A steep fall in the number of businesses set up in the region last month indicates local entrepreneurs are increasingly reluctant to ride out current economic challenges, including the addition of an uncertain political landscape in the run-up to a July General Election. This is according to the Midlands branch of national insolvency and restructuring trade body R3 and is based on a monthly analysis of regional start-up data from business intelligence provider Creditsafe. R3’s figures show there were 2,076 businesses set up in the East Midlands in May, which is a substantial 42.32% decrease compared to the 3,599 new businesses registered in April. The May figure is also 14.29% lower than the 2,422 start-ups established twelve months previously in May 2023. R3 Midlands Chair Stephen Rome, a partner at local law firm Penningtons Manches Cooper, said: “The sudden and steep decline in entrepreneurship in the region is reflected across the whole of the UK and highlights the effect that continuing economic challenges and uncertainty have on entrepreneurs as they seek to minimise their exposure. “The political uncertainty caused by the impending General Election, as well as longer term economic challenges, such as inflation, contracting economies and spiralling fuel, energy and wage costs, are taking effect. “R3’s advice to any director worried about the viability of their business, start-up or otherwise, is to seek professional help and to do it as soon as possible. The sooner support is sought, the more opportunities there may be to assure a company’s survival and future success.”

Residents, businesses, community groups and organisations in Chesterfield are being asked to have their say on how they think almost £20m worth of investment should be spent to help improve the town over the next 10 years. A new and independent board, called the Chesterfield Town Board, is driving forward this investment and wants to hear people’s views to understand local issues and priorities as well as ideas for the future of Chesterfield. People can put forward their views as part of an online survey – which will be open until noon on Monday 24 June – and a series of engagement sessions are also being held with local community groups and organisations. Dominic Staniforth, Chair of the Chesterfield Town Board, said: “Listening to local people and understanding how residents, businesses and community representatives think this money should be best invested is at the heart of our plans. “This means our investment proposals will be developed by local people for local people: bringing together residents, business, and community leaders to devise and agree a shared vision for the future. “It’s really important that we hear from as many people as possible, to understand local issues and priorities as well as ideas that people may have for the future of Chesterfield.” The short survey asks people to answer a series of brief questions, seeking their views on how the funding should be spent on projects which fit into three key themes:

• Safety and security – this could include projects which help to tackle crime and antisocial behaviour, for example.
• High streets, heritage and regeneration – this could include projects which would enhance the town, making the place more attractive and accessible to residents, businesses and visitors.
• Transport and connectivity – this could include projects which support improved access to the town centre, including work to support greener modes of travel, as well as public transport options.

People’s views will be used to help shape the development of a long-term vision statement and three-year investment plan setting out how and where the money will be spent. Dominic added: “Chesterfield is a great town full of wonderful people and organisations that share a common purpose to make it even better – a place to live, work, invest and study – so please do spare a few minutes to complete our short survey and be part of our shared ambitions for the town.” Local business leader Dominic Staniforth was appointed as Chair of the Board. He sits alongside representatives from other local businesses, community and voluntary organisations, and the public sector, including representation from Chesterfield Borough Council.

Workplace inclusivity is more than a moral obligation; it is a strategic advantage that can enhance productivity, innovation, and employee satisfaction. Inclusivity ensures that every team member feels valued, respected, and empowered to contribute their best work. Keep reading as we explore innovative strategies to foster inclusivity within organizations, highlighting practical steps and real-world examples. Workplace Inclusivity And What It Means Workplace inclusivity is more than just diversity. While diversity focuses on representing different demographics, inclusivity ensures that these diverse voices are heard, valued, and integrated into the organizational fabric. Inclusivity involves creating an environment where all employees, regardless of their background, feel a sense of belonging and respect. An inclusive workplace encourages open dialogue and actively seeks out diverse perspectives. This enhances decision-making and fosters a culture of innovation. Companies prioritizing inclusivity often see higher employee engagement, better team collaboration, and improved retention rates. Creating such an environment requires a committed effort from leadership and a clear understanding of the principles of inclusivity. However, the benefits are worth the time and effort invested into creating an inclusive workplace. Creating An Inclusive Culture Building an inclusive culture starts with a commitment from the top. Leadership must visibly support and model inclusive behaviors. This can be achieved by establishing clear policies that promote inclusivity and providing regular training for all employees on unconscious bias and cultural competence. Encouraging open communication is essential. Employees should feel comfortable voicing their opinions and concerns without fear of retribution. Regular feedback mechanisms, such as surveys and anonymous suggestion boxes, can help gauge the inclusivity of the workplace environment. Additionally, recognizing and celebrating the diverse backgrounds and contributions of employees through events and awards can reinforce a sense of belonging. Innovative Recruitment Strategies Recruitment is another influential area where inclusivity can be fostered from the outset. Traditional hiring practices often unconsciously favor certain groups, leading to a lack of diversity. Innovative recruitment strategies can help address these biases. Blind hiring practices, where personal information is removed from applications, can ensure candidates are evaluated based on their skills and experience rather than demographics. Diverse hiring panels can also make a significant difference. Including individuals from varied backgrounds in the recruitment process helps mitigate bias and promotes a more inclusive hiring culture. Partnering with organizations that support underrepresented groups can expand the talent pool and attract diverse applicants. Inclusive Leadership Practices Leaders play a pivotal role in shaping an inclusive workplace. Inclusive leadership involves:

