SBT_490_Full_FINAL

SCALE UP BRIGHTON & HOVE

SUSSEX INNOVATION HELPS BRING BUSINESS LEADERS TOGETHER

All business is symbiotic in nature.

You can be inspiring your peers one day, learning from them the next.

In the end, people buy people.

That makes sharing our stories the most compelling way to connect with one another.

What’s needed is a platform to embrace and empower our regional business ecosystem. Where varied backgrounds and perspectives provide new context.

Harnessing potential, enabling growth.

And at the heart of it, a dedicated term of curators unlocking insights for the good of us all.

So we’re changing the way people think of connecting.

Because we believe in self-reflection, rather than self-promotion.

By demystifying the art of storytelling, we deliver authentic thought leadership through events, publishing and broadcast media.

We come together to discover, share and grow.

But we won’t be limited by geography, or our imagination.

Instead, we’ll seek out local leaders, visionaries and experts, wherever great businesses thrive.

Growing communities, in partnership with the businesses that power them.

And nurturing the enterpreneurial spirit in everyone.

Welcome

Welcome to another edition of SBT

June is shaping up to be a month that truly celebrates the dynamic spirit of growth and innovation across Sussex.

The vibrancy of our local economy has been in the spotlight, with both major networking and business events as well as notable new launches, promotions and appointments. Acumen Business Convention and Brighton & Hove Business Show were whirlwinds that fostered invaluable connections and could well spark fresh collaborations across the region. It’s been inspiring to witness so many entrepreneurs and leaders engaging, sharing insights and building the foundations for future success.

A significant driver of this positive momentum is the continued impact of Scale Up Brighton & Hove. This fantastic initiative is proving instrumental in nurturing ambitious businesses, providing them with the resources, mentorship and strategic guidance needed to accelerate their growth journeys. I am delighted to have this important management training project as the Cover Story this month.

We share the latest information about Scale Up Brighton & Hove and shine a light on some of the businesses that are benefitting.

Destination store Velvet continues its successful journey with the launch of a menswear floor. I was there to witness the launch and saw first-hand the positive reaction it received.

In this issue, I share information about a new men’s mental health campaign, ‘You Alright Mate?’, that is close to my heart. The scale of suicide among men means campaigns like this are vital to save lives and give people the support they need. I hope you will embrace the campaign and help to make a difference.

Don’t forget to check our regular Legal and Financial sections - they will keep you bang up to date.

Sam Thomas, Managing Director

Joint Managing Director/Publisher

Sam Thomas sam.thomas@countybusinessclubs.co.uk 07894 762304

Joint Managing Director

Lee Mansfield lee@lifemediagroup.co.uk

Production & Design

Kim Butler kim@lifemediagroup.co.uk

Accounts Clare Fermor clare@lifemediagroup.co.uk

Published by

The Business Group Sussex Ltd. Licenced to TBG by Pixel Publications Ltd Unit 1a Swan Barn Business Centre, Swan Barn Road, Hailsham, BN27 2BY

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MCR Media Solutions LTD Unit 35 Bolney Grange Industrial Park Haywards Heath East Sussex RH17 SPB

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Monthly News

Learn all about The CEO’s 7 Laws of Leadership, Kreston Reeves launches new ERG service and Mayo Wynne Baxter continues its support for a life-saving charity. We also have news from Galloways Accounting, Rockinghorse Children’s Charity, Plus Accounting, The Starr Trust, and an in-depth feature on Brighton United. There’s also information about promotions and appointments at Thomson Snell & Passmore.

Value Added Partner Stories

This month we speak to Dr. Adam Jones, Principal Lecturer at the University of Brighton, about Help to Grow Brighton.

Men’s Mental Health

‘You Alright Mate?’ is a new campaign, launched to save lives. Find out how you can get involved and read about the people behind the initiative.

Finance

Carpenter Box throws the spotlight on economic crime and transparency updates and Seico Group outlines the five reasons why a commercial finance broker could be key to your future success.

Legal

Alex Jones, of 365 Employment Law, writes about employment law in the age of AI and explains the potential pitfalls. Meanwhile, Mayo Wynne Baxter sets out the process of removing Court of Protection appointed deputies.

Cover Story

Sussex Innovation puts the spotlight on Scale Up Brighton and Hove, and explains how the management programme is unlocking potential.

Motoring

Rivervale points out some compelling reasons why businesses should be embracing car salary sacrifice schemes in 2025.

Networking & Events

News from the Ladies Lunch Clubs, Best of British Events, the Big Business Breakfast Club, and Sussex Cricket Foundation. We also report from Acumen Business Convention and this year’s record-breaking Brighton & Hove Business Show. We top this section off with ‘dream come true’ news from the Firmballs Amex Tournament 2025.

Lifestyle

Velvet has opened a new menswear floor and we were there for the launch. In other news, Marina Fernandez Julian poses the question: ‘Are we still proud to be human?’

Wine of the Month

We find out from wine expert Michael Yeoman what his top tipple is for June.

Screen Scene

This month, John Heal reviews The Phoneician Scheme.

MARK NICHOLAS MARK NICHOLAS

THURSDAY 26TH JUNE SPEN

The CEO’s 7 Laws of Leadership

By David Harding, Vistage Chair.

In today’s complex and uncertain business environment, leaders are being tested more than ever before. How we respond to that pressure, and how we lead through it, defines the future of our businesses and the people who rely on them.

At Vistage, we’ve coached over 100,000 CEOs across the globe for more than 60 years, giving us an unparalleled understanding of what successful leadership truly looks like. That knowledge has culminated in what we call The CEO’s 7 Laws of Leadership - fundamental principles that separate good leaders from great ones.

These aren’t abstract ideals. They are practical, proven behaviours that any CEO or senior leader can adopt to drive better decisions, build stronger organisations, and create long-term impact.

They include:

1. Reject shortcuts to growth

Great leaders pursue leadership excellence with the commitment of a world-class athlete. They know it’s a challenging, continuous journey that requires hard work and determined attention. They reject shortcuts and take ownership of their development. They bring rigor and grit, working hard to hone their expertise and committing their

whole selves to continual improvement. They push themselves to learn more, grow further and lead better.

2. Carve out time to work on the business

Successful leaders routinely carve out time and space away from everyday business issues to reflect, acquire new knowledge and focus on strategy. This discipline allows them to gain the clarity they need to navigate the day-to-day challenges while keeping their company on course for long-term success. They fight the instinct to always be in “go” mode, forcing themselves to take time for thoughtful decisions.

Danielle Baldwin, Vistage Chair, said: “Stillness is a lost art and one that is critical to the success of a leader. To think critically about our business or our lives, stillness is imperative. It’s this time away that allows us to grow.”

3. Challenge your thinking with peer perspectives

Great leaders seek diverse perspectives on important decisions from trusted peers. They actively work to combat insular thinking and confirmation bias. They find other CEOs and business leaders who’ve tackled similar issues but in different industries. These peers understand the nuances and challenges of the role but bring fresh perspectives, unhampered by institutional knowledge. When a group of diverse leaders connect, this effect is amplified — especially if the forum is safe for open dialogue and candid feedback.

4. Stoke curiosity

World-class business leaders are high on curiosity and low on ego. They are inquisitive, welcome new ideas from trusted sources, and eager to explore. Vulnerability is viewed as an asset, and they are the first to admit they don’t have all the answers. They ask questions to seek input and pressure-test their assumptions, so they can come to the best decision for the business – not to prove their own point.

“What separates top CEOs from the rest is how much they question, probe, and then process what they are experiencing in order to look for insights and patterns.” - Adam Bryant ‘How to think like a CEO’, strategy+business

5. Apply discipline to decision-making

High-performing leaders follow a disciplined approach to decisionmaking. They use a systematic process

that takes into account their instincts; judgment based on experience and data; and perspectives from peers, mentors and employees. Applying this rigor helps them make more accurate decisions in less time …consistently.

6.

Find a trusted guide

Successful leaders view a coach or mentor as a critical component to leadership excellence. They value a trusted guide who challenges their assumptions, identifies their blind spots, and holds them accountable. The most effective coaches and mentors approach the CEO as a whole person, not just the leader at the top of the organization’s hierarchy. Leaders who take a comprehensive approach to development that includes feedback from trusted peers, effective mentoring and insights from subject-matter experts continually outperform their competitors.

7. Rise by helping others – Leadership is legacy. Support your peers, and your impact multiplies.

Great leaders aren’t just focused on their own decisions. They help others critically think through their challenges. In the process, they fine-tune their own decision-making skills. By helping others make better decisions, a CEO or

business owner also creates a positive impact on other companies and their communities. These high-integrity leaders leave a legacy that’s far-reaching and long-lasting.

As a Vistage Chair based here in Sussex, I work closely with business leaders who are committed to becoming the best version of themselves – not just for their companies, but for their teams, families, and communities.

In a region full of entrepreneurial spirit, innovation, and resilience, the opportunity for leadership excellence is immense, but only if we’re willing to do the work.

I invite you to reflect on these 7 laws. Which do you already embody? Which need attention? And most importantly — who’s challenging you to improve?

Because the truth is: no one gets to the top alone.

Interested in connecting with other local business leaders for structured support, challenge, and growth?

Contact, David Harding: david.harding@vistagechair.co.uk

Kreston Reeves launches ESG Advisory and Reporting Service

The service will help businesses meet the growing weight of compliance requirements.

Monthly News

Accountants, business and financial advisers Kreston Reeves has today launched a dedicated ESG Advisory and Reporting Service.

The new service is built to meet the growing demand for integrated, datadriven ESG strategies that align with financial performance and stakeholder expectations. It will help businesses and not-for-profits meet the growing weight of regulatory and compliance requirements and report their own ESG and net-zero journeys.

A certified BCorp, the Kreston Reeves ESG Advisory and Reporting Service will provide bespoke support across:

• ESG strategy development and materiality assessments.

• Regulatory and voluntary reporting.

• Carbon footprint calculations.

• Climate action plan development and implementation.

Dan Firmager, ESG Adviser at Kreston Reeves, said: “Strong ESG credentials are no longer a nice to have, they are essential to long-term success. Yet, many organisations still struggle to understand and integrate ESG considerations into their core financial and strategic decision-making.

“Our ESG Advisory and Reporting Service is designed to bridge that gap, helping clients embed ESG into the heart of their operations, reporting and governance frameworks.”

Kreston Reeves has partnered with

neoeco, the creator of the Financially integrated Sustainability Management (FiSM) platform, to deliver its ESG Advisory and Reporting Service. The platform offers Kreston Reeves clients:

• AI automation to save time collecting and reporting ESG data.

• Easy integration with popular finance tools like Excel, Xero, QuickBooks, SAP, Oracle and more.

• Fast compliance with new UK and international sustainability rules.

• A unique financial system that tracks over 90 ESG factors alongside regular financial transactions.

• Audit trails that meet assurance standards such as ISSA 5000.

• Centralised control of all sustainability data and policies in one place.

Stephen Pell, CEO and Co-founder of neoeco, said: “Accountants are the

unsung heroes of the ESG era. They are the ones who can connect sustainability to real numbers, real decisions and real accountability. This partnership proves what is possible when you put ESG in the hands of trusted advisors, with the right system behind them.”

Jennifer Williamson, ESG Partner at Kreston Reeves, said: “As a certified BCorp, we hold ourselves to the very highest standards of social and environmental performance, transparency and accountability. We believe that business can be a source of good and achieve economic success, and we are not alone.

“Our coordinated ESG Advisory and Reporting Service will provide clients with audit-ready, finance-aligned ESG insights that can drive strategy and withstand scrutiny.”

Mayo Wynne Baxter renews charity partnership with Air Ambulance Charity Kent Surrey Sussex (KSS)

The law firm has already raised more than £10,000 for the life-saving charity.

Leading South East law firm Mayo Wynne Baxter has renewed its support for Air Ambulance Charity Kent Surrey Sussex (KSS) for a further two years – after raising more than £10,000 for the life-saving charity during their initial partnership.

Following an overwhelmingly positive vote from its people, Mayo Wynne Baxter has chosen to continue supporting KSS –a testament to the impact the partnership has had and the deep commitment of the team to supporting life-saving work in the community.

The renewal was marked with a visit to the KSS Redhill Aerodrome, where Mayo Wynne Baxter team members met with doctors, paramedics and crew, and

had the opportunity to see the charity’s helicopters and operations up close.

Dean Orgill, chief executive at Mayo Wynne Baxter, said: “It was a privilege for the team to meet the heroes who work at KSS and we are proud to continue supporting their essential work for another two years.

“Supporting charities that care for our local communities has always been important to us. As Mayo Wynne Baxter continues to grow across Sussex, Kent and Surrey, we are delighted to align with a charity that reflects the values and regions of our employees.”

Kerry Campbell, corporate relations coordinator at KSS, added: “Myself and all the team at KSS are absolutely delighted to have been reselected as Mayo Wynne

Baxter’s chosen charity once again.

“Their support over the past two years has helped us save the lives of many, and this extended two-year partnership will help us continue to be there for patients who don’t yet know they will need us. Thank you once again for joining KSS in our fight to save lives.”

Through fundraising activities and raising awareness with clients and loved ones, Mayo Wynne Baxter has already raised more than £10,000 for KSS – and the total figure continues to grow, with additional funds still to be sent over.

The firm is now planning another calendar of events to support the charity – from office fundraisers such as bake sales and raffles to community-wide activities like the KSS Heli Hikes.

