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When it comes to quintessential British cuisine, few dishes hold as much reverence as the traditional roast dinner. This hearty meal, typically enjoyed on Sundays but cherished throughout the week, is more than just a combination of roasted meats and vegetables. It embodies the very essence of British culinary tradition and is a testament to the enduring love affair that the British people have with their roast dinners. A Tradition Rooted In History The history of the roast dinner in Britain is a long and storied one. Roasting meats has been a culinary practice for centuries, dating back to medieval times when large cuts of meat were roasted on open fires. However, it was during the reign of King Henry VII in the late 15th century that roast dinners as we know them today began to take shape. Roast dinners gained widespread popularity during the Victorian era, becoming a symbol of family gatherings and communal feasts. Sunday Roast became a weekly ritual for families to come together, share a meal, and catch up on the events of the week. This tradition has persisted through the ages, remaining a cherished part of British culture. The Main Attraction: Roasted Meats At the heart of every great roast dinner is the perfectly cooked roast meat. While beef is perhaps the most famous choice, British roast dinners also feature succulent lamb, tender chicken, or even pork. The meat is seasoned with a mixture of herbs and spices, and slow-roasted to perfection, resulting in a crispy, flavourful exterior and a juicy, tender interior. Accompaniments That Complete The Feast Roast dinners are not merely about the meats; they are a symphony of flavours and textures. A selection of vegetables, often including roast potatoes, carrots, parsnips, and peas, is served alongside the meat. These vegetables are roasted in the juices of the meat, absorbing its rich flavours, and achieving a delightful caramelisation. Yorkshire puddings, the crispy and airy baked dough cups, are an indispensable component of the British roast dinner. These delectable creations are perfect for soaking up the rich gravy that accompanies the meal. Gravy, a thick and savoury sauce made from the pan drippings of the roasted meat, is what ties the entire dish together. Its deep, meaty flavour elevates the entire meal to a culinary masterpiece. A Family Affair What truly sets the British roast dinner apart is the sense of togetherness it fosters. Families and friends gather around the dining table, often with several generations present, to share in the experience. This communal aspect of the meal is as essential as the food itself, creating lasting memories and strengthening bonds. Modern Variations And Adaptations While the classic roast dinner remains a staple, it has also evolved to suit modern tastes and dietary preferences. Vegetarian and vegan alternatives are now widely available, allowing everyone to partake in this beloved tradition. Additionally, fusion cuisine and innovative chefs have taken roast dinner ingredients and techniques to new heights, showcasing the versatility of this iconic meal. The British love affair with roast dinners is not just about the food; it's about history, tradition, and the joy of coming together as a family or community. The enduring popularity of this meal is a testament to its timeless appeal and its ability to bring people closer. As long as there are Sundays and gatherings, the roast dinner will continue to hold a special place in the hearts and stomachs of the British people, reminding us that some traditions are simply too delicious to ever fade away.