• Actively seeking out and considering diverse perspectives.
• Promoting equity.
• Ensuring all team members have the opportunity to succeed.

Leaders should be trained in inclusive practices and encouraged to mentor and sponsor employees from diverse backgrounds. Mentorship and sponsorship programs can provide underrepresented employees with the guidance and support needed to advance their careers. Inclusive leaders should also set clear expectations for inclusivity and hold themselves and their teams accountable for maintaining these standards. Doing so creates a culture where every employee feels valued and empowered to contribute. Technology And Tools For Inclusivity Technology can be a powerful ally in promoting workplace inclusivity. Tools that detect and mitigate bias in recruitment and performance evaluations can ensure fairer outcomes. Accessibility software can make the workplace more inclusive for employees with disabilities, while platforms for anonymous feedback can provide a safe space for employees to voice their concerns. For instance, AI-driven tools can analyze job descriptions and highlight biased language, ensuring more inclusive job postings. Collaboration tools that support various communication styles and languages can help create a more inclusive environment. Implementing these technologies requires a thoughtful approach to use them effectively and ethically. PDF remediation is another critical tool for inclusivity. Many organizations use PDFs to share important documents, but these files can often be inaccessible to employees with visual impairments or other disabilities. PDF remediation involves making PDFs accessible by ensuring they are readable by screen readers, have proper tagging, and include alternative text for images. In addition to these tools, organizations should consider implementing accessibility software that caters to various needs. This could include text-to-speech programs, screen magnifiers, and voice recognition software. These technologies can empower employees with disabilities, allowing them to perform their tasks effectively and efficiently. Flexible Work Arrangements Flexible work arrangements are another key component of an inclusive workplace. These arrangements can benefit diverse employees, including those with caregiving responsibilities, disabilities, or other personal circumstances. Offering remote work, flexible hours, and job-sharing options can make the workplace more accessible and accommodating. Clear policies and guidelines are necessary to implement these arrangements fairly and effectively. Managers should be trained to manage remote teams and support employees in balancing work and personal responsibilities. By providing flexibility, organizations can demonstrate their commitment to inclusivity and support the diverse needs of their workforce. Employee Resource Groups (ERGs) Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse and inclusive workplace. They provide a platform for employees to connect, share experiences, and support one another. ERGs can also serve as valuable resources for organizations, offering insights into the needs and concerns of diverse employee groups. In order to be effective, ERGs need support from leadership, including funding and opportunities to contribute to organizational decision-making. Successful ERGs can influence policies, provide mentorship, and organize events that promote inclusivity. By empowering ERGs, companies can create a more inclusive and supportive workplace culture. Measuring And Improving Inclusivity Measuring inclusivity is crucial for understanding initiatives’ effectiveness and identifying areas for improvement. Tools such as employee surveys, diversity audits, and inclusion indices can provide valuable data. Organizations should regularly review this data and adjust their strategies accordingly. Continuous improvement is essential for maintaining an inclusive workplace. This involves setting clear goals, tracking progress, and holding leaders accountable for outcomes. Providing ongoing training and development opportunities can help employees stay informed and committed to inclusivity. Companies can create a more equitable and successful workplace by making inclusivity a core organizational value. The Bottom Line Workplace inclusivity is essential for fostering a productive, innovative, and engaged workforce. By adopting innovative approaches and continuously striving for improvement, organizations can create an environment where all employees feel valued and empowered. Implementing these strategies not only benefits the employees but also contributes to the organization’s overall success. Promoting inclusivity is a step towards a more equitable and prosperous future for everyone involved.

