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Wildlife in crisis
According to the Living Planet Report 2020, from the conservation group WWF, wildlife populations have fallen by more than two-thirds in less than 50 years. Described as a 'catastrophic decline' the sad news is that it’s all down to us. The human race. With the report stating the there’s no sign of the decline abating as we continue to see over-fishing, deforestation and increasing temperatures causing wildfires across the globe. The report concluded an average 68% fall in more than 20,000 populations of mammals, birds, amphibians, reptiles and fish since 1970. Dr Andrew Terry, director of conservation at the Zoological Society of London (ZSL), which provides the data states: "If nothing changes, populations will undoubtedly continue to fall, driving wildlife to extinction and threatening the integrity of the ecosystems on which we depend". As if we weren’t already aware, we need action and we need it now. We’re all in this We are living in the age of humans, the Anthropocene, where our actions (and habits) have caused massive changes to our planet with negative effect (global warming, ocean acidification and habitat destruction). We’ve seen an unprecedented pandemic with COVID-19 but we can’t forget that the Earth's ecology is also in an unprecedented critical state. We know what is happening. We know what needs to be done. We need to stop, and even reverse habitat loss and deforestation, by taking urgent conservation action and changing the way we produce and consume food, energy and other materials. Naturalist Sir David Attenborough says,"Doing so will require systemic shifts in how we produce food, create energy, manage our oceans and use materials". He continues, "But above all it will require a change in perspective. A change from viewing nature as something that's optional or 'nice to have' to the single greatest ally we have in restoring balance to our world." What can we do to help? Firstly, we need to transform the way we produce and consume food and energy, reducing waste and having a lower environmental impact. Conservation actions alone won’t stop the continued decline. We need to grow the circular economy across all sectors. Now is the time to build back better. Whilst there may be a looming global employment crisis, we need to look at the areas where we can make a difference. We need to promote sustainable solutions in the workplace; from building cleaner/greener communities, to using software development to tracklifecycle carbon, energy and costs for architectural projects, to low carbon investment and SRI, to sustainability marketing greening all comms to ensure the message actually gets through to people – consistently. One thing is for sure, if we love the planet and the myriad of species that live with us on it, we cannot keep doing what we’re doing and let a million species become extinct within a matter of decades. The time for action is now. Allen & York, Recruitment & Executive Search, working to match candidates with purposeful companies in the green economy since 1993. If we can help you find the right person for your roles, or if you are looking for a new role where you can make a difference, get in touch today. Call 01202 888986 or email: info@allen-york.com to see how we can help.
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MAD World Summit 2020
The first half of 2020 will go down in history as one of the most tumultuous times in living memory. But as leaders put pandemic recovery plans in place, they are in a unique position to build back better - with employee mental health and wellbeing at the heart of the business. “What organisation would not want to be more successful after-COVID than it was before? When you care about mental health, you care about your business”. Dr Richard Heron, VP Health and Chief Medical Officer, BP MAD World stands for Make A Difference. Taking place on 8 October, just before World Mental Health Day, the MAD World Summit is the global go-to online event for employers who want to make a difference to workplace culture, mental health and wellbeing. In 2020, the event is digital. Extending our reach, this opens up even more opportunities for attendees to learn, network and share knowledge in real-time with like-minded employers. The core focus will be on: supporting employee mental health, physical, financial and social wellbeing through COVID-19; stigma; prevention; the evolving role of the line manager; effective