Dynamic Magazine – issue 21

JACINDA ARDERN

Family before country HURST COLLEGE

The importance of community

Wellbeing and your business

FUNDING FOR FEMALE-LED BUSINESSES

Talking heads

WOMEN IN CHARGE

MOTORING Audi TTRS

WELLESLEY

Tax success

CONTENTS

New to Dynamic, four of the most experienced business people join Dynamic to discuss the issues surrounding funding for women-led companies

32

FEATURE Dealing with ADHD

£250bn

PLATINUM MEDIA GROUP

❛ We need to accept that we won’t always make the right decisions, that we’ll screw up royally sometimes – understanding that failure is not the opposite of success, it’s part of success

Arianna Huffington

REGULARS

News

8 In The Right Direction features good news stories from around the world

11 Bizarre News

A few stories to make your mind boggle

Books

42 Further reading on subjects covered in various issues of Dynamic

Wellbeing

44 Dealing with the effects of the post-Christmas lurgy

46 Building children’s resilience through Dr Ginsburg’s ‘Seven Cs’

48 Looking after your employees’ health and welfare should lead to a boost in productivity

Travel

50 Tess de Klerk gives the lowdown on the high spots of the amazing Marrakech

Art Scene

52 Spotlight on sculptor Marion Bürkle

Girl Torque

54 Fiona Shafer has just driven one of her all-time top three cars – the Audi TTRS

Wine & Dine

56 Fogo de Chao - a Brazilianstyle meat feast that’s not for the faint-hearted

What’s On

58 A brief snapshot of art and culture cross Sussex and Surrey

SPOTLIGHT

36 Carolina Avellaneda tells us about herself, and her company BubbleLife.

38 Helen Vits, founder of Lovingly Local, is one of the seven Sussex businesswomen named as the UK’s most inspirational business women

FEATURES

Women in charge

12 Seven women from Sussex have been named among the UK’s most inspirational and dynamic female entrepreneurs by the f:Entrepreneur

The importance of community

14 Janneke Blokland, the Chaplain at Hurst College, discusses how the school is not just a workplace, but a community

Self employment

Given the changes to so many tax laws in April, Samantha Kaye of Wellesley suggests how you can plan to get on top of what’s coming

Menopause legislation rejected

The UK Government has rejected committee proposals to being in legislation that would have protected women’s working rights while going through the menopause

CONTACTS

PUBLISHER: Maarten Hoffmann maarten@platinummediagroup.co.uk

EDITOR: Tess de Klerk tess@platinummediagroup.co.uk

MOTORING EDITOR: Fiona Shafer fionas@platinummediagroup.co.uk

COMMERCIAL DIRECTOR: Lesley Alcock lesley@platinummediagroup.co.uk

EVENTS DIRECTOR: Fiona Graves fiona@platinummediagroup.co.uk

HEAD OF DESIGN: Michelle Shakesby design@platinummediagroup.co.uk

SUB EDITOR: Alan Wares alan@platinummediagroup.co.uk

40 FEATURE WWW.PLATINUMMEDIAGROUP.CO.UK

Friendship with ones self is all important, because without it one cannot be friends with anyone else in the world

Eleanor Roosevelt

EDITOR’S NOTE

It is an absolute pleasure to welcome you to our February edition of Dynamic.

We finish off our series around neurodiversity with a feature on ADHD, starting with Maarten sharing his own experiences and our second article examining the different ways in which ADHD might manifest in women and girls. I think that it is particularly important to note ADHD as the mainstream model, skews towards symptoms presenting in the male population; the model still being somewhat antiquated. With knowledge comes power - the power to help ourselves and our children.

Of course, neurodiverse or not we all hope to raise resilient children. Dr Kenneth Ginsburg’s seven Cs are explained this month and Janneke Blokland from Hurst College shares her thoughts on the importance of community.

We explore wellbeing and your business plus Samantha from Wellesley gives excellent advice around tax planning. Talking Heads is our space for forums and this month we’re fortunate to have some very knowledgeable people discussing financing for women in business.

Amongst our regular features we have the very popular Spotlight, Tanya’s health advice and I take a look at some fantastic places to visit in the whirlwind that is Marrakech.

I hope that you enjoy this month’s Dynamic Magazine.

Tess de Klerk

Editor, Dynamic Magazine tess@platinummediagroup.co.uk

WALES SECURE A VICTORY FOR GENDER EQUALITY

The Football Association of Wales approved a historic agreement that ensures fair pay. All players for the Wales national football team, regardless of gender, will be paid equally from now on. It is understood that the men’s side accepted a 25% pay cut, while the women’s team received a 25% pay rise.

In a joint statement, the men’s and women’s teams said: “We hope that this will allow future generations of boys and girls to see that there is equality across Welsh international football, which is important for society as a whole.”

IN THE RIGHT DIRECTION

Britain looks set to avoid a technical recession – two consecutive quarters of contraction – after the economy registered a surprise growth of 0.1% in November. Economists had expected a contraction of 0.1%.

ULTRA-RICH CALL ON GOVERNMENTS TO INTRODUCE WEALTH TAXES

More than 200 of the world’s super-rich have again signed an open letter in January, pleading for their taxes to be increased to address inequality. This came prior to the yearly World Economic Forum in Davos and after the release of data by Oxfam showing that the richest 1% of people have received nearly two-thirds of the new money created since the pandemic began.

RENEWABLES POWERING AHEAD IN THE UK

This winter, green energy surpassed gas as the UK’s top source of electricity, saving the nation from an even greater energy crisis. Offshore wind is leading the way, according to research from the Energy and Climate Intelligence Unit (ECIU).

ECONOMIC OUTLOOK MAY BE SLIGHTLY BETTER THAN PREDICTED

ONE COMPANY FINALLY TAKING ACTION

The company behind products such as Scotch tape and Post-it notes, 3M, has pledged to stop producing PFAS, the ‘forever chemicals’ by 2025.

The UK and EU have already taken steps to ban some of the chemicals after studies pointed to dangerous concentrations in water, food and soil. Lingering long in the body, the substances have been linked to low birth weights, cancer and heart issues. Other manufacturers are expected to follow amid mounting consumer pressure and litigation.

FRANCE CURBS SINGLE-USE PLASTIC

France began the new year with a lofty goal: to eliminate fast-food packaging. All restaurants must now provide reusable tableware for meals consumed on site, rather than serving food in disposable containers. The law is part of France’s efforts to eliminate single-use plastic waste by 2040.

THE OZONE LAYER IS ON TRACK TO RECOVERY

According to the United Nations, global efforts to phase out ozone-depleting chemicals are working. The Earth’s ozone layer is on track to fully recover within four decades. As long as current policies are maintained, the ozone layer will fully recover across much of the world by 2040. It added that the polar regions will take about two decades longer.

The political will summoned to address the ozone layer’s demise is considered a hopeful precedent for tackling the climate crisis. Indeed, the UN said that efforts to repair the ozone layer may have avoided 0.5C of warming by 2100.

ONE-HORNED RHINOS ON THE INCREASE

According to Indian police, no rhinos were poached in the world’s largest reserve for the greater one-horned rhino last year. As reported by the International Rhino Foundation, the global population of one-horned rhinos has increased from 200 to over 4,000 since the turn of the 20th century.

The last time that Kaziranga National Park counted zero poaches was in 1977, and the news is a victory for conservationists who have worked tirelessly to protect the animals. According to local police, 58 poachers were arrested in the park last year.

Whitton, mayor

Whatever women do they must do twice as well as men to be thought half as good. Luckily, this is not difficult

Charlotte

Don’t hold back because you think it’s unladylike. We shouldn’t be shamed out of our anger. We should be using it

Jessica Valenti, writer

Once you fi gure out what respect tastes like, it tastes better than attention

Pink, musical artist

ALIEN CAN’T GET A JOB

Anthony Loffredo, a man on a mission to transform himself into a ‘black alien’ laments over problems finding work and being seen as a normal guy.

Loffredo has undergone a raft of body modifications, such as full body tattoos, large-scale piercings, dyeing his teeth and amputation for an evolution project he says is a bid to become less human and more alien. He says his evolution journey started when he was 27 and it helps him understand life and makes him feel more like himself.

“There are people who are open-minded and there are people who are closeminded,” he said to LADbibleTV. “That’s the way it is.”

Speaking on the Club 113 podcast, he said: “I can’t find a job, there’s lots of negative stuff. It could be positive because you feel better, but you have to know there’s also a dark side. I like being looked at like a normal guy with a job, with a family, who has a friend, girlfriend, all of that. That’s what makes me normal.”

A lot of his body modifications and surgeries are banned in Europe and the US.

bizarre NEWS

THE WEIRD AND SOMETIMES NOT SO WONDERFUL...

DYING TO HAVE SEX

Australian scientists have investigated why male northern quolls usually mate themselves to death after one season, while females of the species reproduce once but live up to four years. It seems that male quolls sacrifice sleep in favour of having sex leading to death by exhaustion.

“By the end of the breeding season, these quolls just look terrible,” An expert said. “They start to lose their fur, they start to not be able to groom themselves efficiently, they lose weight and … they’re constantly fighting with each other as well.”

Women who seek to be equal with men lack ambition

Marilyn Monroe

LONDONERS RISK A £500 FINE FOR SKIDDING

If you’re in London and wanted to have some fun in the snow and ice this winter, you better watch out because there is a law that could result in a £500 fine from the police. Sure, the officer would have to be well-versed in the complexities of a law that came into effect in 1839 that also prohibits kite-flying and the use of fireworks, but it is still possible.

The law basically states that if you mess around in the snow or ice near a footpath or road, you can be fined.

RADIOACTIVE RICE GRAIN IN A HAYSTACK

A tiny radioactive pellet used to calibrate radiation detectors has gone missing somewhere on an 870-mile stretch of road in Western Australia, with the state’s emergency services chief warning ‘it may never be found’. Western Australia has issued an “urgent public health warning” after a tiny but extremely dangerous radioactive test capsule fell off the back of a lorry. The tiny capsule, which emits the equivalent amount of radiation as ten X-rays per hour, was being transported to Malaga, near Perth, from a mining operation in Newman, 870 miles away.

A SLAP IN THE FACE IN THE STATES

In a bizarre new sports league, contestants take turns to slap one another as hard as they can across the face, sometimes completely flooring each other. For example, at a recent Las Vegas event Kortney Olson was walloped with such power by Sheena Bathory that Kortney could not remember what day of the week it was and had trouble getting up off the floor.

It’s a simple sport, but it has already attracted quite a lot of criticism from people within combat sports as well as neurologists. Chris Nowinski, who is an exwrestler and CEO of the Concussion Legacy Foundation, said that the footage emerging from the Power Slap League is ‘so sad’ and constitutes ‘pure exploitation’.

Tagging the company, he wrote: “You should be ashamed. Pure exploitation. What’s next, ‘Who can survive a stabbing?’”

MAN ‘SWALLOWED’ BY WHALE SPAT OUT WITHOUT A SINGLE SCRATCH

A man who got swallowed whole by a whale… didn’t.

Wildlife photographer Rainer Schimpf had been filming in the water off the South African coast and said that he hadn’t even realised he was being eaten until everything went dark around him.

Snorkelling in the sea just off Port Elizabeth Harbour, Schimpf ended up being gobbled up by a Bryde’s whale as he tried to capture the sardine run in all its glory. Fortunately he survived the whole thing without even so much as a scratch, but had the whale decided to dive down while he was still stuck inside its mouth he would most likely have died.

❛

❛ The road to success is dotted with many tempting parking spaces

Will Rogers

PAM GORDON Franchise Consultant at The Franchising Centre and Franchisee of Rise.Life

Pam has a background in finance and business development. After university she worked for four years for HSBC Asset Finance in business development and account management.

She began her franchising career over 20 years ago, with Carewatch Care Services, and grew the franchise network from 60 franchisees to 120 in just four years.

Since then, through a variety of roles and challenges, Pam has been able to apply all of her experience, skills and passion for franchising to provide advice to existing businesses as well as working with franchisors on franchisee recruitment strategy.

ALLEGRA CHAPMAN

Co-Creator of Watch This Sp_ce

Allegra Chapman is Co-Creator of Watch This Sp_ce, a multiaward-winning diversity and inclusion consultancy helping organisations to reimagine the world of work. They have helped a wide range of clients begin and make tangible progress on their inclusion journeys. Allegra is also a Trustee of Enterprise Junction, a charity supporting people facing additional barriers to start businesses, a campaigner for parent’s rights, a writer and mum to two young children.

WOMEN IN CHARGE

WOMEN IN ENTREPRENEURIAL ROLES

Seven women from Sussex have been named among the UK’s most inspirational and dynamic female entrepreneurs by the f:Entrepreneur ‘#ialso100’ campaign.

The f:Entrepreneur campaign was launched in 2017 to raise greater awareness of the impact of incredible female business owners across the country, and help provide inspiration and role models to the wider small business community. Delivered by Small Business Britain, the leading champion of small businesses in the UK, the campaign offers a host of events, training, and networking opportunities to boost skills, capability, and confidence.

SUSAN PAYTON Founder of The Business of Stories

Susan is, in her own words, a story strategist, copywriter and messaging geek. In 2006, she was diagnosed with ME, and her work suffered further in 2008 when the property market she worked in crashed. She devoted the next few years to returning to health, leading to her training as an Advanced NLP Practitioner and Life Coach.

In 2015, she created a community for women who wanted to start their own business. She now helps passionate business owners to craft stories and narratives that launch businesses, build brands and deeply connect with their target market.

