Author Archives: Sarah Carvill

  1. Key LGBTQ+ Employment Law Cases

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    Author
    Elena Cooke
    ScotEng Work Experience Law Student

    5 minute read

     

    Key LGBTQ+ Employment Law Cases

    According to a recent report by Stonewall, nearly one in five LGBTQ+ staff were subjected to negative remarks or behaviour from work colleagues in a year solely because they belong to the LGBTQ+ community. This shows that despite society becoming more progressive, discrimination based on sexual orientation and gender identity remains a widespread problem in the workplace. The cases below are examples of this type of discrimination taking place, and the possible consequences for employers when their employees or they themselves participate in discrimination. 

     

    A brief explanation of the law

    The Equality Act 2010 deals with protected characteristics, and discrimination based on these characteristics is illegal. Sections 7 and 12 relate to LGBTQ+ matters. Section 7 deals with those who have undergone gender reassignment, which can be interpreted as being transgender or non-binary. Section 12 means that a person’s sexual orientation is also a protected characteristic. 

    Discrimination can either be direct or indirect. Direct discrimination is discrimination that has taken place solely because of the person’s characteristic, whereas indirect discrimination is a practice or policy that has the effect of disadvantaging people with a certain protected characteristic. 

     

    Souza v Primark Stores Ltd 2017 

    This is a case about an employee bringing claims for direct discrimination and harassment under the Equality Act 2010. Here, the employee was a transgender woman who worked for Primark, where her legal name was registered on the system, however, she had a preferred name which differed from this. When she began working there, the name badge given to her had her legal name instead of her preferred name on it. Furthermore, she complained of incidents such as being intentionally called her legal name by co-workers even though they were aware of her preferred name, being told by colleagues that she smelled “like a men’s toilet”, and that the female toilet was described as having “no ladies in there” when she was inside.  

    After she made a formal complaint, she was not notified of the outcome of the investigation, despite the fact that the other parties involved were informed that no further action would be pursued. It was held that this, along with the failure to inform her of the right of appeal, had been direct gender reassignment discrimination, as the court found that an employee who was not transgender would not have been treated in this manner by the employee. 

    Ultimately, she was awarded £47,433 for loss of earnings as a result of direct discrimination and harassment, as well as for injury to feelings. 

     

    Ditton v C P Publishing Ltd 2006

    When this case was decided, the 2010 Act did not exist, however, the outcome would most likely be similar today. In this case, upon finding out in the employee’s interview that he was homosexual, his colleagues then repeatedly subjected him to homophobic insults during his initial training. The employee was dismissed after only 8 days of work and was successful in his claims for direct discrimination and harassment on the grounds of his sexual orientation. Overall, he was awarded £86,937, which included £10,000 for injury to feelings. He also received additional awards because the company had failed to respond to his complaints.

     

    McMahon v Redwood 2018 

    In this case, a homosexual employee was told by her manager to keep her sexuality private from her colleagues, which made her feel “odd and uncomfortable”. It was found that she had been discriminated against on the grounds of her sexual orientation, as she had been treated less favourably in comparison with how someone without this protected characteristic would have been treated. 

     

    English v Thomas Sanderson Ltd 2009 

    Again, this case was decided before the 2010 Act was in effect but would still be relevant now. 

    This case is about whether or not someone can be discriminated against for their sexual orientation even if it is not their actual sexual orientation.  The employee was tormented by homophobic insults at the hands of his colleagues despite the fact he was not gay, and his colleagues did not believe him to be so.  He succeeded in establishing he had been harassed on the grounds of his sexual orientation.  

    This shows that the Equality Act now provides protection against “presumptive” discrimination. This means that even if the colleagues had believed him to be gay and had harassed him on that basis, but he was not gay he would have protection under the Act.  

     

    What can be done to prevent these situations from taking place? 

    As we have seen, discrimination against the LGBTQ+ community is still prevalent in the workplace, however, this does not have to be the case as there are steps employers should take in order to prevent this from happening again. This includes implementing anti-discrimination and harassment policies and ensuring they are reviewed frequently to keep them up to date and make sure that employees understand and comply with them. Organisations should also make sure to monitor the effectiveness of the policies in place. Training should be rolled out on harassment and discrimination across the business, particularly applying to managers to ensure there is awareness surrounding these issues. Again, the effectiveness of this training should also be monitored.  

    This will benefit both employer and employees; not only will this help to prevent the need for claims to be raised against employers but will also promote a more welcoming and inclusive work environment.  

    For more information on how to ensure your workplace is LGBTQ+ inclusive, check out our previous blog which features top tips: Sexual orientation discrimination in practice. 

     

  2. Catch up with our International Women in Engineering Day Celebrations

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    This International Women in Engineering Day, our focus was on the power of Mentoring

    In today’s hybrid session, we explored the value of mentoring for the retention and development of staff. Scottish Engineering’s Vice President, Bernie O’Neil and President, Aine Finlayson were joined by guest speakers, with the aim to inform and inspire us all to reach improved diversity within our businesses. Julie Wright of ScotEng provided some background detail on our successful ScotEng Mentoring Programme and then we heard first-hand how mentoring is having a meaningful impact on real women in Engineering. We welcomed Emma Cullen, Contracts Manager at Petroassist and previous ScotEng Mentor, who shared her mentoring journey with us. We also heard from Maureen Conlin, HR Manager at Petroassist, who provided us with an interesting member perspective on mentoring.

