Pioneering social enterprise, The Growth Company, has been accredited with the Social Enterprise Gold Mark, a prestigious accolade recognising that it puts the interests of people and the planet above financial gain.
Among many highlights, the accreditation recognises the added social value that The Growth Company brings to Greater Manchester and the North West through programmes of support such as its provision of staffing for the Nightingale Hospital and Covid testing centres at the height of the Covid-19 pandemic.
A UK-wide not-for-profit economic development agency, The Growth Company seeks to generate inclusive growth in the country’s economy by creating jobs and improving lives. It provides individuals and businesses with a wide range of services that improve employment, skills, investment, and enterprise for the benefit of all.
In August 2021, The Growth Company was accredited as a social enterprise through the Social Enterprise Mark. To achieve the additional Gold Mark, it had to submit a range of evidence outlining how it met criteria, including independently conducted interviews with Board members and responses from a staff survey.
The Gold Mark is a recognition that The Growth Company upholds the highest standards of a social enterprise and can show best practice across the areas of: governance, stakeholder engagement, business ethics, financial transparency and social impact.
Mark Hughes, CEO of The Growth Company, says: “I’m incredibly proud of the work that The Growth Company does on behalf of the businesses and communities we support, and it’s testament to the people who work with us that we have now been independently accredited with the Social Enterprise Gold Mark.
“Achieving this high mark of excellence reinforces the impact we have on supporting people and going further when it comes to helping individuals get into work, grow their small businesses, and develop new skills and expertise. It means a huge amount to receive this prestigious accreditation which shows that we demonstrate best practice across several key business areas that are central to social enterprise excellence.
“This award recognises we are driven by our values, and make a positive difference to the people we work with and the world we live in.”
The assessor recognised that The Growth Company was an organisation that “practices what they preach”. The report added, ‘Equality, diversity and inclusion are central objectives that run through service delivery and they represent part of who [The Growth Company] are as an organisation’.
Lucy Findlay MBE, Managing Director of the Social Enterprise Mark CIC, says: “We are so pleased that the Growth Company – our first group to apply and be awarded the Social Enterprise Gold Mark, have proved their excellence in social enterprise.
“We were particularly impressed at how the central values and ethos of the business are consistent throughout the various businesses at all levels.
“There is a real coherence and understanding of how everyone plays their part in achieving a better world. A real model for how social enterprise can successfully scale without losing its identity and purpose.”
Plans in the pipeline for The Growth Company over the coming weeks include the launch of a new Green Skills Academy that will provide Level 2 and Level 3 training for those working in areas such as retrofit, renewable and domestic energy supply, electric vehicles, wind turbine technology etc. The Academy is earmarked to launch in Summer 2022.
More than 1,600 Greater Manchester businesses and 2,500 people have been helped in the first 18 months of a programme looking to help businesses across the city-region to upskill and re-skill their employees.
GC Business Growth Hub in partnership with Greater Manchester Chamber of Commerce launched Skills for Growth – SME Support in October 2020 after receiving funding from Greater Manchester Combined Authority (GMCA) as part of its three-year Skills for Growth programme, funded through the European Social Fund.
The fully funded business support programme is designed to help Greater Manchester SME’s achieve their growth ambitions through workforce development.
Since its inception, Skills for Growth – SME Support has already supported 1,663 businesses and 2,578 individuals to undertake training and development across a range of disciplines including leadership and management, sales and marketing, IT and ecommerce and social care.
Firms accepted on the programme benefit from up to six months support, working alongside a dedicated Skills Coach, who provides an in-depth business diagnostic and workforce development plan tailored to achieve the business’ growth ambitions as well as being further supported to create personal employee development plans and help in finding suitable training courses.
Alongside this, business leaders can also access specialist support through apprenticeship and health and wellbeing advisors.
The programme has also helped 112 people to embark on an apprenticeship and a further 626 businesses have been referred for health and wellbeing support, helping them to understand the personal needs of their employees and tackle the productivity challenges that come with having a disengaged and disconnected workforce.
Councillor Bev Craig, Greater Manchester’s lead for Work, Skills, Education, Apprenticeships and Digital said: “We know that there are many inspiring start-ups, innovators and businesses across the city-region doing exciting things.
“The Skills for Growth programme is committed to supporting Greater Manchester’s entrepreneurs to develop their businesses through fully-funded training opportunities and it’s thanks to the specialist and bespoke guidance provided by SME Support that so many businesses have been able to make tangible changes and reap the benefits.
“This truly-employer led programme responds to the needs of businesses by plugging skills gaps they themselves have identified, which leads to increased productivity, boosted morale and higher staff retention.
“Our Skills for Growth family is continuing to grow and we now have a healthy provider network delivering vital training that is shaped by employers to identify pathways to progression and help businesses to thrive.”