With nominations now open for the East Midlands Bricks Awards 2024, showcase your business, team and projects by submitting an entry for the esteemed event. The annual awards celebrate the outstanding work of those shaping the landscape of our region, recognising development projects and people in commercial and public building across the East Midlands – from office, industrial and residential, through to community projects such as leisure schemes, schools and public spaces. We also highlight the work of architects, agencies and those behind large schemes. Shine the spotlight on your team, reward their efforts, and boost morale. Winners will be revealed at a glittering awards ceremony on Thursday 3rd October, at the Trent Bridge Cricket Ground – an evening also offering an opportunity to establish new connections with property and construction professionals from across the region. Reflecting on last year’s awards Clare Swaine, business development manager at Henry Brothers, who won Commercial Development of the Year for SportPark Pavilion 4, said: “I was delighted to collect this award on behalf of Henry Brothers, it was a fantastic team effort to deliver this impressive Passivhaus building which is supportive of Loughborough University’s path to net-zero and is a tremendous asset to the University and wider Leicestershire economy. The event was also a great networking opportunity and it was interesting to hear more about the various developments happening in the region.” To nominate your (or another) business/development for one of our awards, please click on a category link below or visit this page. Tickets can now be booked for the 2024 awards event, click here to secure yours. Taking place in the Derek Randall Suite at the Trent Bridge Cricket Ground on Thursday 3rd October, from 4:30pm – 7:30pm, connect with local decision makers over nibbles and complimentary drinks while applauding the outstanding companies and projects in our region. Attendees will also hear from keynote speaker Paul Southby, partner at Geldards LLP, chair of the Advisory Board to Nottingham Business School, chair of Broadway independent cinema, trustee of Clean Rivers Trust, chair of Nottingham Partners, board member of Marketing Nottingham and Nottinghamshire, and former High Sheriff of Nottinghamshire. Dress code is standard business attire. Thanks to our sponsors:      

             

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Millions of voters who run their own businesses are still to make a final decision on who they will back on polling day, according to a snap general election survey by the Federation of Small Businesses (FSB). It reveals that 96 per cent of small business owners intend to vote, but one-in-five (20%) have yet to decide which party they will choose, while a further one-in-three (33%) have a good idea who they will vote for but could still change their mind. FSB’s research found 90 per cent of small business owners are concerned business taxes could rise under the next Government, while 92 per cent of small employers said they were concerned a future Government could increase the costs and risks associated with employing people. More than half (53%) say they are concerned about small business energy costs over the next five years; more than six-in-ten (61%) are concerned about the level of inflation over the next five years. The findings come as FSB publishes a manifesto for small businesses and the self-employed – a blueprint for whoever forms the next Government aimed at driving economic growth and increasing the small business community from 5.5 million back to its pre-pandemic size of six million within the next Parliament. FSB’s Policy Chair, Tina McKenzie, said: “Small business owners and the self-employed are a shrewd and motivated part of the electorate. “They’re used to weighing up competing offers when running their businesses, and it’s clear from our research that when it comes to the election they’re looking for which of the parties has the most compelling pro-small business offer. “Small businesses are the key to securing economic recovery, driving innovation, and creating jobs in all parts of the UK. “Our small business manifesto sets out the measures needed to create the conditions for that to happen, many of which do not involve additional spending. “We’re looking to all of those seeking to form the next Government to show their commitment to the millions of hard-working voters who run their own businesses, including through a Small Business Act so we have new legislation to protect small businesses on crucial issues such as late payment.” MANIFESTO PROPOSALS FSB’s manifesto for small businesses and the self-employed sets out more than 150 specific proposals to cover the period of the next Parliament. These include: Committing to a Small Business Act, legislating to help small firms by:  

• Enshrining in law measures to clamp down on big businesses with poor payment practices towards their smaller suppliers.
• Improving small businesses’ ability to access finance, including closing loopholes in protections for those giving personal guarantees.

• Making a 33 per cent SME statutory public procurement target, increasing the involvement of small businesses in taxpayer-funded projects.

Giving reassurance on tax:

• Fundamentally reform business rates to help small businesses in all sectors.
• Rule out increases in tax on dividends for directors of limited companies and National Insurance for the self-employed.

• Restore the small profits threshold for corporation tax to the previous level of £250,000 and pledge not to increase the small profits rate.

Backing small employers, jobs and skills:

• Automatically increase the employment allowance with the National Living Wage.
• Maintain current co-investment rules to back small business apprenticeships.

• Reintroduce universal work experience into secondary schools.

Encouraging start-ups:

• Increase the number of start-up loans offered by 5,000.
• Create a new ‘new enterprise allowance’ for those out of work looking to start a business.

• Make it easier for people working for themselves to get a mortgage and save for their retirement.

Driving future growth:

• Introduce a new Small Housebuilder Strategy, to ensure sufficient capacity to achieve ambitious housebuilding targets.
• Commit to a target that at least half of all direct Government funding of private Research and Development (R&D) goes to SMEs.

• Provide consumer-style protections for smaller businesses when it comes to the energy market.