Surrey Business Magazine - issue 59

SURREY

BUSINESS

HOW TO AVOID

‘QUIET QUITTING’

Surrey Research Park DEMENTIA TRIALS

Verlingue

THE DANGERS OF ELECTRIC FLEETS

TRAVEL

Magical Morocco

MOTORING

Ferrari Roma

Audi TTRS

DYNAMIC MAGAZINE INSIDE

JIM RATCLIFFE

FROM COUNCIL HOUSE TO THE RICHEST MAN IN THE UK

20 Kreston Reeves

Research & Development tax relief is changing quite significantly this April. Seonad MacLeod has the headline

41 Haines Watts

Dan Morgan lists the key traits of what it takes to be a successful business owner

26 Let’s Do Business

How having a robust five and ten-year business strategy is vital for growth

38 Surrey Research Park

Re:Cognition Health, based at Surrey Research Park, is hailing a ‘breakthrough’ in trials for Alzheimer’s treatment

44 Verlingue

Beware of the inherent health & safety hazards of using a fleet of electric vehicles

46 MDHUB MDHUB’s Phil Green introduces the Futurehub programme, giving you courage to know what you don’t know

49 Cleankill

Using predator birds to control the feral bird populations

INNOVATION

42 Sussex Innovation Anticipated trends to look out for in 2023

OPINION

50 Anger Management

Working from home may seem desirable for some, but it hasn’t worked for many companies, with the main winners being Amazon and Netflix

LEGAL

24 DMH Stallard

The new Product Security and Telecommunications Infrastructure Act 2022 is now in place. Read up on the commercial obligations of everyone in the supply chain

28 Loch Associates

Pam Loch talks of what you can put in place to help avoid ‘quiet quitting’

36 Mayo Wynne Baxter

Businesses put in time and effort on their T&Cs and contracts, yet some of them then squander the hard work. Here’s how not to be one of them.

TRAVEL

52 Magical Morocco

Tess de Klerk went native and went on an expedition from Marrakech into the Moroccan Sahara

MOTORING

48 Ferrari Roma

Maarten Hoffmann is very impressed with the Ferrari Roma, a car he’d happily drive to the Cote d’Azur just for lunch

SURREY REMAINS DETERMINED DESPITE GOVERNMENT AMBIVALENCE

Only one month into the year and there are so many activities and opportunities for companies to get involved in which will help to enhance the success of their businesses.

The Chamber has been very active in securing funding for various training programmes. Our Multiply offer kicks off this month, providing people in employment with a refresher on all things mathematical to help them improve their numeracy skills at work and at home.

Through a fun session, delivered by Activate Learning, our delegates will learn several business-focused number challenges as well as having the opportunity to build their own network of other local businesspeople. We will be continuing these courses across the rest of the year and hope to see as many businesses as possible benefiting from them.

We have two excellent offerings for businesses thinking of, or already, working internationally. The first is a series of training courses, usually running at £250-£300 per person, covering all aspects of international Trade. We also have our International Trade Forum, which is building a series of introductions to overseas markets via the British Chambers based there.

BUSINESSWOMEN IN SURREY

We are really excited to be running our annual International Women’s Day on March 8th, kindly sponsored by NatWest Bank and Surrey Business School. The theme this year is #EmbraceEquity.

Equity isn’t just a ‘nice-to-have’, it’s a ‘must-have’. We are pulling together a strong panel of speakers, and everyone is welcome to attend, whether they are a woman or man in business! We also have some exciting additions to this event as we will be reminding people of the Dynamic Awards, which are celebrating the remarkable achievements of businesswomen in Surrey and Sussex.

These awards are now open for entry and we hope to see many Surrey stars up for recognition. We will also be sharing the exciting news that Surrey Chambers is sponsoring a full scholarship for someone to enrol on Surrey Business School’s MBA.

❛❛ We will be reminding people of the Dynamic Awards, which are celebrating the remarkable achievements of businesswomen in Surrey and Sussex ❜❜

The Local Skills Improvement Plan is coming together, with nearly 200 businesses responding to our survey. We continue to have our ears wide open for any feedback on skills gaps, so that we can share a true picture of the gaps locally to all the providers. We have started a series of events to glean more detail from different sectors, and urge businesses to attend and share their experiences.

THE ECONOMY AND ITS IMPACT

In the Chancellor’s recent speech, he detailed his focus on ‘enterprise, education, employment and everywhere’. Disappointingly, there was no mention of energy and exports. Until these two areas are addressed, our economic growth will continue to be stunted.

Our Chamber membership is jampacked with innovative and forwardlooking firms who are developing new products and services that can sustain our economy for years to come. While wholesale energy costs might now

be starting to fall, the reality is that thousands of businesses were locked into new contracts last year at prices that will remain far higher for months to come.

This will be unsustainable for many, and must be addressed. It was also very disappointing that he did not mention exports at all. Government must help businesses to harness the opportunities provided by existing free trade agreements, and those coming on stream. We will continue to challenge the government to support you the businesses, the creators of wealth within our economy.

Surrey Chambers of Commerce can be reached on 01483 735540, E: info@surrey-chambers.co.uk @surreychambers www.surrey-chambers.co.uk

Louise Punter CEO Surrey Chamber of Commerce

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SURREY CHAMBERS OF COMMERCE DON’T JUST JOIN – JOIN IN!

Why being a member of Surrey Chambers of Commerce is good for business, locally, nationally, and globally

We are Surrey’s largest not-for-profit business support and networking, organisation

We act as a catalyst by connecting you to opportunities, skills, knowledge and valuable contacts

All of our services and products are directed by the business community for the business community

As a member, there are many marketing opportunities available to you, designed to help you maximise your membership

Visit www.surrey-chambers.co.uk or call: 01483 735540

Please email our Head of Membership for further details

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CHAMBERS NEWS

RAMSAC WINS ‘WORLD CLASS’

STATUS FOR WORKPLACE CULTURE

The IT support and security expert, ramsac, has been awarded the highest ‘World Class’ rating in the UK Best Companies to Work For Awards, for the second year running.

Each year, thousands of businesses sign up to have the independent ‘Best Companies’ organisation survey their workforce, asking questions around conditions, culture, reward, career progression, community impact and happiness.

“It has always been our mission to be the best place to work we can be,” said

ramsac’s Dan May. “We know that happy people, who are professionally developed, and who are genuinely happy to come to work each day, naturally provide the best possible experience for our clients.

THE COMMUNITY FOUNDATION FOR SURREY – FUNDER PLUS PROGRAMME

The Community Foundation for Surrey brings together local donors and charitable organisations within communities. The Foundation awarded over £4m in grants in 2020-21 to help local communities, the highest amount in the Foundation’s history, but there is still more to be done.

The CFS Funder Plus programme was established in September 2020 to connect charities associated with the Foundation to a resource pool of skilled volunteers with a range of different skills and experience.

The Funder Plus volunteers are essential in helping the organisation reach a more diverse range of charities and the communities they serve, as well as supporting the strategic direction of the Foundation. The Foundation believes in a stronger, fairer Surrey enabling everyone to support organisations who are making a positive difference to local

communities so that no one is left behind.

Smaller charities are understandably focused on the needs of their community and are often very local or offer a very niche service. As such, they are uniquely well-placed to identify and support those most in need, are very cost effective in delivering services and can respond very quickly to emergency need.

They are often, however, so preoccupied with simply ‘staying alive’ and continuing to support their clients’ needs that they have no headspace to deal with administration, human resource issues, accounting requirements and may also need some form of strategic support.

That is where the business community can help. As well as recruiting volunteers to work with the Foundation, it is also looking to partner with

“We know when we employ someone, they will generally be with us for a long time, which makes investing in their careers an easy decision. In turn, we find that loyal staff lead to loyal customers who also stay with us for many years.

“To start 2023 with this award is amazing. This year looks set to be our most exciting yet: we move to our new Guildford HQ in May, and we are launching a number of new IT security services, which will really cement our position as being the most cyber-secure managed IT provider in the UK. We have a team of 100 colleagues and this will grow by 20% this year. Having a solid ‘thumbs up’ from our existing team is wonderful when it comes to attracting people to join the ramsac community.”

organisations who may want to link their internal voluntary time off schemes with our Funder Plus programme. The FP volunteers typically help organisations with:

• specific governance or financial accounting issues;

• development of systems and processes;

• solving a specific problem;

• temporarily filling a skills gap;

• developing strategic, organisational, fundraising, communications plans;

• mentoring a chief executive or a team leader

Join the Community Foundation for Surrey at this exciting time to help ensure that everyone in Surrey has hope.

If this might be of interest, please get in touch with Paul Cliff to fi nd out more. recruitment@cfsurrey.org.uk

17th January: Hankley Common Golf Club

Member rate £105.00 + VAT

Sponsorship available

21st March: North Hants Golf Club

Member rate £115 00 + VAT

Sponsorship available

23rd May: Coombe Hill Golf Club

Member rate £160.00 + VAT

Sponsored by Vooba

4th July: Stoneham Golf Club

Member rate £135.00 + VAT

Sponsorship available

23rd August: The Addington Golf Club

Member rate £105.00 + VAT

Golf day sponsor:

Eclectic Interiors

18th October: The Berkshire Golf Club

Member rate: £225 + VAT

Golf day sponsor:

Lester Aldridge Solicitors

12th December: Woking

Member rate £125 +VAT

Sponsorship available

23rd February: West Hill Golf Club

Member rate 100.00 + VAT

Golf day sponsor:

Inchcape Jaguar Land Rover

27th April Tandridge Golf Club

SCGS Golf Major

Member rate £130.00 + VAT

Golf day sponsor Willu

15th June: Hindhead Golf Club

Member rate £150 00 + VAT

Sponsorship available

5th July: Hayling Island Golf Club

Member rate £115.00 + VAT

Golf day sponsor: Maris

5th September: New Zealand Golf Club

Member rate £145.00 + VAT

Golf day sponsor: No Grey Area

9th November: Swinley Forest Golf Club

Member rate: TBC

Sponsored by Commtel

Order of Merit sponsored by:

Nearest the Pin sponsored by:

MANDIRA’S KITCHEN MEETS SURREY BUSINESS SCHOOL

Located at the Silent Pool in the Surrey Hills, award-winning Mandira’s Kitchen has created its own magic since being founded in 2019 by Mandira Sarkar. After 17 years as a management consultant, she saw an opportunity to realise her dream to share her passion for Indian premium cuisine. The Albury Estate agreed to refurbish a 400 year-old cow shed to set up a manufacturing food kitchen with an outlet for prepared meals delivered nationwide.

With the onset of Covid, Mandira pivoted the business away from catering and events to expand online which placed an increased importance on social media and the website to advertise its offering. However, like many SMEs, the company lacked the resources to develop its digital marketing sufficiently.

So Mandira’s Kitchen was delighted to participate in the Surrey Business School MSc Corporate Challenge last Spring.

Here, MSc student teams worked with local companies to evaluate current digital marketing activity and then identify challenges which they can manage for the businesses.

Mandira’s Kitchen supported two teams with one focused on social media and the other focused on website design / SEO. Initially, the teams evaluated the current context of the business including their digital marketing activity and then discussed findings with the company stakeholders.

Based on stakeholder feedback, the teams executed specific tasks. For social media, a team managed posting activity on Instagram and Facebook channels while increasing engagement. For the website, the other team redesigned the website and executed an e-commerce migration to a new hosting platform creating material cost savings.

EM3 LEADS REGIONAL RESPONSE TO THE GLOBAL JET ZERO CHALLENGE

Enterprise M3 LEP has brought together key stakeholders of a newly formed Jet Zero Cluster at Farnborough Airport, in Hampshire, to identify regional strengths in three important areas for greener aviation.

Sustainable aviation fuel (SAF), advanced materials and airport operations including hydrogen fuel storage, are crucial in meeting the Government’s Jet Zero strategy –a UK-wide plan for achieving net zero in aviation by 2050.

The workshop was the second EM3 Jet Zero Strategy event, with representatives from aerospace businesses, trade bodies, local authorities and universities – all part of the internationally renowned Farnborough-based aerospace cluster.

Sue Littlemore, Joint Managing Director for EM3, who chaired the workshop said, “There is a tremendous amount of fantastic work going on based in and around Farnborough, and resonating out across the rest of the EM3 area and beyond, which we should shine a light on.

“The Farnborough Aerospace cluster

“The students were amazing for our business; through interactive discussions and research, they offered new ideas, evaluated challenges such as the website and identified cost-effective solutions. It was well-worth the experience!”

Mandira Sarkar commented.

Surrey Business School is now looking for more local businesses interested to leverage the digital marketing talents of MSc students this Spring.

If you would like to find out more about student-based projects, please visit the website www.InnoMatters.co.uk and get in touch if interested.

clearly has great strengths in research, innovation and business development and we look forward to working with the range of partners to lead the way in ensuring the aviation sector meets the Jet Zero targets. The Farnboroughbased regional aerospace sector is recognised as a major contributor to those goals.”

