Lead Generation vs Lead Nurturing
CONNECTING BUSINESSES ACROSS THE UK
Anna
www.paramountmedia.co.uk
May / June 2022 Issue 6
Trialling the 4 day working week
Could Facebook become a force for good?
How can Biophilic Design Bring Employees Back into the Office?
Improving digital experiences in the workplace
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Contents
Page 6 Employee Burnout Page 9 Underachievement in children post lockdown Page 12 Lead Generation vs Lead Nurturing Page 15 Improving digital experiences in the workplace Page 17 4 day working week Page 18-19 Halton Business Awards - Finalists Revealed Page 20 UK Retail sales slump Page 22 Telemarketing vs Telesales Page 23 UK launch of breakthrough seizure monitoring device Page 25 Biophilic design in the office Page 26-27 Dangers of calorie menus Page 28 Could Facebook become a force for good? Page 33 Health inequality - Englands life expectancy gap is growing Page 36 Lifestyle changes that could make Dementia rare in 20 years Page 39 Beat May deadline for funded training across Cheshire
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Poor mental health and unhappy team members cost British employers up to £45bn per year. When considering that more than half (57%) of all British workers feel worn out by their jobs
Employee Burnout: The Financial Impact to Businesses and How to Tackle it
Customers are always at the heart of a business. In fact, company owners, managers and their employees often go out of their way to please and satisfy every client’s needs. There is no hiding that this can be a tiring and demanding process, and it can eventually end up having a detrimental impact on a business’ biggest asset: its employees. Without adequate support and precautions, workers can face burnout. Not only will this put their physical and mental wellbeing to the test, but it can also conceal serious implications for the business itself. Stressed and unhappy employees can be more difficult to manage and – in the long term – could have pricey consequences on the company’s finances. But what are the causes of burnout? What are its consequences? With some insights from Westfield Health, we explore some of the costs of employee burnout and provide some tips to keep this issue at bay. The financial impact of employee burnout Workplace wellbeing should be at the forefront of every business agenda. A team with people that are focused and motivated will drive your company to success. However, there are many factors that can put employees’ mental and physical health to the test. All jobs come with pressures and responsibility, but exposure to excessive stress and unreasonable tasks can pave the way to burnout. This should never be taken lightly, as it can cause severe feelings of exhaustion, detachment and bad mood. What’s more, it can lead to poor decision-making and to the worsening of workers’ overall health. In this respect, it is no surprise that the World Health Organization in 2019 added ‘workplace burnout’ to its list of mental conditions and diseases. Employee burnout can be the result of a lack of manager support, unclear communications and messages from superiors, unmanageable workload and unfair treatment during (and after) work hours. As for the latter, the presence of bias, favouritism or mistreatment at work can make it 2.3 times more likely for an employee to experience burnout. If a worker is feeling overwhelmed, they could soon show signs of cynicism and negativity, and their professional efficiency will start to decrease. But, as well as damaging the mental wellbeing of your employees, burnout can hit the finances of your business too. First of all, increasing disinterest and disengagement will have a significant impact on the productivity of your company, as workers will have no motivation to grow your business and enhance its income. Furthermore, if an employee is not driven and is overly stressed, there is a chance they will take frequent sick days as a result. Absences cost UK businesses about £7bn every year, whereas employee turnover accounts for a loss of around £8.6bn. Ultimately, if a worker is experiencing burnout in their current workplace, they are likely to leave and seek a new job opportunity. Poor mental health and unhappy team members cost British employers up to £45bn per year. When considering that more than half (57%) of all British workers feel worn out by their jobs, these stats are sadly not too surprising. However, as a business owner or manager, you can tackle these numbers and boost your business’ earnings by following some simple steps. How to prevent employee burnout A 2020 study published by Deloitte shows that investing in mental health and taking care of employees’ wellbeing can have a positive influence on your business’s finances. Specifically, it found that you are likely to receive an average return of £5 for every pound you spend on supporting your team. But how can you achieve this? Here are a few tips on how to actively tackle burnout in your workplace: Dissuade employees from overworking –Long working hours and heavy workload are among the main risks of employee burnout. In fact, there is a strong connection between mental exhaustion and working over 40 hours per week. Therefore, balancing your people’s tasks and ensuring that they are well distributed around teams will play a crucial role in keeping your employees happy and healthy. You may also want to encourage your workers to disconnect after a certain time, while also reminding them that they can pick up their unfinished tasks in the morning. Restore work-life balance –Another way to suppress burnout is to ensure that your employees are enjoying a good work-life balance. If they are living to work, rather than working to live, you should take action. In this sense, offering a flexible work schedule could be a valuable option. Explain the importance of dedicating some precious time to their interests, family and friends. Social and ‘me’ time will uplift their mood and refuel their energy. Create a positive work environment –As a company owner or as a manager, it is your duty to make sure that the atmosphere inside the workplace is both pleasant and positive. Cultivate a relaxed attitude to work, understanding of personal issues and a zero-tolerance policy for any form of unnecessary pressure or intimidation. A healthy and genuine workplace culture will allow you to keep your team’s happiness and productivity on point and, as a result, your business will develop too. Talk, listen and show support –It is important to always set clear goals and targets. If your team knows what is expected from them, they will embrace their tasks with more confidence and calmness. Additionally, be open to feedback and invite your team to share their feelings with you. If they are struggling, show them support and work towards a solution that suits you both. Employee burnout is a recurring issue that should not be underestimated. Not only can it pose a threat to your employees’ physical and mental wellbeing, but it can also affect the finances of your company. With some small precautions, however, you can put a stop to unnecessary exhaustion and promote a pleasant work environment.
