Willmott Dixon’s role supporting Leicestershire County Council’s roll-out of a new generation of ‘net-zero carbon in operation’ schools continues after the council’s Development Control and Regulatory Board* approved plans for a second primary school, this time in Market Harborough. Willmott Dixon will now start constructing the £9.3m school, which is set to provide 210 places for children living in the new 924 home Airfield Farm development at the northern edge of Market Harborough. It follows the company’s completion in August of the 210-place net-zero school in operation Hollycroft Primary School on the outskirts of Hinckley, which opened to pupils this autumn. Procured via Procurement Hub, the Airfield Farm Primary School will include teaching spaces for pupils with special educational needs, a multi-use play area, nature areas and parking and drop-off spaces. Bat and bird boxes will be installed to encourage wildlife. Technology such as air source heat pumps and photovoltaic panels to provide power, as well as careful consideration of building materials, will help the school be net-zero carbon when operational. The school is being built using section 106 funding from developers William Davis and Taylor Wimpey and money from the Government’s Basic Need Funding for schools. Councillor Deborah Taylor, Leicestershire County Council cabinet member for children and families, said: “This school will be a welcome addition to this new community, providing much-needed school places and a lovely setting for learning. We are committed to addressing climate change and it’s schemes like these that will support Leicestershire becoming a net-zero county by 2045. We look forward to seeing this new school taking shape.” The school has been built in such a way that it could be extended to take up to 420 pupils in the future if needed. An academy trust to run it is due to be announced this autumn and a phased opening is planned from 2024 starting with reception children, with the school reaching capacity by 2030. Louise Dodds, client relationship manager, Procurement Hub: “It’s great that we have been able to assist in the delivery of a second net-zero school for Leicestershire County Council this year through the Major Projects Framework alongside partner Willmott Dixon. We look forward to continuing to assist Leicestershire County Council’s roll-out of the new generation ‘net-zero’ schools.” *The detailed planning application for the school was agreed by the county council’s Development Control and Regulatory Board at its meeting on Tuesday, August 22. Outline permission had been granted by Harborough District Council in 2018.

Funding shortfall puts innovation plans in jeopardy according to latest global research. Key Findings: • 33% of businesses have insufficient financial resources to innovate • 41% of businesses identify high up-front costs as a barrier to sustainable innovation • 47% of businesses associate sustainable innovation with maximising efficiency The fifth annual International Innovation Barometer is published today revealing that a declining global economy has stalled innovation potential. The report by innovation consultancy, Ayming , reveals that the global boom in innovation – reflected in the 38% of firms that now rank it a top priority for the business – is under threat from a lack of adequate financial resources, cited by a third of respondents. Governments around the world are putting innovation at the heart of policy agendas and anchoring their plans for prosperity to ambitions of becoming an ‘innovation-led economy’. But for innovation to become an integral part of the mechanism of any economy, funding must be accessible, and the report shows that current funding streams are not currently providing businesses with the necessary means to innovate. Inflation has driven up costs and critically damaged fragile profit margins, forcing businesses to seek funding from outside sources. The number of businesses using equity and debt funding nearly doubled from 23% in 2022 to 41% in 2023, making it the most popular source of funding this year, while the proportion of those self-funding innovation dropped by a fifth. However, rising interest rates have made debt funding a much harder route to take for start-ups and smaller businesses, resulting in a parallel rise in the number of businesses using crowdfunding tactics, which respectively rose from 7% to 26%. Njy Rios, Director of R&D Incentives at Ayming UK comments, “The bottom line is that the current economic climate has created a tension between business’ short and long-term plans that is having a negative impact on innovation output. Policymakers must find a way to align the two or risk jeopardising future innovation.” The Barometer also examines the widening intersection between innovation, technology and sustainability. The data reveals that despite ideological support, financial barriers are again impeding essential progress with 41% of businesses citing the high upfront cost and investment required as the obstacle preventing them from undertaking sustainable innovation. The US government’s Inflation Reduction Act was signed into law in August 2022 with the intention of making sustainability a priority for US businesses, but just 22% currently see it as such and it’s too soon to tell if the EU’s Green Deal Industrial Plan, presented in February 2023, will be effective in scaling up the continent’s manufacturing capacity. The report’s findings reveal that businesses are acutely aware of the economic opportunities offered up by the net-zero transition with an emphatic 78% allocating up to 20% of their annual budget to sustainability initiatives. But a set of short-term economic priorities are undermining these intentions and slowing businesses down. Rios continues, “While governments pay lip service to the need for green tech to save the world, the would-be drivers of this sustainable innovation require urgent access to funding. So as the world continues to advance towards climate crisis, governments need to address the funding gap with far greater resolve if policy is to be translated into practice. Until businesses are deriving economic value from prioritising sustainability, short-term economic pressures will always be a roadblock.” In June 2023, Ayming surveyed 853 R&D and innovation directors, Chief Financial Officers and Chief Executive Officers. Respondents were sourced from the following 17 countries: Belgium, Canada, China, Czech Republic, France, Germany, Ireland, Italy, Hungary, The Netherlands, Poland, Portugal, Singapore, Slovakia, Spain, United Kingdom, United States.  Respondents were split evenly between seven sectors: automotive, construction, finance, manufacturing, finance, pharma and technology, and reflect an equal representation of large and small businesses.