Galloways Accounting makes double investment in East Sussex

Two long-established firms enter the fold.

Monthly News

Galloways are delighted to announce a huge investment in growth in the East of the county, as long established firms Plummer Parsons and McPhersons both join Galloways.

The firms have a long history of exceptional contributions to their communities, supporting local businesses and launching the careers of many in Eastbourne and Bexhill, respectively.

Plummer Parsons was founded in 1897 and has been looking after businesses across East Sussex and the South East ever since. They currently operate from offices in Eastbourne and Brighton with a team of 65.

McPhersons can trace their roots back over 68 years and have been serving clients based both in and around the

Bexhill area and further afield. They employ 30 accounting professionals and serve in excess of 1,000 clients.

Mark Crowter, CEO of Galloways, said: “We are delighted to have two new teams join the Group. We’ve been speaking to each of the leadership groups for some time and are confident that, as well as supporting our growth geographically, they have the values, skills and expertise to make a real difference to our business.

“We’re continuing to focus on our expansion plans across Sussex, with this investment building on the continued growth we see in our offices in Brighton, Haywards Heath, Horsham, and Worthing. It means that we can say that we’re local to our clients, wherever they may be in Sussex.”

Chris Gorringe, Partner at Plummer

Parsons, said: “We are very pleased to be joining forces with the fastest growing accountancy firm in Sussex. This venture will enable us to offer a broader range of high quality services to our clients and create further opportunities for our staff to develop their careers.”

Peter Watters, Director at McPhersons, said: “McPhersons are very much looking forward to joining the Galloways family. We share the same ethos of client care as well as ensuring our team members have the increased opportunities to reach their potential.”

The newly enlarged Galloways now has a team of more than 275 finance and business professionals, all focused on supporting their clients through delivering a high quality service and providing advice based on a deep understanding of the needs of their clients.

Local children’s hospital charity launches new campaign for life-saving equipment

Rockinghorse Children’s Charity needs to raise £50,000 to fund a life-saving piece of equipment for the Royal Alexandra Children’s Hospital.

The Emergency Department (ED) at the Royal Alexandra Children’s Hospital treats around 700 children every week.

With symptoms ranging from allergic reactions to broken bones, upset tummies to serious medical emergencies, the staff within the department are experts at being able to respond quickly to whatever they are faced with.

But while they may have the knowledge and experience to help thousands of children every year, they need the best equipment to be able to support their work and help diagnose and treat their young patients as quickly and efficiently as possible.

Quick diagnosis and life-saving treatment

The local children’s hospital charity, Rockinghorse, is launching a new campaign to fund a brand-new Point of Care Ultrasound (POCUS) machine for the ED at the local children’s hospital.

For staff working at the sharp end of children’s healthcare, being able to quickly and accurately assess a child’s condition is incredibly important. Saving valuable minutes with a diagnosis can make all the difference when it comes to the correct treatment and potential outcomes, which is why this clever bit of kit is so important.

Ultrasound scanning has been used for many years by specialists such as cardiologists, radiologists and obstetricians. It’s a non-invasive scan

that uses sound waves to create images of internal organs, tissues, muscles and blood vessels along with the heart.

The POCUS uses this same technology as a normal ultrasound but instead of the patient having to go to where the machine is located, it brings it to the patient’s bedside. This saves valuable time and means that babies and children can be diagnosed and treated as quickly as possible.

Saving children’s lives

Dr Dan Yusef is a Consultant

Paediatrician in the ED at The Alex. He explains why it’s so important to him and his team: “Having this POCUS within the Emergency Department at the Royal Alex makes a huge impact on the care that we can provide every single day.

“Being able to quickly and effectively diagnose a child in a serious or critical condition, means that we can get them the treatment they need as soon as possible. This not only helps them and their family but means that we can see more children and speed up waiting times within the department – a plus for so many.

“This machine really can make the difference between life and death, and it forms an absolutely vital part of our work here at the hospital.”

Fran Masey-O’Neill, Project Manager at Rockinghorse, said: “Having links directly with the NHS staff that will directly benefit from our work means that we are making sure we’re putting our efforts right where they are needed.”

Can you help?

If you can support the charity to fund this vital piece of equipment, you will be helping to ensure that more babies and children get the urgent care they need, right when they need it the most.

It also means that you will be helping The Royal Alexandra Children’s Hospital be at the forefront of paediatric emergency medicine, providing the best care, in the most efficient way, to children throughout Sussex.

To find out more about this campaign, visit the Rockinghorse website: www.rockinghorse.org.uk or call them on 01273 330044 .

Paige Collins retires following Warren House integration with Plus Accounting

One of the most widely respected professionals in her field, Paige will be sorely missed.

Plus Accounting has announced the retirement of Paige Collins, founder of Warren House Chartered Accountants, following her recent decision to step away from her consultancy role due to health reasons.

Widely respected in the Sussex business and accountancy community, Paige built Warren House into a trusted, relationship-driven firm with a focus on helping businesses thrive through proactive financial guidance. Known for her hands-on approach and longstanding client relationships, Paige has been a fixture of the local professional landscape for many years.

In April 2025, Warren House officially joined forces with Plus Accounting, with Paige staying on in a consultancy role to support clients through the transition. Her input during this period was fundamental in ensuring a respectful handover, and she remained committed to maintaining the high standards her clients expected.

Paige Collins commented: “It’s been a privilege to work with so many fantastic clients and colleagues throughout my career. I’m proud of what we built at Warren House and confident that our clients are in safe hands with Plus Accounting. While it’s never easy to step away, I know this is the right time, and I leave with great appreciation and

gratitude for the support I’ve received.”

Jake Standing, Director at Plus Accounting, said: “Paige has made a meaningful difference to so many businesses over the years, through Warren House and previously during her time with Hartley Fowler. Her commitment to personal service, integrity, and care mirrors our values at Plus Accounting, and we were honoured to work alongside her for a short period of time. We wish her all the very best in her retirement.”

Plus Accounting continues to support all former Warren House clients with dedicated client managers in place, and a shared focus on delivering the tailored, expert service Paige championed.

Introducing the Starr Trust charity’s new ambassadors

Familiar faces with some extraordinary talents will raise awareness of the cause.

Monthly News

The Starr Trust is excited to announce two new ambassadors for its Hove-based charity. As a charity, the trust relies heavily on the local business community and individuals to raise awareness for the cause and are pleased to welcome aboard two inspirational business leaders into the team of ambassadors.

They are:

Matt Smith, CEO of Webtrends Optimize

Matt said: “When Rob asked me to become an ambassador for The Starr Trust, I was incredibly honoured and humbled. Ever since I first met Rob and Tracey and heard the amazing things that they do to support young people in Sussex in achieving their goals, it immediately struck a chord with me.

“Since then, I have tried in my own small way to support them in as many of their endeavours as possible and, as an ambassador, I look forward to continuing this support and helping the team in their mission in removing roadblocks for

people to achieve success.”

Sam Thomas, Director of Different Hats

Sam said: “To be asked by someone I consider not only a mentor but also a close friend to become an ambassador for the Starr Trust was one of the easiest decisions I’ve ever made. It’s a true privilege and honour to support such an incredible charity and help them continue their amazing work.

“As a podcast host, I have the opportunity to speak to many inspirational people, but every so often you meet someone who has a profound impact on you personally and professionally. Rob Starr has been one of those people for me. From first hearing his story many years ago, shortly after he started the Starr Trust, to later having the honour of welcoming him as a podcast guest, I’ve watched in awe as the charity has grown, inspiring and changing the lives of so many young adults.”

Rob Starr MBE, Founder and Chairman of the Starr Trust said:

“The Starr Trust is extremely privileged

to have the support of both Matt Smith and Sam Thomas, who have both become wonderful allies of our charity over the last couple of years. We are delighted that Matt and Sam have joined our team of Ambassadors, which will no doubt widen our reach to others in the local business community. Thank you from myself personally and all at the Starr Trust. Welcome to the family!”

The Starr Trust removes roadblocks for young people to help them succeed and thrive in whatever they put their minds to by supporting individuals and groups with financial grants, sharing connections and encouraging success. All running costs are paid for by Rob Starr’s business Seico Insurance & Mortgages - this means every penny raised goes directly to the young people who are desperately reaching out for support at a difficult time in their lives.

If you have a fundraising idea and would like to chat it through and get involved, please email: tracey@starrtrust.org

For more information about the Starr Trust and its work with local young people, please visit: www.starrtrust.org

young

Matt Smith

Sam Thomas

Brighton United: how personal stories are reshaping Sussex business

An editorial on a movement that’s building bridges in Brighton’s professional community.

Brighton and Hove has long prided itself on being progressive and inclusive. But for many talented professionals from the global majority, the reality has been quite different, one marked by isolation, missed connections and untapped potential. Brighton United didn’t emerge from corporate strategy sessions or policy committees. It grew from the lived experiences of individuals who decided that feeling like an outsider shouldn’t be part of life in this vibrant city.

When personal experience drives public change

The catalyst came in 2020, a year that forced many uncomfortable

conversations about race and belonging. For Jamarl Billy, now co-chair of Brighton United, that year brought an unavoidable confrontation with racism in his personal and professional life.

“I became deeply aware of the racism manifesting in everyday life, institutionally, systemically and personally,” Billy reflects. “I was forced to face the visceral reality of racism, and I didn’t have the privilege of disassociating from the conversation. I experienced substantial pain, as did the people closest to me, and I decided I needed to make a difference. The pain needed to mean something.”

This experience led Billy to work with Brighton & Hove City Council on their anti-

racism strategy, where he encountered others sharing similar experiences of an invisible but persistent glass ceiling. “I had to do something,” he explains. “I personally wanted to be involved in a group of people that were doing something, because I didn’t want to see people going through what I had to face.”

Not too long after, founder Kevan Smith would experience his own moment of reckoning. Having moved to Brighton in 2022, he found himself consistently isolated in professional spaces. “I would go to networking events and feel just like, why am I the only person who looks like me in this space?” Smith recalls. “You couple that with people not necessarily knowing how to engage, it’s not that

people are not willing to, but somehow we just haven’t built that familiarity.”

The turning point came in April 2024 when Smith made what he thought might be a career-limiting decision: posting publicly on LinkedIn about Brighton’s segregation issues.

“When I made that post on LinkedIn, I thought I was just condemning myself to be ostracised locally,” he admits. “But people saw the post and they were like, ‘You know what? I identify with that. What are we going to do about it?’”

One voice becomes many

That LinkedIn post created something unexpected: a movement. Rachel Gilmore, a coach and facilitator, met Smith at TEDx Brighton in April 2024, just after he’d made his public statement. “I saw the emotion on his face when he said to me: ‘I’ve just posted something and I’m not quite sure about the reaction it’s going to have,’” Gilmore remembers. “That gave me a close-up experience and it was a wake up call.”

For Gilmore, it meant examining her own experiences. Working predominantly in London, her client base was

naturally diverse, she realised that her experiences in Brighton were pretty much with white professionals. “I had actually contemplated this when we moved from London... I knew it was going to be different, less diverse, but I didn’t know what I could do about it.” Until she met Smith and decided to align with and support Brighton United with her own professional expertise.

Namrata’s story highlights a different angle. She arrived in the UK in 2022 for her master’s degree, and university life felt wonderfully multicultural. But stepping into Brighton’s professional world proved jarring.

“Once I got out of the university and started working, I was missing something, those multi-cultural conversations, that warmth of being around diverse people. I thought it was the same everywhere,” she explains. “For the longest time, I kept thinking something is not clicking - until I saw Kevan’s post and I was like, ‘Oh, that’s what’s wrong.’”

The realisation was stark: “I started noticing that, oh, I am the only person of colour in the room. And that scary feeling of like, oh my God, how should I be? How do I show up?”

Damilola’s observation cuts to the heart of the issue: “Brighton has so much diversity — it has the universities, the ideas, the talent. But what it often lacks is retention. Brilliant minds come here from around the world, and yet they quietly disappear.”

For him, Brighton United became more than just a professional network — it became a space to breathe again.

“There was a time I started to shrink,” he reflects. “Not because I didn’t have dreams, but because every time I shared them, they seemed to unsettle the room. I wasn’t being overambitious — I was just being human, with ideas I believed in.”

He recalls the journey of launching platforms like EonCanvas and FarmHeroes+, and the emotional weight of trying to grow ideas in environments that weren’t always receptive.

“Sometimes the resistance didn’t come from malice — it came from unfamiliarity. When people haven’t seen certain types of leadership, creativity, or culture, they don’t always know how to respond. That hesitation can look like silence, exclusion, or doubt. And when you’re on the receiving end of that often enough, you start to internalise it.”

Yet Damilola chose to channel that experience into connection. “I joined Brighton United because I don’t believe in gatekeeping opportunities. I believe we grow stronger when we all move at pace together. We act as a bridge — helping diverse talents integrate, helping others see the value they bring. When we get that right, we’re not just ticking boxes — we’re unlocking more income, more ideas, more innovation for a more prosperous Brighton.”

Building something that works for everyone

What emerged from these personal stories was a clear understanding: the solution couldn’t just work for one group. “The solution has to work for the city,” Smith explains. “The ultimate goal is to have a whole community wellness. We see Brighton United being a bridge, a bridge between existing communities and spaces. The solutions we come up with have to contribute to the city, to the existing business community, and also be a solution that works for the global majority.”