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Two years after the first lockdown almost a third of young children are not reaching learning expectations for their age
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Two years since schools closed to most pupils, younger children's learning is showing no sign of recovery, according to one of the largest reports into the impact of the pandemic on primary school children which was released today. Children in Year 3 (aged 7- 8 years old) experienced a steeper drop in their learning during the Covid crisis than older primary school children, and the pandemic has delayed their recovery more severely. TheJuniper Education National Dataset Report, March 2022 – The impact of the Covid-19 pandemic on primary school children's learning examines teacher assessment data from over half a million pupils representing more than 6,000 primary schools. It looks at the percentage of pupils achieving, or exceeding, what is expected for their age (age related expectations) for all pupils who were in primary school at the start of the pandemic – the current Years 3 through to 6. The data compares their attainment in reading, writing and maths with pre-pandemic levels. Youngest worst affected The report reveals that nearly one in three of all Year 3 children has not met age related expectations in reading, writing or maths compared with around just one in five before the pandemic, when these pupils were in Year 1. In autumn 2019, 82 per cent of Year 3 pupils achieved age related expectations in reading, 79 per cent in writing and 83 per cent in maths. Two years later these figures have dropped to 68 per cent, 58 per cent and 69 per cent of pupils respectively. Frazer Westmorland, headteacher of Mundella Primary School in Kent, said: "The huge disruption of the pandemic means that many children haven't had the opportunity to rehearse the routines, skills and social aspects of learning which they normally develop in Key Stage 1. So by the time those children reach the middle years of primary school, they are struggling to find their feet. "This report provides a strong evidence base from which schools can direct their strategy and resources to support the pupils in greatest need and help them make the most of the years ahead." Recovery slowest in youngest pupils The report indicates that not only has younger children's learning suffered the most during the pandemic, but it is also yet to show signs of recovery. The number of Year 3 pupils working at age related expectations has fallen progressively from pre-pandemic levels right through to autumn 2021. However, there are some early signs of recovery in the older year groups with a slight uplift in attainment during the autumn term. Year 6 reading attainment increased from 70 per cent in summer 2021 to 73 per cent in autumn 2021. Writing attainment rose from 60 per cent in summer 2021 to 63 per cent in autumn 2021, and maths went up from 67 per cent to 70 per cent. Youngest pupils with SEN fall further behind their peers The pandemic has raised new barriers for children with SEN, with the gaps widening between children with SEN and their classmates, particularly in Year 3. In 2019, the gap in attainment for Year 3 pupils with SEN in reading was 29 percentage points. Two years later, the gap has grown to 45 points. Writing is the subject most affected Of the three core primary subjects, writing suffered the most from the pandemic. All year groups in the study saw steeper drops in writing than in reading or maths. The biggest fall in writing attainment was for Year 3, with only 58 per cent of children where they should be for their age in writing compared with 79 per cent prior to the pandemic. Inequalities growing between disadvantaged pupils and their peers The Covid crisis has exacerbated inequalities by widening the attainment gap between children from disadvantaged backgrounds and their classmates. In autumn 2019, 68 per cent of disadvantaged children (those who qualified for Pupil Premium) met age related expectations in maths compared to 82 per cent of their peers – a 14-point gap. By autumn 2021, only 55 per cent of disadvantaged children were reaching expectations for their age in maths, a gaping 20 points behind their peers. Report author and former primary head, Stephan Nicholls, who works as an education consultant for Juniper Education, said: "The past two years have been exceptionally disruptive to children's education, and Year 3 children – whose last normal year of schooling was when they were in Reception – have suffered the most from the pandemic. "While the report brings sobering news, there are glimmers of hope that older children are already taking the first steps towards recovery in their attainment." Nearly one in every three children in Year 3 has not met age related expectations in reading, writing or maths. That compares with just one in five children prior to the pandemic. Year 3 children not only suffered the biggest drops in attainment compared to their older peers, but unlike older primary school pupils their learning is yet to show signs of recovery. There were signs of recovery for Year 6 children with small increases in numbers of pupils achieving age-related expectations between summer and autumn 2021 for each of the three subjects. The gap between disadvantaged and non-disadvantaged children has widened over the course of the pandemic for primary school children in Years 3 to 6. The gap between younger children with SEN and their classmates has widened during the pandemic. The gap in attainment between Year 3 children with SEN and their peers in reading was 29 percentage points in 2019, this had grown to 45 points in 2021. Writing was the subject hardest hit by the pandemic for children in Years 3 to 6. Only 58 per cent of Year 3 children are meeting age-related expectations in writing compared with 79 per cent in 2019. The report can be viewed at https://junipereducation.org/resource/downloads/national- dataset-report/
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It is exactly two years today since schools closed to most pupils, and younger children's learning is showing no sign of recovery, according to one of the largest reports into the impact of the pandemic on primary school children
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The report indicates that not only has younger children's learning suffered the most during the pandemic, but it is also yet to show signs of recovery
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Lead generation is "the process of gaining the interest of potential customers to increase future sales." In contrast, lead nurturing is "the process of developing and reinforcing relationships with buyers at every stage of the sales funnel"
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Lead generation vs lead nurturing: Is one more important than the other?
Credico is a specialist in lead generation, lead nurturing, and sales conversions. And here, we will outline what is required in each crucial part of the pipeline. With Hubspot recently sharing that "65 per cent of businesses say generating traffic and leads is their biggest marketing challenge," Credico's expertise is in high demand. Leads are generated by acquiring potential prospects' interest in a product or service. All businesses need to develop a lead generation pipeline, regardless of industry. Once prospects have been gathered, your sales team willnurturethose leads and convert them into sales. New leads are generated through an accumulation of touchpoints. These can include TV, radio, blogs, social media, billboards, retail, direct mail, and events. Attracting potential customers and showcasing offers is what lead generation is all about, and, in turn, gaining a prospective customer's affection, trust, and contact details. Once leads have been generated, these prospects have to be nurtured into a sales conversion. Did you know? 80 per cent of new leads gathered during the lead generation stage never become sales, and this is why leadnurturingis vital. Lead nurturing is the part of customer acquisition that builds strong relationships to turn these prospects into loyal, paying customers. Nurturing a consumer can be done in several ways: sharing personalized content (such as via email marketing), creating brand awareness, having your business be well known in retail atmospheres, and ensuring your team has a genuine relationship with your potential customers. Lead nurturing is the touchpoints you have after the initial lead generation that builds a relationship between the prospect and your brand. It is reported that only 29 per cent of brands nurture their existing customers beyond the initial purchase (Demand Gen), so improving this part of the pipeline can potentially add more value to your business. To have a successful sales strategy, your team must pay close attention to which leads are being converted into sales. Take note of which nurturing process(es) these customers have gone through and those who purchase again. This data will help you understand the most engaging processes for the leads and how to create the most loyal customer base. Credico understands that both lead generation and lead nurturing are equally important, and they must work in perfect harmony to secure your firm a higher quantity and quality of sales. Therefore, neither is more important. Businesses must generate leads initially in order to nurture them into paying customers.
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How can Business Leaders Improve Digital Experiences in the Workplace?