Each year on the third Thursday in September the family business community across the UK comes together in celebration. The day was created by Family Business United to celebrate the significant contribution of family firms across the UK in terms of jobs provided, income created, wealth generated and all the charitable initiatives supported by family firms that make such a difference to communities the length and breadth of the country. A significant amount of the day plays out on social media and Family Business United provides a full marketing campaign pack to those who want to join the campaign that includes social media tiles, customisable news release/blog copy, suggested social media post schedule and plenty of ideas to get involved in advance of the day, on the day itself and subsequently too. 2024 will see a bigger and broader campaign with more details available in due course but for now, whether you are a family business who wants to get involved or a professional advisory firm that wishes to promote their involvement in the sector, sign up in order to receive your campaign updates, templates and marketing pack. Furthermore, the community is encouraged and supported in organising and promoting local events on the day itself and a national dinner takes place to conclude proceedings on the evening of National Family Business Day itself. National Family Business Day 2023 was incredible and a wonderful way to celebrate the sector on the back of a couple of difficult and challenging years and we have more ideas and plans in place to make the event in 2024 even more special. We look forward to your support and involvement in National Family Business Day 2024. #GBFamilyBizDay will be back on September 19, 2024 and we hope that you are going to be a part of it! As Paul Andrews, Founder and CEO explains: "Over the years the family business community has got behind National Family Business Day and truly embraced the opportunity to celebrate as one. The hashtag #GBFamilyBizDay has trended on social media platforms too. It is a pleasure to host this event annually and to shine the spotlight on a sector that does so much on a daily basis." Members of FBU receive a complimentary campaign pack as part of their membership but if you are not a member you can still get involved by registering for your marketing campaign pack here

Supporting older people back into work or entrepreneurship must be a key focus if the UK economy is going to reach its full potential. Their wealth of talent can help drive economic growth and reduce the tax burden on younger generations, a major new report has found. Access all Areas: Older Workers, argues that there are things we can do to turn the dial and begin to reverse the exodus of older people from the UK workforce that was triggered by the pandemic, by actively helping those that have left to restart their careers or to start a business. The report, from small business support platform and membership community Enterprise Nation and The Entrepreneurs Network think tank warns that failure to tackle the issue would hold back growth, fuel inflationary pressures, and exacerbate the cost-of-living crisis both for workers and the economically inactive alike. The report found evidence that there is an appetite to return, with 67 per cent of entrepreneurs over 50 saying now is a good time to start a business. Emma Jones, CBE, Founder and CEO of Enterprise Nation said: “This report shows that we’re at a crossroads. Do we just accept the ‘new normal’ of higher economic inactivity among our older population, and walk down the path of reduced productivity, persistent inflation, higher taxes and a smaller economy? Or can we take the other route – where older generations actively choose to restart their careers, or set up their own businesses, and make a significant difference to our economy?" “We believe turning things around is eminently possible, provided the right support is on offer. It’s pushing on an open door." “While the pandemic was the catalyst for many to leave the labour force, two and a half years have now elapsed and the reality of not earning or not having the structure of a working day is kicking in. Many older individuals have now returned to work in some form, but there’s still further to go." “We also believe merely returning to pre-pandemic levels of economic activity among older people shouldn’t be the cap of our ambitions – we should seek to create the conditions for as many people to actively contribute to the economy, whether through employment or entrepreneurship, as want to, irrespective of their age." “Let’s capitalise on this moment and unleash the knowledge and productivity of these