LISA BASKOTT Founder of 2nd Line of Defence

Lisa established 2nd Line of Defence, a female-focused front line security recruitment agency, in order to bring the recruitment and training of door staff into the 21st century.

She aims to address distinct issues:

• Prioritise the safety of women and vulnerable people/ groups within the cultural night-time economy.

• Address the chronic talent shortage of fully trained and vetted Security Industry Authority (SIA) licensed front line door security staff in the UK.

• Focus on people instead of premises.

JENNY LEGG Founder of Training Legs First Aid

Jenny is the owner of Training Legs First Aid, lead trainer for First Aid for Mental Health, co-founder of the First Aid Facilitators Forum and head ambassador for her campaign

‘Bra Off Defib On’.

This campaign was launched in 2022 after Jenny found out that women are 30% less likely to have a defibrillator used on them correctly simply because they are wearing a bra which should be removed.

#GetYourTitsOutForThePads

ROXY VAN DER POST Founder of Myosotis Film & Photography

As a young girl, Roxy dreamed of becoming a teacher. However, she failed a Maths test at school, that crushed her dreams and dented her confidence.

Instead, she gravitated towards a creative career. In her studies in Media & Culture at the University of Amsterdam, she took courses in gender studies and psychoanalysis, ethnomusicology and media history, and fell in love with documentary filmmaking.

She moved to Bradford to undertake a Masters Degree in Digital Film Making. She is now settled in Brighton – a city, she says, “filled with fellow purpose-driven, vegan, and queer creatives.”

HELEN VITS, Founder of Lovingly Local Read more about her in Dynamic Spotlight on page 38.

❛

❛ Surround yourself with a trusted and loyal team. It makes all the difference

Alison Pincus co-founder, One Kings Lane

JANNEKE BLOKLAND is the Chaplain at Hurst College, she is also an associate member of the Senior Management Team and Director of Staff Wellbeing

The importance of community

Life for our young people is becoming increasingly complicated. Whereas many teachers and parents remember their fi rst smartphone, nowadays our pupils cannot imagine a world without digital technology, social media and online games. With these developments, life has become progressively instant, and it is nearly impossible to distinguish information from disinformation.

Developing technology has had significant benefits in society at large and particularly education, not least because it has enabled new forms of community to take shape. However, at the same time it is also posing real challenges to our young people as they develop as members of these diverse groups. At Hurst, one of our key aims is to give our pupils an awareness of the world in which they live and how they can become valuable contributors to the communities in which they belong.

Apart from teaching pupils how to be safe in their environment, we also aspire to foster a sense of belonging that shapes their developing identities. Our hope is that by the time pupils leave as young adults, they know who they are, what their values are, and we trust that they are prepared to embark on their further journey in life. We are acutely aware that the time children and teenagers spend at school will be one of the most important formational experiences in their young lives. Therefore, we model those values and instil an awareness of belonging and commitment.

In every aspect of what we do, pupil wellbeing is at the centre. During their time at Hurst, pupils belong to several different communities, with the house system as a pastoral focal point for our teenagers. Each student belongs to a house, which becomes their home for the time they are at school, whether they are day or boarding students. In this way, they are not only supported by their house parents and tutors, but also by their peers. Each house has a small group of student guardians who are appointed to be a listening ear and to lead on wellbeing initiatives. The guardian role has become increasingly important in all year groups from the Junior Prep School all the way through the Senior School.

Our pupils are also encouraged to play a part in the community to which they belong. One example is our Reading Buddies programme. One afternoon a week, 50 students (aged 16/17) visit primary schools in the local area to help younger children develop their reading skills. For many of

the pupils, both teenagers and children, this is the highlight of their week. In this way, our pupils participate in the life of the local community and develop strong relationships with children from a variety of backgrounds.

Also, our members of staff - both teaching and support teams - are encouraged to see Hurst not just as a workplace, but as a community in which they are valued and supported. The staff dining hall and common room are open to all staff members and provide an opportunity to meet each other during busy working days.

Outside of work, staff participate in several social activities, such as comedy and quiz nights. Many colleagues cycle or run together and, with others, support local events such as the Brighton and Mid Sussex marathons.

Th roughout the year, there are several occasions in which pupils, staff, parents and former pupils are able to interact, making the Hurst community truly inter-generational. Examples of this are the Saturday sports fi xtures, as well as annual events such as the Woodard Cricket Week in the summer and the Christmas services in December.

Th rough all these opportunities, we endeavour to give each member of the Hurst Community a sense of belonging and purpose. In this way we hope to inspire pupils to achieve their personal bests and to enable others to do so as well.

www.hppc.co.uk

Our members of staff are encouraged to see Hurst not just as a workplace, but as a community in which they are valued and supported

We are acutely aware that the time children and teenagers spend at school will be one of the most important formational experiences in their young lives

The impressive figure of 26 women as current heads of state around the world has just been reduced to 25, with the surprise resignation of New Zealand’s Prime Minster, Jacinda Ardern.

BY MAARTEN HOFFMANN

JACINA ARDERN resigns

For millions around the world, Ardern’s resignation comes as a shock - but some women will pore over her words with particular interest. With her charm and leadership philosophy rooted in kindness, she has earned widespread popularity. Many of her fans are women, who have avidly followed her journey from newbie PM to working mother and have looked up to her as a role model.

Ardern is not the only prominent figure to make the news in recent years for announcing a shock withdrawal because of burnout; others include athletes Naomi Osaka, Ash Barty and Virat Kohli; and bosses like James Packer. But Ardern also holds that very rare position of being a working mother while leading a country. She gave birth while in office, only the second world leader to have done so, after Pakistan’s Benazir Bhutto.

In many ways, it was an extreme test case of balancing work and family. But there were clearly political factors at play as well. Her resignation comes amid growing

political headwinds, with her approval ratings falling as New Zealanders’ concerns rise over living costs and crime rates.

For a while, she appeared determined to tackle it head on. “I always expected, given Neve is still so young and so small, that there would be a real tension there between making sure I was meeting all of her needs and of course, my responsibilities. But I am confident with all of the support I’m very lucky to have, we will absolutely make it work,” she told reporters at the time.

Politicians are human. “We give all that we can, for as long as we can, and then it’s time.” Ardern said, her voice faltering. “And for me, it’s time… I know what this job takes, and I know that I no longer have enough in the tank to do it justice.”

She talked about how she wished to spend more time with her family as they had “sacrificed the most out of all of us”. She said she looked forward to “being there” for her daughter when she begins school, and told her partner Clarke “let’s fi nally get married”.

In many ways, it was an extreme test case of balancing work and family. But there were clearly political factors at play as well

Many had hoped to see her continue forging a path and will be disappointed that she could not go any further, but they will no doubt also have sympathy for her predicament.

Ardern said in 2018, “I am by no means the fi rst woman to multitask, and in terms of being a woman in politics, there are plenty of women who carved a path and incrementally have led the way to be able to make it possible for people to look upon my time in leadership and think, yes, I can do the job and be a mother.”

As many women around the world are painfully aware, family and a top-level full-time job are not good bedfellows - something has to give, and in a job as head of state, it cannot be the job. Therefore, one suffers the agony of knowing you are not being the best mother you could be, watch your child grow up from a distance and miss all the special aspects of their development.

No one can criticise her for the decision but there are men around stating that, ‘this is why women cannot do the tough jobs’. No, this is not the reason – the reason is that most men in such roles have a partner at home doing the hard graft, who might have sacrificed her career for his. When women take the top job it is rare that their male partner will remain at home, and women certainly suffer more guilt

from leaving the child than most men. Th is is a vast generalisation but in the majority of cases it is true.

Personally, I applaud her for having achieved high office and then having the courage to know when to quit and put her family fi rst.

But this predicament faces most women - job or family? It’s one of the toughest choices there is and one that only women face.

Personally, I applaud her for having achieved high office and then having the courage to know when to quit and put her family fi rst

BY MIMI NICKLIN, CEO FREEDM

JACINDA ARDERN SHOWS US THAT EMPATHY IS KEY TO LEADERSHIP Here’s why…

When news of Jacinda Ardern’s resignation as the Prime Minister of New Zealand hit the headlines in January, the topic of empathetic leadership again became a global talking point. A leader, known for her ability to listen and empathise with others, Ardern has won many supporters around the globe. Regardless of her successes, there are some who still question whether empathy is a skillset needed in leadership – in politics and business. Here’s why it is, defi nitively, the most important skill for the modern day.

Empathy is one of humanity’s oldest leadership traits and is a skill that can be developed and honed by leaders and teams of any level. Empathetic leaders understand the power of listening to those around them and use this connection with others to drive decision-making for the betterment of their communities, colleagues, and self. These leaders use empathy as their data set – in decision making, relationship building and outcome improvement.

It’s often thought that business and political leaders must be stoic and unwavering in the face of adversity. But Jacinda Ardern’s ability to empathise with those around New Zealand publicly, and to make decisions based on what best served the country at that time, showed that our mutual human understanding is far from a soft skill. Rather, it is a professional ability, that few can harness authentically, to empower, navigate and overcome complex times with an aligned team and nation.

Today we are experiencing a 30-year decline in our empathy levels globally, better known as the ‘Empathy Deficit’, and the impact of this chasmic divide in society and business is both detrimental to our relationships and our ability to grow. We are a pro-social species and yet the gaps between us continue to segregate us. Th is will undoubtedly hinder our ability to innovate, to thrive and to face the adversity that 2023 is bound to offer up.

What Ardern has shown in her resignation is that we are all far more alike than we are different; we are all human and that effective decision-making demands us to listen to our human nature to make wise pro-social and pro-organisational decisions.

Like Ardern, empathetic leaders in business know that the best, and most organisationally powerful, move could be to stand aside, allowing someone else to take the lead when they’re unable to fulfi l the responsibilities and requirements of the role. For CEOs and business leaders, stepping aside is often associated negatively with a sense that you’ve failed to meet the expectations of those around you, including managers, shareholders, or the company board. But Ardern’s decision is a masterclass in self and social empathy. It shows a wise understanding of her own needs and the ability to connect these with the needs of her audience. Instead of being seen as a failure, this is a triumph for Ardern and for leaders everywhere who are able to prioritise the power of the team over the ‘one.’

Ardern’s departure will leave a void in politics and inspirational leadership. She will leave behind a legacy that shows it is possible today to drive leadership behaviours that promote emotional intelligence and pro-social engagement as important as the skills in negotiation, stakeholder engagement and decision-making. There has never been a time when the world needs to learn these lessons more than now. Listen up world – there is a case study here in the making.

Empathy is one of humanity’s oldest leadership traits and is a skill that can be developed and honed by leaders and teams of any level

Mimi Nicklin is an empathy expert, the CEO and Founder of global branding agency Freedm, and author of ‘Softening the Edge’. For more information, see www. empathyeverywhere.co

Ardern’s departure will leave a void in politics and inspirational leadership

FUNDING FOR FEMALE-LED BUSINESSES

TALKING HEADS

Business Support

Lead, always possible

Always possible is an award-winning strategic development organisation, helping organisations and entrepreneurs feel confident about the future Sam, a funding and business development specialist, is the business support lead for always possible. He has also worked in skills and education.

sam@alwayspossible.co.uk alwayspossible.co.uk

Sam has supported start-ups, SMEs and corporate businesses for over 20 years; the last eight years at Metro Bank. Metro, which supports the Investing in Women code, offers personal and business banking services, aiming to become the UK’s best community bank.

sam.hilton@metrobank.plc.uk www.metrobank.plc.uk

Michael Pay is a co-founder of EMC. During a career spanning 30 years at EMC, he has worked with a number of womenled businesses, successfully raising funds, assisting with strategic planning, before going on to act as an adviser to the shareholders on exit.

michaelp@emcltd.co.uk www.emcltd.co.uk

SAM HAWKINS

SAMANTHA HILTON Commercial Banking Director, Metro Bank

THE

PANEL

Elaine worked at NatWest for 41 years, nine of which she was branch manager, and 14 as a Business Relationship Manager with a portfolio of 200 SME customers. She is now at Let’s Do Business Group, with experience as a lender and trusted advisor.

Elaine.Robinson@ldbgroup.co.uk www.letsdobusinessgroup.co.uk

Maarten Hoffmann is the facilitator for the Platinum Influencer Forums

The Platinum Media Group is the largest circulation business publishing group in the UK, reaching up to 720,000 readers each month across three titles.

maarten@platinummediagroup.co.uk

www.platinummediagroup.co.uk

Lesley is a marketing professional, having spent many years with Capital Radio in London and the Observer Newspaper, and was instrumental in the launch of the Observer Magazine.

T: 07767 613707

lesley@platinummediagroup.co.uk

www.platinummediagroup.co.uk

ELAINE ROBINSON Business Advisory Manager, Let’s Do Business Group

MAARTEN HOFFMANN Publisher Platinum Media Group

LESLEY ALCOCK Commercial Director Platinum Media Group

The pandemic had a disproportionately adverse impact on women’s careers, and this has received a great deal of attention. Fields heavily populated by women have experienced greater layoffs, with a McKinsey analysis showing women’s jobs 1.8 times more vulnerable than men’s jobs.

But there’s another big shift that has more recently come to light as figures from 2020 show a substantial drop in venture capital funding for women-led startups.

This isn’t just part of an overall decrease in VC funding. In 2019, 2.8% of funding went to women led startups. In 2020 that fell to 2.3%. After all, only about 12% of decision makers of VC firms are women and most firms still don’t have a single female partner.

Of all partners that these firms have, only 2.4% have female founding partners. When women venture capitalists do make the decisions, they’re twice as likely to invest in female founding teams. This is needed more than ever.

