A Lake District spa resort has been acclaimed as one of the most professional and popular wedding venues in the UK. Low Wood Bay Resort & Spa on the shores of Windermere has been named amongst the winners of the annual Hitched Wedding Awards 2024. It makes the hotel and its wedding co-ordination team one of the most recommended professional outfits by newlyweds on leading wedding planning platform Hitched.co.uk . More than 23,000 wedding businesses registered on the site have all been in the running to win one of these acclaimed industry titles, with Low Wood Bay picking up its award in the wedding venues category. The awards are based on reviews left by married couples in the last 12 months. Low Wood Bay received a total of 50 reviews in all with a top rating of 5 out of 5 determined by the couples who planned their weddings with the team at the spa resort. Senior wedding & events co-ordinator at English Lakes Hotels Resorts & Venues Rachel Baines says: “Winning this Hitched wedding award is a great accolade for us and a real feather in the cap, especially as it’s been based on customer experiences from happy couples who have tied the knot with us. Our aim is always to make their wedding day unique.” This year, with the continued appetite for personalised, unique weddings, these awards were based on over 150,000 couple reviews on Hitched. José Melo, Vice President of Sales at Hitched said: “Wedding vendors have been through a lot in the past five years, and 2023 was a chance for many to feel that normal service has finally resumed." “Weddings always require a huge amount of work, attention to detail and dedication, and our winners have delivered that and more to their couples. We’re proud at Hitched to celebrate vendors who go above and beyond, and are helping to make wedding days across the world to be unforgettable and special to those who attend.” This is the second wedding venue accolade the spa resort has picked up in the last 12 months, following its success in the 2023 County Brides North West Wedding Awards.

So, you’ve been asked to join the board of directors of your family’s company. You may have already been working in the family business in an operational capacity, perhaps in the production, sales/marketing or finance areas. You have a good working knowledge of how the business operates, and your family would like you to take the next step. But although you understand the day-to-day processes involved, you’re not a professional director, and are worried about the new responsibilities you will be taking on. This is a scenario that most family companies will find themselves facing at some stage, as senior family members (often the business founders) pass the baton to the next generation. In my work consulting to family company boards, it’s a common situation and definitely something worth planning ahead for. Joining the family company board isn’t a decision to be taken lightly. There is far more involved than simply attending a monthly board meeting, perhaps followed by a nice lunch at the company’s expense. Whether they are aware or not, company directors take on a variety of risks and responsibilities and are subject to an array of corporate requirements which, if not dealt with properly, can expose them to significant penalties and financial liabilities. Based on my experience in advising family companies over the past three decades, here are my 5 tips for new family company directors. Understand Your Legal Responsibilities Directors have a general fiduciary duty to act in good faith in the best interests of the company at all times, to be careful and diligent in the exercise of those duties, and to not improperly use their position for their own personal benefit. New directors would be wise to gain an understanding of how this general duty applies to them in their own company’s situation, as family companies are often conducted in a less formal way than public companies, with lines between the roles of shareholders, directors and management often becoming blurred. Aside from these general responsibilities, there are an ever-increasing array of specific laws which directors need to understand, including OH&S, environmental and privacy regulations which, if transgressed, can result in significant personal liabilities for board members. Generally, it will not be an adequate defence for a director to claim ignorance of any of the relevant legislation, except in very limited circumstances. New directors should consider a programme of self-education, such as the various courses offered by the Australian Institute of Company Directors or the Family Business Association (AU). 2. Learn How To Read And Interpret Financial Reports A further significant director responsibility is to ensure that the company does not trade whilst it is insolvent. Therefore, every director needs to be able to understand the red flags which might indicate a solvency issue is on the horizon. While it’s not necessary for every director to become experts at analysing financial reports, they need to have a robust working knowledge of how to interpret the financial reports that are presented to them. Also, in my experience it is helpful for at least one board member to have a finance background in order to provide a safeguard for the board should some of the solvency indicators be more subtle. Board reports need to include clear information showing all of the relevant balance sheet and profit/loss ratios and cash flow forecasts to enable the board to properly assess the financial performance of the company. New directors should not be afraid to ask questions of the CEO or CFO should they feel that the board reports don’t provide this information clearly and unambiguously. If a director believes that the financial information included in the board report is inadequate, the company’s finance team should be instructed to prepare whatever information the board requires to properly carry out its duties. 