - 12.30 9.30 - 12.30

Time Management & Personal Effectiveness Presenting & Speaking to Engage your Audience

Sales & Customer Service - Virtual Training 15th Apr

9.30 - 16.30

Selling Skills for Results

19th Apr

9.30 - 16.30

Great Customer Service

12th May

9.30 - 16.30

Selling Skills for Results

17th May

9.30 - 16.30

Great Customer Service

10th June

9.30 - 16.30

Selling Skills for Results

14th June

9.30 - 16.30

Great Customer Service

Events (Virtual) General Events 30th Mar

10.00 - 11.30

Purely Virtual Networking

Have you elevator pitch ready! Members only: FREE

19th May

14.00 - 15.30

Purely Virtual Networking

Have you elevator pitch ready! Members only: FREE

22nd Apr

10.00 - 11.00

Budget 2021 Update - How this effects your business

Members FREE, Non-members £15

19th May

14.00 - 15.30

Purely Virtual Networking

Have you elevator pitch ready! Members only: FREE

Networking South East 13th May

10.30 - 12.00

Sussex, Surrey, Hampshire, Dorset & Isle of Wight chambers

Connect with businesses across the south - Members FREE, Non-members £15

15th Apr

9.30 - 11.00

Sussex Construction Forum

Always a very popular event - Members: £10, Non-members: £15

20th Apr

9.30 - 11.00

Sussex Digital Technology Forum

Driving Business recovery - Members: £10, Non-members £15

5th May

9.30 - 11.00

Manufacturing & Engineering Forum

Change Mangement after Covid - Members: £10, Non-members: £15

Sussex Virtual Business Expo - Two sessions 2 hours each with a speaker

Open Networking, Panel discussions, Exhibitors, Giveaways - £10.00 for both sessions

Forums

Business Expos 28th Apr

10.00 - 16.00

For more information or to see our 2021 Calendar visit our website www.sussexchamberofcommerce.co.uk to book please call us on 01444 259 259.

AS A CHAMBER MEMBER YOU’RE WELL CONNECTED

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business new members matters

august/september december/january April/May june/july 2019 2018 2021 business edge

Welcome to Sussex Chamber of Commerce Membership of Sussex Chamber of Commerce can help you increase profits, get the best from your people and find new clients. Also, it saves you money, gets your voice heard and puts you in contact with even more businesses.

New Affiliated Chambers & Associations

ActionCOACH Hastings The Old School, High Street, Frant, East Sussex, TN3 9DT 01892 234200 www.hastings.actioncoach.co.uk The 3 most common frustrations in business…

TIME, TEAM and MONEY Our specialists can give you strategies to: • give you back more time • create a powerhouse workforce • increase your turnover, profits and margins Call a member of our team to book a free consultation or email at info-hastings@actioncoach.com

Crawley & Gatwick Chamber of Commerce c/o Richard Place Dobson, 1-7 Station Road, Crawley, West Sussex, RH10 1HT 07813 885529 www.crawleychamber.co.uk The Crawley & Gatwick Chamber of Commerce is a vibrant & active player for local business & the surrounding community.

We’re placed in an ever-expanding regional business hub catering for Commerce, Leisure & Development. As your local chamber we represent your interests and help you engage with like-minded businesses.

Chichester Chamber of Commerce & Industry First Floor, 82 North Street, Chichester, West Sussex, PO19 1LQ

Chichester College Group Westgate Fields, Chichester, West Sussex, PO19 1SB 01243 786321

01243 531765

www.chigroup.ac.uk

www.chichestercci.org.uk The Chichester Chamber of Commerce and Industry brings businesses from across the Chichester District together, both face to face and through an increasing digital presence. We aim to support, showcase and celebrate our members in a number of ways. as well as keeping abreast of local activities and business issues.

Chichester College Group (CCG) is the largest college group in Sussex. The group is rated Outstanding by Ofsted (2020). We educate and train more than 20,000 full and part-time students every year on a range of programmes including Apprenticeships, Higher Education, Professional, Vendor and tailored programmes in all business sectors.

Custom Vet Products Ltd

Ditzy Media

1A New Walk, Shepshed, Leicestershire, LE12 9AP

Suite 4, Enterprise Shopping Centre, 49 Gildredge Rd, Eastbourne, East Sussex, BN21 4RY

0845 4590840

01323 720497

www.customvp.co.uk Custom Vet manufactures (in the U.K) supplements for cats and dogs, primarily for the veterinary and pet markets. We specialise in tasty soft chews as well as capsules, tablets, and liquids for pets. We help clients develop their own formulations, additionally offering a private label service through standard ranges.

www.ditzymedia.com Founded in 2014, we are an award-winning Social Media Marketing Consultancy based in Eastbourne – helping businesses, charities and organisations harness the power of social media.