The approach isn’t about creating separate spaces, but about making existing spaces work better for everyone. “Let’s get everyone together more consistently and just familiarise

one another, make it normalised, the presence of black and brown people in professional spaces,” Smith explains. “When you have that consistency, then people start to understand how to engage.”

A practical approach to change

Brighton United has developed a twopronged strategy based on community feedback and real-world testing:

Brighton United Signature Events respond directly to what the community needs: skills.

Development, training, professional growth. These workshops focus on connection, learning through expert-led sessions, include community storytelling, and end with meaningful networking time.

Collaborator Platform Events partner with individuals and organisations whose values align with Brighton United’s mission. These carefully curated partnerships amplify diverse voices while maintaining core principles.

All programming gets shaped by feedback from participants, and a mentoring programme runs alongside the events, connecting experienced professionals with those seeking guidance.

The bigger picture

Brighton United operates as part of Business United CIC, a registered Community Interest Company with broader goals. The organisation is building a replicable model, a practical guide for creating inclusive communities and supporting marginalised groups that other cities can adapt.

“We want to ensure that what we’re doing and how we’re collaborating is done in a way that, for years to come, we’ll be seeing year-on-year progress,” Billy explains. “This new organisation is just another iteration of this desire that we will make a change, whatever that looks like.”

The group has established core values of: action, belonging, collaboration, legacy, and unifying, principles that guide their work and help them bridge the gap between intention and impact.

Who benefits and how

The primary focus remains global majority professionals who’ve felt isolated in traditional networking environments. But the organisation also recognises that marginalisation happens across different identities: race, neurodiversity, disability, sexuality. Recent initiatives have included

neurodiversity awareness, reflecting this broader understanding. Allies play a crucial role too. Those who share the values around diversity and collaboration find meaningful ways to contribute while the focus stays on centering global majority voices.

Getting involved

The organisation invites participation in several ways: attending events to experience the community firsthand, sharing personal stories during storytelling sessions, exploring collaboration opportunities for aligned organisations, contributing skills to workshops and mentoring programmes, and providing financial support as sponsorship or donations.

Questions and answers

The organisation frequently addresses questions about what makes it different from other networking groups. The answer lies in its origin, born from lived experiences of exclusion, designed to create genuine belonging rather than superficial connections.

For those not from the global

majority who want to help, the door is open. Allies are welcome, with the understanding that the focus remains on centering global majority voices.

On intersectionality, Brighton United explores different forms of marginalisation through storytelling and collaborative events while maintaining its core focus on global majority experiences.

The Business United CIC vision extends beyond Brighton, creating a model that other communities can adapt to address similar challenges.

For organisations wanting to get involved, structured collaboration opportunities exist including workshop partnerships, event sponsorship, mentoring support, with discussions focused on how skills and values align with the mission.

Looking forward

As Damilola puts it: “We cannot leave a weak link in the community. These are minds that have ideas that would change the community, that would change the city. But because we’re not comfortable with them being in their

skin, we tend to push that voice out.”

Brighton United represents a shift in conversation. Instead of asking “Why am I the only person who looks like me in this room?”, the goal is to have people asking “How can we work together to solve the challenges facing our community?”

The stories of Billy, Smith, Gilmore, Namrata, and Damilola aren’t unique to them. Similar experiences are happening throughout Brighton and Sussex. The difference is that these individuals decided to act on what they were experiencing.

They’re building the Brighton that everyone wants to live and work in, one connection and one story at a time. It’s a practical approach to an age-old challenge, grounded in the belief that when people feel they belong, everyone benefits.To learn more about Brighton United, upcoming events, or involvement opportunities, search for Brighton United and Business United CIC online, or connect through their social media channels.

www.brightonunited.co.uk

instagram.com/brighton_united_cic linkedin.com/groups/13127512

Thomson Snell & Passmore announces 14 promotions and appointments

Law firm reveals who’s who in line-up of changes across the firm, confirmed following a series of promotions and also new appointments.

Monthly News

These consist of two Equity Partners, two Salaried Partners, one Finance Manager, five Senior Associates, one Associate, one Legal Executive, one Senior Paralegal and one Trainee Paralegal.

Claire Busuttil in the Court of Protection team and Laura Keatley from the Real Estate team have been appointed as Equity Partners. Those promoted to Salaried Partner are Helen MaddisonWhite and Paul Hill, both from the Probate division of the Estates, Tax & Succession department.

The other promotions and appointments come from across the firm’s Corporate & Commercial, Court of Protection, Employment, Real Estate, Real Estate Disputes, Wills, Estate & Tax Planning and Business Services teams.

Joanna Pratt, Senior Partner at Thomson Snell & Passmore comments: “These

promotions and appointments are thoroughly deserved and I offer my warmest congratulations to everyone. We are fortunate at Thomson Snell & Passmore to be surrounded by exceptional people at all levels. Our Business Services departments are a key part of the firm and so it is wonderful to see a senior promotion in our finance team, alongside the promotions and appointments in our legal departments.

“The hard work and expertise of everyone across the firm is central to our ongoing success and we place huge importance in supporting and developing all our people, as we continue to grow.”

The promotions, which come in effect from 6 June 2025, are:

Salaried Partner

Helen Maddison-White - Probate

Paul Hill - Probate

Finance Manager

Andrew Hook - Business Services

Senior Associate

Ashley Matthews - Employment

Daniel Gorringe - Corporate & Commercial

Grace King - Real Estate Disputes

Hannah Saunders - Probate

Joseph Davidson - Real Estate

Associate

Charlotte Law - Probate

Senior Paralegal

Phoebe Sneddon - Real Estate

The appointments are:

Equity Partner

Claire Busuttil - Court of Protection

Laura Keatley - Real Estate

Legal Executive

Danielle Shufflebotham - Court of Protection

Trainee Paralegal

Vicky Coxon - Wills, Estate & Tax Planning

Value Added Partner Stories

This month the spotlight falls on Help to Grow Brighton at the University of Brighton. We ask Dr. Adam Jones, Principal Lecturer, what Help to Grow Management is all about.

Tell us the Help to Grow Management story

Help to Grow Management is a government-funded programme aimed at supporting SMEs to grow. SMEs account for 99.8% of the business population and employ three-fifths of the UK workforce, so helping them thrive has been highlighted as a national priority. The course was developed by academics and tailored

specifically to the needs of SME leaders. It’s delivered by over 60 university business schools across the UK — with the University of Brighton proud to be one of them.

The programme combines online learning, face-to-face sessions, peer-to-peer networking, and oneto-one mentoring, covering areas including leadership and management, marketing, digital innovation, and operational efficiency.

What has been your biggest business challenge to date?

Like many businesses, our biggest challenge when launching a new programme was raising awareness and recruiting SME leaders to each cohort. SME leaders are busy people, so catching their attention — and then securing their commitment, especially for the early cohorts — was no easy feat.

We made good use of the marketing

‘rule of seven’, which suggests it can take seven (or more) interactions — through meetings, emails, workshops, and other touchpoints — to move someone from unawareness to engagement. Thanks to the fantastic support from our local SME ecosystem, this approach seems to have worked, with over 250 local SME leaders now having completed the programme.

What makes you proud to be delivering Help to Grow Management?

I’m proud of several things we’ve achieved through delivering Help to Grow Management. These are exceptionally challenging times for businesses — especially many in Sussex — and hearing how the programme has helped them expand, develop new ideas, or recruit new team members is hugely rewarding.

I’m also proud that the programme gives my brilliant academic colleagues the opportunity not only to support local business leaders but also to stay connected with what’s really happening

out there in the business world. It’s a two-way street and one that benefits everyone involved.

Who is the programme designed for?

Help to Grow Management is designed for leaders of SMEs — that is, businesses with between five and 249 employees. They can come from any sector and can include community interest companies and those charities that have a trading arm.

What’s fascinating is the sheer range of businesses we’ve worked with so far, including ice cream producers, local care home providers, thermometer manufacturers, a chocolatier, a costume designer for film and television, and a brewing company from Hastings — to name just a few.

The leaders who take part include business owners, those involved in succession planning, and departmental heads — the only requirement being that they have the authority to manage people and drive change.

One of the big benefits our graduates mention is the opportunity to work on the business, rather than just in it, and to meet and share experiences with leaders from a variety of sectors and backgrounds.

Tell us a story/fact about Help to Grow Management that people may not know

Help to Grow Management is delivered by my wonderful academic colleagues in the School of Business and Law. They’re a seriously clever bunch whose research covers everything from maritime AI (autonomous shipping) and leadership in challenging times, to SMEs growth through developing social capital, emotional intelligence, and digital marketing.

We even have a PhD student researching space law — how amazing is that? But beyond being brainy, my colleagues are genuinely passionate about working with the incredible SME leaders who are the driving force behind Sussex’s thriving business community.

You Alright Mate? Launches men’s mental health campaign - starting with three words

In a world where 84 men take their own lives every week in the UK, one simple question is being posed to save lives…

Mental Health

You alright mate?

Launched under the Different Hats brand by three mates, Sam Thomas, Bud Johnston and Matt Gayler, You Alright Mate? is a bold new men’s mental health campaign designed to tackle male suicide by breaking through cultural silence and stigma.

At the heart of the launch is the CheckIn Challenge, a simple digital movement encouraging people to regularly message a friend, family member or colleague with three powerful words: You alright mate?

Participants are encouraged to text a mate every Monday, reply with a video message, and nominate others to do the same. The goal is to create a ripple effect of small, consistent check-ins that could ultimately save lives.

How to get involved

1. Message someone you know: “You alright mate?”

2. They reply with a short video message.

3. They pass the question on to someone else.

4. Share online (optional): tag @youalrightmate? or use #CheckInChallenge.

Text. Talk. Pass it on.

“We don’t need men to only talk more. We need to make it easier for them to talk at all,” said campaign founder Sam Thomas. “Sometimes, all it takes is a mate asking the question we all know: ‘You alright mate?’ That small moment can open a door to conversations that save lives.”

Launching to coincide with Men’s Health Week 2025, the Check-In Challenge aims to build a new habit of weekly check-ins, recognising that Monday remains statistically one of the highest-risk days for male suicides.

By redefining success beyond outdated measures of wealth, toughness, or emotional suppression, You Alright Mate? offers a fresh, grassroots solution to one of society’s most urgent mental health crises, starting with a question that anyone can ask.

Three words – one question – could save a life.

Sam Thomas, Founder

sam@different-hats.co.uk different-hats.co.uk/you-alright-mate?

The Check-In Challenge is a simple way to create a ripple of real conversations between men. It starts with one message: "You alright mate?"

1. Message someone you know: "You alright mate?"

2. They reply with a short video message.

3. They pass the question on to someone else.

4. Share online (optional): tag @youalrightmate? or use #CheckInChallenge .

Economic Crime and Corporate Transparency updates

By Melissa Hardwick, Senior Manager at Carpenter Box.

Changes are coming in from Companies House under the Economic Crime and Corporate Transparency (ECCT) Act. Here we provide a summary of the upcoming changes as well as a reminder of some that have already been introduced.

Finance

Some of these changes will have a practical impact on all directors and company owners, while others may lead to changes in what your accounts will look like when published at Companies House.

What’s happened already?

Addresses

Last year, Companies House introduced new rules for registered office addresses. All companies must, at all times, have an ‘appropriate address’ as their registered office. An address is ‘appropriate’ if:

• a document addressed to the company, and delivered there by hand or by post, would be expected to come to the attention of a person acting on behalf of the company;

• the delivery of documents there is capable of being recorded as delivered.

There is also now a requirement for all companies to give a registered email address to Companies House.

You must keep your registered office address and your registered email address up to date to make sure you receive important information from Companies House. Companies House may take action against the company and its officers if you do not meet these requirements.

Statement to confirm the company is lawful Going forward, all companies need to confirm that the intended future activities

of the company will be lawful. This is now a feature on a company’s confirmation statement, and requires agreement each year, otherwise you will not be able to file your confirmation statement.

Financial Penalties

New enforcement powers have been provided to Companies House through the ECCT Act, and with these more financial penalties for non-compliance of legal obligations can be expected. Where there has previously been what could be called a ‘light touch’ around some areas like the filing of a company’s confirmation statement, from now on omissions or late filings can lead to warnings and penalty notices.

Fees

As well as empowering Companies House and endeavouring to provide sanctions to encourage timely and accurate filing, these financial penalties also provide additional funding to support investment in infrastructure changes and IT improvements which is needed to implement what the ECCT Act is aiming to achieve.

In addition, there has already been an increase in Companies House fees that has been applied across various forms and services.

What’s coming up?

Get ready for identity verification

Anyone setting up, running, owning or

controlling a company in the UK will soon need to verify their identity to prove they are who they claim to be.

This will not only apply to Directors and Persons of Significant Control (PSCs) when new companies are incorporated, but also everyone appointed as such in existing companies.

It is important to make sure that all your personal details held at Companies House are correct and up to date before this process becomes mandatory. While this verification process can be undertaken voluntarily from April 2025 at Companies House, we expect it to become mandatory from Autumn 2025.

Improving transparency of company ownership

There is secondary legislation forthcoming by which companies will need to tell Companies House the full names of all shareholders and provide a one-off full shareholder list when they file their confirmation statement.

There will likely be some limited exemptions, but in the main once in force this can be expected to be published on the public record of the company.

It is worth noting that individuals have also been given the ability to suppress historical information that currently sits on public record. For companies that have previously included residential addresses, for example, they can request that such documents be suppressed from public inspection.