     

    View our recording of the session here:

     

    If you’d like to know more about our Scottish Engineering Mentoring Programme, we’d be delighted to hear from you. Please contact juliewright@scottishengineering.org.uk to discuss further.

     

  3. ScotEng Mentoring Programme – Meet Our Mentors

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    Mentoring can inspire, support, and motivate people to realise their potential and achieve their dreams. In our careers, as in life in general, we can sometimes reach that point where we are unsure of how to progress, or maybe we are just looking for that “spark” to help move us to the next stage in our personal development. This is where mentors come in.

    A mentor helps accelerate growth by providing unique perspectives, advice, and encouragement. By reflecting on their own experiences, they can help their mentee avoid the same mistakes they have made and provide the confidence and courage to explore new ideas and ways of working.

    Our Mentoring Programme is open once again for new candidates looking for support in building their careers. Our inclusive programme is open to all, whether in technical/engineering roles or key support functions; whether apprentices, technicians, experienced professionals, or managers. This Programme is included through Membership, so there’s no additional cost to Member companies. All of our mentors are recently retired/semi-retired senior professionals from the engineering and manufacturing industry, and all boast a wealth of experience in professional engineering, project management, and leadership roles. The Mentors work on a volunteer basis and are extremely passionate about transferring their knowledge and experience to the next generation of professionals.

     

    If you would like to explore how our mentoring scheme could support your organisation, contact juliewright@scottishengineering.org.uk

     

    Meet our Mentors 

     

    Lorraine O’Reilly C.Eng B.Eng. Lorraine has 38 years’ experience working with The Ministry of Defence, she has worked across many of its sub-departments and held senior leadership roles in infrastructure management, programme management, facilities management, and standardization. Lorraine began her career as an apprentice and developed an early career anchor in electrical power engineering. Her career history stretches from Naval Base Clyde at Faslane to ten years spent in Germany supporting British Forces and allies, to Bristol where defence equipment is designed and procured, to Glasgow where she was the lead on equipment standardization and to Brussels as the UK rep to NATO’s Standardization Committee. Her final role in defence took her back full circle to Clyde, as the infrastructure lead. She has worked extensively in partnership with industry and is a strong advocate of positive stakeholder collaboration and engagement. Lorraine has taken advantage of the opportunity and retired early from the MOD. As one of our current ScotEng mentors, she is very keen to promote engineering as a great career opportunity for anyone and women in particular. Lorraine lives in Balloch with her husband Stuart and enjoys travel, music, art and photography.

     

    David Arnold. After a career spanning 32 years in the energy sector, David retired in early 2016, with more than half of his career spent in the renewable energy sector. He has a degree in mechanical engineering from The University of Strathclyde, and an MBA from Heriot-Watt University. 24 years of his career were spent with Scottish Power (the South of Scotland Electricity Board before privatisation). He joined the company through their two-year graduate programme within their Generation Business in 1984 and enjoyed a career that covered many firsts for the business. David’s career has seen him take on the role of Project Director with ScottishPower Renewables, where he was responsible for the development, consenting, construction, and operational performance of more than 1,000MW of wind projects. He also worked with Weir Power and Industrial, directing the development and delivery of a strategy that introduced Weir into the wind energy service sector. In late 2012 (until the end of 2014), David played an integral part in establishing The Offshore Renewable Energy Catapult – an innovation-driven business tasked with cost reduction in the offshore sector through collaboration between industry, academia, and government. David’s career has been wide and varied, and he is certain that through sharing his experience and knowledge with ScotEng mentees, he can help the next generation enjoy long and successful careers.

     

    Alister Miller. Alister has almost 40 years of experience as an enthusiastic, dedicated Engineer & Technical Sales professional. He started at grassroots as a Technical apprentice with Motherwell Bridge & Engineering Company, learning basic engineering skills, and later in his career gained a degree in Management from Heriot-Watt University. Alister has held various senior management roles within global companies, and has spent time as an independent consultant and company Director. Skilled in building strong relationships with both internal and external stakeholders Alister has a successful track record in business development (planning), forecasting (models), mergers, acquisitions and change management, contract estimation, planning and tendering, along with managing teams and promoting personal development. Now retired, Alister is focussing on helping & supporting others and embracing an altruistic future. He is also mentoring care-experienced/disadvantaged youngsters through MCR Pathways school program and is passionate about transferring his knowledge to those who can benefit from it most. He is married and lives in Lanarkshire, has two children, and has recently welcomed the addition of his first grandchild. His interests are quality family time/holidays, walking (Scotland’s scenic routes), and football.