Our services include social media marketing training and consultancy, and social media marketing packages.

For membership details please visit www.crawleychamber.co.uk or email Jose@crawleychamber.co.uk.

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www.sussexchamberofcommerce.co.uk

tel: 01444 259 259

business new members matters

june/july august/september April/May december/january 2019 2021business business 2018 2018edge business business edge edge edge

EY Incentives Ltd

FreshOnline

13 The Glenmore Centre, Moat Way, Ashford, Kent, TN24 0TL

Creative Media Centre, 45 Roberston Street, Hastings, East Sussex, TN34 1HL

0800 772 0800

01424 400090

www.ey.com

www.freshonline.net

The EY Breakthrough Incentives team work with SMEs, innovating within their sector, to claim back entitled and much needed R&D Tax Relief.

Based in Hastings, FreshOnline, provides web design & digital marketing services to businesses across Sussex, Kent & London.

Our multi-skilled team of web developers, marketing experts and graphic designers ensure to deliver your project to a high standard with a personal touch as we work closely with you.

R&D Tax Relief often comes back to the company in a cash payment or future tax credit, and can be claimed up to two years, retrospectively.

Haywards Heath Business Association 4 Heath Square, Boltro Road, Haywards Heath, West Sussex, RH16 1BL 07825 704939 www.hhba.co.uk Our goal is to put local business at the heart of the Mid Sussex community by facilitating connections and friendships to foster a vibrant, diverse and resilient local economy.

HHBA is an alliance of businesses, it exists to facilitate growth and development, helping identify opportunities through active communication and collaboration.

International Trade Matters

Julian Roberts Consulting Ltd

Kew Electrical Distributors Limited

Unit 5, Derriford Business Park, Derriford, Plymouth, Devon, PL6 5QZ

8 Kiln Drive, Hambrook, Chichester, West Sussex, PO18 8EE

2 Chapel Road, Portslade, Brighton, East Sussex, BN41 1PF

01398 332881

07411 019653

01273 424256

www.internationaltradematters.com

www.julianrobertsconsulting.com

www.kewelectrical.co.uk

International Trade Matters Ltd are a leading independent consultancy offering expert advice and support to companies engaged, or interested in, overseas connections. We offer advice and training on new markets, compliance and international marketing with bespoke packages providing value and satisfaction.

Julian Roberts Consulting is an Executive & Leadership coaching practice.

Kew Electrical is an award winning independent electrical wholesaler with 25 branches in the South. As part of one of Europe’s leading electrical buying groups and as a customer focussed business, we supply professional electrical contractors with quality products at competitive prices coupled with excellent advice, service and support.

Madison Solutions

Male Mastery Coaching

Naiad Plastics Ltd

The Bank Chambers, 239 South Coast Rd, Peacehaven, East Sussex, BN10 8LD

2 Boathouse Cottages, Isfield, Uckfield, East Sussex, TN22 5TY

01273 757996

07963 604289

Unit 16 Thorgate Road, Lineside Industrial Estate, Littlehampton, West Sussex, BN17 7LU

www.madisonsolutions.co.uk

www.malemastery.online

Madison Web Solutions provide unique, creative and tailored web solutions to businesses who want to achieve the maximum return on their digital investment.

We have been tasked with and have delivered innovative award-winning work over the years and pioneered new technology and integrated this into our customer’s web sites.

Male Mastery Coaching provides Online Discussion Groups, One-to-One Coaching and Retreats for Male Entrepreneurs and Professionals to connect and share experiences, build networks, prevent isolation, increase business wealth, and master their male identity and qualities, to positively impact their world.

We offer 1-2-1 coaching, leadership training, psychometric testing and online courses.

We help address key leadership challenges, navigate growth into new areas, deepen staff self-awareness & impact or simply unlock your people’s potential, work with us.

01903 724302 www.naiadplastics.com Naiad Plastics are a leading injection moulding company based in Littlehampton which as been trading for over 35 years.

Naiad has just been bought by IDC who are a leading design company and the two companies will complement each other.

Machines range from 7T to 250T and mould in numerous materials.

AS A CHAMBER MEMBER YOU’RE WELL CONNECTED

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business new members matters

august/september december/january April/May june/july 2019 2018 2021 business edge

No 7 Contact Lens Laboratory Ltd

Nordcell Ltd

Pembree Ltd

Unit 2-5, Highfield Business Park, Sidney Little Road, St Leonards on Sea, East Sussex, TN38 9UB

JYW House, Bridge Road, Haywards Heath, West Sussex, RH16 1UA

Unit 3 Discovery Way, Horam, Heathfield, East Sussex, TN21 0GE

01444 449558

0208 194 5920

www.nordcell.com

www.pembree.com

Nordcell is a leading supplier of engineered timber panel products. Over the years we have developed a reputation for offering the best products, from the very best factories across Europe. As a result, we have developed strong links with the UK’s leading architects, designers, furniture producers and joinery manufacturers.

