NIESR: Ending Furlough ‘Premature’

Ending Furlough ‘Premature’

The pending discontinuation of the furlough scheme will push unemployment as high as 10%, according to a report by the National Institute of Economic and Social Research (NIESR). Government plans to phase the scheme out by October have been labelled ‘premature’.

NIESR Deputy Director Gary Young praised the furlough scheme, saying it ‘has been an undeniable success in terms of keeping furloughed employees attached to their jobs’, but warned that ‘the planned closure of the furlough seems to be a mistake, motivated by an understandable desire to limit spending.’

The scheme, which covers 80% of employee wages plus National Insurance and pension contributions, was originally intended to last until the end of July 2020, though this was later extended to the end of October.

The report’s authors emphasised that ‘the economic outlook is extremely uncertain’ in an accompanying press release, identifying effective policy as the crucial component in mitigating damage to the economy. That damage is estimated to include a GDP drop of 10%, with the economy not predicted to recover to pre-Covid levels for another three years.

Even that might not be the end of the road to economic recovery. Of particular concern is the danger that unemployment levels will remain high even after the economy has bounced back. The report warns that unemployment ‘could stay above its current level in the coming years due to economic scarring and hysteresis’.

The term hysteresis describes a ratchet effect whereby short-term changes to the labour market become difficult to reverse. According to this hypothesis, a combination of factors may conspire to keep unemployment up, including the demotivating effect of unemployment on workers, and the rate at which skills are lost or become obsolete. The tendency for companies to use employment history as a filter in hiring decisions may increase the demand for those who were lucky enough to keep their jobs—allowing them to lobby or compete effectively for higher salaries—while simultaneously deepening the challenge for unemployed workers.

In light of the risk of hysteresis, the report’s authors have suggested extending the scheme until June 2021, ‘could protect around a million jobs later this year at relatively small cost and with lasting economic benefits.’ The Covid crisis itself may offer a means to finance such an extension. The public sector borrowing necessary to fund this extension could effectively be financed by ‘higher private sector saving’. According to Young, ‘people are saving more because they can’t spend and indirectly that’s financing the government spending.’

As for the long-term remedy for rising unemployment, the logistics sector may have a key role to play. With Hermes creating 10,500 jobs and Amazon 15,000 amid a surge in online shopping, demand for couriers and warehouse pickers remains strong. Other sectors looking to hire include food retail, domestic cleaning, and IT, with skills in web development, online security and software engineering supporting many firms’ responses to the crisis. Whether these jobs remain permanent or demand wanes with the quickening of the economy remains to be seen.


Racial Inclusion Matters

Racial Inclusion

When asked to write this piece for SHD I must say I was slightly apprehensive. The conversation around racial discrimination can be hard to start, but is so important in order to educate yourself,  educate others and do everything you can to eliminate unconscious bias.

First, you must understand the difference between equality, diversity, and inclusion (EDI) in the workplace – they often get termed together with little understanding or respect for the differences.

Equality relates to opportunities provided to employees no matter what their differences and is quite often linked to being legally compliant. Diversity is where an employer actively seeks to recruit people that are different whether that be race, religion, gender, sexuality etc. The best definition I have seen for Inclusion is one that defines it as a state where all employees feel valued despite their differences and most importantly feels like they can add value too.

The UK is increasingly diverse, so it is important to recognise that organisations headed up by white males can no longer expect to be able to recruit people who are just like them. Organisations should recognise and embrace the multicultural world we live in within their recruitment strategies to work towards a culture of inclusion.  And this offers business benefits too.

Companies with the most ethnically diverse teams are reported to be 33% more profitable, and an inclusive business is naturally more creative and innovative. Did you know that being a diverse employer will also lead to better recruitment and retention rates? And that an inclusive culture at work helps empower employees?

The best leaders and organisations will recognise the many benefits of a culture of inclusion. They seek out differing opinions, they trust that a diversity of ideas and thoughts gives them a massive advantage and that this will only enhance the corporate vision, not damage it.    

Racial discrimination and inequality

When we refer to race, this means being part of a group of people who are identified by their race, colour, nationality, citizenship, or ethnic or national origins. It is illegal to discriminate in any form against somebody due to their race. Yet despite this, half of employees have come across racism in the workplace and people of colour only represent about 8% of the FTSE100 director population. What’s more black and ethnic minority candidates send, on average, 16 job applications before receiving a positive response, where a white candidate would only need to send 9. And did you know that unemployment levels for BAME graduates are two and a half times higher than for white graduates?

Of course, the UK Government must play a role in responding to this issue and adapt current legislation in order to tackle inequalities in employment. Not only that, they need to look at the education system and understand any disadvantages faced before those from minorities even enter the world of work. However, it is also time for employers to take action to try to address this racial divide.

