Willmott Dixon has launched its first Midlands-based Drylining Academy at HMP Lincoln, which aims to upskill prisoners to help them find employment upon release. Working alongside some of its local supply chain partners, Willmott Dixon has facilitated and launched the academy, with the first cohort of learners finishing this month. The programme is designed to help ex-offenders develop their skills and get ‘work ready’, ultimately helping them find employment upon release. Groups of up to eight prisoners will go through the academy to learn drylining skills and get their Construction Skills Certification Scheme (CSCS) card, which will enable them to work on construction sites. As the fourth Drylining Academy launched by Willmott Dixon, having seen success at HMP Elmley, HMP Belmarsh and HMP Cardiff, it is hoped that the scheme will reduce the likelihood of reoffending within the Lincolnshire community. Nick Heath, director at Willmott Dixon, said: “We are incredibly proud to be launching our first Drylining Academy here in the Midlands at HMP Lincoln. Willmott Dixon is committed to providing opportunities within the communities we work in, and with our remit in the county growing at pace, our newest academy is very much aimed at delivering on this promise within Lincolnshire." “There is a real skills shortage within the construction industry and the academy not only offers huge benefits to ex-offenders by equipping them with the skills required to transition into a rewarding job once their sentence has come to term, but it also boosts the local talent pool with skilled workers. We’re really pleased that this first cohort will be completing their training soon, and the academy is already proving to be a success with some of them already in talks with some of our supply chain about job opportunities upon their release.” On 11 May, key stakeholders and the current cohort of learners gathered to celebrate the official opening of the academy. A prisoner at HMP Lincoln, said: “The programme has given me knowledge as to what I could do [when I'm released], and how it could lead to a job, really. It will help me to not go back to being the same person I was before." "My favourite bit of the programme has been building something and looking back and knowing that you’ve done it - the satisfaction of doing something.” Matt Spencer, governor at HMP Lincoln, said: “The partnership between Willmott Dixon, HMP Lincoln and the supply chain is a great example of the quality vocational training HMP Lincoln wants to provide to its prisoners. With this vocational training HMP Lincoln prisoners have a much better chance of getting a job on release and this means they are much less likely to reoffend which therefore ensuring the public is protected in the future”. After completing the course, individuals will be supported by Willmott Dixon and its supply chain partners in finding employment. The academy would not be possible without the generous donations of money, time and tools from Willmott Dixon’s supply chain partners. In particular, the support provided by Advante, British Gypsum, Elmsmere, Nuneaton Signs, We Are Social Enterprise and Lincsco.

The LEGO Group has collaborated with award-winning actor and producer Samira Wiley to celebrate the power of creative self-expression within the LGBTQIA+ community during this year’s Pride. Working closely with LEGO Certified Professional Builders, community member and advocate Samira co-created an epic 41,000 brick self-portrait that brings to life her personality and life experiences in a playful, creative way. “Celebrating who we are and all the pieces that make you, you, is so important, and as part of the LGBTQIA+ community, I know the value of embracing the opportunity to be proud. It was a joy to create this portrait because I had the chance to do that in a creative and playful way,” commented Samira Wiley. “As an actor, I’m always sitting down and analysing other people’s identities to work out how I make them my own in a role, but I don’t always do that for myself. The process of creating this portrait allowed me to see myself through other people’s eyes and that felt really inspiring and rewarding. Play is an such an important part of creative self-expression – it allows us to explore and share who we are, and to be proud of who we are.” The giant five-foot-high portrait took 200 hours to build and included three hour-long creative sessions with Samira where she openly shared her stories and anecdotes. The finished work of art combines the pieces of Samira’s life that have helped form who she is today and include personal references to her family, the importance of creative experimentation and two Adinkra symbols that Samira has as tattoos to honour her West African heritage. The first, Nsoromma, means ‘Child of the heavens’ and marks her deep gratitude to her ancestors. The second, Okodee Mmowere, is the Adinkra symbol for courage and bravery, and has been placed over her heart in the portrait to represent living authentically and being a role model to help others do the same. The rainbow glow surrounding Samira’s face symbolises her personal mission to bring visibility to the marginalised groups she identifies as being part of. The radiant portrait has been unveiled in the June edition of Rolling Stone magazine to launch Pieces of Me, an open invitation for members and allies of the LGBTQIA+ community to build a self-portrait that captures the pieces of themselves they are most proud of. Build a picture of you Pieces of Me is the latest from the LEGO Group as it seeks to create LEGO play experiences that make everyone feel welcome. As well as building Pieces of Me portraits at home, building tables and minifigure personalisation stations can be found in select LEGO stores globally. The LEGO Group will also be at local Pride events this summer including Munich, Berlin, London and Copenhagen. This year’s activity builds on previous attendance at Pride events in London in 2019, Copenhagen in 2021, and Munich in 2022. Julia Goldin, Chief Product and Marketing Officer at the LEGO Group said of the campaign: “Pieces of Me is an open invitation for creators to take a moment to celebrate themselves in a playful way. Play and creative self-expression go hand-in-hand and the process of building a self-portrait gives us an opportunity to show the world who we are and celebrate the pieces of ourselves we are most proud of. At the LEGO Group we believe that Everyone is Awesome and are committed to building a more diverse and inclusive world where everyone gets to be themselves and reach their potential.” Samira’s Pieces of Me portrait will be on display from June 8 to August 23 in the LEGO Masterpiece Gallery at LEGO House in Billund, Denmark – the Home of the Brick.

