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Researchers from UK universities are set to play a key role in developing the next generation of gravitational wave detectors, which could help astronomers probe the furthest reaches of the cosmos. A consortium of seven British universities, led by the University of Glasgow, have secured £7m in support from the UK Research and Innovation (UKRI) Infrastructure Fund. This fund helps to create a long-term pipeline of infrastructure investment priorities and supports the facilities, equipment and resources that are essential for researchers and innovators to do ground-breaking work. Over the next three years, the consortium partners will develop designs for new mirror coatings, data analysis techniques, and suspension and seismic isolation systems for use in two future international gravitational wave detector development projects. Those projects - Cosmic Explorer in the United States and the Einstein Telescope in Europe - are currently in the early stages of design work. They are expected to be fully constructed and online by the end of the next decade. Gravitational wave detectors work by bouncing lasers between mirrors suspended at each end of long pipes often arranged in an L-shape. As gravitational waves – the faint ripples in spacetime caused by enormous astronomical events like the collision of black holes - pass through the detectors, they cause miniscule variations in the distance between the mirrors measured by the lasers. Analysis of the data captured during the passthrough of the gravitational waves can reveal a wealth of information about their origins in space. Scientists from the UK, funded by the Science and Technologies Facitilies Council (STFC), part of UKRI, have been involved in gravitational wave research for several decades. They contributed to the design, mirror suspension technology and data analysis which underpins the current generation of gravitational wave observatories - LIGO in the United States, Virgo in Italy, and KAGRA in Japan. The LIGO observatory made the historic first detection of gravitational waves in 2015, opening up an entirely new field of astronomy which ‘listens’ for vibrations in spacetime instead of looking for information from across the electromagnetic spectrum. Since 2015, gravitational wave detectors have made spectacular discoveries – including of signals from more than 100 pairs of colliding black holes. The next generation of detectors will be significantly more ambitious in their design, with lasers bounced between mirrors suspended free of external vibration placed up to 40km apart instead of 4km, as they are in current detectors. The mirrors, too, will be bigger and heavier as they double in diameter to around 60cm. The international collaborations behind the planned next-gen detectors expect that new observatories will be sensitive enough to detect signals from the very edge of the universe. The expanded reach of the detectors will help cast new light on how black holes were formed in the earliest epochs of time, how matter behaves in neutron stars, and pick up gravitational waves which current observatories are unable to detect. The newly-funded UK consortium brings together the universities of Birmingham, Cardiff, Glasgow, Portsmouth, Southampton, Strathclyde and the West of Scotland. Professor Sheila Rowan, Director of the University of Glasgow’s Institute for Gravitational Research and lead investigator on the project, said: “I’m excited to be continuing our work with the STFC and partners across the UK to develop key components of the next generation of gravitational wave observatories, which have the potential to revolutionise our understanding of the universe." “We’ve learned a vast amount from LIGO, Virgo and KAGRA already, and we’re currently partway through our fourth major observing run which is bringing us, on average, several new detections a week. The next-generation could deliver a leap from hundreds of detections a year to hundreds of thousands – a vast treasure trove of new information which brings with it new challenges in processing the data which we’ll be working to help solve in the years to come." “We’ll also be working closely with colleagues to create new coatings and techniques for suspensions for the detector mirrors, which need to be considerably more isolated from outside interference than before in order to make these more sensitive detections possible." “There are challenges for us to tackle but here in the UK, we have a huge amount of experience from our work designing, building and refining the hardware and software at the heart of today’s gravitational wave detectors. We’re looking forward to getting started on assembling the detectors of tomorrow.” Deputy Principal Investigator on the project, Alberto Vecchio, Professor of Astrophysics and the Director of the Institute for Gravitational Wave Astronomy at the University of Birmingham, said: “I am delighted to be working on this new project." “This is the very first step into the realisation of powerful gravitational-wave observatories that, once in operation, will take us on breathtaking journeys throughout the universe, discovering many new phenomena." “It is wonderful to be working alongside STFC, colleagues at institutions across the UK and our partners around the world to make these new fantastic instruments a reality.” Professor Mark Thomson, Executive Chair of the Science and Technology Facilities Council (STFC) and UK Research and Innovation (UKRI) Champion for Infrastructure, said: “The detection of gravitational waves has been one of the most exciting recent developments in science and has provided us with entirely new way of observing the universe." “This new UKRI investment will enable UK scientists to play a key role in the international effort to develop the next generation of even more sensitive gravitational wave observatories, which will greatly expand our understanding of the cosmos.” “The UK has been a key contributor to Initial and Advanced LIGO, and currently the A+ upgrade in the US, and the continued participation of our UK colleagues gives us confidence that our scientific goals can be realized,” said David Shoemaker, Project Manager for the Cosmic Explorer Project. “The unique insights of the UK team in both instrumentation and observational science are important ingredients in realizing our shared vision of Cosmic Explorer.” “The Einstein Telescope project is now completing its preparation phase and moving towards implementation,” said Michele Punturo, spokesperson of the ET Scientific Collaboration. “The precious contribution of our UK colleagues, now supported by this grant, strengthens the ET collaboration and gives us confidence that ET's ambitious goals will be achieved.”