Tackling the issue with training

Talking about racism can be daunting to those who are uneducated on the topic, or fear saying the wrong thing so it is important to establish any training needs here. Providing your management team and employees with training around EDI and enhancing their understanding is vital if you wish to make that step change.

Employees must also understand they need to listen to each other. White employees should recognise that it is not solely the job of their ethnically diverse colleagues to talk about equality, diversity, and inclusion. This dialogue is important in order to raise awareness of any issues and build relationships between colleagues. Keeping a lid on systemic racial issues and leaving employees to internalise problems because they don’t feel they can talk about them could lead to huge reputational damage for an organisation.

It is also important to understand that race discrimination is not always deliberate. Someone may be discriminating against a person without even realising it or meaning to. This leads us on to unconscious bias.

Unconscious Bias

Unconscious bias and racism have some very clear distinctions. Racism refers to an explicit belief that some races are superior/inferior to others, whereas unconscious bias is when social stereotypes about certain groups of people are formed by individuals outside their conscious awareness. While these biases are often incompatible with a person’s conscious values, both racism and unconscious bias can have negative effects within the workplace. So employees need to understand these biases in order to interrupt the norm.

Unconscious bias is particularly prevalent in recruitment or when teams form/merge as it often occurs as part of a first impression. Now of course this can go favourably too. For example, if an interviewer finds out the candidate supports the same sports team then anything negative from that point on could be overlooked.

Conversely, negative stereotypes can be formed based on a persons’ ethnicity, for example, or maybe an accent on a telephone interview leads to assumptions about that person. What if a recruiter receives a CV with a ‘different sounding’ name on it? Maybe they find it too difficult to pronounce or can’t automatically tell the applicant’s gender, and this makes them feel uncomfortable.

All of the above examples have nothing to do with a persons skills and attributes or their ability to do the role, so you need to create a culture within your organisation that challenges and discusses these biases. You may want to remove the chance of bias through things such as “blind” CV’s, where names and gender are not included.

Taking Action

It’s not enough to just talk about creating a culture of EDI. It is about organisations and business leaders holding themselves to account and taking action. They must review whether their claims that they are a diverse and inclusive employer on recruitment adverts is true and dig deeper to understand if the opportunities their ethnically diverse employees get are truly equal and remedy any disparities. It is about looking at your data and not only identifying what needs to be done, but doing it!

Where the problems are systemic it may require massive business disruptions in order to create a long lasting change. Even immediate action may take a long time to yield results. The Employers Networking for Equality and Inclusion (ENEI) themselves say that full inclusion is a temporary state that few organisations will ever achieve, so it must be understood that a drive for continuous improvement in this area is in the best interest of all involved.

There is a new narrative beginning to take shape. There is a spotlight on racism, and I for one am optimistic for the future if we all maintain our focus on this important issue.

Forklift Operator Refresher Training Essential for a Safe Return to Work

Forklift Operator Refresher Training

At Talent in Logistics, we are passionate about looking after the welfare of the hard-working and talented people throughout the supply chain. If you employ lift truck operators, please read the helpful guidance below from RTITB regarding re-assessment and refresher training as your lift truck operators return to work. Lets work together to keep our valuable people safe and the supply chain running.

To maintain safety and compliance as operations resume and forklift operators return to work, RTITB is reminding employers of the necessity to provide assessments and refresher training.

“We are now, fortunately, in a situation where many operations are re-starting or returning to pre-lockdown capacity, and where many forklift operators who had been on furlough are returning to work,” says Laura Nelson, Managing Director for RTITB, the UK’s leading workplace transport training accrediting body.  “Alongside considerations around PPE, hygiene and social distancing, employers must also provide the operator training and assessment that is required for both safety, and compliance.”

In March 2020, for those businesses remaining operational, the Health and Safety Executive permitted authorisations to operate for material handling equipment (MHE) operators to be extended by up to three months if it was not possible to deliver refresher training due to Covid-19 (and subject to fulfilment of particular requirements). Although they have not had time away from the workplace, these forklift operators may also now be due refresher training to retain their authorisation to operate.

“There are several ways that employers can approach this situation to remain compliant and keep their people safe,” explains Laura. “Where operators are returning to work having not used a truck for some time, the most assured method of compliance would be to provide refresher training prior to re-instating their authorisation to operate.”

“Alternatively, you could opt to carry out an assessment on all of your operators prior to re-authorisation and provide refresher training only to those who do not meet the assessment criteria,” she continues, explaining that the best course of action will vary, depending on what is reasonably practicable in different businesses.

However, the HSE guidance remains that employers must not allow any employee to operate MHE without re-assessment or re-training if their authorisation to operate has expired, or if they’ve been away from work for a period of time.

To identify the best course of action and assess potential risks as forklift operators return to work, RTITB recommends that an employer should consider five key questions.