individuals back into the economy.” Eamonn Ives, head of research at The Entrepreneurs Network, said: “The exodus of older workers from our labour force since the Covid-19 pandemic struck means policymakers can’t afford to leave any stone unturned in understanding what can be done to encourage more of them back into work – either as employees or entrepreneurs. This of course means looking at supporting older individuals themselves, but also considering less obvious factors that might explain why they appear reluctant to return – such as tackling high childcare costs. Ultimately, if the economic inactivity rate of older people continues to remain high, we’re less likely to bring down inflation, and push up economic growth.” According to the Office for National Statistics, the number of people aged 50 to 64 who are economically inactive grew from 3,267,000 in the first quarter of 2020 to 3,556,000 in the first quarter of 2023. That’s an increase of 289,000, or roughly equivalent to the entire population of the city of Milton Keynes. At the same time, Enterprise Nation’s most recent Small Business Barometer found that the average age of the UK’s small business founder was 46, and that 35% of businesses are started and run by people over 50. These data show that age is no barrier to entrepreneurship and could be a viable option for older people looking to take part in the economy once again. The report comes up with six recommendations: 1 - Promote Access to Work – a government initiative to help people with physical or mental health conditions to get or stay in work – more widely and extend its reach. 2 - Modernise Work Adjustment Passports so that people can submit documentation online. 3 - One of the leading explanations for why older people are economically inactive is because they’re looking after grandchildren. Liberalising things such as child-to-staff ratios at nurseries and other regulations would increase the supply of childcare providers and reduce the cost accordingly. This in turn ought to allow more older people to stay in their jobs, return to the labour force or start some kind of enterprise. 4 - Signpost support that helps individuals start business. Older people often have more financial stability and are less impacted by the rise in interest rates, for example. 5 - Reintroduce and reform the successful New Enterprise Allowance which was closed in 2022 to be more like the previous Enterprise Allowance Scheme (EAS). Analysis from the World Bank estimated that the EAS cost less than £5,000 (adjusted for inflation) for every job it created, and that for every 100 successful participants, 64 additional jobs were created. 6 - Support businesses to tackle ageism in the workplace and during hiring processes and promote an inclusive work culture while offering the flexibility older people prefer. Cambridgeshire-based Chris Dunn set up his consulting business the day after his 50th birthday in 2014 following years of working in senior commercial roles in medium to large corporates across UK manufacturing and technology industries. During his employed career, Chris built multi-million pound revenue streams from scratch, set up international sales and service networks and was part of a team that turned a loss-making aftermarket organisation into a profitable business unit. His broad experience meant he was perfectly positioned to launch his next career move at 50 – and set up his own consultancy firm specialising in business development and change management projects. Becoming an independent consultant also allowed Chris the freedom and the time to give back via mentoring at the Cambridge Judge Business School and on the Help to Grow: Management course as well as to train as an executive coach. He said: “I’m passionate about the wider economy benefiting from the skills, knowledge, and experience of older people. Running my own small business over these last nine years has really accelerated my own learning and professional development. " “It’s also allowed me to truly appreciate the day-to-day challenges the 5.6 million SMEs that power the UK economy are experiencing right now." “One of which is having access to ‘go to people’ from outside of the company who can act as a ‘sounding board’ for issues and opportunities and offer independent guidance and feedback." “There are thousands of over 50s just like me who are not ready to retire but instead are actively supporting the next generation of business leaders by sharing their knowledge, skills, and experience in a variety of different ways. “Many more could do so, and this would in my view ‘move the needle’ on both the current skills shortage and the productivity crisis.”