Step right up, ladies and gentlemen, and prepare to be captivated by the enchanting world of the circus. For centuries, circuses have been a source of wonder, laughter, and awe. Let's go on a journey through the history, the magic, and the evolution of the circus. A Glimpse into the Past: The Birth of the Circus The circus has a storied history that dates back to ancient Rome and Greece, where chariot races and acrobatics were the entertainment of the day. However, it wasn't until the late 18th century that the modern circus, as we know it, was born. Philip Astley, an English equestrian, is credited with opening the first circus in 1768, featuring horseback riding tricks and acrobatics. This marked the beginning of a tradition that would captivate audiences for generations to come. The Big Top and Beyond: Circus Magic Unleashed One of the defining features of the circus is the iconic "big top" – a massive tent under which breathtaking performances take place. Audiences are transported to a world of fantasy and wonder as they watch aerialists soar through the air, clowns deliver uproarious laughter, and daring acrobats execute gravity-defying stunts. Fire-eaters, jugglers, and contortionists add to the spectacle, while the ringmaster commands attention, introducing each act with flair. Behind the Scenes: The Life of Circus Performers The circus is not just about the astonishing acts; it's also about the dedicated performers who make it all possible. These individuals train rigorously, often from a very young age, to hone their skills. The circus is a tight-knit community, with performers forming strong bonds and becoming like family as they travel together from city to city. Circus in the Modern Age: Evolution and Challenges As we move further into the 21st century, the circus has evolved to meet the changing tastes of audiences. Traditional circuses have faced challenges, such as concerns for animal welfare, leading to a shift toward animal-free performances. Instead, contemporary circuses focus on human talent, technology, and storytelling. Some circuses also incorporate elements of theatre, dance, and music to create unique and immersive experiences. The Circus Lives On: A Testament to Resilience Despite these challenges, the circus lives on, proving its resilience over the centuries. Circus companies continue to dazzle audiences with incredible feats and artistic performances. Additionally, there has been a resurgence of interest in vintage and nostalgic circus acts, as they evoke a sense of nostalgia and wonder. The magic of the circus persists and the circus remains a testament to the enduring power of human creativity and the universal desire for wonder and awe. As we look under the big top, we find a world that has evolved and adapted to the times while preserving the timeless magic of the circus. So, the next time you hear the call of the ringmaster, don't hesitate to enter the world of the circus – an enchanted realm where the extraordinary becomes reality, and where dreams take flight.

The Royal Countryside Fund brought together community projects from across the UK for the inaugural Confident Rural Communities conference. At a unique event focused on the incredible resilience of those living in rural Britain, The Royal Countryside Fund (RCF), brought together 16 community-focused organisations to share their experiences around rural life, its challenges and solutions, on Tuesday 28 November and Wednesday 29 November. Each of the organisations in attendance have received funding through the RCF’s Supporting Rural Communities flagship grant programme, which has awarded £500,000 each year to power community-led solutions that enhance the viability and sustainability of rural communities. The ‘Supporting Rural Communities’ grant scheme is supported by the players of the People’s Postcode Lottery and Waitrose. The People’s Postcode Lottery has awarded the RCF an incredible £2.28m of grant funding over the past six years. The conference was supported by Rural Solutions and hosted at the Broughton Sanctuary near Skipton. Founded by HM King Charles III, then The Prince of Wales, in 2010, The Royal Countryside Fund’s vision is for rural communities to achieve their own solutions to build the social infrastructure and local services they need, whether its developing environmental initiatives such as reducing food waste, providing skills training to improve employment opportunities for young people, or creating accessible community spaces, the community commitment behind each project means that thousands of people will directly benefit from the RCF’s support in a way that is meaningful to them and their communities. Since its formation, The Royal Countryside Fund has invested more than £11.5 million in over 500 rural community-led projects. The RCF’s priority for the future is to enable sustainable and thriving rural communities. By this they mean sustainable as a whole – economically, environmentally and socially. They want to ensure that rural communities are living places fostering innovation, engaging people and able to play their part in addressing some of the national and global challenges that we all face. The objective of the event was to showcase some of the amazing projects that the RCF have funded and to learn from them, whilst encouraging community organisations to network and share ideas and best practice. Reflecting The Royal Countryside Fund’s vision for rural communities to come together to share knowledge and ideas that fulfil their role in creating a sustainable future, Keith Halstead, Executive Director of The Royal Countryside Fund welcomed attendees, saying: “This is a significant moment for the RCF to draw on the knowledge, experience and skills of all the organisations here at our first-ever conference for rural communities, to shape the charity’s future support for those who live and work in the