leadership through change; navigating the supplier landscape; assessing impact and building inclusive teams and cultures that drive performance and human thriving in readiness for the future world of work. The packed day is a unique meeting of minds with inspiring keynotes, workshops, case studies, curated conversations in the back-stage lounge and lots of opportunities for networking. Speakers include: Rt. Hon. Sir Norman Lamb, John Amaechi OBE, David Oldfield, Group Director, Commercial Banking, Lloyds Banking Group, Leena Nair, Chief HR Officer, Unileverplus leaders from Santander, Nationwide, M&C Saatchi, BP,Deloitte, BT, Companies House, Ofcom, Rolls Royce, GSK, National Grid Ventures, Givaudan, Legal & General, Starbucks and more. Whether you’re just getting started with addressing workplace wellbeing or you’re moving to the next level of implementation of your strategy, from C-suite, talent executives, managers to next-generation leadership teams, join 1000+ like-minded professionals for collaboration, inspiration and to find the right answers for your organisation – now, and for the future. With a range of different registration options, there is something for everybody – whatever your budget. From the Gold Pass, which gives public and private sector employers access to the Backstage Lounge area (where they can join a range of conversations hosted by our Advisory Board members). To theGlobal Passwhich also gives access to our events in the US and Asia. To the Visitor Pass, which allows free access to the supplier showcases and a range of workshops across the day. For details of the fantastic line-up of speakers and to register using code MADUK25 to access 25% off the full ticket pricevisit https://madworldsummit.com/ You can also subscribe to receive the Make A Difference weekly newsletter and follow the event on LinkedIn for updates at @mad-world-summit. Follow the MAD World’s social media tags: Twitter: @MADSummits LinkedIn: @make-a-difference-summits See you there! Contact Stuart Vivian by calling 01202 888986 or email: wellbeing@allen-york.com
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Building a smarter recovery
The coronavirus pandemic may have stopped the world from turning and put the global economy on hold, but has it also highlighted the need for change? With a climate emergency already upon us, if we’re going to come out of this unprecedented situation better, then surely we have to “build back better”. And part of that means looking at building more sustainable, energy-efficient cities in which we reside. Using energy resources intelligently alongside utilising technology and innovation are integral as we push toward a carbon neutral 2050 target. Integral to this then will be investment in ‘smart city’ technology to create smart buildings, vehicles and even industry. Consuming the energy produced "behind the meter", improves energy systems and energy efficiency. Equally, technology needs more development to ensure automation is easier, infrastructure is accessible, mobility is smart (with more electric vehicles and fast charging ports available) and that the supply is efficient and managed properly. Being efficient is key – making buildings save more energy and making new homes/commercial buildings (offices/manufacturing plants) smart also has to happen for a greener future. Using data, in real-time, to manage energy usage and improve energy efficiency will reduce their carbon footprint. Equally, planning these cities so they are “15 minute cities”, where people can meet their living requirments (e.g. shopping, working, leisure pursuits) within a short walk or cycle ride from their home. People make the change How can this happen without the right skills and education? In short, it can’t. We have to be looking to up-weight skills in this area and in the green economy overall. To create a more resilient future we have to create a more resilient sustainable workforce. Creating and filling jobs that, at their core, abide by sustainable principles and look to improve not only the environment but the health and wellbeing of people who live and work in them is the goal. Let’s make it happen. Allen & York are currently helping many forward thinking organisations right now. If you would like our help to be at the forefront of positive, purposeful recruitment, please call Vicki Angus on 01202 888986 or email: vangus@allen-york.com today. Allen & York: Matching organisations and candidates in the green economy since 1993.