Cheadle based business, Fresh Approach UK, , engaged with Skills for Growth – SME Support and has since seen staff undertake 96 training courses which have helped to create four new jobs, increase productivity by 20% and make £18,000 in savings from part and fully funded training. (full case study below).
Kelly Humphreys, Head of Support, Fresh Approach UK, said: “We’ve had a great experience with the Growth Company, accessing funded training for over half our team.
“We would not have been able to offer this number or variety of training to the team without the support of the team at Skills for Growth – SME Support or the funding towards training.”
A key part of the programme is GM Skills Map, a vital online resource pulling together commissioned provision as part of the wider Skills for Growth programme as well as other training opportunities available to businesses and individuals in Greater Manchester.
The resource was created to act as a ‘one stop shop’, making navigating the skills system much easier for employers and learners.
Currently the directory holds information from over 200 training providers including top universities, colleges and commercial organisations and lists more than 2,000 different training courses, as well as 457 apprenticeship programmes.
The resource is open to all SMEs in Greater Manchester but for full access, businesses must be registered on the programme.
Dawn Duggan, Head of People Skills and Talent – GC Business Growth Hub, said: “Skills for Growth is all about helping SMEs in Greater Manchester to grow by identifying skills gaps and we’re really pleased with the success so far.
“We’ve had a really strong response both in terms of the number of businesses and people we have helped. It’s really pleasing to see how the support has helped businesses and people to develop new skills and the positive business impacts that have been achieved as a result.
“We know the last couple of years have been tough for businesses and hope that this support is helping them to develop, grow and futureproof in these challenging circumstances. These challenges are just beginning for many companies and we are looking forward to continuing to support businesses to get the skills they need as we move forward.
“Places on the Skills for Growth – SME Support programme are available for a limited time only, so we would encourage interested businesses to apply online now at www.skillsforgrowthsme.co.uk to avoid disappointment.”
Skills for Growth is a three-year programme, which has been developed to build a collaborative relationship between employers and the Greater Manchester skills system.
Following robust engagement with employers by GMCA and through the work GC Business Growth Hub is delivering to support SME’s, skills gaps in key sectors have been identified leading to bespoke, fully funded training to support the city-region’s workforce to thrive.
Some sectors this work is already taking place include digital, construction, low carbon and retrofit, health and social care, hospitality and manufacturing.
Businesses that are interested in applying for the Skills for Growth – SME Support programme can find out more here: www.skillsforgrowthsme.co.uk
Not sure how apprenticeships work? Not sure how an apprentice would benefit your business? Not sure if you could afford to hire an apprentice? In this article, the experts from Skills for Growth – SME Support break down everything you need to know about apprenticeships and why hiring an apprentice can be great way of growing your business.
What is an Apprenticeship?
An apprenticeship allows an individual to marry their occupation and study, to obtaining a nationally recognised qualification in the process. This work/study balance is formatted in an 80% work – 20% studying structure, with one day a week dedicated to studying at either the workplace itself, or at a college, university, or training centre.
Apprenticeships are available in almost all industry sectors, from IT, Marketing, and Finance to Engineering, Construction, Transport and many more in between. Alongside a vast array of vocational training available, there are also a range of study levels for apprenticeships, such as:
Level 2 – Intermediate, equivalent to five GCSEs (Grades 4-9)
Level 3 – Advanced, equivalent to two A-Levels
Levels 4-7 – Higher, equivalent to a foundation degree or above
Levels 6-7 – Degree, equivalent to a Bachelor’s or Master’s Degree
An apprentice may start at a lower level and after successfully completing that level, they can move onto the next level and keep doing this all the way up to level 7. Alternatively, it’s also possible to start off on a degree level apprenticeship without working your way up to it.
Apprenticeship Myths Busted
Apprenticeships are Only for Young People
You may have heard many myths about apprenticeships that simply aren’t true. A big one is that apprenticeships are only for young people, when they are in fact for people of any age. This means apprenticeships aren’t just a way to get careers started but can help develop careers by expanding an individual’s skillset or help to change your employee’s career paths within your business, giving them the skills to be redeployed to other departments and levels of responsibility.
Employees Doing an Apprenticeship Can Only be Paid an ‘Apprentice’s’ Wage
Another misconception a lot of employers have about apprenticeships is that they can’t put their existing employees on apprenticeships because they will have to decrease their wages. Fortunately, this isn’t true, as employees can stay on their current salary throughout their apprenticeship and continue to be employed at the same company and study without sacrifice. On top of this, there are many grants and funding opportunities from the Government to help businesses paying apprentices wages and providing for uniforms or tools.
Apprenticeships are Only Entry Level Qualifications
An old myth about apprenticeships is that they are only entry level qualifications. Apprenticeships come in a range of levels from intermediate to degree level and with 20% of employers reporting a former apprentice currently sitting at board level within their organisation, it’s clear that apprenticeships can help boost careers at any level of experience.