Nearly half of UK managers (46%) say that they regret being too hasty when hiring, with three-fifths wishing they had asked different interview questions before making their decision to take on a new employee, unveiling how ‘post hiring blues’ is disrupting businesses. The new research conducted by Reed has also revealed the top interview blunders managers make during the hiring process include over one in four (27%) calling potential candidates by the wrong name, even more (29%) having the wrong candidate’s CV in front of them during the interview, and over one third (37%) not being able to answer candidate questions. Ian Nicholas, Global Managing Director at Reed, commented: “In this sensitive economic climate, businesses need to make sure the hires they are making are smart investments. Being prepared and confident when conducting interviews, therefore, is so vital. And while I would advise managers to not make hasty, rushed decisions, there remains a fine line to balance here, as if you take too long without keeping candidates in the loop during the hiring process, you may see potential talent going elsewhere." “Managers do feel under pressure to make a good impression, as they want to ensure that potential future staff have a positive experience during the interview process. But a lot of the time, interviewers ‘wing’ the interview – a key part of the hiring process – which can not only leave applicants with a bad impression, but also can cause detriment to the business in the long run." “My advice to managers would be to prepare properly – know who you are interviewing and the right questions to ask them.” With the research revealing an 'interview wild west' and lack of guidance on which questions to ask, Reed has launched a new AI-powered interview question generator tool. The free tool uses a unique algorithm based on custom criteria to identify interview questions for any role, in any sector, to meet the individual skill requirements for a business. “Nearly half of managers (47%) worry about asking candidates the right questions, with a shocking two-thirds (66%) of managers making up the questions themselves,” continues Ian. “While personal experience and knowledge of the role you are hiring for are big indicators as to what sort of questions you should ask, there are still a plethora of other factors that need to be considered when trying to get to know your potential new hire." “Questions need to reveal how and if the candidate can support current business demands, how the person would work alongside the rest of the team, and how their professional qualifications work alongside their soft skills and previous experience – to name a few." “Our new AI tool puts together the ideal questions managers can ask to ensure that the final hiring decision is the right investment for employers and their current employees,” concludes Ian. Aside from asking the right questions, Ian also shares his top three tips for managers conducting a job interview: Be Prepared - Make sure to look at who you are about to interview, their previous experience and their qualifications in order to not only ask the correct questions, but also to leave a good impression that you are invested in getting to know the candidate. The research revealed that only 52% of managers thoroughly read and take notes of the candidate’s CV prior to the interview, with the remaining either only glancing over it or not reading it at all. Get Ready To Be Quizzed - Interviews are a two-way process, so your interviewees will also have questions for you. Make sure you are prepared to answer questions that may pertain to company goals and perks, any challenges the business has faced recently and the company’s strategy and ethos. Be Clear And Confident - The research also found that 52% of managers want to make sure they are leaving a good impression of the company when interviewing, and being clear about the next steps, the overall hiring process and the business’s growth and demands shows you are being honest. This will leave interviewees with a positive impression and likely to recommend your company regardless of the final decision.

Julius Rutherfoord & Co, one of London’s largest independent cleaning companies, has successfully retained one of its most prestigious contracts, through a competitive tender process. The contract, awarded by the United Grand Lodge of England (UGLE), underlines the company's exceptional commitment to excellence and service. JR&Co embarked on its partnership with the UGLE, which is the governing body of Freemasonry, in September 2016. The Premier Grand Lodge was founded in London in 1717 and became the United Grand Lodge of England in 1813. With a global membership of 175,000 and over 7,000 Lodges, UGLE occupies a unique place of influence. Its headquarters is at Freemasons’ Hall, a stunning Grade II* listed Art Deco building that proudly stands on Great Queen Street in Covent Garden, London. JR&Co’s contract retention will see them continue to provide cleaning and washroom services to the Covent Garden hot spot. The renewal was awarded due to the company’s ability to deliver and excel at customer service; its proactive cleaning approach and the flexibility it demonstrates in its day-to-day service offering. Richard Jewitt, Director of Building Services at UGLE, said: "We are very pleased that JR&Co has been reappointed as our contract cleaner. Over the last seven years, its on-site team has consistently delivered very high standards day in, day out for us, and has looked after our unique building, so it is always clean and always looking great." Managing Director, Chris Jarvis, comments on the news: “The extension of this contract is testament to the hard work of our dedicated people. At JR&Co, we believe that our business success is based on the service delivered by our expert teams, which is why we pay such great attention to making sure that they are rewarded and recognised." “Client satisfaction means a lot to us at JR&Co. We have built a market-leading reputation off the back of getting to know our clients, their businesses, and their needs. There is no greater endorsement from a client than a contract extension, as it demonstrates the value they place on us as a part of their own team.”

