That's Business
Tuesday 12 March 2024
Be That Writer: Confronting Impostor Syndrome: A Writer's Guide to...
Tuesday 5 March 2024
Celebrating International Women's Day: Why It Matters
Beyond just a day of celebration, IWD holds significant importance in highlighting the ongoing struggle for women's rights and empowerment globally.
Empowerment and Equality:
International Women's Day serves as a powerful reminder of the progress made towards gender equality while also acknowledging the work that remains. It's a day to reflect on the achievements of women in various fields, from politics and science to business and the arts. It's about recognising the resilience and strength of women who have shattered glass ceilings and challenged societal norms.
At the same time, IWD underscores the importance of continuing to strive for gender parity. Despite significant advancements, women still face barriers in accessing education, healthcare, employment, and leadership roles. Women are disproportionately affected by issues such as poverty, violence, and discrimination. International Women's Day provides a platform to raise awareness about these challenges and advocate for change.
Inspiration and Solidarity:
One of the most inspiring aspects of International Women's Day is the sense of solidarity it fosters. It's a day when people of all genders come together to support and uplift women. Whether through marches, events, or social media campaigns, IWD amplifies the voices of women and allies worldwide.
Moreover, International Women's Day serves as a source of inspiration for future generations. By highlighting the achievements of women throughout history, it encourages girls and young women to pursue their dreams and aspirations. It sends a powerful message that gender should never be a barrier to success.
Intersectionality and Inclusivity:
It's essential to recognize that the struggle for gender equality intersects with other forms of oppression and discrimination. International Women's Day emphasises the importance of inclusivity and intersectionality, ensuring that the voices and experiences of all women are heard and valued.
Women from marginalised communities, including women of colour, LGBTQ+ women, disabled women, and indigenous women, often face compounded forms of discrimination. International Women's Day provides an opportunity to address these intersecting issues and work towards a more inclusive and equitable world for all.
Taking Action:
While International Women's Day is a time for celebration and reflection, it's also a call to action. It's a reminder that the fight for gender equality requires ongoing effort and commitment from individuals, communities, and governments worldwide.
There are many ways to get involved in the movement for women's rights, whether through advocacy, volunteering, supporting women-owned businesses, or promoting diversity and inclusion in the workplace. By taking meaningful action, we can contribute to creating a more just and equitable society for all.
International Women's Day is not just a day on the calendar; it's a global movement towards gender equality and empowerment. It's a day to celebrate the achievements of women, recognise the challenges they face, and renew our commitment to creating a more inclusive and equitable world. As we commemorate International Women's Day, let us stand together in solidarity, amplify women's voices, and work towards a future where every woman and girl can thrive.
Monday 4 March 2024
Filling the Construction Skills Gap: What’s Holding Women Back?
While there's been significant progress in recent years, there's still a fairy distance to go to reach equality in the industry. To highlight this, 3B Training has released an infographic, which illustrates how far women have come and where there's still room for improvement.
The infographic shows in 2023, the UK construction force was 15.8% female with over 340,000 women working in the industry. A 3.2% increase since before the pandemic occurred.
Despite this increase, the ratio of women to men is still massively disproportionate.
For Women in Construction Week, 3B Training interviewed Pamela Evans, founder of Diggerlady to reflect on her experiences of being a woman in the construction industry.
“In school I was told I couldn’t be a digger driver, that it's a man’s job and I was signposted to different career options like care work.”
Fortunately, Pamela didn’t let this deter her from continuing her passion and aged just 21, she became not only the first female in the country to get the 360ยบ Tracked Excavator licence, she was also the youngest person ever to obtain this licence.
These old fashioned attitudes and gender stereotyping aren’t the only reason why so few women are looking to join the industry. The lack of awareness around opportunities for women in construction is another major factor.
A Women into Construction (WIC) survey of 16-25 year olds learned only 13% of women would even consider a career in the construction industry.
29% of women thought construction meant onsite work only, and 45% later said they would be more interested in a career in construction after learning about the diverse roles available for women in construction industry management.
In an interview with 3B Training, Charlene Wade, Project Manager at Equans said: “The opportunities in construction aren't all labour based. Some of the skills women already have are transferable into the construction industry. So if you’re an admin or in any kind of leadership or management role, you can use that in the construction industry, too.”
On a more positive note, the top three reasons why women find the construction industry appealing include the:
Potential high salary
Opportunity for a long term career
Ability to set up their own business in the future
“Starting my own business was the best thing I ever did and I encourage other women to start their own business in trades.” said Pamela.