Pembree’s goal is to become a global leader in ethical, transparent and ecologically sustainable manufacturing within the mountain bike industry. Our premium products are designed and manufactured in our own solar/wind powered factory in East Sussex, England using only recyclable materials.

Razor Films

Small Made Mighty

Solibra Logistics Services

53 Plymouth Street, Swindon, Wiltshire, SN1 2LB

55a Brighton Road, Worthing, West Sussex, BN11 3EE

20 Blackthorn Avenue, Billingshurst, West Sussex, RH14 9GW

07834 628458

07789 933194

01403 788235

www.razorfilm.co.uk

www.smallmademighty.com

www.solibra.co.uk

At Razor Films, we pride ourselves in the experience we’ve gained and in the spectrum of work we do. Having been established for over twenty years we’ve moved with the times. Being agile and flexible in today’s business and media world’s are key attributes for both global and local success.

Small Made Mighty specialises in building successful marketing strategies for small, micro and new businesses to optimise their owned assets and achieve their goals. Fixed one-off consultation fees and monthly support packages ensure you have the resources to run your marketing successfully.

Solibra’s venture into Logistic Services dates back to the early 70’s. Since then, it has grown exponentially, offering a wide range of totally seamless logistic solutions for all types of cargo for its clients. With a national as well as global network, run by an able team of professionals, we are aided by the latest communication facilities.

01424 850620 www.no7contactlenses.com No7 Contact Lenses have been manufacturing contact lenses for over 40 years.

They are UK leaders in expanding the market for Orthokeratology, a method of wear that corrects vision during sleep, enabling lens-free wear through the day.

Book a complimentary call with Charlotte today.

Solo Nutrition Ltd

Wilton Park Executive Agency

148 Howlands Court, Crawley, West Sussex, RH10 1AW

Wilton Park, Wiston House, Steyning, West Sussex, BN44 3DZ

07772 386789

01903 815020

www.solonutrition.co.uk

www.wiltonpark.org.uk

Solo Nutrition is a professional dedicated company which prides itself in providing the most innovative and effective products that are beneficial in all phases of adult life.

For 75 years Wilton Park has brought fresh thinking to international policy development. Through our trusted global networks we connect the public, private and third sector in dialogue. Together we innovate and advance practical solutions to critical global issues, creating enduring impact.

We only use the finest quality raw materials in our range of products to ensure that they meet our consumers nutritional requirements.

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If you’re a member – why not refer someone, we have a generous referral scheme – that saves both you and your referral on membership costs.

www.sussexchamberofcommerce.co.uk

For more information call us on 01444 259259

tel: 01444 259 259

business matters

june/july April/May december/january 2019 2021business business 2018edge business edge edge

Intelligencia Training launches new data and security apprenticeships Three apprenticeship programmes added to Intelligencia Training’s portfolio, will provide new training opportunities within Data Analyst, Data Technician and Security Management provisions.

Intelligencia Training has announced the addition of the Level 4 Data Analyst Apprenticeship Standard, Level 3 Data Technician Apprenticeship Standard and Level 3 Security First-Line Manager Apprenticeship.

The specialist apprenticeship provider, who has been involved in intelligence apprenticeships since their inception in 2016, recognised the opportunity and increasing need for role-relevant training within these specialised provisions following continued successful engagement with high-profile organisations throughout the public and private sectors.

Nick Atkinson, Commercial Director of Intelligencia Training, commented: “The launch of these new apprenticeships to our portfolio will help to develop recognition for the knowledge, skills and behaviours that are so critical to being a competent Data Analyst, Data Technician or Security Management professional.

We are always keen to offer new programmes which benefit those working

in specialist roles and with our experience, including being chosen as the key education sector partner to provide support and guidance to the employer group that developed the leading Intelligence Analysis Standard, we are best placed to deliver the three new apprenticeships.”

The Data Analyst Apprenticeship Standard, the highest-level qualification of the new apprenticeships, was added to Intelligencia Training’s portfolio after they recognised the significant differences between intelligence and data analysis, as well as the departments and roles that utilise these skills and techniques.

hold extensive military, policing, retail and security sector experience, identified numerous opportunities in which specialist security and security management skills can be improved.

The Security First-Line Manager Apprenticeship will enhance the understanding of threat, vulnerability and risk on a local, national and international security basis, and how to respond accordingly.

More information on Intelligencia Training’s apprenticeships can be found via www.intelligenciatraining.com.

Additional to the Data Analyst Apprenticeship Standard, Intelligencia Training’s second new data apprenticeship will benefit Data Technician’s, who have a vital role within an organisation sourcing, formatting and presenting data for analysis.