Changes to accounts

This next change is potentially not due until the start of 2026 . Companies House are planning on streamlining the accounts filing options for small and micro-entity companies.

Small and micro-entity companies are expected to have to file their profit and

loss account as part of their financial statements. The details of what they will need to include will be set out in secondary legislation yet to be drafted. This is being developed in consultation with business and accountancy groups.

Small companies that do not qualify as micro entities will also need to file a directors’ report.

The omission of the profit and loss account in recent years from filed financial statements has been deemed to have the potential to appeal to fraudsters wishing to present a false image of a company. Improving transparency and having better quality information will make it easier to spot fraud when it happens and will also help to support business growth.

While the change is not expected to be burdensome, some company owners may be concerned about the proposed increase in publicly available information. We are closely monitoring consultations and announcements to keep our clients informed.

Companies House scams

With all this going on, it is unfortunately a time when various scams are being discovered by those impersonating Companies House. These fraudulent messages often look official and can catch even the most cautious business owners off guard. With sensitive information publicly available after incorporation, it is important to stay alert and know how to protect yourself.

How can we help?

For further advice, contact a member of our Carpenter Box Company Secretarial team on 01903 234094 or visit www.carpenterbox.com

Melissa Hardwick

5 reasons why a commercial finance broker could be key to your future success

If you are looking to expand your business, or purchase a commercial property, why should you use a commercial finance broker? Andy Page, Head of Commercial Finance at Seico Group, answers the question.

I hope you’re taking time out from your busy schedule to enjoy another (glorious?) summer of English sport, perhaps even getting to the County Ground to watch our beloved Sussex. Who knows, perhaps your next business idea might come to you as you contemplate how you will spend your time while you wait for Albion to kick off the new season. So, what’s your best course of action once that light bulb has appeared above your head?

If you’re looking to buy business premises, invest in property, buy plant and machinery or to expand your business, here are five good reasons why talking to Seico Commercial Finance makes sense…

1. Access to a wider range of lenders and financing options. At Seico we have relationships with lenders across the board and can find the best terms and rates for your specific business needs. This saves you time from having to shop around, saves money and improves profit margin.

2. Expertise and market knowledge. Seico are experts in commercial financing and stay up-to-date on the latest products, rates, and regulations. We can advise you on the pros and cons of different options.

3. Efficiency and convenience. A broker handles the loan paperwork, communication with lenders, and

can negotiate on your behalf. This streamlines the financing process.

4. Better terms. Brokers may be able to obtain better interest rates or fees compared to what you could get directly from a lender and will go into bat on your behalf. At Seico, our relationships with lenders provide leverage.

5. Unbiased guidance. As an independent third party, a commercial finance broker can provide unbiased recommendations on the best lending options for you. We are not tied to any one lender.

A commercial finance broker serves as an intermediary to simplify financing, leverage relationships with lenders, and ultimately help secure more favourable loan terms for your business. Seico’s expertise and efficiency can save you a lot of time and money.

Seico has been successfully looking after clients since 1990. If you have an idea which requires funding, please get in touch with me - there’s nothing to lose by having a discussion.

To explore your options, get in touch with me at Seico Group: andrew@seicogroup.com 01273 777788

Find out more:

www.seicogroup.co.uk

Understanding UK employment law in the age of AI

By Alex Jones, Managing Director of 365 Employment Law.

As artificial intelligence (AI) becomes increasingly integrated into the workplace, its intersection with UK employment law raises important questions and challenges. The transformative potential of AI technologies can enhance productivity and create new job opportunities, but they also pose risks related to employment rights, discrimination and privacy. This article explores the current landscape of UK

employment law concerning AI, the challenges it presents and potential areas for reform.

The current landscape of UK employment law

UK employment law is primarily governed by a combination of statutory provisions and common law principles. Key legislation includes the Employment Rights Act 1996, the Equality Act 2010 and the General Data Protection Regulation (GDPR), among others.

These laws aim to protect workers’ rights, promote equality and ensure fair treatment in the workplace.

The Employment Rights Act provides employees with essential rights, including protection against unfair dismissal, the right to a written statement of employment and entitlement to statutory redundancy pay. As AI systems increasingly make decisions about hiring, promotion and termination, the challenge arises in ensuring that these automated processes comply with existing employment rights.

The Equality Act prohibits discrimination based on protected characteristics such as age, gender, race, disability, and religion. The use of AI in recruitment and performance evaluation must be carefully monitored to prevent biased algorithms from perpetuating discrimination. For instance, if an AI system is trained on historical hiring data that reflects past biases, it may inadvertently discriminate against certain groups.

Data Protection - The GDPR establishes strict rules on how personal data is collected, processed and stored. Employers using AI tools must ensure compliance with data protection laws, particularly in how employee data is used for training AI models. Transparency and accountability are essential, as employees must be informed about how their data is being utilized.

Challenges posed by AI to employment law

While AI offers numerous benefits, it also presents several challenges that UK employment law must address:

1. Bias and discrimination: One of the primary concerns with AI in the workplace is the potential for algorithms to reflect and amplify existing biases. For example, if an AI recruitment tool favours candidates based on historical hiring patterns, it may disadvantage qualified individuals from underrepresented groups. Addressing this issue requires ongoing monitoring and adjustment of AI systems to ensure fairness and equality.

2. Job displacement: The rise of AI and automation raises concerns about job displacement. While AI can create new job opportunities, it may also render certain roles obsolete. Employment law must evolve to provide support for workers affected by automation, including retraining programmes and social safety nets.

3. Transparency and accountability: The ‘black box’ nature of many AI systems complicates accountability. Employers may struggle to explain the reasoning behind AI-driven decisions, making it challenging for employees to contest these decisions. Ensuring transparency in AI processes is crucial for maintaining trust and compliance with employment law.

4. Employee surveillance: Many organisations use AI for monitoring employee performance and productivity. While this can lead to increased efficiency, it raises ethical and legal questions regarding privacy and consent. Employees must be made aware of surveillance practices, and there must be a balance between legitimate business interests and individual privacy rights.

Potential areas for reform

To address the challenges posed by AI in the workplace, several areas of UK employment law may require reform:

1. Regulating AI use in employment: There is a need for clear regulations governing the use of AI in recruitment, performance evaluation and termination processes. This could include guidelines on bias mitigation, transparency requirements and accountability measures for employers.

2. Strengthening anti-discrimination protections: Employment law must adapt to ensure that protections against discrimination extend to AI-driven processes. This may involve establishing standards for the ethical use of AI in hiring and performance management, as well as mechanisms for employees to challenge biased decisions.

3. Supporting workers in transition: As AI continues to evolve, providing support for workers displaced

by automation is essential. This could involve enhancing retraining programmes, promoting lifelong learning initiatives and ensuring access to social safety nets for affected individuals.

4. Enhancing data protection measures: As AI relies heavily on data, strengthening data protection regulations is crucial. Employers must be held accountable for how they collect, store and use employee data, ensuring that individuals’ rights are respected.

The integration of AI into the workplace presents both opportunities and challenges for UK employment law. As technology continues to advance, it is crucial for lawmakers, employers and employees to engage in constructive dialogue about how to harness the benefits of AI while safeguarding workers’ rights. By addressing issues of bias, transparency and employee support, UK employment law can evolve to meet the demands of a rapidly changing labour market, ensuring that all workers can thrive in an AI-driven future.

If you need confidential advice on any of these challenges, or any employment related issues contact Alex Jones at ajones@365employmentlaw.co.uk

Alex Jones

Ensuring protection: when a deputy needs to be removed

By Eloise Smith, Solicitor at Mayo Wynne Baxter.

For individuals and businesses, managing the affairs of someone who lacks mental capacity is a critical responsibility. When the Court of Protection appoints a deputy to manage the property, financial affairs, or personal welfare of such an individual (referred to as ‘P’), this deputy assumes a vital legal duty: to act solely in P’s best interests. However, what happens when concerns arise about a deputy’s actions or their ability to fulfil this role?

This article explores the essential topic of deputy removal, outlining the legal grounds for such action, the processes involved and, importantly, how concerned friends, family members, or other interested parties can raise

their concerns. Understanding these mechanisms is crucial for safeguarding vulnerable individuals.

Grounds for removal: when intervention is necessary

The Court of Protection has the ultimate authority to remove a deputy. This is a serious decision, made when compelling evidence suggests the deputy is failing in their duties or acting detrimentally to P’s interests. Here are the primary grounds:

1. Failure to act in P’s best interests: A deputy’s core duty is to make decisions aligning with P’s best interests, as mandated by the Mental Capacity Act 2005 (MCA 2005). If a deputy makes choices that demonstrably harm P’s welfare,

financial stability, or overall well-being, the court will consider removal.

2. Financial mismanagement or abuse: This is one of the most common and serious reasons for removal. Misusing or mismanaging P’s finances can have devastating consequences. This includes:

• Using P’s money for the deputy’s personal gain.

• Failing to provide proper records or explanations for spending P’s money.

• Making inappropriate investments or failing to protect P’s assets.

3. Failure to comply with court orders or directions: Deputies must comply with specific orders or directions issued by the Court of Protection.

Non-compliance, whether deliberate or negligent, is a serious breach of duty and can lead to removal.

4. Inability or unwillingness to fulfil duties: A deputy must be capable and willing to carry out their responsibilities. If a deputy becomes unable to fulfil their duties (e.g., due to their own ill health, loss of capacity, or other significant personal circumstances), or becomes unresponsive, uncommunicative, or unwilling to continue, removal may be necessary.

5. Conflict of interest: A deputy must act impartially. If a significant conflict arises between the deputy’s personal interests and P’s interests, it can compromise their ability to make unbiased decisions. In such cases, the court may determine that the deputy should be removed to protect P from potential exploitation.

6. Concerns about welfare decisions: For deputies managing personal welfare, decisions directly impact P’s daily life and safety. If a deputy makes choices that place P at risk of harm, neglect, or abuse (e.g., regarding living arrangements or medical treatment), the court will intervene decisively.

How friends and family can raise concerns

Recognising and acting upon concerns about a deputy’s conduct is vital for safeguarding P. Friends, family members, and other interested parties play a crucial role in bringing these issues to light. Here’s how you can raise concerns:

1. Direct communication with the deputy: Often, minor issues or misunderstandings can be resolved informally through a direct, calm discussion with the deputy. This can clarify matters and encourage necessary changes.

2. Reporting concerns to the Office of the Public Guardian (OPG): The OPG supervises deputies and investigates complaints. If you have concerns about a deputy’s conduct, report them to the OPG. They can launch an investigation, gather evidence, and, if serious concerns are found, apply directly to the Court of Protection to have the deputy removed. The OPG acts as an important first line of oversight.

3. Applying directly to the Court of Protection: If informal resolution fails or concerns are grave, an application can be made directly to the Court of Protection for the deputy’s removal. Anyone with a genuine interest in P’s welfare can make such an application, including family members, close friends, or professionals involved in P’s care. This formal application initiates a legal process the court will oversee.

What happens after an application is made?

Once an application for deputy removal is submitted:

• Evidence and reports: The court may request further evidence, detailed reports, or statements from all relevant parties to gain a comprehensive understanding.

• Court hearing: A hearing may be scheduled to formally consider whether the deputy should be removed. All involved parties, including the deputy, will have an opportunity to present their case.

• Interim orders: If there’s an urgent need to protect P from harm, the court can make an interim order, such as temporarily suspending the deputy’s powers, while the full investigation proceeds.

Should the court decide to remove the deputy, it will then determine the best course of action to ensure P’s continued protection. This could involve appointing a new, suitable deputy, or making a different order that better serves P’s needs.

Conclusion

The removal of a deputy is a significant legal step, taken only when necessary to protect the interests and well-being of a person lacking mental capacity. For businesses and individuals, understanding these safeguards is paramount. Friends and family members play an indispensable role as advocates for P. By reporting concerns through the appropriate channels – whether directly to the deputy, through the Office of the Public Guardian, or by applying to the Court of Protection – clear mechanisms ensure that deputies remain accountable, and crucially, that P’s best interests always remain the priority. esmith@mayowynnebaxter.co.uk

www.mayowynnebaxter.co.uk

Eloise Smith

Scale Up Brighton & Hove

Management programme brings business leaders together to unlock potential.

Cover Story

For eight weeks across the start of 2025, 30 of Brighton & Hove’s most ambitious business leaders joined Sussex Innovation for Scale Up Brighton & Hove, a management programme designed to unlock the potential and impact of the city’s growing organisations.

Funded by Brighton & Hove City Council, the group brought together founders, CEOs and directors from

a wide range of industries including hospitality, tech, manufacturing, food and beverage, and the charity sector. Despite their different backgrounds, these organisations had much in common – with more than 10 employees and a target to scale by 20% year on year, they were all at one of the most challenging inflection points in their journey, where financial planning, recruitment and operational questions often cause growth to plateau.

Each of the five sessions combined

expert insights around a topic of the week, a “been there, done that” Q&A with a successful scale-up leader from the local area, and action learning sets that enabled participants to bring their most pressing challenges to the group and collaborate on solutions. For this feature, we spoke to four of the leaders who took part in Scale Up Brighton & Hove about their story so far, the lessons they take away from this intensive couple of months, and their ambitions for the future.

Scale-Up Profile – Flare Audio

Founded in 2007 by husband and wife team Dave and Naomi Roberts, Flare Audio is an awardwinning audio technology brand, with a range of earplugs and earphones that offer unparalleled clarity, fidelity and noise cancelling.