MAARTEN HOFFMANN (MH): SAM – WHY DO YOU THINK WOMEN ARE FINDING IT SO TOUGH TO COME BY FUNDING?

Samantha Hilton (SHI): Generally, it’s a lack of confidence in knowing how to approach funders. There are the traditional high street funders, similar to VC funders, who are very male dominated in a commercial and business environment. So that doesn’t help.

It’s just having that courage of knowing what they need and where they can get it from.

MH: DO YOU NOT FEEL THERE MIGHT BE ANY INSTITUTIONAL BIAS AGAINST WOMEN-LED BUSINESSES?

SHI: I’d like to hope not, being a woman in commercial banking for the best part of my career. But I think there is that perception, and it’s something that we’ve been trying to tackle. But it’s quite difficult to break down those barriers.

In 2018, the government commissioned the Rose Review, headed by Alison Rose at NatWest to do a review of why we were having trouble accessing finance, and where the barriers were. Out of that, we started the Investing in Women code, which Metro signed up to, to try and make finance more accessible for women. That’s starting to pay dividends, but it’s still early days.

MH: ELAINE, DO YOU HAVE AN OPINION ON WHY WOMEN-LED BUSINESSES TEND TO FIND IT DIFFICULT TO COME BY FUNDING?

Elaine Robinson (ER): Businesses started by women, have often been started from home and will be more of a female-orientated type of business therfore when these women go to male lenders the lenders might not ‘get it’ as much as the loan isn’t a traditional type of loan to them. For example, a business making candles might be better received and understood by female colleagues. So not only can women find it hard to put their ideas across but they can also find that men are less receptive - they may think it’s too ‘fluffy’ for them.

MH: When you go to your bank – as opposed to a VC –for a loan, a business is a business.

If the margins are right and the P&L makes sense, then it shouldn’t make any difference what the business is. Is it not possibly taken seriously by male lenders because a female-led business might be seen as a bit of a ‘hobby’ business?

ER: Not by all, but that it can be a stumbling block. Different schemes have been set up to try and help women. We work with NatWest on a pre-business startup programme for women to help them get the assistance and advice they need to put their case across for financing. One of my colleagues – and he wasn’t being sexist at all – pointed out that sometimes business plans that you will get from a woman will be different from a man’s plan because women put in too much detail. That can cloud the real issue, which is ‘what’s the return on investment going to be?’ Women will focus on the detail that doesn’t need to be in the business plan.

MH:MIKE, DO YOU RECOGNISE ANY OF THIS?

Michael Pay (MP): The majority of the advisory community in terms of raising money is male dominated. We do struggle to find women who are suitably qualified to join us. That’s not a great thing to say, but it is true. And then you’ve got the banking side, which is male dominated. In terms of a man’s reading of the business plan, he’s looking for the things he’s used to seeing. However, women are rightly putting a different viewpoint forward, and therefore, the bank or the lender is thinking, ‘Well, this isn’t answering what I want to know.’ Because he’s looking at it in a way that he’s always been trained to look at. That doesn’t mean to say that you need more women, it means you need the men to understand what it is and look beyond that.

MH:SAM, WHAT’S YOUR VIEW?

Sam Hawkins (SHA): The Rose Review is a really important piece of work. One of the key barriers it talks about is that women do not have the support network around them; people who can teach them some of the fundamentals. Men, on the other hand, know other men who run businesses. So when it comes to how to start a business, you have a different starting point and that’s at the heart of trying to design some of the business support elements that try and plug some of those gaps. The recommendations said, why not look at building networks locally? That’s something we were involved in. Trying to build from the ground up over time but it’s not an instant fix.

MP: My first question would be how many women who are starting businesses and seeking funding are getting turned down for funding?

MH: Well, it’s been over 100 years since women got the vote in the UK, and we are still sitting here discussing inequality, which is absurd. 90% of women I speak to will not forgive things that have happened to them on their journey through sexism. Whether it is sexism is dependant on which angle you’re standing at but female led businesses are the fastest growing sector in the country and upsetting them is a foolish thing to do. We had a gathering around the table a few months ago and 80% of them had been turned down for funding.

MH: WOULD YOU AGREE MEN DO LOOK AT IT SLIGHTLY DIFFERENTLY? IT’S NOT A PREFERENCE; THE BUSINESS PLAN IS PUT TOGETHER SLIGHTLY DIFFERENTLY TO THE WAY THAT THE MALE DOMINATED WORLD IS USED TO. THAT SHOULDN’T CAUSE REJECTION, ONLY A SHIFT IN THINKING…

MP: What is a bank there to do? I put my savings into a bank, the bank lends those to get a return. And maybe I get a bit of return from the bank. But we want our money back. You still have to have those fundamentals addressed in a business plan and I don’t believe that I’ve seen any difference. When I was at Southern AMC 25 years ago, my first client was a female-led business. We went out, we raised £150,000 from HBOS, on a debt puzzle piece, and we got the money. There weren’t any problems. We had a business plan for five years, with checks every month and they ran the business really well.

I haven’t seen that point about a difference in the way that the business plan is put together. The fundamental thing is that I need to see certain things in that business plan. Whether I’m lending to a man or a woman, what I need to see, are a respectable P&L balance sheet cash flow, all tied in, all working properly.

MH: WE ALL ACCEPT EVERYBODY HAS TO JUMP OVER THE SAME MINIMUM BAR. IT’S WHAT HAPPENS ONCE YOU GET OVER THAT BAR, WHETHER THE DECISION IS POSITIVE OR NEGATIVE, DEPENDING ON THE SEX OF THE PERSON SITTING IN FRONT OF YOU. I FIND THAT INSULTING…

ER: I would argue that the presenter of the figures doesn’t make any difference to the majority of lenders. It’s that bit initially where the customer might not believe in their business as much, and to get them to look at it and take it seriously.’

They had a perfectly good business plan with a very good P&L, with a very good return – and they were turned down, and they considered it was due to the fact that they were female, and they will not forgive.

So when the world is completely dominated by women, which is the way it’s moving, I think us lads are going to get a good smack. And rightfully so, to be frank.

Alison Rose, launched the Rose Review with a billion pounds, which is a huge amount of money. Has it been successful? They’ve just increased it to two billion pounds. So yes, it’s been phenomenally successful.

SHI: NatWest has got a full team behind this. It’s support that we at Metro give as part of our role. The last Rose Review back in 2021, shows that 20% of new businesses are now female-led, and it’s growing each year. So there is some traction there, which is fantastic. But I think it’s the same for the other banks, I know a number of banks that have got all female divisions, but clearly it’s not as as prominent in the press. And we need to work on that. It’s also about getting men on board, training and developing them to understand how they need to review a female business.

SHI: It’s the confidence of selling what you’ve got, and traditionally, women don’t sell themselves as much as men.

ER: There are occasions where my colleagues – and it still happens – would say, “Would you look at this one because it’s more of a girly business; it’s more your sort of thing?” That’s the bit that needs changing, because a business is a business.

Just very recently, there are four or five businesses that I’ve considered at Let’s Do Business, and they’ve been going quite a while now. They have a female founder, sometimes she is the sole person. All of them have grown and all of them are good businesses. When I looked through last year’s figures, out of the 45 loans that were drawn down, a good 20 of those were companies run by women – almost 50%. And with the Regional Growth Fund delivery, £2.5m has been lent, and 50% has been to females. There is a step change there.

It’s been over 100 years since women got the vote in the UK, and we are still sitting here discussing inequality, which is absurd

MH: THAT’S EXCELLENT TO HEAR. YOU SAID THAT A LOT OF THEM COME TO YOU BECAUSE THEY’VE FAILED WITH TRADITIONAL LENDERS. WHERE’S THAT FAILURE COMING FROM? YOUR FIGURES ARE EXCELLENT, BUT THEY’RE STILL COMING TO YOU.

ER: The failures across the board – male and female – aren’t always because they’ve been declined; it’s more that the policy doesn’t fit. If it’s a startup business, there’s probably going to be an issue on the startup side of things with financing. If it’s a business that’s already going and they want more funding, that may be down to lack of security, or they may already have a bounce back loan, and that’s going to preclude them from getting any other unsecured finance. And that’s where we’re getting them coming to us. Their business itself is good, and shows it’s got growth, but they don’t have the assets there to show, or they’ve started up fairly recently, or they’ve gone through Covid.

MH: If there’s a disconnect, it’s because 67% of female led businesses are finding there is bias.

LA: NatWest has said that angel investors are increasingly investing in women businesses, because there are more female angel investors and it’s them who are investing in the women businesses, not the men.

MP: Let’s talk about the Dynamic Awards here. I went home after what was a great evening. I feel, as a man in Brighton, it’s wrong that we have to have separate awards. But then I was discussing it with my daughter, who loves business. Her attitude was that it’s great. She feels it’s inspiring that she can see herself in 20, 30, 40 years’ time, You’ve now got women who are successful, who are now angel investors. And it wasn’t that long ago that men didn’t have angel investors, unless you were in the City of London, all the clubs were in London, and we’ve now got clubs all over the country.

So where do you go? How do you find those people? Where is the money to chase? For both the women who are chasing the angel investor, and obviously having an angel investor, who is a woman, they will lend to people who they once were. My daughter can see how she got there, and that’s her inspiration.

There are things that need to be addressed, like making sure that there was a proper plan. And from there we go to ‘are you asking for money?’ Do you need to raise capital for the types of businesses that women are historically involved with? There may be a bit of impostor syndrome – ‘would anybody really want to lend me the money?’ Whereas a man would just go and give it a shot.

There are plenty of women who are not slow in putting themselves forward.

MH: SOME OF THOSE ARE AN EXCEPTION TO THE RULE. THERE ARE EXCEPTIONAL WOMEN, OF COURSE, AS THERE ARE EXCEPTIONAL MEN. THE OECD SAID THAT THE MAJORITY OF FEMALE ENTREPRENEURS WILL TRY TO SELF-FUND IF THEY POSSIBLY CAN. WOMEN WHO DO HAVE TO SELF-FUND THEIR BUSINESS ARE JEOPARDISING IT THROUGH LACK OF FUNDING TO DRIVE THAT BUSINESS FORWARD. DO WE RECOGNISE THAT?

SHA: The irony is that women are more risk averse. So when it comes to presenting a package for funding and loans, in principle, that’s going to be better than the average as it’s going to be more thought through.

What does that mean for the VC community and people working in assessing the risk of those businesses? Is that a barrier to women excelling there or taking up those roles?

MP: When you look at the VC community, you’ve got to look at what they are after. They’re after three to five times their money on each round of funding. “I raise a million pounds a day, I want that to be worth five million pounds on the next round of funding, I raised the five million, I wanted to be worth 15 million…” The growth rates are very aggressive.

If women are presenting a cautious, risk-averse business plan, you’re not going to raise the money, and you are going to get turned down. Because when a VC looks at the plan, they realise it’s not going to give me the returns that they want compared to the risk as the venture sector is based on risk.

MH:HOW MUCH DO WE THINK WE SUFFER FROM THE FACT THAT THIS HAS ALWAYS BEEN A MAN’S WORLD? MEN HAVE, FOR THOUSANDS OF YEARS, SHAPED THE WORLD, PUTTING OUR OWN SYSTEMS IN PLACE. HOW MUCH OF THOSE SYSTEMS ARE INSTITUTIONALLY BIASED AGAINST WOMEN?

SHI: That’s where things like the Women’s Awards, and the networks are really needed. It’s very much still an Old Boys’ club. I’m one of 12 commercial banking directors on our team and I am the only woman. There are only two people in my bank that do my job, which is ridiculous.

Women are less likely to scale up their businesses because there is this fear factor. Generally, they have to fit their businesses in with being the primary caregiver – and access to childcare is still a struggle. Post Covid, we are working in more of a hybrid world; there is a lot more flexibility out there.

But we’ve got hundreds of years to catch up on to get the right mindset. So I think we still need the visibility; the awards, the networks. The old adage being that, ‘you can’t be what you can’t see’.

If there’s a disconnect, it’s because 67% of female-led businesses are finding there is bias

MP: What we actually want to know is not ‘how much money was lent to female businesses?’; you want to know how many female businesses applied for that money? And how did that turn out?

SHA: To answer your question, is it stacked against women? And is it unfair? 100% yes, it is. If we have a thought experiment to say, would we have designed it this way from scratch? If we were starting again, even right now, the answer will be no.

We had a guest on our podcast recently. An entrepreneur who has been writing broadcasts and invests himself. He has a policy that he only invests in female-led businesses, because he views overcoming the inherent bias against female businesses as kind of a metric.

It means that that business scores quite highly in terms of resilience and fundability. Now, I’m not sure I agree with that 100% in terms of binary, but it raises quite an interesting point.

SHI: Interestingly, those figures aren’t published per bank. They’re published as a sector. But there has to be that step change; you can’t change hundreds of years of tradition overnight. I’d like to think it is going in the right direction. But we’ve got to bring men along with this. With every area where we see women at a disadvantage, having male allies has got to be the way. You’ve got to have men AND women banging the drum.

MH: Someone said to me that we’ll be fine with the next generation. Great – but what about this generation? My girls are at a girls’ school, and if you were to say to them in any way, ‘you’re not equal, you should expect lower pay,’ they just won’t accept this. We’re also training the next generation of boys to become men who don’t accept this.

But we have a current generation that can’t be thrown into the bin. It’s got to be changed really fast, because apart from anything else, the economy is missing out on this huge female talent. 49.7% of the population is hugely underutilised.

SHI: If women opened businesses that are scaled up to the same degree as men, £250bn will be added to the economy.