A prestigious Staffordshire school is putting careers for women in engineering centre stage with a series of innovative and fun education days. In the run up to International Women in Engineering Day on June 23rd, The JCB Academy at Rocester has joined forces with world-renowned digger maker JCB to encourage girls from across the county to consider careers in engineering. Almost 400 Year 6 girls from schools across Staffordshire and Derbyshire visited the Academy for a day of inspirational talks from JCB graduates and apprentices as well as engineering experiments to spark their imaginations. The youngsters built giant towers using spaghetti and took part in an Egg Crash Challenge as part of their interactive taster day. The JCB Academy Principal Jenny McGuirk said: “Year on year the number of girls choosing to study at The JCB Academy is rising but we still have more to do. Events like this give the Year 6 girls a real taste of what engineering is all about; problem-solving, innovating and having great fun at the same time.” “The girls also got to meet some great role models, working with our own female students as well as apprentices and graduates who are forging fantastic careers in engineering and business with JCB. The event is also supported by The Institute of Engineering and Technology and Loughborough University who both champion this important issue.” JCB Early Careers Scheme Leader Holly Broadhurst added: “The number of female engineers at JCB is growing and while 20% of our early careers recruits are now female, we are not complacent and work hard to encourage more women into what has historically been viewed as a male profession. Changing these perceptions is a long-term goal and by supporting The JCB Academy and engaging with the next generation we can show girls that engineering is a great career path for everyone.”

Working with GAP Hire Solutions, Kier Highways Solutions (KHS), a national surface treatments provider, has electrified its entire forklift fleet. This forms part of KHS’ efforts to embed sustainable practices throughout its operations, following an audit of Wymondham Plant, its bituminous materials manufacturing arm. Located on a 7-acre site in Wymondham, Norfolk, and producing thousands of tonnes of bituminous materials each year, forklifts play an important part in KHS inventory management. KHS also sells roofing felts, sealants, solutions, tools, and PPE. It approached GAP to learn more about the potential carbon savings associated with transitioning its forklift fleet. By switching from diesel to electric, KHS has removed fumes and carbon emissions from its forklift fleet. KHS chose the Baoli KBE52N 2.5tonne model, which is powered by a 48x 625 AH battery. This is also fitted with automatic electric braking when the accelerator is released. This enhances driver safety, and the recovery of part of the braking energy is also converted into electricity and made available again. The new models will create annual carbon savings of up to 71,270 kgCO2e (based on an 8 hr shift) across Kier Highways Solutions’ forklift fleet. Neil Faulkes, Major Account Director at GAP, commented: “Both Kier and GAP have been delighted with the build quality and operational longevity of the Battery powered Baoli forklifts. Coupled with the support from DAB Handling, the UK Baoli stockist, the hand-over familiarisation given as part of the overall supply and support package GAP offered to Kier, the experience has been seamless and has enabled GAP to support Kier in reducing their environmental impact.” Lee Draper, general manager at KHS, said: “At Kier Highways, our sustainability strategy sets out how we plan to reach net-zero on our scope 1 & 2 emissions by 2030. A key part of this is transitioning to alternative, non-fossil fuels across our fleet.” “This empowers all of us to look at how we do business, and make the necessary steps to reduce our environmental impact, while ensuring the same quality product. We’re pleased that GAP could support us to find a solution with considerable long-term carbon savings.” GAP continues to work closely with Kier Highways Solutions to support its decarbonisation efforts across the business.