We are constantly advised that exercise is good for us, as a result we sometimes gloss over the advice or ignore it. What if you looked at it from the point of view that you are being kind to yourself? Phyllis Woodfine explains more. There is research to suggest that exercise and activity is good for the mind and body. You will have enhanced creativity, alertness and reduced physical ailments. As an Osteopath and mindset coach I advocate keeping the body in as optimum a condition as you can. This leads to a better frame of mind, reduced mental angst and improved movement of the joints. Whatever your level of fitness you can improve it. You can boost your brain power by regularly going for walks or getting out into the garden and doing some gentle gardening. By getting the body moving you improve the circulation of blood and oxygen around the body including to the brain. Whilst we have had social distancing in 2020 (I prefer the term physical distancing) it is not too late to change some of the impacts of the pandemic and gain improved mental and physical wellbeing going forward. If you have an active body, research has suggested that you can boost your self-esteem, enhance cognitive functioning and improve your sleep. Just going for a walk 15 minutes in one direction and 15 minutes back you would have done 30 minutes of exercise – and how easy would it be to do half an hour in each direction? The benefits are tremendous for your well-being and the effects are quickly felt. Here are 5 reasons to keep active and exercise: Your brain increases in size and can form new neural connections due to the increased blood flow You will get a mood boost due to the naturally release happy hormones GABA (neuro transmitters) are released with mindful exercise such as Yoga/Pilates which help to relieve stress Improved sleep can lead to a boost in mental health and enhanced immune system There is reduced age-related cognitive decline with regular exercise Be kind to your body and have an improved physical and mental wellbeing at the same time. About the Author – Phyllis Woodfine is an Osteopath Master NLP coach and also a Lecturer at both UCO (formerly BSO) and LSO osteopathic colleges. Being a keen gardener the obvious route of combining her love of gardening and her love for osteopathy came to fruition in 2012 when she decided to open the Garden Studio Osteopaths in the wonderful setting of a garden. Find out more and contact Phyllis via her website here

Many employers say that the struggle to recruit does not stop with Gen Z. Finding, keeping and satisfying all employees has never been harder. Organisations are battling against seemingly ever increasing demands for flexibility, pay and benefits or the risk of employees disappearing to developing a potentially profitable side hustle. The job market is a buyers’ market right now, and the buyers are in a strong position. Gen Z is different to previous generations, and with good reason. Employers do not need to overhaul all aspects of their recruitment process for the demands and needs of the youngest generation in the workplace, but they do need to consider their approach. Those who take the time to see the world through Gen Z’s eyes and make the adjustments will discover the rewards. The balance between human and automated interaction in a recruitment process is a difficult balance for any employer. The future employees who are most engaged at this point may also be those who stay longer after they have arrived. In order to achieve a high level of engagement, human interaction is required from the outset. It is true that Gen Zs prefer human interaction more than is often thought to be the case. A key factor in this is the synchronous conversation. By that I mean one where dialogue flows from one party to the next and back again, such as in a telephone call or a face to face conversation. Asynchronous communication includes email, text/whatsapp or social media where gaps between exchanges could be hours, days or weeks. A 2018 survey showed that Gen Z strongly prefer synchronous conversations. Face to face was by far the most popular method of communication and telephone calls are popular too. The halfway house of Facetime conversations or a zoom/teams/Google meet are preferable to many even when audio only is an option. They want to see the other person in the conversation. Even those methods which are asynchronous can be used in a synchronous way such as the whatsapp or email conversation where the responses are quick enough to be live. So why are synchronous means of communication more popular? The key factor is trust. Gen Z has had endless clickbait thrown at them for longer than they can remember. Their sensors for whether a message or the person who sent it are genuine are permanently switched on, and they did not live in an era where this was any different. The generations which came before them had a sense of mass media with far fewer outlets than is currently the case and a reputation for each of them. Gen Z does not have this luxury. It really matters to Gen Z to be able to see the person they are talking to in order to trust them and also determine their level of authenticity. For older generations the idea of marketing often meant something that was shiny, polished and in print. Gen Z needs to see who is behind the words, and to judge whether