3. Get To Know Your Fellow Directors While each director is subject to the risks and responsibilities already outlined, the board’s role in decision-making is a collective one, meaning that a board must learn how to make decisions consensually. In other words, a high degree of teamwork is required. This places an obligation on every board member to become familiar with their co-directors, their particular skills and abilities, their background and personal styles. As with any team of people with varying experience and approaches to problem-solving, there’s no guarantee that a board of directors will automatically become proficient at collective decision-making. Those directors with more dominant personalities may need to reign in a desire to impose their views on the group, while those with quieter dispositions could need to become more assertive. The role of the Chairperson is important in ensuring the board’s decision-making is effective. The Chair should act akin to the head coach of a football team, understanding the experience and abilities of each director to ensure that the group works together effectively. A good Chair will make it their business to ensure board meetings are not dominated and that every director is encouraged to participate actively. 4. Understand The Board’s Role As Custodian Of Culture The culture of a family company is often a source of great strength, having been safeguarded and handed down from previous generations. Typically, this culture will involve overt concern for the company’s various stakeholders including suppliers and employees, as well as active support of local communities. New directors might believe that this culture is the sole domain of the family owners or day-to-day management, but it’s essential that the company board plays an active role. New directors should be careful to act in a manner supportive of the family business culture, both within the company and to external parties. Directors should hold each other accountable for being custodians of this culture; this might include a regular agenda item citing examples of how the culture has been demonstrated. 5. Be Inquisitive…And Supportive An aspect many new directors find difficult is the board’s role to hold management to account. This includes a duty to test the assumptions behind any recommendations made by the leadership team or CEO; in this respect silence is not golden, and the board should not accept at face value every piece of information presented to them by management. At the same time, a board also has an obligation to provide support to the CEO, to ensure that the CEO is provided with the resources the company requires, and to regularly enquire how the Board can assist the CEO to deliver the business strategies it has endorsed. New directors sometimes struggle with these seemingly contradictory obligations, and it can take time to learn how to achieve a balance. Directors need to feel free to ask probing questions when warranted, but as the team from Monty Python might say, nobody expects the Spanish inquisition! About the Author - Robert Powell FCA GAICD is the founder and Managing Director of Family Boards Pty Limited , a specialist consultancy helping family companies achieve best practice in board governance and risk management. He an accredited specialist adviser member of the Family Business Association (AU), a Graduate of the Australian Institute of Company Directors, and a Fellow of Chartered Accountants Australia and New Zealand.

A Staffordshire Moorlands football club is celebrating a double win after two of its junior teams secured sponsorship for smart new strips from digger giant JCB. Cheadle South Moorlands United girls Under 14s and boys Under 7s teams took to the pitch at their South Moorlands Leisure Centre base to unveil the new kit after each received £500 from JCB, which has its Earthmovers and Compact Products factories in the town. For the Under 14s girls’ team, who play in the Staffordshire Girls Under 14 Premier League, it marked a milestone of playing in their first dedicated female-fit kit. Coach, Andy Little, whose daughter Natasha plays in the 15-strong squad has seen the Year 8 and 9 girls go from strength to strength. He said: “This is only the team’s third season together and when we started half of them had never played football before. The league is now the most competitive it has been and is made up of teams across Staffordshire - from Leek Town who are furthest north to Lanehead, down in Walsall. We are improving every year and are currently in third place in the league and still in the Cup competition. “The donation from JCB is a massive help and this is the first time we have bought a female specific kit. When parents have to fund everything, it can become very expensive, so this sponsorship is very much appreciated.” Ben Jones who manages the boys Cheadle Reds Under 7s team with Steve Evans is also seeing his squad enjoy success in Tier 3 of the North Staffs Junior Youth League. He said: “Since forming the team last year the boys won the Wendy Jones Memorial Trophy, which was a great success considering the age of the team and gave the boys memories that will last a lifetime." " JCB has provided a platform for the boys to progress with their footballing careers, making friends, meeting new people, and providing them with social skills to develop and apply in everyday life. Without the support and funding provided by JCB, none of this would be possible, so a massive thanks from Cheadle SMU and the U7s Reds.”