ER: I’ve been talking about the education side of things, and I recently went and did some mock interviews for Year 11 at a local school. One of the boys obviously didn’t want to be there, because he’s was going to set up his own business online when he left school.

They do have the people that they can talk to in the networks. What you’re not getting in schools is, say, if you want to set up a business, here’s what you can do; here’s the information. There’s nothing like that in schools. I’m not sure there is at university either.

There should be some education into the business world for everybody. There’s not enough financial innovation in the country. It’s very poor.

That’s the stumbling block for women who do want to start up a business and are trying to juggle it around family life. Where do you find the information while not knowing what is out there? Which is why it is so important to have women’s networking groups - to be able to let each other know what is out there.

MP: Is imposter syndrome a problem? “If I can’t do it, I only ask them once. I don’t want to look a fool.” Whereas a man would just sit there and ask.

ER: It’s the fear of being rejected.

MP: I don’t just mean for the money. I mean actually asking for help.

LA: Is that actually happening at source through education? Are girls, when they’re being educated, not being encouraged to look at running their own business or doing something for themselves?

Women have to work a lot harder to achieve the same thing as a man, It might be through the old boys’ network or not having imposter syndrome – just naturally being more confident.

ER: The networking side of it is key. You need a network that can show you what is available and who to go to, while trusting in people as well. If I’m speaking to anybody with this job now, it’s mostly on the phone. You don’t know who they are; you’ve never met them before. It’s about striking up that rapport.

I don’t get into the nitty gritty with them so much; they might be calling, and it’s nothing to do with finance; they might need some help with marketing or looking for premises, it could be anything. And part of the problem today for women – as it is for men - is that you don’t have that one-to-one scenario.

There is a lot of telephony, but it’s all a checklist, it doesn’t look at the person or their background. As a woman, I can see that when women are talking to me, they will interact better with somebody who’s going to listen to them, and want to know about them.

If women opened businesses that are scaled up to the same degree as men, £250 billion will be added to the economy

MH: LET’S JUST COVER THE AGE OLD THING OF IMPOSTER SYNDROME. I SEE AND HEAR IT ALL THE TIME. I ALWAYS START OUT BY SAYING, “I SUFFER FROM IMPOSTER SYNDROME.” BLOKES HAVE IT, BUT WE’RE JUST SO GOOD AT HIDING IT. WOMEN WILL PUT ON THEIR RESUMÉ EXACTLY WHAT THEY’VE DONE AND PRECISELY WHAT THEY THINK THEY’RE GOOD AT. GUYS WILL PUT ON THE RESUME, “OF COURSE I CAN DO THAT; WHAT WAS THE QUESTION?”

SAM, DO YOU FEEL LIKE YOU EVER SUFFERED FROM IMPOSTER SYNDROME?

SMI: Regularly. I’ve been in commercial banking for 20-plus years, and apart from the women’s events, every networking event I go to, I’m still in the minority.

You need to take that step back and think, “I know this, this and this.” If I don’t know something, then you just got to find out. As I’ve got older, it’s got a little bit easier. Being open with people helps.

There are lot of people who still do suffer from it – male and female. Perhaps females admit it more than men do.

MH: Sam, have you ever suffer from impostor syndrome?

SHA: Yes, of course.

MH: You say, ‘of course’. It’s not something that the majority of men will admit.

SHA: It’s part of becoming more proficient at your role and being put into a certain situation where you don’t have all the answers or the experience but you get to learn as you go along.

MP: You have to remind yourself of what you’ve done what you’ve achieved in your career. You can look at what you’ve done, and what you can do. Know your limits, by all means, but push your limits as well, because that’s how you learn. I am always learning new things. It’s about just pushing yourself – hopefully not to the point of breaking.

As an aside – regarding gatherings and networking, I was chairman of Chris Nash’s benefit in 2017. My wife came with me to the first event, and there were probably about a dozen women in the room amongst 500 men.

Fast forward to now, and I went to a Best of British event recently, and the noticeable thing was 40-50% of the room were women, and predominantly of a younger demographic. Some of these event organisers really have to catch up, because, for instance, the comedian needs to reflect the room and not upset half of it.

MH: I was at an excruciating event recently, and you’re feeling uncomfortable in the company of women at your table. There does have to be that adjustment.

Meanwhile, is it enough for a female to walk through that – using our own vernacular here – man-made door? A lot of women who are trying to fund their business, find that the door is shaped like a man and when they walk in, the rules will be the man’s rules, and they already suffer from imposter syndrome.

“Sam, have you ever suffer from impostor syndrome?”

“Yes, of course.”

“You say, ‘of course’. It’s not something that the majority of men will admit

MH: WOMEN WANT TO PITCH THEIR BUSINESS PRIMARILY TO WOMEN. IS THAT A HISTORICAL THING?

SHI: I’ve been told that a man doesn’t want to deal with me, because I’m a woman. I’m not suitable for their business. Women are going in with the knowledge that they are going to get more success if a woman is there, and that’s a big challenge to overcome. All organisations need to ensure that their training covers the men as well – and bring them along.

MH: Training / education is a huge factor in this, and it should have been done years ago. I just fear that we’re just not moving fast enough with our current coterie of women, and this generation of women will suffer for it and that’s a real problem for the economy.

ER: I feel more optimistic than you. I think it’s changing faster than what the statistics say. From what we are doing, there is a step change there. With our startup loans team, it’s 50/50 women and men. One of the men I work alongside there, to him there’s no difference with how he deals with a woman’s application to a man’s application.

Perhaps the difference there is for the people coming to us is that you’re talking to somebody, rather than being left to get on with it. But rather than just send out a website link and let them try and do the application by themselves, they’ve already got somebody that they can speak to and we offer to help them complete that application. Women business owners are very resilient women; they are very adaptable. It’s just getting that confidence in the first place. And now we’re seeing more women coming through and asking for help.

MP: If you turn it on its head, there is a massive opportunity for the country. It’s definitely moving, probably faster than any of us actually realise. Awareness creates movement. And for women, it’s an exciting period of time to get involved and be thinking about these things.

I’d say to women – and men – ask for help. You are more likely to succeed and outperform your rivals if you seek consultancy advice.

If you look at the advisory community, the legal advisory committees are almost up to about 40-50% women who are partners in legal firms. There are more and more female bankers around, so there is this groundswell and this will be great for the country.

MH: I COULDN’T AGREE WITH YOU MORE. BUT WHY SHOULD WOMEN HAVE TO WAIT FOR WOMEN TO GET IN CONTROL BEFORE THEY FEEL COMFORTABLE TO RUN THEIR BUSINESS? WE NEED THE OTHER 49% OF THE POPULATION TO BE SUCCESSFUL. DOES THAT MEAN WE HAVE TO RESORT TO POSITIVE DISCRIMINATION?

SHI: I don’t like it. You then get issues of tokenism. Playing devil’s advocate here, women perhaps have to be a bit more accepting that they will have to go to a man to talk about it, and just accept that they may put a barrier up themselves. They don’t think they’ll get their funding. So there’s some unconscious biases there. Perhaps the individuals coming in ought to try and see it as just as an organisation as opposed to a male or female person that they’re going to pitch to.

MH: Regarding education, there has been a huge drive over the past decade to get more girls into STEM subjects. It’s still only 30%. Therefore, we’re not actually pushing new kids through into the finance section that would push the finance section towards equal gender, because there’s still huge bias towards men. That said, I see a huge move of women coming through in banking. In fact, I’m struggling to think of any male bankers at the moment.

SHI: Within our industry, especially at Metro, when you look at the staff population as a whole, it’s almost 50-50. It’s only when you go further up into the more senior roles, that that starts to fall away, for all sorts of reasons.

MH: SO DOES ANYONE ELSE AGREE OR DISAGREE WITH POSITIVE DISCRIMINATION?

SHI: No. When we look at our most recent opportunities programmes internally, all applications were totally anonymised. I’ve been a woman in a minority situation, you always do get ‘minority’ thrown at you – i.e. ‘you’re here because you’re a woman or you’re making up the numbers.’ You get that across ethnicity, LGBT+, and that’s not a place to be. You’ve got to try and make sure that the work environment is such that everyone can succeed in the same way.

SHA: We worked on an exercise where you were positively discriminated against if you’re a white male. You were turned down as you didn’t meet the eligibility criteria. This was for female-led businesses only, but to understand what the barriers are to go through that process, and then trying to improve things for everybody afterwards.

MH: ACCORDING TO THE INTERNATIONAL MONETARY FUND, LESS THAN 2% OF FINANCIAL INSTITUTION CEOS ARE WOMEN. FOR EXECUTIVE BOARD MEMBERS, THE FIGURE IS LESS THAN 20%. RECENTLY OVER LUNCH MIKE, YOU RECOGNISED THAT THERE WERE NO WOMEN IN YOUR BUSINESS. IS THAT SOMETHING YOU’RE CHANGING RAPIDLY, SOMETHING YOU’RE WAITING FOR ORGANICALLY, OR DO YOU NOT SEE THE REASON FOR THE CHANGE?

MP: We absolutely are seeking to address that. We believe that our business will be improved by having more women onboard. It will change the nature of the team, particularly in terms of lead advisors and we believe we will have a better business as a consequence. But it’s about meritocracy, the important point for us is to get someone who fits in to be able to have the qualities that we want, in terms of the experience, the commitment to servicing clients and the mentality that it’s the client that matters more than anything else. Because if you get that right, then everything else flows.

LA: Going back to something you said earlier. I’m interested in your rationale for the solicitors, lawyers – why there are more women now?

MP: There was something that I’d put out there was Ally McBeal and a couple of other US legal programmes lawyers. Though without the figures, what I believed I saw was a shift change in girls going to law school, joining legal firms and wanting to be a lawyer rather than just being a paralegal or secretary. Suddenly, law became ‘sexy’.

MH: Ally McBeal was in the mid 90s, and here we are in 2023 and it has finally tipped over that 52% of trainee lawyers are female.

ER: I was chatting with one of the bosses at Let’s Do Business. He said when we’ve got a vacancy coming up, wherever it is within the group, they’ve got to be able to do the job. We’ve got to know that they’re going to fit in, and be right for the team, and right for the clients. So it’s irrelevant whether you’re a man or a woman; it’s just ‘are you going to be the right person in the job?’ That’s always what it should be. It’s the same with lending. You’re doing it for the right reasons to the right person, for the right outcome. Nothing else.

MH: I guess an accepted form of positive discrimination is when a company has an opening for their next partner, and the candidates are equal in every way, taking the female is a way of balancing the team.

MP: In this instance, if that’s the case, then you should try and take both, if they are equally good enough.

SHA: If you factor in the historical, extra difficulties that the female has had to overcome, then you can argue the female is more qualified to get to that same point with the male. So potentially, unless you unpick some of that, there are going to be some structural issues within recruitment there that need to be taken on.

MH: GIVEN THAT THE MAJORITY OF THE CHILDCARE, HOUSE-CARE, CARE OF ELDERLY PARENTS, AS WE FOUND OUT IN THE PANDEMIC, FALLS TO WOMEN THEREFORE YOUR POINT THAT SHE’S ACTUALLY ACHIEVED MORE TO GET WHERE SHE IS ABSOLUTELY SPOT ON. DO WE HAVE TO ADJUST THE NATURE OF THE WORKPLACE; THE WORKING FROM HOME ISSUES TO SIMPLY COMPENSATE WOMEN FOR THE EXTRA THEY HAVE TO DO?

SHI: I think we were seeing it already. There’s a lot of change in working hours, more flexibility around both sexes on how they work, and specifically to just try and cover the extra responsibilities women have.

Childcare availability needs to be reviewed. There’s a lot there that needs to be tackled. We’re seeing some gradual changes in terms of hybrid working, and technology, so there are some changes coming through.

MH: Childcare is the biggest issue that I hear about every time I speak to women with kids and work, and not just the cost. There’s surely a strong case to make childcare free of charge as the exchequer stands to gain huge sums in taxes fro working women.

MP: Just make childcare tax deductible. So if you’re lucky enough to afford to go and employ a nanny, you make it tax deductible, and that will then both boost the economy in terms of childcare economy and the nursery sector. It also means nursery workers will be able to be paid more.

MH: And the Treasury gets taxation from 49.6% of the population who aren’t working now. The availability of childcare and cost of child care are just extraordinary.

ER: My firm is happy for me to do my hours slightly differently because I’ve got childcare responsibilities. But the pandemic and the change of working practices has meant we have seen many more women coming into starting up businesses. Technology and the nature of hybrid work, combined with working at home means they’re not showing on unemployment figures. But yes, childcare needs sorting out.

Why is it the woman who

childcare?

needs to do the

Why do we think that the man must go out and have his full time job?

MP: As long as we, as a society, believe that working and business is the best use of your time, we will always be dismissing motherhood as a second rate job. The first thing you have to do is actually get over that point, and recognise that it is a choice.

MH: That’s what happens to the majority of women who decide not to have children, but mainly the men who will drive through the business. The woman that decides to have kids maybe takes three or four years out of her profession, should always come back in at the point her male peers are otherwise she is penalised for having children.

MP: That’s the point, isn’t it? Because you’re penalising them when they have children; not actually “what a great thing I’ve had children.”

ER: It also comes back to the thing that has never changed. Why is it the woman who needs to do the childcare? Why do we think that the man must go out and have his full time job?

MH: Not enough men take full paternity leave. It’s only 3% in the UK.

SHI: Now with the flexibility, if only there were more men who are able to step in and do that side of things, and take more responsibility. As a bank, we’re trying to really push paternity leave to try to create parity.

That’s a real difficult seismic attitude to shift. But if we have in place flexible working, more hybrid working, and men have that ability, then you’d like to think that that will help sway women as well in what they do.