Implementing digital transformation into your business is essential for success. But with technological advancements dominating the business world, it’s important to assess the digital additions within your company to discover if they are making the expected improvements. As a business leader, you may wonder where to start. Here, we explore five ways to improve digital experiences in the workplace. Provide training on digital tools There are plenty of ways digital additions will fit within your company, and there can be many purposes too. One benefit is that it can make your employees’ working processes quicker, whether it be through upgrading devices or even the installation of software. With technology constantly changing, workers often have to adapt to new tools. It can be tricky for employees to familiarise themselves with new concepts that they haven’t used before. It’s important to provide regular training for employees. Not only will it make the transition easier for them, but tasks that require new technology will be completed at a quicker pace and to a high standard. Digital signage can be used to great effect in staff training, as it can not only provide valuable information but also offers a sense of belonging too. Keep up to date with digital trends The COVID-19 pandemic placed emphasis on the necessity for digital implementations in the workplace with many businesses making adaptations in a time of need. But the demand remains, with the digital transformation market expected to reach $490 billion in 2025 compared to $300 billion this year. Therefore, the future holds many opportunities to incorporate technology into your business, so it’s essential to set time within your company to research current trends and the uses of new technology. Conducting research will allow you to gain insight into the benefits of various digital tools and assess which will be the right fit for you. And with many businesses also looking to improve digital experiences, keeping up to date with trends and new tools helps you stay competitive. Avoid leaving your remote employees behind Currently, one in five Brits work remotely. Despite this being the only solution for non-essential workers during the pandemic, working from home has remained even as lockdown restrictions eased. This has been possible due to technology being the saviour during lockdown, with remote work being incorporated into traditional working life and businesses finding a balance between the two. Remote work offers businesses the opportunity to hire people who aren’t local. So in this instance, you may have just as many employees working from home as you do in the office. It’s key to regularly check in with these employees and ensure that their digital tools are up to scratch, as this is much more important to them than it is for employees working in the office. Ensuring that software and devices are up to date is a necessity so that they can continue to complete their work to a high standard. Planning regular video calls reassures them that they are appreciated in the company, and offers an opportunity to keep them connected. Leave room for personalisation Of course, digital additions will benefit everybody in the workplace. But it isn’t one size fits all, which is why an understanding of various technologies is beneficial for this. Investing in one tool may offer a huge advantage to one specific role within your company, but it may be of no use to another - so plan ways to personalise digital tools for each role. Or if it’s something broad, such as artificial intelligence, it may be able to help many people within the workplace. But offering personalisation ensures that the digital implementations are improving your employees' digital experience, as well as making your investments worth the time and money. Measure the progress of your digital additions Progress monitoring is a vital part of adding digital transformations. You may have integrated a new technology that is the perfect fit for your company, but it is key for you to monitor how successful it is within the workplace. This can be done by comparing data of your new and improved process with your previous routine, or even through requesting customer reviews and feedback from employees. By gathering results frequently, you can measure the success of the digital experiences within your business and gain an insight into whether you need any extra technological tools or upgrades. Additionally, businesses that track their goals are twice as likely to hit all their goals within a year – so it’s a crucial step to improve digital experiences. In recent years, we have learned to rely on technology. It’s a vital aspect of the business world and is transforming businesses to become more fast-paced and adaptable. It’s important to understand why you’re implementing different technologies and the benefits your employees or customers will see as a result. Deploying solutions such as IPTV distribution to remote users and employees working from home enables then to access live and on-demand IPTV content, which can help them in their working day. Equally, remote collaboration tools will help them to keep in touch with colleagues. Without a plan in place to improve the digital experience within your company, the additions that you provide can become somewhat useless. Understanding the ways to improve are essential to keep your business competitive.
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4-day week: Now Great Britain starts the largest field trial
For around 3,000 employees in the UK, the 4-day week will soon become reality – at least for six months. Sixty British companies and organizations have signed up for the largest trial of a 4-day week to date. The start date is June 2022. The trial is being organized by 4-Day-Week-Global, together with the think tank Autonomy. Researchers from Cambridge, Oxford, and Boston College universities will monitor and evaluate the field trial. Participating employers include the Royal Society of Biology, brewing company Pressure Drop and a fish ‘n chips store. “The four-day week challenges the current working model and helps companies move away from simply measuring hours worked and focus more on performance delivered,” said Joe O’Connor, 4-Day Week Global’s pilot project manager. 4-day week in Great Britain: 4 days of work – with the same pay Researchers will work with each organization to study the impact of shorter work hours on employee productivity and well-being, as well as the impact on environmental and gender issues. Participants will work one day less per week – but receive the same pay. According to the organizations conducting the field trial, workers are expected to follow the “100:80:100 model”. They receive 100 percent of the pay for 80 percent of the time. In return, they are expected to try to maintain 100 percent productivity. 4-day week: Largest study to date in Iceland was an overwhelming success The largest study of its kind to date took place in Reykjavík, the capital of Iceland. More than 2,500 employees took part in the study. It was hailed as a success: Employees reported that they were less stressed. Their risk of burnout decreased, and there was no negative impact on productivity or quality of service. The 2015 and 2016 trials led to significant changes in the country. Last year, 86 percent of employees in Iceland either worked shorter weeks or had contracts that allowed them to reduce their hours. At the time, Will Stronge, research director at Autonomy, said, “This study shows that the world’s largest trial of shorter work weeks in the public sector was an overwhelming success by any measure.” Corona has changed priorities among working people The pandemic has changed the way we work: More home offices, digitized work processes, less commute time. Employees have had to take control of their own time management. Most have realized they can work differently, but equally efficiently. “SOMETIMES IT TAKES A MAJOR DISRUPTOR TO BREAK DEEPLY INGRAINED SOCIAL AND CULTURAL NORMS. WE’RE SEEING THAT RIGHT NOW WITH THE FIVE-DAY WORK WEEK. NOW COMES THE FLEXIBLE WORKING REVOLUTION SPARKED BY CORONA. THOSE WHO THINK WE’RE GOING TO TURN BACK THE CLOCK TO TWO YEARS AGO ARE JUST THINKING OF AN ILLUSION – THE FOUR-DAY WEEK IS AN IDEA WHOSE TIME HAS NOW COME,” JOE O’CONNOR IS CERTAIN. The trial in the UK is now being run in parallel with similar pilot projects in Ireland, the United States, Canada, Australia, and New Zealand.