countryside. The event is all about identifying the challenges and opportunities rural communities face and the solutions. I am most grateful to everyone for taking the time out to join us and to travel here today from all parts of the UK." He encouraged everyone to take full advantage of the learning exchange which the conference offered, saying “I always think it's the informal opportunities to chat with each other that often enable new connections to be made from which derive the most benefit.” William Fry, Managing Director of Rural Solutions, specialists in rural diversification and development who supported the event, commented: “I'm a great believer that the rural sector is probably one of the most innovative in the United Kingdom today and some of the work in terms of use of land and property to create economic opportunity through leading edge design are quite extraordinary, not formulaic in any way and really very powerful in terms of what rural places, and people can deliver." “We've got a task at hand here which I see as being two-fold, not only to share ideas and thoughts as to what successful rural places look like from projects that we have been involved in delivering, but also to help The Royal Countryside Fund shape its future strategy in terms of how they continue to support and develop confident rural communities.” Sessions covered a range of topics including sustainability, identifying community need and opportunity and future planning. On the second day of the conference, Allan Wilkinson, Trustee of the Royal Countryside Fund, interviewed Heather Smith, from Crackington Village Shop – a community Shop in an isolated coastal village in north Cornwall providing essential groceries, newspapers, prescriptions and supporting local producers. Describing the community’s challenges, she said “Through a survey, we proved there was a need for the service. The Royal Countryside Fund stepped in and supported us with core costs, and we were able to advance with our plans, to keep the initiative going and bring people together. Through the pandemic we really saw the need for the community support and the need for the service has continued. We have a book exchange, a prescription service, and a place to meet for a cup of tea - all enabled by some amazing volunteers.” Concluding the conference, Keith said: “Whatever constraints are faced, particularly in rural areas, you have created vibrant and sustainable communities and the RCF is delighted to play a small part in all that you do and in your success.” The Royal Countryside Fund would like to thank Rural Solutions, Broughton Sanctuary and The Wright Wine Co for supporting the event, as well as the players of the People’s Postcode Lottery, Waitrose & Partners for their support of The Royal Countryside Fund’s Confident Rural Communities network. Further Supporting Rural Communities grants that have been awarded will be announced in December 2023. You can find out more about The Royal Countryside Fund’s grant programmes here

As the festive season approaches, one tradition that never fails to bring smiles and laughter to Christmas gatherings is the Christmas cracker. These small, festive tubes of joy are an integral part of the holiday celebration in many countries, particularly in the United Kingdom and its Commonwealth nations. So where do they come from and what is the the enduring appeal of a Christmas cracker. Christmas crackers have a fascinating history that dates back to the mid-19th century. They were first invented by a London confectioner named Tom Smith in 1847. Inspired by the French bonbon, which was a sugared almond wrapped in a twist of paper, Smith sought to create a new confectionery item that would capture the essence of the holiday season. His invention was initially a simple, paper-wrapped sweet, but it was the addition of a 'cracking' mechanism in the late 1860s that made them truly unique. The defining feature of a Christmas cracker is, of course, the satisfying 'pop' it makes when pulled apart by two people. This sound is produced by a strip of chemically impregnated paper that ignites upon tension. Inside the cracker, you'll find a small treasure trove of surprises. Traditionally, a Christmas cracker contains a paper crown or party hat, a small toy or trinket, and a joke or riddle. The jokes are often groan-worthy, but that's all part of the fun! Christmas crackers are typically laid out at each place setting on the festive dining table. When the time comes to indulge in the holiday feast, everyone at the table grabs a cracker, and on the count of three, they pull it with their neighbour. The crack of the cracker and the anticipation of discovering the hidden treasures inside add an element of surprise and camaraderie to the meal. One might wonder why, after well over a century, Christmas crackers remain such a beloved tradition. The answer lies in their ability to evoke a sense of childlike wonder and excitement. The element of surprise and the jovial, often corny jokes, bring an undeniable charm to the holiday gathering. Additionally, the colourful and decorative designs of the crackers add to the overall festive atmosphere. While traditional Christmas crackers still abound, the modern market has given rise to a wide array of creative and luxurious options. You can find crackers with high-end gifts, personalised messages, and even gourmet treats inside. This has allowed the tradition to evolve while retaining its essential spirit. Christmas crackers are a delightful reminder of the joy and togetherness that define the holiday season. Invented over a century ago, they continue to capture the hearts of people young and old, proving that sometimes the simplest traditions are the most cherished. So, as you gather around the Christmas table this year, don't forget to reach for a cracker and enjoy the pop, the laughter, and the festive surprises that come with it.