Off-the-Job Time is inflexible
The 20% off-the-job training, although usually conducted by dedicating one day a week to training, isn’t set in stone. If it’s easier for your and your apprentice to fit in training sessions around their shifts instead, this is a possibility and gives you as an employer plenty of flexibility when it comes to allocating time for your apprentice to study.
The Benefits of Apprenticeships
Improves Productivity
Apprenticeships are an effective way of adding talent to your business and developing a motivated, skilled, qualified, and productive workforce. Employers who have an established apprenticeship programme reported that productivity in their workplace improved by 76%, with 74% reporting that apprenticeships improved the quality of their product or service.
Loyalty
Hiring an apprentice can be a long-term investment for a business, gaining an employee that will not only start their career with you, but they will learn within the structure of your business specifically, and ideally grow a long a fruitful career within your organisation. This is evident in the fact that 1 in 5 companies have a former apprentice at board level. Apprenticeships can also help to reduce staff turnover, providing new avenue for learning and development to employees who might otherwise feel the need to seek new opportunities elsewhere.
By nurturing your apprentices, you will have an employee perfectly moulded to fit your business needs and responsibilities who understands exactly how the business operates and how to effectively perform their own role there.
Cost-Effective
For small businesses, hiring an apprentice can be a cost-effective way of bringing new talent into your business. Apprenticeships for individuals under the age of 24 could be 100% fully government funded if your business is eligible, and if not, you’ll only pay 5% towards the cost of training and assessing an apprentice anyway. In addition, if your business is eligible to apply and is accepted for funding through the Levy Matchmaking Service, apprentices of any age, at any level could have their training and wages 100% fully funded.
Upskill Your Current Workforce
Getting the most out of apprenticeships doesn’t mean you have to hire new employees, instead you can upskill your current workforce. If you want to make your workforce more competent in a particular skill or to develop a new skill entirely, you can do this through apprenticeships. This means you don’t have to incur the heavy costs of hiring new employees and can retain top talent within your organisational structure.
Keeps Knowledge up to Date
Apprenticeships allow your employees to learn the most current knowledge and practical skills appropriate for their role keeping their skillset relevant to new and emerging technologies. This knowledge is also easier to understand and recall due to the applied nature of apprenticeships where knowledge learned is then immediately applied in the workplace.
Apprenticeship Specialist help for SMEs
If you’re an SME interested in hiring an apprentice or upskilling your current workforce with apprenticeships, then Skills for Growth – SME Support Apprenticeship Specialist Suzanne McNicholas is here to help.
Call her today on 0161 237 4444 or register your details here to start your journey with apprenticeships. Alternatively, you can find out more about the service here.
Workforce Development Planning – What is it and how to make it work for you
While many organisations realize the need for better planning, most still lack the tools and capabilities to effectively manage and execute the strategic steps necessary to drive significant business results.
Agile workforce planning shapes the employee experience in significant ways. It also helps companies form teams that work well together for impactful, long-term results, improves investor relations, and enhances talent management capabilities.
People are at the centre of effective workforce planning. When a company plans with its people top of mind, it prioritises and caters to their wellbeing and, ultimately, improves the employee experience.
Workforce planning can help your organization gain business agility through the efforts of engaged employees and their unique, individual talents. That starts with having flexible workforce plans that are tailored to their experiences and needs.
Analysing your workforce helps you determine how to move toward higher productivity and profitability. This ensures that your hiring strategies meet business requirements and that your workforce plans coincide with your growth plan.
Four basic principles of workforce planning
Right people
Some companies rely heavily on the addition of new team members to achieve their goals. In these instances, it would be necessary for them to expand their workforce to process their workloads.
In the new remote business world, regional barriers have dissipated, making it possible to find the best talent, regardless of where they live. Expand your talent acquisition strategy beyond your local area to find the right people for your team.
Things to consider:
A national talent search
Factors that affect staffing needs
Productivity
Right skills
Knowing exactly which competencies your company requires from its talent is critical to meeting future challenges and most effectively filling skills gaps. Identifying the experience levels that support strategic competencies is vital for translating hiring into strategy and turning business models into long-term results.
Things to consider:
Key skills needed throughout the organisation
Impact of skills on your strategy and business model
Right place and time
Continued growth requires placing the right people in the right positions at the right time, and having the right positions to place them in. Accomplishing this requires ensuring employees are optimally distributed throughout the company.
It also means companies must establish clear business goals to ensure they’re hiring team members equipped to help meet current and future company objectives.
Things to consider:
Alignment of talent distribution and company needs
Adjustment of hiring strategy to meet business objectives
Right cost
Plan for direct and indirect costs you can expect to incur while hiring, including costs for job ads, hours spent on applicant interviewing, new employee salaries, benefits, insurance, etc.
Understanding what these costs look like will keep your team within budget. It will also ensure you’re optimizing costs by securing the right talent, only when those specific skills are needed.