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Halton Business Awards 2022 Finalists Revealed
The very best of business in the borough will be celebrated at The Halton Business Awards on 10thJune as finalists have now been announced. Dozens of local businesses are hoping to come out on top in their categories. The highly anticipated Awards ceremony will be held at Widnes Stadium and includes a 3-course meal and an evening of entertainment with local VIP’s and business leaders. Rachael Owen, Chief Executive of Halton Chamber of Commerce commented, “We have been absolutely delighted at the response to The Halton Business Awards.” “We’ve had an overwhelming number of exceptional applications, giving the judging panel an almost impossible choice. Those shortlisted should be very proud as they represent a breadth of businesses in Halton.” Amongst the finalists are Skills UP CIC who have been shortlisted for New Business of the Year and Small Social Enterprise/STO Business of the Year. Amanda Dryhurst Teaching Executive at Skills Up commented on their experience in reaching the final shortlist,“As a small, newly formed community interest company that has grown despite the pandemic, reaching the finals is a great achievement” “The impact of having been selected as a finalist in two categories has been amazing. Our staff, clients and carers are all very excited and proud, and it has created a new buzz around Skills Up.” “Hopefully, the increased recognition we are gaining will enable us to help more clients with disabilities in Halton.” The shortlist was chosen by a judging panel made up of businesses leaders across Halton. One of the judges was keen to let businesses know how impressed they were with the calibre of entries, “As always it was an honour to be involved with the shortlisting. It gave us a real insight into the number of great businesses we have in Halton” “Offering great diversity and wealth from the small corner shop right through to large blue-chip global operations, the passion and determination was clear to see. All should be very proud of what they have achieved even if they don’t win an award this year” The winners will be announced at the Glitzy Gala dinner on June 10that Widnes Stadium.Tickets are now available and can be purchased by emailing events@haltonchamber.co.uk or by calling them on 03333583480 2022 Finalists: Customer Commitment Award: Hardman Office And Commercial Cleaning, Your Baby Scan, Signum Solutions and ACE Blinds. Clean Green Business of the Year: A2O, Anthony’s Travel, DC Recycling and Genlab. Apprentice/Young Achiever of The Year: Molly Case of Halton Housing, Olivia Royle of Halton Housing, Matthew Healey of Signum Solutions and Molly Clarke of Prima Software Solutions. Digital Tech Business of the Year: COSAC, Digital Urban Place, Haulage Hub and Prima Software Solutions Entrepreneur of the Year: Michael Smyth (Brakes and Tyres on Your Drive, Engage Training Academy and EVPower2U), Phil Allen (AllpaQ Packaging), Martyn Holme (AMB Recruitment Group) and Terri Kearney (Nightstop Communities Northwest) Manufacturer of the Year: Knitwire, AllpaQ Packaging, TALL Security Print and Carpenter Additives Commitment to the Community Award: SOG, Sleeptight Beds, Hardman Office And Commercial Cleaning and Halton Haven Hospice. Rising Star/High Growth Business of the Year: Ace Blinds, AllpaQ, AMB Recruitment and D&D Recruit Start Up Business of the Year: The Castle Halton, Gabrielle’s Little Bakery, Skills Up and ENVO EHS Consulting. Exporter of the Year: ABM, Carpenter Additives, Sandon Global and TALL Security Print. Small Social Enterprise/STO Business of the Year: Sam’s Diamond Cancer Support, Sean Bailey Wellness, Sew Halton, and Skills Up Large Social Enterprise/STO Business of the Year: Stick ‘N’ Step, Nightstop Communties Northwest, Halton Haven Hospice and Halton Community Transport. Employer of the Year: Carpenter Additives, D&D Recruit, D3T and Nightstop Communities Northwest. Small Family Business of the Year: Ace Blinds, Elite Logistics and Transport Recruitment, Sleeptight Beds and Your Baby Scan. Large Family Business of the Year: AllpaQ Packaging, Anthony’s Travel, Aqueous Digital and Knitwire Business Improvement District (BID) Business of the Year: The Bug Club, JWP Training and Proactive Despatch.
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UK retail sales slump as soaring energy prices hit households
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Retail sales in the UK have slumped in April as hard-pressed households reined in their spending amid the soaring cost of living, according to an industry snapshot.
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Retail sales in the UK have slumped in April as hard-pressed households reined in their spending amid the soaring cost of living, according to an industry snapshot. The figures from the Confederation of British Industry (CBI) found retailers experienced a rapid decline in sales volumes, in a month when consumers faced soaring gas and electricity bills, record fuel prices and a sharp increase in the cost of the weekly shop. In a sign that the worst squeeze for household disposable income since the 1950s is starting to affect consumer spending, the data showed a particularly sharp fall for clothing and specialist food and drink shops. Motor traders said sales were poor in April, having been good in March, while retailers warned that sales volumes were likely to continue declining in May, albeit at a more modest pace. Compiled from a survey of 108 companies, including 51 retailers, in the weeks immediately after Rishi Sunak’s spring statement, the CBI survey showed that sales volumes were considered to be poor for the time of year in April. The headline retail sales balance on the lobby group’s distributive trades survey fell to -35 in April from +9 in March, significantly below the average of -3 expected in a Reuters poll of economists. The CBI said some of the drop in sales reflected consumers switching back to spending more on services – such as eating out in pubs and restaurants and travelling on holiday – after the easing of Covid restrictions. Retail sales had soared in lockdown while other opportunities to spend were limited. However, it also warned that soaring prices were hitting consumers’ spending power. Households faced a record energy bill increase of 54% at the start of April, in a month when petrol and diesel rose to a record high amid the war in Ukraine and as the government increased taxes on workers. “It follows a sharp drop in March, and suggests the current decline in real incomes, due to the jump in inflation and the higher tax burden, will weigh on retail sales,” said Gabriella Dickens, a senior UK economist at the consultancy Pantheon Macroeconomics. Annual inflation reached 7% in March, the highest rate since 1992. Economists have warned that inflation, which acts as a gauge for the rising cost of living, could hit 10% this year. Martin Sartorius, an economist at the CBI, said high inflation meant the cost of living crisis was going nowhere soon. “To combat these challenges, the government will need to keep a close eye on support for vulnerable households and businesses struggling with higher energy prices. Meanwhile, going for growth must continue to be the government’s primary domestic focus, as increasing productivity growth is the only sustainable route to raise living standards,” he said.
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Telemarketing vs telesales: Which will benefit your business growth strategy?
Epilepsy Alarms UK are proud to bring the mjn-SERAS to the UK - a revolutionary device that uses artificial intelligence to predict seizures with up to 3 minutes advanced warning. With a European CE mark as a medical device*, the mjn-SERAS is revolutionising seizure detection. Designed and manufactured by Spanish start-up mjn-NEURO, the device moves away from the trend set by wrist-worn seizure monitoring devices and is instead composed of a 3D-printed earpiece that is custom-fit to each user to maximize comfort. With an impressive battery life lasting up to 18 hours, the mjn-SERAS was designed to be lightweight and discreet and weighs in at only 9.5g. The mjn-SERAS houses sensors that directly monitor electrical activity in the brain and use artificial intelligence to warn of a seizure up to 3 minutes before an episode occurs. Powered by artificial intelligence, the device uses machine learning to personalise the algorithm to the user’s own brain activity patterns, enhancing its ability to predict future seizures. When a seizure is predicted, the device sends an alert to the paired Android smartphone, giving the user time to make sure they can get to a safe place and notify loved ones of their impending episode. Users can also opt to have seizure alerts automatically shared with other people, giving peace of mind to carers or loved ones who worry about the risks of an unmonitored episode. The mjn-SERAS can also be used by professionals to gain a better understanding of a patient's condition. Data is stored on the paired smartphone in both calendar and graph formats for easy visualisation of patterns that Doctors and neurologists can use to tailor treatment to the patient. The mjn-SERAS will be available for purchase in the UK exclusively from Epilepsy Alarms UK from £1,495. We’re also proud to announce that all purchases will support Young Epilepsy, a UK charity that does incredible work to help those living with epilepsy to live better lives.