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CSR & COVID-19
Integrating environmental, social and governance into business has long been the essence of Corporate & Social Responsibility (CSR) but how have organisations reacted to the impact of Covid-19? It’s well reported that good CSR is a positive element of any business, with customers wanting to buy more ethically and employees wanting more purpose in their working lives. Being socially accountable, albeit self-regulated, is something to strive for (and certainly the types of business we like to work with at Allen & York). But, in the midst of the global pandemic, have CSR initiatives gone by the wayside until there’s more stability in the global markets? It does seem the case for energy efficiency and sustainability programmes, as Edie’s survey of 101 UK-based energy and sustainability professionals bears out. In March 2020, “70 per cent said their organisation had either confirmed plans to pause investment into sustainability solutions or were considering doing so”. Five months later and the situation may be even worse. Environmental, social, governance (ESG) reporting on issues like employee health, safety & wellbeing or work practiceswill most likely prove the point further. Momentum in the office The markets continue to be uncertain, but with time ticking on to the 2050 net-zero carbon target, is there time to lose? Surely CSR is at the heart of managing the COVID strategy? With people’s health and wellbeing being the number one priority. Peter Carr, Head of Facilities Management at Commercial Estates Group (CEG) states: “We feel that social responsibility is exactly the point of COVID management – with structured careful management of the reduction in occupancy of properties initially”. World Health Organisation (WHO) and industry advice on engineering health guidance also plays a part in terms of airflows within the buildings, ensuring the wellbeing of staff in office buildings where working remotely isn’t an option. Green Recovery What about environmental sustainability? Air quality has improved and carbon emissions reduced during lockdown, likely more due to the crisis than planned activity. Indeed the UN Environment Chief warned against viewing the effect of COVID-19 on climate change as a “silver lining”.This isn’t the time to be complacent. Inger Andersen, the head of the UN Environment Programme (UNEP) suggests a future where “…finance and actions fuel green jobs, green growth and a different way of life, because the health of people and the health of the planet are one and the same, and both can thrive in equal measure”. The future The truth is no-one has a crystal ball to predict how things will pan out. Progress has inevitably stalled but ambition is still strong and we hope that the recovery is green and that green jobs are at the forefront of jobs growth. Allen & York are currently helping many forward thinking organisations right now. If you or your organisation would also like our help to get ahead and be at the forefront of positive, purposeful recruitment, please call Katie Pereira on 01202 888986 or email kpereira@allen-york.comtoday. Allen & York: Recruitment solutions for a sustainable future. Source: https://www.twinfm.com/article/has-covid-19-impacted-corporate-social-responsibility
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How To Encourage Employee Engagement
Employee engagement is good for business. That’s certainly the evidence from the likes of Gallup and Deloitte. Not only are engaged workforces up to 21% more profitable, they also have lower staff turnover and higher customer satisfaction. As companies return to workplaces following the lockdown, maintaining competitive advantage is more important than ever. An engaged workforce could well give your business that all-important edge. But how do you go about encouraging employee engagement? Here we share some good practice tips to get you started. Employee Engagement Starts With Onboarding Employee engagement isn't just a tick-box exercise. It needs to be incorporated into everything you do, starting with onboarding. Effective onboarding helps staff to appreciate how their efforts contribute to the bigger picture. And it’s also critical for developing social relationships, camaraderie and a shared sense of purpose. It's the recruit's introduction to the company culture and what’s important to you. A great onboarding experience is a proven way to reap the maximum lifetime value from your employee. Invest in this crucial process to get off to the best possible start. And see your employee engaged from day one. Involve Staff In Setting Company Goals Feeling involved, valued and appreciated is fundamental to employee engagement. Involving employees in goal setting is a sure-fire way to boost engagement. Be sure to set annual, quarterly and monthly goals, so staff have clear boundaries and know what's expected. And also get team members' input into departmental and corporate goals. That way, they will be invested in the company's overall success. Acknowledge Employees Acknowledging employees goes beyond saying thank you – important though that is. It’s more about recognising their hard work and demonstrating that their contributions matter. Employee recognition schemes are one easy-to-implement and low-cost way to acknowledge employees’ efforts. Reward those employees who go the extra mile with a public thank you and a write-up in the staff newsletter. And start up a company tradition of birthday shoutouts as well as celebrating anniversaries and achievements outside work. Develop Employees Opportunities to develop and grow at work are essential drivers of employee engagement. In fact, according to one recent study, for 9 out of 10 millennials, career development is critical to them. And the good news is that employers also stand to benefit from employees’ continuing professional development. Development doesn't have to be of the traditional classroom variety. Technology has opened up new opportunities that are a better fit for modern lifestyles. Take your pick from webinars, podcasts, wikis and distance learning as well as mentoring, work shadowing and secondments. Working with the employee, set up an individual development plan that will enhance their skills and provide a challenge. Book in regular reviews to track progress. These meetings will also signal to staff how much you value their career growth. Invest In Engagement Use these easy-to-implement ideas and kick-start employee engagement in your company. The rewards on offer will be well worth the investment. Are you a fantastic employer who's invested in the engagement of their staff and is looking to hire? Get in touch to see how we can help you find the perfect candidates to match your culture, contact: info@allen-york.com or call 01202 888986 today.