Things to consider:
Focus on strategies to optimize costs related to talent
Planning for direct and indirect hiring expenses
Budgeting for only the talent and skill sets your company needs
These principles should act as the foundation of your strategic workforce planning.
Workforce development helps to identify current trends and forecast future workforce structures that can help to meet service delivery requirements. This in turn can lead to the development and implementation of skills sets to raise labour productivity and increase social inclusion.
Workforce planning provides managers with a strategic basis for making human resource decisions. It allows managers to anticipate change rather than being surprised by events, as well as providing strategic methods for addressing present and anticipated workforce issues
What is the most important part of workforce planning?
Identify relevant strategies for focused people development. The very premise of workforce planning is that business changes, and because business changes, people need to change. Figuring out talent gaps and plans to fill those gaps is a core function of workforce planning.
As you work toward your goals for growth, here are four reasons your business should focus on workforce planning and begin to realize its many benefits.
Balance External Hiring with Internal Moves – Bringing in external talent is a great way to bring new skills into your business but hiring internally comes with a heap of benefits including reduced hiring costs, candidates are already familiar with the company, boosts company loyalty, faster hiring process and more.
More Effective Onboarding – Ensure new recruits make as many internal contacts as possible during the first month or so after they’ve joined so they can find their bearings within the company and gain valuable insights going forward.
Better Anticipated Training, Compensation, and Benefit Needs – Offer training and career development opportunities for employees who want the ability to grow within their role at the company. Workplace training will also increase overall productivity and quality of work as employees will be able to perform their roles more effectively.
Improved Employee Engagement – Employees need to feel recognised and valued within a company for them to be engaged and motivated at work. After hiring new recruits, invest in their personal and career development by giving them the opportunity to grow, and they will reciprocate that investment by being more productive and producing higher quality work.
Skills for Growth – SME Support can work with your business to explore all of the above and to support you in identifying your current and future skills gaps and needs to allow your business to continue to flourish and grow – we can work with you on your employee’s individual skills analysis and where improvements can be made in line with your business goals and objectives.
We will then use our GM Skills Map to source the best training support/provision that meets your needs and where possible source this fully or partly funded as a priority.
If you would like to register for this fully funded support, click here to leave your details. Alternatively, call the team on 0161 237 4444 and speak to a Skills Coach today.
About the author
Dawn Duggan
Dawn has been with the Business Growth Hub since September 2014 and is responsible for the design, delivery and evaluation of the People, Skills & Talent Programme which include the Executive Development Programme, Workforce Development, Inclusive Growth, Mentoring, National Be the Business Mentoring for Growth Programme and Skills for Growth – SME Support.
Oscar-winning film director Danny Boyle has formally opened Manchester Metropolitan University’s pioneering School of Digital Arts (SODA), a £35m investment into the next generation of creative content.
Offering industry-informed courses and state-of-the-art spaces equipped with the latest technologies, SODA provides a unique teaching and research environment that supports Manchester’s ambition to be a leading powerhouse of the UK’s digital economy.
Delivered in an innovative partnership with the Greater Manchester Combined Authority (GMCA) and Greater Manchester Local Enterprise Partnership (GM LEP), SODA promises a revolution in how we conceive the future of storytelling.
Though SODA welcomed its first students in September, Monday (June 13) was the first opportunity for business leaders, policymakers and creative practitioners to see the incredible new building, and to take part in interactive demonstrations and installations that showcase SODA’s fantastic work to date and its ambitions for the future.
By bringing together disciplines including animation, UX design, photography, sound design, gaming, and AI in a truly interdisciplinary school, SODA will address the urgent and growing demand for skilled workers in the region’s creative and digital industries. Already the fastest growing UK tech hub outside London, SODA’s teaching and industry links will help to ensure Manchester becomes one of the world’s most competitive digital cities.
Boyle co-chairs its industry advisory group with award-winning producer Nicola Shindler, ensuring that SODA’s teaching and research is relevant for industry needs and provides students with the skills to launch a career in creative media, arts and digital tech industries.
The launch featured speeches from Boyle, Mayor of Greater Manchester Andy Burnham, Festival Director & Chief Innovation Officer at Urbanworld and member of the SODA industry advisory group Sharese Bullock-Bailey, Manchester Metropolitan Chancellor Lord Mandelson and Head of SODA Professor Toby Heys.
Speaking at the launch event, Boyle said: “Every city in the world will have one of these. There must be a place where the digital storytellers can gather and can share their skills and their need for knowledge with each other. And it’s in Manchester, which of course is the city I owe everything to, and it’s also a place that produces brilliant, independent minds.”
Professor Malcolm Press, Vice-Chancellor of Manchester Metropolitan University, said: “SODA demonstrates our commitment as a university to harnessing our world-class research and educational strengths in culture, creativity and innovation to drive economic growth.