LA: Perhaps the main reason for women being led to care is that the man has historically had the greater income? So it made sense, purely from a financial point of view, for the woman to be the one who stayed at home.

SHI: Historically, yes. And are women more caring? Perhaps. But I think things are changing, and men can do it now. It will take a mindset change.

MH: A survey that was done a while ago asked men why that’s the situation. They said, “because I’ll fall backwards in my career.” Well, so will she. But this is probably my point.

MH: ON THE SUBJECT OF FEMALE FUNDING FOR BUSINESS, I’D LIKE A FINAL STATEMENT FROM EACH OF YOU WHERE YOU THINK WE ARE? DO YOU ACCEPT THAT THERE’S AN ISSUE WITH WOMEN FINDING FUNDING FOR THEIR BUSINESS? IF YOU DO, HOW DO WE FIX IT? AND IF THERE ISN’T, WHY DO THE MAJORITY OF WOMEN’S SAY THERE IS?

SHA: Yes, I do accept there’s an issue of disparity. I think it’s about more on the representation side, so that female entrepreneurs can see themselves and see ways to access all of the bits and pieces that they need. We need balance and transparency, with more reporting on this across every aspect, more setting targets and sticking to them, generating more of a conversation, and ultimately affecting where the money’s going behind the scenes.

SHI: Yes, there does seem to be an issue with accessing finance. How can we change that? From a bank perspective, we’ve taken initiatives from the Rose Review, and we’re putting those in place. We’ve got a clear accessibility statement for women in business on our website, signposting various sources they can use to access finance, and given them availability of any sort of manager – male or female – they want to try and process an application. Having that visibility for us as lenders, and also for us facilitating things like networking groups, women’s events, women’s training events, will encourage women to take that next step.

MP: There’s clearly an issue with women accessing finance. There is an increasing acceptance of this within financial institutions. But what I would say is that women ask for help and advice in accessing finance – as I would say to any business.

ER: Yes, there is an issue. We’re making changes too slowly but there are changes happening. The key to it is ensuring that women are aware; better advertising and marketing of different networking events, and help events for women starting up in business. The knowledge is out there. But before that, it needs to be fixed in universities and schools, that there should be finance and business education for future generations.

MH: AND THAT IS ALL WE HAVE TIME FOR. THERE IS SO MUCH MORE WE COULD EXPLORE, BUT FOR NOW, I THANK YOU VERY MUCH FOR YOUR CONTRIBUTION TO THIS VERY IMPORTANT SUBJECT.

You are more likely to succeed and outperform your rivals if you seek consultancy advice

With reductions in tax reliefs and allowances looming for the 2023/24 tax year, SAMANTHA KAYE from Wellesley discusses why it’s important to make the most of these valuable allowances before April 5th.

MAKE YOUR TAX YEAR-END A SUCCESS

There’s no better time than the start of the year to get into good fi nancial habits that will make a real difference to your life – including making the most of the available tax allowances, reliefs and exemptions in the current 2022/23 tax year.

Effective tax planning may help you reach your future dreams faster. Ask yourself: Is your pension planning on track? How much tax will you pay on your investments? How much of your wealth could pass on to your family, free of Inheritance Tax? It’s all in your control.

And this year, tax planning is more important than ever, with Chancellor Jeremy Hunt announcing reductions to a number of key allowances after April 6th 2023.

This year, tax planning is more important than ever, with Chancellor Jeremy Hunt announcing reductions to a number of key allowances

HERE ARE FOUR THINGS TO THINK ABOUT:

1 MAKE USE OF YOUR ISA ALLOWANCE

ISAs are a great way of making your money work harder for you. Each year, you can pay up to £20,000 into an ISA. Everything you earn from it is free of Income Tax, Capital Gains Tax and Dividend Tax – so you won’t pay tax on interest, withdrawals or profits. Win, win!

2

GIVE THE NEXT GENERATION A HEAD START

Taking care of your own fi nances is just the start, as those of younger family members might need some attention too. A Junior ISA can be a tax-effective way of saving a lump sum for the children in your life. Junior ISAs have a lower allowance of £9,000 a year (2022/23).

3 REDUCE THE TAXABLE VALUE OF YOUR ESTATE

If your beneficiaries will likely pay Inheritance Tax (IHT) when you die, you may also want to think about using your gifting allowances. Each year, you can give away £3,000 (or £6,000 between couples) free of Inheritance Tax.

4 BE AWARE OF THE CAPITAL GAINS TAX CHANGES

The Capital Gains Tax (CGT) allowance for the current tax year (2022/23) is £12,300. But following the Chancellor’s announcement in the Autumn Statement, the CGT allowance will be more than halved to £6,000 from April 6th 2023 and will halve again in 2024/25. The current rates for CGT are 10% for basic-rate taxpayers and 20% if you pay the higher or additional rate (18% and 28% for residential property sales).

SEIZE THE DAY

Tax planning can help you strike a balance across the different areas of your life, giving you confidence that, over time, you can get where you want to be. Remember, it’s nearly always a case of ‘use it or lose it’.

Since tax rules are ever-changing and often complex, there is value in seeking advice. I can help you check there are no gaps in your plans and that you’re not missing out on tax allowances and reliefs that can really benefit you.

Let’s start 2023 on the front foot – contact me today to arrange a no-obligation chat.

Samantha Kaye

Chartered Adviser, Wellesley

E: samantha.kaye@sjpp.co.uk

www.wellesleywa.co.uk

The value of an ISA with St. James’s Place will be directly linked to the performance of the funds selected and may fall as well as rise. You may get back less than you invested.

The levels and bases of taxation and reliefs from taxation can change at any time. The value of any tax relief depends on individual circumstances.

St. James’s Place guarantees the suitability of advice offered by Wellesley when recommending any of the services and products available from companies in the Group. More details of the Guarantee are set out on the Group’s website www.sjp.co.uk/products

Wellesley is a trading name of Wellesley Investment Management Ltd. The Partner Practice is an Appointed Representative of and represents only St. James’s Place Wealth Management plc (which is authorised and regulated by the Financial Conduct Authority) for the purpose of advising solely on the Group’s wealth management products and services, more details of which are set out on the Group’s website www.sjp.co.uk/about-st-james-place/our-business/ our-products-andservices. The ‘St. James’s Place partnership’ and the titles ‘Partner’ and ‘Partner Practice’ are marketing terms used to describe St. James’s Place representatives. Wellesley Investment Management Ltd: Registered Office: 44 The Pantiles, Tunbridge Wells, Kent, England, TN2 5TN. Registered in England & Wales, Company No. 06530147.

BY MAARTEN HOFFMANN

ATTENTION DEFICIT HYPERACTIVITY DISORDER

Dealing with ADHD

Afew years back, one of my many daughters was having difficulty at school with paying attention, retaining the thread of the lecture and remaining focussed on her homework. We thought it was the typical reasons such as too much phone use, a head full of boys and parties or surging teenage hormones. As it went on, one of her teachers mentioned something and we decided to get her tested.

Lo and behold, she was diagnosed with attention deficit hyperactivity disorder – or ADHD. She was given some medication and it is all under control. As we all know, being aware of any such condition always makes the condition easier to deal with.

Jokingly, she dared me to take the online test. With much hilarity, I took the test and bingo – so do I. Well, that was a shock as I am over 60, and it never really occurred to me. But then it wouldn’t. As with so many neurodiverse conditions, advances in science and medicine are only now pulling the conditions to the surface.

A few days later and thinking about this, it was a light bulb moment. Many things from my past came flooding back and now made total sense. One of my biggest fl aws was starting projects and, once achieved, getting bored and moving on rather than sticking with it.

An example would be after my 20 years at the BBC, I left the UK and spent the next 20 years in the tropics developing

FURTHER RESOURCES

For further information visit:

• www.nhs.uk/conditions/attentiondeficit-hyperactivity-disorder-adhd

• www.adhdadulthood.com

Thinking about this it was a light bulb moment.

total sense

Scuba diving resorts. I would buy a few acres of beach in the Caribbean, spend a year working 20 hours a day creating a superb five-star cabana resort with manic attention to detail, tour the US contracting the travel agents, see the booking sheet at 100% capacity from day one, then I would sell it and move on.

The challenge was in the creation, not the running. I missed out on the fortune to be made in running a highly successful resort. I did this for 20 years across four continents and look back now and see them being hugely successful.

Th is is just one example of many, but it does afford clarity as to why certain things occur in one’s life. The effects of ADHD dwindle with age as experience challenges the neurodiverse effects. As I created the Platinum brand over 15 years ago and it is still going strong, I guess that’s the case.

If in doubt, do the online test. If positive, get an official test. If it’s for children, this does give them the advantage of special conditions during exams and certain leeway within their results.

Damn, that’s got me thinking of going back to the Caribbean… oh bugger!

Many things from my past came flooding back and now made

BY TESS DE KLERK ADHD

Recognising ADHD in women

To date, there have been few and limited studies conducted on the manifestation of ADHD in women. Consequently, the mainstream ADHD model skews toward symptoms presenting in the male population, but women’s lived experiences and the clinical observations of health care professionals are increasingly showing that there can be significant differences in the manifestation of consequences of ADHD symptoms between the sexes.

ADHD was first defined based on the behaviours of hyperactive boys, while ADHD in girls is often overlooked. The condition can be divided into three subtypes: hyperactive/impulsive; inattentive; and a combination of the two. Although the severity of ADHD symptoms can settle down as people age and learn to manage the symptoms, the root manifestations remain the same.

Male and female symptoms may mirror each other but males tend toward the hyperactive/impulsive, which can present as ‘always on the go’. This can include making quick decisions without thinking of the consequences, general impatience (especially when required to queue anywhere), or speaking over people and excessive movement.

Females often tend more toward the more subtle inattentive subgroup which only became recognised as a subtype in 1994. The commonly assigned manifestations of inattentiveness are forgetfulness, tardiness, poor organisational skills, jumping from task to task and anxiety – but ADHD in women is rarely that straightforward.

On top of the above symptoms, women often labour under the added burden of fluctuating hormones, restrictive gender roles and a greater tendency to self-doubt. Subtle ADHD presentations can easily be misinterpreted and disguised as girls mask their behaviour to conform to gender role expectations to find acceptance. Later on in life, these women struggle with an internalised sense of impairment and despair that affects their self-confidence and levels of achievement.

A woman dealing with ADHD may blame herself for her feeling overwhelmed, disorganised or unmotivated at work instead of recognising that she is living with a disorder.

She may censor her overwhelming emotions rather than risk inappropriate responses but when she is less guarded, frustrations bubble over as she lashes out at partners or children. Such unintended outbursts can leave her feeling demoralised and overwhelmed with regret. Without a neurobiological explanation, she may blame herself and her ‘flawed character’.

in women

Consequently, anxiety and depression are frequently diagnosed in adult women when ADHD is actually the underlying cause. Chronic sleep deprivation and dysregulated eating patterns are common, and physical manifestations such as nailbiting or frequent headaches are a way of attempting to dissipate excess energies. Women with ADHD are more likely to present with compulsive behaviours and substance abuse than their counterparts without the condition. They are also more likely to suffer from conditions related to chronic stress such as fibromyalgia.

PERFECTIONISM

Interestingly, girls with ADHD may develop into perfectionists. Many girls partly develop their self-esteem through early academic achievements and continue to rely on their intellect to compensate for their ‘flawed character’ into adulthood. However, their struggles in maintaining attention and focus cause them to doubt their intellectual abilities.

Since they are less likely than boys to have been diagnosed with ADHD, less likely to have received help and acceptance and less likely to understand their own neurological needs, they tend to compare themselves unfavourably to colleagues who appear to achieve effortlessly. They judge themselves harshly and are determined to mask their struggles by projecting a flawless facade but this relentless self-monitoring is fuelled by exhausting anxiety.

For example, she might spend most of her free time working, preparing obsessively to ensure that her work is to the highest standard but when something falls through the cracks she is left feeling utterly worthless and depressed.

To date, there have been few and limited studies conducted on the manifestation of ADHD

HORMONES COME INTO PLAY TOO

Hormone fluctuations throughout the female lifetime also play a major role in the manifestation of ADHD symptoms. Monthly fluctuations of estrogen, progesterone and testosterone impact symptoms, with a drop in premenstrual hormone levels exacerbating ADHD symptoms. Low estrogen triggers greater irritability and disruptions of mood, sleep, and concentration.

As estrogen levels drop throughout menopause, ADHD symptoms can intensify. However, according to researchers Ronit Haimov-Kochman, MD, and Itai Berger, MD, most studies have considered monthly changes in sex hormones a nuisance to be controlled, or have ignored it completely by focusing exclusively on male subjects.

ADHD CAN BE A SUPERPOWER

It is essential that the neurodivergence of ADHD in women and girls is recognised since learning how to channel symptoms can turn them into superpowers! When people with ADHD harness their inherent hyperfocus, creativity, problem-solving skills and phenomenal multitasking abilities, to name but a few, they can accomplish much more, much faster than many without this superpower.

ATTENTION DEFICIT HYPERACTIVITY DISORDER

+ FURTHER RESOURCES

For further information visit:

• https://chadd.org/ understanding-adhd

• www.additudemag.com/ what-is-adhd-symptomscauses-treatments

• www.nhs.uk/conditions/ attention-deficit-hyperactivitydisorder-adhd/symptoms

The UK’s spy agency, GCHQ announced last year that they will now only be employing neurodiverse women as their attention to detail and data analysis skills are second to none

In our exclusive Spotlight feature, we highlight women who are doing good things in their community. They’re not always seen but we think they should be.