One of Hull’s most notable businesses has received national certification for its workplace travel plan, which encourages and supports its workforce to walk, cycle and use public transport for their daily commute. Arco, the UK’s leading safety company, has received a Good Travel Plan award from Modeshift STARS. The national STARS accreditation scheme recognises workplaces that go above and beyond in developing, implementing, and monitoring an effective travel plan to bring about a change in travel behaviour and reduce the number of single occupancy car journeys to, from and between their sites. Sites are awarded Approved, Good, Very Good, Excellent and Outstanding accreditation. Hull City Council offers businesses and organisations within the city the chance to join Modeshift STARS for free as part of its strategic objective of promoting active travel choices. The benefits and advantages of a workplace travel plan, include: Reductions of single occupancy car journeys, which helps alleviate pressure and congestion across site car parks Identifying availability and accessibility of viable transport options, based on staff locations Potential to improve and develop site connectivity links through sustainable and active travel Improving staff wellbeing, with physical and mental health benefits. Councillor Mark Ieronimo, cabinet portfolio holder for transportation, roads and highways, said: “Arco is one of the city’s largest employers and one of Hull’s most recognisable names. It is a real pleasure to present them with their award and to see the efforts they, as a business, are going to in order to support their staff to make more sustainable and active travel choices." “The Modeshift STARS programme offers real benefits, both to people and the local environment, and it is brilliant to see so many businesses and organisations within Hull already taking advantage of the opportunity to participate in the programme and working with the council to create a greener and healthier city.” Arco joins The Deep, national retailer, Next, and the Holiday Inn Hull Marina in receiving Good Travel Plan awards, with the Double Tree by Hilton Hull and the University of Hull receiving Approved Travel Plan certificates. Hull University Teaching Hospitals NHS Trust, another of the city’s largest employers, has seen its travel plan progress from bronze to silver accreditation in the space of just 12 months.

One of Hull’s most prominent businesses has received national certification for its workplace travel plan, which encourages and supports its workforce to walk, cycle and use public transport for their daily commute. Rix Group, the sixth-generation, family-owned business, with a portfolio of 22 companies ranging across many industries, has received a Good Travel Plan award from Modeshift STARS. The national STARS accreditation scheme recognises workplaces that go above and beyond in developing, implementing, and monitoring an effective travel plan to bring about a change in travel behaviour and reduce the number of single occupancy car journeys to, from and between their sites. Sites are awarded Approved, Good, Very Good, Excellent and Outstanding accreditation. Hull City Council offers businesses and organisations within the city the chance to join Modeshift STARS for free as part of its strategic objective of promoting active travel choices. The benefits and advantages of a workplace travel plan, include: Reductions of single occupancy car journeys, which helps alleviate pressure and congestion across site car parks Identifying availability and accessibility of viable transport options, based on staff locations Potential to improve and develop site connectivity links through sustainable and active travel Improving staff wellbeing, with physical and mental health benefits. Councillor Mark Ieronimo, cabinet portfolio holder for transportation, roads and highways, said: “Rix is one of Hull’s most recognisable names and it is a real pleasure to present them with their award and to see their efforts in supporting their staff to make more sustainable and active travel choices recognised." “The Modeshift STARS programme offers real benefits, both to people and the local environment, and it is brilliant to see so many businesses and organisations within Hull taking advantage of the opportunity to participate in the programme and work with the council to create a greener and healthier city.” Cerys Davies, operations co-ordinator at Rix Group, said: “We are delighted to receive this award from Modeshift STARS. The council has been extremely helpful with assisting us through the accreditation process and in liaising with Humberside Police and R-evolution to offer events for our staff community." “Taking part in this programme has helped in motivating our community to travel more sustainably to work and we hope to improve on the amount choosing greener travel in the future.” Rix Group joins The Deep, national retailer, Next, safety giant, Arco, and the Holiday Inn Hull Marina in receiving Good Travel Plan awards, with the Double Tree by Hilton Hull and the University of Hull receiving Approved Travel Plan certificates.