     

    Iain McGachie. Iain has 40 years of experience in aerospace, marine, and nuclear sectors. Iain has held positions in a number of disciplines including engineering, procurement, quality, supply chain management, program management, business development, aftermarket, and customer services. Iain began his career as an apprentice with Rolls-Royce Plc at Hillington in Scotland, before working worldwide for the company based with airline customers. He progressed within the organization holding various management roles in UK and USA before taking on senior management roles in Procurement and Programme Management, and then global roles at executive board level as Senior Vice-President Customer Services and Executive Vice-President Corporate Quality. Iain has also worked for Emirates Airlines based in Dubai as General Manager – Technical, for their Aircraft fleet, Doosan Babcock in Renfrew as Business Development Director and most recently as an independent consultant working with aerospace companies, governments, councils, and general engineering businesses. He is now focusing on pursuing a life of leisure. Iain was born in Johnstone and is married with two grown-up daughters. Currently living in Largs, his interests include golf, offshore rowing, walking, and is a lifelong season ticket holder at Saint Mirren Football Club.

     

    Paul Noble. Graduating in 1984 with an Honours Degree in Industrial Chemistry from Paisley College of Technology (now UWS) Paul joined the APV group in Glasgow, in the position of Applications Engineer. After two years designing fluid agitators and centrifugal pumps for the chemical, pharmaceutical and food processing industries he transitioned into the Sales Department with responsibilities for customers in the UK and Ireland. This included management of key nuclear related accounts at BNFL Sellafield reprocessing facility in Cumbria and the various Royal Navy nuclear submarine fleet dockyards across the UK. Paul was then seconded to APV’s Johannesburg facility where he established a Mixing & Pumping division to support the local process industries including the gold mining sector. On return from S.A., he was selected to attend a residential training program at Henley Management College and thereafter was appointed as Chemical Sector Manager at APV’s Twin Screw Extruder plant in Stoke-on-Trent with the responsibility of managing a team of engineers tasked with expanding APV’s presence in that sector. While working for this division Paul studied German for easier access to this key geographic market and also commenced his MBA at Stoke University. Following on from success in his first management role Paul returned to APV’s Glasgow offices as Sales & Marketing Manager and through recruitment of Sales Professionals to represent the company in the UK and the establishment over several years of a worldwide network of Sales Agents and Distributors, Paul led the company to record levels of sales, culminating in his promotion to Sales & Marketing Director. There then followed the break-up of the APV group and Paul managed the sale of the Glasgow plant to Hayward Tyler Ltd, and on the fruition of this deal he took on the position of Managing Director. Paul led the Company for 22 years through many significant changes and established them as the first choice for bespoke engineered pumps and valves in the niche markets of Nuclear Reprocessing and Naval Defence. After 37 years of service, Paul retired in September 2021 and in this final year the company enjoyed record order intake, sales and profit. Paul also ensured the future development of the business with his last act being the identification and acquisition of another process equipment company with their Owner-Manager replacing Paul in the position of Managing Director for the newly amalgamated businesses. Now in retirement, Paul invigilates for two local secondary schools, volunteers for Chest, Heart & Stroke Scotland and very much enjoys mentoring for Scottish Engineering. In his spare time, he enjoys long walks on beaches and crafting artwork from the shells and driftwood he collects along the way.

     

    Rehela Hussain. After completing a BSc degree in Physics in 1987, Rehela started working within manufacturing industries in Scotland (mainly electronics and medical devices) and has held technical positions in Quality Assurance, Regulatory compliance and Health & Safety roles. Working within healthcare industries in the last 20 years, Rehela has moved from working with established manufacturers to smaller start-up medical device companies that develop and commercialise novel medical devices. Within QA, Rehela has worked with a variety of medical device manufacturers, some of which have been early-stage spin-out Scottish companies – A prosthetic hand with multi-articulating digits that has been designed and developed by Touch Bionics in Livingston and a dental inter-oral camera for diagnostic purposes commercialised by Calcivis at Edinburgh BioQuarter. In recent years Rehela has further developed herself by volunteering outside technical roles, having a particular interest in work-based skills development, mentoring and improving diversity, and is also currently a STEM Ambassador. In 2016, Rehela started mentoring young people in Lifesciences and Engineering having a particular interest in improving the gender balance within STEM fields by being a positive role model who comes from a BAME community, and since 2021 is a mentor with Scottish Engineering. Rehela recently joined the Institution of Engineering and Technology (IET) Engineering Policy Group Scotland (to look at issues facing STEM education in Scotland) a volunteer-led group which provides strategic advice to Government, responds to consultations and develops relevant materials. Since the start of 2022, Rehela has joined the West Lothian College Board of Governors (Learning and Teaching committee) as a co-opted non-executive Board member. Rehela was raised in Glasgow but settled in Livingston in 2003, and enjoys walking and cycling around the local area, enjoys arts and crafts and is one of the founding members of a Community garden.

     

    Stuart Aitkenhead. Stuart graduated in Mechanical Engineering from Glasgow Caledonian University and retired in 2019 after a 35+ year career, holding a variety of technical and managerial positions across a diverse range of industry sectors including Construction, Life Sciences and Nuclear Defence, the final 11 years as a Director of Babcock Marine (Clyde) Limited, the Ministry of Defence/Royal Navy Tier 1 Industrial Partner at HMNB (Clyde), Faslane, at which the UK submarine fleet and strategic deterrent are based and maintained. He is a Chartered Engineer (CEng) and a Fellow of the Institution of Mechanical Engineers (FIMechE). Stuart’s other responsibilities have included membership of several industry groups including the Scottish Engineering Executive Committee, the Skills Development Scotland Engineering Skills Leadership Group and the Developing Young Workforce Regional Board for Argyll & Bute. He is an active member of the Institution of Mechanical Engineers as a Professional Review Interview Facilitator, also serving on their Qualifications & Membership Audit Committee. He is a Mentor for the Engineering Development Trust and a STEM Ambassador. He has served for over 10 years as a Trustee of the veterans’ charity, Erskine Hospital and was appointed Chairman of the Board of Trustees in 2021.