Today, their clients include the Alpine F1 team and world-famous music producer Flood, and their products are shipped to 186 countries around the world by a team of 20 working from their dedicated head office, manufacturing and warehouse space. In 2025 they received the King’s Award for Enterprise in Innovation.

What’s the story of Flare Audio?

We used to run a PA company for live music events, and we began to notice that it was extremely difficult to get consistently good sound with traditional loudspeakers. The room you’re in, the weather, and the loudspeakers themselves can all distort the sounds we hear.

We spent a lot of time trying to design a better speaker, but the real eureka moment came when we realized how much of that unwanted resonance happens inside our ears.

In 2016 we started developing a series of products to shape and direct sound inside your ears in different ways. We have Calmer®, designed to help people with noise sensitivity - it reduces the parts of sound that provoke a stress response in the brain without reducing the volume. And our latest product, Definition, is an incredibly costeffective way of getting perfect audio fidelity and clarity at gigs and concerts, in busy places, or out of an ordinary pair of headphones.

Has it been a difficult market to break into?

It’s a crowded market, and promoting what we have is our biggest challenge. We’re really confident in our products; the results are so impactful

that once people hear it, they want it. But we’ve solved a problem that a lot of people don’t know they have, and the industry is full of people making promises of sound quality without anything to back it up.

Ultimately we understand our community and what our customers’ needs are. We don’t want our technology to be complex; we’ve just tried to build simple, passive devices and earphones that you put in your ears and have a better experience.

What have you taken away from being on the programme?

I really enjoyed hearing about other companies’ journeys – the paths they have taken and pivotal moments where they had to make crucial decisions. On the first day there was a talk from MPB, and it was helpful for us to hear how they weighed up the crossroads between staying content with the size they were, or shooting for the moon.

Flare Audio Flare Audio

It sounds like such an obvious thing to say, but knowing there’s others out there struggling or thriving in the same ways as you makes you feel a whole lot less alone. For quite a long period of time we were very isolated, and we’ve learned how beneficial it is to be open, to share and be receptive to input from others.

Which other founders did you share ideas with?

It’s really interesting when you meet people who are earlier in their journey – I was talking to the two guys from ScrubClub, the carwashing app. Hearing what their goals and plans were, I could see the whole journey ahead of them, and I remember thinking it’s so

good for them that they’re already part of this programme. If we’d have done something like this years ago, we probably wouldn’t have had to overcome so many hurdles on our own.

And how have the mentoring sessions helped?

Claire Pasquill has been helping us to identify who the target audience is for each of our products, because they’re each such different demographics. Calmer is very popular with neurodivergent people, our earphones have found their tribe among artists, producers and music lovers, and with Definition we’re still in the process of learning who the product resonates with most.

Focusing on who our customers are, their personalities, needs and wants, is going to help us so much to personalise our marketing. We used to just explain the detail of the technology, sometimes to an overwhelming degree, whereas working with Claire has helped us shift focus onto how you’ll feel when you’re using our tech.

What’s next for the business?

Our strategy is to continue to develop and establish our unique technologies, build brand awareness and consumer demand, and start to explore the potential of licensing our tech to major players. Those three steps are key to ensuring the success and longevity of our technologies.

Scale-Up Profile – Kademy

Kademy is a training company focused on corporate communications professionals. As well as providing strategic support for communication leaders, they deliver

continuous professional development for teams from established managers through to early-career hires.

Managing Director Katie James

co-founded the business with partners Alex Hentschel, Victoria Mellor and Robin Crumby in 2019, and they have already grown into a core team of 10, plus a network of

Kademy

coaches who deliver professional development and strategic support to communication teams at the likes of AstraZeneca, Shell and Comcast.

How did the business get started?

The other co-founders and I all used to work together before that company was sold and we all ended up elsewhere. Relatively quickly we realised that rapid changes in the communication function, employee expectations, and L&D more broadly were creating an opportunity to approach things a bit differently and Kademy was born.

The power of Kademy comes from our ability to service clients at scale, based entirely on their specific context, challenges and priorities. For example, larger corporates we work with often need help finding consistency in how they work and need to be able to offer professional development at scale, often aligned to existing internal academies or career tracks. In contrast, other organisations with much smaller comms functions might be looking for ways to get more done with less or drive retention through learning and professional development where they can’t necessarily offer vertical promotions.

Especially since Covid, communications has become increasingly vital, and so it gives you a real insight into the context of what makes an organisation tick - it’s an interesting space to be working in.

What’s the biggest challenge for you?

As a very agile and reactive team, knowledge management is an ongoing challenge. We’re constantly

gathering valuable market intel, insights and stories from our prospects and clients - whether it’s in sales calls, workshops or desk research.

Capturing all that information and making it easily searchable and usable across the business is a fundamental part of how we deliver our value proposition but it’s not easy, even with a small team.

I’ve been working with Linda Ndlovu, our mentor on the programme, on how we most effectively reconcile our recurring revenue membership model with our agile approach to learning and development. All of the research in the L&D field shows that you need a consistent approach to learning and a psychologically safe culture, rather than a trainer just dropping in and out, and we see that ourselves with our clients - it’s why we chose a 12-month renewable model in the first place. It means that we have to regularly ‘top up’ what we offer, so there’s always something new to learn or adapt so we can take advantage of commercial opportunities.

What else will you take away from Scale Up Brighton & Hove?

Peter Lane and Frank Hyde from the Sussex Innovation team talked about product-market fit, and the difference between a transient and sustainable competitive advantage. That was

thought-provoking, and a good reminder - in a world where things are changing so quickly - to keep going back to your value proposition and making sure it’s still relevant.

The session on generative AI also gave me a lot of food for thought, and practical ideas on what we could and should be thinking about. We know about the changes Gen AI is causing for our clients, but that session really turned the mirror back on us as a business.

And what’s next for Kademy?

We’ve got some ambitious growth targets over the next few years for the core business and there are a few related opportunities we want to explore. We’re already modelling against the different scenario plans that we did with Linda, looking at new markets and new products, weighing up scaling opportunities. It was nice to hear from some of the success stories who spoke during the programme about how they started from a similar place to where we are now; it’s going to be an exciting couple of years!

Kademy

Scale-Up Profile – Root & Branch

Root & Branch are specialists in sustainable software, helping organisations to measure the environmental impact of their websites and building bespoke products to help reduce the carbon footprint of their clients’ digital estate.

Since incorporating in January 2023, Adam Newman and co-founder Oli Winks have rapidly established the business, partnering with purposedriven organisations like Sustainable Ventures and Net Zero Hero to deliver their vision of sustainable digital technology.

How did Root & Branch get started?

It came out of Oli and I chatting on my sofa. We’re talking shop as software consultants and he asked “do you ever think about the carbon emissions of your software?” I asked what he meant, and within a minute or so I was thinking “oh my word!”.

Sustainability is a personal interest of mine, but in 15 years of software

development it had never occurred to me, never come up once in a conversation. What’s happened over decades is that we’ve moved from having a single server somewhere in your building, to third party data centres in the cloud. Those data centres are scaling at crazy rates due to demand, but the footprint of all that hardware is almost invisible to us.

We built a little prototype for a tool that would help developers understand how much energy their code was consuming, and applied for Innovate UK funding to make that into something fully open source. That tool has evolved into our product Cardamom, and it’s now the starting point for most conversations we have with clients about reducing their digital carbon footprint.

What were you hoping to get out of the Scale Up Brighton & Hove programme?

We’re ambitious, and we think we have an idea with the potential

to scale very quickly. There’s a massive digital market, with increasing pressure to reduce and report on emissions, and so that presents an opportunity.

I really wanted to understand the mechanics of scaling a business, because this was perfectly timed for us as we’re about to go on that journey. I don’t think it’s a problem that Root & Branch can solve alone, but the more we can scale our ideas across industry, the bigger the contribution we can make.

Did anything surprise you?

There was lots that I hadn’t thought about. I wouldn’t say that anything surprised me exactly, but it has really helped to formalise and structure a lot of fleeting, disorganised thoughts; things that I know I need to worry about at some point. I understand a lot more now about how you filter all those thoughts and focus on the mechanics of optimising a commercial service.

Root & Branch

Root & Branch

It was hugely valuable to have Scott O’Brien from Innovate UK come in and talk. There’s a lot of research that needs to be done to understand how we’re going to address the explosive growth rate of AI and other digital models, and it’s good to hear that this is going to be a priority for research funding.

Were there any insights that stuck with you?

Matthew Prior of Trusted House Sitters described how they built their business plan around receiving a certain amount of investment, and the choices they had to make when that money didn’t come in. They looked for savings and optimisation within the business, because it was that or lay people off.

I found that fascinating, because it’s a parallel to a software development technique called resilience testing, where you kill the servers to see how well your system copes. It got me wondering why

we never test disaster scenarios like that in business – you tend to end up making good decisions because the situation has forced your hand.

Have you focused more on making those good decisions with your mentor?

From my first mentoring sessions with Claire Pasquill , I came in knowing that our technology is good, but that I don’t really know how to present it to the market.

Claire helped me to realise that the most important thing I can do is understand how environmental regulation is affecting different kinds of businesses. There may be companies out there who don’t know that green software is a thing, but they will definitely need to understand their carbon footprint inside out. So our next step is market research to understand where that demand is greatest.

Where do you want to take Root & Branch in the future?

When we started, our aim was to build the UK’s first and leading green software consultancy, a small dedicated business of maybe 20-30 people. To substantiate that model we needed to measure, and that has led to a product, Cardamom, which presents a totally different opportunity and future for us.

Our motivation is to do as much as we possibly can to decarbonize digital technology, and there’s a limit to how much you can achieve as a small software consultant. If we’re going to have a truly massive impact, it needs to be through a scalable product. Maybe I’m biased, but I think that the problem Cardamom helps to solve applies to every single digital company. As Net Zero regulations change, the scale of it could be absolutely enormous, and the work we’ve already done has laid the foundations to be part of the solution. Ask me again in a year!

Scale-Up Profile – DabApps

DabApps is a web and mobile app development agency that partners with clients to bring their digital products to life and unlock scale.

Founded in 2010, the business has built a reputation as one of the UK’s

leading software agencies. Today, Managing Director Catrina Bassett leads a team of 30, delivering high-quality work with social and environmental impact.

How is DabApps different from other software companies?

Our leadership team has over 15 years of experience helping founders and business leaders turn ideas into successful software. We don’t just build what’s asked

for - we work to understand the real problem, challenge assumptions, and create solutions that are aligned with our clients’ goals. That strategic partnership is what sets us apart, and our size enables us to support them quickly and thoughtfully. We’re really proud of our ability to explore emerging technologies like AI in an agile but responsible way.

We’re also a people-first company. We care about doing meaningful work and creating an environment where everyone can grow. When I joined ten years ago, I was DabApps’ first non-technical hire. Since then, I’ve progressed through project and operations leadership into my current role. Giving people clear pathways to succeed is really important to us.

What are the challenges of leading a software business?

One of the biggest challenges (and joys) is the variety. Every client, product and industry brings something new, which means I’m always learning – but it also means juggling priorities, timelines and teams. Avoiding a “feast or famine” cycle takes thoughtful forecasting, strong communication, and flexibility.

What I’m really proud of is that we’ve built a stable, diverse client base. We’re not reliant on one “whale” but grounded in long-term, collaborative relationships with businesses whose success is tied to the products we build. Ultimately, it’s about balancing adaptability with consistency; keeping things running smoothly behind the scenes while tailoring to the unique needs of each project. It’s not always easy, but that’s what makes it exciting!

And what did Scale-Up Brighton & Hove encourage you to think about?

What I valued most was the chance to connect with other founders and

leaders – to have honest, open conversations about the challenges we all face. There’s something really powerful about being in a room with people from different sectors, sharing perspectives. That kind of diversity helps you think more creatively and act with more clarity.

It was also a reminder that so many human skills (communication, empathy, problem-solving) are transferable and essential. For people who haven’t followed a traditional computer science path, especially those from underrepresented backgrounds, it’s vital they know there’s space for them in tech. You don’t need to be a programmer to build a rewarding career; we need a range of perspectives to make better products and better decisions.

The finance sessions were hugely useful too. While that’s part of my role, I haven’t had formal training, so being held accountable for my own learning – particularly with the support of my mentor, Simon Chuter - has helped me become a more intentional leader.

Which conversations with colleagues in the room stood out to you?

Sometimes it was about affirming what we’re already doing well – like having regular check-ins with our team leads. Those simple habits help avoid surprises, and they give people space to surface what they know and what you might not.

Other times, the reminder was about not getting lost in the weeds. It’s easy to over-engineer processes; what matters is that the team understands why they exist. That’s when people start sharing the right information at the right time.

What about the speakers?

I found them all insightful. Hearing the

honest, behind-the-scenes stories of business journeys – not just the wins, but the struggles too – is so valuable. Leading a business can be isolating, so it’s helpful to see that others have been through similar highs and lows.

Kat Mitchell from MPB was particularly inspiring – another woman of similar age to me in a senior technical role, who came across as incredibly down to earth and clear-headed. Ruth Anslow from HiSBe also shared a powerful story – staying true to your values in a high-stakes environment isn’t easy, and we need to hear more of those stories, even when things don’t go to plan.

Was it valuable to hear other business leaders be vulnerable like that?