McLaren Automotive has been confirmed as a manufacturer represented in the 2024 FIA World Endurance Championship (WEC) with nominated racing partner United Autosports contesting the championship in the LMGT3 class with two 720S GT3 EVO cars. The 2024 WEC commences on March 2 in Qatar, the first round of eight in a championship that ends in Bahrain on November 2. The championship includes the iconic 24 Hours of Le Mans on June 15-16, in which McLaren cars will compete for the first time since 1998. The McLaren name will return to Le Mans 29 years after winning the race on its debut appearance, completing the ‘Triple Crown’ of victories at Le Mans, the Indianapolis 500 and Monaco Grand Prix. To celebrate McLaren’s return to endurance racing, the entries will pay tribute to the famous debut with race numbers #59 – the race number of the winning F1 GTR - and #95, the year of the landmark win. “We are delighted to have been confirmed for the 2024 WEC season and I would like to thank the Automobile Club de l’Ouest for our inclusion within a hugely competitive LMGT3 class. Motorsport is fundamental to our brand and we build our cars using technology from the race track to give them the supreme performance that our customers expect from a McLaren," explains Michael Leiters, CEO, McLaren Automotive. “It will be a very exciting season and extremely close between the teams, which is why we have nominated United Autosports as our racing partner." "This team has an excellent reputation in the endurance racing arena, and I look forward to our return to the 24 Hours of Le Mans, in which we will see 720S GT3 EVO cars in action” concludes Michael. McLaren’s return to Le Mans will be marked by at least three entries for the 720S GT3 EVO, with customer racing team Inception Racing expected to appear on the grid alongside the two United Autosport cars. This follows success for Brendan Iribe in the IMSA WeatherTech Sportscar Championship, where he gained an automatic entry into the Le Mans race by winning the Bob Akin Award for the highest-placed Bronze-rated driver in the GTD class. Like McLaren, United Autosports has also tasted victory at Le Mans, having won the LMP2 class in 2020. The team has already commenced preparations for the 2024 campaign, with the 720S GT3 EVO test programme now underway.

Mince pies hold a cherished place in the tapestry of Christmas traditions, their rich history and delectable flavours woven into the festive celebrations. Dating back to medieval times, these small, sweet treats have evolved over the centuries, becoming synonymous with Yuletide indulgence. The origins of mince pies can be traced to the medieval European tradition of spiced meat dishes. Initially, these pies were filled with a mixture of finely chopped meat, fruits, and spices, symbolising the opulence and exotic flavours associated with the holiday season. Over time, the meat content diminished, and the sweet ingredients, such as dried fruits, sugar, and spices, took centre stage, transforming mince pies into the sweet delicacy we know today. The symbolism behind the mince pie transcends its culinary appeal. The spices, including cinnamon, nutmeg, and cloves, not only infuse the pies with a warm, aromatic essence but also harken back to the spices brought from the East during medieval times. This historical connection adds depth to the enjoyment of mince pies, turning them into a nostalgic link to the past. The act of baking mince pies itself becomes a ritual, a communal effort that brings families and friends together during the holiday season. From rolling out the pastry to filling each delicate pie with the spiced mincemeat, the process carries a sense of shared joy and anticipation for the festivities ahead. While the classic mince pie recipe remains a favourite, variations have emerged over the years, catering to diverse tastes and dietary preferences. Some opt for gluten-free or vegan alternatives, ensuring that this Christmas delight can be enjoyed by a broad spectrum of individuals. Moreover, the act of enjoying mince pies extends beyond the dining table. The aroma of freshly baked pies wafting through the air can evoke a sense of comfort and nostalgia, triggering memories of past celebrations and creating a festive atmosphere in homes and communities. Mince pies at Christmas are more than just a culinary delight; they are a cultural emblem, embodying centuries of tradition and symbolising the spirit of togetherness during the holiday season. As families gather around tables adorned with these sweet treats, the essence of Christmas is captured in each bite, making mince pies a timeless and cherished component of the festive experience.