  1. Is the returning operator recently qualified or relatively inexperienced?
  2. Is the operator within scope of existing company policies (for example, does the operator return to work policy require retraining after a four-month absence)?
  3. Is the operator lacking confidence or requesting extra support? Employers should talk to the operator to find out how they are feeling about returning to work.
  4. Does the returning operator have a history of poor operating?
  5. Is a competent Instructor or training organisation available to help?

“However the employer chooses to roll out assessment or refresher training, they should also provide increased supervision and work-based observations of forklift operators once they’re back in the workplace,” says Laura. “This helps ensure their continued correct operational ability at a time where safety is more of a priority than ever.”

RTITB online knowledge top-up courses to support refresher training are available now. Visit to find out more or call RTITB for advice on +44(0)1952 520 200.

For more information on RTITB Accredited Partner organisations that can provide forklift operator assessments and refresher training, visit .

Only 30% of LGV drivers feel valued, finds new Talent in Logistics research

Driver Engagement White Paper

According to a recent survey by Talent in Logistics, just 30% of LGV drivers in the UK feel valued. The driver engagement research, which surveyed more than 1,300 respondents during February and March 2020, also found that less than half of drivers feel motivated to work hard for their employers, signifying testing times ahead for the logistics sector.

Carried out in collaboration with Pertemps Driving Division, prior to the start of the Covid-19 lockdown, the driver engagement survey sought to investigate how LGV drivers across the country really feel about their role and employers, giving them a unique platform to share their experiences and opinions.

The survey also showed that fewer than half of drivers believe that their company is diverse and inclusive in their recruitment. This was reinforced by the demographics of the survey respondents – more than 7 out of 10 drivers surveyed (72.5%) were aged 41 or over, and 95% were male.

The research also found that fewer than half of the drivers surveyed said that they felt proud (47%) or motivated (49%) to work for their company. Looking at survey results collectively, overall employee engagement for LGV drivers is around 48%.  This is considerably lower than the national average, where two-thirds of UK workers are satisfied with their jobs* and signifies a potentially serious engagement issue within this sector.

“During the coronavirus pandemic, drivers have been working extra hours to keep the country moving as ‘key workers’ – it’s never been more apparent that they are vital to the supply chain,” says Ruth Edwards, Business Development Director for Talent in Logistics. “However, our survey shows that employers have a long way to go to make drivers feel engaged, valued and important.”

“As the UK’s largest provider of professional drivers within the driving and logistics industries; Pertemps Driving Division jumped at the opportunity to partner with Talent In Logistics and give drivers a real voice to help bring about positive change and improvements for their profession,” says Samantha Leleu, GM for Pertemps Driving Division. “The industry has faced real challenges for several years and these challenges became even greater during the recent pandemic. However, if Covid-19 has taught us anything, it is to value the key workers we have in this country.”

The detailed results of the driver engagement survey are revealed in a new white paper published by Talent in Logistics, titled ‘Driving Engagement in Logistics’.  This also makes practical recommendations on how to increase driver engagement, considering drivers’ attitudes to reward and recognition, salaries, leadership, wellbeing and more.

According to the white paper, evidence for the importance of employee engagement is compelling. Companies with high levels of employee engagement are reported to see a 40% decrease in their staff turnover rate. Conversely, organisations with a low engagement rate report, on average, 42% more accidents within the workplace.

“It’s not all doom and gloom when it comes to LGV drivers,” says Talent in Logistics’ Ruth Edwards. “Yes, there is a worrying skills shortage in this sector and clearly significant engagement issues to overcome, but many of the drivers we surveyed loved their profession, for many different reasons.”

“There can be no doubts whatsoever that drivers are essential components to keep the country running at all times,” adds Samantha Leleu. “It has therefore never been as important to listen to what they have to say to ensure we protect and recognise their valuable contribution to our economy – in the very near future, driving must become an aspirational career for other groups as we strive to tackle a growing driver shortage.”

Ruth Edwards concludes, “Now is the time for employers to grab the opportunity to celebrate the role of the driver and build a motivated workforce that can contribute to the bright future of this crucial sector.”

To download the ‘Driving Engagement in Logistics whitepaper’, visit

For more information, call the team on 01952 520216 or email


*CIPD Working Lives Survey 2018

PM Promises Apprenticeship Boost

Boris Johnson has backed proposals for an ‘apprenticeship guarantee’ aimed at ensuring young people have access to vocational training. The prime minister’s comments come amid urgent calls for the government to tackle unemployment in the wake of COVID-19.

logistics apprenticeships boostJohnson gave support for the proposals in a letter to the chair of the Commons Liaison Committee, stating, ‘Apprenticeships will play a vital role in the economic recovery, ensuring that employers and people of all backgrounds develop the skills they need to succeed.’ The letter went on to make a commitment to supporting small businesses that want to take apprentices this year.

The idea was originally suggested by chair of the education select committee, Robert Halfon. According to Halfon, such a guarantee could ‘close the skills divide and help those from disadvantaged backgrounds’. The guarantee would be backed using funds raised through the apprenticeship levy introduced in 2017, used in a ‘very strategic way’.