Research conducted by Reed Talent Solutions has found the ongoing skills crisis is putting UK businesses at risk. More than three quarters (77%) of senior managers state there’s a significant gap between the skills held by their workforce and those needed to meet business goals. To tackle this pressing issue, Reed Talent Solutions has launched its recruit, train, deploy programme. Majority of UK businesses are struggling to meet objectives due to skills shortage. Skill shortages are slowing UK business growth, with 77% of businesses stating a lack of access to necessary skills will restrict growth over the next three years. The same number (77%) are also already seeing a significant gap between the skills the current workforce has and what’s needed. Majority of senior hiring managers (73%) say their business is finding it harder to recruit now compared to previous years. Difficulty on both ends, with 91% of unemployed people, or those out of work, who are actively looking for work saying they struggling to find a job. Reed Talent Solutions recruit, train, deploy solution aims to combat the shortage. Adding to the struggle for UK organisations is the fact recruiting talent has become significantly more challenging, with seven-in-10 businesses claiming they are finding it harder to recruit now compared to previous years. The top reason behind the struggle is a lack of candidates with the right skills and knowledge for the role (60%). Louise Reed, Solutions Director at Reed Talent Solutions, said: “It’s no secret the UK employment market is suffering from an ongoing skills shortage, but this research really highlights the depth of the problem. The UK employment market is trying its best to recover from labour shortages caused by Brexit, the pandemic, and the Great Resignation." “To exacerbate the struggle, the incessant inflation, political uncertainty and global macroeconomic challenges have further heightened the skills gaps crisis, adding even further strain on UK businesses.” There is also a concerning digital skills gap, with nearly a quarter (23%) of businesses currently lacking in computer and digital literacy. “The technological boom has brought forward the importance of digital skills. Businesses need to look at ways they can reskill their existing workforce and new talent to meet the demands we are currently witnessing in the employment market,” added Louise. Masses of unemployed people struggling to find work Reed Talent Solutions’ research also questioned 1,000 adults not in work, revealing there’s a largely untapped workforce available and looking to return to work. Half of those surveyed would consider going back into employment if they could find a job with the flexibility to fit around their current situations. However, a quarter of people (27%) didn’t feel they have the right skills to be able to enter the workplace. Out of those people, 39% felt they needed greater digital/computer literacy skills, while 22% said they needed more customer service skills. What is more concerning is the majority looking for employment (91%) said they were struggling to find a job, with over two-thirds (69%) claiming they don’t have the right skills or qualifications. Louise adds: “While organisations are struggling to recruit and fill the widening skills gap, there’s still a large talent pool struggling to find work. By tapping into this market and offering skills programmes, businesses can start to solve their recruitment and retention problems." “Unfortunately, less than a third of employers offer incentives such as internal mobility schemes, older workers initiatives or returners programmes. And while the ‘Back to Work Budget’ implemented by the government has good intentions, businesses need to delve deeper to offer what people want and support their return to work if we’re going to make a difference." “For instance, we found nearly two-fifths (38%) of candidates are struggling to find a role as the hours don't match what they need. Businesses may need to break away from what they know, such as the typical 9-5 model, in order to unlock a new pool of workers.” As expected, aside from salary, the majority (87%) selected flexible working as one of their top three priorities when it came to choosing a new role. Remote and/or home working came in second (44%), with pension options coming in third at 19%. Training and upskilling opportunities was the fourth most chosen priority at 16%. To tackle the ongoing skills shortages, Reed Talent Solutions has launched its recruit, train, deploy solution, providing individuals with futureproofed careers through ongoing skills development programmes and organisations with the skilled workforce they need for successful business growth. “As it stands, less than half (49%) of businesses say they are upskilling to tackle the current skills shortage; this simply isn’t enough. We designed recruit, train, deploy to tackle this by helping business leaders to adapt and develop new strategies to attract, prepare, train and retain new talent." “We need to make sure we are sustainably working towards a workforce that is ready for the jobs of the future. Upskilling has never been so important,” concluded Louise.