In today's fast-paced business landscape, where staying ahead often means innovating and adapting to change, research and development (R&D) tax credits have emerged as a key tool for businesses, especially for small and medium-sized enterprises (SMEs). As an R&D tax credit specialist, I've witnessed firsthand the transformative impact that these incentives can have on businesses. The key to unlocking the full potential of R&D tax credits lies in maximising the claim. This involves identifying all eligible R&D activities and expenses and leveraging the available incentives to their fullest extent. By doing so, businesses not only benefit financially but also gain a competitive edge in the market. R&D tax credits are a government incentive designed to reward UK companies for investing in innovation. They are a valuable source of cash for businesses to invest in accelerating their R&D, hiring new staff and ultimately growing. They serve as a means for businesses to recoup a portion of the costs associated with developing new products and services. Recently, HMRC has implemented new legislation aimed at ensuring the integrity of R&D tax relief claims. This legislation addresses concerns about the validity of last-minute claims and requires companies to notify HMRC of their intention to claim R&D tax relief for eligible expenditures. This notification must be submitted electronically through an Advance Notification Form within a specific timeframe. The notification period begins at the start of the accounting period in which the R&D expenditure was incurred and end six months after the end of the relevant accounting period. It's important to note that not all companies are obligated to notify HMRC, but those who fail to do so risk losing out on valuable tax relief. At AAB we understand the complexities of R&D tax relief and can provide tailored assistance to ensure that your company maximises its claim while complying with HMRC regulations. We offer strategic advice and measures to help you maximise the value of your R&D tax relief claim, ensuring that you receive the full benefits available to your business. We can also help determine whether your company qualifies for R&D tax relief by assessing various factors such as the nature of your R&D activities and your financial standing. Our team can work closely with you to prepare a robust claim in accordance with the latest legislation, ensuring that all eligible expenses are properly documented and accounted for. The significance of R&D tax credits cannot be overstated. Beyond mere financial relief, they offer competitiveness, growth, and long-term sustainability. By providing businesses with the necessary financial support, R&D tax credits enable them to embark on ambitious R&D projects that might otherwise be financially prohibitive. This, in turn, facilitates innovation, economical growth and technological advancement and by working with us at AAB, you can be confident that the claim is accurate, comprehensive and maximises the available incentives. Find out more by visiting their website here

Almost half of employers have increased spending on workforce health and wellbeing in the last year, and are seeing dramatic improvement in staff retention as a result, according to the date contained in two new surveys published by Make UK on Sickness Absence and Labour Turnover across manufacturing. Key Findings Overall sickness absence has decreased in 2023 compared to 2022 Four in ten companies who increased their investment in health and wellbeing saw staff retention rise and absence fall by a quarter There was also a dip of a fifth for those employees who are regularly absent Physical illness the biggest cause of absence followed by mental health Labour turnover in manufacturing has reduced significantly in 2023 Britain’s manufacturers have substantially increased their investment in the wellbeing of their staff over the last twelve months in a bid to tackle sickness absence and retain their skilled workforce. To build on this Make UK is urging the Government to provide tax relief on a range of Occupational Health services in this week’s Budget Statement. The overall picture is positive with the average days lost to absence falling to 4.7 in 2023 compared to 5.6 in 2022. The main cause of long-term absence is physical health (81.1%) while long-term mental health is the cause of a third (33.6%) of absence. Despite the overall fall companies are still seeking ways to reduce absence and retain staff with more than four in ten companies (45%) increasing their investment in workforce health and wellbeing in the last year, while nearly half (49%) had maintained their level of wellbeing investment. Further