As the global landscape undergoes unprecedented changes, Sodexo Corporate Services sheds light on key elements that are vital in securing a positive workplace future. From their Corporate Services Client Survey from 2023, clear insights show that a preference for remote working and cost consciousness above all else, is shaping a new way of using the workplace, and therefore presents a substantial opportunity for employers. In a world marked by rapid technological advancements, shifting demographics, and unforeseen global events, businesses must stay ahead of the curve to ensure a resilient and adaptive work environment. Sodexo’s survey provides insight on the key areas businesses should target. The people-first strategy that is dynamic and prepared for the future addresses challenges such as rising living costs, employee disconnection, and changing work patterns. By focusing on people, space and sustainability, these learnings presents an opportunity for employers to move with shifting priorities and the evolving workplace. Julie Ennis, CEO of Sodexo Corporate Services UK & Ireland, notes: “Over the last years the global workforce has seen a magnitude of shifts. Building a future proof workplace is no longer a luxury, it is a must. In order to retain our people, who remain the centre of the workplace environment, it is imperative that solutions are created now.“ Through Sodexo’s research, there are several interesting facts effecting workplace culture. From information from 3000 workers across private and public sectors, the findings present a clear sense of what people desire from their workplace. An overview of the insights: Employees prefer remote working Employees are cost conscious above all else Human connection is missing from the work ecosystem 43% of people are quietly dissatisfied with their jobs; 28% are disengaged and want to quit 1 in 5 are dealing with poor mental health; a similar proportion with poor physical health 90% of employees are waiting for their employers to improve on sustainability; 78% of the survey think environmental sustainability is very important The Solutions “Work place strategies can't be a 'one size fits all' solution. Our research has shown differing preferences for quiet spaces or lively, creative environments. Understanding that 'flexibility' carries different meanings for different people is key” says Ennis. Data indicates that more than 2 days of remote work has an impact on engagement with colleagues and work experience. Sodexo notes that socialising, free or subsidised food, comfort in the working environment and subsidised commute are the 4 motivations to bring people back. Environments need to be created that foster social relationships - impromptu inspiration and informal socialising are key, as 71% of employees find greatest satisfaction in their workplace experience from team spirit and collaboration. A case study can be seen in Sodexo’s London Headquarters. Ennis notes: “Early surveys hinted at a new trend -the office as a social hub, a place for health and wellbeing, and an enabler to drive company culture [after the pandemic]. We wanted flexibility and adaptability to be its backbone. So we designed with these concepts in mind. Now, our sensor data speaks volumes about how people behave. Looking at our data […] employees gravitate towards collaborative areas, while traditional workspaces often remain less populated. These spaces are a hive of activity, not just during work hours, but also after, as social hotspots.” Improving job perks could also help drive employees back to work; by improving employee loyalty and helping workers manage the cost of living crisis. Commuting benefits and good food options are at the heart of this, with 92% citing that desire for remote working is due to inflation. “Food matters to employees, and it is underrated by employers as a means to improve satisfaction levels and performance," says Adrian Evans, Food Transformation Director, Sodexo. "Nearly 20% of employees are dissatisfied with the meal solutions at the workplace which leads to making their own arrangements." 42% say they use onsite food services, such as a cafeteria, but 72% have access to them, demonstrating a disconnect between food benefits offered and take up, likely due to a gap in communication. This is a vital element for organisations to focus on, as a key driver for encouraging employees back to the office. In the era of hybrid working, food has transcended its traditional role, becoming a pivotal tool to enhance employee health and well-being. It is also a key enabler in attracting and retaining talent. As a final element, the Sodexo report notes that 78% find sustainability important, and more than 50% of employees expect their employer to act responsibly. This increases to 85% amongst Gen Z, a demographic that comprises a large segment of the future workforce. In addition, 34% of UK workers would turn down a job offer if a company's sustainability values were not aligned to their own. It affords an additional touch point for engagement and loyalty between employees and employers. In terms of priorities, the top three expectations of employees of sustainability criteria is energy usage, responsible waste management, and reduction of plastic usage. Sodexo believes it is vital to engage at all levels of the business, from suppliers to staff to customers and external parties too, to ensure sustainability as targeted at all levels. Claire Atkins Morris, Sustainability Director, Sodexo says “Start to understand available data sources. Review what you are doing, think about your goals, look at the gaps and start to make a plan for how to reach them.” "Strategies in turn must be communicated to employees to build on the relationships." Sodexo’s research has shown that organisations must adapt to ensure an engaged and positive future workplace. Transparency, communication, benefits and dynamic environments are key to achieving this.