“The creative and digital industries are growing, here in Manchester and nationally, creating an urgent and growing demand for new skills and knowledge. Our SODA graduates will be industry-ready, helping to plug this gap and fulfil the city-region’s ambitions to become one of the foremost digital cities in Europe.”
Andy Burnham, Mayor of Greater Manchester, said: “In Greater Manchester, we are doing digital differently. We are committed to being a digital city-region that puts people at the heart of our plans as we work towards our ambitions to be recognised as a world leading digital city-region – SODA will be integral in achieving that.
“We must future proof our digital talent pipeline, connecting education and industry and I’m pleased to see this happening at SODA, as we work together to position Greater Manchester as the key place for businesses seeking a digitally skilled workforce to invest in outside of London.”
Launch event
Guests enjoyed a sneak peek of SODA’s new exciting gallery space Modal and demonstrations from industry partnerships already well underway, including with Ofcom, Blackmagic Design’s Education Partner Program and the innovative voice-interactive portrait In The Room with Nile Rodgers.
They were also able to hear from SODA’s NFT experts on how to grow their own ‘digital flower’ to take home with them. Researchers explained how NFTs work, and about sustainability and the blockchain, exemplifying the type of research SODA academics will be conducting into how technology, storytelling and ethics interact.
Technicians were on hand to show the full capability of the SODA building, alongside the chance to play interactive games, and see live studio performances from Visiting Professor and musical legend Barry Adamson, a Binaural Soundscape from lecturer and artist Jamie Birkett and the University’s own Art School Live.
They were also able to explore the Degree Show exhibition of undergraduate animation, filmmaking and photography students’ work, as well as a film showcase in the SODA cinema space.
Speaking at the launch event, Lord Mandelson told guests that 80% of new jobs advertised now require digital skills. He said: “That is why this school is so important, so relevant and such a boost for this city and this region.
“We’re standing in a school that is literally dedicated to the future. And believe me, digital technology is absolutely the key to our future prosperity as a country. That’s why it’s so important that Manchester should lead, and Manchester becomes the digital and creative centre of our country. That’s the trajectory you’re on and that’s why it’s so exciting to be here.”
Bullock-Bailey said: “This building is meant to foster collaboration across the arts for creative producers, animators, directors, writers, UX engineers, editors, musicians, all who need jobs. This is where they’ll come to be trained. And this is a place that they can truly call home.
“As my work has endured over 20 years as a creative producer, a funder of film and media, and now running a film festival in New York City that also endures around the world, I know first-hand just how critical the work is in SODA and that the demand is great.”
Building
The innovative five-storey, 5,200m² SODA building is designed by Feilden Clegg Bradley Studios, and houses a digital innovation and UX lab, film studios, green screens, edit suites, sound, music and production studios; alongside a screening room and gallery space.
The flexible design allows the building to adapt to developments in technology. A LED light wall covers the exterior front of the building, providing a responsive and eye-catching digital canvas for student work.
If you have recently had to invest in a new set of tyres as well as get to grips with the rather alarming prices seen on the pumps these days, then your wallet may well be crying softly in the glove-box, shuddering whenever you pull into a service station – along with many others, who find themselves in the same situation. Give your wallet a breather by ensuring that your new tyres last as long as possible and driving with extra caution and do not cause you trouble while driving in main areas of the UK like London or Yorkshire!
Let’s look at five useful tyre checks to help you stay safe on the roads.
Check your Depth
Tread depth is not as important in dry weather as it is in wet, and in the UK, there are few days without some rain, whether it is a downpour or a mere drizzly sprinkle. No matter how heavy the rain, water sitting on the road surface can be exceedingly dangerous if your tread depth has been allowed to run too low. Legally it must be 1.6mm over the middle three-quarters of the contact surface, but, for more certain safety, experts recommend not letting it go below 3mm before you invest in a new set of tyres.
Check your Inflation
Tyre inflation is vital to the best working of modern tyres. They are carefully engineered to work within the recommended range of pressures, and should not be allowed to go over or under these limits. This is so vital to the correct workings of modern tyres that tyre inflation has been added to the MOT checklist in recent years.
Check your Rubber
Rubber is an organic product: grown and harvested from trees. This can be easily forgotten, given how ‘manufactured’ finished tyres look, feel and smell! But, like all organic things, they begin to deteriorate almost as soon as they are made. Tyres can last a good long time though: there is no need to panic that your nearly new tyres will disintegrate on you suddenly one day as you drive along. But once your tyres start showing signs of damage: chips, chunks of rubber falling off, dimples or dents in the sidewall, and your tyres suddenly making more noise than they used to – then it can be time to start thinking about a new set of tyres!