they are a human they would like to engage with and if the words used by the organisation hold up. They need to see it how it is, and not someone else’s version of what that might be. Organisations have difficult balances to strike. On the one hand, efficiencies matter and companies can ill afford to miss out on potential candidates because the person paid to pick up the phone was on another call. Gen Z understand that efficiencies matter too. They expect organisations to keep up to date, save money and use time effectively. This also increases trust, because they perceive that organisations who do so will have a better chance of surviving the next calamity along the lines of the Global Financial Crash or a pandemic. It may feel more efficient in principle for an organisation to use AI options wherever possible, but if that leads to fewer applications, a lower quality of field and higher attrition rates it will only cost more in the long run. If you want to retain as well as recruit, be personal. As a general rule it is a good idea to have one level of electronic filtering at the outset, such as a quiz or short survey, but the next should be human. Booking a time to talk can be automated, but the conversation should not be. That conversation presents the opportunity for an organisation to explain the process and to be clear and thorough about all aspects of how it will work. Organisations may flip between automated and human interaction, but should explain to potential applicants why this is the case. Candidates do not expect leaders to waste expensive staff hours, after all it means there is more time available for people who are genuinely interested, but they do expect to feel a sense of investment. "If an organisation does not invest in the person in recruitment, it is not a good indicator for the future. Those who do invest can still reap significant rewards, even in this job market." About the Author - Alex Atherton is a former secondary school headteacher who heard the word ‘snowflake’ once too often to describe the students he worked with. He consults with organisations on recruiting, retaining and engaging Gen Z and both writes and speaks on the topic. You can find out more here

Kate Joss, Jessica Wager and Emily Brownsword are the latest recruits to join the seven-strong dedicated property litigation team within Clarion’s expanding real estate practice. All three join Clarion from international law firms bringing with them excellent expertise. Kate joins as a senior associate and has substantial experience of dealing with complex commercial and residential property disputes for a wide range of clients, including public sector clients, developers, social housing providers, portfolio managers and individuals. Associate Jess has acted for a wide range of private and public sector landlords and tenants, advising on matters related to commercial and residential property including lease renewals, dilapidations, termination and possession, breach of covenant and rent/service charge arrears. As a paralegal in the team, Emily will assist with a broad range of contentious matters covering all aspects of estate management. The team has already seen expansion this year with the appointments of experienced legal director Lisa Stratford as well as Emily Hartley as a paralegal. “Since founding the property litigation team six years ago, we’ve seen tremendous demand for our services and have established a reputation as one of the leading specialist teams in the region. We have experienced significant growth in the last year and are seeing that reflected in the quality of work a bigger team allows us to undertake,” says Sophie Morley, partner and head of the property litigation team." “We’re seeing an increasing number of referrals from all sorts of different types of work from clients ranging from national retailers to local authorities and residential and commercial developers." “It’s fantastic to further boost the team with new talent as our workload increases alongside the continued growth of Clarion’s real estate practice. Kate and Jess bring a wealth of experience in all areas of property litigation, and Emily (Brownsword) provides further resource as our workload continues to increase. All of our new team members share Clarion’s values and have been attracted by the type of challenging national work we undertake.” Kate says: “I am excited to be part of Clarion’s growth. I am looking forward to adding to the expertise of an already experienced and influential team with an outstanding reputation in the region.” Jess Wager adds: “Clarion’s exceptional reputation for client service and its expertise has always stood out to me and I am pleased to be joining such a talented team, particularly given the continued growth and expansion of the firm. I’m really looking forward to forging strong relationships with our clients whilst working alongside such a well-respected, experienced team.” Emily Brownsword adds: “I am excited to be working with such an ambitious and fast-growing specialist property litigation practice. It’s a fantastic opportunity to expand my legal knowledge and experience.” Clarion's real estate practice provides a full range of property expertise from development, investment, planning, asset management, corporate occupier work through to retail, leisure and secured lending.

