A brewery apprentice from Cornwall is set to have his beer showcased in more than 800 pubs across the UK later this month. Joe Baker, 26, took up an apprenticeship at St Austell Brewery two years ago. As part of his apprenticeship, he designed his own beer – Average Joe! – a sweet, amber ale (4.5% ABV) which featured as part of the brewery’s Cask Club series around a year ago. But Average Joe! has had a more than average reception, having been selected to feature as one of 30 real ales in Wetherspoon’s 12-day autumn ale festival which starts on 11th October. Average Joe! Has floral and berry flavours, complemented by malty and caramel and biscuity tones. 140 barrels of the beer have been produced by Joe and the team ahead of the festival, making it his biggest brew to date at an early stage in his career. Joe, from Camborne, said: “I came up with the recipe design at the start of my apprenticeship. There was a beer we had on at the time which had the Bramling Cross hop in it which I enjoyed, so I thought I’d make a sweet, sessionable beer I’d like to drink. It came out on Cask Club and went down really well." “On finding out his beer will be sold in Wetherspoons up and down the country, Joe added: “I was really excited. When Average Joe! came out I was away so I didn’t get to have that much of it, so it’s nice to be able to have it again. My uni friends around Guildford will be able to try it as well." “I met up with some friends recently. We’ve all got jobs now but they were all talking about how I was brewing a beer and it was going to be going into Wetherspoons.”

GAP Hire Solutions, the UK’s leading independent hire company, has earned recognition as one of the top Family Business Apprentice Employers in the UK. This prestigious honour, bestowed by Family Business United, underscores GAP's unwavering dedication to nurturing emerging talent and highlights its outstanding accomplishments in the field of apprenticeship programs. GAP's Remarkable Apprenticeship Milestones As of June 2023, GAP has onboarded an impressive 69 apprentices across the UK. Within the 2022/2023 year, 22 promising individuals embarked on their apprenticeship journeys with us, while an admirable 8 apprentices successfully completed their programs with flying colours, ready to embark on their next ventures within GAP Hire Solutions. A Dedication to Talent Cultivation Carly Scoular, Learning and Development Manager at GAP Hire Solutions, shared insights into the company's philosophy: "At GAP, we know that our company success is down to our people. For this reason, we are huge advocates of apprenticeships as this not only enhances our employee skill set but also provides an opportunity to join an award-winning organisation, with a guaranteed job once qualified." A Diverse Array of Apprenticeship Opportunities GAP Hire Solutions offers a diverse range of apprenticeships, including Plant Mechanic Level 3 and Customer Service Level 2. These programs empower apprentices to earn a salary while acquiring invaluable skills within their chosen sector. Through our partnerships with prestigious colleges and top-tier training providers across the UK, we ensure that our apprentices attain formal qualifications that elevate their career prospects within our organisation. Scoular emphasised GAP's ongoing commitment to fostering fresh talent, asserting, "We will continue to invest in Apprenticeships in the future as we truly recognise this is the best way of recruiting new talent with fresh ideas and the potential to be part of the GAP Family for many years to come."

Family businesses play a pivotal role in the Scottish economy, contributing significantly to its stability and growth. These enterprises, often passed down through generations, have a unique place in Scotland's economic landscape, embodying a strong sense of tradition, community and commitment. One of the most evident aspects of family businesses in Scotland is that they span across various sectors, from agriculture and manufacturing to retail and hospitality. In many cases, these enterprises are deeply rooted in their local communities, providing employment opportunities and supporting the local economy. Family businesses also foster resilience within the Scottish economy. Their long-term perspective often allows them to weather economic storms and adapt to changing circumstances. This stability is crucial in times of uncertainty, as family-owned companies can continue to operate when larger corporations might face more significant challenges. Furthermore, family businesses contribute to Scotland's cultural heritage. They preserve traditional craftsmanship and techniques, ensuring that valuable skills are passed down from one generation to the next. This commitment to heritage can be seen in the quality of products and services these businesses offer, attracting both domestic and international customers. Family firms are not just about profits; they prioritize community engagement and social responsibility. Many of them support local charities, sponsor community events, and invest in education and skills development. This commitment to their communities helps create a sense of belonging and shared values, strengthening social bonds and cohesion. Moreover, family businesses foster innovation. The mix of tradition and a fresh perspective from younger generations can lead to creative solutions and new business ideas. This infusion of innovation continues to help drive economic growth and diversify the Scottish economy. Family businesses are the heart and soul of the Scottish economy. They bring stability, tradition, resilience, and a commitment to community that extends far beyond their balance sheets. Recognising and supporting these enterprises is not just an economic imperative but a way to preserve Scotland's rich cultural heritage and ensure a brighter future for generations to come. Family business is an important sector in Scotland, contributing significantly in terms of employment, income generation and wealth creation, not forgetting their support for the communities in which they operate and all the great things they do to support them.