Leading UK plant nursery, Johnsons of Whixley, has provided £130k worth of plants for two luxury holiday park developments by Darwin Escapes, including a new self-catering retreat due to open on the Blenheim Palace Estate this summer. The Yorkshire-based horticultural business has been chosen as the primary supplier of plants for the project, which will see a collection of one, two and three-bedroom lodges constructed in the grounds of the historic Blenheim Palace Estate. The retreat will be the first venue of its kind on the grounds of a historic British palace. With a supply worth £100,000, Johnsons of Whixley has provided a diverse range of plants to enhance the outdoor areas of the Lodge Retreat, which is a blend of contemporary and traditional design in keeping with the Palace and its grounds. From Lavender, Euonymus and Hebe shrubs to vibrant Perennial plants including Rudbeckia, Geraniums, Iris and Salvia, the selection encompasses a rich variety of species, each carefully chosen to create a harmonious and captivating ambience. In addition to the Blenheim Palace project, Johnsons of Whixley is proud to have received a further order to supply the grounds of Plas Isaf Lodge Retreat, in North Wales, another recent project by Darwin Escapes, which opened its doors earlier this year. To date, the nursery has delivered plants worth £30,000 to Plas Isaf Lodge Retreat, encompassing a diverse range of species. The supplied plants include an assortment of hedging varieties, such as Acer campestre, Crataegus monogyna, Ilex aquifolium, Ligustrum vulgare, Pyracantha ‘Red Column,’ Prunus rotundifolia, Sambucus nigra, and Viburnum opulus. Johnsons of Whixley has a long-standing relationship with Darwin Escapes and has previously supplied plants for several of its notable projects, including Sandymouth, Woodside Beach, Keswick Reach Lodge Retreat, Canterbury Fields, Stratford Armouries, Norfolk Woods, and The Springs. Johnsons of Whixley marketing manager, Eleanor Richardson, said: “We are thrilled to continue our partnership with Darwin Escapes and to have the opportunity to supply both Blenheim Palace Lodge Retreat and Plas Isaf Lodge Retreat.” “Our team is dedicated to sourcing and supplying the finest quality plants, tailored to the unique requirements of each project to enhance the natural beauty and appeal of the landscape.” Lindsey Esse, Managing Director of Darwin Escapes added: “Johnsons of Whixley have once again supplied us with a beautiful range of plants which perfectly enhance the landscape of our two newest luxury lodge retreats”.

The Top Up Shop is a community-based initiative that runs each Saturday Morning throughout the year at various Ipswich locations. For the small cost of £2, customers can go to the shop and fill up a recyclable bag with goods to supplement their weekly shop. There are no qualifying conditions and no referral is needed: they welcome everyone. The shop has been running successfully for 7 years and caters for as many as 70 shoppers per week covering many postcodes with in the Ipswich area. To keep running the shop relies on donations from local supermarkets, grants and donations… which is where we are delighted to be able to step in. Pat Lewis, Source One chairman, comments: “I grew up on the Chantry estate in Ipswich, my Mum still lives there, and so getting the chance to provide some support to those that need it in the community is special to me.” “The Ipswich Top Up Shops is a brilliant and, sadly, a much-needed initiative with so many struggling in the UK with food prices. We are delighted to be able to give some financial donations to this initiative, particularly to the St Francis with St Clare, Hawthorn Drive, location where I went to discos in my youth!” The Peace Café In addition to the Top Up Shop, The Peace Café is another brilliant project that was launched to provide a warm space for those who were in the fuel poverty bracket. The idea was that it provides a warm space with hot food and drink to our customers. The café provides a lounge type atmosphere with comfortable seating coffee tables and side tables. There are newspapers to read, a jigsaw to do, a craft table, music playing board games etc. They also help people get access the internet for looking for jobs, housing or filling in forms. Since its launch, a community has developed among these people and friendships have been formed that may never have happened… as a result the café continued beyond the cold winter months as loneliness plays a big part in a person’s well-being. GPs are connecting with us and social subscribing is part of the success… hopefully helping the users to feel good about themselves and being aware of others in these uncertain times.