However, Pamela’s journey wasn't always smooth-sailing…
“Sometimes I'd be the only woman on a site with up to 100 men. Some were supportive, some didn’t bat an eyelid, but there were always some men who couldn’t stand the fact I was there in a ‘male’ industry. I was often told I shouldn't be there, I shouldn't be taking a ‘man’s job’. It was hard to hear but it spurred me on to prove I was in the right place and that I was doing the right job.”
Unfortunately, Pamela isn’t alone when it comes to facing discrimination as a woman in the construction industry. An alarming 72% of women in the construction industry experienced gender discrimination in the workplace, with 41% receiving inappropriate comments from male colleagues and 26% reporting they believed they were left out or excluded.
Discrimination is just one of the reasons why women have left the industry. Other factors include:
Unequal growth opportunities compared to men
Lack of access to a women’s toilet
Unequal pay (A study by Rated People found women are paid just 72% of men’s average pay for trade roles).
Inflexibility. Which can be difficult for women who have children.
So how can we address these issues that are keeping women from filling the skills gap?
When asked this question, 47% said a change to the male dominated culture would be the number one change required.
1 in 10 women said better childcare options would be the top change in persuading them to join or stay in the construction industry.
Other factors that help women to stay in the industry include:
Equal pay
Equal growth/training opportunities
Flexible working hours
Charlene Wade offers the following advice to women who are looking to join construction:
“Start doing your research online, then begin going to events and seminars to put yourself out there. There are schemes to assist women to join firms. Ensure you work in a firm whose values align with yours.”
Pamela’s advice?
“Speak to other women who work in the construction industry. Get in touch with the Register of Tradeswomen (https://registeroftradeswomen.com), attend women in trades events. Don’t be deterred by being in a minority, it’s the only way we can make the necessary changes. Women’s skills are needed.”
You can watch the full interviews with Charlene Wade and ‘The Digger Lady’ Pamela Evans on the 3B Training YouTube channel https://www.youtube.com/@3btraining
FACTFILE: A leading UK-based organisation, 3B Training offers premier health and safety accredited courses online, in-house, and across various training venues nationwide. Courses are backed by esteemed accreditations, including CITB, IOSH, and NEBOSH, among others.
Website: https://www.3btraining.com
That's Food and Drink: Discovery Day Gives Food and Drink Businesses a Ta...
Thursday 29 February 2024
HMRC issues tax avoidance warning. Complex offshore tax avoidance scheme revealed
The scheme, linked to businessman Darren Patrick-Green, involves contractors joining Singapore registered Procorre LLP to avoid paying income tax and National Insurance.
These workers and their Personal Service Companies (PSCs) enter into contracts to provide services to their clients as usual.
The PSCs invoice these clients and transfer the money received to Procorre LLP.
Procorre LLP then deducts a fee before returning the rest of the income to the individuals or their PSCs. This money comprises various forms of payments including bank transfers from multiple sources and pre-paid cards.
These payments should be subject to income tax and National Insurance Contributions and anyone involved in this scheme should contact HMRC as soon as possible and leave the arrangement.
Darren Patrick-Green (also known as Darren Green) is the Ultimate Beneficial Owner (UBO) of Corre Holdings SA (CHSA), a Swiss-based firm which is the majority owner of Procorre LLP. CHSA is also suspected by HMRC of involvement in further arrangements, potentially including the acquisition of users’ PSCs.
Also named on GOV.UK today for being in control of Procorre LLP is Jason Bougourd and Alizeh Nanji.
Jonathan Smith, HMRC’s Director of Counter Avoidance, said: “Tax avoidance schemes are cynically marketed as clever ways to pay less tax. The truth is they rarely work in the way the promoters claim that they will work and it is the users who could end up with unexpected tax bills.
“We are urging anyone who thinks they have entered these schemes to contact us as soon as possible to get help.”
More detail about this scheme can be found on HMRC’s list of named tax avoidance schemes, promoters, enablers and suppliers on GOV.UK. Two other schemes were also named today. https://rb.gy/iixwei
A spokesperson for HMRC said: HMRC is urging taxpayers to be vigilant and to stay away from tax avoidance schemes. The Don’t Get Caught Out campaign reveals the consequences of using tax avoidance schemes which could be unexpected tax bills, interest and penalties."
If anyone has used a tax avoidance scheme promoted by any firm named by HMRC, the HMRC is asking them to please contact HMRC by emailing: CAGetHelpOutOfTaxAvoidance@hmrc.gov.uk as soon as they can.
Tuesday 27 February 2024
Navigating the Challenges of Remote Work for Small Teams
While this shift offers numerous benefits, such as flexibility and reduced commuting time, it also presents unique challenges, particularly for smaller teams.
In this blog post, we'll explore some of the key hurdles small teams face when working remotely and provide practical strategies for overcoming them.