     

    Brian McNaught. Prior to his retirement, Brian had 35+ years within the electric power industry. During this time Brian gained experience across the full spectrum of the industry inclusive of engineering, sales & marketing, business development, construction & project management, and consultancy. Beginning his career as a project engineer with James Howden in Glasgow, Brian had spells with John Brown Engineering Ltd (Glasgow), Stone & Webster Engineering Consultancy Ltd. (Milton Keynes), and ended his full-time career as Head of Projects for Scottish Power’s electrical network business. Following on from this Brian took up project management consultancy within the petrochemical sector at Grangemouth and the off-shore wind power industry in Scotland. Throughout his career, Brian worked on projects in many different parts of the world including Japan, China, Malaysia, India, the USA, and Australia. Brian was born in Glasgow and is married with a grown-up son and is currently living in Paisley. His interests are football, travel, cooking, and skiing.

     

    Gordon Black. Gordon spent 27 years working for British Telecom in and around London in roles covering, product management, international marketing, bid management and sales. In 2002 he left his final role in business development where he was supporting the formation of new companies as they were being prepared to spin out of BT’s Corporate Incubator. Upon returning to Scotland, he operated as a freelance contractor providing marketing and selling services to young technology companies. In 2008 he was a co-founder of babyHydro, created to provide design and development services in hydropower to landowners in Scotland wishing to create small-scale run-of-river hydropower schemes. In 2015 he started a second company, Learning Hydro, to provide training services on hydropower. These include open courses, private bespoke courses for individual firms, and one day workshops in conjunction with Hydropower & Dams global conference programme. Both firms are still active, and he is preparing to launch another in a completely different field. Gordon is a passionate STEM Ambassador and Mentor with MCR Pathways. His interests include hill-walking and international travel. Gordon grew up in East Kilbride and now lives in Largs.

     

    Charlie Johnston. Charlie brings extensive international senior executive experience across major industrial sectors with a primary focus on Aerospace and Defense. Charlie has a MBA from the University of the West of Scotland and has been leading, and restructuring businesses in the Aerospace & Defence sector for over 43 years through a variety of senior leadership roles with, among others, Airbus, BAE Systems, Goodrich / UTC, GKN and Esterline Technologies. Most recently Charlie served as CEO of a technology start-up engaged in developing a wireless Li-ion BMS and before that as President of Esterline’s Advanced Sensors business with manufacturing and aftermarket service facilities in France, UK, Asia, USA, and Mexico. Charlie’s experience ranges from Manufacturing Engineering, Operations, General Management, Program Management, Business and Product Development, Commercial / Contracts, Aftermarket Spares & MRO, and Lean / Continuous Improvement. Since 2018, Charlie has been supporting the Aerospace & Defence sector in an advisory capacity.

     


    Testimonials – 

    “Attending the Scottish Engineering Mentoring Scheme throughout the year helps me to recharge and focus on my goals of where I want to be in my profession.” Mentee, Xandor Automotive

    “The meetings with Brian are always relaxed and informative, as he has a wealth of experiences and advice to pass on.” Mentee, Xandor Automotive

     

  4. A look at sexual orientation discrimination in practice   

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    Author
    Amie Trainor
    Trainee Solicitor

    5 minute read

    Continuing our look at LGBTQ+ issues in the workplace, our latest blog focuses on the key sexual orientation discrimination case of P Allen v Paradigm Precision Burnley Ltd and Carl Wheeler, and what steps employers can put in place to help prevent discrimination of this nature from happening in their business. 

    P Allen v Paradigm Precision Burnley Ltd and Carl Wheeler  

    In this case, the employee was an Operations Director and candidate for a General Manager position at an engineering company. After expressing his wishes for adoption leave to his manager, as he and his partner wished to adopt a child, the employee was told the company could not facilitate a manager being off for 12 months to have a child. After this request, the employee’s sexuality became widely known and he was subject to several incidences of discriminatory behaviour, such as being called “camp” on various occasions, limp wrist gestures being made towards him, and being sent stereotypical gay characters via email and being asked what type of man he liked at work, among other incidents. 

    The employee eventually resigned from his position, unable to continue his role due to the workplace behaviour he was subjected to. The employee was successful in claims of constructive unfair dismissal, direct sexual orientation discrimination, harassment relating to sexual orientation, victimisation and detrimental treatment for seeking to take adoption leave. He was awarded £174,645 by the tribunal as a result.  

     

    What can we learn from this? 