Beyond Encryption, the industry standard for secure digital communications, is now a Certified B Corporation. They join a growing group of companies that are reinventing business, by pursuing purpose as well as profit. Beyond Encryption is a secure software company, protecting and connecting businesses throughout the financial services industry and other aligning sectors. Beyond Encryption’s flagship product, Mailock, is a secure email solution that utilises encryption and ID authentication, giving organisations the tools they need to protect sensitive data when communicating with customers. Beyond Encryption has been certified by B Lab, the not-for-profit behind the B Corp movement, as having met rigorous social and environmental standards which represent its commitment to goals outside of shareholder profit. The B Corp certification addresses the entirety of a business’s operations and covers the five key impact areas of Governance, Workers, Community, Environment and Customers. The certification process is rigorous, with applicants required to reach a benchmark score of over 80 while providing evidence of socially and environmentally responsible practices relating to energy supplies, waste and water use, worker compensation, diversity, and corporate transparency. Beyond Encryption is now part of a community of 6,279 businesses globally that have been certified as B Corps. The B Corp community in the UK, representing a broad cross-section of industries and sizes, comprises over 1,300 companies and includes well-known brands such as The Guardian, innocent, Patagonia, The Body Shop and Coursera. A recent focus on sustainability within financial services makes Beyond Encryption’s new B Corp certification a notable asset, as financial businesses consider the best way to digitise their services and meet their ESG propositions. Paul Holland, CEO and Founder of Beyond Encryption, says “In order to gain our B Corp certification, we had to meet a series of high-performance standards, demonstrating that we are acting mindfully and using our business as a force for good. Passing the assessment process has allowed us to join a community of extraordinary organisations that are all geared towards remaining forward-thinking and compassionate while creating a positive impact on the environment. Conducting ourselves authentically and committing to making a positive impact has always been a core value of Beyond Encryption, and the B Corp milestone just illustrates this further.” Chris Turner, Executive Director of B Lab UK, says “We are delighted to welcome Beyond Encryption to the B Corp community. This is a movement of companies who are committed to changing how business operates and believe business really can be a force for good. We know that Beyond Encryption is going to be a fantastic addition to the community and will continue driving the conversation forward”.

Let’s open up a discussion about family businesses — and what the future holds for them — by digging into the fundamental marriage between our personal and professional worlds. This will create the framework through which succession planning can be viewed realistically. In particular, let’s focus on how the challenges of the 21st century affect the family and the business. Each face changes in the wake of globalisation, international multiculturalism, workforce displacement, and disruptive technology. Change is the new status quo, and it brings a lot of distractions along with it. We should celebrate some of this change. In many ways, it is easier to start a family business than ever before thanks to swollen capital markets and the ability to reach customers around the world. The daughters of family businesses have more room than ever to step into the business world as leaders and entrepreneurs. Businesses are learning to be environmentally conscious and socially tolerant. On the other hand, families are fragmenting in unique ways. Children can, and often do, move far away from their homes and traditions. Holding the family together and promoting a common, proud family legacy is now a great challenge. International business competition is an omnipresent threat as well, whether from direct imports or foreign investment funds. Why Are These Things Important? The new trends in family business succession planning are caused by, or are reactions to, these external pressures. Some succession planning principles haven’t changed — things like the importance of communication and early planning or the need for a formal process. The old rules are still important bedrocks of good succession plans. The new trends, however, tend to speak to the challenges of our modern age. Trends That Matter To Succession Planning From a sociological and management point of view, there are a few dominant trends that matter to succession planning in family businesses: Ageing of family business executives; Rise in attrition among staff and future leaders; and Loss of family continuity. Family continuity is so crucial for multi-generational success in family business, and there is no quick fix for a family that’s lost its sense of shared history and pride. Harvard Professor John Davis summed the problem up well: “I do see this increasing sense of freedom in families that is good to some extent but also leads to a sense of fragmentation in the family’s purpose, and energy, and discipline… When you think about it, you know, parents even thirty years ago, certainly forty or fifty, had more influence in their children’s lives… and that is not the case today.” The families that best handle these challenges will be those that implement succession planning processes that adhere to best practices. Some of these are timeless. Others are specific to the modern era. Modern Best Practices — What Can You Do? We can’t cover every concept or procedure that you need in a well-developed succession plan, but these are some basics that will help you navigate the needs of the future. 1. Remember To Communicate Early And Often Healthy, honest, open communication should be at the core of virtually every healthy relationship, whether personal or professional. Family members and business partners need space to air grievances or share ideas. If you are a top-level business leader, it is imperative that you foster an environment where individuals can safely express emotions and discuss important topics. Create regular meetings around the board room and the kitchen table, share your visions, and ask for feedback. One more communication tip: include multiple generations. Let each generation feel heard. Use time together to build stronger family bonds. 2. Target Processes And Well-Defined Goals Succession plans should be in writing, and they should be created through a proven, shared process. We firmly believe in the value of a written family constitution, within which the process of cultivating talent and executing smooth transitions should be identified. These processes should clearly define what the goals of the business are, what the goals of the family are, and they should acknowledge that succession planning is a long evolution. This can’t be solved in a single meeting. Processes should be led by senior management and should emphasize non-traditional family structures. Modern family businesses are very diverse and often include separated couples, second spouses, step-children, and even close non-family members who are integral to the business’ success. 3. Establish a talent development programme You have to get out in front of attrition and the potential for disinterest among younger family members. Even if you already know that you want your son or daughter to take over someday, you still need to integrate them into the business effectively — and even prepare for the eventuality that they may not want the job. Look to outside talent. Make hiring and promoting decisions based on merit and experience. Make an effort to detect gaps in organisational talent and address them systematically.