Novuna Business Finance’s latest research reveals a bold shift among UK SMEs, with 89% actively pursuing suppliers who have solid green credentials and a shared commitment to carbon neutrality. As government initiatives urge business to commit to climate change pledges and recent policy making it mandatory for SMEs to present verified carbon reduction plans to potential suppliers in the future. SMEs are not only anticipating these requirements but are also implementing thorough ‘sustainability checks’ to identify suppliers who align with their carbon neutral objectives. A survey of over 1,000 small business leaders (nationally representative and multi-sector) by Novuna Business Finance asked business owners when thinking about their own carbon emission targets and the supply chain, what do they look for when working with a supplier. High Standards And Thorough Research Small Businesses are raising the bar for sustainability standards, with 35% seeking suppliers who share their values and commitment to carbon neutrality. A further 23% of business insist on reviewing supplier’s green credentials, including conducting internet searches, which 41% research and assess their green credentials online. Greater research is also being done into suppliers’ terms of reference, with 23% of businesses now insist on seeing the supplier’s green credentials and carrying out internet searches on their green credentials (41%). Accreditation is also high on the checklist, with 35% requesting evidence of a suppliers’ green accreditation from reputable bodies such as the Federation of Small Business or internationally recognised bodies (35%). Word of mouth remains a powerful research tool for the business community with 33% saying they would consult with network contacts about suppliers sustainability attitudes, while 29% would also request green references. Businesses are also placing increasing importance on sourcing material responsibly, with 45% of businesses’ citing this as key evidence of their record on sustainability. Regional Insight There are notable differences in the requirements placed on suppliers by region. Businesses based in the North East are more likely to focus on internet searches for green credentials (48%) and signs of green accreditation when evaluating supplier credentials. London based business focus more in website research and reviewing supplier’s attitudes and intentions when it comes to carbon neutrality (42%). North East based businesses place more importance in a business’s mission statement (43%) when evaluating whether to partner with a supplier. Joanna Morris, Head of Marketing and Insight at Novuna Business Finance commented: “It is evident through the research that Small Businesses are changing the way they select the suppliers to work with and are actively seeking out suppliers who care about the environment and are working to reduce carbon emissions. This is an encouraging and welcome trend and proves that businesses place great important on building relationship with suppliers who share the same commitment to being eco- friendly. Novuna Business Finance are here to help support businesses so that they are in the best position to be able to sustain and build on those relationships in the future.”

The gig economy is rapidly expanding, reshaping the nature of employment and necessitating a reevaluation of how employers ensure the well-being and safety of their workforce. According to the CIPD, just under half a million people in the UK work in the gig economy. This does not take into account seasonal workers which will further increase that number. This phenomenon typically encompasses short-term, informal work arrangements between the worker and employer/agency. It spans various industries but is prominently linked with fields like transportation and logistics, such as courier services. To ensure the health and safety of gig economy workers, it is crucial to treat them no differently than traditional employees, as they often categorise themselves as agency workers, temporary staff, or self-employed individuals. If you find yourself employed as a gig worker, agency worker, or temporary worker, it's important to know that your health and safety are safeguarded by legal provisions, with employment agencies bearing the responsibility to ensure compliance. Simon Walter, Director at Rhino Safety , says that “employers must actively cooperate with both the employment agency and the end client to ensure that a reasonable standard of care is maintained in the workplace.” Outlined below are the steps for a blueprint to ensure worker safety during the festive season. Onboarding Procedures Prior to commencing any work activities, it is imperative to conduct thorough induction procedures for new temporary employees. This often includes employees filling out a comprehensive medical questionnaire. The next step is ensuring temporary staff understand all the rules and regulations of the workplace. Thorough Risk Assessment Organisations must invest time in conducting thorough risk assessments. Identifying and addressing preventable and avoidable hazards within the organisation or specific job site is essential. Furthermore, organisations should rectify hazards within their capacity, ensuring compliance with local health and safety standards. Prioritise Communication "Constant communication is paramount," emphasises Simon. Beyond the standard telephone and email exchanges, it is imperative that staffing agencies regularly conduct in-person visits to the customer site. This practice allows for a firsthand assessment of the work environment and an opportunity to engage with the temporary employees. The host site must also commit to immediate and constant communication with the staffing agency. Particularly, in cases of employee injury or changes in job duties. Ensuring that all on-site workers recognise safety as the priority over production goals is of utmost importance. Equip them with the knowledge of where and how to voice concerns, report potential incidents, and identify job-related hazards. Comprehensive Training And Orientation Host employers bear the responsibility of delivering comprehensive training and orientation to temporary workers. There can be no compromise in this department. The training and safety measures offered to these workers must mirror the standards set for regular employees. This is especially critical for those who are new to both the company and the project, ensuring they are well-prepared for their responsibilities. Host sites can inadvertently overlook certain job duties or equipment operated by staffing agency employees. Shift changes and different supervisors may unintentionally alter job duties, potentially exposing temporary workers to unforeseen risks. Ensure that temporary workers are not assigned to operate machinery or equipment for which they lack proper training or certification. Adherence To Emergency Action Plans Just as permanent employees are well-versed in injury reporting protocols, temporary workers must be equally knowledgeable about policies and procedures. Access to comprehensive emergency plans, which encompass a wide range of scenarios. They should know more than their own job-specific incidents. It is vital that they know how to respond to general emergencies, such as fires. Personal Protective Equipment Under the Health and Safety at Work Act of 