    Considering the Allen case, there are clear steps an employer can implement to make the workplace LGBTQ+ inclusive: 

    Have a policy in place which is visible, monitored and reviewed regularly 

    As we can see from the case above, the employer was held liable for the actions of their employees. However, a reasonable defence can be obtained by the employer if they can demonstrate they took reasonable steps to prevent such discriminatory behaviour from happening. Having both a diversity and inclusion policy and an anti-bullying/ harassment policy is a great starting point. This will not only reduce the likelihood of claims of this nature but also help to create a safe and inclusive workplace for LGBTQ+ employees. It is not enough to simply have a policy in place, it must be regularly reviewed, made public for all employees to see and it must be monitored to ensure it remains effective.

    Raise awareness in the workplace 

    There are many ways to raise awareness of LGBTQ+ issues. Rolling out training programmes for all employees on workplace harassment and LGBTQ+ issues is an effective way to ensure the workforce is educated. These steps will help employees identify the type of behaviour that is not acceptable and acts as a preventative measure. It is important that training is regularly refreshed and monitored to ensure it has had the desired impact. Raising awareness can also be achieved by hosting LGBTQ+ events and campaigns within the organisation. 

    Support LGBTQ+ employees  

    Creating safe spaces where LGBTQ+ employees can report incidents of harassment and/or discrimination is essential in fostering an inclusive workforce. This can be done by having LGBTQ+ working groups, mentoring programmes and clear reporting lines where employees feel comfortable reporting incidents. It is important to take all allegations seriously and investigate accordingly, as this will create a sense of trust within the organisation whereby employees in the LGBTQ+ will feel supported and empowered to report any discrimination or harassment they may be facing. 

    Ensure you are up-to-date on how family-friendly employment laws impact LGBTQ+ employees 

    In the Allen case, the employer dismissed the employee’s desire to take adoption leave to start a family with his partner, which ultimately was found to be detrimental treatment. To ensure you are dealing with such requests appropriately, engage in discussions on family-friendly policies (such as adoption, parental leave, shared parental leave etc) to ensure they do not cause any adverse impact to those in the LGBTQ+ community. Ensure these are legally compliant and are adhered to within the organisation. The ScotEng Legal & HR Team can assist with any queries relating to family-friendly employment policies. 

     

  5. Progressing your Net Zero Journey

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    Net Zero HomeEvents

    Event description

    This webinar is the first in our series to explore the experiences, learnings and findings from companies that have taken part in the Net Zero programme. This session welcomes Member Company Diamond Power Specialty Ltd, part of Babcock & Wilcox (B&W) who share with us their learnings and findings on their Net Zero journey to date.

     

    You can also download our “Building a SMART Roadmap to Net Zero” informative slide deck below.

     

    Watch our recent recording of “Progressing your Net Zero Journey ” webinar below.

     

    All of our Net Zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  6. Trans-friendly workplaces

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    Author
    Amie Trainor
    Trainee Solicitor

    5 minute read

    In recognition of Pride Month this June, we will be posting blog articles which focus on LGBTQ+ issues in the workplace. Today, we will be looking at the rights and protection offered to those who are transgender in the workplace and ways to ensure you are a trans-friendly employer. 

     

    The Law 

    The law provides that someone must not be discriminated against because their gender identity is different from the sex assigned to them at birth. The protection against discrimination in the workplace derives from s.7(1) of the Equality Act 2010. “Gender reassignment” is listed as one of the 9 protected characteristics, designed to offer protection against discrimination in law. The terminology used in the Act – gender reassignment – is now dated, with the commonly used terminology being “transgender”. Gender reassignment is defined as someone who proposes to undergo, is undergoing or has undergone a process (or part process) for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex. Therefore, a woman making the transition to being a man and a man making the transition to being a woman both share the characteristic of gender reassignment. The statutory definition also comes with some issues, as based on the language used, it is not clear whether protection is extended to those who are non-binary or gender fluid.  

    The issue of whether those who are non-binary or gender fluid was considered in the case of Taylor v Jaguar Land Rover Ltd [2020] ET/1304471/2018. This decision actually extended protection under the protected characteristic of gender reassignment. In this case, the employee was subject to workplace bullying, where colleagues referred to the employee as “it” and asked inappropriate and offensive questions. The employer also offered little support regarding issues the employee was having regarding which toilet to use and ignored complaints raised by the employee. The employer argued that as the employee was non-binary, the protected characteristic of gender reassignment did not apply. They ultimately failed as the court extended protection to those who are non-binary/gender-fluid as the employee was “on a journey” of transition and did not need to have arrived at the end of the (very broad) spectrum.  

     

    Tips to be a trans-friendly workplace –

     

    Have a clear equality & diversity policy 

    Ensure your organisation has a policy which covers equality and diversity that caters to all groups within the LGBTQ+ community, as all have different needs. This policy must be somewhere accessible to all employees and referenced in communications so the workplace is familiar with its existence. The effectiveness of the policy must also be monitored to make sure it’s having the desired impact on the workforce. This can be done through employee surveys and focus groups. Reviewing other existing policies, such as a dress code policy, to check for any negative implications for trans employees.