SP OTLIGH T

Carolina Avellaneda

Here at Dynamic, we’re rooting for Carolina Avellaneda and her company, BubbleLife. Carolina tells us a bit about herself and what BubbleLife is all about

My name is Carolina Avellaneda and I am a co-Founder and Managing Partner of BubbleLife Ltd with my partner Jon McGlashan. Our mission is to replace plastic packaging used in personal care, starting with liquid soap, bath and shower products, through our radical new packaging solution CMT (Compostable Membrane Technology) known more affectionally as ‘Bubbles’.

When I arrived in the UK in 2017, I was shocked by the number of plastic bottles that were used in the bathroom, and even more so when I discovered that fewer than 50% of bathroom products that could be recycled actually were. Th is is partly due to people not generally having a recycling bin in their bathroom. However, many beauty products use plastics that are not widely recycled, that require specific recycling facilities to be processed and use plastics that can only be recycled once or twice.

The result is that most of these plastic containers will end up in landfi lls, often travelling hundreds, if not thousands of miles, adding further to the negative impact that they have on the environment. Having tried alternatives such as shampoo bars and bar soaps, we realised how little innovation appeared to be taking place to solve these problems.

With this situation in front of us and the fact that the bar soap alternatives did not seem to last anywhere near as long as they were meant to, we decided to fi nd a solution to the problem.

Originally from Colombia, I came to the UK to study for my Masters in Environment, Development and Policy, not expecting that once I had fi nished my studies, I would be starting my entrepreneurial journey. Prior to living in the UK, I was working with Afro-Colombian and indigenous communities, building sustainable alternatives to preserve their culture and traditions. Th is experience gave me a deep understanding of the importance of diversity for fi nding accurate solutions for a specific problem.

Using my background in the sciences, I went to work in my kitchen trying out different methods and solutions to create an alternative to plastics to house various different liquid soaps, some with more success than others. However, after much trial and error, I was able to create a working prototype – and BubbleLife was born.

Having created the initial Bubble prototype, we entered the Social Impact Prize in 2019, hosted by the University of Sussex and the Sussex Innovation Centre where we won the initial funding and support to turn BubbleLife into a reality.

We wanted a product capable of satisfying the consumers’ preference for liquid soaps, a product that could be stored in wet environments, such as the shower, bath, or close to the sink, and didn’t melt or dissolve when wet with water. At the same time the product needed to be environmentally responsible and efficient for the consumer, ensuring they can use all the product they buy.

And we did it!

Since winning the Social Impact Prize, BubbleLife has been voted one of the top 10 start-ups to watch in Brighton in 2020 by the NatWest Accelerator and I was extremely fortunate to have been awarded the Innovate UK: Women in Innovation Award 22/23 and the Dynamic Awards: Innovator of the Year Award 2022, all of which proudly sit on my desk. We have also taken part in the BRITE INSPIRE programme which really provided us with a clear focus on where we were going as a business.

All this support has kept us going and persevering to reach BubbleLife’s vision. It has put the company in a position where we will soon be looking to raise our fi rst round of investment, and launching our fi rst products focussing on 4*/5* hotels, together with an online subscription service for personal use.

What is coming next is incredibly exciting and while we have been relatively quiet up until now, this should change when we launch our website towards the beginning of April. We want to disrupt the market with a product that will really make a difference, for us as consumers and for the environment directly. We want to be the change and we want to prove that we can change now!

After much trial and error, I was able to create a working prototype – and BubbleLife was born

With this situation in front of us…, we decided to fi nd a solution to the problem

Helen Vits

Congratulations to Helen Vits for being named as one of the UK’s most inspirational and dynamic female entrepreneurs by the f:Entrepreneur ‘#ialso100’ campaign

Helen founded Lovingly Local to help businesses who are stuck, fi nd what is missing and unearth their “inner magic and sweet spot” whilst also launching a range of sustainably minded wellness corporate gifts. Helen is being profi led alongside 100 female entrepreneurs from across the country as part of the campaign to celebrate the multi-achievements of women running businesses in the UK today.

The f:Entrepreneur campaign, delivered by Small Business Britain, was launched in 2017 to raise greater awareness of the impact of female business owners across the country, and help provide inspiration and role models to the wider small business community.

On being featured in the #ialso100 lineup, Helen said, “I am so thrilled to be a part of such an inspirational line-up of entrepreneurs. People have always been my passion and getting the opportunity to connect far and wide, whether it be via mentorship, strategic business consultancy, or our

wellness gifts, means I’ve never felt more fulfi lled. I’m on a mission with Lovingly Local to pull together everything I’ve learnt to wholeheartedly support others. I can’t wait to see what the year ahead brings.”

Both f:Entrepreneur and Small Business Britain were founded by Michelle Ovens CBE, who said, “It is so vital that we recognise and celebrate the phenomenal contribution that women running businesses are making across the UK, and the far-reaching, positive impact they are having, not just on the economy, but on wider communities too. The last few years have been hugely challenging for small businesses, yet despite this female entrepreneurship continues to grow and flourish in the UK and is very much at the heart of the UK’s recovery.”

Lovingly Local recently developed a new sustainable gifting range for individuals and corporates to purchase with a purpose. The range includes hand-drawn affi rmation cards that support local Brighton artists with a profit-share model. A good example of business collaboration to catapult young creatives and give them a platform as well as an income.

www.lovinglylocal.co.uk helen@lovinglylocal.co.uk Instagram: @lovinglylocaluk

People have always been my passion and getting the opportunity to connect far and wide means I’ve never felt more fulfi lled

Disappointingly, the UK Government rejected committee proposals to introduce legislation that would have protected working women going through menopause by making it illegal to discriminate against workers on the specific grounds of being menopausal.

BY TESS DE KLERK

PROPOSAL TO INTRODUCE MENOPAUSE LEGISLATION

According to MPs, women could be forced out of their employment if the proposed laws were passed, which would have declared menopause a protected characteristic, like age or race, and enacted a workplace menopause leave policy in England. They added they were wary of creating ‘discrimination risks towards men suffering from long-term medical conditions, or eroding existing protections’.

A 2019 survey conducted by the Chartered Institute for Personnel and Development (CIPD) found that three in five menopausal women, usually aged between 45 and 55, were negatively affected at work and that almost 900,000 women in the UK left their jobs over an undefined period of time because of menopausal symptoms.

The Women and Equalities Committee, chaired by Conservative MP Caroline Nokes, produced the report with the recommendations and called the rejection a “missed opportunity to protect vast numbers of talented and experienced women from leaving the workforce”.

WHAT ARE YOUR WORKPLACE RIGHTS WHEN IT COMES TO MENOPAUSE?

Kate Palmer, HR advice & consultancy director at Peninsula, says that despite the outcome, businesses still have a responsibility to assist their employees who are going through menopause.

“Many will be disappointed by this decision as it had been hoped that shining a spotlight on the issues faced by many employees going through menopause would bring some real change,” she says.

“Given that the menopause will impact approximately half of the population at some point in their lives, the majority of whom will be of working age, the decision to bench these proposals may seem a step backward in the fight for gender equality. However, this doesn’t mean that employers can ignore menopause.”

Although menopause will not be a separate protected characteristic under the Equality Act 2010, affected employees will still be protected under existing characteristics such as age, disability, gender reassignment, or sex.

‘‘First, any health condition, including the menopause, may be considered a disability under the Equality Act if its symptoms cause a substantial and long-term adverse effect on the employee’s ability to carry out normal day-to-day activities. Also, since only females, and those assigned female at birth, are affected by menopause, placing an employee at a disadvantage for a women’s health issue could amount to sex discrimination or harassment.’’

If an employee suffers from severe menopausal symptoms that have a significant impact on their life, then they may be able to request sick leave.

MENOPAUSE POLICIES CAN HELP SUPPORT EMPLOYEES

Businesses could also support their staff by introducing menopause-specific policies. For example, offering hybrid working arrangements and flexi-hours may allow employees to remain comfortable and continue working without losing out on pay or work projects.

“Similarly, discounting any periods of menopauserelated absence from disciplinary procedures and creating a culture of open communication will enable employees to reach out to their employer if they are struggling,” says Palmer. “Agreed, tailored adjustments will directly alleviate any discomfort they experience. Many employees will not want to take time off work, so creating an environment where health discussions are welcomed, and adjustments expected, can be a win-win solution for all.”

Introducing a contractual entitlement to menopause leave could help affected employees

SUPPORTING EMPLOYEES BENEFITS BUSINESSES

It’s important to remember that protecting employees and supporting them in the workplace is in the best interests of businesses too.

“Introducing a contractual entitlement to menopause leave could help affected employees,” says Kate. “Menopause can be a difficult time for employees. Many report feelings of embarrassment and discomfort about having related discussions, in addition to the physical and emotional symptoms typically associated with this period,” adds Palmer.

“As such, it’s important that employers are adequately trained in first holding these conversations before they can consider providing effective support to affected individuals.”

Menopause policies can further highlight the steps employees should take, and the support measures which are available, should they need them.

“Doing so can help increase staff retention, reduce recruitment expenses, improve productivity, happiness, and wellbeing, and ensure a more diverse workforce,” says Palmer.

Despite the outcome, businesses still have a responsibility to assist their employees who are going through menopause

On the back of so many topics covered in Dynamic, here is some suggested reading if you wish to delve deeper into each subject

FURTHER READING…

HOW TO STOP WASTING YOUR PRECIOUS

ENERGY

ON SELF-DOUBT

One of the curses of self-doubt is that it usually comes with a strong inner judgemental critical voice. The reason it steals our energy and time is that we end up second-guessing everything we do – either before we do it, or afterwards, analysing what happened and critiquing it with the poison of a viper. Instead of focusing our energy into what the task is, we can trip ourselves up again and again with the internal voices in our head.

So how can we break this cycle and stop this toxic merry-go-round?

1Re-set your mindset; from scarcity to enough. Self-doubt is embedded within what I call a ‘scarcity’ mindset. From here, we are convinced that we lack what we require – that we just aren’t good enough. It’s fear based and triggers fear responses, which is what can lead us to such anxiety. The trick is to notice when you are coming from a feeling of lacking, so that you can consciously start to choose a different narrative. In those moments of self-doubt, work on developing an ‘enough’ mindset. Th is involves substituting self-doubt with self-love. Appreciate that you are enough exactly as you are, with all your fl aws and talents. Sure, you can learn and grow, but as a starting point you ARE enough.

CHASING PERFECTION Shatter The Illusion; Minimize Self-Doubt & Maximize Success

By Sue Hawkes, Alexandra Stieglbauer Advantage Media Group - 2017

With Chasing Perfection, CEO and business coach Sue Hawkes provides actionable practices to conquer self-doubt while maximising your success. The book aims to teach you how to stop chasing the illusion of perfection and eliminate the barriers to your full leadership potential.

Appreciation and gratitude are the perfect antidotes to self-doubt

2Remember you are human. Self-doubt often manifests as Imposter Syndrome and its toxic friend, ‘perfectionism’. Both of these come from a fantasised version of the world – they are false constructs and they damage us so much because we can only ever fall short in relation to them. Remembering that everyone is human and therefore fallible can be a hugely helpful re-frame here. You don’t have to be perfect – no-one can be. Just give it your best – and that will be enough.

BURNOUT A Guide to Identifying Burnout and Pathways to Recovery

By Gordon Parker, Gabriela Tavella, Kerrie Eyers Routledge – 2023

‘Burnout’ offers new insights into the biology of burnout, and stories from people who have rebounded from it. The book acts as a guide for anyone who suspects they may have burnout, for their friends and families, and for health professionals and employers.

voice

3Notice your self-talk and challenge it by inviting more voices. Often it’s the loud critical voice in our heads that makes it so hard to believe that we are enough. Notice how and when that loud critical voice dominates your thinking. It is like that person at a party who arrives and takes over the conversation not letting anyone else get a word in edgeways. Rather than just wishing it away (which is pretty hard when it’s so established), try inviting a couple of other voices. That quiet person next to you at a party who might have a different view. What might a kinder voice say? What would your best friend be saying? Try listening to them for a bit and have a break from the critic.

4Practice appreciation. Appreciation and gratitude are the perfect antidotes to self-doubt. Get into the habit of writing down three things that you appreciate about your life and that you are grateful for. Learn to notice and appreciate what you do well. Th is is a habit of thinking that can counter the most persistent inner critic.

Becky Hall is an accredited life coach, leadership consultant and is the author of ‘The Art of Enough: 7 ways to build a balanced life and a flourishing world’ (2021).

THE CONFIDENCE CODE: The Science and Art of Self-Assurance –What Women Should Know

By Claire Shipman, Katty Kay HarperCollins Publishers Inc - 2015

This is a New York Times Bestseller. Following the success of ‘Lean In’ and ‘Why Women Should Rule the World’, the authors of the bestselling ‘Womenomics’ provide an informative and practical guide to understanding the importance of confidence - and learning how to achieve it - for women of all ages and at all stages of their career.

One of the curses of self-doubt is that it usually comes with a strong inner judgemental critical

Still feeling the effects of that post Christmas lurgy?

Tanya Borowski is a highly experienced nutritional therapist and functional medicine practitioner, specialising in hormones and all areas of women’s health. Here she answers some important questions relating to fatigue and the immune system

HOW DO OUR DIETS RELATE TO TIREDNESS AND FATIGUE?

All of our bodies’ processes, from making red blood cells to delivering oxygen to our tissues, to the efficient running of the thyroid gland to produce thyroid hormones for the production of energy inside every cell’s mitochondria, are solely dependent on nutrition, requiring infi nite amounts of nutrients to work efficiently.