The levy was cause for controversy earlier this year when Education Secretary Gavin Williamson criticised employers for misusing levy funds. Williamson’s comments came amid allegations funds were being used to subsidise higher education courses for senior management, and that the scheme had given rise to ‘fake apprenticeships’ designed to tap funding.

Mr. Halfon said that the levy should be ‘used primarily on apprenticeships to 16 to 24-year-olds and to tackle disadvantage.’

With youth unemployment doubling in recent months, according to the ONS, the need to ensure the younger generation are targeted in any government response to reopening the economy has been underscored by the Association of Employment and Learning Providers, AELP.

According to Mark Dawe, AELP chief executive, ‘The government needs to roll out its response urgently. The majority of need can be met through existing employment and skills programmes, but it requires the right level of funding and the funding getting to the most appropriate providers around the country.’

‘AELP has called for a £8.6bn skills package split between young people and adults including a wage subsidy to encourage employers to make more apprenticeship opportunities available for young people aged 16 to 24.’

Dawe stressed that failure to implement such measures ‘would still be a significant cost to the Treasury and the economy with mass youth unemployment.’

Speaking to the TES, Mr. Halfon stressed that alongside financial subsidy, there is a need for other forms of support. ‘Businesses are very wary about taking on apprentices because of the bureaucracy involved. The Australian system, for example, does all of that for the businesses and that reduces the bureaucracy. That would be a very good model for consideration. You create financial incentives, but also a bureaucratic incentive.’

Moves to bolster apprenticeships come at a significant moment for the UK logistics industry, with a deepening driver drought and increased pressure on the network due to COVID-19. Apprenticeships have for some time been promoted as a means to alleviate the drought, although this depends on apprenticeship levy funds being used proactively, and for the appropriate purpose.

MD of Moody Logistics, Caroline Moody, recently named as a finalist in the 2020 Amazon everywoman in Transport & Logistics Awards, had this to say regarding the apprenticeship levy in 2019: ‘The scheme allows haulage companies to provide an apprentice with much greater insight into the logistics industry as they work within the business whilst being trained in the core driving skills.’

References and useful links:

Extra time to enter the Talent in Logistics Awards 2020

Talent in Logistics Awards 2020

The past few months have been really challenging for many, but every day we’re blown away by the amazing efforts we see from the logistics sector and the encouraging positive stories we encounter in our #ilovelogistics campaign on social media.  That’s one of the reasons why we have decided to extend the deadline to enter the Talent in Logistics Awards until 24th July 2020.

Talent in Logistics Awards 2020 Goes Online!

Our awards for the logistics industry and the standout people and teams working hard across the supply chain will not be cancelled this year, despite the current unusual and ever- changing circumstances. However, they will be more unique than ever!

The 2020 Talent in Logistics Awards will take place completely online as a live streamed, virtual event on YouTube and social media, meaning that absolutely anyone can watch the awards and share in the celebration of the incredible people within our sector.

Enter the Talent in Logistics Awards

If you’ve already entered the Talent in Logistics Awards this year, your entry still stands and is in the running to win an award. You just might be delivering a virtual acceptance speech if you win, instead of going up on the stage!

However, if you haven’t got round to writing your entry yet, the good news is that you now have more time to do so.  The entry deadline has been extended until 24th July 2020, so enter now!

Why should you enter the Talent in Logistics Awards?

With the logistics sector going above and beyond at the moment, we know there are even more amazing examples of dedication, commitment, and achievement than usual across the supply chain. Make sure you recognise and celebrate this by entering your standout individuals, teams and programmes for a Talent in Logistics Award.

Our Awards are a great way to show the talented people in your organisation exactly how valued they are, which can help improve motivation, engagement, and loyalty.  Receiving a Talent in Logistics Award is also a great way to showcase the great work your organisation does and how much it values its people, providing positive PR for your business. Plus, it’s a fantastic way to demonstrate why it’s a great place to work, supporting your efforts to recruit the best talent.

How to enter the Talent in Logistics Awards 

Entering the awards is straightforward. Simply download a form from our website for your chosen awards category, complete the essential details and add your written entry of up to 1000 words and your choice of up to three supporting documents.

Categories include:

• Innovation in Recruitment

• Collaboration in People Development

• Innovative Training Programme

• Training Provider of the Year

• Health Safety & Wellbeing Initiative

• Best Place to Work

• Industry Ambassador for the Year

• Inspirational Leader of the Year

• Excellence in Coaching and Mentoring

• Instructor of the Year

• Rising Star of the Year

Find out more about all of the awards categories.

Need help with your entry?

Writing award entries may not be a usual part of your day job, but please don’t let that stop you! It may take a little time and effort, but the rewards are well worth it. Also, to support you creating your award entry, we have developed our free downloadable Handy Awards Guide to give you extra guidance and lots of helpful tips.