If you would like to know more information about EM3’s work with the Jet Zero Cluster please email information@enterprisem3.org.uk

SURREY CHAMBERS EVENT CALENDAR

FEBRUARY ONWARDS….

MEMBERS NETWORKING EVENING

GUILDFORD

Thursday 23rd February | Event Time: 18:00 – 20:00

Guildford Harbour Hotel

Our Members Networking Evenings are a monthly event where we invite our current members to join us to catch up on the happenings of the previous months business calendar. Running from 18:00 –20:00, Members Networking Evenings are the perfect opportunity for an informal, relaxed gathering with members you already have relationships with and those you don’t.

INTERNATIONAL WOMEN’S DAY LUNCH

Wednesday 8th March | 11:00 – 15:00

De Vere Horsley Estate

Surrey Chambers of Commerce and the Business Women In Surrey (BWIS) Steering Group present our International Women’s Day Lunch 2023. Join us for a delicious two course meal, a glass of bubbly and networking as we celebrate the wonderful business women in Surrey. Surrey Chambers celebrates IWD every year, and we engage in provoking discussion over a delightful two-course lunch. With our Women in Business initiative, we are proud to host events that continuously question and discuss issues such as gender equality, which are sadly still prevalent in the corporate world.

WAVERLEY BUSINESS BREAKFAST

Tuesday 14th March | 08:00 – 10:00

Lythe Hill Hotel, Haslemere

Running from 08:00 – 10:00, our bi-monthly Business Breakfasts are a wonderful opportunity to meet a range of Surrey businesses over a delicious breakfast. With a calendar bursting with interesting and stimulating events, we are sure you will find topics that are current and relevant to you and your business. We acknowledge that making new contacts is rather high on your priority list, so start your day with networking, hearing from a possible guest speaker, whilst most importantly, all over a breakfast!

BUSINESS BITES NETWORKING LUNCH

Friday 15th March | 12:00 – 14:00

Yvonne Arnaud Theatre, Guildford

Welcome to Business Bites - a networking lunch with a guest speaker and an interesting topic of choice. Dipping into our vast pool of members and all their knowledge, we have decided to present Business Bites, with various of our members presenting of a variety of business-related topics! Running from 12 - 2pm, the Networking Lunch is the perfect opportunity to meet new clients in the area. You can enjoy some informal networking over a light lunch with fellow members, clients and future customers.

COST OF LIVING

Thursday 16th March | 08:00 – 10:00

Login Business Lounge

Surrey Chambers of Commerce is working in partnership with Surrey Heath Council to bring you this Cost of Living event. Hear from a panel of experts who will provide practical tips and insights on how to navigate the uncertainty of these difficult economic times. This practical event is for all businesses in Surrey Heath to find out what support is available to them to help them tackle some of the many current challenges.

MEMBERS NETWORKING EVENING ELMBRIDGE

Thursday 23rd March | 18:00 – 20:00

Brooklands Museum, Weybridge

Our Members Networking Evenings are a monthly event where we invite our current members to join us to catch up on the happenings of the previous months business calendar. Running from 18:00 –20:00, Members Networking Evenings are the perfect opportunity for an informal, relaxed gathering with members you already have relationships with and those you don’t.

FUTURE-PROOFING YOUR BUSINESS

Thursday 28th March | 08:00 – 10:00

Guildford Pavilion

Surrey Chambers of Commerce and RSM present Future-Proofing

Your Business. During this event, we will provide insights into how your business can not only survive, but thrive, in 2023. This event will feature a Q&A from an expert panellist from RSM and provide delegates with the opportunity to interact with their peers from other local businesses in an informal environment.

GOING GREEN

Wednesday 29th March | 12:00 – 14:00

Login Business Lounge, Camberley

Surrey Chambers of Commerce, supported by Surrey Heath Council want to help you, the local businesses, cut through the noise and feel like you are making progress on your own net zero journey. Everyone will leave with 5 key actions to implement and hear case studies from local businesses already on their net zero journey.

This month, Surrey Business Magazine interviews

Q&A WITH LSIP PROJECT MANAGER ROB GIBSON

WHAT ARE LOCAL SKILLS IMPROVEMENT PLANS (LSIPS)?

LSIPs are designed to put employers at the heart of the skills system and ensure that local businesses’ voices are heard to help influence and shape local skills and training provision. They are uniquely placed to shine a spotlight on the actual skills employers most need in the workplace but are struggling to find locally.

There are 38 LSIP areas across England, and Surrey Chambers of Commerce has been chosen as the lead for this area which covers Surrey and North/ Mid-Hampshire.

The main aim of the project is to provide an agreed set of actionable priorities that employers, providers and stakeholders can get behind to make post-16 technical education more responsive and closely aligned to local labour market needs.

WHAT IS YOUR ROLE IN THE PROJECT AND WHY DID YOU WANT TO GET INVOLVED?

I oversee the design and delivery of the LSIP, and ensure we are providing opportunities for businesses to feed directly into education and training provision. I’m passionate about the skills agenda and saw the LSIP project as a genuine opportunity to improve how the local skills system works for businesses, local people, and providers.

My background is in local and national government policy development, most recently at Surrey County Council. I have worked across both the public and private sector in relation to skills and apprenticeships, including with UCAS in its business engagement team to

support some of the UK’s largest employers on their strategies to attract young people onto their early careers programmes.

You can find out more about the team on our website: www.surrey-chambers. co.uk/future-skills-hub

WHAT HAS SURPRISED OR INTERESTED YOU THE MOST ABOUT THE PROJECT SO FAR?

I have been amazed at the positive response we have received from businesses so far and the level of interest in the skills agenda. A priority for the project is to ensure we hear from SMEs that often find it challenging to have their voice heard. We are fi nding businesses that want to share their views and experiences. It is this insight that we need in order to produce a comprehensive and robust LSIP.

WHAT ARE THE MAIN SECTORS YOU ARE COVERING?

We want to hear from as many businesses as possible from any sector in the LSIP area as there will be consistent skills challenges that cut across multiple sectors, which we will want to articulate back to colleges and providers.

Having said that, there are some sectors that we are looking at in more

detail, such as, construction, professional services, creative, manufacturing, aerospace and IT.

We are also particularly interested in ensuring that the Green economy and Green skills features as this is a future growth area in our region and it will be important for both businesses and providers to understand ways they can respond to take advantage of this.

HOW CAN BUSINESSES GET INVOLVED WITH THE PROJECT?

The easiest way is to complete our online employer survey, where you can share your current and future skills requirements (get access using the QR code). We are hosting a series of events through February and March - check out our website for the latest programme of events, and you can always get in touch with one of our team members who will be happy to assist them.

Rob Gibson, the Project Manager for the Surrey and North/Mid-Hampshire LSIP, to find out a bit more about the project and understand the ways local businesses can get involved

By Professor Steve Wood, Dean of Surrey Business School, University of Surrey

CELEBRATING 30 YEARS OF THE SURREY MBA

This year, Surrey Business School looks forward to celebrating 30 years of its Master of Business Administration (MBA) programme.

Over this time more than a thousand students have graduated from the fulltime and part-time Executive MBA courses, with many bringing their expertise back into the regional business community where they live and work.

To mark this special milestone, and to recognise the positive impact programmes like the MBA have on individuals and their organisations, Surrey Business School is running a competition to win a number of scholarships for the 2023 Executive MBA course.

Representatives from the Surrey business community and Chambers of Commerce will be supporting the competition with guidance on the judging panel. The School recognises how much it benefi ts from being at the heart of the UK’s most vibrant business economy and wants to benefit that economy in turn.

Since its launch 30 years ago, student intake for the Surrey MBA has doubled in size and topics have continually evolved to reflect an ever-changing business world.

“With its focus on digital innovation and sustainability, the Executive MBA at Surrey Business School prepares the next generation of senior leaders

for the challenges of business in the digital world,” said Chris Mahon, MBA Programmes Director

A truly diverse faculty enriches learning, bringing a wealth of new ideas from different cultures. The School boasts a teaching team drawn from more than 30 nationalities.

The programme features guest

speakers ranging from boutique consultancies to international ‘blue-chip’ organisations, bringing fresh-thinking and cutting-edge business practice into the classroom. Graduates from the Surrey MBA have gone on to achieve great things, from securing senior positions in multinational corporations like American Express and Vodafone to founding successful start-ups like It’s a Penalty.

Fiona Sweny, a Guildford-based digital health professional at Holland & Barrett, and a 2020 graduate, has successfully used the skills she gained on the MBA to further her career.

“The Surrey MBA has enabled me to accelerate my career path and transition from healthcare into digital health, not just through the knowledge and skills gained through the modules, but equally through the emphasis on people and communication skills that is woven throughout the course,” she revealed.

For information about the Scholarship Competition email mba@surrey.ac.uk

Surrey Business School is ranked top ten in the UK for business and economics in the THE World Rankings 2023 and is accredited by AMBA and the AACSB.

NEW MEMBERS

Surrey Chambers of Commerce welcomes its latest member companies

When you join Surrey Chambers of Commerce, your company details automatically get listed on this page alongside fellow new members. What a fantastic way to let the Surrey Business community know you are out there and ready to get those all-important connections.

ATHINK ARCHITECTS

https://athink.co.uk 01932 553158

ACCESS SELF STORAGE – GUILDFORD

www.accessstorage.com/surrey/ access-self-storage-guildford 01483 667289

STEVEN JENKINS COACHING

https://stevenjenkinscoaching. co.uk 07802 201334

All new Chamber members are entitled to a one-off 50% discount for a company profile within this magazine. Contact lesley@platinummediagroup.co.uk for more details

If you are looking to join Surrey Chambers, then please do get in touch: sarah.butcher@surrey-chambers.co.uk or call 01483 735540. We look forward to hearing from you!

At the heart of our local business communities, we’ve got the understanding, data, insights, services and expertise to support your organisation

We are Surrey’s largest not-for-profit business support and networking organisation

All our services and products are directed by the business community for the business community

As a member, there are many marketing opportunities available to you, designed to help you maximise your membership

@surreychambersofcommerce www.surrey-chambers.co.uk

@surreychambers 01483 735540

@surreychambersofcommerce @surreychambersofcommerce

The Platinum Business Club for Leaders and Innovators in Business

The Platinum Club has been the region’s leading peerto-peer business networking event for CEOs, Managing Directors and Partners of many of the leading companies across the South East for over 15 years.

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Zaneta Bealing, Events & Marketing Coordinator, BIPC Sussex

Jo Baldwin, Managing Director, Soul Mentoring

Adam Jones, Director Help to Grow, School of Business and Law – University of Brighton

Donna Holland, CEO, Rockinghorse

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Travers Beaton, Managing Director, ITDS Managed

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Research & Development (R&D) tax relief is changing significantly from April 1st 2023. Seonad MacLeod, Corporate Tax Manager at Kreston Reeves explains a little more

ALL CHANGE FOR R&D TAX CREDITS

There are currently two schemes under which companies can claim R&D relief – the first is the SME scheme, used by small and medium sized enterprises (SMEs), and the second is the RDEC scheme mostly used by larger companies.

Changes are being made to both schemes, making the RDEC scheme more generous, and the SME scheme less so. The government’s stated policy aim is to eventually align these two schemes to simplify matters –though whether this will ever actually happen is anyone’s guess.

There are also significant changes which will impact on all claims for accounting periods beginning on or after April 1st 2023.

CHANGES TO THE SME SCHEME

Historically, the SME scheme has been almost lavish by international standards. Chancellor Jeremy Hunt has stated that he is concerned it is not working as it should be to encourage R&D – although perhaps he just concerned that it is too expensive. Either way, changes to the R&D regime announced in the Autumn Statement last year are expected to save the Exchequer £215m in 2023/24, rising to £1.34bn in 2027/28.

How will they save this money? For expenditure until April 1st 2023, a lossmaking company can claim a tax credit worth up to 33.35p per £1 spent on

qualifying R&D – but from April 1st 2023, this tax credit will reduce to 18.6p per £1 spent on qualifying R&D – a reduction of approximately 44%. Doom and gloom aside, although reduced, the tax credit is still very much worth having if you can get it.

The reduction will be achieved by reducing the additional deduction rate (the element that reduces a company’s taxable profit or increases its loss) from 130% of certain expenditure to 86% of that expenditure, as well as reducing the credit rate for surrenderable losses (the losses a company can surrender for cash from HMRC) from 14.5% to 10%. The mechanics of this mean that loss making companies – those who could really do with the cashflow benefit –will take the biggest hit. Whilst a loss-making company will experience a reduction to their tax credit of 44%, the reduction in the benefit of SME R&D relief for a profitable company will be a less significant 13%.

❛❛ Chancellor

Jeremy Hunt has stated that he is concerned it is not working as it should be to encourage R&D ❜❜

CHANGES TO THE RDEC SCHEME

The R&D Expenditure Credit (“RDEC”) scheme is used by companies over a certain size, in addition to SMEs undertaking grant funded R&D, or R&D subcontracted to them. There is better news for these companies, as the RDEC will be increased from 13% to 20% of qualifying R&D for expenditure from April 1st 2023.