Check your Age
Tyres in general which last around five years when in constant use. This can be pushed to ten years if the tyres are very gently used, are exquisitely looked after, and are stored flat on their sides in a single layer in between uses! It doesn’t matter how carefully you look after your tyres, once the rubber gets to a certain age, it will begin to deteriorate rapidly, and if you try to make them last longer, you will find your life plagued by slow leaks, punctures, blow-outs and increasingly worrying responsiveness while driving. You can also get new tyres in Castleford from Reg Greenwood, call them at 01977 702 317; and eradicate punctures and tyre issues from your immediate future.
Check your Speed
When you have your new tyres fitted, it can be tempting to put them through their paces and try out some riskier roads. Avoid this temptation as any damage, even in the early days when the tyres are at their most sturdy, can mark the beginning of a host of problems, even if they take some time to manifest themselves – perhaps even so long that you have forgotten about those early high jinks, so the sudden failure of your tyres comes as an unpleasant and expensive surprise!
A team of almost 30 people took to the streets of Manchester for a 10 mile walk, while carrying 10kg, all to raise money to support homeless and at risk young people.
The group, primarily from Skills for Growth – SME Support as well as GC Business Growth Hub and Aspire Recruitment, set out last week (June 9) from its office on Oxford Road in Manchester city centre to Heaton Park and back again – a distance of around 10 miles.
This was part of Depaul UK’s Weighted Walk Challenge and each of the participants carried around 10kg with them as a result. The walk was also the longest and largest weighted walk that has taken place for Depaul this year.
Depaul offers a safe place to stay, alongside vital support and guidance to help young people achieve their ambitions and move towards a more positive future.
The Skills for Growth team decided to take part in the challenge after recently starting to work with Depaul UK to help it to work with the wider community in Greater Manchester whilst continuing to provide a valuable service to counter youth homelessness.
Skills for Growth – SME Support launched in October 2020 and is a fully funded business support programme which is designed to help Greater Manchester SMEs to achieve their growth ambitions through workforce development, by upskilling and reskilling employees. It is funded by Greater Manchester Combined Authority (GMCA) as part of its three-year Skills for Growth programme, funded through the European Social Fund.
While the team of 27 has now completed the challenge, they are still accepting donations to reach their total of £1,500.
Nicholas Williams, Skills for Growth – SME Support Skills Coach and walk organiser, said: “Last month at a networking event I got talking to someone from Depaul about their work and us potentially supporting them.
“I’ve been looking at how we can help to upskill their staff and increase their ability to work effectively with the wider community in Greater Manchester whilst continuing to provide a valuable service to counter youth homelessness. This includes the likes of things like taking on sales and business development training and improving business skills such as leadership and management.
“Alongside this we decided it would be great to take part in the Weighted Walk Challenge to raise some money for this great cause. The idea is that we are carrying the weight so young people at risk of homelessness don’t have to.
“It was a great occasion and I’m delighted with how it went. It was certainly challenging at times and I’m really proud of everyone who took part.
“Thank you to the team who took part and everyone who has supported us and donated so far – it will make a huge difference.”
Lydia Kendall-McDougall, Regional Engagement Officer at Depaul, said: “At Depaul UK, we work with young people who are at risk of homelessness, supporting over 3,000 young people every year. Our vision is of a society where everyone has a place to call home and a stake in their community. We work on the basis that a bed is not enough, so while we run supported accommodation projects for young people, we also focus on prevention work, access to education and work opportunities, mental health support, and independent living skills – all through a person-centred, holistic approach.
“The impact of Skills for Growth – SME Support and the wider team’s Weighted Walk fundraising is huge, and has the scope to transform the lives of many vulnerable young people. For instance, it costs £15 to prevent a young person from sleeping somewhere unsafe by matching them with a host from Nightstop, our same-night emergency accommodation service. If this team raise £1500, they could fund 100 nights. That’s a quarter of our yearly goal in Manchester!”
People can still donate to the team here: Nicholas Williams is fundraising for Depaul UK (justgiving.com)
Businesses that are interested in the Skills for Growth – SME Support programme can find out more here: skillsforgrowthsme.co.uk
An R&D tax specialist with offices at Media City in Salford has expanded to Scotland and strengthened its team with three new hires as it experiences significant growth.
Counting King has supported over 150 businesses with R&D tax claims over the last year and is looking to reach even more businesses with innovation funding support and advice by establishing a permanent presence in Scotland.
The team has grown rapidly to 15 people over the past year and there are plans to recruit for an additional four roles in the next few months.
It supports organisations to access grants, tax relief incentives and investment to help scale and grow innovative companies in the UK that are looking to disrupt their industry with commercially successful technology products or services.
Counting King already works with businesses across a range of sectors, including brewing, oil, gas, software development, engineering, construction and manufacturing.
As part of this, it is working with trusted referral partners such as Edinburgh-based Chase Innovate, a specialist intermediary that supports UK businesses with innovation and energy solutions.
Leading the new team in Scotland is director James van Beusekom, who has more than 25 years of experience in the banking and the financial services industry and has previously worked with GE Capital, RBS Group and Bibby.