Ground-breaking mjn-SERAS seizure monitoring device that uses artificial intelligence to predict and alert of imminent seizures launches in the UK
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Telesales and telemarketing are often confused as the same thing, but the difference is distinct
Telesales is the act of selling a product or service using the telephone to those who could benefit and have signaled interest or behaved in a certain way that would make them a strong prospect and open to purchasing. Telemarketing is a form of direct marketing that generates interest from potential new customers – it is more about building leads than sales. Telemarketing is carried out via the telephone. But rather than selling something, you are creating opportunities and generating leads for your clients. Telemarketers conduct vital research that finds your business the "ideal customers" and puts those potential consumers onto your business’ radar by providing them with information about the product/service. Telemarketing is a way of showing people what your business offers and gives a chance for your company to build a relationship with potential customers. For example, if your client is a fitness business, telemarketers may create leads by calling people and letting them know a new gym will be opening in their area and an open day is coming up. The telesales team would call following the open day and look to convert that prospect or lead into a sale. So, the telemarketing team has done the groundwork. They have gathered data from many potential prospects, raised awareness and helped with qualifying leads. Benefits of telemarketing Your business earns precious time back as the telemarketing agents will find new prospects, build awareness and generate interest in your brand, product or service for you. There is a more reliable data source for your telesales team than buying data. The telesales team is more likely to close deals that serve the customers with more solid leads who have a greater awareness of your offers. Training costs are lower – great telesales staff are not always good telemarketers; there is a different skill involved and distinct manner required. With inbound calling, although one customer may not be interested in the product but may be interested in different products available from the same client. This can turn simple requests for information into solid sales leads for the future. Thorough market research can produce leads for sales teams to follow up on. Customer satisfaction increases and often exceeds the needs of the customer. On the other hand, telesales combines communication and sales skills with customer service knowledge given by telemarketers. Benefits of telesales Persuasively convert leads into sales. Increase your conversion rates whilst decreasing the cost per sale. Resourceful telesales campaigns respond to accurate customer data supplied by well-organized telemarketing campaigns. A specialist telesales team can transform the more difficult leads into sales. Outsourcing specific telesales expertise will save money and efficiently meet your changing needs, and can be easily reduced if the demand or supply of your product or service falls. Telemarketing and telesales services can be a great combined effort. One service will generate a list of potential leads, whilst the other will turn those leads into sales. The telemarketers set up an appointment, and the telesales staff can close the deal. When telesales and telemarketing teams work together, planning, coordinating, and tailoring their approach, they produce dramatic results.
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Office working is back, yet people are still working remotely. In some instances, this can be more practical. But with 1 in 5 Brits wanting to work remotely full-time, have workers become too comfortable in their own homes? Biophilic design has many benefits besides the aesthetics. But how does bringing the outdoors inside improve our working environment? Here, we explore biophilic design and its benefits for workers. What is biophilic design? Biophilia is a term coined in 1973 by Erich Fromm, a psychoanalyst, to describe the desire by humans for a connection with nature, which was then suggested to be a genetic desire by Edward Wilson in 1984. But with 66% of humans estimated to live in urban environments by 2050, it’s inevitable that biophilic design will become more prominent in our lives. It’s no surprise that it’s shaping up to be a major trend this year. So how can something be counted as a biophilic design? There are three key elements, one of them being direct experiences. This involves physical contact with features of nature, including air, water, light, plants, weather, animals, and landscapes. Alternatively, indirect experiences can be incorporated into the design, where connecting with nature can be satisfied by forms, shapes, and colours – such as through paintings, natural materials, or even sculptures. The experience of space and placement accounts for the third element of biophilic design through various senses: touch, sound, light, smell, movement, time, and taste. Something as simple as lighting a wood scented candle can tick that box. Biophilic benefits Biophilic design is stress relieving, so where better to implement it than in an office? The levels of our bodies' main stress hormone, cortisol, are reduced when elements of nature engage the mind with fascination, thus resulting in restored attention and focus. Poorly designed offices can actually negatively impact the well-being of workers. So sprucing up the space is going to make a difference for employees. But biophilic design, in particular, will not only prevent negative impacts but can also actually boost one’s well-being. Nature is, of course, at the core of this design. Given its ability to increase happiness, positive social interactions, and a sense of purpose in life, it will undoubtedly be an effective implementation in an office. Your productivity is certain to increase by implementing biophilic design into an office space. Research has revealed that productivity can increase up to 20% and absenteeism can be reduced by 15%. Not only will you feel full of life, but you’ll also be channelling that energy into your work, so you can boost your self-esteem through your accomplishments. Incorporating biophilic design into working spaces Greenery is arguably the simplest addition for offices. Small indoor plants are a perfect way to brighten up a space by placing them on a desk. Dracaenas, peace lilies, and bromeliads are just a selection of the many desk plants that can be easily looked after – so, even if you’re not a plant connoisseur, you won’t have to worry when it comes to maintaining them. Or if the walls are dull and spacious, they could be filled with what is known as ‘vertical gardens’, where the space is filled with a stimulating ecological display. Although office working is back, 29% of UK organisations are implementing hybrid workingf or employees. So for the days outside of the office, you may be missing the elements of nature surrounding your desk. But who’s to say that this can’t be implemented into your at-home working environment? Particularly with the warmer and (hopefully) sunnier months coming up, it could be an idea to work in your garden. If you’ve already got a table and chairs, then you’re halfway there – but it might be sensible to invest in some outdoor heaters to fend off any early morning breezes. Working in an office doesn’t mean that you have to be surrounded by plain designs. And given the benefits of biophilic design, whether it’s for stress relief or productivity, it’s definitely an area to consider implementing into a working environment.