What’s more, on 24th June 2020, you’re invited to attend a free webinar with our very own Ruth Edwards asking ‘What does a good awards entry look like?’. The webinar will give you practical guidance with our top 10 tips for writing an award entry as well as compelling reasons why you should enter. It’s a great chance to ask questions too.

Don’t miss out. Register for the free webinar now.

Five Reasons to Host a Webinar

Reasons to host a webinar

More and more businesses are hosting webinars, especially in these strange times when face-to-face meetings aren’t a possibility. But why should you consider hosting webinars and how can they help you?

Webinars have a range of uses. They can act as a virtual conference, a networking opportunity, a place for training or demonstrations, or as a way to easily share any kind of information or ideas with others in your sector. They aren’t limited by location – being online, participants can join from anywhere – and as they take place live, they offer the benefits of real-time questions and answers in a way that video doesn’t.

When done correctly, a webinar can be one of your most valuable assets.

Here’s five reasons to host a webinar:

1. Position yourself as an industry leader

Whatever the subject, webinars allow you to be an authoritative voice in your sector. Whilst presenting your experience and knowledge to your audience, you are showcasing yourself as an expert within your field. This is great for building your business’ brand, but also for your own professional reputation.

What’s more, anyone who can’t attend a live session will be able to watch a recording at a later date, allowing your expertise to be spread to a much larger network than any face-to-face meeting would allow. Viewers will remember you as an industry leader and be more likely to come back to you for advice and answers in the future.

Remember that webinar attendees will have already set aside their valuable time to hear what you have to say – a webinar creates a rare platform for you to show what you can do for your industry (and how you can help!).

2. Network, network, network!

Webinars provide a great opportunity to reconnect with previous contacts, as well as gain new valuable leads.

To join or view a webinar, attendees will have to register with various details. You may prefer to just collect contact details, or you could ask for more details on their role, their challenges or their business. Either way, this information allows you to engage with your audience in the future and build a vast and valuable network. It can also capture reliable and relevant data that your sales and marketing team may be able to benefit from.

3. Understand customers’ challenges (and provide a solution)

How often do you get the chance to have one-on-one conversations with key voices within your industry? When time is at a premium, this isn’t always possible.

Webinars are a great way to discuss challenges, opportunities and collaboration within your sector. With the chance to talk to customers about the real everyday issues that they’re facing, you can find ways to provide the solution. These conversations will also help customers feel that you’ve listened.

4. Build brand awareness

A webinar provides you with a convenient way to reach a national (or international) audience from the comfort of your own desk. Whether you’re hosting a 30-minute or 3-hour session, you can gain qualified leads while quickly building brand awareness within your industry.

A webinar is one of the most cost-effective ways to show what your brand stands for and to promote what you do. News of your webinars can also be easily shared on your social media channels, extending the promotional opportunity even further (and giving you some great social media content!)

5. Easily generate content for your website

It takes time to produce useful content for a webinar, so why leave it there? You can record your webinar and host it on your website for people to view at a later date. Why not send an email to your contacts inviting them to watch it? Adding this to your website also provides you with some excellent evergreen content that will continue to bring organic views for years to come.

Also, be sure to make the most out of your hard work. Could you turn the contents into a blog, a press release or a whitepaper? A webinar is a helpful resource that can (and should) be multi-purpose and gives you different ways to reinforce the messages from your sessions in different channels.

Attend our webinar | How To Attract & Retain Talent Through Employee Engagement

We practice what we preach! As webinars are so important, especially at this time, we are hosting a free webinar on 27th May 2020 at 11am, about all things employee engagement.

Ruth Edwards, Business Development Director at Talent in Logistics will explain not only how this can help you retain the brilliant talent you already have, but also how placing your focus on this area of your business can help you to attract new talent.

She will even share some insight on what the younger generation thinks is important from an employer when it comes to engagement, which given the ageing workforce within logistics, is a vital consideration.

Interested in hosting a webinar?

If you’re trying to find a new way to reach out to your existing or potential customers, sponsoring a Talent in Logistics webinar may be the perfect fit for you and your company. By getting involved with our webinars, not only will you raise brand awareness but you’ll also receive a high-quality list of brand new leads too.

Contact our team to find out more about sponsoring a webinar on +44 (0) 1952 520216 or email .

Talent in Logistics Announces Totally Online Awards Night for 2020

Laptop showcasing Awards Night

The Talent in Logistics Awards 2020 will now take place as a completely virtual live event on Thursday 1st October 2020, confirms the organiser as it also extends the entry deadline for the awards.

The Talent in Logistics Awards this year will be a unique, online event that will be live streamed on YouTube and social media channels, instead of being held in Manchester as originally planned.

“The past few months have presented unusual circumstances, but there is no way that we wanted to cancel or postpone this year’s Awards, especially when we have had such a high standard of entries so far,” says Ruth Edwards, Business Development Director for Talent in Logistics. 