Frozen food distributor Central Foods has switched to using renewable energy as part of its commitment to sustainability. The company, which is based at Collingtree near Northampton and operates nationally, has made the move to use 100% green energy from Scottish Power. The energy used by Central Foods will be from renewable sources in the UK that do not harm the environment and is backed by green energy certificates known as Renewable Energy Guarantee of Origin (REGOs). As well as powering the office and the company’s development kitchen, the green energy will also power two onsite cold stores. MD of Central Foods Gordon Lauder said: “Sustainable choices are at the heart of our business, and this move to choosing renewable energy will help us towards becoming a net zero company. " “The renewable electricity is verified by independent auditors and sustainability experts. It is fully compliant with the World Resources Institute (WRI) Greenhouse Gas (GHG) Protocol Scope 2 Guidance, which is the global standard framework for measuring and managing greenhouse gas emissions from private and public sector operations, value chains and mitigation actions." “We will be able to claim zero emissions under the GHG Protocol, using the market-based method for our Scope 2 purchased electricity. We are also future-proofing the business as renewable energy becomes more widespread and as the country moves towards net zero.” Renewable energy occurs naturally and repeatedly in the environment, such as from waves, wind, sun and geothermal heat from the ground. It will not run out and helps to reduce a company’s, and the nation’s, carbon footprint." Central Foods is one of the UK’s leading frozen food distributors. The company was founded more than 25 years ago and is a catering partner across the whole food service sector, supplying to hotels, restaurants, bars, universities, schools, pubs, care homes, garden centres, leisure outlets and more. It currently sells to over 180 independent wholesalers, as well as larger national and regional wholesalers.

Doncaster-based lawn care owners, Lesley and Jamie Clark, were recently named a winner of the Great British Franchisee Awards (GBFA) in recognition of their ongoing success and exemplary customer service at their business, Greensleeves Doncaster. The accolade considers areas such as business growth, staff retainment, business experience, customer satisfaction, community involvement, and inspired leadership to determine worthy franchisees across the UK. Due to their excellence in each of these categories, the Clarks are now celebrating their prestigious business award win. The husband-and-wife team have been operating Greensleeves for 12 years and are great advocates for their business and the brand. With their combined skillset and experience, they have exceeded their targets year on year and increased the turnover by over 800% since they took over the business in 2011. Through hard work, passion and determination, the business has also significantly expanded its client base to deliver lawn care services to over 2,700 customers across Doncaster. The couple are equally active in their community and support three local sports teams (junior football, cricket and golf) and voluntarily look after the green spaces in their village, as well as donate free lawn treatment vouchers for charity raffles. “Over the years we have grown in scale and reputation to be the leading lawn care provider across Doncaster, so we are delighted to be recognised with this great honour,” said Lesley. “We have an amazing team of five lawn care operatives with five branded vans, and together they have enabled us to extend the business and deliver the service that all of our customers expect of us. Our 15-year-old son also works with us, helping with the admin in the office a couple of nights a week - it’s a true family affair where we are building a business with a lasting legacy." “Our driving force is the exceptional customer service we provide to our customers, and in return we have a high retention of customers who are loyal to us - some have been with us since day one! With Jamie and I both being from service backgrounds, we understand the importance of providing consistently high-quality customer service, so we are extremely hot on providing the best service possible to our customers every time.” The judges of the Great British Franchisee Awards explained that Lesley and Jamie were really impressive business owners and highlighted what they had achieved in terms of their excellent customer growth and future planned development of the business. They stated that they were very supportive of their staff and had a very good level of community involvement. They also praised their support of the franchisor and concluded that finding people like Lesley and Jamie, who are constantly exceeding targets and demonstrating excellent leadership qualities, is exactly what they were looking for when granting the award. “Working with family can be challenging at times, but we have learnt to balance our work/home life and separate the two,” added Jamie. “Our values are simple - we strive to be the best in everything we do, from the mechanics of the job to the customer service we offer. Lesley and I might be the face of Greensleeves Doncaster, but it is our fantastic team who do the hard work. Together, we want to make a difference, so this award is for everyone. It means the world to us.” One local customer, Ken Sykes, who has been with Greensleeves Doncaster since 2011, feels he has been really lucky to have had his lawn cared for over the years by the business. “From ease of communication to onsite work, we have always been impressed by the knowledge , expertise and professionalism of all the staff we have encountered. They are always friendly, arrive on the stated day and clear up after scarification treatments, as well as giving sound clear advice. Our lawns, front and back have always looked impressive under their care, despite the sandy dry nature of the soil on which they are based. This summer, many a friend and passer-by have commented how wonderful our grass is looking following the work of Greensleeves – brilliant! We’re looking forward to their continuing help and expertise in the years to come.”