    Be aware of language and pronouns  

    Respecting pronouns and names (such as he/she/they/them) which employees prefer helps to adopt an inclusive workplace. This includes making sure documents and systems do not mistakenly use the wrong pronouns, names or titles for individuals. Keeping a record of employees’ preferred pronouns, alongside other personal details, can also help ensure that they are used correctly for personnel and administrative purposes. Adding pronouns to your email signature and using your pronouns out loud in introductions can also help create a safe space which doesn’t single anyone out.  

    Investigate all allegations of harassment or discrimination appropriately  

    A recent report published by recruitment firm Totaljobs found that almost a third (32%) of trans people have experienced discrimination in the workplace. This shows that even if you do not believe you have a problem in the workforce with harassment/discrimination, steps must be taken to support a trans employee with any allegations they may come to you with. Having a clear incident reporting procedure for incidents of harassment will help to create a safe environment for trans employees to disclose any harassment or discrimination. It is important that this is confidential and dealt with by an appropriate person. There should also be options for the employee to deal with this in a way which works for them personally. 

    Create a change in culture  

    Whilst changing the culture in the workforce does not happen fast, several steps can be taken to start this process and help to make your workplace a trans-inclusive environment. This may include rolling out training on trans issues across the organisation which is regularly refreshed to remain relevant in the workplace. Having inclusivity at the forefront of the organisation’s image aids greatly in provoking a culture change. This can be done through the use of pronouns organisation-wide; posting pro-trans statements on social media and company intranet etc; running training and learning sessions; having clear policies; and having gender-neutral toilets. Engage with trans employees and listen to ensure they feel safe and that they belong to monitor the effectiveness of these measures.

     

  7. A trip down memory lane with Member company Celeros Flow Technology

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    Jim Winter, HR Manager at member company Celeros Flow Technology kindly organised a site visit on 3 June 2022 for two retired employees who’d been employed for much of their working lives at the Cathcart site when the business was known as Weir Pumps. As the factory was closed for the Jubilee Holiday, they were both able to have a good look around their former workplace, including the factory and the offices to see what had changed since they both retired in 1998.

    Nigel Cadzow joined straight from school aged 15 in 1951 as a lab assistant. He left in 1955 to pursue a university degree in chemistry and a teaching qualification between 1955 – 1960, then taught chemistry for two years before returning to Weir Pumps as a chemist. He remained with the company becoming chief chemist in 1989 until he retired in 1998.

    George Griffiths started as an office junior at a Weirs subsidiary company in Yoker (Drysdale) in 1963, moving to work in research & development and then commencing an apprenticeship. Once he’d served his time on the shop floor, he moved to the drawing office at Weir Pumps in Cathcart, where he remained as a draughtsman until retiring in 1998. As one of the company’s previous first aiders, George was delighted that their tour included a visit to the current OH department!

    Many thanks to Jim for organising the trip down memory lane.

     

  8. June Breakfast Briefing – Changes to Immigration Law

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    Catch up with June’s Breakfast Briefing –  Changes to Immigration Law

    This session provides an overview of recent changes to Immigration Law and is presented by John Lee, partner and solicitor advocate with established Scottish legal firm Ledingham Chalmers LLP

     

    For a summary of the points discussed in this session, click the links below for slide decks.

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  9. The Managing People Hub

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    Tuesday saw the launch of our People Management Hub; this is a meeting point for all of those within our membership who have a role advising Line and Senior Managers on people issues within their workplace. Our inaugural meeting was very well attended and had fantastic participation, with immediate positive benefits for some of those attending in forging links and sharing best practice. We are really keen to facilitate this network, with our regular meetings and our Teams channel allowing sharing ideas, examples of good practice, requests for help and information to help us all. If you are interested in participating, please contact: amietrainor@scottishengineering.org.uk

    Find out how The Managing People Hub can support you and your business

    Are you responsible for managing people and providing advice to others? Then the “Managing People Hub” could be a useful resource. The Managing People Hub aims to be a resource for those responsible for the strategies, policies, and advice provided to line and senior management relating to employees/workers within their organisation. Whether you are an HR professional or not, the goal of our hub is to enhance your individual network, allow you to swap ideas, share your experiences of best practice and policies, and provide an open channel for knowledge exchange. Keep your eyes peeled for our next meeting.

     

  10. 2022 Annual Awards Winners

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    We would like to extend our thanks to everyone who supported our dinner this year and to our guests in attendance last night. If the last few years have taught us anything it’s that our industry is truly remarkable, and with another successful awards dinner under our belt, we want to say thank you and express how much we appreciate the effort and support shown for our awards each year.

    Massive congratulations to our 2022 Award Winners. The excellence demonstrated by our winning companies and young engineers is truly a testament to the strength of talent within our industry. The energy and enthusiasm displayed by all of our winners never fails to fill us with optimism for the future of engineering in Scotland.

     

    View all images of our 2022 awards dinner here.