The HE Simm Group is one of the UK’s leading engineering and services businesses and has doubled the size of its offsite manufacturing facility – ‘Pinnacle Offsite’ – after it opened just over 12 months ago to cope with an ever-expanding order book for MEP prefabricated solutions. The move has seen the company double the size of the facility in Walsall, in the West Midlands, to over 40,000 sq ft – following further demand. Pinnacle Offsite, which is led by Ernie Price, a prefabrication specialist with over 20 years’ experience, was launched off the back of continued and sustained need for prefabricated solutions from its UK-wide customers. Since it opened it has provided solutions for main contractor customers the length and breadth of the country, including packaged plant rooms, plant skid modules, MEP lateral and riser modules and prefabricated utility cupboards. Commenting on the news, Gareth Simm, HE Simm Group’s Chief Executive Officer, says: “The success we have seen over the last 12 months has been amazing. We have seen a distinct rise in demand from our customer base for prefabricated solutions.” “Our further investment in the facility and in the Pinnacle Offsite business overall proves our commitment to this offering for our customers, which will enhance what we provide as a leading MEP player.” Greg Simm, the Executive member of the Group responsible for Pinnacle Offsite, adds: “This really is very exciting. We’re delighted we’ve seen such a demand for this offering, so much so we’ve invested more money in it.” “Currently our offering is servicing our existing customer base, but now we have more space and over time, a bigger team, we might well sell our solutions directly to the market in the future.” “Well done to Ernie and all the team at Pinnacle for making the business such a success, we wouldn’t have got it to where it is without their dedication and commitment.”

Following the recent good news of a 100% renewable electricity supply across their UK-managed pub estate, Wells & Co. has taken another critical step on their sustainability journey via their partnership with energy solution specialists Technik2. Drawing on over 50 years of industry experience, Technik2 specialise in helping pubs, restaurants and other hospitality businesses to reduce their energy consumption and carbon emissions. Wells & Co. embarked on a trial of Technik2’s beer cellar automation technology in eight of their sites last autumn and were impressed by the results, so much so that a project to install the same equipment across the rest of their UK-managed pub estate is already underway. Exact figures will of course vary from one cellar to the next, but data from last year’s trail showed projected savings in the order of 6000-9000KwH per pub per year; roughly the same amount of energy that would be required to drive a car to the moon, and a significant decrease in consumption at a time when utility bills are at the top of every pub’s agenda. Nick Wells, Head of Estates for Wells & Co., elaborates: “Last year’s successful trial gave us the confidence that Technik2’s equipment could drive a real reduction in energy consumption in our beer cellars – and crucially, that it could do so without affecting the quality of a freshly-poured pint from our Brewpoint beer range. In a world of spiralling energy costs, there are currently few investments that promise such a strong financial return; combined with a win for the environment, it’s an opportunity that we at Wells & Co. are excited to grab with both hands.” Marc Harries, Sales Associate at Technik2, adds: “It has been excellent to partner with Wells & Co.; we have been delighted to assist with their sustainability journey, especially at a challenging time in the energy supply market. As Nick has said, this is both a genuine and rare opportunity to make a significant difference and we look forward to strengthening our partnership to further assist Wells & Co. in reducing their carbon footprint.” Nick concludes: “The next step for us will be to roll out Technik2 technology within our tenanted estate; we’re keen for our Pub Partners to benefit from these energy and financial savings just as our managed pubs have.”