The LEGO Group celebrated the completion of 50,000 trees being planted at its new LEGO® factory in Binh Duong province in southern Vietnam. The event was attended by His Excellency, Deputy Prime Minister of Vietnam Le Minh Khai, national and provincial officials, as well as business and community partners. The tree planting comes as the next round of LEGO Manufacturing Vietnam’s community engagements begin, which are expected to reach nearly 5,000 local children, and as the company accelerates recruitment towards a total of 100 employees by the end of 2023. Preben Elnef, General Manager of LEGO Manufacturing Vietnam and Vice President of the LEGO Group, said: “Today is about taking a moment to celebrate the positive environmental and community-focused momentum the LEGO Group has had in Vietnam, as well as recognizing the significant progress we’ve made in the construction on our state-of the-art factory – our most sustainable to date.” “As construction is underway, we are grateful for the continued support from the authorities and our many partners, whose collaboration has ensured that we are on-track to begin production in the second half of 2024, allowing us to reach even more children with learning through play and creating long-term growth in the Asia-Pacific region.” Tree planting marks environmental milestone for the LEGO Group in Vietnam The LEGO Group aims to ensure that the factory has a minimal impact on the environment. As part of this ambition, the company completed its planting of 50,000 trees at the site, which began in September 2022 and amounts for twice as many as were removed for construction of the new factory, and includes seven different species native to Vietnam, fostering greater biodiversity in the long term. The planting was supported by Vietnam Singapore Industrial Park Joint Venture Company Limited (VSIP). The factory is designed to be the LEGO Group’s most sustainable to date, supporting the company’s sustainability ambitions to reduce absolute global carbon emissions by 37 percent by 2032*. It will feature rooftop solar panels, and a solar plant will be built on a neighbouring plot of land, which combined aims to match the total annual energy requirement of the site. The factory will use the latest energy-efficient production equipment while buildings and manufacturing processes are designed to minimise energy use. Next phase of local community partnerships to benefit nearly 5,000 children In August 2023, LEGO Manufacturing Vietnam began implementation of its Build the Change (BtC) programme together with the LIFE Centre in the Tan Uyen District of Binh Duong. The programme encourages children to use their creativity to solve real-world challenges with LEGO bricks and other creative materials. The company is piloting a new delivery format for the first time, equipping mobile vans and motorbikes with resources to conduct workshops in farther, more remote locations. A total of 60 workshops are expected to be completed through Q1 2024, benefitting over 2,000 local children. The LEGO Group is also helping to fund OneSky’s pilot project which seeks to develop and strengthen private independent childcare services in support of low-income families through a co-led Vietnam government and OneSky training model, benefitting over 2,600 children in Binh Duong in its first year. The company’s funds will primarily go towards supporting capacity-building efforts of government trainers and lead educators, as well as towards establishing a demonstration centre in Binh Duong. Preben Elnef said: “While it will be some months before LEGO® bricks are produced in Vietnam, our work with the local community began back when we broke ground here in November 2022 and continues today. We are thankful to local partners and organisations who have collaborated with us thus far and share our commitment to give children opportunities to realise their potential.” Recruitment to reach 100 employees by end of 2023, up to 500 by end of 2024 The LEGO Group is committed to building a local talent pool and contributing to the local community through the creation of highly skilled jobs. The company is on-track to hire 100 new employees by the end of 2023, with up to 500 to be hired by the end of 2024, to be responsible for operating state-of-the-art moulding, processing, and packing machinery when the factory is fully operational. On-site training will begin in Q1 2024, with the company’s overseas factories providing additional opportunities for further training and knowledge exchange. More than 2,000 contracted construction workers are working on-site – a number that will double by the end of 2023. With more than one-and-a-half million working hours recorded to date, there have been no lost-time injuries, ensuring that the LEGO Group and its facilities remain a safe workplace for all. Production on-track to begin in H2 2024 Significant progress has been made on the 44-hectare site since the company broke ground in November 2022, including the ongoing construction of an energy centre and 110kV power station, moulding and packing facilities, and an automated, high-bay warehouse. The LEGO Group announced its plans to build the new US $1 billion factory in December 2021. The investment is the largest by any Danish company in Vietnam and part of the company’s strategy to expand its supply chain network to support long-term growth and locate production facilities close to its major markets to respond to shifts in local demand, shorten the supply chain, and reduce its environmental impact. Facts LEGO Manufacturing Vietnam Investment: US $1 billion. Jobs: 4,000 positions over 15 years, recruitment ongoing for roles. For