     

    Our 2022 Winners 

    2022 Scottish Engineering Company of the Year –  Peak Scientific Instruments Ltd

    The Scottish Engineering Company of the Year Award 2022 was awarded to Peak Scientific Instruments Ltd. From its base in Inchinnan, Peak Scientific is a leading innovator in the design, manufacture and support of high-performance gas generators for analytical laboratories, and in the last few years has demonstrated its passion for developing the next generation of engineers. Jonathan Golby chief executive officer stated “For Peak Scientific to be nominated for Scottish Engineering Company of the Year was an honour and discovering that we had won this award is both humbling and validating. It is enormously satisfying to be recognised by our peers and Scottish Engineering, a fitting testament to the culture of home-grown innovation we have fostered here over many years. We believe passionately in the value of nurturing young engineering talent and in cultivating the unique skills and experience that we need within our organisation to allow us to bring best-in-class products to market and to cement our position as a global leader in our market. This is more vital in 2022 than it has ever been, and so we are tremendously proud to receive this award this year, it serves to inspire and spur us on!”

     

    Scottish Engineering’s chief executive Paul Sheerin added: “Peak Scientific are an inspiring Scottish success story of stellar growth from export and international focus, achieved through building and supporting a superb team of people to deliver their vision. They continue their investment in research and development, recognising that this has been the engine at the heart of their renowned innovation, and their manufacturing operations are amongst the very best of the best. My sincere congratulations to Peak Scientific, and all our award winners on their much-deserved success this evening.”

     

    2022 Scottish Engineering President’s Award – John Jenkins & Son (Scotland) Ltd

    The 2022 President’s Award was presented to John Jenkins & Son (Scotland) Ltd. Jonny Jenkins, managing director said, “We are delighted and honoured to win the President’s Award this year. We, like many businesses, have faced unprecedented challenges over the past 24 months but our whole team has performed above expectations to ensure we successfully navigated our way through these challenges. In 2016, we implemented a strategic growth plan which has pushed our business into new sectors with great success. Investment in CNC machinery and ERP software, for example, has not only increased our efficiencies and capacity, but it has also meant investment in the skills and development of our staff who are pivotal in our success. This award recognises the achievements of our entire team, and I would like to thank everyone for their hard work, dedication and loyalty.”

     

    2022 Engineering Excellence Award – Ballard Motive Solutions

    The 2022 Engineering Excellence Award was awarded to Ballard Motive Solutions. Ben Todd, chief executive officer quoted “I’m delighted that the BMS team has been recognised for their engineering expertise and the innovation they apply across all our fuel cell powertrain integration projects. We’re proud to be a part of the Scottish zero-emission transport evolution as we establish and grow our Powertrain Centre of Excellence in Dundee.”

     

    2022 Manufacturing Excellence Award – Farid Hillend Engineering

    The 2022 Manufacturing Excellence Award was awarded to Farid Hillend Engineering. Bob Barr, chief operating officer said “We’ve worked extremely hard through a very challenging time to invest in modernising our product range and making it ready for the future. In particular the work we have done with our technology partners on low and zero emission heavy duty vehicles. It’s very satisfying to have the work of the Hillend Engineering team recognised in this way.”

     

    2022 Exceptional Contribution to Energy Security – EDF (UK) Hunterston B Power Station

    The 2022 Exceptional Contribution to Energy Security Award was awarded to EDF (UK) Hunterston B Power Station. Joe Struthers, station director said “On behalf of everyone associated with Hunterston B, past and present, I am proud to accept this award. We are honoured to be recognised by Scottish Engineering for our contribution to energy security. The end of generation at Hunterston B was tinged with sadness for many of us, but it also provided a great opportunity for us to respect the past and reflect on our exceptional achievements during 46 years of safe and reliable generation. Looking forward, we are embracing the future, and our fantastic people have already started work on our next mission, safely refuelling the reactors, and dispatching flasks to Sellafield.”

     

    2022 Business Transformation Award – TEXO

    The 2022 Business Transformation Award was presented to TEXO. Chris Smith, Group managing director quoted “We are so delighted to be the recipients of the 2022 Business Transformation Award. It’s a fantastic achievement, and one that every single person at TEXO has contributed towards. It’s a highly competitive award and Scotland is full of innovative and hard-working engineering firms, so it is a significant accomplishment to have won. Over the past few years – and particularly during the pandemic – we have pulled together as a business to make sure we deliver outstanding work to our clients and that we look after the wellbeing of all our teams. That, alongside our community focus, shows that with a focused approach, the best people and a positive attitude, you can do anything. We’re very grateful to the judges and the competition organisers – thank you all so much for your support.”

     

    2022 Sustainable Development Award – Alexander Dennis Limited 

    The 2022 Sustainable Development Award was awarded to Alexander Dennis Limited. Paul Davies, ADL president & managing director, said: “I am delighted that we have won the prestigious Sustainable Development Award at the 2022 Scottish Engineering Awards. It underlines the strength, depth and capability of the ADL team members that are responsible for our product development and programme delivery. Our target is to continue to raise the bar as we develop new products that will underpin the decarbonisation ambitions of our industry. While we may be 127 years old, we intend to remain the poster child for British bus design and manufacture, leading the ZEvolution not only here in the UK but across the globe. We are about to launch our Enviro400FCEV double deck here in the UK, but we have also exported our battery electric double deck internationally, from the launch of our North American zero-emission double deck, the Enviro500EV CHARGE, to the recent business we secured in Hong Kong that will provide a strong foundation for us to grow our business in Asia.”