The RDEC itself is a taxable credit, so the real increase isn’t quite as substantial as it sounds – the effective increase in the credit is from 10.5p per £1 of qualifying R&D spend to 15p per £1 of qualifying R&D spend. The RDEC scheme remains less generous than the SME scheme, but the gap has narrowed considerably.

CHANGES TO ALL CLAIMS R&D RELIEF FOR OVERSEAS EXPENDITURE

The other big change is a significant restriction on R&D relief for some overseas expenditure. This has been mooted for some time. The UK is currently more generous than international norms, offering R&D relief for expenditure regardless of where work takes place. The government, awkwardly if somewhat understandably, wants R&D activity to take place in the UK, not overseas, and is changing the R&D tax regime to encourage this.

For accounting periods beginning on or after April 1st 2023, relief will only be available, with limited exemptions, for subcontracted R&D and contributions to independent research where these activities take place in the UK, and for payments to externally provided workers where these workers are paid through a UK payroll.

A bit of good news – relief for data and cloud computing costs; after sustained pressure, R&D relief will be introduced for data and cloud computing costs, for accounting periods beginning on or after April 1st 2023.

SOME ADMINISTRATIVE CHANGES

A whole raft of administrative changes have been announced. The most significant of these is the requirement to notify HMRC that an R&D claim will be made. The notification deadline will be six months after the end of a company’s accounting period –significantly in advance of normal R&D claim time limits (where a company generally has two years to make a claim).

This notification requirement will apply to companies making their first R&D claim where their accounting period begins on or after April 1st 2023, and companies that have not made an R&D claim in the preceding three years. Where a company is required to notify, but has not, R&D relief will be lost.

HMRC will also have increased powers to specify the form of and content of R&D claims.

THE KEY MESSAGE

Innovative companies need to take the time to understand the changes that are coming. There are some things that can be done, like bringing forward or delaying expenditure, or changing a company year end, but in the long term, the whole landscape of R&D relief is changing – and there are important strategic decisions to be made surrounding each R&D function.

❛❛ A bit of good news; after sustained pressure, R&D relief will be introduced for data and cloud computing costs ❜❜

Debbie Venn, Partner in DMH Stallard’s commercial team discusses the new PSTI Act and the implications it has on manufacturers, distributors and importers, and the considerable fines for noncompliance with this new law

The new Product Security and Telecommunications Infrastructure Act 2022 … CHANGES AFOOT!

The new Product Security and Telecommunications Infrastructure Act 2022 (the ‘PSTI’) received Royal Assent on November 6th 2022, and will change the way in which internet-connected devices can be sold to UK consumers and in some cases, to businesses.

The main aim is to try and make consumer connectable products more secure against cyber attacks. Below, we consider some of the crucial changes introduced by the PSTI and how this may affect manufacturers, distributors and importers moving forward.

The PSTI has introduced wide-ranging changes to the ways in which consumer connectable products must be made, imported and sold. As a result of these changes, there will no doubt be disruption caused to supply chains and sales arrangements for such products as businesses start to deal with the impact of the PSTI.

The focus of the PSTI is around “consumer connectable products”. These are products which can connect to the internet, whether through Wi-Fi or through various mobile networks, and which are made available to UK

consumers (or businesses, providing that the product in question is identical to a product made available to UK consumers). These are products which have been identified as having potential security risks and so the PSTI seeks to ensure that they have a minimum level of security when passed to consumers.

The PSTI aims to achieve this by ensuring that relevant products now comply with the following:

n The banning of default passwords;

n Ensuring that relevant products have a vulnerability disclosure policy; and

n Ensuring that the length of time that relevant products will receive security updates is communicated to consumers.

Manufacturers are the most obviously affected party and they will want to ensure that all consumer connectable products are PSTI-compliant. This will include a revision to their product lines, as well as having to remove non-PSTI compliant products from the UK market. Non-compliance may result in a fine being imposed on the manufacturer for each instance of a breach.

❛❛ The main aim is to try and make consumer connectable products more secure against cyber attacks ❜❜

However, it is not just manufacturers. Importers and distributors of consumer connectable products are also under obligation to ensure these products they import and sell comply with the PSTI. Both importers and distributors will be required to ensure that relevant products are not marketed in the UK if they do not comply with the PSTI.

A failure to adhere to this by making them available to UK consumers (or businesses, in cases as mentioned above) will be considered a breach of the PSTI and may result in fines being imposed on the importer/distributor.

Much like the GDPR, the PSTI has introduced considerable fines for non-compliance with this new law. Under the PSTI, the Secretary of State may issue financial penalties up to the greater of £10 million or 4% of

a business’s qualifying worldwide revenue. These sums are in respect of a single instance of a breach of the PSTI.

These are substantial and will require businesses to seriously consider their approach to implementing the requirements of the PSTI. It is worth noting that although the impact of the PSTI is set to be substantial, full details around relevant security regulations to be made under the PSTI are to follow (timetable to be established), so the full requirements for security are not known yet. They are intended to align with the Government’s Code of Conduct on the Internet of Things (published in October 2018), as listed in the bullet points above, so some security requirements can be anticipated now.

Many of the enforcement provisions of the PSTI will not come into effect for at

least a year. This will give manufacturers some time to apply the required changes to any relevant products. However, how far in advance manufacturers can put in place any required changes will depend on their lead-in times for manufacture and the nature / make-up of their supply chain for such products. Adjustments to processes should be made as far in advance as possible, to try and avoid the enforcement provisions of the PSTI becoming operative and to minimise any risks associated with leftover stock or other production issues.

All affected businesses will also want to carefully monitor their approach to sales. It may not be enough for a business to simply rely on a defence of targeting a product to businesses (depending on the market set up for the sale of the products). Whilst making unique products available solely to businesses may result in those business-exclusive products being excluded from the scope of the PSTI, businesses will want to ensure that such products are not brought in-scope by making identical products available to UK consumers.

Supply chains will also need to be reviewed, particularly for businesses that conduct importing and/or distribution services. Businesses engaging in these services will want to review their own policies and procedures with regards to the PSTI. We would also recommend reviewing contracts between manufacturers/distributors, to consider including contractual provisions around PSTI compliance.

For further information please e-mail enquiries@DMHStallard.com www.DMHStallard.com

❛❛ Much like the GDPR, the PSTI has introduced considerable fines for non-compliance with this new law ❜❜

Business support organisation Locate East Sussex explains how having a five to ten-year business strategy is vital for growth, and discusses the things to consider when planning ahead

PLAN YOUR FIRST STEPS TO SUCCESS

Locate East Sussex is a business support and inward investment agency for East Sussex, funded by East Sussex County Council, the five district and borough councils and the European Regional Development Fund. Its purpose is to help businesses in, or looking to relocate to, the county to develop and grow, providing 12 hours of free business support.

It has helped over a thousand businesses to fulfil their growth ambitions, expanding into new premises, accessing business loans and grant funding, and providing impartial advice on strategy and financial plans.

Something that comes up in discussion more often than not is the necessity for a five to ten-year business strategy; a vision for where you want your business to go, what you want it to achieve and how you plan to get there. It is said that business owners with a business plan see growth 30% faster than those without one, and 71% of the fastgrowing companies have cited following a business plan.

❛❛ Many small business owners get so caught up in the day to day operation of their business they lose sight of their initial aims. Planning for growth is vital to ensuring a sustainable and successful business ❜❜ Brett Pearson, Services Director, Locate East Sussex

Having a business strategy is crucial as it can help with:

Strategic planning Assessing how your business could grow and develop can help you stay focused so that you can achieve your business goals more quickly.

Strengths and weaknesses Taking a step back to consider what your USPs might be and what weaknesses may need attention to improve. Use your strengths to stand out from your competition.

Efficiency Are you utilising your resources most effectively? If not, you can set milestones for achieving this. Control A greater understanding of what is going on in every area of the business provides you with a clear path forward with your managing each step along your timeline.

So what are Locate East Sussex’s top tips when putting together your business plan/strategy?

1PLAN SHORT TERM AND LONG TERM GOALS

Planning for what you want to achieve in the next 12 months is important, but so is where you plan to be further down the line. Your long term plans may affect how you approach the next 12 months, as you make small steps to achieving your end goal. This is particularly important when you consider where your business is based, which leads nicely onto...

❛❛ It is said that business owners with a business plan see growth 30% faster than those without one ❜❜

2 IS YOUR BUSINESS SPACE SUFFICIENT?

Something that often gets overlooked is whether your existing business space is going to be sufficient to manage your business growth as you carry out your plan. Is there possibility to expand or take on more space close by? Or might you have to look at moving your entire business to a new premises. This is an area where Locate East Sussex can help, and urges businesses to start having those conversations as early as possible.

Locate East Sussex has close relationships with local planning authorities, property developers and commercial property agents and is therefore at the forefront of commercial property in the county. The experienced business advisors can provide advice on potential planning applications, commercial property coming to market and new developments on the horizon. They can also help make connections for you with relevant professionals to help you find your perfect space.

Having these conversations as early on as possible is crucial, as decisions on what businesses might need in terms of workspace are made as part of the district’s Local Plans, which can be years ahead, so knowing what our local businesses are hoping to achieve can help us to guide those conversations.

3

GETTING THE RIGHT BUSINESS FUNDING

Firstly, having a business plan is vital to securing business finance. Lenders need to see that you have a clear and viable plan for ensuring your business’s success and sustainability. There are many different types of business finance available, and sometimes this can be crucial to give you a little leg up to getting to where you want to be. There are also several grant programmes available depending on what you are looking to spend the money on, that can be tapped into to help. Locate East Sussex can help you navigate the opportunities available to you and help you discover what options might be best for your goals.

Some commonly used funding includes:

East Sussex Invest (ESI) ESI8 fund is an East Sussex County Council and Regional Growth Fund (RGF) programme to support the local economy and create jobs. It is delivered by East Sussex County Council in partnership with Locate East Sussex. The fund offers grants from £10,000 to £25,000, and loans from £10,000 to £100,000 for capital investment to stimulate business growth and job creation in the county. Loans and grants require match funding.

Recovery Loan Scheme

The Recovery Loan Scheme (RLS) from British Business Bank, but delivered through accredited lenders, supports access to finance for UK businesses as they recover and grow following the Covid-19 pandemic. Eligible businesses can borrow up to £2m over a maximum period of six years which can be used for managing cashflow, investment and growth.

Growth Loans You can access a business loan through your bank, or other finance lenders such as Let’s Do Business Finance. Let’s Do Business Finance works with businesses who often struggle to get finance through mainstream lenders and can offer loans £25,001 - £100,000 up to a maximum of seven years.

Have you got big plans for your business? Let’s start a conversation and work together to get you to your goal.

www.locateeastsussex.org.uk

enquiries@locateeastsussex.org.uk

Staff recruitment, engagement and retention provide some of the biggest challenges faced by employers at present. Quiet quitting is becoming a significant issue.

By Pam Loch, Solicitor and Managing Director of Loch Associates Group

Overcoming recruitment challenges and avoiding ‘quiet quitting’

According to new research by BetterUp using data analysed from 3,000 UK workers, one in three workers now consider themselves ‘quiet quitters’turning up for work with the aim of doing no more than what is needed to stay employed.

With the cost of recruiting a new member of staff believed to be at least £25,000, what can you do to recruit, retain, engage and motivate your staff – and what are other organisations doing?

OFFERING MORE FLEXIBLE WORKING

The launch of new guidance on hybrid working from the Flexible Working Taskforce in December 2021 reinforced that the way we work is likely to permanently change. Employees already have a right to make a request to work flexibly once they have 26 weeks of service, and the employer must consider that request ‘in a reasonable manner’ within three months of receipt of the request.

The Government has now announced changes will be made to the legislation

to widen the scope of who can apply for flexible working by making this a right employees can request from day one and to change the requirements so that it makes it less challenging for employees to be granted flexible working.  Obviously, this does mean it will make it tougher for employers to decline requests too.

Increasing numbers of organisations, however, recognise that marketing themselves as a ‘flexible employer’ could make them more attractive to new recruits and to retain existing staff. Businesses are turning to ever-more creative solutions with some choosing a four-day week, or offering more flexibility during the working day so that employees can continue to manage their work hours around personal or family commitments.

It’s important though to think about what would work for your business as a whole, as one size does not fit all.

CAREER PLANNING AND DEVELOPMENT

A career and development plan is one of the most important ways to attract and retain staff. Training staff supports career progression and makes employees feel valued, but also develops new skills, stimulates fresh ideas and encourages collaboration.

It’s important to deliver regular training to employees and managers. By also upskilling managers to deal with challenging situations sensitively and effectively, you can help to retain staff and maintain the overall engagement and productivity of the workforce.

❛❛ With the cost of recruiting a new member of staff believed to be at least £25,000, what can you do to recruit, retain, engage and motivate your staff?❜❜

EMPLOYEE BENEFITS

Reviewing benefits available to staff is a worthwhile exercise but you also need to take the time to understand what motivates your current and future staff. A staff survey is helpful to gather this insight, which can be anonymised to encourage honest feedback.