a full list of jobs, visit: www.LEGO.com. Land: 44-hecares, size of 62 football pitches. Buildings: Five buildings that will span over approximately 150,000 m2 ranging from office spaces, energy centre, moulding, packing buildings, a high bay warehouse and other miscellaneous buildings. Blueprint: Same blueprint for all LEGO factories – high-tech production equipment that ensures each brick is made to the accuracy of 1/10th of a hair’s width. This precision means that LEGO bricks made today fit perfectly with bricks and products made over the past 60 years. Location: Binh Duong Province, Vietnam, approximately 50km from Ho Chi Minh City. Sustainability Solar power on-site: 12,500+ (7.4 MWp) rooftop solar panels to be installed; solar plant to be built on neighbouring plot of land. Production: The packaging line in this new factory will only package LEGO bricks in our new paper-based bags, replacing single-use plastic bags. Compliance: Delivered following our Responsible Business Principles (RBP) due-diligence plan and timeline. Zero waste to landfill: The new factory shares the same ambition as all LEGO operations of achieving zero waste from factories to landfill. Certification: The aim is to secure Gold LEED certification (Leadership in Energy & Environmental Design) for the building once it is completed including energy, water and waste. Planted trees: 50,000 new trees over 30 hectares, creating a self-sustaining Miyawaki forest of native trees along the factory perimeter.

Chick-fil-A has confirmed it will open in the UK in early 2025. The third largest quick service restaurant in the US is set to open five stores in the UK in the first two years. The business plans to invest over $100m in the next 10 years. Famous for the Original Chick-fil-A® Chicken Sandwich, the company earlier this year outlined intentions to open restaurants in Europe and Asia by 2026 and five international locations by 2030. This UK expansion marks the first permanent store outside of North America. Chick-fil-A currently has more than 2,800 restaurants across the United States, Puerto Rico and Canada, with the company having plans to open five, locally owned and operated restaurants in the UK in the first two years and expand across the UK. "We are excited our restaurants will bring new jobs and opportunities throughout the UK. Serving communities is at the heart of everything we do at Chick-fil-A, and our unique local owner-operator model provides one of a kind access to entrepreneurial opportunities,” said Anita Costello Chief International Officer at Chick-fil-A Inc. “We look forward to sharing our authentic Chick-fil-A experience: providing fresh food prepared with high-quality ingredients, served with our signature hospitality.” Key facts and figures: Aim to open five restaurants in the UK in the first two years. Each restaurant will create approximately 80 - 120 new jobs. Plan to invest over $100m in the next 10 years. Unique owner-operator model, with nearly 80% owning just one restaurant, and an investment of just $10,000. Chick-fil-A restaurant Team Members enjoy flexible work hours and competitive wages. All chicken will be sourced from the UK & Ireland, as well as 100% free range eggs and welfare certification. “From our earliest days, we’ve worked to positively influence the places we call home and this will be the same for our stores in the UK," said Joanna Symonds, Head of UK Operations. "We encourage our Operators to partner with organisations which support and positively impact their local communities, delivering great food and wider benefits to those around them.” Each time a Chick-fil-A restaurant opens globally, $25,000 is donated to a local non-profit organisation reducing incidences of hunger in communities. Additionally, through the Chick-fil-A's Shared Table™ programme, Chick-fil-A restaurants help fight food insecurity and reduce food waste by ensuring restaurants donate surplus food to local shelters, soup kitchens and charities. Both programmes will be introduced in the UK, and work is underway to identify local organisations with which to partner. Chick-fil-A is known for its handcrafted food made fresh in each location’s kitchen, friendly customer service and excellent hospitality. Popular menu items that will be introduced in the UK include: Original Chick-fil-A Chicken Sandwich, freshly made salads, and nuggets that are hand-breaded throughout the day. 1 Based on sales per restaurant

Four of Faversham-based brewer Shepherd Neame’s beers have been recognised with medals in this year’s International Beer Challenge. A gold medal was awarded to its Kentish Strong Ale Bishops Finger (5.2% ABV), with a silver medal for its silky Double Stout (5.2% ABV). The independent family brewery’s India Pale Ale (6.1% ABV) and Whitstable Bay Pale Ale (4% ABV) also received bronze medals. It is the 27th year of the worldwide competition launched to celebrate the very best beers from around the globe. It comprises 80 different categories, with each beer subjected to rigorous judging by panels of over 70 retailers, importers, publicans, brewers, writers and flavour analysts, who sample them in blind tastings. These are the latest in a series of honours for Shepherd Neame’s beers, with other recent wins including gold medals for Bishops Finger, India Pale Ale and 1698 at the British Bottlers’ Institute Awards. Shepherd Neame Senior Brewer and Quality Manager Stewart Tricker said: “This is an outstanding result, a testament to our team’s passion and knowledge, and our commitment to quality and innovation. We are delighted to receive such fantastic accolades, showing once again that our beers are world class.”