A £3,500 donation from a Lake District hotel group has helped a local school complete the installation of a composting toilet and outbuilding alongside its sports field. English Lakes Hotels Resorts & Venues has been working with Beetham C of E Primary School on the project to build the composting toilet, with the donation adding to fundraising efforts to cover the installation costs. The addition of the outdoor composting toilet means that the school’s teachers can deliver a greater variety of lessons using the recreational field and for longer periods with minimal disruption when pupils need to go back into the main building to use the facilities. The project has also involved environmental and educational themes with the school working with English Lakes Hotels to certify the composting toilet under the Toilet Twinning partnership between development charities Cord and Tearfund. The facility will be paired with a purpose-built latrine in a third world country to give an overseas community access to clean water and sanitation. Beetham C of E Primary School head teacher Abi Johnson says: “As a small school on the edge of Arnside and Silverdale Area of Outstanding National Beauty, we nurture a friendly and caring environment and we’re constantly looking for ways to improve our grounds and facilities for our students.” “We’re very grateful to English Lakes Hotels for getting involved in the project and making such a significant donation. The Toilet Twinning idea has also provided a strong, caring educational theme on overseas development and sanitation for the students to consider.” The donation from the hotel group was made via its Sam’s Club Charity which supports local charities and good causes. Adam Bujok from English Lakes Hotels Resorts & Venues adds: “We were invited to tour the school and were really impressed with their plans to improve their facilities. The composting toilet and outbuilding was an ideal project to help fund as it dovetails with our commitment to the Toilet Twinning initiative which provides clean water to poor communities and helps reduce spread of disease and premature deaths.”

A 240-year-old heritage textile mill based in Stanningley, West Yorkshire, has introduced menopause training for employees in managerial roles across the business. The training is part of AW Hainsworth’s commitment to wellbeing in the workplace, with the business setting out a significant investment strategy for employee wellbeing, over the next five years. The Company partnered with its Law Firm, Pannone Corporate of Manchester, which has established a training framework for managers and supervisors. This aims to raise awareness of the symptoms of menopause, assess and improve HR Policies and Procedures to ensure consistent support is offered and equip Managers with the knowledge and tools they need to support employees with menopause-related problems. AW Hainsworth was established in 1783 and manufactures exquisite woollen cloth, high-performing textiles, and iconic fabrics for customers worldwide. The Royal Warrant Holder and textile manufacturer is the parent company of Hainsworth Fabric of a Nation, Hainsworth Protective Fabrics, Hainsworth Toptable, Natural Legacy by Hainsworth, John Atkinson, Hainsworth Technical Felt, Northern Rubber by Hainsworth, and Replin by Hainsworth. Phil Pickard, a team leader at AW Hainsworth, found the training invaluable and explains: “I was at work one day and noticed that a colleague who I’ve known for a long time wasn’t her usual self and seemed quite upset. I asked her what was wrong, and it all came out – she was going through menopause and having a rough time at work because of it.” “Having had the Menopause Training the week before, I asked how her job could be changed to suit her needs and put a plan together to help her going forward. The training really opened my eyes and helped me to understand how if someone going through menopause doesn’t have support, it could be critical to their well-being. It also gave me guidance as to how I, as a man, can speak to my female colleagues about this and offer support as best I can.” In addition to menopause training, the business has also invested over £20,000 in mental health support, forming a partnership with Unmasked Mental Health of Halifax. Monthly sessions are held in the Mill, whereby members of the workforce can participate in insightful presentations and talks on mental health and well-being. The training has seen more than 10% of AW Hainsworth employees qualify as Mental Health First Aiders in the last year alone. The Business also provides free of charge private counselling within the Mill, to those who need this the most. Amanda McLaren, Managing Director at AW Hainsworth, said: “By removing the stigma around mental illness and putting strategies and signposting in place, alongside the qualified support offered to us by our partners, I am hoping we can make a positive difference to many of our colleagues’ lives.” To further support employee wellbeing and continue to make AW Hainsworth a desirable workplace, the business has also invested in improving and creating new shared spaces, enhancing internal communications channels, introducing awards for long service and ensuring the availability of free period products at its headquarters in Leeds.