Newcross Healthcare Solutions, the company behind the one of the UK’s largest technology enabled workforce solutions, HealthForceGo, today announces that it has received approved supplier status on the NHS National Services Scotland Framework. The company will mobilise its workforce of secondary care nurses to alleviate the pressures on the current NHS Scotland workforce and help patients to get better, faster. Last year Newcross delivered more than 8.5 million hours of care, and over 830,000 shifts and today has over 165,000 registered healthcare workers. By using Newcross’ HealthForceGo app, nurses can quickly take on shifts - individual or block shifts – suited to their availability and lifestyle choices. Upon completion of a shift, nurses can request payment and it’s processed in real time - an initiative introduced in recognition of the impact that the current cost of living crisis has had on the workforce. In May 2023 RCN in its Nursing Workforce in Scotland report found: 4,238 fewer nurses as of March 2022, compared to the previous year; a decade high vacancy rate of between 8-9 per cent and in 2022, eight per cent fewer applicants accepted onto an undergraduate nursing course at a Scottish university compared to 2021. Registered nurse Michelle Gorringe and co-founder of Newcross Healthcare comments: “I am immensely proud that Newcross is now in a position to provide nurses into NHS Scotland. We have an extensive local team that will provide secondary care nurses into local NHS Scotland communities." "Newcross has the very real potential to address those record nursing vacancies and start to make inroads into patient backlogs, expediting patient discharge and provide a seamless, end to end patient pathway. " "We hear a lot about an integrated health and care model and now with our secondary care solution combined with our community care offer, Newcross is one of the few companies with a workforce utilising the latest in technology to provide the right people, in the right setting at the right time." "But beyond that, we will provide nurses with an ecosystem in which to thrive. Whether that be the ease and flexibility of filling single or block shifts across HealthForceGo; or same day pay or indeed access to an ever-increasing free training and wellness offer thereby supporting career progression and wellness. Newcross has the systems in place to enable healthcare workers to be successful.”

UK accountancy firm Azets is seeing a rise in R&D claims but warns against companies trying to use the government-backed tax relief scheme as a ‘backdoor’ way to avoid paying more corporation tax. Valid R&D claims have the additional benefit of reducing corporation tax liabilities on annual profits of £250,000-plus. Successful claims, which can often amount to tens of thousands of pounds, appear as a credit in the tax part of the profit/loss account and are exempt from corporation tax. The original 19% corporation tax rate still applies to profits below £50,000, with marginal relief on profits up to the £250,000 threshold. Then the new 25% rate – a 6% rise – kicked in from 1 April this year. Stephen Harris, a corporate tax expert with UK top 10 accountancy Azets, working from the Durham office, said: “With corporation tax rates having increased to 25% when profits are over £250,000, valid R&D claims have the additional benefit of reducing corporation tax liabilities. Whilst the rate of relief has reduced, the tax relief available is still substantial.” He added: “Companies thinking of reducing the tax take on annual profits through R&D tax reliefs need to ensure they get professional advice to avoid falling foul of HMRC, which is rightly targeting fraudulent claims.” Azets warned earlier this month [September] that nearly half of submissions made by agents across the UK in relation to tax relief claims for R&D were declared invalid by HMRC since a new documentation requirement came into effect from 8 August. This was the first real sign of the “bite” from some of the previously announced compliance changes to R&D tax relief claims; R&D tax reliefs for R&D spending from the beginning of April 2023 have reduced and many innovative SMEs preparing year-end accounts for financial periods which run beyond that date will now begin to feel the impacts from the reductions. Firms most impacted by the new upper 25% rate in corporation tax are likely to be in the services sector, which accounts for nearly 80% of total UK economic output. Businesses which invest in plant and machinery are less likely to be affected because of capital allowances, Stephen added. HMRC publicly states that its aim is to pay 85% of SME payable tax credits within 40 days. According to official figures, government support for R&D through the tax reliefs rises to more than £9 billion in 2027-28 from £6.7 billion in 2020-21. The R&D tax credits system, set up to promote innovation and growth, goes back to 2000 when the EU established what is now known as the SME Scheme, aimed at small to medium size companies. In the UK large companies lobbied heavily for a second scheme - this led to the formation of the large company scheme in 2002, the RDEC (Research and Development Expenditure Credit) scheme. Accounting for the two schemes has remained completely different; in the SME scheme all adjustments are made on the corporation tax return while RDEC is calculated as a percentage of a company’s qualifying R&D expenditure and is taxable as trading income. HMRC accounts for 2021 to 2022 estimate the level of error and fraud within corporation tax R&D reliefs to be £469 million or 4.9% of related expenditure; this comprises £430 million (7.3%) in the SME scheme and £39 million (1.1%) in the RDEC scheme. There are government proposals to merge the two R&D tax relief schemes and potentially revamp permissible qualifying activity and claimant criteria. Azets recently surveyed 42,000 client businesses as part of its response to the proposals. Nearly 13% of respondents thought the proposals for a single scheme to be positive, just over 51% considered it negative and nearly 36% were undecided as to its potential impact. Tim Croft, Azets’ National Head of R&D Tax Relief, wrote to the government detailing the results of these two surveys and adding the firm’s own technical queries. He said at the time: “Although most of our feedback has indicated that our clients are largely in favour of a single scheme, they are generally not convinced that the current proposals are the best way ahead.”