Definitely! I’m mentoring with The Girls’ Network right now, and in our last session, my mentee told me she was just going to “fake it until she made it.” I told her: that feeling doesn’t stop when you leave school and that we all feel like that sometimes. Hearing other leaders talk about failure, doubt, and learning makes it easier to show up authentically.

Finally, what are your plans for DabApps?

We’re planning to grow – to take on more projects, hire new people, and deepen our impact – but we want to do it with intention. We’re especially interested in sustainability and climate tech, and also in ensuring we stay at the forefront of responsible AI integration.

Really, our goal is to keep working with brilliant clients, building thoughtful products, and asking the right questions along the way. Growth for us isn’t just about scale, it’s about doing great work, with great people, in a way that lasts.

Following the success of the Scale Up Brighton & Hove programme, Sussex Innovation has plans to keep the momentum going. Later this year, the incubator will launch its new Sussex CEO Club, a paid programme that will build upon its tried and tested model.

“Everyone in our team felt so energized by the support that we gave through Scale Up Brighton & Hove, and all the feedback we received from the people who joined us on the programme was so enthusiastic that we had to continue it in some form,” explains Head of Programmes, Maria Bedoya-Toro. “We realised that the business and charity leaders we work with really value this kind of space and opportunity to focus on the high-level strategy and direction of their organisations.”

Based on feedback and learnings from Scale Up Brighton & Hove, the Sussex CEO Club will be split into two smaller, more intimate groups with similar aims and needs, providing more space to share knowledge, build closer relationships and unpack common challenges in group problem-solving sessions each month.

The Sussex Scale-Up CEO Club is designed for the leaders of ambitious and innovative growing businesses, while the Sussex Impact CEO Club will welcome charities, social enterprises and mission-led companies with the desire to drive meaningful social change.

Each group will gain access to even more specialist expertise based on their requests and suggestions,

with several exciting guest speakers already lined up for summer 2025. Both sets of leaders will also take part in an annual whitepaper report featuring their insights, successes and case studies.

Priority places are already being offered to the leaders who participated in the Scale-Up Brighton & Hove programme, but if you’re an ambitious organization with more than 10 employees and the Sussex CEO Club sounds like it might be for you, visit the Sussex Innovation website to join the waiting list for a place.

Why car salary sacrifice is a smart move for businesses in 2025

In today’s business climate, where rising costs and talent shortages go hand in hand, companies are starting to rethink how they attract and retain great people. Offering meaningful, low-cost benefits has become more than a perk; it is now a strategic tool. One benefit that stands out to us is the car salary sacrifice scheme, particularly when focused on electric vehicles.

What is a car salary sacrifice scheme?

Motoring News

A car salary sacrifice scheme allows employees to give up a portion of their gross salary in return for a fully maintained vehicle, usually an electric one. Since payments are made before tax and National Insurance, employees save money and gain access to a new car that comes with insurance, servicing, breakdown cover, and maintenance, all in a fixed monthly cost.

Employers benefit too. By reducing gross salaries, they lower their National Insurance contributions and, in some cases, pension obligations. With Benefit in Kind (BiK) tax on electric vehicles currently at just 2%, this setup is one of the most efficient ways to deliver value to both sides.

More than a perk, it’s business strategy

The numbers speak for themselves. In a recent episode of the Different Hats podcast, one company helped a high-

earning employee swap a traditional car allowance for a salary exchange agreement. The result was thousands saved in tax for both the employee and the employer.

However, it goes further than tax savings! Staff retention remains one of the biggest hidden costs to any business. Replacing a team member can cost 10% to 20% of their salary, not to mention lost time and disruption. By providing a benefit that people value, the idea is to reduce employee turnover, as they may not want

to give up on their employer as easily. Car salary sacrifice fills this mould as a useful benefit perfectly.

Modern employees expect more than just a payslip. Wellbeing, financial security and sustainability now rank higher than ever. A salary sacrifice scheme touches all three. It supports lower running costs for transport, gives access to newer, safer cars, and reinforces the company’s commitment to sustainability.

As discussed on the podcast, there’s also a “stickiness” factor. Employees who commit to a two or three-year lease are less likely to leave while it is in place. The car becomes a daily reminder of the employer’s investment in their wellbeing.

What about the risks?

No benefit is one size fits all, and salary sacrifice is no different. It is not suitable for employees on lower wages, as takehome pay cannot fall below the legal minimum. A lower gross salary may also affect mortgage applications or statutory benefits like parental leave pay. However, the scheme is optional and most providers include early termination protection. This means that if someone resigns, goes on maternity leave, or becomes unwell, the business is not left carrying the cost. Properly structured, the scheme is low risk and high value.

There is also the credit consideration. Each lease sits under the business’s name, so employers need to plan for the potential number of agreements. Still, with clear processes and a trusted provider, this becomes manageable.

Why electric vehicles?

While salary sacrifice can technically be used for any vehicle, it works best with electric cars. BiK tax for EVs is fixed at 2% until 2025 and will rise only slightly up to 2030. That makes

EVs far more efficient to run through a scheme like this. Charging costs are significantly lower too. A home charge can cost around 5p per mile, compared to 15 to 20p for petrol or diesel. Some schemes even include a home charger and support with installation. For those without access to home charging, public infrastructure continues to grow, and workplace chargers are an increasingly popular solution.

An ESG and brand advantage

Offering a scheme like this does more than reduce carbon emissions; it enhances your employer brand. Whether you’re trying to win tenders, recruit younger talent, or show investors you’re serious about ESG, salary sacrifice sends the right message. In a competitive job market, this could be the difference between a candidate choosing your business or another. Imagine being able to offer a new Tesla Model 3 as part of your package. It is a compelling, high-value benefit that costs less than a traditional pay rise.

Getting started is simpler than you think

Launching a car salary sacrifice scheme does not require a large HR or finance team. Most providers support setup,

including documentation, payroll integration and staff communications. You can start with a small group and scale over time. Communication is key. As employees often do not realise the savings until they see a quote. Running webinars, sharing FAQs, and offering one-on-one consultations make a big difference in uptake and trust.

The bottom line

Salary sacrifice schemes for electric vehicles are more than just a modern benefit. They offer a cost-effective, flexible way for businesses to reward staff, reduce emissions and protect their bottom line. Whether you are an SME looking to compete for talent or a larger organisation aiming to boost retention and meet ESG goals, this is a benefit that delivers real impact.

To learn more, visit rivervale.co.uk/ fleet/car-salary-sacrifice or speak to our Salary Sacrifice Specialist, Warren Keech, to find out more. He’ll help you understand your options, model the savings, and support you every step of the way.

Cricketing legend Sir Ian Botham draws 500 to The Grand for Best of British Brighton

Best of British Events returned to The Grand Hotel, Brighton, last Friday for another unforgettable afternoon, welcoming over 500 guests to its flagship Brighton event. The sell-out networking event brought together local businesses, supporters, and sporting fans for a truly memorable day of entertainment, conversation, and charity fundraising.

Networking & Events

The Best of British Brighton Lunch was hosted by renowned broadcaster John Inverdale, known for his long-standing career with the BBC covering major sporting events including the Olympics, Wimbledon and Six Nations Rugby.

The headline attraction was cricketing legend Lord Ian Botham, who captivated the audience with stories from his illustrious career. In a relaxed and humorous interview conducted by his close friend and fellow former England cricketer Geoff Miller, guests were treated to candid anecdotes, sporting wisdom and reflections on life

both on and off the field.

The afternoon also highlighted the generous spirit of the Brighton business community, raising an impressive £25,225 for the event’s chosen charity, Chailey Heritage Foundation, which supports children and young people with complex disabilities.

Sponsors for the event included Webtrends Optimize, Extech Cloud, Madison Web Solutions, Bennett Oakley Solicitors, Carbon Finance, and DevAssist, all of whom helped make the day such a resounding success.

Ryan Heal, Managing Director of Best of British Events, commented: “Friday’s event was one of our most successful to date. To see over 500 people come together in support of sport, business,

and charity was truly inspiring. Having Sir Ian Botham and Geoff Miller on stage together was a real highlight, and we’re incredibly proud to have raised such a significant amount for Chailey Heritage Foundation. Brighton continues to prove itself as a powerhouse of community spirit and generosity, and we’re grateful to our sponsors and supporters for making this possible.”

Best of British continues its calendar

of events throughout 2025, with more unmissable experiences planned in support of local charities and causes.

The annual sporting lunch of the year returns to The Grand Hotel on Friday, May 29, 2026. Secure your table today by emailing brighton@bestofbritish.org.uk

For more information regarding Best of British Events, please visit their website

Ladies Lunch Clubs in Eastbourne another huge success with special guest Steph Kemp

By Jackie Ashwood.

Networking & Events

The Ladies Lunch Clubs returned to Eastbourne in May at the Lansdowne Hotel, drawing a full house of 30 professional, like-minded businesswomen. The event was a fantastic opportunity for networking, collaboration and inspiration, all set in the elegant surroundings of one of Eastbourne’s finest venues.

We were delighted to welcome Steph Kemp from S K Empowered Training as our special guest, interviewed by our very own sponsor from Crown Wealth Consultants, Rachel Edwards.

Steph and the team empower women through specialised strength training, boxing, pre and postnatal, and street dance classes. Its friendly community embraces women of all ages and abilities, creating a supportive

environment for every step of your fitness journey. You can bring your children while you train - a safe and welcoming space is provided for your children, so you can focus on your workout with peace of mind.

Listening to Steph was truly inspirational and I’m looking forward to my first boxing class.

To find out more: https://www. skempowered-training.co.uk/

A huge ‘thank you’, as always, to the wonderful Eastbourne sponsor, Crown Wealth Management, whose support enables these events to happen.

Are you a professional woman looking to connect with like-minded individuals, share inspiring stories and build lasting friendships? Ladies Lunch Clubs is the perfect platform for you!

Visit https://cbc-sussex. onlineticketseller.com for upcoming events.

Membership perks and special discounts

Our events are an excellent opportunity to learn about our membership packages and the exciting range of events we have planned beyond just lunches.

Special discount: If you’re an LLC member or a County Business Clubs Sussex Value Added Partner, don’t forget to contact us for your 20% discount code — just one of the many fantastic perks of being part of our community.

For more information, feel free to reach out:

Email: jackie.ashwood@ countybusinessclubs.co.uk

Big views, big insights and big-hearted giving at Shelter Hall

A round-up from the Big Business Breakfast Club’s May meeting.

Networking & Events

On Friday, May 16, the Big Business Breakfast Club descended on Shelter Hall — our first time at this iconic seafront venue. With nearly 100 local business folk in the room, the vibes were high, the coffee was strong and the conversations flowed like a spring tide.

This month’s event was proudly sponsored by Streets Chartered Accountants, with Director John Donegan sharing how they support businesses across Brighton, the Southeast and London. Streets also selected our Charity of the Month: The Sussex Beacon, represented by CEO Rachel Brett, who spoke powerfully about their work supporting people living with HIV. Thanks to ticket donations, we raised £110, bringing our all-time total to over £7,500 for local causes.

Our headline guest, Leon Taylor, Olympic silver medallist, BBC commentator and all-round legend, joined Sam Thomas for a candid head-to-head chat. Leon reflected on the highs and lows of competitive diving, the mental toll of elite sport and his shift into public speaking and athlete mentoring. His message around resilience and identity struck a real chord with the room.

Alex Ryan brought the brains and buzz with May’s Big Steps for Small Business, walking us through top AI tools like OpusClip, Descript, NotebookLM, and Beesly.ai. It was a timely and practical deep dive into how AI can save time, boost reach and sharpen marketing content.

We also celebrated three of our Ambassador Legends — Jenny Legg, Mark Gibson and Vicki Etherington — each of whom has clocked an

impressive 29 BBBCs. That’s some serious breakfast loyalty.

The business card draw saw five winners scoop prizes including print from The Print Lord, mugs, books, vouchers, and more. Big thanks to everyone who flung a card in the bag.

A nod to our visual wizards, Michael Cheetham, Ziggy Lyons and Howie McConnell, for capturing the magic behind the lens once again.

If you missed it, you missed out. But, fear not, we’re back on Friday, June 20, at the Leonardo Royal, sponsored by Evolve (Pipedrive CRM experts) and supporting Dad La Soul. Expect the usual blend of banter, bacon and business brilliance.

Book now at www.bigbusinessbreakfastclub.co.uk

Photo credit: Ziggy Lyons

Photo credit: Michael Cheetham

Photo credit: Ziggy Lyons

Photo credit: Michael Cheetham

Photo credit: Ziggy Lyons

Photo credit: Ziggy Lyons

Photo credit: Ziggy Lyons

Photo credit: Michael Cheetham

Photo credit: Michael Cheetham

Photo credit: Ziggy Lyons

Sussex Cricket Foundation hosts landmark weekend celebrating Disability Cricket

Event at The 1stCentury County Ground was staged in partnership with the ECB, Lord’s Taverners and Webtrends

Optimize.

Networking & Events

Sussex Cricket Foundation has showcased its continued commitment to inclusive sport with a landmark weekend of Disability Cricket at The 1st Central County Ground, in partnership with the ECB, Lord’s Taverners and Webtrends Optimize.

Festivities began on Friday, May 16, with DIScoverABILITY Day, bringing together participants from across the county for a day of fun, engagement and sport.

The celebrations continued on Sunday, May 18, with the launch of the inaugural Disability T10 Cup, introducing an exciting new format to the disability cricket calendar.

