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Wellbeing & Siemens
How we view employees and the environment we work in has evolved. So has the awareness and understanding of organisations as to how important people’s wellbeing is and how this adds value to their places of work. Louise Ward, HSEQ Director Siemens Mobility, shares with Allen & York what wellbeing means to Siemens and the importance of wellbeing in the workplace. What does wellbeing mean to Siemens? Our people are right at the heart of our business. They are essential to everything that we do, so we want to do everything that we can to ensure that they are fit, well, engaged and supported. We want our people to enjoy coming to work, to feel fulfilled and engaged in their job and to go home fit, well, happy and ready to enjoy their lives outside of work. Why is having a wellbeing strategy important to Siemens? Trained and competent people are in short supply in our industry, and we have an aging workforce, but competent people essential to our business, so it is absolutely vital for us to have a framework in place that promotes the health and wellbeing of our workforce in order to safeguard our future. What advice would you give to organisations looking to improve the wellbeing of their employees? Adopt exactly the same process that you would use for safety. Analyse your health and wellbeing risks and design suitable control strategies. There’s no point having fruit in the tea point and a cycle to work scheme if all your staff operate remotely and have company cars!! Understand your risk profile and engage with your people to find a wellbeing strategy that will be fully effective. (Some practical tips here: www.amazon.co.uk/Organised-Wellbeing-Practical-Lessons-Excellence-ebook/dp/B07JK9BG46) What are the biggest challenges for implementing a wellbeing programme into an organisation? In short – Britishness!! To be effective we need to get over our inhibitions about discussing health and wellbeing matters. The more we talk about these things the easier it will get and the better we will be able to support each other. A great many issues can be dealt with through simple conversation and peer to per support, but it’s also important to have a framework of professional support to call on for more serious and complex issues. How do you see wellbeing developing in the next 5 years? This is very much the issue of our time. The workforce is shrinking, the world of work is changing and the pace of life is increasing. Health and wellbeing now are where safety was 20 years ago and I would anticipate a similar trajectory of change over the next few years. About Louise Louise Ward is a Chartered Health and Safety Practitioner with over 20 years experience. Her career has spanned a range of business sectors and high profile companies including British Nuclear Fuels, News International. BP, JP MorganChase, the Engineering Employers Federation, the Civil Service, Network Rail, Thames Water, and the British Safety Council. She is now Health, Safety, Environment and Quality Director for Siemens Mobility, overseeing rail and traffic management operations across the UK. As well as being a practicing health and safety specialist, Louise has been involved in the development of legislation, guidance material and regulatory policy. She has a particular interest in professional development and supports a number of initiatives in this area. She is a visiting lecturer at Middlesex University and a member of a trailblazer group developing degree level apprenticeships. Louise writes regularly for the trade press, and recently co-authored a handbook about wellbeing which has been published by Routledge.
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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
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Can new cities pave the way to climate neutrality?
Utilising over two-thirds of the world’s energy consumption and emitting 70% of CO21, global cities don’t really shout “climate action”. To achieve the goals of the Paris Agreement, there needs to be a full-scale revamp of the way cities are designed, built and operated in the future. Harmonising alongside decarbonising Transformation is key. Decarbonising cities using digitisation will help pave the way for more modern, smart cities. If we want to be climate-neutral by 2050 then fundamental things need to change. Schneider, the electrical giant, are leading the charge and propose a three-point roadmap to put us on the right path for future developments2: Introduce ultra-efficiency to buildings - reducing the average 150kWh per year consumption rate by 66% to a far more optimal 50kWh. Remove all fossil-fuels from heating, air-conditioning, etc, essentially making all processes fully electric. Introduce integrated renewable energy sources. Using state-of-the art technology is paramount to the success of these goals, e.g. using smart panels to overcome the challenge of power outages and to provide significant data will increase overall operational efficiency. A digital revolution We know that digital solutions have changed everyday lives both in a personal and work context (think smartphones and computers), moving it forward from single use, to homes to entire cities should be right at the heart of projects. It will have a massive impact on meeting climate goals and bring with it both challenges and opportunities in terms of employment. With skills constantly being updated and roles diversifying within the industry, it’s important to recognise how the digitisation of the workforce can impact our everyday lives in a ‘greener’ way. For more information on digital roles in sustainable workplaces, get in touch by calling Guy on 01202 888986 or email: sustainability@allen-york.com Source: 1. C40.org 2. www.csomagazine.com/smart-cities/carbon-neutral-city-schneider-electrics-vision
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Plastic education
A report by Hi-cone via YouGov surveys rather worryingly states that 66% of UK adults are STILL unsure about how to recycle some types of plastic. However, the good news is that the Brits are among the keenest of recyclers. 92% of UK adults regularly recycle at home, and 63% regularly recycle in public recycling bins – with 45% recycling all their plastic waste. This compares to global averages of 75% and 69% respectively. Globally, there is still some uncertainty about what actually happens to the plastic when it’s put in the recycling bins – with a third of adults believing only 25% or less of this waste is actually recycled. Information is key 80% of adults currently not recycling their plastic waste said they would recycle more if they had more facilities and guidance. This demonstrates the need for more consumer information on how and what to recycle where – as 91% of adults believe recycling plastic is beneficial to the environment and 69% of non-recyclers believed they should be recycling more. The waste industry needs to look at how they can support a recycling culture and develop the infrastructure required in line with the climate emergency and net zero targets. Providing education for those who need it, partnering with local and national governments to improve not only recycling knowledge but the systems in place to manage it, will ensure we’re moving towards a more circular economy. Perhaps there’s an argument for more marketing roles to be created within the Waste industry to better explain and communicate the solutions available now and in the future? We think they’d clean up in the Waste industry PR stakes! To find out how we can support your Waste recruitment activity, call Ben Herbert on 01202 888986 or email: waste@allen-york.com Source: https://www.recyclingwasteworld.co.uk/news/two-thirds-of-uk-adults-unsure-how-to-recycle-plastics/224623/
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Blot on the landscape?