1974, employers, whether hiring temporary staff directly or through agencies, are responsible for ensuring a safe system of work and a safe work environment. Even in the safest of environments, certain hazards may persist. This necessitates the provision of appropriate personal protective equipment (PPE) to temporary staff. This may encompass items such as rubber gloves, dust masks, or task-specific PPE. It's important to recognise that if temporary staff have not previously worked in your specific industry, they may lack the knowledge of how to use or wear PPE effectively. In such cases, duty holders must provide adequate training or instruction to ensure that temporary staff understand how to use the required PPE correctly. Never assume that everyone is familiar with the proper usage of personal protective equipment. Ongoing Monitoring A robust training and orientation program must be accompanied by continuous monitoring of job performance. Designate a dedicated manager to oversee this effort and maintain vigilance against complacency. Close calls should be thoroughly investigated to determine their root causes. In the event of incidents, corrective actions must be promptly taken and communicated to all relevant parties. Documentation And Record-Keeping Proper documentation of safety training, hazard assessments, and incident reports is a fundamental part of any health and safety plan. Accurate records not only demonstrate a commitment to safety but also provide valuable insights for continuous improvement. Post-Project Evaluation Best-in-class companies recognize the value of post-project evaluations. While substantial effort is invested in ensuring job safety upfront, the post-project phase offers invaluable opportunities for learning and improvement. Create a work environment that encourages individuals to report observed behaviours or issues that may jeopardise future worker safety.

Scotland’s former Deputy First Minister, John Swinney, has been appointed as an Honorary Professor of the University of Glasgow’s Centre for Public Policy. The new Centre has also named Ken Thomson, former Director General Strategy and External Affairs at the Scottish Government and one of the key architects of devolution, as an Honorary Professor. John Swinney and Ken Thomson join Chris Stark, Chief Executive of the UK’s Climate Change Committee (UKCCC) and Sarah Davidson, CEO at Carnegie UK, as Honorary Professors of the Centre for Public Policy, which was created to enhance the contribution of the University of Glasgow to the public policy process. Launched in autumn 2023, the Centre will draw on research expertise from across the University community, contributing to building capacity within the policy community to help policymakers deal with the myriad challenges they face. John Swinney has earned wide respect across the political spectrum. He served as Deputy First Minister of Scotland from 2014 to 2023, and brings to the Centre his wealth of experience as a parliamentarian and senior minister. He held various Scottish Cabinet roles under First Ministers Alex Salmond and Nicola Sturgeon from 2007 to 2023. John has served as a member of the Scottish Parliament (MSP) since its foundation in 1999, and previously served as an MP in the House of Commons. He was the Leader of the Scottish National Party (SNP) from 2000 to 2004. In his role as Professor, John will lend support to the development of the Centre’s Executive Education programme, and support staff in how to engage effectively with the policy process. This includes understanding the role of evidence in policy and law-making alongside the many other factors that ministers and parliamentarians must consider. John Swinney said: "It is an honour and a privilege to join the Centre for Public Policy at the University of Glasgow as an Honorary Professor. Now, more than ever, it is important that policy makers and parliamentarians work in partnership with our universities to help tackle the issues that are impacting our collective health, wellbeing and standard of living." “Although the challenges we face are undeniably substantial, I have always been optimistic that change and reform is possible within our society. However, this can only happen with the truly collaborative approach that is the Centre for Public Policy's mission." “I applaud the University of Glasgow for its commitment to supporting public policy and I very much look forward to working with the Centre and wider University community to develop and enhance the public policy process for the benefit of all.” Ken Thomson’s distinguished career in the civil service saw him support Ministers of five parties in the UK and Scottish Governments, including as Principal Private Secretary to the Rt Hon Donald Dewar MP MSP as Secretary of State for Scotland and as First Minister of Scotland. Ken was involved in work on constitutional change since before the creation of the Scottish Parliament in 1999. He later led support for ministers in negotiating the Edinburgh Agreement in 2012, Scotland’s first Fiscal Framework in 2016 and on the consequences for Scotland of EU exit. He also supported successive First Ministers in shaping their programmes for government and on cross-government responses to challenges including Covid-19 and the consequences for Scotland of Russia’s invasion of Ukraine. He retired from the civil service in November 2023, following 12 years in Director-General roles at the highest levels of government. Ken Thomson said: “Governments and those they serve face increasingly complex and disruptive challenges, so it is more important than ever to find ways to bring different disciplines and perspectives to bear in shaping public policy responses. The University of Glasgow’s initiative in creating the Centre for Public Policy is an exciting one. I’m delighted to be able to contribute to that work, and am looking forward to it enormously.” Nicola McEwen, Professor of Public Policy and Director of the Centre for Public Policy, said: “We are thrilled to welcome John and Ken as part of our growing team. Their combined wealth of expertise and experience at the most senior levels of government will lend valuable insight into the practice of policymaking in a multi-level political system. This will help us ensure that our academic research can support the policy challenges of the day and those we know are on the horizon. Their experience will also be invaluable as we design education programmes to strengthen the skills and expertise for those pursuing a career in public service.” Professor Sir Anton Muscatelli, Principal and Vice-Chancellor of the University of Glasgow, said: “On behalf of the University, I am delighted to welcome John Swinney MSP and Ken Thomson as Honorary Professors for the Centre for Public Policy. I believe it is vital that we use our research and teaching strengths, our inspiring University community and our wider activity to engage with the public and support better long-term policymaking." “With this new Centre and its Honorary Professors, we will be in a stronger position to be able to bring a range of perspectives to national discussions on the key challenges facing society today." "Both John and Ken will bring a wealth of knowledge and experience to their roles and I very much look forward to hearing their contribution and those of our other Centre colleagues in the months and years ahead.”