It was a day of sunshine and smiles on Friday when the Foundation welcomed over 750 participants, as well as 150 volunteers from a variety of schools and organisations across Sussex to come and play on the hallowed turf at Hove.

Sports leaders from local secondary schools across the city escorted participants around different zones across the pitch, providing activities such as table cricket, football, wheelchair rugby, mini-golf, and even modified boxing!

Lucy Western, star of the Sussex Sharks Women’s team and newly announced Sussex Cricket Foundation

ambassador, was also in attendance joining in with the fun and games alongside the participants.

The weekend’s celebrations didn’t end there. Sussex Cricket and the Sussex Cricket Foundation proudly hosted the inaugural T10 Disability Cricket Cup, a groundbreaking tournament that brought together 40 of the nation’s top Disability Cricketers for a thrilling knockout competition.

Broadcast live on the club’s website with full commentary, the event drew more than 5,000 viewers throughout the day, as fans from across the country tuned in to witness an exceptional showcase of talent and competitive spirit.

The tournament reached a dramatic conclusion, with Hampshire clinching victory on the very last ball of the final, edging past Surrey in a nail-biting finish to claim the historic first title.

Speaking on the historic tournament, Sussex Sharks D40 captain, James Bunday, commented: “The first thing I would like to say about the T10 Cup, is a massive ‘thank you’ to each and every person who helped to facilitate such an amazing opportunity for me and the rest of the players.

“Thanks also to Matt Smith and his team at Webtrends Optimize, who continues to support Disability Cricket in Sussex, and Sussex Cricket generally.”

Essex D40 captain, Joe Moss, added: “I would like to thank Sussex and Tom Belcher for inviting Essex to be a part of this, the first T10 Disability Cup. The weekend was fabulous. I think this should be an annual event.

“Just to be able to play our program is really positive but to make people‘s dreams come true by playing at pro grounds and being treated like the pros is what every disability player dreams of and that’s what we experienced on Sunday.”

With such a positive impact made across the weekend, Disability Cricket Manager for the Sussex Cricket Foundation, Tom Belcher, is planning on coming back bigger and better in 2026: “It was yet another historic day for everyone involved in Disability Cricket this weekend. I am so proud that our Club has hosted two spectacularly impactful events across one weekend.

“Disability Cricket in Sussex is in a fantastic place, including our VI team who are currently top of their league!

“Thank you to everyone who made this possible, including Webtrends Optimize, Lord’s Taverners and the ECB. Keep an eye out for us next season!”

To find out more about Disability Cricket in Sussex, or to find out more about the Sussex Cricket Foundation, please visit: www.sussexcricket.co.uk/foundation

Acumen Business Convention: 15 years of breaking business convention boundaries

Each year, the Acumen Business Convention exceeds expectations, and the 15th anniversary proved no different. From the moment the doors opened at the Grand hotel, the energy was electric. Entrepreneurs, founders, and members of the business community arrived in style, welcomed by vintage zebra-print-clad paparazzi evoking a 1920s flair.

Networking & Events

From its beginnings of a prestigious gathering at the Brighton Dome, Acumen Business Convention has grown into a flagship event on the South East’s calendar, regularly attracting 300 decision makers. Fifteen years on, it remains true to its roots; vibrant, personal and proudly different. As one attendee said: “This isn’t just a business event – it’s a party.”

The day featured an outstanding line-up of speakers and local business legends sharing their wisdom in the arena sessions. However, the real twist saw

nearly 300 attendees join forces to solve the biggest murder mystery in business convention history. With deception, surprises and live entertainment unfolding throughout the day, there wasn’t a dull moment in sight.

The fun didn’t end there. High energy carried into the evening at the Creative Pod Buck-Off After-Party, where business talk gave way to belly laughs and elevator pitches were swapped for punchlines. With guests testing their limits on the Bucking Bronco and celebrating new connections, many attendees hailed this as “the best convention yet”.

The grand arrival

Guests made a grand entrance through a vibrant balloon arch, leading to the Acumen Business Convention Hall of Fame. A tribute to the inspiring speakers who have shaped each event over the years. Figures such as Levi Roots, founder of Reggae Reggae Sauce, Richard Reed, founder of Innocent Drinks, and Jamie Laing, founder of Candy Kittens, represent just a few of the luminaries who paved the way to this special 15th anniversary.

From the outset, the atmosphere buzzed with anticipation as guests reconnected

with familiar faces and discovered new suppliers, collaborators and even potential partners.

As lights dimmed and music boomed, attendees settled in for a show to remember. Acumen Law’s own Alvin Itto served as compere of the day. With a warm welcome he introduced Rockinghorse Children’s Charity, the chosen charity for this year’s convention. It was heartwarming to see all the incredible work they do.

To kick off the day, he reflected on memorable moments over the past 15 years. He touched on the rise and fall of the iPod, England managers and joked about our daily trust in tech for our professional reputation, even when it autocorrects to “duck off”.

Penina Shepherd, founder and CEO of Acumen Law, then took to the stage to

personally thank attendees and reflect on the journey so far. She emphasised that the true magic of the convention isn’t just what happens on stage, but in the conversations, connections and community moments that surround it. This event is built by the community, and for the community, and Penina’s heartfelt words underscored its enduring legacy.

What started as a gathering of 100 business people at the Brighton Dome has developed into the only business convention of its kind outside the capital. Over the years, there have been African drummers, international speakers, acrobats, zebra dancers, live singers, and so much more. Every year delegates leave with a new client, supplier or even business partner.

Extraordinary speakers

Adam Pearson, acclaimed TV presenter,

actor and disability rights advocate, opened the speaker line-up with a powerful message. Diagnosed with Neurofibromatosis Type 2, which causes facial disfigurement, Adam shared his journey from stigma to stardom. Known for his performance in the BAFTAnominated film Under the Skin, Adam challenged unconscious bias and urged attendees to be open to asking questions, even the uncomfortable ones, in pursuit of progress and inclusion. The room fell silent as Adam exclaimed: “People with disabilities are just people, not a hero, a victim, or a villain.”

Next came Rob Starr MBE, founder of Starr Trust and SEICO, followed with compelling tales of perseverance, risk and sheer determination. Brighton’s beloved entrepreneur and charity champion captivated the room with a clear message: self-belief, perspective and resilience are the driving forces

behind success. When faced with tricky situations, Rob didn’t back down, he leaned in, said yes, and figured out the ‘how’ later. The audience applauded his authentic approach as he truly wore his heart on his sleeve.

Peter James, master of crime fiction and bestselling author, took the stage with stories that thrilled and fascinated the audience. He spoke of shadowing a real detective in Brighton & Hove, research that brought true authenticity to his novels. With his next book set in a grand hotel, Peter couldn’t have been better suited to attend the Grand Hotel and share his inspiration behind his craft. He reminded the audience that everyone has a story worth telling, and the key is to start writing it.

Sarah Willingham, former Dragon, entrepreneur and the most recent owner of the i360, closed the day with a deeply personal and empowering talk. In a fireside chat, Alvin Itto asked Sarah the questions everyone has been desperate to hear. She shared her vision for bringing soul to Brighton’s i360, her honest experiences of being a working mother and how menopause

and underestimation have shaped her resilience. The audience celebrated when Sarah revealed that when people underestimate her, it becomes her “superpower”.

During the audience Q&A, including questions about what success means to her, Sarah inspired with humility and humour, urging everyone to care for themselves first: “If you’re not looking after yourself, how can you truly look after others?”

The murder mystery twist

This year’s convention included a surprising twist, a live murder mystery woven seamlessly throughout the day. From cryptic clues in PowerPoint slides to mysterious announcements and “leaked” podcast episodes, delegates were drawn into a whodunnit unfolding in real-time.

The story started when Benjamin Rose, Solicitor at Acumen Law, stood on stage to talk about his beloved

topic of compliance. He took a sip of what turned out to be poisoned coffee, live on stage. The audience rose to their feet and gasped as he fell to the ground. Throughout the day, attendees picked up subtle clues including suspicious WhatsApp messages, hidden notes and even a suspect line-up featuring Brighton celebrities like Chris Eubank, Zoe Ball and Fatboy Slim.

The climax came during the final session, where the real culprit was dramatically revealed. What was supposed to be an exclusive reveal of Peter James’ new book cover, actually displayed a picture of him joining forces with Zoe Ball to poison Ben’s coffee! Laughter erupted from the audience as Peter James shrugged.

The Acumen Business Convention isn’t your typical business event, it’s a vibrant celebration of community, creativity and connection.

It was a playful reminder that business doesn’t have to be boring.

A business community like no other

Although the stage took the spotlight, the magic also happened around the tables. Conversation, collaboration and inspiration flowed freely. What started on stage spilled into the crowd, sparking lively discussions and meaningful connections.

Arena sessions provided limelight for local legends. With three separate arena rooms dedicated to renowned local heroes sharing their wisdom. Carole Gilling-Smith, of Agora Clinic, shared insights on leading with quiet courage and building inclusive workplaces, shaped by rejection and resilience. Chris Barnard from Collective Concepts Accounting explained how to use financial data to transform a business. Ade Holder, of 427 Marketing, demystified the dos and don’ts of SEO. Each speaker offered practical tools for business growth and sparked fresh ideas.

The second breakout session provided dedicated connection space. The rooms transformed into networking environments for connecting, relaxing and playing. Guests enjoyed the freedom to roam and network amongst themselves, sharing laughs over games or discussing favourite moments from the day. Each room buzzed with excitement as there was so much to explore.

As day turned to night, the community gathered once more at the Creative Pod Buck-Off After-Party. Hats off to Jess Nicks, Sam Thomas and Ben Rose, who bravely entertained the crowd with their comedy sketches. The laughs continued with the Bucking Bronco Challenge where the top rider held on for an impressive 23 seconds! (A very big ‘well done’ for anyone who lasted more than three seconds...)

The room buzzed with energy and camaraderie long into the night, fuelled by food from Nostos and the joy of shared experience. The Sussex business community once again proved that business and fun do, in fact, mix perfectly.

An event like no other

The Acumen Business Convention isn’t your typical business event, it’s a vibrant celebration of community, creativity and connection. With live entertainment, interactive twists and unfiltered honesty from the stage, it has become a staple in the Brighton business calendar.

It’s a place to gain insights, forge lasting friendships and share laughter as much as learning. Whether attendees were seeking inspiration, new ideas, or future collaborators, this convention offered something for everyone.

As the curtains closed on the 15th Acumen Business Convention, the energy lingered. Attendees have shared their key takeaway from the event has been to trust yourself and go out of your comfort zone, as this is when true growth happens.

www.acumenlaw.co.uk

Brighton & Hove Business Show attracts record turnout of visitors

Event surpassed all expectations with hundreds attending the annual event at the Amex Stadium.

Networking & Events

Poor weather failed to put a damper on the 2025 Brighton & Hove Business Show.

Well over 330 people attended the event as visitors on June 5, making it the most successful in the show’s history.

Organiser Mike Monk overcame obstacles, including last-minute lounge changes, to pull off a perfect day of networking.

He hosted an early morning business breakfast, staged ahead of the show, and welcomed April Baker, CEO of Together Co, as the guest speaker.

Later, when it was time to open the stadium’s doors to show visitors, he was joined by Claire Catliff, of Love Luxury

Events. Claire has provided outstanding ‘meet and greet’ reception services at the show for several years and is integral to its smooth-running and success.

The 2025 event saw exhibition stands fill two lounges.

New for 2025 were interactive show passes, each with a unique QR code which allowed exhibitors and visitors to create a digital record of their day.

“It was a fantastic event,” said Mike. “The number of visitors was well up on last year, in spite of poor weather. The show attracted the highest number of visitors ever.”

He added: “I would like to thank all the exhibitors as well as those who turned up on the day to make new connections

and be part of this growing event. It was a spectacular day.”

Mike extended his thanks to this year’s speakers - Andrew Wright, of Action Your Potential, Brandon Harris, a certified EOS implementer, James Armstrong, of Social Firefly, and Alex Ryan, of Marketing 101.

Howie McConnell, of 28th Street Media, once again provided photographic and video coverage of the event.

Mike Monk Events, in partnership with supporting organisations, is staging Eastbourne Business Show in September and Gatwick Business Show in October.

To get involved, visit: https:// brightonandhovebusinessshow.uk/

Making dreams come true – reflections on the 2025 FirmBalls Amex Tournament

By Sam Thomas.

Networking & Events

There are certain days that stay with you and Thursday, May 22, was one of them.

The annual FirmBalls Amex Tournament has always been the highlight of our calendar, but this year felt even more special.

Maybe it was the buzz of 160 players walking out onto the hallowed turf of the American Express Community Stadium, or the excitement as extratime drama unfolded in the final. Maybe it was the knowledge that beyond the goals, glory and group stages, we were coming together to raise both funds and awareness for two brilliant causes. Either way, it was a day I won’t forget in a hurry.

Hosting an event of this scale, at the home of Brighton & Hove Albion Football Club, is no small feat, and every year it just keeps getting bigger

and better. From the moment the gates opened, there was that electric mix of nervous energy, anticipation and pure excitement. Teams arrived kitted out and ready to give it their all. For many, it’s the chance to live out a childhood dream, walking down the tunnel and playing on a Premier League pitch.

The standard of football was phenomenal. Competitive but respectful. Fierce but fun. Every game had its own story, its own magic moment. But of course, the final was something else entirely.