Whilst some complain onshore wind turbines are a blot on the landscape, there is an argument to say that we’re missing out on the cheapest form of new power in the UK… or at least we were. Whilst the government had blocked projects, denied price guarantees post-complaints from local campaigners and gave protestors a say in the planning process, they have now made a U-turn on these decisions. This is great news for the onshore wind farm developers (and solar farms too) who can now bid for price support and will assist the mission to get to net zero and could lead to cheaper electricity for consumers – win win! Plain Sailing? It won’t all be plain sailing however, as the government is still giving local people a say about where the turbines are located, possibly meaning only a few expected across England but more in Scotland to the delight of Scottish Power (who also said they would build solar, wind farms and batteries on the same sites to maximise the output and minimise the disturbance in future). The pressure group ‘Possible’ has campaigned for a resurgence of onshore wind and said: "After years of campaigning we can finally celebrate the UK's cheapest new energy source being brought in from the cold." Out of favour Conservative activists seem to be to blame for the decline in wind farms across the UK countryside. With bigger voices complaining about spoiling the view and an apparent annoying hum, they convinced the largely right-wing media that the public hated wind farms and ensured their MPs heard about it. The government's own surveys however told a different story, with overwhelming public support for onshore wind. This support had now paid dividends, with the door now open for investment and growth this should prove beneficial to the jobs market in energy and we look forward to a surge of growth. If you’re working in renewables, get in touch to find out how we can match great candidates with great roles across the UK and beyond. Call Richard Hawkesford on 01202 888986 or email: energy@allen-york.com for more details. www.allen-york.com Source: https://www.bbc.co.uk/news/science-environment-51708817
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Hydrogen – the clear alternative?
There’s much talk in the news about fossil fuels, their impact on the environment and what we need to do about it. One of the ways we’re may be able to meet net zero emissions is by looking at hydrogen as the clean alternative to those “dirtier” options we’re currently using. c£30m from UK Energy Department BEIS to fund five hydrogen projects (two of which are centred on producing green hydrogen from offshore wind) is a great start, as is the formation of a Hydrogen Taskforce. The Hydrogen Taskforce, made up of BP, Shell, Arup, Baxi, BOC, BNP Paribas (plus its vehicle leasing company Arval), Cadent, DBD, ITM Power and Storengy, will agree a way forward for the UK to capitalise on the use of hydrogen to decarbonise in the home and lead the way across the global market. Purpose With a clear, agreed, purpose, there is an opportunity to promote large-scale deployment of hydrogen to deliver net zero. As a starting point, the Taskforce has published a report – ‘The Role of Hydrogen in Delivering Net Zero’ – to outline their policy recommendations for both industry and government to work towards to 2025. Actions put forward include suggested investment (£1bn into hydrogen production, storage and distribution) and a cross-departmental hydrogen strategy with the government. Funding is also requested for producing hydrogen for use in the gas grid, industrial use, power generation and transport. Imagine the opportunities that might present themselves if the industry can develop 100% hydrogen heating, hydrogen boilers, refuelling stations and hydrogen transport. These developments in technology inevitably mean opportunities to grow the jobs market. Starting with education (teaching people about the new technology), through to re-skilling from older technologies (to take existing skills and diversify for the future). Opportunities The opportunities were succinctly summed up by MP for Redcar, Jacob Young, who said: “It is clear that we cannot meet our net zero 2050 target without hydrogen technology” and “By taking the next steps and accelerating Hydrogen development programs we can create thousands of new, skilled, green jobs and continue to lead the world in the hydrogen economy.” Exciting times in the energy world and future technologies. At Allen & York we’re already working within this field and matching great candidates with innovative and purpose driven organisations. Give Richard Hawkesford a call on 01202 888986 or email: energy@allen-york to find out how we can help you. www.allen-york.com Source: https://renews.biz/58903/taskforce-targets-hydrogen-growth-in-the-uk/ https://renews.biz/58689/update-uk-pumps-33m-into-clean-hydrogen/