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This month, the British government introduced a new law which saw restaurants with a large staff having to put calories on their menus. The change gave some Brits a shock as they realised a three course meal could rack up as many as 4000, calories in one sitting. The new regulation has been implemented as a way to tackle the obesity crisis – with over 60% of British adults now rated as overweight or obese. But, it has come under fire from some sectors as they worry that it may affect people with restrictive eating disorders or cause undue anxiety in diners. We spoke to a number of nutritionists and health professionals to find out whether they think the new calorie menus are a positive move, or, whether they’re unnecessary or even harmful. Check out their responses below… Registered Dietitian, and fitness expert for JustCBD, Nataly Komova said: “As a nutritionist I think the mandatory regulation of restaurants to indicate calorie amounts on the menus in the UK can have both positive and negative implications on people. “On the positive side, calorie counts can help counter obesity cases high in the UK. The listing provides the consumer with healthy options to make regarding the number of calories. It might help in the fight against obesity in the long run, but not much is expected from this mandatory rule. “On the negative, calorie listing can trigger and worsen eating disorders among most people. The idea of labelling calories on foods alone cannot effectively lower obesity as more needs to be done on the same. In my personal view, calorie listing will worsen eating disorders for people already with the condition as they might find it shaming and more difficult to eat out. “It’s not a healthy way of nutrition, as low calories don’t imply that you are getting the recommended amounts of nutrients and minerals.” Meanwhile, Abbas Kanani, pharmacist at Chemist Click, said: “They are useful for people that are able to understand nutrition and calories. “Alongside this initiative, we need to educate the public on how to interpret this data in order to use it to their benefit. “There are good calories and not so good calories. It would also be helpful to included RDA percentages and a colour coded system i.e. red when salt content is too high etc. “However, there is little evidence to suggest that this will make a change to eating habits, especially as most people via restaurants as a treat.” And, Christianne Wolff, author of The Body Rescue Plan, added: “Low calories does not mean it’s good for the body. It’s sending a dangerous message to everyone eating in the restaurants that they should pick a number rather than choosing something delicious and healing. “Given the choice, if there was a healthy risotto, packed full of nutrients but at 800 calories and a pizza at 600 calories, then most would choose the pizza. “But actually the pizza will then send their blood sugars higher after, and make them crave sugar and carbs later on, send their energy levels crashing, cause bloating and possibly interrupt their sleep so that even the next day they are craving sugar to give them energy. “So following just calories is an absolute nonsense and not a good way to educate the next generation.” Marisa Peer, therapist and creator of the Dietless Life, said: “Going out for a meal with friends or family should be filled with joy – a time to laugh, relax and simply enjoy each other’s company whilst sharing food together. It’s a ritual as old as time itself. “By including detailed nutritional information for every menu item, it is turning something pleasurable into a guilt fest, particularly for those people who already have an unhealthy relationship with food. “The diet industry has held so many people in a prison of self-loathing for decades by placing the blame for their weight issues firmly on themselves. “By putting calories on menus, we instantly take away joy from the occasion. As soon as you read the menu, instead of salivating over your choices, you are going to start feeling guilty about anything that smacks of over-indulgence. She added: “This only continues the unhealthy relationship cycle with food and does nothing to counter the global problem of obesity which is often psychological not physiological. “Overeating is always an emotional issue and not a logical one – we already know what we should and should not eat.” If you re worried about the affect calorie menus could have on you then try asking for one without calorie counts.
Calorie listing can trigger and worsen eating disorders
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Australia was stunned in February when they woke up to find that Facebook had scrubbed their website of all news. Unfortunately, this was not an attempt to counter the ‘fake news’ that had run rampant across its platform over the past few years, rather the result of a run-in with the Australian government. Giant Tech and News The government had implemented a new law, that asks giant tech companies to pay to link media outlet’s content. While other big tech companies such as Google have sought to compromise, and continue to spread news, Facebook has instead kicked up a fuss and essentially ‘unfriended’ Australia! Aware that they are getting bad press, and have been for years now, Facebook is now distracting us with a far more positive campaign about climate change. Tackling Climate Change They launched a ‘Climate Science Information Centre’ back in September 2020, and are now labelling climate change related posts, with a link to this page. This Climate Information page is filled with useful resources tracking climate change from leading organisations. They’ve flown in experts from the University of Cambridge, George Mason University and the Yale Program on Climate Change Communication. As well as re-enforcing the message that climate change is the dominant issue of our time, Facebook has also been responsible for its fact-checking. They’ve included a section debunking ‘climate myths’, such as ‘too much carbon dioxide in the atmosphere harms the Earth’s flora’ and ‘polar bear populations are declining due to climate change’. Controlling Information Facebook has demonstrated its power repeatedly, and as it occupies the status of the most universal news outlets in the world, should we be glad they are taking responsibility to achieve something helpful and worthy? A doctor from the University of Cambridge said that “Facebook is in a unique position to counter the circulation of online misinformation”. Thankfully, bad press piling on Facebook does seem to have kicked them into action. Their Climate Change page is already available in the U.K., the U.S., France and Germany, and soon it will reach Canada, India, Indonesia, Spain, South Africa and many other nations. We will have to wait with bated breath to see if it reaches Australia! Factual climate change information must be presented this way in the U.S., where climate change is still denied by the Republican party and millions of Americans. Facebook CEO Mark Zuckerberg has previously baulked at supporting climate change efforts, saying his company would not be an ‘arbiter of truth’. Responsible Business Activity Nonetheless, this is a positive move on Facebook’s part, (even if they are seeking to buy good publicity and it comes extremely late). There is other evidence to show Facebook may take a mantle of responsibility, with their ‘unique position’ to influence worldwide events. They introduced the largest voting campaign in American history last August, to help four million people register to vote, as well as taking down false political claims and conspiracies. #deletefacebook has trended numerous times over the last few years, and with good reason. However, could these signs indicate that Facebook, the largest social media site in the world, is growing a moral backbone?