PARENTAL LEAVE

Extending parental leave beyond the basic statutory requirement is a popular way to attract and retain talent, especially with the increasing cost of living. A Maternity Action survey reported that approximately 70% of women said they struggled at times to buy living essentials while pregnant or on maternity leave, with more than half stating that money worries impacted their health or wellbeing.

Any extra support provided from employers during this time could be critical to attracting or retaining staff, and while not every employee will want or need to access this, being known as a family-friendly employer could outweigh the additional cost of offering this benefit.

MENOPAUSE SUPPORT

It has recently been reported that one in 10 women who worked during the menopause left a job due to their symptoms (Fawcett Society research, 2022). With an estimated 4.4 million UK women over 50 in work, it is vital to recruit and retain these potential and existing employees, as well as keep in mind that younger women can go through the menopause early too.

There has been an increasing number of Employment Tribunal decisions where women have won sex and/or disability discrimination claims because their employer has failed to support them. It’s important therefore to review your current approach and consider implementing a menopause policy and training staff to demonstrate commitment to supporting menopausal people of all ages.

FURTHER BENEFITS

Bonus schemes and other financial incentives can be costly but are effective recruitment and retention tools. However, there are many other options that don’t incur such a significant outlay. These range from salary sacrifice schemes such as Cycle to Work, an electric vehicle scheme and discounts at local gyms, to team lunches or drinks and ‘Employee of the Month’ schemes.

An Employee Assistance Programme is an inexpensive way to provide vital wellbeing support to employees. Also arranging for some staff to become qualified as mental health first aiders or offering sabbaticals are other attractive ways to demonstrate your commitment to look after your employees’ wellbeing.

Overall, the best approach to benefits is likely to involve offering a range of core benefits with add-ons available to suit an employee’s individual needs. You could make these dependent on a reasonable length of service to encourage your employees to stay with the business, but you need to consider all the ramifications of doing so and what your competitors are offering.

DON’T FORGET TO SIMPLY SAY ‘THANKS’!

It doesn’t cost a lot but saying ‘thank you’ to staff and giving praise for a great job done are two ways you can help to show that you appreciate your staff. Feeling valued is one of the most significant ways to improve your staff retention, improve your reputation as a great employer and enhance your prospects of recruiting the best people. Best of all it doesn’t cost a penny!

Pam Loch, Solicitor and Managing Director of Loch Associates Group www.lochassociates.co.uk

❛❛ Feeling valued is one of the most significant ways to improve your staff retention❜❜

WEALTH MANAGEMENT EXECUTED BEAUTIFULLY

We pride ourselves on our ability to provide independent, sophisticated and bespoke financial advice.

UK billionaire Sir James Ratcliffe has thrown his hat into the ring, confirming his interest in buying Manchester United. He faces competition from other bidders from around the world, not least from the Middle East, where Gulf states buy up football clubs with impunity. So who is Jim Ratcliffe?

By Alan Wares

SIR JAMES RATCLIFFE The man who wants the red half of Manchester

Sir James Arthur Ratcliffe FIChemE was born on October 18th 1952 in Failsworth, in those days in Lancashire, now in Greater Manchester.

He is the son of a joiner and an accounts office worker. He grew up in a council house, before his father eventually ran a factory making laboratory furniture. His first job was with oil giant Esso, but he decided to broaden his skills into finance by studying management accounting, taking an MSc in finance at London Business School in 1978.

In 1998, he formed INEOS (the name is derived from INspec Ethylene Oxide and Specialities, a previous name of the business). It also incorporates one Latin and two Greek words. “Ineo” is Latin for a new beginning, “Eos” is the Greek goddess of dawn, and “neos” is Greek for something new and innovative. As well as being an acronym, Ineos states its name represents the “dawn of something new and innovative.”

From this small base, using high yield debt to finance deals, Ratcliffe started buying unwanted operations from groups such as ICI and BP, selecting targets based on their potential to double their earnings over a five-year period. In 2006 INEOS bought BP’s refining and petrochemical arm Innovene, giving INEOS refineries and plants in Scotland, Italy, Germany, France, Belgium, and Canada. In April 2010, Ratcliffe moved INEOS’s head office from Hampshire to Rolle, Switzerland, decreasing the amount of tax the company paid by £100m a year.

In 2015, he opened the UK headquarters of the chemicals and energy group in Knightsbridge, London, along with gas and oil trading, and other functions, saying he was “very cheerful about coming back to the UK”. He was pleased with UK policy, London as a business base, and untroubled by the prospect of Brexit. Full year 2015 earnings before tax came in at €577 million compared to €253 million for 2014.

In May 2009, Ratcliffe was granted an honorary fellowship by the Institution of Chemical Engineers, citing “his sustained leadership in building the INEOS Group. He was appointed Knights Bachelor in 2018 for services to business and to investment.

ENVIRONMENT

In 2019, INEOS announced it would invest £1bn in the UK oil and chemical industries, to include an overhaul of the Forties pipeline system that is responsible for transporting a high percentage of the UK’s North Sea oil and gas.

In the same year, Ratcliffe criticised the Conservative government rules that say fracking in Britain must be suspended every time a 0.5 magnitude tremor is detected, which has led to a de facto ban on fracking: “I think the government has been pathetic on the subject.” Since that time, the government has re-opened the door to fracking, albeit via a method of playing politics, and the three-line whip coercion of its own MPs.

Ratcliffe’s companies invited further controversy when, also in 2019, INEOS said it would close its Middlesbrough manufacturing plant unless it is allowed to ‘defer compliance’ with EU rules designed to prevent air and water pollution. The UK’s own Environment Agency (EA) revealed that the plant invoked 176 permit violations between 2014 and 2017. An EA spokesperson said, “air emissions are well over legal limits and this poses a risk to the environment”.

In response, an INEOS director said the firm “cannot justify” the investment required to comply with EU air and water pollution rules due to come into force in the coming years. Incoming UK laws are likely to favour INEOS’ stance.

In 2021, Ratcliffe finally came on board the Net Zero movement when he announced plans to invest more than £1.7bn into electrolysis projects to make zero-carbon green hydrogen across Europe.

SPORTS INTERESTS

Given the business model of how the vast majority of football clubs are run just in order to compete, Ratcliffe will not be making another fortune on top of his very healthy pile should he succeed in acquiring Manchester United. This is unless he runs it with the express intent of self-interest over the interests of the club.

Indeed, this can be seen more as an investment of the heart, as he has revealed he is a lifelong fan of the Red Devils. As it is, he is already heavily invested in sports ownership and sponsorship.

RATCLIFFE’S SPORTING INTERESTS

MANCHESTER UNITED

The current owners, the Glazers, are said to be unhappy that Ratcliffe has entered the frame, as they believe his public intervention undermines the entire sale process. In making his own intentions known, the Glazers believe Ratcliffe may well use his lifelong support for the club as a lever to garner public support, and therefore drive the price down.

In their minds, he has no intention of bidding the $6 billion they believe the club is worth. One the other hand, it was reported that they originally wanted something in the region of $8.25 billion for Manchester United. This is a figure many analysts believe is way above the true value. The more realistic figure is closer to $4-4.5 billion. Ratcliffe, for his part, will undertake all due diligence into making his own assessments of the club’s value, and put in a bid he feels is more realistic.

And that is what is going to upset and annoy the Glazers. So keep an eye out for egos, claims, counter-claims and writs in the coming months.

Does Ratcliffe have what it takes to run a football club? The answer, on a mundane level, is ‘no’. But then, he has very little to do with the day-today running of the other sports clubs he has a controlling interest in. Additionally, very few people who made their millions and billions in other

In 2017, Ratcliffe became the owner of FC LausanneSport, a top flight football club in Switzerland.

In 2018 Ratcliffe partnered with Sir Ben Ainslie to form INEOS Team UK  to compete for the America’s Cup. Ratcliffe’s corner was reportedly £110 million.

In March 2019, Ratcliffe purchased Team Sky cycling franchise, and rebranded it Team INEOS. They then won the 2019 Tour de France and the 2021 Giro d’Italia with the Colombian rider Egan Bernal.

In August 2019, Ratcliffe enacted a €100 million takeover of French Ligue 1 (again, top division) club OGC Nice.

In February 2020 INEOS became principal partners of Mercedes AMG F1, signing a five-year agreement with the team.

INEOS plant in Grangemouth Refinery, Scotland

fields do know how to run a football club. It is an entirely different beast to say, running a chemicals company. Football administration is, by its very nature, a niche role, so Ratcliffe will be expected to put the appropriate people in place.

PERSONAL WEALTH

As of May 2018, he was considered the richest person in the UK according to the Sunday times Rich List, with a net worth of £21.05 billion. By April 2020,

Bloomberg Billionaires Index had estimated his net worth at $28.2 billion, making him - according to them – the 55th richest in the world and second in the UK.

So coughing up for Manchester United really oughtn’t be a problem.

In September 2020, Ratcliffe officially changed his tax residence from Hampshire to Monaco, a move that it is estimated will save him £4 billion in tax.

AWAY FROM IT ALL

Ratcliffe made expeditions to the North and South Poles, and a three-monthlong motorbike trek in South Africa. In 2013, he completed the Marathon Des Sables across the Sahara Desert, and he has founded a charity “Go Run for Fun”, encouraging thousands of children aged between five and ten to get active by creating celebrity-driven events.

He founded the Jim Ratcliffe Foundation, helped build a new ski clubhouse in Courchevel to help underprivileged children learn to ski. However, the UK Charity Commission has opened a “regulatory compliance case” to investigate “concerns about the governance and management of the Jim Ratcliffe Foundation”.

Ratcliffe is a Eurosceptic. “As a business, INEOS supported Common Market,” Ratcliffe comments, “but not a ‘United States of Europe.’” Since Brexit, while opposing the ‘layers and layers’ of European legislation that he felt made European economies cumbersome, the red tape he had hoped to clear away has instead re-materialised.

On the back of this, he has publicly expressed his disdain for Government politicians – who hasn’t? – furious with them for the way they negotiated the Brexit Withdrawal Agreement, mostly as he felt industrialists were excluded from consultation in the process.

Upon Roman Abramovich’s expulsion and sanction from the UK, Ratcliffe made an ultimately unsuccessful bid of £4.25 billion for Chelsea FC.

In July 2021, Greenpeace criticised a decision by New Zealand Rugby to accept a six-year sponsorship deal from INEOS as being inconsistent with the country’s “clean green” values.

As of the present date, he has publicly registered an interest in the purchase of Manchester United FC from the Glazer family.

So will the hitherto ‘publicity-shy’ Sir James Ratcliffe finally get to acquire the club of his boyhood? Given the egos, lawyers, global branding and emotional investment required, this saga may well stretch a fair way into the future yet.

❛❛ Does Ratcliffe have what it takes to run a football club? The answer, on a mundane level, is ‘no’ ❜❜

Sir Lewis Hamilton test drives the INEOS Grenadier with Sir Jim Ratcliffe

By James O’Connell, Partner, Mayo Wynne Baxter

How businesses torpedo their own contracts

Many businesses spend big bucks preparing standard terms and conditions (T&Cs) which they can add to all their contracts. T&Cs cover always-applicable issues: limiting liability; currency of payment; problem resolution process, force majeure, etc.

Yet some businesses squander such hard work. Don’t be one of them. Follow these three golden rules:

KNOW WHEN YOUR CONTRACT IS FORMED

A contract is formed when the parties intend to form a legally binding agreement (i.e., a contract) and have agreed sufficient terms to enable the contract to work.

The fact they are negotiating already constitutes the necessary intention, so that just leaves the requirement that they agreed sufficient terms. ‘Sufficient terms’ is open to argument, but generally means those clauses necessary for the contract to be workable, core topics like what, where, when, how, and how much.

There are frequent disputes about whether or not (and if/when) sufficient terms were agreed during a series of phone calls/meetings/emails so allowing a contract to be formed. One side says, ‘yes’. The other, usually dazed and confused, thinks they are still negotiating. No wonder lawyers write, ‘subject to contract’ everywhere, like over-zealous graffiti taggers.

DECLARE YOUR TERMS BEFORE THE CONTRACT IS FORMED

The terms and conditions applicable to a contract are those made known to each side and agreed (or at least not refused) at the time the contract is formed. I often encounter deals concluded by phone, email or in person, following which one side sends a purchase order with terms and conditions on the back.

If the contract was indeed struck over the phone, etc., then the purchase order is no more than a written confirmation/ admin step. As such, the terms and conditions on the back are irrelevantbecause they were introduced after the contract had been formed. Imagine buying patio lights from a garden centre.

❛❛ No wonder lawyers write, ‘subject to contract’ everywhere, like over-zealous graffiti taggers ❜❜

You open the box when you get home, and out falls the garden centre’s sheet of terms and conditions, specific to the lights. The T&Cs are worthless – because they were not drawn to your attention prior to the contract being entered into (at the checkout).

A contract is somebody making an offer and somebody else accepting it, with both having the intention to create a legally enforceable agreement. This, by the way, is what separates contracts from arrangements between friends, voluntary obligations - and illegal agreements: an agreement to assassinate somebody isn’t a contract as it is not legally enforceable.