The Challenges
Communication Barriers
One of the most significant challenges of remote work for small teams is communication barriers. Without the ability to walk over to a colleague's desk or have impromptu discussions in the office kitchen, communication can become fragmented and less effective. Misunderstandings may arise more easily, leading to delays and inefficiencies in project execution.
Collaboration and Coordination
Effective collaboration and coordination can be difficult to achieve when team members are scattered across different locations. Small teams often rely on close collaboration to accomplish their goals, and the lack of face-to-face interaction can hinder this process. Without the ability to quickly brainstorm ideas or whiteboard solutions together, teams may struggle to maintain the same level of productivity and innovation.
Team Morale and Engagement
Remote work can also take a toll on team morale and engagement, particularly for small teams where every member's contributions are essential. The sense of camaraderie that develops in a physical workspace can be challenging to replicate virtually. Without regular social interactions and opportunities for team bonding, employees may feel isolated and disconnected from their colleagues, leading to decreased motivation and job satisfaction. My employer dealt with this issue by having virtual drawing competitions, online quizzes, competitions with cash prizes, etc.
Strategies for Success
Prioritise Clear and Transparent Communication
To overcome communication barriers, small teams must prioritise clear and transparent communication channels. Establishing regular check-ins, leveraging collaboration tools such as Slack or Microsoft Teams, and setting clear expectations for communication protocols can help ensure that everyone stays informed and aligned.
Invest in Collaboration Tools and Technology
Investing in the right collaboration tools and technology is essential for facilitating seamless collaboration and coordination among remote team members. Whether it's project management software, video conferencing platforms, or virtual whiteboarding tools, equipping your team with the necessary resources can empower them to work together effectively regardless of their physical location.
Foster a Culture of Trust and Accountability
Building a culture of trust and accountability is crucial for maintaining team morale and engagement in a remote work environment. Encourage open communication, set realistic goals, and provide regular feedback to keep team members motivated and engaged. Trusting your team to deliver results and holding each other accountable for their contributions can help foster a sense of ownership and commitment to shared goals.
Prioritise Work-Life Balance
Lastly, it's essential to prioritise work-life balance, especially in a remote work setting where the boundaries between work and personal life can become blurred. Encourage your team members to establish healthy routines, take regular breaks, and disconnect from work when needed. By promoting employee well-being, you can help prevent burnout and ensure that your team remains productive and motivated in the long run.
Conclusion
While remote work presents unique challenges for small teams, it also offers opportunities for increased flexibility, autonomy, and efficiency. By addressing communication barriers, fostering collaboration and coordination, prioritising team morale and engagement, and promoting work-life balance, small teams can navigate the challenges of remote work successfully. By embracing these strategies and adapting to the changing landscape of work, small teams can thrive in a remote work environment and achieve their goals with confidence.
Being mistreated by your boss can impact your life outside work, shows new research
Professors Wladislaw Rivkin, Nishat Babu, Kenneth De Roeck, and Sudeshna Bhattacharya delved into the complex dynamics of workplace environments, focusing on the weekly relationships between abusive supervision and employee socially responsible behaviors.
The study examined how bosses' mean or abusive behaviours impact on their employees, especially when it comes to doing good things for others outside of the workplace. The researchers wanted to see if this bad behaviour from bosses made employees less likely to be helpful or socially responsible outside of work.
They studied this over 12 weeks, asking employees about their experiences every week.
They found in those weeks when bosses were mean, employees felt more drained in terms of exerting self-control and engaged in less socially responsible behaviours outside of work such as donating money to charity or helping out in a local food bank.
However, there was a catch. For those employees who didn't perceive their supervisor to be in general particularly abusive and in those weeks when the employees did not face high levels of stress; the findings indicate there was no detrimental impact of abusive supervision on employees' socially responsible behaviors outside of the workplace.
According to Professor Wladislaw Rivkin: “While we cannot deny the harmful implications of abusive leadership within and outside of the workplace these leader behaviours may not be as harmful as we previously assumed.
"Our study surprisingly shows as long as one’s boss is not viewed as engaging in generally consistent abusive behaviours and as long as weekly work demands are kept in check, leaders' abusive behaviours do not affect employees' engagement in socially responsible behaviors.
“Identifying under which circumstances abusive supervision is less harmful to employees has important practical implications. Any leader may accidentally engage in mean behaviors towards employees for example because the leader is drained or under pressure.
"Our research shows that while such behavioral slip-ups are not ideal not all is lost for leaders if they do not consistently display such behaviors and as long as work demands are low. This highlights additional ways how organisations and employees can deal with abusive supervision.”
However, if you feel that you are being abused or bullied within your workplace this link may be of help to you: https://www.nationalbullyinghelpline.co.uk/employees.html