E-commerce brand, French Bedroom, has announced the promotion of Holly Yates to Managing Director as the company celebrates 17 years of creating beautiful, French style furniture. Holly Yates joined French Bedroom in June 2020 as Head of Brand in a role that saw her accountable for managing the business’ marketing channels. She brought with her 12 years of experience across marketing, including digital, creative and experiential as well as brand and advertising, having worked at leading companies including Johnson & Johnson. Passionate about people, leadership and communication, Holly has experience forming strategies for brands of all shapes and sizes and is adept at supporting strategy and decision making. She brings plenty of stakeholder management experience to her role as MD. In her new role as Managing Director, Holly is involved in all aspects of the business, from facilitating financial meetings and conducting HR reviews, to running creative sessions and cultivating company culture. Her key focus will be sales, marketing and driving growth as French Bedroom continues its brand building journey. Speaking of her new appointment Holly says, “Playing such a crucial role in the long-term success of a brand I adore and for founders I admire is a huge career milestone for me. Every day I am learning, growing and watching the business, team and profits grow around me, which makes all the hard work worthwhile. The last three years have absolutely flown by, and I can see the next three years of hard work, growth and success crystal clearly - with a little sprinkle of fun, that only owners like Georgia and Ben could add to the mix.” Of the year ahead Holly says, “With inflation where it is, the conditions are tough for businesses as well as homeowners. We expect the next 12 months to be harder to convert sales, which means the team has to work even harder to hit our growth targets. As an SME with so much potential for growth, we’ll be taking advantage of our size and speed to adapt to new conditions. We’re focused on how we can make unique bedroom furniture of the highest quality, and how we can make our customers feel heard and supported.” Creative Director and Founder of French Bedroom, Georgia Metcalfe adds, “Holly perfectly shares my ‘anything is possible’ mantra, coupled with my pace of work, she knows a morning idea can be an afternoon implementation. It’s a fast-paced, deep thinking, quick decision-making environment so the connection, chemistry and interdependence Holly and I share is imperative. Yet we can also be polar opposites, bringing different angles and ideas to both board room and to creative sessions. Holly is complementary force, so we form a dynamic system where the whole is greater than the individual parts. When you have a working partner who knows what you’re thinking and can osmotically absorb information, you know you have the very best.’’

Family firms are recognised as a force for good with people at their core. In fact, people are what make family businesses different and a people culture can be created where family values are embedded into the very essence of what the business is all about. Furniture Village is a second generation family business that is a great example of a people and values based culture where family values are deeply rooted in the business and the people within it. Staff and their wellbeing has always been important and recognised within the family business sector where many generations of the same family are often linked to a single family business and there are also plenty of examples of people amassing long service periods in family businesses too. In this short film, Paul Andrews, CEO of Family Business United speaks with Nick Hipkiss, Commercial Director at Furniture Village to gain an insight as to how family values have been successfully embedded into their culture. Family businesses are important on many levels and they truly make a difference each and every day. Furniture Village have succeeded in creating and maintaining a fantastic culture where people matter - they are empowered, listened to and well supported and collectively work together to get things done. As an award-winning family business Furniture Village are justly proud of their achievements. As Charlie Harrison, Managing Director of Furniture Village concludes: "It's a real privilege to be recognised alongside some of Britain's best family businesses. Despite our size, we remain a family business at heart, which means whenever you shop in one of our 55 stores, you'll always be invited to make yourself at home." Find out more by visiting their website here