Artificial Intelligence (AI) has emerged as one of the most transformative technologies of our time, revolutionizing various aspects of our lives, from healthcare and finance to entertainment and transportation. As AI continues to advance, it's essential to explore its evolution, applications, and the ethical considerations that accompany its growth. The Birth Of AI The concept of AI dates back to ancient history, with myths of automatons and mechanical beings. However, the field truly began to take shape in the mid-20th century. Alan Turing's work on theoretical computation and his Turing Test proposal laid the foundation for AI research. Early AI pioneers like John McCarthy and Marvin Minsky introduced the term "artificial intelligence" and developed the first AI programmes. AI Winter And Resurgence In the 1970s and '80s, AI research faced what is now known as the "AI winter." High expectations collided with the limitations of the technology at the time, causing a significant slowdown in funding and interest. However, the field saw a resurgence in the 1990s, thanks to advances in machine learning and the availability of more significant computational power. Machine Learning And Deep Learning Machine learning, a subfield of AI, has been instrumental in its recent progress. Algorithms capable of learning from data have powered breakthroughs in speech recognition, image classification, and natural language processing. Deep learning, a subset of machine learning, has enabled the development of neural networks with multiple layers, mimicking the human brain's structure and boosting AI's capabilities. AI Applications AI is now pervasive across various industries: Healthcare : AI assists in diagnosing diseases, drug discovery, and personalized treatment plans, improving patient outcomes. Finance : Algorithms predict market trends, detect fraudulent transactions, and optimize investment portfolios. Transportation : Self-driving cars and AI-driven traffic management systems promise safer and more efficient mobility. Entertainment : Recommendation algorithms personalize content on streaming platforms, enhancing user experiences. Customer Service : Chatbots and virtual assistants provide round-the-clock support and streamline customer interactions. Ethical Concerns While AI offers remarkable potential, it also raises ethical dilemmas. Issues such as bias in AI systems, job displacement due to automation, and concerns about privacy and surveillance require careful consideration. Developing AI responsibly and addressing these challenges is crucial for its long-term acceptance and benefit to society. Future Directions The future of AI is promising. Quantum computing may further accelerate AI capabilities, allowing us to solve complex problems that were previously unsolvable. AI ethics will continue to be a focal point, with the need for robust regulations and guidelines. Collaborative efforts between AI researchers, policymakers, and society are essential to harness AI's potential safely and ethically. Artificial Intelligence has come a long way from its inception, evolving into a transformative force that impacts virtually every aspect of our lives. Its journey from the early days of theoretical computation to the current era of machine learning and deep learning has been marked by challenges and breakthroughs. As AI continues to advance, it is crucial to navigate its ethical complexities and ensure that it benefits humanity as a whole. The future of AI holds immense promise, and our responsible stewardship of this technology will determine the extent of its positive impact on society.