The LEGO Group announced it has appointed Annette Stube as its Chief Sustainability Officer. Annette, who is currently Executive Vice President and Head of Sustainability at Stora Enso will join the company on January 1, 2024. The role will report to Chief Executive Officer, Niels B Christiansen and be responsible for leading the company’s environmental sustainability vision and strategy and working with operations, product development and marketing teams to deliver company-wide plans and targets. Annette will also support the LEGO Group’s external environmental communications and engagement activity. Niels B Christiansen said: “We are excited to have Annette join us to further advance our sustainability ambitions. Delivering on our Planet Promise is one of our most urgent and important challenges." "While we have made significant progress over the past few years to reduce the impact our business has on the planet, we have much more to do. We have set ambitious targets to reduce carbon emissions, make our products and packaging more sustainable and circular, and run zero impact operations. Annette has a strong track record in helping companies and governments drive systemic change which delivers lasting environmental impact.” Annette Stube said: “I am excited to join the LEGO Group and be part of the team helping to create a better environment for the benefit of future generations. There are very few companies who have children as their primary customers, which reminds us that the need for change is very real and urgent. It is encouraging to see the LEGO Group prioritise investments and resources against accelerating its sustainability ambitions and I am looking forward to playing my part to deliver those.” Annette brings to the LEGO Group more than 25 years’ experience working in sustainability. Prior to her role at Swedish-Finnish renewable materials company, Stora Enso, she worked at Maersk as head of sustainability for more than ten years. Before that she held senior sustainability roles at Novo Nordisk. She is currently a member of the Presidency for WWF, Denmark, and has acted as an advisor to the Danish Government on a range of sustainability topics. Annette co-authored Squaring the Sustainability Circle and has been an Adjunct Professor at Copenhagen Business School for the past 10 years.

A pioneer in the food industry has joined one of the UK’s biggest ingredient firms to help facilitate the company’s next phase of growth. Susie Turan, a seasoned professional in the food industry, has joined Macphie Ltd as Head of Product and Innovation to play a pivotal role in adding fresh-thinking to the firm’s impressive product portfolio. Known for creating freezer favourites like Magnum Double, Solero Berry and Vegan Carte D’Or, Susie has held senior roles at the likes of Unilever, Genius Foods and Finsbury Foods. With over three decades of accomplishments in the food sector, the London-born R&D specialist is now set to head up a Product Development team at the Aberdeen-shire based firm. Susie said: “Macphie is an absolute leader in its field for a reason so I’m thrilled to now be playing a part in that. The values of the brand and the opportunities within its product range instantly sang to me." “I’ve had a really varied career path and the original plan wasn’t to be in the food industry. After gaining a PhD in Chemistry, I joined Unilever’s laundry department developing sensors that made washing machines more eco friendly. From there, I moved across to its food division and I’ve not looked back since." “Since then, I’ve worked to improve and create recipes and processes across the board – from ice creams and sauces to kids and vegan ranges, as well as baked goods, frostings and icings – making Macphie’s product portfolio a really fitting match." “I’ve always admired Macphie as a company, the products, the values and its strong sustainability goals. I’m really looking to working with the team, growing together as a team and hope to add something different to this brilliant food firm.” The mum of two holds 10 patent fillings for food industry creations across a range of food types and led teams of developers and food technicians. Having worked across the USA and Europe, Susie is well placed to support Macphie’s push for global expansion. The new hire will look to help Macphie on its continued journey of global expansion and support the diversification of its product portfolio and innovation credentials. Andy Stapley, CEO of Macphie, said: “Susie arrives with a wealth of experience, genuine passion, and exceptional leadership qualities. From the get-go, we’ve already seen Susie bring an abundance of value and fresh thinking to the firm." "Her invaluable expertise promises to significantly enhance the team and we’re really looking forward to implementing her ideas and making the most of her impressive experience." “It’s another really important appointment for us at Macphie and marks another significant addition to the senior leadership team.” Macphie has grown from its roots as a craft baker into a global ingredients manufacturer, supplying food brands, household name businesses and the wholesale sector with the products it develops at its Glenbervie factory. The Aberdeenshire firm is an internationally renowned ingredients manufacturer established in 1928, which now employs more than 250 people across its three sites. It manufactures a wide range of products including cake mixes and savoury sauces, as well as offering plant-based and gluten-free options. Its vision is to be the go-to partner for food brands around the world, turning ideas and creativity into practical solutions. Its passion for making life easier for chefs and bakers is reflected in its “simply clever” strapline.