the amount companies are investing per person has also increased with a third of companies (33%) investing more than £100 per employee. As a result of this investment more than four in ten companies (40.6%) have seen increased staff retention while almost a quarter (24.6%) have seen reduced days lost to absence. Almost a fifth (18.6%) have seen increased productivity. Companies saw the best return from direct welfare initiatives. Employee assistance programmes were the most popular measure offered by companies (42.1%) followed by counselling services and other therapies (38.2%). Free eye tests and health screening were also offered to employees by 35% and 30.9% of companies respectively. Private Medical Insurance was also offered by almost a third of companies (30.9%). Other measures provided by companies to improve workforce satisfaction and reduce absence were free flu vaccinations, advice on healthy eating and lifestyles, alongside gym subsidies. A separate survey on labour turnover showed that, after reaching a historically high level in 2022, turnover in manufacturing has reduced significantly in 2023, down from just over a fifth (20.7%) to 16%. This is the lowest since 2018. Excluding redundancies, this number comes down by almost 13%, still higher than pre-pandemic but a steep reduction compared with the last two years. A lower number of live vacancies in the sector, shorter recruitment lead times, and fewer barriers to successful recruitment also show a slowly improving picture across the sector. However, there remain significant challenges for manufacturers. Seeking higher pay and opportunities for progression remain the most popular reasons for staff leaving manufacturing businesses, and nearly half of employers have seen staff leave due to retirement in the last twelve months. Jamie Cater, Senior Employment Policy Manager Make UK said: “While manufacturers still face a challenging environment – ongoing shortages of technical skills, rising employment costs and an ageing workforce – recruitment and retention pressures have eased in the last few months." "Employers are seeing the benefits in particular of increased investment in employee health and wellbeing, and the Government has an opportunity at the Budget this week to support businesses to do more of this by expanding tax relief on a range of Occupational Health services to help people stay healthy and productive at work."

A JCB welder and his three-year-old daughter are building a strong local fan club as they pound the pavements together in preparation for their first ever fundraising race –the 40th Stafford Half Marathon. John Dabbs and daughter Emmie, who was born with a rare genetic condition which means she cannot walk or talk, will be under starter’s orders for the March 17th race aiming to raise £5,000 for Emmie’s school, Greenhall Community Special School in Stafford. The pair have become a familiar sight around the streets of Stafford and John’s home village of Gnosall, near Stafford, with Emmie in a specially adapted running pushchair, having last year completed almost 900 miles. Now John, 39, who works at the JCB Cab Systems factory in Uttoxeter, has decided to put their weekend training runs to good use by entering local races to raise funds for new sensory equipment and family outings at the school which has given Emmie a new lease of life. John explained: “When Emmie was born we quickly realised that she was not meeting development milestones and she was diagnosed with Global Development Delay. She is still undergoing tests at Birmingham Children’s Hospital but since starting at Greenhall School it’s been brilliant and she is making progress." “Last year I started running with her and our dog Buddy, and now it’s the highlight of our weekends. Pushing Emmie’s buggy and running is quite a challenge but we love being out in all weathers and I’m her legs so she gets the freedom she deserves.” For John, running has also become a mental health lifeline as he continues to come to terms with the death of his son Marcus in 2010 from a rare rhabdoid cancer at the age of just 18 months. He added: “Life sometimes feels a hard battle and running each weekend gives us a purpose and helps me cope with things. Emmie absolutely loves it and it really keeps up our spirits when people beep and wave as we pass them on the streets in Stafford. People even stop me when I’m shopping in Tesco and say they’ve seen us out and about, and little things like this make a massive difference." “So if you see one man and a little girl running around the town with a little dog then give us a beep or a wave! And if anyone would like to support our fundraising that would be amazing.”