What’s called a ‘battle of the forms’ sometimes occurs, when one party makes an offer and that offer contains its terms and conditions (e.g., on the back of a purchase order or via a web-link).

But the other side does not accept the offer.

Instead, they reply that they are still willing to sell, but only using their own document which contains their own terms and conditions: so, the initial offer is met by a counter-proposal. But for there to be a contact, there needs to be an offer which is accepted. A counter-proposal is not an acceptance.

This sparring continues until the deadlock is broken, normally by the side under most pressure going ahead with the deal regardless. They’re acting in response to the latest proposal from... whichever.

A contract is then formed - either at time of shipment or, if shipped without approval, then at the time the recipient accepts the goods (if they reject them upon delivery, then there is no contract). Should a problem arise, it is then for the parties to unpick what, if any, terms were agreed at the time the contract was formed, and whose terms and conditions were on the table at that time. This is not always an easy or amicable process…

KNOW WHAT CONSTITUTES YOUR CONTRACT

A typical contract format is:

n An order specific front sheet(s)

n Standard terms and conditions

n The schedules (aka appendices/ annexes) e.g., manufacturing specifications, KPIs etc.

This format usually works well UNTIL they incorporate into the contract, often by passing reference, other documents such as ‘the staff handbook’, or ‘XYZ’s Code of Conduct,’ or (my particular favourite) ‘standard industry terms of business’.

The first two are problematic: incorporating entire documents written for a different purpose, with whole chunks probably contradictory and/or irrelevant. Such documents are not written ‘contract style’ (i.e., where literally every word may affect the interpretation of the clause). But at least they are actual documents which can be identified and reviewed ahead of signing.

The latter example (‘standard industry terms’) is impossible to pin down. It’s pretty much the same as having a schedule added to your contract saying, ‘Yeah, whatever’.

And if those documents reference other documents, are they part of the contract too? Don’t work hard to make great soup just to serve it in a leaking bowl.

James O’Connell, Partner, Mayo Wynne Baxter joconnell@mayowynnebaxter.co.uk

❛❛ A contract is somebody making an offer and somebody else accepting it, with both having the intention to create a legally enforceable agreement ❜❜

Re:Cognition Health, based at Surrey Research Park, is hailing a ‘breakthrough’ in trials for Alzheimer’s treatment

Encouraging results in dementia treatment trials

The most common type of dementia, Alzheimer’s disease, is a progressive neurological disorder that affects a person’s memory, thinking and behaviour. According to the Alzheimer’s Society, an estimated 57.4 million people are living with dementia around the world. It is predicted that this number will rise to 152.8 million by 2050.

In the UK alone, around 900,000 people have dementia, and in April 2022, the Office for National Statistics reported dementia and Alzheimer’s as England’s biggest killer.

Whilst various contributing factors lead to the development of Alzheimer’s, the current understanding of the cause is largely put down to the abnormal accumulation of amyloid and tau protein in the brain, which prevent the cognitive brain cells, required for memory and other cognitive functions, from working normally. As the condition progresses, these brain cells eventually die and cannot regenerate.

At the moment, there is no cure for Alzheimer’s disease. Finding one is of the utmost importance. So is the need for early diagnosis and a better understanding of the early warning signs of the condition.

This is where organisations like Re:Cognition Health come in. With clinics across the UK and US, the company specialises in the diagnosis, treatment and care of people with Alzheimer’s, dementia, cognitive impairment and mental health concerns.

As a leader in Alzheimer’s research, Re:Cognition Health is involved in various clinical trials, which bring the healthcare industry ever closer to treatments to slow down or, ideally, halt the progression of the disease and improve its symptoms.

Thanks to a revolutionary new Alzheimer’s medication, the future looks bright. Re:Cognition Health is proudly delivering the clinical trial for Lecanemab. Developed by pharmaceutical companies Eisai and Biogen, Lecanemab is intended to tackle the root of the condition and slow cognitive decline. When taken in the early stages of the disease, it clears the amyloid plaques believed to cause cognitive impairment and dementia in Alzheimer’s, preventing cognitive brain cells from being destroyed.

❛❛ At the moment, there is no cure for Alzheimer’s disease ❜❜

Normal brain scan

Re:Cognition Health carried out the UK trial, which spanned 18 months, from its centre at Surrey Research Park in Guildford. A total of 1,795 volunteers in the early stages of Alzheimer’s participated, receiving fortnightly infusions of Lecanemab.

Results demonstrated a 27% reduction in the rate of progressive cognitive decline for those on Lecanemab compared to those on a placebo. This has been hailed a “historic moment” by international Alzheimer’s experts.

Dr Emer MacSweeney, CEO and Consultant Neuroradiologist at Re:Cognition Health, explains, “Alzheimer’s is a complex disease and the search for effective biomarkers and possible treatments has been long, challenging and extremely expensive. The results for Lecanemab herald the “end of the beginning” of this search and forge a pathway for the development of multiple new treatments. There are currently an increasing number of new drugs in international clinical trials for different stages of Alzheimer’s disease.”

Re:Cognition Health’s base at Surrey Research Park has played a fundamental role in delivering not only the clinical trial of Lecanemab, but a wide range of other influential projects focused on cognitive care. The Park is a centre of excellence in health and research, which allows Re:Cognition Health to collaborate with like-minded businesses who share the same values, and its location is highly convenient for patients – easy to get to, with great parking, and close to Royal Surrey Hospital.

A significant milestone for Alzheimer’s treatment has been reached. So, where do we go from here? Clinical trials for Lecanemab will continue so that researchers can understand the effects of taking the drug over a longer period of time.

“As with any progressive neurodegenerative condition, early accurate diagnosis and access to effective treatment is imperative. However, the only chance to access this possibility today is via a clinical trial,” says Dr MacSweeney. “It is crucial that research continues for Alzheimer’s, and Re:Cognition Health is proud to be offering patients the very best opportunities, with cutting-edge clinical trials, as well as providing the very best cognitive solutions through our private services.”

https://surrey-research-park.com

www.sstl.co.uk

❛❛ Results demonstrated a 27% reduction in the rate of progressive cognitive decline ❜❜

Typical posterior frontal and parietal atrophy seen in advance Alzheimer’s disease

By Daniel Morgan, Managing Partner, Haines Watts Esher

Key traits of successful business owners

Running a successful business is no mean feat. Being an owner manager means that you must be the one to continually drive your business forward with the right mind-set to achieve your goals.

WHY PERSONAL GROWTH IS SO VALUABLE

The skills that you needed at the beginning of the journey will be vastly different as your business grows and changes.

Most owners I know tend to learn as they go, picking up new skills along the way. But there is a definite mind-set that supports business development over time. Being open to learning is, in itself, a skill that needs to be practiced and refined as you go along so that you can always be in the best position to grow your business effectively.

BUILDING THE RIGHT MIND-SET

There are key traits that I see in many of the business owners I work with that allows them to adapt with the times and continue to learn as they go.

LEARNING TO DELEGATE

Many owners are unable to take their business to the next stage of growth because they feel they don’t have enough time to focus on the strategy. Being able to delegate effectively is a skill that constantly needs refining. It is the only way you can extract yourself from the day-to-day enough to get that ‘big picture’ view.

It can be daunting to hand over the reins, but hiring the right people to plug areas that you don’t have the time or appetite for and then trusting them in the roles can hugely improve your productivity.

LEARNING TO FLEX AND ADAPT

There is a fine balance between setting clear objectives while still being able to alter them as new information or situations present themselves. As we’ve learnt over the last few years, unexpected changes can occur suddenly and the businesses that are able to flex are the ones who end up on top.

SEEKING ADVICE

Being a business owner can be an isolating experience. Utilising your network – whether that’s a formal mentor, peers or a fi nancial adviser –can provide you the opportunity to sound board ideas, learn from others’ mistakes or just hear opinions that are different to your own. All of this exposes

you to alternative ways of approaching challenges so you can make better-informed decisions in your own business.

BUILDING YOUR RESILIENCE

I hope that your business journey will be a long one, but inevitably there will be bumps along the road. It can be hard to admit if you think you’ve made a mistake, but failures can provide the biggest learning opportunities. Learn to embrace failure, consider what it’s taught you and then move on.

Growing a business can be a hugely rewarding process and making sure that your mind-set is in the right place to seize opportunity can be a lifelong endeavour. For support and business advice, get in touch.

www.hwca.com/accountants-esher

T: 020 8549 5137

E: esher@hwca.com

Will 2023 be remembered as the year of cost of living crisis and recession? Or will it be a year of resilience and turning the corner after Covid?

Maria Bedoya, Research & Insight Coordinator at Sussex Innovation, examines the trends to look out for

ANTICIPATED TRENDS FOR THE YEAR AHEAD

As the pace of change keeps accelerating, it’s becoming harder to predict the future - but we have an idea of what the next year may hold for people and businesses.

Predicting the future is not like having a crystal ball. You must keep your eyes and ears wide open to take in what is happening around the world at government level, in industry, activist movements, media and new technologies. It seems complicated to stay afloat in a world that changes every morning, but here are ten of the experts’ best guesses about what will happen next.

1The Ukrainian war: The eyes of the world are on Ukraine, and the reasons are straightforward: energy prices, inflation, interest rates, economic growth and food security all depend on how the conflict unfolds in the coming months. Amid these geopolitical changes, alliances are responding. NATO, revitalised by the Ukraine war, will welcome two new members.

2 Recession and inflation: According to The Economist, major economies will enter recession as central banks raise interest rates to quell inflation. Experts say that the recession in the United States and Latin America will be relatively mild compared to Europe. However, the pain will be global since the dollar’s strength hurts emerging countries that have already been affected by rising prices.

3 Post-covid travel recovery?: A year ago, tourism was beginning to rebound post-pandemic with borders opening up again. However, not all of us can afford to take that dream trip, and the reason is very simple: inflation. Traveller spending is set to return to its 2019 level of $1.4 trillion, but only because inflation has pushed prices up. The number of international tourist trips has dropped by 11% since 2019, and business travel will also remain weak as companies cut costs.

4 Changing social media: In its 2023 Big Ideas report, leading voices on LinkedIn predicted that technologies like artificial intelligence and Web3 would thrive. The prediction is already coming true as machine-made art and writing goes viral on social media. Meanwhile, TikTok’s trends analysis suggests that companies should continue to use content creators – and particularly creators who are genuine customers –to build their brands.

5 Travelling local: Public transport strikes permitting, trains will make a big comeback in 2023 as more people search for sustainable alternatives to car and plane travel. When it comes to attractions in the city, people are opting for experiential appointments like going to bookstores, aquariums, picnic spots and museums.

❛❛ Predicting the future is not like having a crystal ball. You must keep your eyes and ears wide open to take in what is happening around the world ❜❜

6 Side jobs and new income: ‘Side hustles’ have been a valuable lifeline for many since the instability of the pandemic years. A recent McKinsey survey suggests that around a quarter of Gen Z now have a side job, adding that young people were looking for additional money, identities and hobbies outside of the workplace and the 9 to 5. All this means that employers will have to work harder to recruit and win the loyalty of younger team members.

Maintaining self-care: The rapid growth of wellbeing awareness in all its forms, from mental health to fitness, public health and work-life balance, shows no sign of abating. TikTok suggests that products and services in the health and wellbeing space will continue to sell strongly, and brands should aim to emphasise humour and positivity in their marketing.

7

8 Sustainability as a “must”: Is sustainability still just a “nice to have”? It’s important to remember that sustainability is about much more than environmental issues; it also encompasses many other ethical and social factors. Driven by consumer behaviour change, more than half of SMEs invested in sustainability in 2022 and plan to do more next year. Deloitte reports that consumers are increasingly driven by concerns about the climate crisis and income inequality, particularly when it comes to FMCG and lifestyle brands. However, there is still unmet demand for more affordable sustainable products.

9 Green supply chains: Suppliers and distributors are increasingly expected to help clients meet their sustainability objectives. With 82% of the UK’s FTSE 100 companies targeting net zero emissions by 2050, demonstrating your credentials as a sustainable company will put you in a better position to be chosen as a green supplier or partner. Plus, many bigger brands are starting to incentivise and support their suppliers to become more sustainable, so you may not have to go it alone.

10 Deeper digital transformation: The pandemic accelerated the digitisation of small businesses, but barriers to further technology adoption still remain, including a need for more time, expertise, and money to invest. Affordable AI solutions may help to level the playing field, while social commerce, e-commerce and subscription commerce are expected to grow. Frictionless payment methods such as digital wallets, in-app payments, and Buy Now Pay Later (BNPL) are also here to stay.

2023 will be challenging but also full of opportunities for small businesses with the agility to respond quickly to changing trends. If you’re working on your strategy for the year, get in touch to find out how our team can help.

❛❛ Trains will make a big comeback in 2023 as more people search for sustainable alternatives to car and plane travel ❜❜

By Simon Cutmore, Director Risk Management, Verlingue

The hidden dangers of electric fleets

There is no doubt that companies and organisations are increasingly adopting electric vehicles – from forklift trucks through to cars, buses and dustcarts –often as part of wider sustainability drives.