A new community facility in Ferndown is hosting an open day on Friday October 6 – the recently rebuilt AE Jolliffe & Son funeral directors. It has undergone a huge programme of development at the site on the town’s main crossroads. It is part of Douch Family Funeral Directors, which has invested heavily in the rebuild to create a facility for the future. The site included a 1930s house and a collection of buildings erected in a piecemeal fashion. While the house remains, it has been extended to provide reception area, offices meeting rooms and five chapels of rest where families can visit their loved ones. Beyond that is a garden of remembrance which people can visit at any time for a moment of calmness and serenity. There is also now a purposefully designed ceremony room for funeral services. The space can be adapted for various other events, complimented by the adjoining function area. Buildings for the other parts of the business have been added along with parking spaces for visitors and for the business’s funeral fleet. During the open day – which is between 1pm and 5pm – refreshments will be available and there will be six community groups in attendance. Tours of the areas not usually open to the public will be available and outside will be parked a hearse, motorcycle hearse and limousine that visitors can explore. The workshop will also be open and visitors will be able to get some hands-on experience. Nick Douch, managing director of the family firm, said: “The upgrading of our Ferndown facility is part of a rolling programme to improve all our seven branches in Dorset. The site was large but had not been maximised to its full potential over the years. However, we were able to get permission to make a far better use of the land and we are very pleased to be able to invite the public to come along. “The new premises will enable people to have a funeral service and a wake in the same location, which is more cost effective and more practical. And we have installed technology so services can be broadcast to those who are unable to attend." “The space is also available for community events and for clubs and groups to take advantage of. While we retain the important traditions of our long-standing branches, we are always looking to the future.”

The LEGO Group announced that it is expanding its factory in Nyíregyháza, Hungary, creating additional production capacity to continue to meet strong demand for LEGO® play experiences. Carsten Rasmussen, Chief Operating Officer at the LEGO Group said: “The LEGO Group has a strong history of operations in Nyíregyháza, celebrating 15 years of production this year. This investment is one of several strategic expansions in our supply chain network, setting us up for long-term growth so we may continue to delight more children and fans around the world.” The expansion will include additional packaging modules, warehousing areas, and miscellaneous facilities, which will add 30,000 m2 of built-up area to the current site and will increase the packaging capacity by nearly 30 percent. The Nyíregyháza factory currently employs 3,300 people, with an additional 300 team members expected to be added over the course of the expansion. Work on the expansion will begin this year and is expected to be completed in 2025. Chresten Bruun, General Manager of LEGO factory Nyíregyháza and Senior Vice President at the LEGO Group, said: “Nyíregyháza is a world class manufacturing facility with a highly skilled and motivated workforce. I am thrilled that through our investments, we can bring additional production volume and activity in the next couple years.” The factory expansions are designed to support the LEGO Group’s sustainability ambitions, including the company’s commitment to reduce carbon emissions by 37 percent by 2032*. The company built a solar plant at the factory site in 2021, which includes more than 9,000 solar panels, and plans to further increase the amount of energy on-site through rooftop solar panels on the new buildings. The Nyíregyháza factory is one of three of the LEGO Group’s factories which performs all aspects of the manufacturing and packaging of LEGO products, including moulding LEGO elements, element processing and decoration and packing LEGO boxes.