First glimpse of the under-construction Chiswick Health Centre which will be a community health hub for 60,000. Over 30 people had a glimpse of the under-construction Chiswick Health Centre when it was topped out. This included representatives from NHS Property Services, Hounslow Council, North West London Integrated Care Board, the local Primary Care Network, key consultants and the three GP practices who will be operating out of the facility once it opens. Once operational, Chiswick Health Centre will continue to host the three GP practices – West4GPs, Chiswick Family Practice, and Chiswick Health Practice. It will also be the base for Chiswick PCN and community staff that will deliver a range of primary care services to over 60,000 patients from across Chiswick. Chiswick Health Centre will also see carbon emissions reduced by 77%, and greater biodiversity with landscaped courtyards, a fifth-floor garden terrace, and a public community green space. Ultimately, once complete the health centre will align with Hounslow Councils, the Mayor of London, and the NHS’ environmental commitments to use modern, low pollutant emitting technologies and solutions. Adrian Powell, Director of Investment & Development Management at NHSPS: “Chiswick Health Centre is a major project that has brought together many stakeholders, and to be here today celebrating this milestone is a massive collaborative achievement. I am delighted that we’re progressing well with the build, and I’m look forward to seeing the finished health centre welcome patients early next year.” Councillor Samia Chaudhary, Hounslow Cabinet Member for Adult Social Care, Public Health and Transformation and Cllr Sue Sampson, Cabinet Member for Housing and Homelessness: “We were delighted to attend the topping out ceremony of the new Chiswick Health Centre." "This redevelopment project marks a significant milestone in our commitment to providing essential services and support to our NHS key workers while addressing the pressing need for affordable housing in our area. This endeavour is a testament to the power of collaboration. The partnership between the London Borough of Hounslow and the National Health Service Property Services (NHSPS) exemplifies what can be achieved when entities come together with a shared vision and purpose.” Richard Poulter, managing director at Willmott Dixon in the South: “We are delighted to be working in collaboration with NHSPS and Hounslow Council to deliver such an important project for the community with a focus on sustainable solutions, improved health facilities and housing for key workers in the area. This milestone is a fantastic opportunity to take the time to see the hard work and dedication of all stakeholders involved come to fruition.” Mark Jarvis, Assistant Director Primary Care, Integration & Delivery for Hounslow: “It’s wonderful to see the progress of this development and all the work that is going in to building this state of the art health centre. This is a significant step forward in an ambitious project that will improve primary care services in Hounslow. This new facility will also provide a range of community services in the Chiswick area. This has been an exciting, collaborative project and the 50 new homes provided by Hounslow Council, primarily for our key workers, will make the impact on our local community even greater.” At the event, Dr Chloe Hillman, GP Partner at Chiswick Health Practice: “Working in partnership with our local residents I think we are in an excellent position to help establish new services and groups that can be delivered from the new community spaces and facilities that will be integrated into this build. I can’t wait to see how these plans progress over the next year.”

For those spending a significant time in hospital, it can often be a challenging and stressful time. With that in mind, improving patient wellbeing is an incredibly important task, one that the East & North Hertfordshire Hospitals’ Charity takes very seriously. Pexhurst is proud to announce that it has teamed up with four local companies to form the ‘Pony Club’ to sponsor this highly rewarding and uplifting new patient experience programme. As part of the sponsorship, Pexhurst help to fund therapy pony visits every three weeks to Lister Hospital in Stevenage throughout 2024. Bringing real joy and putting smiles on the faces of patients and staff alike, the charity’s therapy ponies programme enables patients to receive visits from three adorable therapy ponies, named Charlie, Pickles, and Romeo. These charity-funded visits have been organised by patient experience project co-ordinator Jane Shaw, who highlighted the uplifting benefits for the patients, staff and visitors. She said: “We have had such an incredible response to having the ponies visit us. The surprise and delight on peoples’ faces is so amazing." “Visitors also enjoy the visits – for many it is a welcome opportunity to make a positive memory while their loved one is in hospital.” Stuart Byles, director at Pexhurst commented: “As a business, we are always keen to raise funds for causes which we believe benefit local people in Hertfordshire. After hearing about the wonderful work the charity does and especially the benefits the ponies bring to the patients, we wanted to help in whatever way we could. Such a simple but effective way of brightening up people’s days.”