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Retained Recruitment Revealed
You have a vacancy. You’ve advertised. You’ve used your usual recruiter. Yet you still haven’t found the right match for your role. Maybe it’s time to consider using retained recruitment? Wait, no, that’s too expensive, it takes too long and maybe you’re just not sure what it is. This short-read will reveal why retained recruitment might be right for some of your roles. What exactly is retained recruitment? Firstly, retained recruitment goes by a number of names – just to make it more difficult for people to understand - think headhunter, search & selection specialist and executive search. It’s just a type of recruitment. But how does it differ from “contingency” recruitment (i.e. when a consultant delivers you candidates but they don’t get paid until a hire is made). Here’s how. You have a role to fill and you pay a fee (that’s the retained bit) for a consultancy to conduct a search for the ideal candidate, which invariably (given, not always) will lead to you hiring. Fees vary massively dependent on the role, the scarcity of candidates and the estimated time it will take to fill the role. What do retained recruiters do differently? Fees are potentially higher with retained recruitment. This is a value driven transaction; retained recruiters could have spent years networking in their specialist sector to know the right people to fill your role. This is not a volume transaction where you get 100s of CVs in the hope one or two might fit the bill. What retained recruiters do is firstly understand the role they are recruiting for (at Allen & York we’ve spent years working in the environment and sustainability sectors so can understand the role types and technicalities required). Retained recruiters also understand their client’s business, their culture and their needs. Time is spent up-front to get the best understanding of the role, the ideal candidate, what’s worked/not worked in the past, the culture of the business. Once this information is gathered, a plan is put in place to assign resource (rarely is this a one person job) and to look at the methodology to be used to find the best match. What then? As stated previously, this is not a “spray and pray” volume approach. Retained recruiters will usually present between three to seven people who they believe have both the skill and necessary experience and would be a cultural fit for the business. They’ll also look at where the person is located (commutable or relocation implications), their salary and benefits expectations, aspirations for the future and development prospects all before interviews are even scheduled. All delivered to the timeline agreed. At Allen & York we screen candidates and provide candidate packs outlining skills, experience and detail around the agreed criteria set with the client at the briefing stage. We’ll even run first round interviews so as to present the best candidates for the role and take some of the time pressure from our clients. How much will it cost? Fees for retained recruitment are higher. There’s no getting away from that fact. However, they don’t need to be extortionate and they are delivering a higher-end service and will invest more time and work harder for your order as they are guaranteed a payment for their time (hence it’s a good motivator to find the best talent). Usually the fee is based on the first year’s salary/package and can range from between 20% to 50%. We’re not suggesting all roles should be mandated on a retained model. Where retained works best is finding managerial and executive-level (more hard-to-fill) roles. If you have people leading your business, like a Chief Executive Officer, or Global Sustainability Director, you want the best people in the market. For those roles that don’t quite meet these levels, you can also look at a “mini-retainer” and agree parameters that work for both parties. What if it doesn’t work out? With retained search, the consultancy will follow up with the employed candidate and the client to ensure everything is going well. If the worst-case scenario happens, there is likely a rebate clause in the recruitment agency contract to rebate some of the fee on a decreasing scale over a set period of time. What if it does work out? In the vast majority of cases, employment works as you’ve spent the time and effort to brief the consultancy, they have understood the role requirements and culture and you’ve all agreed that you’ve hired the best person for the job. Therefore time from on-boarding to that person being a valued (and valuable) member of the team will be shorter and the fee will have been well spent. When should you use retained recruitment? When you have a niche role in a niche industry that you need expert help with. What candidates for that role are likely to be scarce or it’s a really competitive market. When the salary level is high and you want to hire the best match first time round. When you require confidentiality due to the market/internal concerns. When you don’t have the time or skills to do it yourself. If you would like more information on Allen & York’s retained recruitment service (or even our mini-retainer model), please don’t hesitate to get in touch on 01202 888986 or email our MD, Lester Lockyer, at llockyer@allen-york.comfor more information. Allen & York, recruiting for the green economy and beyond, since 1993.