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Eco-friendly uniforms aim to reduce the use of plastic and cause less harm to the environment. We’re seeing more and more employers make this ethical choice for their businesses and offer sustainable workwear to their employees. With sustainable workwear having more durability and an extended lifespan without jeopardising the design and comfort of the garment, there’s even more reasons to make the switch. With some insights from Ann Dowdeswell at Jermyn Street Design, a global specialist in corporate clothing, we take a look at how you can reduce your business’ environmental impact through opting for sustainable uniforms, whilst gaining more positive brand awareness, increasing your employee satisfaction rate and cutting costs in the long run. The environmental impact of using plastic in garments Many of our clothes contain plastics, such as polystyrene, polyethylene, and nylon. Throughout the lifetime of a garment, it sheds tiny plastic particles known as plastic microfibres, especially when it is washed. Unfortunately, these plastic microfibres aren’t biodegradable and can’t be recycled. This makes them extremely dangerous to both the planet and us, as they can easily enter the environment and harm marine life and our entire food system. According to Friends of the Earth, the UK generates around 4,000 tonnes of plastic microfibre every year from washing clothes. 1,600 tonnes of those can be ending up in our bodies of water. To put this in perspective, up to 17 million microplastic fibres can be shed during one washing load of clothes. That’s why it’s important to reduce the use of plastic through sustainable workwear. There are two ways you can do that. Reducing plastic in uniform production: opt for sustainable fabrics Reducing plastic in workwear starts at the production level. One way your company can showcase environmental awareness is by opting for uniforms made from sustainable fabrics. Organic linen, cotton, and wool, for example, are made from 100% natural materials, and they are extremely durable, recyclable, and biodegradable. Did you know that a linen shirt uses only 6.4 litres of water across its lifecycle? Moreover, it’s a no-waste production method, as every bit of the flax plant is utilised. We are all familiar with the amazing benefits of linseed oil, for example. Another great alternative to synthetic fabrics is the use of materials made from recycled plastic bottles or recycled yarn. That way, you’re also eliminating some of the plastic that’s harming the environment. So how many plastic bottles would go into the production of a standard dress, which is made from Recycled Polyester Taffeta 300T? It is calculated that a full 150-metre-long roll contains 471.65 2-litre recycled plastic soda bottles. That means that one metre of fabric contains 3.14 2-litre soda bottles. If a standard collar-to-ankle dress uses 4 metres of fabric, it will require 12.56 2-litre recycled plastic soda bottles to be made. New plastic packaging tax: clamping down on single-use plastic packaging Alongside the heavy use of plastic in clothing manufacturing, it also finds its place in a lot of packaging. According to the Pitney Bowes Shipping Index, over 130 billion packages are shipped yearly across 13 major global markets, and most of them are encased in plastic packaging. That figure is estimated to double by 2060. Thankfully, the UK has introduced a plastic packaging tax from 01 April 2022, which will apply to plastic packaging that isn’t made from at least 30% recycled plastic. This will promote the production of sustainable packaging, which is an essential feature to look out for when sourcing workwear for your business. Ann Dowdeswell, Sales and Marketing Director at the workwear supplier Jermyn Street Design, commented: “Today, we are all well aware of the negative impact of plastic packaging, and we are all committed to eliminating single-use plastic as much as we can. At Jermyn Street Design, we use recycled, recyclable, or compostable packaging when shipping our products. In order to combat the higher distribution costs associated with eco-friendly packaging, we have streamlined our deliveries. We have even created a custom method of packaging shirts that eliminates all the plastic clips and collar stays that are traditionally used.” The use of plastic in workwear is only one aspect where you can make a positive environmental impact. Others include supporting ethical production and minimising labour exploitation. Eco-friendly uniforms are the future of business, and it’s worth jumping on the sustainability wagon as soon as possible.
Switch to Plastic-Free Workwear: Up Your Corporate Responsibility Game
Men living in the most deprived areas of England are dying almost a decade earlier on average than those in the richest areas, official statistics show. The 9.7 year gap, based on data from 2018 to 2020, is an increase of roughly 110 days on results from 2015 to 2017. Covid-19, which has disproportionately impacted the most deprived communities, is thought to be a major factor in the increase. For women, the average gap in life expectancy was 7.9 years between those in the most and least deprived areas. This is an increase of around six months. The results are not completely comparable, however, as 2015 to 2017's data also includes figures for Wales. Hospital leaders have called for urgent action against these entrenched and unjustifiable health inequalities. National Health Service Providers director of policy and strategy Miriam Deakin said: The current cost of living crisis and the widening health inequalities gap underline the importance of urgent, concerted action on the wider determinants of health, alongside work to ensure health services are equitable and fair. Meaningful change, she added, can only be achieved through collaboration that addresses all the factors which contribute to people s health, including poverty. Assistant director of healthy lives at British NGO the Health Foundation David Finch described the difference in life expectancy as staggering. The data shows the uneven impact of the pandemic with greater falls in life expectancy in the poorest areas of England compared to the wealthiest, he said. The data, from the Office of National Statistics, also showed that men and women in the most deprived areas of England spent far more years in poor health than those in richer parts of the country. Girls born in the poorest areas of England live19 fewer years in good health than those born in the wealthiest, Finch added. Reducing these stark inequalities, he said, requires a fundamental shift towards a whole-government approach that actively improves the conditions needed to create good health, such as adequate incomes to cope with the rising cost of living, secure jobs and decent housing. Inequalities expert Prof Michael Marmot, who is director of the UCL Institute of Health Equity, wrote in a recent Guardian article that the pandemic has exacerbated existing disparities in health. In the decade before the pandemic, improvement in health in the UK slowed dramatically, inequalities increased, and health for the poorest people got worse. This was all amplified by the pandemic, he wrote. Unless we deal with the inability of people to meet their basic needs, by adequate income and services, we are in danger of inflicting a humanitarian calamity in one of the richest countries in the world.
Health Inequality: England’s Life Expectancy Gap Is Growing
From birth to the grave - life expectancy reduced in deprived areas
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93 per cent of people in a recent survey said they used the past year to reflect on their lives, and 88 per cent said the meaning of success has changed for them since the pandemic. As employers work towards creating healthy and supportive workplaces, Onebright clinicians share five practical tools for managers to foster employee well-being. Employee mental health remains a high priority in just about every organisation's strategic plan. For many, remote working highlighted the need for a more balanced work-life dynamic and, in turn, more people are wondering if the companies they give so much of their time to have their best interests in mind. The pandemic unveiled a greater understanding of how people now seek more significant purpose and support in their work lives. Organisations that are taking the lead are now offering mental health benefits like mental health training for managers and business leaders, optional funded therapy sessions and programs for teams to help build resilience during times of high stress. But statistics reveal that hiring managers seriously underestimate how important the mental health policies of an employer are when choosing a role. Just 42 per cent believed that their mental health strategies would be important to candidates when considering a new job. However, despite the benefits of mental health policies in organisations, these same statistics reveal that only 51 per cent of employers currently have a dedicated workplace mental health policy in place. If you are exploring options to collaborate with a mental health provider or want to gain more clarity on how you can better help workers manage work stressors, discover five ways organisations are benefiting from clinically-led, evidence-based mental health training. 1. Reduces the stigma: When organisations invest in mental health training for management and leadership teams, it helps to validate the experiences felt by people with depression, anxiety or stress. By reducing the stigma surrounding mental health issues, people are less likely to suffer in silence and more likely to reach out to someone asking for help. 2. Boosts employee trust: 86 per cent of employees believe their company's culture should support mental health, according to Harvard Business Review. Implementing a mental health training program lets employees know that your organisation cares about their well-being. When employees see employers taking action and leading on something that matters to them, they are likely to become more invested. 3. Improves productivity and performance: Workers who experience stress and do not have the tools to manage the symptoms may seek to reduce their stress through unhealthy eating or misuse of substances. Over time, this can impact job performance and affect an organisation’s overall morale and bottom line if left unnoticed or untreated. 4. Better employee health and wellness: Employee wellness focuses mainly on physical health, but this is missing an essential piece of the puzzle. Giving employees the tools and knowledge they need to manage their mental health can improve their health outcomes long term. For example, learning skills to reduce anxiety and stress leads to better sleep, a crucial part of overall physical and mental health. 5. Build a stronger workplace community: Common mental health concerns like stress can make team members less capable of resolving obstacles with coworkers. In addition, poor employee well-being can lead to more conflict at work and make team members withdraw or become reactive in situations. When mental health is a workplace priority, employees become more aware of how their stress can contribute to conflict among coworkers.