“This year, those in the logistics sector have been crucial, and deserve even greater praise and recognition than ever for their efforts,” she continues. “We’re thrilled to be able to do this in a new and different way, that will also help keep everyone safe.”

The livestream of the Talent in Logistics Awards 2020 will be free for anyone to watch and reveal winners live during the online awards ceremony.  There will be interactive elements, and winners will have the opportunity to virtually accept their awards.  The event will also dedicate time to showcasing and celebrating hard work across the supply chain this year and will share positive stories from within the sector, including those inspired by the Talent in Logistics #ilovelogistics social media campaign.

To enable as many people as possible to get involved and celebrate the sector’s achievements this year, the entry deadline for the Talent in Logistics Awards has also been extended until 24th July 2020.  

The awards remain free to enter, and entry forms can be downloaded from the Talent in Logistics website.  Award entries consist of a submission of up to 1000 words, along with the option to attach three supporting documents, and will be judged by a panel of sector experts, leaders, and influencers. The shortlist will be announced by early August 2020.

Information regarding the LGV Driver of the Year and Forklift Operator of the Year live competitions and awards will be announced in due course.

“Talent in Logistics is no stranger to being unique – ours are the first and only awards that are 100% dedicated to recognising standout people in our industry,” says Ruth. “We want to bring positivity and pride to the whole logistics sector after a challenging year, so we’re delighted that our online Awards will make it possible for anyone, anywhere to be part of the event.”

For more information on entering the awards or sponsoring an Awards category, visit,  call 01952 520216 or email . 

Help at hand for home schooling logistics professionals

Four leading organisations from the UK supply chain sector – Business on the Move, Career Ready Think Logistics, NOVUS and Talent in Logistics – have collaborated to launch #LearningThroughLogistics, a collection of home-schooling resources.

With the coronavirus pandemic forcing schools to shut down, parents and carers have had to take on the teaching role; #LearningThroughLogistics is likely to prove particularly popular with anyone working in the logistics sector who is looking for new ways to support their children’s education.

The collection, hosted by Talent in Logistics, is designed to highlight the vital role logistics plays in society and the wider economy while at the same time providing education in key subjects such as numeracy, English and science. The resources available appeal to primary and secondary school pupils and can be downloaded free of charge, with no registration required, from

Ruth Edwards, of Talent in Logistics, says: “We invite all organisations that operate in the sector to be part of #LearningThroughLogistics. We hope that, by creating a space that parents and teachers can easily access and use, we will spark an interest in our sector and children will be open to exploring the variety of opportunities available to them.”

As well as being educational, the activities are fun and typically test a child’s logic and problem solving skills. For example, one of the 16 resources contributed by Business on the Move that is aimed at the younger age group is called ‘Plan Your Route’ and requires map-reading skills to work out the most efficient ways to make deliveries. This activity has links to core curriculum subjects such as maths and geography. Meanwhile, a Career Ready Think Logistics activity for the 14+ age group, called ‘Think Maths in Logistics’, challenges students with a series of calculations that must be completed to work out the cost of running a truck and requires competency in mathematics and business studies.

Bethany Fovargue, of NOVUS, says: “We believe that, by inspiring the next generation of supply chain professionals, we will be ready not only for business-as-usual, but also for future demands and challenges like the current pandemic. We need to work together as a profession to encourage young people to see logistics as a career of choice and #LearningThroughLogistics is one way in which parents can encourage their children to follow in their footsteps.

The #LearningThroughLogistics resources form part of the industry-wide #ILoveLogistics campaign, which was launched by Talent in Logistics to help the public understand the role that logistics plays and get school-age children excited about the sector. If you are a business that would like to share resources, or a parent/carer that would like to share photos or completed work, please get in touch using #LearningThroughLogistics on social media or via the website. 

5 ways to embrace a culture of diversity and inclusion in the logistics workplace

A recent skills shortage report from the Freight Transport Association (FTA) found that the logistics sector continues to be dominated by people who describe themselves as ethnically white (91%), along with male workers representing 86% of the logistics vocations workforce.

The demand for talent in the supply chain has never been so high, whereas today’s youth feel that logistics isn’t an attractive career option. At Talent in Logistics, we’ve previously spoken about the importance of recruitment from underrepresented groups due to the skills shortage our sector is currently facing.

If you’re an employer in the logistics sector who has taken steps towards implementing a new culture within the workplace, how can you go about embracing a culture of equality, diversity and inclusion? And why is it important?

Here’s five ways to help implement a culture of equality, diversity and inclusion in your operation:

1. Increase disability confidence

Did you know that over 8 million people of working age in the UK have a disability? Only about 50% of disabled people in the UK are in work, compared to 80% of non-disabled people of working age.

This means that there are potentially more than 4 million people currently looking for the opportunity to work, whilst employers are missing out this talent pool.