Yorkshire-based family automotive retailer JCT600 is donating a year’s supply of Chemo Ducks to both the Leeds and Sheffield Children’s Hospitals in partnership with The Give A Duck Foundation, a UK-wide children’s cancer charity. With dealerships in Leeds and Sheffield, JCT600 is supporting these local communities with a donation of 200 Chemo Ducks for children in Leeds and Sheffield Children’s Hospitals. Fitted with medical lines and ports to mirror those of the child, Chemo Ducks are used by play leaders during play therapy to prepare children for their treatment, whether it’s an appointment with their consultant, administering chemotherapy or taking blood samples. Chemo Ducks will also be on display at all 19 of JCT600’s dealerships in Leeds and Sheffield to raise awareness of the initiative and encourage customers to make a donation towards funding more ducks. To find out more, visit Charity & Community - JCT600 “We are proud to be playing our part in supporting this fantastic charity which is helping to improve the lives of children with cancer in Yorkshire,” comments Andy Bateman of JCT600. “It’s a really innovative scheme and we hope that many of our customers as well as businesses in the region and across the country will help the charity to meet its goal of providing a Chemo Duck to every child diagnosed with cancer in the UK.” Elaine Dunning of Give A Duck, adds: “It’s great news that a well-known and trusted brand like JCT600 is supporting The Give A Duck Foundation. The charity aims to help children feel they can take back some control at a time when they may feel they have very little, as well as removing some of the fear by seeing Chemo Duck experiencing the treatment the children will go through, and providing a relaxed way to have discussions about what will happen to them in hospital. Many thanks to the JCT600 team for their support, and also to Blue Light Babies and Fleet Factors for creating the bespoke JCT600 duck outfits.” The Give A Duck Foundation works with all 19 specialist childhood cancer centres in the UK and 34 shared care UK hospitals. By working with health care professionals about the many uses and roles Chemo Duck can play during treatment, Give A Duck can help make things a little easier at a really difficult time.

Julius Rutherfoord & Co, one of London’s largest independent cleaning companies, has successfully retained one of its most prestigious contracts, through a competitive tender process. The contract, awarded by the United Grand Lodge of England (UGLE), underlines the company's exceptional commitment to excellence and service. JR&Co embarked on its partnership with the UGLE, which is the governing body of Freemasonry, in September 2016. The Premier Grand Lodge was founded in London in 1717 and became the United Grand Lodge of England in 1813. With a global membership of 175,000 and over 7,000 Lodges, UGLE occupies a unique place of influence. Its headquarters is at Freemasons’ Hall, a stunning Grade II* listed Art Deco building that proudly stands on Great Queen Street in Covent Garden, London. JR&Co’s contract retention will see them continue to provide cleaning and washroom services to the Covent Garden hot spot. The renewal was awarded due to the company’s ability to deliver and excel at customer service; its proactive cleaning approach and the flexibility it demonstrates in its day-to-day service offering. Richard Jewitt, Director of Building Services at UGLE, said: "We are very pleased that JR&Co has been reappointed as our contract cleaner. Over the last seven years, its on-site team has consistently delivered very high standards day in, day out for us, and has looked after our unique building, so it is always clean and always looking great." Managing Director, Chris Jarvis, comments on the news: “The extension of this contract is testament to the hard work of our dedicated people. At JR&Co, we believe that our business success is based on the service delivered by our expert teams, which is why we pay such great attention to making sure that they are rewarded and recognised." “Client satisfaction means a lot to us at JR&Co. We have built a market-leading reputation off the back of getting to know our clients, their businesses, and their needs. There is no greater endorsement from a client than a contract extension, as it demonstrates the value they place on us as a part of their own team.”

A hospitality professional from Ambleside has landed his first role as a head chef, having started his career as a kitchen assistant just five years ago. 31-year-old Matt Jones is the new chef in charge of the kitchen team at Blue Smoke at Low Wood Bay in Windermere. He joined English Lakes Hotels Resorts & Venues in 2018 and rapidly worked his way up the catering team in a variety of different roles including chef de partie and junior sous chef. Before joining the hotel group, Matt had worked in security and hospitality before deciding that it was the latter in which he wanted to forge a career. He saw the job advertised at Low Wood Bay and decided to take the plunge. Matt developed an affinity for helping to run the kitchen and was fascinated by the restaurant’s double wood-fired grill, sensing the opportunity to get more and more involved in traditional cooking techniques over hot embers and innovative flavours in meats, fish and vegetables. With a combination of in-house training and mentoring from senior chefs and managers at the hotel group, Matt took on greater responsibilities and worked his way up the kitchen hierarchy. Matt says: "Blue Smoke is a great place to work, especially as I have a real taste for the type of barbecue and wood smoked steak and meat dishes we serve here. It suits me right down to the ground." “When I joined the team here, I wanted to do well, but the main reason for my progression is really down to a strong team working environment, with plenty of development support and, importantly, a real sense of fun." Mark Needham from English Lakes Hotels Resorts & Venues adds: "It's been great to follow Matt's progress since he joined the food and beverage team at Low Wood Bay five years ago. “He's always been willing to take on new challenges and be proactive within the team and that approach naturally lends itself to leadership roles. When the head chef position became vacant, it was an obvious choice to promote Matt into the role."