For example, for our bodies to produce thyroid hormone, we need sufficient levels of protein, iron, selenium, zinc and iodine.

Similarly, adequate nutrient levels are essential for mitochondrial function (the ultimate powerhouse organelle inside all our cells that make ‘energy’) as several specific micronutrients play crucial roles in this energy-production; B vitamins, vitamin C, vitamin E, selenium, zinc, coenzyme Q10, carnitine, lipoic acid and taurine.

CAN SOME FOODS MAKE US FEEL MORE TIRED THAN OTHERS?

Yes! Foods that are devoid of quality protein or fibre cause erratic blood sugar levels – spiking high and crashing low within just 70 minutes of eating a meal that doesn’t meet this criteria. The main symptom of erratic blood sugar levels is fatigue.

The daily recommended amount of protein per day is 0.8 grams per kilogram of body weight.

If your carb intake mainly consists of white foods like white rice, white bread, and pasta, you’re consuming carbs that don’t contain enough fibre or protein to assist with blood sugar control. Instead, go for wholegrain carbohydrates which are much better at stabilising blood sugar levels as they take longer to digest.

Choose:

• Brown rice

• Quinoa

• Whole grain, / older grain breads like rye, sourdough or spelt

• Beans and pulses.

A healthy balance of gut bacteria is diverse, and its diversity is reliant upon fi bre and polyphenols

CAN FOODS ACTUALLY HELP TO BOOST THE IMMUNE SYSTEM?

We don’t use the term ‘boost’ as this is incorrect terminology, but there certainly are foods and nutrients that support an appropriate immune response when needed.

One of the most impactful interventions to support our immune system is the nurturing of our gut microbiome. The gut microbiome is made up of trillions of bacteria and other microorganisms and play critical roles in the training and development of our immune system.

A healthy balance of gut bacteria is diverse, and its diversity is reliant upon fibre and polyphenols (the compounds naturally found in plant foods). Without these, the microbiome does not diversify, and we have poorer immune defences and are less able to resist pathogenic bugs.

Packaged and fried foods, sugar, fi llers, colourings, artificial sweeteners, and some hydrogenated fats limit our microbiome diversity, whereas foods that provide fuel to encourage diversity of species are prebiotic-rich foods, such as asparagus, garlic, onion, and leeks, wholegrains and all colourful vegetables.

WHAT ARE THE ESSENTIAL NUTRIENTS FOR KEEPING ENERGY LEVELS UP AND WHY?

Red blood cells are the main energy providers of the body, carrying oxygen from your lungs to all tissues throughout the body. Red blood cells only live for 120 days so we are constantly creating new ones, and specific vitamins and minerals are needed for their production. Mainly, vitamins B6, B9 (folate) and B12 which are essential for making haemoglobin – the protein abundant in red blood cells. The minerals iron and copper and essential Vitamin A, or retinol, help support red blood cell development.

Low energy or fatigue is also a common symptom of a vitamin D deficiency.

WHAT ARE YOUR FIVE TOP RECOMMENDED FOODS TO HELP THOSE FEELING RUN DOWN AND TIRED?

Several foods contain one or more of the nutrients mentioned as essential for red blood cell production, increasing microbiome diversity and keeping blood sugar levels stable. Try to include these in your daily diet to combat fatigue:

• Leafy greens like kale, watercress and spring greens contain vitamins A, B6 and B9, as well as copper and iron.

• Wholegrains such as oats, brown rice and sourdough, contain vitamins B6, B9 and B12.

• Vegetables provide polyphenols and fibre to power up the microbiome.

• Nuts and seeds provide omega-3 fats, protein and essential minerals like zinc.

• Eggs provide sources of B vitamins, iron and are an excellent source of protein.

Tanya Borowski is a holistic health practitioner. E: admin@tanyaborowski.com www.tanyaborowski.com

Red blood cells only live for 120 days so we are constantly creating new ones, and specific vitamins and minerals are needed for their production

1

COMPETENCE – is the ability to know how to handle stressful situations effectively. It requires having the skills to face challenges and, having had the opportunity to practice, using these skills so that one feels competent in dealing with situations. Children cannot become competent without developing skills that develop their own judgements. Th is stage is not just a “I can do this”. It is children becoming competent by developing skills to make responsible choices.

DR KENNETH GINSBURG, child paediatrician and human development expert, proposes that there are seven integral and interrelated components that make up being resilient –competence, confidence, connection, character, contribution, coping and control. Each of these are explained briefly here with advice on how to foster the seven Cs 3

BUILDING CHILDREN’S RESILIENCE WITH THE SEVEN CS

CONNECTION – the close connections with family, friends, school and communities give children a sense of security. Th is emotional safety net allows children to express their feelings and work out solutions to their problems. Secure children are more likely to have strong values and are less likely to seek out alternative destructive behaviours.

• Express your love for your children.

• Allow your children to express their emotions to you.

• Let your children make mistakes, and the opportunity to make corrections.

• Avoid the urge to over-protect, they will feel you believe they can’t handle a situation.

• Encourage children to build and focus on their strengths.

• Acknowledge when they have handled a situation well. 2

CONFIDENCE – is the belief in one’s own abilities and is rooted in competence. Children gain confidence as they demonstrate their competence in real situations. Th rough supporting your children and helping them gain competence, children will believe and be more confident to cope with challenges.

• Encourage development of traits such as kindness, integrity, and persistence.

• Point out and help children recognise when something is done well.

• Avoid feelings of shame.

• Address conflict within the family, resolving the problems.

• Encourage close relationships with others. 4

CHARACTER – children with “character” enjoy a strong sense of self-worth and confidence. They are in touch with their values and are comfortable sticking to them. They can demonstrate a caring attitude towards others. They have a strong sense of right and wrong and are prepared to make wise choices and contribute to the world.

• Help your children understand how their behaviour affects other people.

• Encourage empathy and caring for others.

• Encourage your children to consider ‘right v wrong’ when making choices.

• Work with your children to express their values.

• Be a role model. Actions speak louder than words.

5

CONTRIBUTION – if children can experience personally contributing to the world, they can learn the powerful lesson that the world is a better place because they are in it. Hearing ‘thank you’ and appreciation when your child contributes, will increase their willingness to take actions and make choices that improve the world, thereby enhancing their own competence, character, and sense of connection.

• Stress the value of serving others and the concept of greater good.

• Communicate to children that people don’t have the same privileges they have.

• Teach the importance of considering others.

• Create opportunities for children to contribute.

7 CONTROL – when children’s decisions affect their lives, they learn that they have control. As they realise that their decisions lead to actions, they will make choices in a way to manage life’s challenges. If parents make all the decisions, children may believe things happen to them rather than because of their choices.

• Reward responsibility with increased freedom.

• Discipline is essential but don't use it as punishment.

• Help children understand that events happen due to action.

• Focus on one step at a time.

Kenneth R. Ginsburg, MD, MS Ed, FAAP, is a professor of paediatrics in the Division of Adolescent Medicine at The Children's Hospital of Philadelphia and the University of Pennsylvania School of Medicine.

6

COPING – children who have a wide repertoire of coping skills (social skills, stress reduction skills) are able to cope more effectively and are better prepared to overcome life’s challenges. The ability to learn how to cope can prepare them to overcome life’s challenges better. A wide repertoire of positive, adaptive coping mechanisms can also help kids steer clear of dangerous quick fi xes for stress.

• Create a safe environment where listening, talking and sharing are safe and comfortable.

• Learn positive coping strategies and model these to your children.

• Assist children in understanding the difference between real life crises, and one in the moment.

Let your children make mistakes, and the opportunity to make corrections

Help your children understand how their behaviour affects other people

Keeping a team engaged isn’t always easy, but research shows that 60% of SMEs find that supporting their team’s health and wellbeing plays a valuable role in boosting productivity.

REX FAN, Lead Behavioural Insights Advisor at Bupa UK, explains why health and wellbeing services can increase motivation

Wellbeing & your business

Many of us start the new year with good intentions, but halfway through January, you may be fi nding it difficult to stay motivated. The UK’s search habits show that motivation isn’t just a January problem, either. Over the last year, those struggling have turned to Google:

• ‘Feeling demotivated at work’ – searches increased by 67%

• ‘Motivational factors for employees’ – searches increased by 25%

• ‘Lost motivation at work’ – searches increased by 21%.

SME owners know that every employee is important to business success. After spending time recruiting the perfect talent to help your business grow, knowing the best ways to keep your team happy and feeling motivated can help take you to the next level.

As small businesses have compact teams, a lack of motivation can be especially detrimental. How we feel when we’re at work makes a huge difference to our quality of output and achieving business goals.

If employees are doing too much, it can lead to burnout. If employees are doing too little, they have bore-out. Both ends of the spectrum can affect motivation and lead to staff absences, which can further damage your business output.

Wellbeing services are a great way to show your team that you appreciate them and their contributions

HOW WELLBEING, RESILIENCE AND MOTIVATION ARE CONNECTED

Each of your employees will have their own individual tolerance for coping with stress. How resilient we are affects how well we are able to tackle demanding situations. For example, a person with lower resilience levels may fi nd a stressful work task negatively impacts their wellbeing more, compared to a person with higher resilience.

When we’re faced with a tricky work situation, someone with lower resilience levels may feel intimidated tackling similar future situations. However, individual tolerance for stress isn’t fi xed. Developing your resilience can help you to adjust to and recover from pressured situations more effectively.

Resilience and wellbeing go hand in hand. From looking after the basics of your physical health to making proper time to relax and unwind, the principles of developing resilience levels will naturally improve overall wellbeing too.

Wellbeing services are a great way to show your team that you appreciate them and their contributions while reinforcing the importance of taking care of both body and mind. When your team invests this time in themselves, it can lead to healthier habits and reduce overall staff absences. What’s more, wellbeing services also serve as a perk to working for your company – which can both help to retain and recruit the best talent.

The latest Bupa Wellbeing Index – a landmark survey conducted amongst 8,000 UK adults – found that health insurance ranked in the top three most sought-after benefits for a third (39%) of employees. This was behind only flexible working (53%) and a company pension scheme (46%).

As the war for talent continues, benefits play a significant role in staff attraction and retention. More than two-fifths of employees (42%) said they would be more likely to stay in their current role if it offered good health and wellbeing benefits, while 28% say they would feel more valued if their employer offered more benefits to ease their cost of living. Almost a fifth (19%) said that health insurance through work is a priority benefit for them as a result of financial pressures.

The Bupa Wellbeing Index data also shows employees are making good use of their health insurance; 42% of those with health and wellbeing benefits have used them in the last 12 months.

EXAMPLES OF HEALTH AND WELLBEING SERVICES FOR BUSINESSES

There are a number of companies out there offering bespoke plans. Bupa, for example, offers health insurance that can include wellbeing services. Other examples of how businesses can also invest in their employees' health include gym membership, on-site yoga classes, a visiting masseuse and access to tasty, healthy food.

Mental health should not be overlooked and feedback suggest that mindfulness sessions as well as workshops relating to stress management are effective in helping people build resilience.

www.bupa.co.uk

If employees are doing too much, it can lead to burnout . If employees are doing too little, they have bore-out

Expressly Marrakech

BY TESS DE KLERK

Dizzying Marrakech has been named one of the top places to visit in 2023 by Conde Nast - no small feat. The city is a mish-mash of old and new, where liberal and conservative seem to meld effortlessly. Orange trees abound and so do well-fed stray cats, all under the blazing sun – even in winter. An ideal long weekend getaway but you’ll end up wanting to go more than once.

WHERE TO STAY

Morocco’s bohemian city has so many choices, from colourful traditional riads to top-end luxury hotels.

LA MAMOUNIA

The Morrocan classic. Sir Winston Churchill and Sir Charlie Chaplin preferred to hide out here, and Hitchcock filmed The Man Who Knew Too Much here. It was revitalised by designer Jacques Garcia, and reopened in 2009 with great fanfare. It has hosted more than its fair share of royalty and VIPs. Marrakech’s most storied hotel is big, bold and beautiful.

From £597 per night in March https://mamounia.com/en/

ROYAL MANSOUR

The Royal Mansour, owned by Morocco’s King Mohammed VI, is in fact an imperial palace operating as an exquisite hotel. It is made up of 53 guest riads, each three storeys high, with up to four bedrooms, indoor-outdoor living spaces and private rooftops with plunge pools and views of the Atlas Mountains. The courtyards are magnificent, beautifully detailed, Zellige-tiled, with enormous scalloped arches and intricately carved doorways, embellished with fountains and cane furniture, and lit by traditional lanterns. Find a welcome retreat from the city’s hustle and bustle in the lush gardens with palms, olive and orange trees, fragrant with the scent of jasmine, rosemary and mint.

From £1,700 per night in March www.royalmansour.com/en

PECKISH? HUNGRY? STARVING?

Marrakech is a real treat for the tastebuds. Diverse culinary influences have created something for everyone.

DAR ESSALAM ££

In the heart of the medina is another favourite hangout of Churchill and Hitchcock. But what makes it really special is the incredibly intricate decor - just incredible. The food is good too and nightly musicians and belly dancers beguile diners to ensure an all-around memorable experience.

www.daressalam.com

LE TROU AU MUR ££

Fine dining and traditional recipes are the inspiration for the menu of James Wix’s classic Moroccan restaurant. Traditional dishes such berkoukesh (handmade pasta in a tomato and herb sauce), tride (shredded pancakes with lentils, chicken, and saffron), and tihane can be found here. The decor is modern and the roof terrace is not to be missed.

https://letrouaumur.com

AMAL

CENTRE £

Likely the best home-cooked meal you’ll eat in Marrakech is served at the Amal Centre, a social cooperative that supports and trains disadvantaged women. The food includes unusual salads with lentils, cauliflower and leeks, a truly excellent fish tagine and a traditional Friday couscous. Prices are low, and there are crèche facilities, meaning the dining room is a happy mix of locals and savvy travellers.

http://amalnonprofit.org

L’HOTEL

This 19th-century palace was renovated by English designer Jasper Conran, who made this his debut in the hotel industry. King-sized beds are draped in sweeping sheets in ethereal rooms, giving them a fairy-tale feel. To get to Marrakech’s best restaurants and main square, you’ll need to walk a short distance from this orange-blossom-scented, antique-filled sanctuary. Mr Conran’s nest, however, is for you if you love attention to detail and effortless service.