And whilst this is good news for those looking to reduce their carbon footprints, and demonstrate their green and ESG credentials, there are some serious health and safety issues that risk managers need to take on board to protect their people and their property.

The one key danger is clearly the risk of fire. In short, if you break open, overcharge, damage or hit a lithium-ion battery it can easily catch fire or explode – all by itself. While such fires remain rare, for now, when they do occur, they can be extremely dangerous.

During an electric vehicle fire, over 100 organic chemicals are generated, including some incredibly toxic gases such as carbon monoxide and hydrogen cyanide – both of which are fatal to humans.

THERMAL RUNAWAY

Electric Vehicle (EV) batteries are made up of the equivalent of thousands of mobile phone batteries in one place, all linked together. If one of these go up in flames, it can quickly transfer to the next one and so on. It feeds itself.

Around 150,000 EVs have already been recalled by manufacturers because of a history of fires being caused by the charging process. Many of these are still current and recalls continue, even amongst the major manufacturers.

And as battery density advances, so too does the potential for a serious incident as a lot more energy is held in the battery.

Crucially, nearly all incidents happen when a battery is charging as a result of thermal runaway, which can lead to ignition, or even explosion.

The power of these fires is underlined by work that has been undergoing in Denmark, where they have developed one of the few things that can actually extinguish a lithium-ion car fire.

It is, in essence, a huge freight container filled with distilled water. You drop the vehicle which is on fire into it and leave it there.

A QUESTION OF CHARGING

Risk managers need to consider a number of safety factors when considering EVs as part of their fleets, whether cars, SUVs, HGVs or even forklifts that are increasingly being adopted by fulfilment warehouses.

The biggest quandary is where to charge the vehicles. Many store vehicles in their existing underground car park for example, but as you are not allowed to refill a petrol tank in an underground car park, an EV should not really be treated differently.

It is essential to identify how to ensure that electric charging apparatus and vehicles are segregated from the physical premises and avoid the danger of a battery igniting underneath the building or right next to it.

The fixed electrical system also has to be upgraded to be able to provide enough power for one or more electric vehicles charging, especially if it is a fast charger, which feeds a lot more power through a lot more quickly.

This will also entail getting a new IEE fixed electrical testing certificate to provide evidence of compliance with the Electricity at Work Regulations 1989.

As more organisations switch to electric fleets, risk managers need to be aware of the dangers these battery-powered vehicles bring.

❛❛ If you break open, overcharge, damage or hit a lithium-ion battery it can easily catch fire or explode ❜❜

SOLAR COMPLEXITY

The use of solar panels to generate electricity to charge fleets is also becoming increasingly common, but again this brings hidden challenges.

Insurers will want to know if, for example, the roof is strong enough to bear their weight, what measures have been put in place to ensure the panels remain secure in the event of a storm, and if guards have been fitted to stop pigeons and rats getting underneath and gnawing away at vulnerable cables.

Some businesses will also look to install additional lithium-ion batteries to store energy to run the business and these also carry vast amounts of pent-up energy.

Switching to EVs also entails a widespread education programme across the organisation, to ensure drivers, operators and managers are educated on the dangers and the importance of following a safe procedure when charging.

This includes ensuring any damage –such as from reversing into a charging post – is reported – supported by the introduction of a regular inspection and testing regime, and maintenance programme.

ENVIRONMENTAL LIABILITY CONCERNS

Insurers are also likely, or should, insist that any fire risk assessment is fully reviewed, preferably through a professionally accredited fire risk assessor, and they may insist that you have a DSEAR (Dangerous Substances and Explosive Atmospheres Regulations) assessment as well. These are quite specialist but highly recommended.

Verlingue Limited is a leading UK Chartered Insurance Broker and Employee Benefits consultant providing help and expertise to businesses in Surrey and Sussex and across the UK.

We help businesses understand, reduce and transfer risk in their business, from staff safety, cyber resilience or bad debts. Some of this is achieved through training and consultancy and some of it is done by helping businesses to buy the right insurance programme with the right insurer, including cover for both assets and people. We are passionate about making sure we deliver exceptional service which recognised by our Investors in Customers Gold accreditation which we’ve held since 2018.

To explore how we may be able to help your business, or simply for a second opinion on your insurance arrangements, please get in touch with us:

Harvey Monk, Verlingue Ltd

E: Harvey.monk@ verlingue.co.uk

www.verlingue.co.uk

And should the worst happen, and a fire does breakout, consideration needs to have been made as to how it will be dealt with – and how other vehicles (that could also alight, and quickly), will be segregated.

This is a key issue, as there is a danger that if the fire brigade attends and pours thousands of litres of water per minute on a fired EV vehicle as it may wash the corrosive pollutants into the ground, contaminating it.

There is no question that from an ESG perspective, the adoption of green fleets brings many benefits. However, as with any new and rapidly evolving technology, there is a need to ensure the switch is fully thought-through and appropriate health and safety measures put in place.

❛❛ Nearly all incidents happen when a battery is charging as a result of thermal runaway, which can lead to ignition, or even explosion ❜❜

MDHUB’s Phil Green introduces the Futurehub programme, which helps business leaders grow and come to the right decisions.

By Kate Bendix

THE MDHUB FUTUREHUB PROGRAMME

The courage to know what you don’t know

Imagine your career as a jigsaw. The corners are sorted, and the edges are complete. Over the years, you’ve beavered away, slotting the pieces in one by one, and now you’re just one missing piece shy of your goal. What is that? A seat at the big table? To be a better leader?

The irony is that the last piece of the puzzle is probably staring you in the face, but it takes other people to help you find it (under the sleeping cat, always); those who can see you for the whole person you can be (career-wise at any rate, let’s not get carried away!)

If this sounds like you, you’ll find your ‘other people’ at Futurehub.

Futurehub was developed by MDHUB’s director Phil Green. “We identified a gap in the market with our members who were working on their succession planning. They identified a proposed successor who, while extremely talented, lacked some of the core skills and experience needed to move up. Futurehub is the result.”

Phil leads the 12-month programme. “We put a cohort of eight people together, covering all areas of business: finance and budgeting, branding and marketing, strategy, legal, business development and leadership skills. It’s a

broad programme, with a strong focus on experiential learning.”

The experience and diversity of participants make Futurehub unique. People join from all roles and sectors of business. Everyone brings a skill or experience.

So, is Futurehub worth the time and effort?

Emma Penn, general manager of Nordell, an injection moulding service company based in West Sussex, says yes. “I wanted to know what I was capable of. The business was going through rapid growth, and I didn’t think it was right to be ‘waltzing off’ for the day, but the opposite was true.

“I learned a lot, I got a better financial understanding. I’m not comfortable around numbers, but Phil made it simple. The legal section was valuable, understanding responsibilities and duties. Phil works with businesses; he’s aware of the challenges in the current climate.

“As for my peer group, I’ve made friends for life. We worked in confidence, with trust. It was a shared experience. We filled in each other’s skills gaps, and I realised I knew far more than I thought. My confidence has improved massively.

“I sit on an advisory board and could feel out of my depth. I didn’t want to say the wrong thing. After Futurehub, I don’t justify what I’m saying because I’m confident I’m adding value with my opinion.

“Futurehub group gave me perspective. I know what the next steps look like now. In business, we are conditioned to be a certain way, and Futurehub challenges that conditioning.”

Then there’s Joe Mattelaer. Since 2017, Joe has run Curious Tech - refurbishing and selling second-hand consumer electronics online. In 2022, he branched out and began producing bespoke software for other businesses. You could say Joe ‘self-referred’ himself onto Futurehub.

“I’d been running a business for a few years, but I never had a formal business education and had to pick up the basics as I went. I wanted to reinforce what I knew and recognise what I didn’t. To build a solid foundation and develop good practice. Ideally, I wanted to scale up, which meant understanding business and financial processes.

“I needed to work out how to take ‘me’ out of the business so anyone could come in and run it. Not being able to do

OTHER FUTUREHUB ALUMNI CONCUR

❛❛ MDHUB appears to be the best kept secret in Sussex, which it shouldn’t be! ❜❜

Steve King, Cheesmur Building Contractors

❛❛ Futurehub has helped me to further recognise my potential and that I know more than I first thought whilst being supported by MDHUB through the experience to achieve and not be afraid to make decisions ❜❜

Daniel Cook, Aegea

that limits the ability to grow. I joined Futurehub to learn how to step away from the day-to-day running.

“The key thing for me was that Futurehub is not what I would call a traditional way of learning. It’s peer-topeer led. We’re all at the same level, whatever we do out in the world. Everyone gets a say and pitches in, making the training agile. I wouldn’t have got half as much out of it otherwise.

“I understood my strengths, weaknesses, talents, and skills better. I exceeded my own expectations. I gained skills I can apply elsewhere and recognise where I needed to fill in the gaps!”

It just goes to show that there are times when everything is so frantic that stepping away seems like the last thing you should do, especially in business. And yet, in that crevice of time you manage to carve out for yourself, life-changing things can happen, especially if you’re in good company.

This year’s Futurehub programme starts on February 23rd.

If you are interested in finding out more please email Phil Green phil.green@mdhub.co.uk

Left to right: Jo Lucas Alistair Fleming Design, Nicki Conboy Extech Cloud, Emma Penn Nordell, Matt Gayler Ridgeview Wine Estate, Kevin Roberts E & S Heating & Ventilation, Kath Akturk TEK Express and Joe Mattelaer Curious Tech

CELEBRATING BUSINESS EXCELLENCE

The Gatwick Diamond Business Awards - 23rd March 2023

BOOK YOUR SEATS NOW!

The 2023 winners of the prestigious Gatwick Diamond Business Awards will be announced on the 23rd March, in the Empress Suite of The Grand Hotel, Brighton. Join us for a pre-dinner drinks reception, before taking your seat for a sumptuous three course dinner and wine, with our celebrity host, Kerry Godliman.

Both an incredibly talented comedian and a phenomenal actor, Kerry is best known for her appearances on BBC’s Mock the Week, Live at The Apollo, Jack Dee’s Referendum HelpDesk, BBC’s Celebrity Pointless and Channel 4’s 8 Out Of 10 Cats Comedy Gala. Kerry is also a regular on BBC Radio 4 with appearances on the esteemed The News Quiz, The Now Show and Just a Minute as well as her own series, Kerry’s List.

Kerry’s acting talents have seen her receive critical acclaim for her role as Hannah in Ricky Gervais’ hit series Derek for Channel 4, ITV1’s Bad Move where she plays Nicky, as well as starring in the Netflix feature film Mascots and Sky’s Carter’s Get Rich. She has also starred in Crackanory, Him and Her, Miranda, Getting On, Extras, Home Time, Our Girl and Channel 4’s Spoons.

Kerry is currently back on the road touring her hit show Stick Or Twist all over the UK, as well as starring in Sky Atlantic’s critically acclaimed new drama Save Me, which aired this March. Kerry’s charming, straight-talking quick wit, make her perfect for hosting the Gatwick Diamond Business Awards.

This Black-Tie event will once again see the very best of the Gatwick Diamond Business community come together to celebrate the achievements of WorldClass businesses in this World Class region. Now in their 15th year, the Awards are a well-established highlight of the business calendar. They celebrate the achievements of individual businesses and business people across a wide range of categories. Importantly, they also showcase the success of the Gatwick Diamond economic area as a major driver of the regional and national economies.

For more information and to download the booking form, visit: WWW.GATWICKDIAMONDBUSINESSAWARDS.COM

18:00 Evening starts with the Pre-Dinner Reception

18:45 Take your seats for Dinner

21:30 Kerry Godliman

21:45 Presentation of the Gatwick Diamond Business Awards

23:00 After-Show Celebration and photographs

01:00 Carriages

Cleankill Pest Control specialist bird handler and technician Alan Day and Surveyor Ben Randall visited a client in Aylesford, Kent, to give them an insight into the effectiveness of predator birds for controlling feral bird populations

CLEANKILL –hawkish about pest control

During his visit, Alan introduced the team at AM Surveying & Block Management to the company’s Harris’s hawks, gave them a flying demonstration and explained how Cleankill uses the birds to control pigeons, gulls and parakeets.

More and more property management companies are turning to hawks as an effective, green way to control bird problems on their sites. For many customers, this is a new approach, and so a visit is a great opportunity to learn more about the efficacy of the birds and for Cleankill to get to know a little more about their new clients.

Family company AM Surveying & Block Management became a Cleankill client when the company decided to consolidate all of its pest control needs under one provider. With its wide range of services and staff covering the same area as AM Surveying & Block Management’s customers, the company chose Cleankill as its new provider last year.

Founded in 1979, AM Surveying & Block Management provides high level block management and surveying services to over 2,000 property owners across London and the Home Counties.

The dedicated team has extensive experience in residential estate management spanning over many years. It manages property on behalf of residential management companies, freeholders, right-to-manage companies and developers. Both Cleankill and AM Surveying & Block Management are associated with ARMA – the Association of Residential Managing Agents.