Take a walk in the Leicestershire countryside and you will find miles of greenery and thousands of trees managed and monitored by Leicestershire County Council. The council’s Forestry & Arboriculture team take care of over 321,000 trees across the county, with trees and woodlands playing a vital part in giving our county clean air, improving soil quality and reducing the risk of flooding. Trees also help towards the council’s goal of being a net zero county by 2045. The most common tree species in the county are ash, oak and sycamore, but the team have recorded 277 different species across Leicestershire. Out of all the trees under the council’s care, 37 per-cent can be found on county parks, and 35 per-cent can be found on highways. All of the leaves on these trees could cover a football pitch 1,638 times. Tree health and safety inspections across the county are carried out by the council’s specialist team, following an annual plan. Tree inspectors look for signs of poor health, disease and anything which is an obstruction to the road or visibility. They use their knowledge of the law and how trees live, function, and grow to ensure the tree’s safety. Inspections identify any required tree work, which is then carried out by the council’s tree surgeons. They use machinery and climbing equipment to complete the work, from pruning or, if absolutely necessary, taking down a tree. Councillor Blake Pain, cabinet member for the environment and for the green agenda said: “The fantastic work of our Forestry & Arboriculture team help to protect and enhance the county’s urban and rural woodlands, ensuring these areas can thrive for the benefit of future generations." “We’ve already planted 250,000 and are well on the way to our goal of planting 700,000 trees over the next ten years, so we recognise the important benefits treescapes give us environmentally, ecologically and socially.” Stewart Marshall, Team Leader for Forestry & Arboriculture said: “Every year trees under our care absorb around the same amount of carbon as is produced by 19,700 family cars, so the environmental impacts are huge." “Our dedicated team work hard throughout the year completing inspections and responding to tree related enquiries. As we aim for a greener future, it is more important than ever to recognise how important our trees are.” An interactive map is available to view trees planted across Leicestershire, and an online tree recording form is also live, where residents can note if they have planted a tree here . Certain trees across the county may be protected by Tree Preservation Orders (TPO) or are within a local conservation area. This statutory protection can be applied to trees which bring significant benefits to the local area, whether it is a single tree or all trees within a defined area. Residents can apply to carry out works to protected trees first through contacting their local district or borough council. To identify if a tree is protected by a county council TPO, visit the website to view an online map here .

In an era marked by rapid urbanisation, habitat destruction, and biodiversity loss, the concept of rewilding has emerged as a powerful and compelling approach to conservation and ecological restoration. Rewilding isn't just about preserving wilderness areas; it's a holistic strategy aimed at revitalising ecosystems, reintroducing native species, and re-establishing natural processes. Here we take a look and explore the essence of rewilding, its benefits, key principles, and some notable examples of successful rewilding projects around the world. What is Rewilding? Rewilding is a conservation philosophy and practice that goes beyond traditional conservation methods. It's about allowing nature to take its course, to some extent, and restoring ecosystems to their natural state by reintroducing native species, removing human-made barriers, and minimizing human intervention. The primary goals of rewilding are to: Restore Biodiversity : Rewilding aims to increase the diversity of plant and animal species in an area, which in turn helps restore ecological balance. Re-establish Natural Processes : By reintroducing keystone species, such as predators, and allowing natural processes like predation and wildfire to occur, rewilding helps maintain healthy ecosystems. Enhance Resilience : Rewilded landscapes are often more resilient in the face of environmental changes, such as climate change and disease outbreaks. Key Principles of Rewilding There are a number of fundamental principles to the rewilding process: Passive Management : Rewilding involves minimal human interference in natural processes, allowing ecosystems to self-regulate and evolve. Keystone Species : The reintroduction of key species, like apex predators (wolves) or herbivores (bison), plays a crucial role in shaping ecosystems. Large Connected Landscapes : To be effective, rewilding efforts often require large, interconnected landscapes that allow species to roam and maintain genetic diversity. Ecological Monitoring : Ongoing monitoring and research are essential to understand the effects of rewilding and make adjustments as needed. Benefits Of Rewilding There are plenty of documented benefits associated with rewilding projects. One of the main benefits is biodiversity conservation as rewilding helps protect and increase biodiversity, preserving rare and endangered species and giving them the opportunity to survive for years to come. A second benefit is ecological restoration: By restoring natural processes, rewilding revitalizes ecosystems, making them more resilient and adaptive. Rewilding can also be good for the planet and help with carbon sequestration. Healthy, rewilded landscapes can capture and store carbon, contributing to climate change mitigation. Once areas have been rewilded they can provide ecotourism opportunities, attracting tourists interested in experiencing pristine wilderness, providing economic benefits to local communities. Some notable rewilding projects around the world include: Yellowstone National Park in the USA - The reintroduction of grey wolves in 1995 is a famous example of rewilding success. It led to changes in the behaviour of herbivores and the landscape itself, illustrating the cascading effects of keystone species. Oostvaardersplassen in the Netherlands - This rewilding project transformed a reclaimed polder into a dynamic wetland. It showcases how allowing natural processes to shape the landscape can lead to remarkable biodiversity. The Knepp Estate in the UK - A former agricultural area, Knepp Estate implemented rewilding principles, resulting in the return of native species like nightingales, turtle doves, and purple emperor butterflies. Rewilding represents a bold and innovative approach to conservation and ecological restoration. By relinquishing some control and allowing nature to regenerate itself, we have the potential to revive ecosystems, protect biodiversity, and mitigate the effects of climate change. As we move forward, it is essential to recognize that rewilding is not a one-size-fits-all solution but a flexible, adaptive strategy that can be tailored to specific landscapes and challenges. With continued research and commitment, rewilding offers hope for a more balanced and sustainable future for both nature and humanity.