The third of the apprenticeship providers latest programmes, the Security First-Line Manager Apprenticeship, was launched after Intelligencia’s delivery team, who

AS A CHAMBER MEMBER YOU’RE WELL CONNECTED

37

business diary of an matters entrepreneur

august/september december/january April/May june/july 2019 2018 2021 business edge

Matt Turner CEO The Creative Group

How an entrepreneur survived and thrived during a global pandemic Twelve months ago, the UK entered a national lockdown that many thought would last a matter of weeks. Fast forward a year, and the world has been hit by a global pandemic on a magnitude that nobody could have predicted. As Britain enters the recovery phase of this journey, businesses must begin to adapt once again to a new normal. But with the economic climate likely to be affected for years to come, many company leaders are reflecting on what Covid-19 has meant for them.

Matt Turner, founder and CEO of The Creative Group, which holds awardwinning marketing agency, Creative Pod, discusses how entrepreneurship has been the key to the company’s success over the last twelve months.

“It’s crazy to think that we’ve all been in this for a year now. The Creative Group has been extremely fortunate to have weathered the storm phenomenally well, and people often ask me how. The answer to that is a combination of things, but one of the key components is not to panic; when I think back to all of us being in the office and first hearing that we had to start working from home, we stayed very calm, and simply worked out what needed to be done. We realised that the team would need to take their desktops and equipment home with them, so we got to work helping each other carry it all to the cars. I assured them that anything they needed to create a good working environment, I would provide, whether that be a desk chair, or an entire desk – it

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was about showing that we’re all there (virtually) to support each other, and that wouldn’t change.”

relationship we have, and at the end of the day, we’re all in the same boat right now.”

Over the last year, Creative Pod have gained more than 35 new clients, and completed 20 full website creations since March 2020, with another 14 in current development. They soon had to expand their team and have now more than doubled in the last year.

Matt explained that part of being an entrepreneur is seizing every opportunity, which he found the best way to look at the global pandemic.

“Another fundamental aspect of success is support, both for my team and clients.

At the beginning of lockdown, myself and Sarah, who is Head of Marketing at Creative Pod, brainstormed how we could keep the camaraderie going in the team.

Over the last twelve months we have a morning and afternoon zoom call where the whole team discusses what they’re working on, troubleshoots any issues they are having, or simply has a catch up. We also do a fun team exercise most Fridays such as a quiz or online game, and I send regular gifts to their homes, such as giant chocolate bars on Employee Appreciation Day. It’s little things like this that really make a difference and encourage productivity during what has been a lonely time for many.

The same concept goes for clients: we’ve been very lucky with having hardly any clients stop their marketing, but when some clients have come to me and said they’re going to need to pause their retainer, I’ve said that I’ll provide a couple of months service for free or at a discounted rate, because I value the

www.sussexchamberofcommerce.co.uk

“Entrepreneurs are very resilient, and I think that comes from seeing the positives in situations. I’ve seen some great outcomes from the last twelve months; doing all meetings online means that I often have eight to ten meetings a day, whereas I used to only have time for four, which makes for great productivity and is likely one of the reasons we’ve gained three acquisitions in the last 8 months!

Several members of my team have also said that they prefer working from home and are more productive. I’m not saying that it hasn’t been hard, but I always find it better to learn from that situation and then not look back.

Our success over the last twelve months is a testament to my teams’ hard work and commitment, and I’m so proud of what we have achieved. This was further evidenced by being named as a Google Partner at the start of March, after almost four years of hard work. I’m very grateful for the continued support of those around me, and very excited about what the future holds for The Creative Group as the world slowly returns to some form of normality.”

If you would like support or advice with your marketing, contact Creative Pod on matt@creativepod.uk.com

tel: 01444 259 259

Find your digital voice!

Engaging your brand with audiences that matter.

www.be-everywhere.co.uk E: info@be-everywhere.co.uk T: 0191 580 5990

Why Choose Modern Office?

Your Office, Your Home, Your Future Choosing the right office furniture for your company is exciting and fun but it can also be a daunting exercise for any size business.

Modern Office offers many solutions to meet the requirements of your dream office layout. We offer a number of services, helping you to create the perfect space for your office, where employees can thrive.

We start by looking carefully at the overall picture, taking into account not only the design and creative needs of your organisation, but all the finer details too. Style and appearance, colour scheme, fabric and finish are all fundamental, but these days it is also imperative that your office furniture meets a detailed array of ergonomic and safety requirements.

With over a quarter of a century of experience in this field, Modern Office is the complete solution to all your business furnishing needs. Whether you are looking for stylish office chairs, practical office storage or an exquisite conference table, we are sure to have something for everyone.

0191 478 8349 • info@modern-office.co.uk • modern-office.co.uk

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