Cleankill Managing Director Paul Bates said: “We’re delighted to be working with the team at AM Surveying & Block Management and helping to keep the premises they manage pest free. It’s a company that shares the same ethos as us of providing first-class services while also giving back to the community.”

Harris’s hawks can be used to unsettle nesting birds such as pigeons and gulls in a wide variety of settings including stadia, shopping centres and housing developments. Regular visits will result in the pest birds finding alternative nesting sites. This is a prime example of effective natural and ‘green’ pest control in action.

Now employing 50 staff, Cleankill Pest Control offers eradication and preventive services for all public health, including mice, rats, cockroaches, wasps, fleas, squirrels and pest birds. As a registered waste carrier, Cleankill can also remove pigeon debris and other waste.

Cleankill has offices in Surrey, East Sussex, Bristol and Buckinghamshire, Cleankill has many customers throughout London, Surrey, Sussex, the Home Counties, Bristol, Gloucestershire and Somerset.

For a free survey or cost comparison go to www.cleankill.co.uk or email info@cleankill.co.uk

❛❛ Harris’s hawks can be used to unsettle nesting birds such as pigeons and gulls in a wide variety of settings ❜❜

Just after Elon Musk acquired Twitter, we were assailed with stories of the meditation rooms, table football competitions, sumptuous lunches and unlimited time off during the working week. In between all this, they somehow managed to do a bit of work before finishing the day with a lovely little red from a California vineyard whilst sunbathing on the office’s roof before popping off home.

Such companies pioneered not only games rooms, yoga sessions and free lunches, but also limitless vacation time, working from home before WFH became a thing, and, increasingly in recent years, an environment in which little Maoists straight out of their safe spaces on university campuses could dictate a political role for the companies, ensuring compliance with their passionately held progressive norms.

For hundreds of thousands of tech sector employees, the dream has come to an end. Recently, there has been a bloodbath in Silicon Valley with companies of all sizes announcing the biggest layoffs in their short histories. Microsoft has announced it is laying off 10,000 staff, Google has cut 12,000 jobs, Amazon is in the process of cutting 18,000 from the payroll and Meta, the parent company of Facebook, has shed 11,000. These are the big companies but all sized companies are following suit. In less than three months, they have shed 220,000 jobs.

This phrase is often used, but l can say with total confidence that Anger Management is back due to public demand

By Maarten Hoffmann

DISCLAIMER:

All views stated here are those of the author and do not necessarily represent those of this publication

A NEW REPORT SAYS WFH IS A TOTAL DISASTER

As we mark the third anniversary of the start of the pandemic, millions of people realised that they could work from home – and why should this not be the new normal? Many planned never to sit in an office again, cities would die, and employers would see the benefit, yet more and more firms are announcing that it has been a disaster for their bottom line.

At Davos in January, James Gorman, CEO of Morgan Stanley, had a warning for employees: “You don’t get to choose your compensation. You don’t get to choose your promotion. You don’t get to choose to stay at home five days a week.”

Companies are secretive about their internal data but there are numerous stories of a sharp drop-off in aggregate worker performance in the past two years. Anecdotal evidence of the inefficiency of working from home is plentiful. Netflix data shows that peak streaming times used to be weekend evenings. Now it’s mid-afternoon weekdays. Amazon says that its peak ordering time has shifted from evenings and weekends to all weekdays between 10am and 5pm. There are also reports of children’s nurseries reporting a drop in demand, because if Mummy or Daddy are home, why pay for childcare?

If working from home isn’t working for companies, it isn’t working for most people either. Social isolation has contributed to mental health deterioration and other disorders.

Employees are also starting to note that working from the office is cheaper when it comes to their energy bills, and that they feel better when they get dressed, make themselves presentable and go to the office to mix and interact with other human beings. In creative industries, this is an absolute must as little creativity is born out of isolation.

A recent Boston conference heard from the Wharton School’s Peter Cappelli, one of our best thinkers on work, management and organisations. Cappelli asked the other side of the question, “Is permanent remote working good for employers?” Cappelli reviewed the experience with remote work prior to the pandemic. While “life satisfaction” increased for WFH employees, “work-related and career outcomes are worse on every dimension examined,” with increased communication problems at the firm and more work for supervisors.

He also put the issues raised by Morgan Stanley’s CEO into a larger context. He noted that with “permanent remote working, a lot of things are harder to do – collaboration, innovation, maintaining culture, employee engagement, etc. Hybrid work, where employees are in the office some of the time, isn’t an automatic solution. Firms still have to maintain office space, they get less social interaction and group creativity, and face increased scheduling and IT problems and more cumbersome project management.”

We may not fully return to the old patterns of work but the tech downsizing tells us something old is new again: companies perform much better when their employees are working alongside other colleagues under the watchful eye of management, away from the temptations of the sofa, Amazon, kids and the television networks.

❛❛ Netflix data shows that peak streaming times used to be weekend evenings. Now it’s mid-afternoon weekdays. Amazon says that its peak ordering time has shifted from evenings and weekends to all weekdays between 10am and 5pm ❜❜

The tranquil experience of being under the Sahara’s majestic night skies will stay with me for a long time.

By Travel Editor Tess de Klerk

MAGICAL MOROCCO

A short three-hour hop from Gatwick and you can find yourself in the embracing warmth of North Africa, in a country so exotic that it transports you back to the childhood imaginings of deserts and oases, snake charmers and their deadly cobras.

We left the rainy UK in December and quickly landed in this other world. Oh Marrakech – you wild, crazy city! With its never-ending cacophony that somehow soothes because the noise feels life-affirming; with art all around, simply for art’s sake; with its eternal optimism, I wanted to explore every nook and cranny. But we had only one night...

I’m not ordinarily one for organised tours, wanting to believe that I’m a traveller rather than a tourist, but this time we

booked an eight-day tour of Morocco and I have only praise for Nomadic Tours.

Our itinerary took us from the imperial city of Marrakech to the Sahara Desert and back to Marrakech, seeing and experiencing more along the way than we would ever have managed had we travelled independently. Plus, there was no driving, getting lost or getting ripped off - so we were able to relax into an exciting and enriching adventure.

❛❛ The Saharan night sky was a blanket of stars, unsurpassed by even those that I saw in the clear, crisp nights in Greenland ❜❜

Our second day had us travelling southward, across the majestic High Atlas mountain range. All we could do was stare in wonder at the semi-arid beauty while our fantastic driver, Muhammed took us safely across its high peaks. Hassan, our passionate and knowledgeable guide would relay more than any guidebook could, while we sat back and simply drank in the heady experience.

Mid-afternoon, we arrived at Ouarzazate; the door to the desert. It’s also known as the film capital of North Africa due to the desert film studio used in many a production, including Lawrence of Arabia, The Mummy and Game of Thrones. We had the option of visiting the studio but we chose quad biking across the rocky terrain instead – and it was absolutely exhilarating! Sweet mint tea was waiting

for us on our return and we sat chatting away with friendly locals as the sun set over the silhouette of old and new.

New day – onwards and southwards we went. We had breakfast at our lovely hotel, built in the traditional kasbah style with a refreshing oasis-like garden. On this day, we would make it to the Sahara! We piled into our very comfortable van, and could hardly wait but as the miles unfolded we again simply got lost in the beauty of our surroundings.

❛❛ Our departure from the desert was quiet, all of us in our own thoughts; reset in a way ❜❜

The drive to the Sahara took nearly the whole day but if we could have made those hours go slower, we would have. Our trip took us through fascinating villages and green pastures, all the while with Hassan answering all our questions with pride and joy. Our tourist/guide relationship was a good one, relaxed and spontaneous and helped by Hassan’s enthusiasm to share his culture.

In the afternoon red dunes started appearing and we arrived at Merzouga, our entryway to the Sahara where we were met by Berbers, who have their camp in the desert, waiting for us with their camels at the ready.

❛❛ It’s hard to describe the feelings stirred by the desert to someone who has never been… portraying that feeling is next to impossible ❜❜

GOOD TO KNOW

Researching Morocco beforehand made me think that the country is relatively unsafe, especially for women. We did not find that to be the case; in fact my 18 year-old daughter remarked that she felt safer in Marrakech at night than she does in Brighton. That said, of course be vigilant and take care of yourself and your possessions.

Morocco is a predominantly Islamic country with 99% of the population being Sunni Muslim. From my experience, I would call Morocco a liberal Muslim country.

Women are not expected or required to cover their heads or dress modestly but I would suggest not baring much skin as a sign of respect to the environment you’re in.

Be aware that homosexuality is still illegal in Morocco. Despite this, it is a popular destination for LGBTQ+ travellers.

I was warned beforehand that we would be pestered by vendors but we did not experience much of that. A firm ‘no, thank you’ always did the trick.

Don’t take photos of snake charmers and performing monkeys – it only encourages the cruel practices.

Morocco is not the cheap destination it used to be. Petrol stands at £1.13 a litre and food prices are on par with Greece. You will find fantastic works of arts and crafts at very reasonable prices though.

Funny creatures, camels – moody and docile all at once! Our trusty steeds walked us into the Sahara not long before sunset and we trekked the last bit by foot, battling up a giant dune to find ourselves atop, looking as far as the eye could see at the most awe-inspiring, endless desert sands.

It’s hard to describe the feelings stirred by the desert to someone who has never been. You can describe what you see; the undulating sands, a sea of golden red dunes that appear to have no beginning and no end. You can show pictures and write words, but portraying that feeling is next to impossible. It is something that absolutely needs to be experienced in order to be appreciated. Perhaps it’s one of those things, like seeing the ocean for the first time…

The Saharan night sky was a blanket of stars, unsurpassed by even those that I saw in the clear, crisp nights in Greenland. Sleeping under the stars, the desert sky at night is an evocative and awe-inspiring visual phenomenon. It made me feel as part of the beginning

and end, part of the primordial soup of the universe.

Our departure from the desert was quiet, all of us in our own thoughts; reset in a way. But as we continued, with traditional Tinariwen music playing in our van, we felt the joy of knowing we have even more to see and discover.

On we travelled, taking in the magnificent Todra Gorge, stopping to explore a traditional Kasbah, still being maintained by all the ancient methods. The UNESCO world heritage site of Ait Benhaddou was another highlight; a traditional pre-Saharan city maze of tightly packed houses, still inhabited.

Too soon it was time to head back to Marrakech. However, getting back to the loud, proud and colourful city simply tied our trip up nicely. We will be back in Morocco, and soon, that’s for sure.

Return flights in March from Gatwick to Marrakech starts at £97.00 with Wizz Air www.nomadic-tours.com

FERRARI ROMA

The Ferrari Roma is a compact GT and l rather like Enzo’s marketing blurb; ‘the Roma is an F1 car in evening attire’.

By Maarten Hoffmann

GranTourismo cars are essentially designed for long journeys. This is not something one is used to with the Prancing Horse, as they can be hard as nails, fast as hades and exhausting to drive - and all with the enormous amount of focus required to ensure you don’t bin it and end up splashed across the evening news.

This two-door, two seater coupe with a front-mounted twin-turbo V8 is nicely house-trained, calm by Ferrari standards and very comfortable. The yardstick l always use is, ‘would l be happy to whizz down to Monaco – or Portofi no to be precise – for a coffee and a baguette and then climb aboard and drive straight back?’

The result? Yes, most certainly, and l would likely arrive back in Sussex and go do it again after a quick pee and a sarnie. By the way, there are two ‘seats’ in the back, but best for those that have friends who are 3’6” amputees.

It’s exciting, calm (ish), elegant, smooth and well-behaved - unlike the driver, you might say. But that’s the joy of me having the keyboard and those rude

tykes just salivating over the car – oh, the power!

Just standing and looking at the Roma leads you to believe that Ferrari’s design director Flavio Manzoni is quietly, astutely revolutionary in his thinking as the Roma is a progressive looking, beautifully proportioned car. The front wings crest emotively, and the sheet metal resolves in an ever more sharky front end. It is rather beautiful and would not look out of place in a museum.

This is also a car that suits sober colours. There was a time when every new Ferrari was launched exclusively in rosso corsa. This is a different Ferrari

❛❛ The Roma is a stunningly beautiful, well-proportioned, fast Ferrari and if you were ever to get tired of driving it trust me, you are tired of life ❜❜

for a different era. Maranello expects 70% of Roma customers to be new to the brand. Whatever times we’re in though, a Ferrari still needs to drive like a Ferrari...

In the company’s early days, all models were front-engined and rear-wheel drive – before the mid/rear-mounted fad came along – and here we are back where we started. It might look quite sedate but to trust in that would be a monumental error. A tad like a professional hitman; suave Armani suit and devilish good looks before he slips out his Walther PPK and blows your head off. You need to take care with the go pedal and, if in the wet, park it and get a cab.

It’s not keen on our wet pothole-laden roads, but then Ferraris were never really meant to be driven this far north. They suit warm tarmac, a hot mistral breeze and smooth surface. Find that and you will have died and gone to

TECH STUFF

MODEL TESTED: Ferrari Roma

ENGINE: 3.9-litre V8 twin-turbo

POWER: 611 bhp

SPEED: 0-62 3.4 secs

TOP: 199 mph

ECONOMY: 25 mpg

PRICE FROM: £172,631

heaven, as this is what this car was designed for.