Whether this comes down to uncertainties about ability or day-to-day logistics, the government has backed an employer campaign called Disability Confident which offers guidance and resources to employers on how employing those with disabilities or health conditions can help your business.

Over 17,000 organisations have already signed up to the scheme, which encourages a change in attitudes, behaviour and cultures throughout businesses, networks and communities alike. The scheme enables employers to draw from the widest possible pool of talent, along with secure high-quality, loyal and hardworking staff.

This will not only show other employees in the workplace that as a business, you treat all employees fairly but also improve morale, employee engagement and commitment.

2. Embrace advantages of neurodiversity

Neurodiversity is a relatively new term that many people may not yet know much about. However, by learning more about neurodiversity (and taking steps to better support it), both employers and employees in the workplace will benefit hugely.

It’s only natural that people think about things differently. We all have different interests and motivations, and what one person might excel at, another might struggle with.

Most people are neurotypical, which means that their brain functions and processes information in the way society expects it to. However, around 15% of the UK population is estimated to be neurodivergent. This means that their brain functions, learns and processes information differently. This includes the likes of Attention Deficit Disorders (ADHD), Autism, Dyslexia and Dyspraxia.

Far from being a hindrance in your workforce, neurodivergent people can often bring different ways of thinking, challenge process norms, display a high level of attention to detail and become loyal, committed employees. That’s why it’s essential for workplaces to embrace a culture of EDI by making accommodations and being flexible.

Simple considerations such as how to communicate with your employees, as well as ensuring that managers are properly trained to support them, will ensure that staff feel safe and looked after. It will also lead to a higher level of staff retention, along with reduced recruitment costs.

3. Help staff to be themselves

A recent report by LGBT campaigning charity Stonewall found that many workers in the UK continue to feel discriminated against for their sexuality or gender identity, with some having been the target of negative comments or worse still, physical violence.

35% of LGBT staff have hidden or disguised that they are LGBT within the workplace, and many said they would not feel confident reporting homophobic, biphobic or transphobic bullying to their employer. It’s vital that managers are approachable and available to hear any concerns that employees might have.

That’s why it’s crucial for employers to create a culture that not only breeds respect, but one that doesn’t tolerate certain language and behaviours. Remember, everyone is unique. That should be embraced!

Consider ways to allow people to be themselves in the workplace, such as enabling non-binary or trans people to wear work attire that reflects their gender expression.

4. Reducing the gender gap in logistics

We’re fortunate in the UK that there is not such the societal gender gap that is present in various other countries – in theory, women have access to any role and can be whoever they wish to be.

However, the previously mentioned FTA Skills Shortage Report showed that women are underrepresented in the logistics sector. Did you know that less than a quarter of employees in this industry are female?

“Only 36% of logistics companies which previously made a submission to the government on the gender pay gap have done this year, so there’s little point in looking at the fine detail and making year on year comparisons”, says Kirsten Tisdale, Logistics Consultant and Director at Aricia Ltd who has conducted extensive research into women in logistics for organisations including the Chartered Institute of Logistics and Transport (CILT UK).

“However, I’ve become more and more convinced that the area logistics needs to focus on is increasing the proportion of female leaders. We are a low margin sector and have low numbers of female executives – is it possible that the two go together?” she adds. Read more of Kirsten’s thoughts here in the update posted on 6 April.

As it currently stands in some organisations, logistics can seem like an ‘all boys club’, which can be quite intimidating. This can be easily avoided by creating a culture made up with both male and female leadership, where positive role models of both genders can influence the company culture. Also, by ensuring that there is no gender pay gap, more women would be encouraged into roles in logistics.

5. Eliminate unconscious bias

We all occasionally have the tendency to be bias in favour of a specific situation or person, but employers need to be aware of unconscious bias at all times and how it can affect how you interact with, and set examples for, the rest of your team. An unconscious bias is a learned stereotype that is automatic and unintentional, significantly affecting your behaviour and decisions.

By being unconsciously biased in the recruitment process, employers are missing out on a large proportion of talent. Unbiased recruitment is essential as it allows employers to see the potential in people, without any judgement. As an employer, you should always strive to create an inclusive and fair experience for potential employees. You can read more about this in our recent article here.

Increasing diversity in the workplace has the benefit that it can help improve cultural competence and lead to a better understanding of others, reducing bias.

You should not only encourage team members to speak up about bias, but also hold employees accountable when you see potential bias to demonstrate to all that this isn’t part of your company culture and encourage them to think differently.

Implementing a diverse culture in the workplace

By embracing (and implementing) equality, diversity and inclusion within the workplace, employers and businesses are also embracing opportunities to attract, engage and retain talent within the logistics sector.

This is crucial at a time when the existence of a nationwide skills shortage for the logistics sector is now undeniable and the demand for services is going only in one direction.