Embark on a journey of wealth discovery and legacy cultivation with "Raising the Baobab," a masterful guide crafted for anyone passionate about building a future that lasts. Authored by Tsitsi Mutendi, a seasoned family business insider and a leading authority in family governance and succession planning, this book transcends the ordinary, offering rich insights for a wide spectrum of readers. Whether you're entrenched in the operation of a family business, offering advisory services, or simply possess an avid curiosity about wealth management and legacy, "Raising the Baobab" speaks to you. It's more than a book; it's a collective repository of wisdom, featuring contributions from over 40 illustrious experts in the family wealth advisory sphere. Why is "Raising the Baobab" a must-read for a diverse audience? Wealth Wisdom Collective : Benefit from the unparalleled expertise of over 40 globally-recognized authorities, each bringing their unique perspective to the complex tapestry of wealth management. I nclusive Wealth Exploration : Dive into the exploration of the five essential capitals of wealth – Human, Intellectual, Social, Spiritual, and Financial – concepts that resonate regardless of your background or role. A Legacy Guide for All : This book demystifies the process of legacy building, offering valuable insights into cultivating wealth that encompasses much more than financial assets. Accessible Yet Profound : "Raising the Baobab" is crafted to engage readers at all levels of wealth management knowledge, presenting deep concepts in an approachable manner. Universal Principles of Wealth : The strategies and philosophies within these pages apply to individuals and families in business, advisors, and the intellectually curious alike, providing timeless principles for enduring success. "Raising the Baobab" is a beacon for those who seek to secure a prosperous future through interconnected dimensions of wealth. It's a guide that unites diverse individuals under the common goal of nurturing a legacy that withstands the test of time and transcends monetary value. This book is your invitation to a community of thinkers, leaders, and innovators who understand that the true measure of wealth is not just in the balance sheet, but in the strength of human connections, the power of knowledge, the reach of social networks, and the depth of spiritual grounding. No matter who you are or where you come from, "Raising the Baobab" offers the knowledge and strategies to help you lay the foundations for a lasting legacy. Order your copy today and take the first step towards a future where your wealth and values live on, generation after generation.

One of the country’s leading recruitment specialists has been given an award for its innovation and leadership in removing barriers to employment and boosting social mobility. Pertemps Network Group has been named a Purpose Coalition Champion by the organisation, headed by former Education Secretary Justine Greening, in its annual awards. The Purpose Coalition said West Midlands-based Pertemps had demonstrated exceptional leadership on the Levelling Up agenda and its “desire to use its convening power as a force for good”. The Breaking Down Barriers award came as Pertemps and the Purpose Coalition launched their new Workforce of the Future report in Westminster, following a series of meetings with industry leaders, setting out recommendations about how to better support those who are furthest from the job market. Carmen Watson, Chair of Pertemps Network Group, which has its headquarters in Meriden, said: “We are incredibly proud to have been recognised with this award for our work on social mobility." “The work we have been doing with The Purpose Coalition over the last couple of years is incredibly important. It started with us looking at our own organisation to identify good practices in helping hard-to-reach groups into work and how best to share that we others, as recorded in our Impact Report." “Following on from this, we convened a series of roundtables with industry and public-sector organisations, to discuss our shared challenges and how best to address them." “The results of this were published in our Workforce report last week. We are now looking to the next steps – putting tangible programmes into place with our partners, to help remove barriers to employment and support the Levelling Up agenda." “This is a journey – one where we feel we are adding real value and one we feel very proud to be a part of.” Rt Hon Justine Greening said: “These awards are testament to the creativity and determination of those who have put social mobility at the top of their agendas." “Pertemps is leading the way and I want to congratulate them personally for the commitment they have shown to spreading equality of opportunity. I hope their achievements will inspire others to look at their own organisations and communities to see where they could also make a difference." “We are shaping the agenda like never before, at party conferences, with ministers and shadow ministers and through our policy roundtables. I know that, collectively, we will continue to explore innovative solutions to break down barriers and unlock potential.”