Stressed employees? Five ways mental health training fosters employee wellbeing
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Professor Craig Ritchie of the first new Brain Health Clinic of its kind says there is every reason to be optimistic because scientists have a better understanding of the disease and how to prevent around 40% of cases, Scottish paper The Herald reports. Prof. Ritchie has high hopes of a specific drug being able to cure dementia in certain people if it is used before symptoms have developed and referenced strong evidence that certain lifestyle changes by an 85-year-old could delay the onset of dementia to 95 or 100. He has since reiterated his hopes in his recent Tweet, stating, dementia could and should be a very rare condition by 2050. The condition is a syndrome a group of related symptoms associated with an ongoing decline of brain functioning, with Alzheimer s one of the most common. Prof. Ritchie spoke at the launch of Brain Health Scotland, for which he is the director, at Murrayfield Stadium, which is aiming to help prevent former rugby players from developing the disease. I m very very confident, said Ritchie, Professor of Psychiatry and Ageing at University of Edinburgh. We understand the disease, we understand what is going on in the brain. The biggest hurdle is getting services like this Brain Health Clinic. We need to get to people before dementia develops. Ritchie said there are two main things we can do now. Identify risk factors and manage them as effectively as possibly – and that could be picking up diabetes or Atrial Fibrillation risk factors for dementia – and do behavioural modifications with the rugby players and public. He highlighted there are studies going on with disease modifying therapies, which can reduce activity and progression. Professor Craig Ritchie says we need to progress from research to putting what we know into practice in the fight against dementia. Images There is a drug Aduhelm that actually clears amyloid abnormal proteins that play a part in dementia in the brain. However, it didn t seem to have any benefit clinically, he explained. The reason being that it was given too late. But, he added, There is every prospect that in the future we can give that drug to people who have amyloid in their brain but no symptoms and cure the disease. Ritchie said medicine now needed to move beyond research, and put what we know into practice . While the Brain Clinic is the first important step in the set-up of these clinics for everyone in Scotland by 2025, it also has the potential to be developed internationally and clinics delivered across the wider global rugby community Traumatic brain injury has been identified as one of the 12 modifiable risk factors of the disease by a Lancet Commission report, as well as alcohol intake, obesity, hearing loss and high blood pressure. “When you look at the list of 12 risk factors it’s actually plus one because the Lancet Commission didn’t include sleep, highlighted Ritchie. There’s good evidence around sleep and brain health. “Some of those are just common sense such as diet and exercise. But there are some which are specific to brain health like social isolation and stress, depression and hearing loss. “At an individual level, not smoking, not drinking and having a Mediterranean diet will have a small, incremental benefit. “If you were destined to get dementia at 85 and you take these lifestyle changes, your onset might be 95 or 100. He is cautiously optimistic. “We are not saying we are going to absolutely prevent someone having dementia but we are going to push that onset on by 15-20 years, he said. Male and female players who want to utilise the clinic, with former Scotland captain Gordon Bulloch among those already signed up, will have a three-stage investigation phase involving blood testing, brain scanning and healthlifestyle interviews which will help clinicians support them with an appropriate brain health plan, Scottish Rugby outlines. Plans will be tailored to the individual providing risk profiling and prevention planning to help manage future health through help and advice on key lifestyle factors such as physical exercise, sleep, diet, sociability and keeping mentally active, as well as other things. Findings from this will help with future brain health work. The clinic has been made by bringing together world-leading brain health medical experts based in Scotland and the UK. Gordon Bulloch said, “I’m happy to support this initiative and the work the new Brain Health Clinic will deliver. None of us are getting any younger and no-one knows what is around the corner so it’s best to be as prepared as you can. Symptoms of dementia include problems with memory loss, thinking speed, mental sharpness, language, such as using words incorrectly, or trouble speaking, understanding, judgement, mood, movement and difficulties doing daily activities. If you are worried about any of these, consult your GP. For more information or support with dementia, contact Dementia UK on 020 8036 5400 or email info@dementiauk.
November 2021 Paramount Media
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Dementia 'rare' within 20 years and lifestyle changes can delay onset, says expert
Businesses across Cheshire and Warrington are being urged to add value for their workforce and make staff future-fit with the help of the Accelerate programme, which concludes at the end of May. Accelerate is a subsidised training programme that has been successfully supporting businesses to plan ahead with the new technologies, knowledge, skills and business processes that they need. Partly funded by the European Social Fund, the programme focusses on re-skilling and upskilling individual staff in a range of key areas, from digital technology and IT for business to leadership and management and mental health. As well as making short courses and key training available from a range of providers, funding is available for up to 40% of the cost for employees who live or work in Cheshire and Warrington, regardless of their size or sector. The University of Chester, Cheshire and Warrington Growth Hub and Cheshire and Warrington Local Enterprise Partnership (LEP) launched the training programme in 2021 and the region’sbusinesses are being encouraged to sign up before it comes to an end on May 31and to plug any skills gaps. Every business needs to be at the forefront of talent development to increase productivity and take advantage of new technologies and business practices to remain competitive. The Accelerate programme can offer a range of different training programmes to meet the needs of businesses as they adapt in the current economic climate. Professor Kurt Allman, Dean of Chester Business School at the University of Chester said: “Skills development is a vital component in increasing the productivity and adaptability of workers and young people, assisting in the adoption of new technologies and opening up longer-term career opportunities. These are the building blocks of thriving economies and resilient communities. “We are pleased to be a lead partner of Accelerate and support a culture of ongoing learning and development across Cheshire and Warrington.” You can find out more about Accelerate on the Cheshire and Warrington LEP website -https://cheshireandwarrington.com/growth-and-skills/ accelerate-programme/ or by contacting the Accelerate Team on -acceleratecandw@chester.ac.uk.
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