Gwydron Siswick has been appointed as a business funding consultant with a wealth of financial knowledge and previous experience in the sign, graphics and construction sectors.
Susannah Downs also joins Counting King from international consulting firm Leyton. Prior to this, she worked in the world of sports media with Sky Business and the Scottish on-trade industry, specialising in the brewing sector and working with Innis & Gunn.
Commenting on her new role as business funding consultant, Susannah said: “I’m passionate about supporting Scottish businesses of all sizes and in a diverse range of industries, with a keen focus on supporting the creative arts sector as I feel that this is often overlooked or forgotten about when it comes to vital funding support.”
Gary Hilton, co-founder and group director, said: “Counting King has experienced phenomenal growth in 2022, having just surpassed the 100 mark of successful new client wins this year. A major part of this is the rollout of additional services, including searching for grants, capital allowances and of course, R&D tax credits.
“Scotland is bursting with innovation, and it is purely down to its reputation of being a world leader in several sectors that has led us to expand and see which clients we could assist. We have brought on some fantastic consultants based in Scotland who are extremely knowledgeable, and in turn, have secured some key strategic partners to further our goal of becoming the UK’s number one funding provider through grants, tax incentives and investment.”
The car leasing comparison platform provider is set to use the funding to reach a wider audience, better their customer experience and improve its product offering with its finance and white label partners.
NPIF Maven Equity Finance, (“Maven”) which is part of the Northern Powerhouse Investment Fund (“NPIF”), has invested £1 million in Chester based Moneyshake, an online vehicle leasing and purchase comparison site.
Moneyshake allows its users to effortlessly compare car leasing deals, and more recently Personal Contract Purchase finance to support their customers in finding the best deal for their next car.
The company which is opening a new office in Chester does this by partnering with leasing and financing businesses to offer their deals on its platform. As well as car leasing firms, the online platform also has several other partners, notably ClearScore and Money Supermarket, allowing its deals to be viewed and recommended in more places.
The investment from NPIF Maven will support Moneyshake in optimising and further developing its existing product, help launch a commercial leasing service and enhance its price comparison technology.
As well as improving the customer experience and expanding its audience, Moneyshake are also looking to build upon its partner strategy, selling its comparison tools and car change calculator to its finance and white label partners on a SaaS (Software as a Service) basis. The company also plan to offer a market data and insight subscription to its partners due to the increasing data available, generated through its platform.
Dean Cox at Maven, said: “This exciting, customer-centric business is a great addition to the Maven and NPIF portfolio. The business has great future ambitions and is fast becoming a key name within the fintech industry. We have been impressed by the quality of the management team and existing shareholder base.”
Eben Lovatt, CEO at Moneyshake, added: “Maven are the perfect partner for our next phase of growth. Following a record month in March for broker and dealer conversion on the Moneyshake platform, the whole team is ready to build on this to deliver another great year of sales.”
Clare Hayward MBE, Chair of Cheshire and Warrington LEP, said: “We are delighted that Moneyshake is committing to the region, as this increased activity and investment will support us to achieve our aims. It is great news that Moneyshake is leading the way and opening a new office here and it is fantastic to see another innovative firm joining our current portfolio of finance and digital businesses in Chester. I look forward to hearing more about their plans and working with them as we move forward.”
Sue Barnard at the British Business Bank, added: “Fast-growing businesses like Moneyshake are fantastic examples of the transformational effect that access to finance can have for organisations in the North. With funding, Moneyshake can now substantially improve its existing products and move into the commercial leasing space. Equity finance is an important tool in helping business progress forward in their growth journeys.”
The Northern Powerhouse Investment Fund project is supported financially by the European Union using funding from the European Regional Development Fund (ERDF) as part of the European Structural and Investment Funds Growth Programme 2014-2020 and the European Investment Bank.
A luxury headwear brand is putting ethical British fashion on the global stage due to the growing popularity of its wigs, hats, and turbans, designed for cancer patients and other people who are affected by hair loss.
Masumi Headwear (Avakino Ltd) was established in 2015 by Ali Nowroozi. Before founding the company, Ali worked in the wig industry for 11 years and found himself yearning to create an alternative to the bland headwear available for people experiencing hair loss from alopecia, chemotherapy, and cancer. And so, his idea to launch a range of fashionable, seasonal headwear materialised.
With support from the Growth Company (GC), Ali has steadily grown the business into a team of six, launching three new products and partnering with the University of Salford to create 28 student placements, as well as 15 fixed-term internships. Masumi is now on track to surpass its turnover target this year, which will be an increase to £250k turnover from £175k last year.
Specialist ecommerce and digital marketing advice from dedicated GC advisor, Isabelle Farquhar, has helped Masumi expand its paid marketing and PR activity in non-UK territories, including a growing online presence in the US (using Amazon fulfilment) and the establishment of a new ‘virtual branch’ office in Leipzig, Germany.