The drive is sublime and, if you get tired of sublime, punch the go pedal and it will take off like a scalded cat. Road holding is great, turn the nose in and point and it will go where required. Pop some gas on half-way through the bend, and the rear will slide out perfectly, thus allowing you to drift out of the corner.

Think you’re a great driver? This car will ensure everyone thinks the same as it

does all the work for you, so perfect is the balance and throttle control.

Inside, it’s a very nice place to be, with everything at hand. However, work really does need to be done on the switchgear. The TFT screen is nestled in the bosom of the dash but to use it, park up, work it out for an hour and then try again - it’s ridiculously complicated and unnecessary. Every premium car out there does the same thing, but intuitively and easily while on the move – therefore no excuses, Ferrari.

Modes include Wet, Sport, Race and ESC Off and, in the right setting, it will do exactly what you demand of it. Get the mode wrong such as ESC Off in tight corners and you might live to regret it –or regret it and be dead, of course.

The Roma is a stunningly beautiful, well-proportioned, fast Ferrari and if you were ever to get tired of driving it trust me, you are tired of life.

❛❛ This two-door, two seater coupe with a front-mounted twin-turbo V8 is nicely house-trained, calm by Ferrari standards and very comfortable ❜❜

JACINDA ARDERN

Family before country HURST COLLEGE

The importance of community

Wellbeing and your business

FUNDING FOR FEMALE-LED BUSINESSES

Talking heads

WOMEN IN CHARGE

MOTORING Audi TTRS

WELLESLEY

Tax success

CONTENTS

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

32

FEATURE Dealing with ADHD

£250bn

PLATINUM MEDIA GROUP

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

Arianna Huffington

REGULARS

News

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

11 Bizarre News

A few stories to make your mind boggle

Books

42 Further reading on subjects covered in various issues of Dynamic

Wellbeing

44 Dealing with the effects of the post-Christmas lurgy

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

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

Travel

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

Art Scene

52 Spotlight on sculptor Marion Bürkle

Girl Torque

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

Wine & Dine

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

What’s On

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

SPOTLIGHT

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

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

FEATURES

Women in charge

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

The importance of community

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

Self employment

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

Menopause legislation rejected

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

CONTACTS

PUBLISHER: Maarten Hoffmann maarten@platinummediagroup.co.uk

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

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

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

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

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

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

40 FEATURE WWW.PLATINUMMEDIAGROUP.CO.UK

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

Eleanor Roosevelt

EDITOR’S NOTE

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

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

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

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

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

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

Tess de Klerk

Editor, Dynamic Magazine tess@platinummediagroup.co.uk

WALES SECURE A VICTORY FOR GENDER EQUALITY

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

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

IN THE RIGHT DIRECTION

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

ULTRA-RICH CALL ON GOVERNMENTS TO INTRODUCE WEALTH TAXES

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

RENEWABLES POWERING AHEAD IN THE UK

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

ECONOMIC OUTLOOK MAY BE SLIGHTLY BETTER THAN PREDICTED

ONE COMPANY FINALLY TAKING ACTION

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

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

FRANCE CURBS SINGLE-USE PLASTIC

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

THE OZONE LAYER IS ON TRACK TO RECOVERY

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

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

ONE-HORNED RHINOS ON THE INCREASE

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

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

Whitton, mayor

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

Charlotte

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

Jessica Valenti, writer

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

Pink, musical artist

ALIEN CAN’T GET A JOB

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

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

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

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

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

bizarre NEWS

THE WEIRD AND SOMETIMES NOT SO WONDERFUL...

DYING TO HAVE SEX

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

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

Women who seek to be equal with men lack ambition

Marilyn Monroe

LONDONERS RISK A £500 FINE FOR SKIDDING

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

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

RADIOACTIVE RICE GRAIN IN A HAYSTACK

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

A SLAP IN THE FACE IN THE STATES

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

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

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

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

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

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

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

❛

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

Will Rogers

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

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

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

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

ALLEGRA CHAPMAN

Co-Creator of Watch This Sp_ce

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

WOMEN IN CHARGE

WOMEN IN ENTREPRENEURIAL ROLES

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

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

SUSAN PAYTON Founder of The Business of Stories

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

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

LISA BASKOTT Founder of 2nd Line of Defence

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

She aims to address distinct issues:

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

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

• Focus on people instead of premises.

JENNY LEGG Founder of Training Legs First Aid

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

‘Bra Off Defib On’.

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

#GetYourTitsOutForThePads

ROXY VAN DER POST Founder of Myosotis Film & Photography

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

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

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

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

❛

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

Alison Pincus co-founder, One Kings Lane

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

The importance of community

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

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

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

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

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

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

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

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

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

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

www.hppc.co.uk

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

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

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

BY MAARTEN HOFFMANN

JACINA ARDERN resigns

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

BY MIMI NICKLIN, CEO FREEDM

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

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

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

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

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

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

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

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

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

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

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

FUNDING FOR FEMALE-LED BUSINESSES

TALKING HEADS

Business Support

Lead, always possible

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

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

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

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

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

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

SAM HAWKINS

SAMANTHA HILTON Commercial Banking Director, Metro Bank

THE

PANEL

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

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

Maarten Hoffmann is the facilitator for the Platinum Influencer Forums

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

maarten@platinummediagroup.co.uk

www.platinummediagroup.co.uk

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

T: 07767 613707

lesley@platinummediagroup.co.uk

www.platinummediagroup.co.uk

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

MAARTEN HOFFMANN Publisher Platinum Media Group

LESLEY ALCOCK Commercial Director Platinum Media Group

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

MH:MIKE, DO YOU RECOGNISE ANY OF THIS?

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

MH:SAM, WHAT’S YOUR VIEW?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

ER: It’s the fear of being rejected.

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

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

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

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

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

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

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

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

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

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

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

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

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

SHA: Yes, of course.

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

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

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

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

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

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

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

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

“Yes, of course.”

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Why is it the woman who

childcare?

needs to do the

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

MAKE YOUR TAX YEAR-END A SUCCESS

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

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

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

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

HERE ARE FOUR THINGS TO THINK ABOUT:

1 MAKE USE OF YOUR ISA ALLOWANCE

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

2

GIVE THE NEXT GENERATION A HEAD START

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

3 REDUCE THE TAXABLE VALUE OF YOUR ESTATE

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

4 BE AWARE OF THE CAPITAL GAINS TAX CHANGES

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

SEIZE THE DAY

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

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

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

Samantha Kaye

Chartered Adviser, Wellesley

E: samantha.kaye@sjpp.co.uk

www.wellesleywa.co.uk

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

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

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

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

BY MAARTEN HOFFMANN

ATTENTION DEFICIT HYPERACTIVITY DISORDER

Dealing with ADHD

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

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

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

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

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

FURTHER RESOURCES

For further information visit:

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

• www.adhdadulthood.com

Thinking about this it was a light bulb moment.

total sense

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

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

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

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

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

Many things from my past came flooding back and now made

BY TESS DE KLERK ADHD

Recognising ADHD in women

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

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

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

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

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

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

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

in women

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

PERFECTIONISM

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

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

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

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

HORMONES COME INTO PLAY TOO

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

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

ADHD CAN BE A SUPERPOWER

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

ATTENTION DEFICIT HYPERACTIVITY DISORDER

+ FURTHER RESOURCES

For further information visit:

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

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

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

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

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

SP OTLIGH T

Carolina Avellaneda

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

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

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

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

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

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

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

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

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

And we did it!

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

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

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

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

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

Helen Vits

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

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

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

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

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

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

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

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

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

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

BY TESS DE KLERK

PROPOSAL TO INTRODUCE MENOPAUSE LEGISLATION

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

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

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

WHAT ARE YOUR WORKPLACE RIGHTS WHEN IT COMES TO MENOPAUSE?

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

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

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

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

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

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

MENOPAUSE POLICIES CAN HELP SUPPORT EMPLOYEES

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

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

Introducing a contractual entitlement to menopause leave could help affected employees

SUPPORTING EMPLOYEES BENEFITS BUSINESSES

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

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

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

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

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

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

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

FURTHER READING…

HOW TO STOP WASTING YOUR PRECIOUS

ENERGY

ON SELF-DOUBT

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

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

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

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

By Sue Hawkes, Alexandra Stieglbauer Advantage Media Group - 2017

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

Appreciation and gratitude are the perfect antidotes to self-doubt

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

BURNOUT A Guide to Identifying Burnout and Pathways to Recovery

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

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

voice

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

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

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

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

By Claire Shipman, Katty Kay HarperCollins Publishers Inc - 2015

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

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

Still feeling the effects of that post Christmas lurgy?

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

HOW DO OUR DIETS RELATE TO TIREDNESS AND FATIGUE?

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

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

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

CAN SOME FOODS MAKE US FEEL MORE TIRED THAN OTHERS?

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

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

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

Choose:

• Brown rice

• Quinoa

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

• Beans and pulses.

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

CAN FOODS ACTUALLY HELP TO BOOST THE IMMUNE SYSTEM?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

1

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

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

BUILDING CHILDREN’S RESILIENCE WITH THE SEVEN CS

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

• Express your love for your children.

• Allow your children to express their emotions to you.

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

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

• Encourage children to build and focus on their strengths.

• Acknowledge when they have handled a situation well. 2

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

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

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

• Avoid feelings of shame.

• Address conflict within the family, resolving the problems.

• Encourage close relationships with others. 4

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

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

• Encourage empathy and caring for others.

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

• Work with your children to express their values.

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

5

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

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

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

• Teach the importance of considering others.

• Create opportunities for children to contribute.

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

• Reward responsibility with increased freedom.

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

• Help children understand that events happen due to action.

• Focus on one step at a time.

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

6

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

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

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

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

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

Help your children understand how their behaviour affects other people

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

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

Wellbeing & your business

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

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

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

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

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

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

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

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

HOW WELLBEING, RESILIENCE AND MOTIVATION ARE CONNECTED

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

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

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

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

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

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

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

EXAMPLES OF HEALTH AND WELLBEING SERVICES FOR BUSINESSES

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

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

www.bupa.co.uk

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

Expressly Marrakech

BY TESS DE KLERK

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

WHERE TO STAY

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

LA MAMOUNIA

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

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

ROYAL MANSOUR

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

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

PECKISH? HUNGRY? STARVING?

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

DAR ESSALAM ££

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

www.daressalam.com

LE TROU AU MUR ££

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

https://letrouaumur.com

AMAL

CENTRE £

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

http://amalnonprofit.org

L’HOTEL

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

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

RIAD SECRET JARDIN

Looking for something a little more traditional and intimate?

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

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

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

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

ART SCENE Marion Bürkle

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

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

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

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

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

www.marionburkle.com

What was just a simple pleasure quickly became a passion

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

By Fiona Shafer

Something magical is about to happen… are you ready?

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

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

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

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

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

First and foremost, it was the anticipated thrill of the

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

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

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

POSITIVES

• The engine

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

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

• Stabilisation control – likely most comfortable in Comfort mode

• ULEZ compliant

• 12-speaker B&O sound system

• In-dash navigation

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

• Economical at 32.7 mpg

TECH STUFF

MODEL TESTED: Audi TTRS Coupe

ENGINE: 2.5-litre TFSI Turbo POWER: 294 bhp

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

ECONOMY: 31.7 mpg PRICE FROM: £62,260

NEGATIVES

• Not a lot.

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

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

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

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

9.5/10

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

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

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

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

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

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

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

DYNAMIC

By CHARLIN DE’ALMEIDA

FOGO DE CHAO NOT FOR THE FAINT-HEARTED

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

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

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

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

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

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

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

http://fogodechaorodizio.co.uk

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

VAN GOGH ALIVE: THE EXPERIENCE

Brighton

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

The Dome, Brighton

From May 12th

https://vangoghaliveuk.com/brighton

WHAT’S ON...

A brief snapshot of art and culture in Sussex and Surrey

THE NATIONAL GARDEN SCHEME

Washington

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

The Old Vicarage, Washington

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

VERY PRIVATE

Firle

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

Charleston House, Firle

Until March 12th

www.charleston.org.uk

THE TREASON SHOW

Shoreham-by-Sea

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

Ropetackle Centre, Shoreham

March 11th

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

PRIDE & PREJUDICE (*SORT OF…)

Chichester

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

Chichester Festival Theatre

February 21st-25th

www.cft.org.uk

STARGAZING AT BEACHY HEAD

Eastbourne

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

Beachy Head, Eastbourne

February 25th

www.visitsoutheastengland.com

CHEESE & WINE EVENING WITH PATRICK MCGUIGAN

Ditchling Common

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

Ridgeview Wine Estate, Ditchling Common

March 24th

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

NELLIE’S ARCTIC ADVENTURE

Sheffield Park

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

TWO WORLDS ENTWINED

Petworth

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

Newlands House Gallery, Petworth

Until May 7th

https://newlandshouse.gallery

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

She eld Park, Nr Uckfield

Until February 26th

www.nationaltrust.org.uk