Ellwood Atfield – Europe’s largest team of specialist head-hunters and experts in communications and advocacy hiring – has become fully employee owned, a strategic decision to support future sustainable growth plans. In an announcement the brand revealed that it had finalised the deal which will see its staff have a greater stake in the firm and its success. In a move that has been in the pipeline for the last three years, the news is underpinned by leadership changes, with Jules Shelley being promoted to Chief Executive and Gavin Ellwood moving into a new role as Executive Chair, following Ben Atfield’s retirement from the business. There have been further senior management promotions for several key members of the team. Empowering Staff As a fully employee-owned company, Ellwood Atfield is now able to increase development opportunities for its’ employee owners and provides a wider range of incentives to current and future employees, including exciting progression opportunities and financial rewards from the firms’ profits. As Jules Shelley explained, this move will allow the firm’s co-owners to have a greater say in shaping their own careers within the business: “As we came out of the Covid pandemic we began to explore new ways to build a more sustainable business and becoming an employee-owned business stood out as a prime opportunity for us. Our people are our competitive advantage and we are very much focused on supporting their professional development." "By becoming employee-owned, we are putting greater power into their hands, which in turns creates more opportunities for colleagues to influence corporate success and reap the rewards. We chose to be 100% employee owned which bucks the trend of others who have taken this approach, but if we were going to take this leap, we knew it would require our full commitment." “We pride ourselves on delivering a high quality service across communications and advocacy headhunting and recruitment. In fact, we have an almost 90% repeat business rate – but this is only achievable with the best team, and that’s why we have demonstrated our trust in them by making this move.” Gavin Ellwood added: “Having founded the business almost 22 years ago, I’ve watched the company grow and thrive – even in difficult times. As we’ve expanded our remit and increased our headcount, our vision, values and culture has changed." "We reassessed our positioning over the last few years, and this move made complete sense. We have some fantastic growth opportunities ahead of us and by empowering our current team and those who will join us on this journey, we are fully confident that we’ll see Ellwood Atfield thrive through 2024 and beyond.”

Funeral directors have hailed the refurbishment of the Poole Crematorium chapel as a success, with families full of praise for it. The large facility on Gravel Hill has been given a make-over to bring it into the 21st century. It now has comfy seating for more than 100 mourners, new décor within, a covered area outside for those waiting for services, and modern audio-visual capability with casting ability. The addition of replacement cremators would make it the ‘perfect’ crematorium, according to those who use it. Malcolm Green from James Smith Funeral Directors in Swanage – part of the Douch Family Funeral Directors group – said feedback had been excellent. He said: “The refurbishment has made a huge difference. The interior has been beautifully and sensitively decorated and the new seats are very comfy. It is a large service room and everything has been designed to ensure all areas are wheelchair accessible." “At the front there is a covered area and at the rear is a flower court under cover where families can mingle after a service. The tech is now up there with any similar facility and families can livestream a service on the internet and create their own visual tributes." “It is a large site with good vehicle access from the main road system and a huge car park which is something that is very much appreciated, especially when there are lots of mourners. The facility even has its own bus stop. Staff are incredibly helpful and feedback from families has been excellent. One lady recently said to me that it was the best facility she had ever been to." “We are hoping that cremators will be installed soon and that would make it perfect. At present the deceased are transferred after the service, with dignity and in a suitable vehicle, to Bournemouth Crematorium for the cremation. So far the investment has been well spent on bringing what was quite a tired place up to a high standard.”