From £485 per night in March www.l-hotelmarrakech.com

RIAD SECRET JARDIN

Looking for something a little more traditional and intimate?

Photographer Cyrielle Astaing and art director Julien Phomveha swapped Paris for Marrakech to create this bohemian space where you’re likely to find all kinds of creatives hanging around in the central courtyard. Original finishings such as the lace-like stucco work and bejmat flooring have been lovingly restored and maintained while the seven fuss-free rooms are furnished and decorated with antiques and local crafts.

Deep bhous (seating nooks), a shaded roof terrace and tranquil salons lit through stained glass windows are where you’ll find guests resting, reading books and drinking tea. It’s a beautiful, peaceful place.

From £140 per night in March www.riadjardinsecret.com

Morocco’s bohemian city has so many choices, from colourful traditional riads to top-end luxury hotels

ART SCENE Marion Bürkle

German-born Marion bought her fi rst clay in 1990, at the age of 38, and quickly became overcome by an irresistible desire to model, sculpt and create.

From that fi rst clay were born her fi rst sculptures of women that aroused the enthusiasm and admiration of those close to her. What was just a simple pleasure quickly became a passion.

From 1996, Marion devoted herself exclusively to her artistic creations, working from her studio in Mougins, France. Her sculptures can now be found all over the world and she has won various awards, including the prestigious Marina Picasso. She is known for her representations of women and obsessive search for purity of lines in her elegant, timeless pieces.

In 2006, Marion decided to experiment with a new medium; carbon, a material combining lightness, stiff ness and resistance. Th is allows for upscaling in size as well as the use of a wide palette of colour. Later on, she also started working with plexiglass.

Today, you can fi nd Marion experimenting and creating in her studio/gallery in the heart of Old Mougins.

www.marionburkle.com

What was just a simple pleasure quickly became a passion

Before you read beyond this first paragraph, I bring very good news –this magnificent car is up there in top three cars that I have reviewed for Dynamic since 2019, sexily tailgating the Jaguar F-Pace SVR and my absolute favourite, the gorgeous BMW Z4.

By Fiona Shafer

Something magical is about to happen… are you ready?

This was a rather welcome surprise given that I had not particularly enjoyed the Audi TT Coupe I had reviewed in December 2021, as it was one of the rare cars I had not felt terribly safe in. It was so light, low and feeling a tad unwieldy into corners.

The unexpected arrival of the Audi TTRS in my drive one morning provoked the attentions of a group of tree surgeons who were undertaking work for my neighbour.

I opened my curtains to fi nd four very healthy men of varying ages admiring the highway blue TTRS – and not a chainsaw in sight. Ever curious about the seemingly profound and trance-like effect that some cars have on men in particular – to drop everything to bow in awe of a car –I thought it was too good an opportunity to miss. I miraculously appeared with a tray of builder’s tea and asked them what their immediate impressions were, and why they would – or wouldn’t – buy one.

Once we got over the immediate, unconscious comments of, “well, I wouldn’t let my wife drive it as she would be too busy looking at the birds,” and, “I wouldn’t take my grandmother out in it…” (How do you know? She might really like it!), I managed to drill down into the why they would actually buy one.

So, in under five minutes, this was their very straightforward response.

First and foremost, it was the anticipated thrill of the

engine’s potential and speed, followed by the fact that if they could afford it; and they all thought it was a very good compromise to the Audi R8. They didn’t like the colour and would prefer it in a graphite grey, and they said they would not even have looked at it if it had not had the RS badge on it. Job done.

So, why did I then fi nd myself slightly bewitched by this car?

It is a true joy these days to get into a car that you know how to intuitively drive. I increasingly think we have over-engineered many human interfaces with cars. It can be a genuine distraction, tiresome and, in some cases, unsafe to keep trying to figure out how things simply work whilst driving. By all means be as brilliant as you can under the bonnet, but let’s try and retain the joy of jumping in and heading off to just enjoy the driving experience.

POSITIVES

• The engine

• Great all year-round drive with four-wheel traction, something its nearest competitors do not possess

• Firm ride and more resistant than most to challenging road surfaces

• Stabilisation control – likely most comfortable in Comfort mode

• ULEZ compliant

• 12-speaker B&O sound system

• In-dash navigation

• Apple Car Play, Android Auto & on board Wi- Fi hotspot

• Economical at 32.7 mpg

TECH STUFF

MODEL TESTED: Audi TTRS Coupe

ENGINE: 2.5-litre TFSI Turbo POWER: 294 bhp

SPEED: 0-62 3.7 secs TOP: 155 mph limited

ECONOMY: 31.7 mpg PRICE FROM: £62,260

NEGATIVES

• Not a lot.

• The back seat – of no use until you put the seats down to extend the boot.

• Tiny tinny petrol cap – akin to a tin can lid. Come on Audi, you can do better than that

• Ugly fixed wing and winglets BUT you can deselect when you buy

What would make it a 10 ? For the Audi designers to not compromise on any of the design and build quality

9.5/10

And that is exactly what I did in this Audi TTRS, turbo charged and intercooled DOHV 20 valve inline 5, aluminium block and head, direct fuel injection delight.

At 0-60 mph in 3.7 seconds and a top speed of 155 mph, it will get you out of a tight spot faster than you can say Tommy Lee Royce has escaped the dock in Happy Valley.

There were two other key features that I loved about this car; features I never ever thought I would write about. But I will.

What I write next is with apologies – and a nod to Maarten. I have never really quite got the excitement that the throaty sounds of a sports exhaust seem to inspire in people, and have positively recoiled from such things, thinking them rather attention-seeking. Maarten always delights in showing me the Sport and Dynamic modes, but as soon as I get around the corner, I switch to Comfort or similar. So, imagine my surprise when I rather liked the low, Jack Daniels rumble that emitted from this gorgeous car when I started it.

I also thought I never had much of an opinion on steering wheels until this one. Your hands cannot help but caress and wrap around the stunning Alcantara fabric wheel. Described as a ‘material for the future’ its vegan friendly synthetic microfibres are as soft as the softest suede and add to the feeling of very much being in control.

At night, the cabin of the Audi is sumptuous. It reminded of what it might actually be like inside a retro cocktail cabinet; discreet silver streamlined lighting reflected in the mirrors with fabulous velvet like upholstery. I was really very reluctant to leave it.

At night, the cabin of the Audi is sumptuous. It reminded of what it might actually be like inside a retro cocktail cabinet

DYNAMIC

By CHARLIN DE’ALMEIDA

FOGO DE CHAO NOT FOR THE FAINT-HEARTED

Fogo de Chao is a Brazilian steakhouse and a meaty steakhouse it is. It is an American import to the UK, with branches in Brighton, Soho, Clapham, Wimbledon and Kensal Green. I’m sure that the propensity for gluttony is real in all the branches!

There are only three menu options and all three are allyou-can-eat with the first option consisting of a full grill (10 + types of meat) plus an additional six meats and prawns. The second option being the full grill plus all you might want from the extensive salad bar which again includes cold cuts such as prosciutto and a huge Iberian ham, stews, cheeses... and so the list goes on.

The third option, for those cardiac-aware patrons, is only the salad bar. I say ‘only’ but the salad bar has an ample choice of sides, colourful and beautifully laid out. I did find most of it quite underwhelming on the taste buds though. Reminiscent of the all-youcan-eat seaside hotel buffets, I’d say. Then again Fogo de Chao is all about the meat, and those were impressive.

We opted for the second choice - full grill and sides. The lovely server gave us a card with one side showing yes, we want more and the other side might as well have said, ‘please stop’. I now know what Joey from Friends meant with the meat sweats.

Our gloriously tropical cocktails arrived quickly as we helped ourselves to the sides and soon our Brazilian trained Gaucho chef was standing next to our table carving succulent slices of peppered bavette, fresh off the grill and still warm. We’d hardly tucked in when he was back with mouth-watering sirloin. I generally like my meat on the medium rare side while my partner chooses well-done. Not a problem, our chef simply carved from the correct area to grant our demands. Before we knew it he was back with lamb, pork, ribs, chicken. I believe you get my drift; it’s as much meat as you can eat.

The concept is ‘the Gaucho way’, meaning meats are grilled slowly to expose their natural flavours.

We tried the restaurant in Brighton. I found the premises slightly cavernous but then again, we were only a party of two at our table. I can see how this steakhouse can be great for larger parties and for something a bit different from your normal dining experience. It’s great value for money if you have a ferocious appetite, that’s for sure. Not so much if you’re only going to be picking at your food.

http://fogodechaorodizio.co.uk

It’s great value for money if you have a ferocious appetite

VAN GOGH ALIVE: THE EXPERIENCE

Brighton

Vincent Van Gogh’s works have been exhibited and admired for over a century – but never like this. Van Gogh Alive gives visitors the unique opportunity to immerse themselves into his artistry and venture into his world. From start to finish, visitors are surrounded by a vibrant symphony of light, colour, sound and fragrance as they wander around the exhibition and absorb it from every possible angle.

The Dome, Brighton

From May 12th

https://vangoghaliveuk.com/brighton

WHAT’S ON...

A brief snapshot of art and culture in Sussex and Surrey

THE NATIONAL GARDEN SCHEME

Washington

A great place to see a stunning display of Spring colour. Each year thousands of spring bulbs, are planted in the 3½ acre garden, which is set around an 1832 Regency house in Washington, West Sussex. The National Garden Scheme gives visitors access to over 3,500 private gardens across the UK, and raises money for nursing and health charities.

The Old Vicarage, Washington

Every Thursday, 10.30am-4.30pm www.visitsoutheastengland.com

VERY PRIVATE

Firle

Exploring themes of sex, intimacy, gender and identity, this exhibition presents a selection of Duncan Grant’s erotic drawings alongside responses by six contemporary artists. Drawn during the 1940s and 50s when sex between men was illegal in England, these drawings by Grant were feared lost. Instead, they were secretly passed down through the queer community.

Charleston House, Firle

Until March 12th

www.charleston.org.uk

THE TREASON SHOW

Shoreham-by-Sea

Now in its 22nd year, The Treason Show returns to Shoreham with its trademark high jinx and japery and spiteful satire on the What’s What in the world of politics, sport and celebrity. Featuring parody songs and topical sketches carved out by a team of over 30 writers. Nominated Best TV Sketch Comedy Show by UK Comedy Awards 2021.

Ropetackle Centre, Shoreham

March 11th

https://ropetacklecentre.co.uk/ events/the-treason-show-mar

PRIDE & PREJUDICE (*SORT OF…)

Chichester

Direct from its triumph in the West End where it won the Laurence Olivier Award for Best Comedy, Pride and Prejudice* (*sort of) is an audacious retelling of Jane Austen’s iconic love story. Men, money and microphones will be fought over in this irreverent but affectionate adaptation, where the stakes couldn’t be higher when it comes to romance. It’s the 1800s. It’s party time. Let the matchmaking begin.

Chichester Festival Theatre

February 21st-25th

www.cft.org.uk

STARGAZING AT BEACHY HEAD

Eastbourne

Explore the skies with Eastbourne Astronomical Society. Using the society’s telescopes to catch a glimpse of the Andromeda Galaxy – the furthest thing we can see with our eye. We will search for Jupiter’s moons, the rings around Saturn and watch for light from the sun highlighting the craters on the moon. Find the new stars on the block – The Seven Sisters are a mere 78 million years old!

Beachy Head, Eastbourne

February 25th

www.visitsoutheastengland.com

CHEESE & WINE EVENING WITH PATRICK MCGUIGAN

Ditchling Common

Join us at Ridgeview for an evening with Patrick McGuigan, one of the country’s leading cheese writers and communicators, author of The Philosophy of Cheese. Hosted in our newly winterised restaurant, The Rows & Vine, you will taste four specially selected cheeses, individually paired with four of our most limited-release English sparkling wines.

Ridgeview Wine Estate, Ditchling Common

March 24th

https://ridgeview.smart-gift.co.uk

NELLIE’S ARCTIC ADVENTURE

Sheffield Park

Walk in the footsteps of Nellie Soames, the pioneering former owner of Sheffield Park, as she heads North on her great Victorian adventure to the farthest reaches of the Arctic Circle.

TWO WORLDS ENTWINED

Petworth

‘Two Worlds Entwined’ delves into the artistic practices of couple Annie Morris and Idris Khan within the Newlands House gallery. It will be transformed into the creative realm of Annie and Idris, presenting both new works and historic pieces. Audiences will be invited to fall into the colours, words, thoughts, and emotions stirred by the artworks and experience the atmosphere.

Newlands House Gallery, Petworth

Until May 7th

https://newlandshouse.gallery

Discover Nellie’s unique story as you journey with her around this stunning Grade I Listed Garden. Look out for sculptures of polar bears, icebergs, an ice cave, and, new for 2023, a woolly mammoth skull – all created from re-purposed plastic containers.

She eld Park, Nr Uckfield

Until February 26th

www.nationaltrust.org.uk