Huge congratulations go to SO Legal, who claimed this year’s title in dramatic fashion, beating Fumi in a tightly contested final that went to extra time. The winning goal? Scored by none other than Jamie Salvidge, co-founder of SO Legal. A moment of pure football fairytale. I think we all got goosebumps when that ball hit the back of the net.

Yet while SO Legal lifted the trophy, the real winners of the day were our two chosen charities, The Starr Trust and The Russell Martin Foundation. I’ve long admired the work these organisations do to support young people in our community. The Starr Trust has a special place in my heart, and to now serve as one of their ambassadors is both an honour and a responsibility I don’t take lightly. To help raise over £3,000 on the day for these incredible causes is something I’m immensely proud of. That money will go on to change lives and that’s what truly matters.

I want to take a moment to thank everyone who made the day possible. Our incredible team at FirmBalls, especially Michael Jeffries, who work tirelessly behind the scenes. To Tracey Starr for once again organising a fantastic raffle that added to the fundraising total. To Phil Pearson, our magician for the day, who added that

extra sparkle and entertained guests with his unbelievable tricks. And to Stephen Lawrence for capturing the day through his lens, and Howie McConnell, whose video footage as always was epic.

A huge thank you also goes out to our sponsors SEICO Insurance & Mortgages, whose support makes events like this possible. And, of course, to every team that took part and gave it their all.

This was our seventh tournament at the Amex and over the years, we’ve now raised close to £70,000 for local

charities. That’s a stat I’m incredibly proud of but it’s not just about the money. It’s about using football as a vehicle for connection, community and impact. It’s about creating experiences that stay with people for years to come. And it’s about reminding ourselves that business can be fun, meaningful and purpose-driven, all at the same time.

Events like this remind me why I have been running FirmBalls for over 12 years, to create something different. A space where professionals could come together not just to network, but to connect. To compete, yes, but also to contribute.

On the day, I saw smiles, handshakes, hugs, and high fives. I saw friendships being formed and memories being made. And I saw what happens when business meets purpose on the pitch.

As the sun set over the stadium and we packed away the final bits of kit, I stood for a moment and took it all in. A feeling lingered, one of Pride. Gratitude. Joy.

So, until next year, that’s a wrap.

But what a wrap it was.

www.firmballs.com

Velvet Hove unveils stunning expansion with new menswear floor

Fabulous launch party marks opening.

This year saw awardwinning, independent destination store Velvet in Hove undergo a dramatic transformation, doubling in size and unveiling a brand-new menswear range on the lower floor — alongside an expanded selection of its signature, carefully curated womenswear.

The ambitious project was a long-held dream of founder Emma Draper, who had envisioned this next chapter for over five years. After a year of meticulous planning and four months of major building work, the new floor officially opened this Spring.

Emma shared: “This project has been quite the journey! Beneath our store was

a maze of small rooms and corridorsalmost 120 tonnes of hardcore had to be cleared, and we’ve added 3.5 tonnes of steelwork to reinforce the structure. It’s taken a big team from East Sussex Construction to bring it all together.

“Logistically and emotionally, it’s been a huge undertaking. We kept the shop open throughout and did our best to

minimise disruption to our hours. I’ve learned a LOT and it’s been a touch stressful at times!

Having it all come to life in the same year as our 25th anniversary is a dream come true. My vision of creating a mini department store in the heart of Hove is finally becoming a reality.”

To mark the occasion, Velvet threw a launch party to celebrate the new space, inviting VIP customers, friends, brand partners, and everyone involved in the build. It was a fabulous night honouring another exciting milestone for Emma

and MD Gemma Vaughan, and their dedicated team.

Velvet’s growth continues to receive recognition — 2024 saw them awarded Fashion Independent of the Year, following Emma’s 2023 accolade at the Dynamic Awards - Sussex and Surrey Businesswoman of the Year.

Established in a small Brighton North Laine boutique back in 2000, Velvet has grown into a thriving 4,000 sq. ft, independent store. Remaining proudly offline, it focuses on creating a uniquely personal, in-store experience

- offering exceptional customer service and a warm, welcoming atmosphere you simply won’t find on the high street.

Visit Velvet: 66–68 Church Road, Hove BN3 2FP www.velvetstore.co.uk

Instagram: @velvethove and @velvethovemen

Photo Credits:

Launch Party – Henry Warrenwww.henrywarren.co.uk

Building Works – Gemma Vaughan

Are we still proud to be human?

By Marina Fernandez Julian.

In a world of endless upgrades, smarter phones, faster systems, AI that writes, codes, diagnoses, and predicts, have we forgotten to upgrade ourselves?

Lifestyle

We change our devices, our homes, our cars.

But what about our mindset? Our leadership? Our consciousness?

This is the question at the heart of Leading with Soul. In an age of machines, what does it mean to lead and live as a fully present human being?

Let me share a moment that made this more than just a concept.

I was in a hospital waiting room, supporting a friend through surgery. A nurse came out and said, without eye contact or warmth: “Go inside.” No name. No explanation. Just a task completed, void of connection.

The woman she addressed was in her seventies, sitting beside her daughter. The daughter looked up, surprised, and calmly asked: “Who are you here for? What’s her name? What’s the operation?”

She wasn’t being difficult. She was asking for dignity. For clarity. For care.

That small moment revealed a larger truth: when we stop leading with our soul, disconnection becomes the norm. And when we disconnect, we lose what makes us human.

We complete the task.

But we miss the person.

Now AI is here. It will do the task faster, cheaper and more precisely than we ever could.

So what’s left for us?

Being the person.

Being the one who looks someone in the eye and says: “I see you.”

Just days after that moment, I returned to a hospital for a routine scan. I felt vulnerable. Human. A nurse came in twice, adjusted the machine, and left, no greeting, no eye contact, no comfort. Just quiet efficiency.

And I thought, this is what disconnection feels like.

This is what happens when systems reward speed over connection.

This is what happens when we forget to lead with humanity

Let me be clear.

Leading with soul is not soft. It is strong.

It is a radical act of resistance in a numb world.

It is the daily choice to be present in a culture that prizes performance.

It is the decision to upgrade who we are, not just what we use.

And this matters now more than ever. Because the next generation is watching. And they are growing up numb, overwhelmed and afraid.

They deserve to see what real leadership looks like. Not robotic perfection, but genuine human connection. Leadership that reflects care. Sovereignty. Integrity.

While writing Leading with Soul, I interviewed people who were already leading differently. Quietly. Powerfully. With presence. CEOs, teachers, entrepreneurs, team leaders. Not flawless, but deeply present. Not just performative, but sincere. And they made people feel seen.

Across these diverse paths, a pattern began to emerge.

They lead with care. They stay curious. They serve with integrity. They view leadership as a shared act, not a solo performance. They offer something essential: a model of leadership in tune with who we are. A model that values people

as much as progress. That aligns presence with purpose.

We’ve been told a lie. That care slows us down. That presence is unproductive. That detachment is the price of success.

But the truth is the opposite. Presence drives performance. Care creates culture. Soul sustains success. Unity creates progress.

When we lead with soul, we elevate more than results. We elevate people. And in doing so, we elevate communities and shape society.

It is like stepping into a penthouse suite and opening the curtains. Suddenly, the city stretches before you, and the ocean lies beyond. From up there, you see what was hidden from view on the ground floor. You are no longer stuck in the noise. You see the whole. And you want to share the view.

That is what awareness gives you. That is what soul-led leadership offers.

We are not here to compete with machines by becoming machines.

We are here to become more human and to lead from the one place AI cannot: the heart.

This is not a gentle suggestion. It is a call to action.

To care. To connect. To take pride in the most sophisticated soft technology ever created: ourselves.

It is a call to leaders, teachers, parents, creators, and anyone with influence to stop normalizing numbness. To stop hiding behind busy schedules and emotionless systems. To take radical responsibility for the cultures we shape and the people we impact.

We cannot afford to keep acting like robots. That position is no longer sustainable.

We must model what is possible now, so we can fall in love again with our work, our roles and who we are becoming.

I am no longer willing to compromise. I am no longer willing to entertain behaviors that do not reflect what I know we deserve.

If you cannot show up with care, presence and heart, step aside.

The world is asking for more. And some of us are ready to answer that call. Are you?

Let us begin to upgrade ourselves the way we upgrade our tools. Let us lead with soul.

Because after AI does everything else, being human will be the greatest leadership skill of all.

Want to go deeper?

Read the Books:

• Leading with Soul https://marinazestforlife.com/leadingwith-soul/

• Balance: Living a Life True to Yourself https://marinazestforlife.com/ balance-living-a-life-true-to-yourself/

Explore My Work: https://marinazestforlife.com

Connect on LinkedIn: https://www.linkedin.com/in/marinazest-for-life-coaching-and-nlp-training-

Marina Fernandez Julian NLP Trainer and Coach Releasing Growth. Inspiring Greatness. Your Help Towards Self-Leadership, Professional Growth & Richer Life Experiences.

County Business Clubs’ Wine of the Month June 2025

Langham Vineyard – Culver Classic Cuvée

For June’s Wine of the Month, we have chosen sparkling wine along the South Coast in Dorset. I picked up a bottle of their wine after their recent Silver Medal in the well-respected IWSC competition. They specialise in making low-intervention, traditional method sparkling wines from Chardonnay, Pinot Noir and Pinot Meunier grapes grown on their 34 hectare vineyard on Crawthorne Farm in rural Dorset.

They pride themselves in crafting terroirdriven sparkling wines using grapes only grown there on the Dorset vineyard. Tommy Grimsham is head winemaker. They do not fine or filter their wines, making them vegan and vegetarian friendly. All of their sparkling wines have less than 6g sugar per litre, meaning that they are classed as Extra Brut rather than the usual Brut for most English wines and Champagnes, relying more on the grapes to provide the sweetness for the wine.

Winemaker’s tasting notes

Culver is our Pinot Noir dominant blend, named after the cretaceous chalk strata the vines are planted into. It shows the power and richness of its two red varieties, with an opulence and depth that helps it to pair wonderfully with food.

Varietals in the blend - 75% Pinot Noir, 14% Chardonnay, 11% Meunierpredominantly from the 2019 vintage

Awards for this wine are the following;

• Gold Medal – Wine GB Awards 2024

• Silver Medal – Sommelier Wine Awards 2024

• Silver Medal – IWSC 2025

Michael’s tasting notes

– Initially we have floral notes with apple followed by citrus and a hint of nuttiness, this wine had a lovely character, complexity and length

Tasting notes from IWSC 2025 judges

“ Refined stone fruit, crunchy red apples, herbs, hints of green tea and chamomile. There are rich, creamy, fine bubbles to the medium length, and nice freshness combining with spice and minerality.”

Food pairing for this Cuvee

We enjoyed this wine with charcuterie from Curing Rebels (Brighton) and Mixed Olives from The Cheeseman, the wine has good depth of character and worked well with the mezze. We will be buying again.

Where to buy?

This wine is available online via the website or other established English sparkling wine sellers at around £34 a bottle https://langhamwine.co.uk/ product/culver/

Written for County Business Clubs by Michael Yeoman, English wine specialist and founder of Spirit of the Downs, award-winning local artisan Sussex srandies, grape vodka and Boosy Barista coffee liqueur.

WOTM

with John Heal

The Phoenician Scheme is a film that walks a tightrope between classical intrigue and contemporary paranoia — less a reinvention of the espionage thriller than a meticulous excavation of its undercurrents. It trades the bombast typical of the genre for something slower-burning, more cerebral, yet never dull. Beneath its polished exterior lies a complex meditation on loyalty, deception and the quiet corrosion of power.

At its heart is a lead performance that carries both weariness and resolve, portraying a character who is not so much unraveling as awakening. The film is confident enough to linger in ambiguity, trusting the viewer to engage with its layered motivations and shifting allegiances. Conversations are quiet battles, often more revealing in what is unsaid than in what is spoken.

Cinematographer Noa Farid imbues the frame with a crisp, almost antiseptic clarity, where the sleekness of modern architecture contrasts with the murky ethics of the world within it. The lighting is deliberate and cold, often framing its characters as if they’re already under surveillance. There’s an eerie elegance to the visuals that reflects the narrative’s cool detachment.

The score pulses just beneath the surface — never overpowering, but always guiding. It’s used sparingly, allowing the natural tension to breathe. The screenplay avoids exposition-heavy traps, favoring a lean structure that rewards attention. While the second act risks stagnation with a subplot that hints at emotional depth but fails to fully realize it, the third act pulls the threads taut, delivering a conclusion that is both sharp and sobering.

If there’s a criticism, it’s that The Phoenician Scheme can sometimes feel too measured for its own good. Its restraint, while admirable, occasionally borders on detachment. A secondary character’s arc — one that holds promise of thematic counterpoint — is introduced, then quietly sidelined, leaving a faint echo where resonance was needed.

Still, this is espionage cinema with uncommon focus. Rather than racing toward resolution, it asks the viewer to sit with discomfort, to examine not just the plot but the systems it reflects. Elegant, cerebral and refreshingly unflashy, The Phoenician Scheme doesn’t just tell a story—it unfolds a question that lingers long after the final frame.

Cinematography: 4.5/5

Score: 3.5/5

Plot: 4/5

Dialogue: 4/5

Pacing: 3.5/5

Ending: 4.5/5

Overall: 4/5

your presence at the

Let’s raise a fistful of dollars for charity

Doors open at 18:30 02/10/25 amex stadium, brighton

£65pp or £360 for a table of 6