To help increase diversity in the logistics workplace, Talent in Logistics is supporting The Big Logistics Diversity Challenge, which takes place on 8th September 2020. The event will consist of a series of fun physical, practical and mental team challenges, set to demonstrate the importance of diversity within the logistics sector, and the business benefits attained when companies improve diversity.

For more information or to enter your organisation visit

Writing An Award-Winning Entry That Gets You Noticed

It’s time to celebrate yours, your teams and your company’s achievements!

You’ve decided you want to enter one of the Talent in Logistics Awards because of your fantastic achievements. But what are your next steps? Do you know how to plan for and write a good entry?

If writing award submissions is not your strong point, don’t worry, we’ve got you covered. 

It doesn’t have to be difficult nor time consuming, but it does take focus and planning. As a team who has written and received our fair share of submissions, we have put together ‘Your Handy Guide: Writing An Award Winning Entry That Gets You Noticed’ resource to help you along the way.

Inside this resource you will find our top 10 do’s and don’ts, key information about the process and frequently asked questions.

Entries are now open for the Talent in Logistics Awards 2020, dedicated to celebrating those who have been successful in attracting, developing and engaging talent within logistics, as well as driving the sector forward. Entries deadline closes on Thursday 25 June 2020.

Time to recognise and reward the heroes in your logistics operation

Entries are now open for the Talent in Logistics Awards 2020, uniquely dedicated to recognising and rewarding the stand-out individuals, teams and organisations within our country’s vital logistics sector. 

The awards, which are free to enter, highlight those who have been successful in attracting, developing and engaging talent within logistics, as well as driving the industry forward. This has proven to be particularly essential for the logistics sector during the coronavirus pandemic where the supply chain is under greater pressure than ever.

“The magic of our sector is in the people and that is truer now than ever, where they are working tirelessly to keep our shops, hospitals and fuel stations stocked,” says Ruth. “It has never been more important to recognise and celebrate the unsung heroes on the front line of the supply chain, such as drivers and warehouse operatives.”

“These are challenging times, but there are brilliant people and initiatives in logistics that are helping to keep the country moving, and are ensuring that our sector thrives,” says Ruth. “Our awards are uniquely focused on people, ensuring that they get the recognition that they deserve.”

Award entry forms are available to download online until Thursday 25th June when entries will close. A shortlist will be announced shortly thereafter and winners will be announced on Thursday 1st October 2020 at an event the Concorde Centre in Manchester. 

Award entries will consist of a submission of up to 1000 words, along with the option to attach three supporting documents. Download entry forms at: 

The awards judging panel will be made up of experts, sector leaders and influencers from a variety of backgrounds including learning and development, human resources and industry leading publications.

Award categories for 2020 include ‘Innovation in Recruitment’ which will focus on recognising new and innovative ways of recruiting talent at all levels, along with ‘Collaboration in People Development’ which will reward collaborations that have nurtured and developed talent.

The ‘Innovative Training Programme’ award will recognise a company which has a well-constructed training programme that inspires people to develop and grow, whilst ‘Training Provider of the Year’ will focus on those who can demonstrate outstanding achievements in delivery for vocational education and training. 

The prestigious ‘Training Team of the Year’ award will look for a company that can demonstrate outstanding achievements and accomplishments in their field of expertise. 

The ‘Health, Safety & Wellbeing Initiative’ award will recognise an organisation that makes each employee feel cared for and valued. 

‘Best Place to Work’ will be awarded to a company that ensures its workforce (whether it’s 5 or 50,000 people) is at the heart of everything they do, whilst the ‘Industry Ambassador of the Year’ award will go to someone who really shines out as a star – someone who goes above and beyond everyday requirements.

Celebrating those who encourage the next level of talent, whether they manage a team of 100 or simply go out of their way to inspire, is the ‘Inspirational Leader of the Year’ award. 

The ‘Excellence in Coaching and Mentoring’ title will be given to an individual who can shows a willingness to share knowledge, skill and expertise with their team in order to provide long-term benefits.

The prestigious ‘Instructor of the Year’ award will be presented to an individual who is dedicated and motivated to nurturing professionals, whilst the ‘Rising Star of the Year’ award, which was introduced in 2019, recognises those who are on their way up in the world of logistics, hardworking, enthusiastic and eager to succeed.

“There’s an award for everyone, from HR, learning and development to training and operational professionals,” says Ruth. “Entering is a great way to focus on the positive during this challenging time.”

“We’re also spreading positivity and celebrating the amazing people in the sector through our current #ilovelogistics social media campaign”, Ruth says. “We’ll be on the look out for pictures and stories about why you’re proud to work on the front line of logistics or why you’re grateful to our country’s amazing logistics key workers, so be sure to get involved online.”

Tickets are now on sale for the annual Talent in Logistics Awards event. Buy online at:

For more information on entering the awards or attending the Awards evening, call the team on 01952 520216 or email .