England women’s record point-scorer Emily Scarratt has signed a new contract with Loughborough Lightning ahead of the 2023/24 Allianz Premiership Women’s Rugby season. The 2014 Rugby World Cup winner joined Lightning in 2018 following a successful period in the England Women’s Sevens programme, having previously played for Lichfield Ladies. Scarratt made her Red Roses debut as an 18-year-old back in 2008, and became only the fifth English woman to reach 100 Test caps in the 2022 Women’s Six Nations victory over Scotland. The 33-year-old has amassed 108 Test caps, appearing in three World Cup finals and has nine Women’s Six Nations titles to her name, including eight Grand Slams. Her haul of points for England is more than 200 ahead of her nearest rival, the retired Katy Daley-Mclean, and no English woman has scored more than her 131 Rugby World Cup points from 14 appearances. The centre/full-back has been a totemic figure for Loughborough Lightning – scoring 228 points in 33 appearances so far in African Violet and has been on board throughout the partnership with Northampton Saints, which began in 2021, acting as one of Saints’ Women’s Rugby Ambassadors. Ahead of the 2023/24 Allianz Premiership Women’s Rugby season, which will see Lightning play all their home league games at cinch Stadium at Franklin’s Gardens for the first time Scarratt has put pen to paper on a new deal that will see her move into a sixth season in an African Violet shirt. “I’ve really enjoyed my time at Loughborough and the partnership with Northampton Saints is an exciting one,” she said. “We’ve got a serious amount of potential at Loughborough Lightning that perhaps we didn’t show last season. But I really think we can develop this season and I wanted to be a part of that." “It’s amazing to play at cinch Stadium at Franklin’s Gardens and we’re looking forward to playing on that incredible pitch on a regular basis. Just being in a stadium like that and the support we get is quite different to when we play at Loughborough which we love. “The Saints supporters are really looking to adopt us now as their own. Quite a few Saints fans I’ve seen around have come up to me and said they’re looking forward to coming to watch us, so that’s really exciting.” Scarratt’s extended deal follows a flurry of announcements from the Loughborough camp – with an incredible 14 players already committing to Lightning ahead of the upcoming Allianz Premiership Women’s Rugby season, including Scarratt’s England teammates Sadia Kabeya, Helena Rowland, and Cath O’Donnell. Lightning head coach Nathan Smith said: “Scaz is an exceptional human being who we are really lucky to have in our environment which grows by her being there." “Luckily enough, she's also one of the best players in the world that we're confident we can still develop as a player. She is a brilliant influence on the younger generation coming through. Technically and tactically, but also she models the professional behaviours expected of a world-class player.” For the first time this season, all of Lightning’s home Premiership Women’s Rugby league matches will be played at cinch Stadium at Franklin’s Gardens. Season tickets start from just £60 adult / £45 adult terrace / £25 junior (under-18s), with a special discounted rate available for Saints Season Ticket Holders, Saints Members, and those who purchased a Lightning ticket bundle during the 2022/23 campaign.