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Sustainable schools – a lesson for us all
With £1billion for new schools and £560million for repairs, government funding has recently been announced to help rebuild the economy post-COVID. As the number of pupils grow it’s vital that the restoration happens soon. 640 new schools are needed to keep up with current rates of demand. The challenge of keeping up with demand also gives the opportunity to invest in greener, cleaner schools. With the commitment to net-zero by 2050, it’s time we made both a positive impact on education and the environment. Greener schools are a prime opportunity to explain, at a young age, the benefits of sustainability. They're also a prime opportunity for recruitment in the green construction industry. Green is good To ensure a school’s carbon footprint is reduced, there needs to be focus on heating, lighting, hot water, catering, and electricity for information and communication technology (ICT). Ways to reduce energy consumption could include: Better insulation in the building Double-glazing throughout Temperature control in each classroom LED lighting Controls over ICT equipment (e.g. switching off computers) To take this a step further, and go fully carbon neutral, schools would also need to replace gas boilers for electric heat pumps and provide on-site renewable energy sources, such as solar panels. What about the cost? Is it more expensive to build greener schools? In the US found construction costs increased by less that 2% which was easily off-set by the first year of energy savings made. Constructing zero carbon buildings is also cheaper than retrofitting conventional buildings. Equally, there are savings to made in energy performance of schools. The UK Department for Business, Energy and Industrial Strategy (BEIS), identified 6,760 GWh of potential energy savings in schools - borne out by a recent BEIS competition involving smart meters where one school lowered their gas costs by 35%. A new way to learn With the rise in exposure for the likes of Greta Thunberg and Friday’s for Future, green schools provide an ideal opportunity to put climate change at the forefront on the curriculum. Wellbeing is also vitally important especially with the fallout of mental health issues due to the impact of COVID-19, natural light and well-designed, greener schools - ‘well buildings’ - will make a difference to both academic success and personal health. The knock-on effect of greener schools is education of the wider community where parents learn through their children and as pivotal places for the community to come together, everyone can learn about sustainability and its benefits. Time to build The educational and wellbeing benefits are clear to see so now we need to get construction moving again. Building green schools will provide a much-needed post-lockdown boost to the economy and the workforce. Whether that’s civil and structural engineers, project managers, sustainability consultants or renewable energy experts. If you’re in the construction business and have roles that you need help recruiting, then please get in touch. We’ve been working in the energy, environment, sustainability, health, safety and wellbeing recruitment since 1993 and our consultants understand the sectors and can ensure the perfect match of candidates to your roles. Call 01202 888986 or email: info@allen-york.com to discuss your requirements. Source: https://theconversation.com/uk-government-pledges-1-billion-to-rebuild-schools-heres-why-they-need-to-be-sustainable-141667
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Hiring Confidence in the Green economy
The world is changing with businesses and individuals facing enormous challenges over the coming months. Allen & York are seeking to establish a comprehensive picture of the impact of Covid-19 on future growth and hiring confidence in the green economy. As Sustainable Search & Recruitment Consultants in the sector for over 27 years, we are reaching out to our extensive network, aiming to bring together and share insights from across the business community to build a picture of the immediate period ahead. We want your views - they're important. Commentators are already speculating on the effect that Covid-19 may have in furthering the global agenda. It has highlighted social and health concerns as well as showing environmental benefit. David Shukman, BBC Science Editor, posed this question recently on the two possible directions of economic recovery: “Fossil Fuel Frenzy or Green Recovery?” We believe that there will be a determination to push even harder towards Renewable Energy capacity, Net Zero and Sustainability with an expansion of Green Jobs almost immediately and once the worst of the pandemic has passed. Here is your chance to contribute and give your views in a short, but incredibly valuable, survey. Please be part of the discussion by taking this survey. Once collated we will share the high-level data summary with you as a thank you for taking part. Take the survey here Can we help you further? We would be delighted to help in your search for the best Green talent with our partnership-led exclusive search services or to help you with your next career move. Thank you again for your contribution to this important discussion on the direction of travel for our industry, and stay safe. Mark Allen CEO & Founder of Allen & York