Berghaus, Endura and Canterbury of New Zealand are teaming up with Scottish rugby star Kenny Logan for a charity challenge with a difference. Starting on the 1st October, Kenny and a team of celebrity friends will undertake a gruelling 700 mile walking and cycling challenge from Murrayfield Stadium, Edinburgh, to the Stade de France, Paris. Kenny will be accompanied by stars including football legend Ally McCoist, actor Jamie Bamber, television and radio presenter Kirsty Gallacher, adventurer Jason Fox, and Kenny’s wife and television presenter Gabby Logan. Kenny’s Challenge will raise vital funds for the My Name’5 Doddie Foundation, supporting research into Motor Neurone Disease (MND). With a shared goal of creating a world made stronger by sport, Endura, Berghaus and Canterbury are committed to giving more people the chance to live a healthy, active lifestyle. The brands are calling on peers in the sports industry to join them in supporting the cause and help create a world free of MND. Endura, Berghaus and Canterbury are donating products to support the celebrities during their gruelling 700-mile journey. Pentland Brands is also fundraising by encouraging employees to take part in a 700-mile virtual challenge alongside the celebrities, donating funds to the charity for every hundred miles covered. The challenge is undertaken in memory of Doddie Weir OBE, one of rugby’s most recognisable personalities. After earning 61 caps for Scotland and representing the British & Irish Lions, in 2017, Doddie revealed he was suffering from Motor Neurone Disease. The challenge marks the first Rugby World Cup tournament since he sadly passed away in November 2022. Supported by World Rugby and in memory of Doddie’s incredible legacy, the challenge team will deliver the match ball to the final pool B game at the Rugby World Cup, Ireland vs Scotland, on the 7th October. Kenny Logan, ex-rugby player and challenge leader, says: “Doddie had the most incredible mindset in the toughest of circumstances. He was stubborn, but as soon as he realised he wouldn’t be able to help himself, he dedicated his time to helping others. We’re grateful to all the partners who’ve supported us and the My Name’5 Doddie Foundation, so that one day, everyone in Doddie’s position will have a better chance.” Charlotte Cox, regional president – EMEA, Pentland Brands, says: “Everyone can take inspiration from Doddie’s sporting career and the unrivalled legacy that he’s left behind. We’re proud to support Kenny in his quest to raise vital funds and create a world free of MND. We’re calling on our peers, retailers and partners in the sports industry to join us in supporting this incredible cause.”

A family charter, also known as a family constitution or family governance document, is a formal written agreement or set of principles that outlines the values, goals, and rules governing a family's affairs and relationships. It often addresses matters such as wealth management, inheritance, decision-making processes, conflict resolution, and the roles and responsibilities of family members within a family-owned business or a wealthy family. A family charter helps promote transparency, communication, and the long-term stability of a family's assets and relationships. So what are some of the key components that are often included in a family charter? A family charter typically includes key components to establish a framework for family governance and facilitate effective communication and decision-making among family members. These components often include: 1. Mission and Values : A statement of the family's core values, mission, and long-term goals, which serve as a foundation for all family activities and decisions. 2. Ownership and Governance Structure : Details on how the family's assets, including businesses and investments, are owned and managed. This may involve defining the roles and responsibilities of family members and governing bodies. 3. Succession Planning : Guidelines for the transfer of leadership and ownership within family businesses or other assets, including criteria for selecting successors and a timeline for transitions. 4. Wealth Management : Strategies for managing and preserving the family's wealth, investment policies, and guidelines for spending, saving, and charitable giving. 5. Communication and Conflict Resolution : Protocols for open and effective communication among family members, as well as procedures for resolving conflicts and disagreements. 6. Education and Development : Plans for educating and developing family members, especially the next generation, to ensure they are equipped to manage family assets and responsibilities. 7. Decision-Making Processes : Procedures for making decisions that affect the family, the business, or the assets, including how votes are cast and how disagreements are resolved. 8. Governance Bodies : The establishment of family councils, boards, or committees responsible for overseeing various aspects of family affairs and assets. 9. Financial Transparency : Guidelines for sharing financial information with family members, ensuring transparency and accountability. 10. Family Employment Policies : If applicable, policies regarding family members' involvement in the family business, including qualifications, job roles, and compensation. 11. Dispute Resolution : Procedures for handling disputes and disagreements among family members, potentially including mediation or arbitration processes. 12. Continual Review and Updates : A commitment to regularly review and update the family charter to adapt to changing circumstances, family dynamics, and goals. Each family charter can be tailored to the specific needs and dynamics of the family, but these components are common elements that help structure family governance and maintain family unity over generations. In many cases the creation of a family charter is a journey for the family with honest and open conversations needed to drive the creation of a set of rules that everyone has bought into. For many, the process is more important than the document itself.