Masumi has also had support from the Growth Company to locate a new distributor in Romania, who will distribute Masumi Headwear products in Romania and other Eastern European markets.
Ali said: “By reaching these new markets, we anticipate a £50,000 increase in annual turnover for Masumi and the creation of two jobs.
“Working with GC has enabled us to win more contracts and increase Masumi’s brand awareness in the UK and abroad. This has led to increased ecommerce activities and export sales, requiring the need for staff with language skills.”
Having founded Masumi with the goal of making sure that those suffering from hair loss can feel confident at a time when it really matters, Ali underlined that making a positive difference to people’s lives was his real motivation: “It’s great to see the financial growth go from strength to strength, but the main aim of our business is to empower and help people.”
The ongoing support from GC has led to the development of a three-year strategy, as well as three new product ranges.
Richard Jeffery, National Director of GC Business, said: “Masumi is a shining example of a business that has gone from strength to strength through a combination of sheer commitment from its founder, Ali, and his dedicated team, alongside support from the Growth Company. GC’s business expertise has helped to significantly bolster the company across areas including planning, strategy, pitching, marketing, sales, IP, and reaching new international markets.
“It goes to show just how important business support can be for start-ups. We’re seeing entrepreneurs increasingly taking an ethical stance in the work they deliver, and it’s a pleasure to support those that are playing a part in creating a better world.”
Ali added: “We’ve been able to establish robust financial systems, a product marketing and social media strategy, and we’ve received support with researching export markets and setting up distributors.
“GC have also played a pivotal part in shaping our brand and identity.”
“Without a doubt, the Growth Company has played a key role in our success. It has been a solid backbone of my business and in the nicest possible way, they’ve never left me alone!”
The Growth Company is an award-winning social enterprise with a 30-year history of creating jobs, enabling growth, and improving lives. GC Business, part of the Growth Company, provides end-to-end business support and financial services for public, private and third sector commissioners, designed to create jobs, enable growth and improve lives. Get in touch to understand how we can support www.growthco.uk/what-we-do/business
Carrs Pasties asked Absolute Agency to give its branding a much-needed update and ensure that the distinctive personality was evident in all marketing communication.
The aim was to build the brand nationally with a new, eye catching brand which celebrates the products themselves.
Their famous savoury products are fondly talked about by customers and are frequently shared on social media. Once tasted, the products pretty much speak for themselves, so this was the main inspiration that determined the direction of the branding.
Absolute gave each product its own distinctive personality, communicating the tasty ingredients and reiterating the freshly baked aspect of Carrs products, with their ‘little and often’ approach to baking in-store.
Creating a bespoke typographic headline treatment to reflect the craft focus of the brand, Absolute added a burst of energy through use of striking paper cut backgrounds, each one illustrating the tasty products and quality ingredients.
Simon Allman, Creative Director from Absolute commented: “We have worked with Carrs since 2020 and this brief started with their ambition to secure more trade listings and build the brand nationally. We started with a five-stage process of investigation to identify the ideal partners and perfect trade customer. On the back of this research, we recommended a full brand overhaul.
“It has seen success already following the rebrand, with 10 new trade accounts set up and the pasties can now be tasted throughout the North-West in 150 convenience stories, as well as their three own shops, and further afield due to its nationwide delivery service.”
The brand will live holistically in all customer touchpoints. Carrs shops, in and around Bolton, will be kitted out with animated digital menus, promotional posters, shelf and product price points. Trade stores are also starting to see refreshed signage and product branding. Perimeter animations and print adverts have been produced to engage with loyal fans and customers at Bolton Wanderers Football Club, promoting concession purchase and nationwide delivery.
Absolute will continue to work with Carrs over the next few months developing the full, over the counter, delivery and frozen packaging range.
Matt Carr, business owner, said: “At Carrs, our mission is to reach every part of the UK, whilst keeping Bolton at the heart of everything we do. We are a family-owned business, with dedicated long serving staff and exceptionally loyal customers.
“To help us achieve our mission, we wanted to work with a local agency that aligns with our own family values and appreciates developing long-term relationships. The fantastic team at Absolute understand us and that its customer service that we thrive on.
“The results they have produced for us since working together are there to see with our new brand and marketing campaign. We couldn’t be happier and look forward to a continued growing relationship with them.”
Carrs Pasties is a much-loved Bolton based bakery whose products are starting to be enjoyed beyond the North West of England. The company, which was established in 1938, is now in the hands of an ambitious third generation of the family, who want to share their passion for the product, far and wide.
Carrs Pasties can be purchased at one of its three stores in Bolton, at supporting retail partners as well as online www.carrspasties.co.uk
Absolute Agency is 23 years old and based in Bolton. Founded by Chris Hodgen, it is a bold agency specialising in branding, digital, content and communications for ambitious clients.