     

    2022 Innovation Award – Findlay Irvine Ltd

    The 2022 Innovation Award was awarded to Findlay Irvine Ltd. David Leask, Sales & Operations director quoted “Findlay Irvine is delighted to accept this award on behalf of all our staff who constantly strive to keep our customers’ needs in focus and deliver the innovation required by them. We fund all our own innovations and to have them recognised by Scottish Engineering’s expert panel is truly amazing.”

     

    The 2022 Skills, Diversity & Inclusion Award – Xandor Plastics

    The 2022 Skills, Diversity & Inclusion Award was presented to Xandor Plastics. Jim McNeil managing director said, “I couldn’t be more pleased to be recognised in this category – continued development of our entire workforce is key to differentiation in a challenging engineering business environment. At Xandor we take great pride in rearing our own talent through our apprentice scheme, graduate training and operator excellence programs. We are fortunate to have such a diverse, inclusive and highly skilled talent pool here in Scotland to work with.”

     


     

       

    2022 Young Engineer of the Year Award (YEYA22) in partnership with The Incorporation of Hammermen of Glasgow Greg Barnard of Allied Vehicles 

    Our 2022 Young Engineer of the Year Award (YEYA22) in partnership with The Incorporation of Hammermen of Glasgow was presented to Greg Barnard of Allied Vehicles for his leading role in the mechanical design and testing of the Peugeot Rifter Drive-From WAV (Branded: Peugeot Inspire). The YEYA22 runner up trophies were awarded to Juliette Goddard of Intelligent Growth Solutions Ltd for her work as part of the Research and Development team at IGS, working on their Shallow Water Culture project, and also to Euan McLean of Chemring Energetics UK Ltd for his involvement in the design, development, and trial work conducted to produce the C-IED Wire Cutter. David M Westmore, deacon of The Incorporation of Hammermen of Glasgow quoted, “This year we had many young engineers entering the competition with some outstanding presentations revealing the depth of engineering talent within Scotland, and for which Scotland should be proud. Due to the high standard this year, it was a difficult choice of winner amongst the finalists, but in Greg Barnard of Allied Vehicles, we have a worthy winner. Greg developed a drive from wheelchair accessible car, a new product for his company, requiring a range of engineering knowledge across various disciplines, developing expertise, overcoming various issues with innovative ideas and solutions, and, in the process, making his company a leader in the field. Along with Greg, all our finalists should be proud of their outstanding achievements and they are a true inspiration to young engineers.”

     

    2022 Runner Up for Young Engineer of the Year Award (YEYA22) in partnership with The Incorporation of Hammermen of Glasgow Juliette Goddard of Intelligent Growth Solutions Ltd

     

    2022 Runner Up for Young Engineer of the Year Award (YEYA22) in partnership with The Incorporation of Hammermen of GlasgowEuan McLean of Chemring Energetics UK Ltd

     

    This year’s images are available to purchase should you wish through this online gallery. We’d like to extend our thanks to our fantastic photographer Guy Hinks for his work last night. The password to access the online gallery is “hilton”. Thank you.


    A huge thank you to our event sponsors 

     

     

  11. View our 2022 Award Nominees

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    With only one day to go until our 2022 Awards Dinner, we are thrilled to announce this year’s award nominees in our attached booklet.

    Our annual awards aim to recognise both inspiring individuals and exceptional organisations, who are the epitome of Scottish excellence. Contained within this booklet are the organisations and young engineers who truly demonstrate excellence within our industry.

     

    View Booklet here

     

    With sustainability and our commitment to net-zero by 2030 at the forefront of our minds, printing an awards booklet feels out of step with a wider drive to net-zero, so we’ve decided to again for this year’s awards present our dinner booklet to you digitally to make a carbon saving. Producing 1kg of paper results in approximately 1kg of CO2, so we can save over 30kg equivalent by eliminating this paper use, and although that’s a small amount, it all adds up.

     

    Attending our dinner?

    Download this year’s dinner app and have all our dinner details conveniently at your fingertips. Scan our QR code to download the app straight to your phone.

    For full information including our line-up of guest speakers, entertainment and cost, visit our Annual Dinner webpage

     

     

     

     

  12. First of a Kind 2022 competition funding webinar

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    Rail Cluster HomeEvents | Member Directory | Add your company to the Directory

     

    Find out more about the First of a Kind 2022 competition funding through the below slides and video.

     

    Event description

    Following the Rail Cluster Project’s successful Rail Innovation Day for Scotland event held last February, we were delighted to host this webinar with Innovate UK and KTN to hear all about Innovate UK’s First of a Kind (FOAK) 2022 railway competition. This competition aims to demonstrate innovations to stakeholders and railway customers in a representative railway environment. This is a Small Business Research Initiative (SBRI) competition funded by the Department for Transport (DfT).

    This year, organisations can apply for a share of up to £7.6 million (inclusive of VAT) to develop demonstrators that enable lower emissions and a greener railway, innovations in rail freight, and cost efficiencies and performance priorities for a reliable railway.

     

    Contact

    Customer Support Services:

    0300 321 4357 (Monday – Friday 9:00 – 17:00)

    support@innovateuk.ukri.org

    Knowledge Transfer Network:
    www.ktn-uk.co.uk

    Innovate UK

  13. Supporting Service Leavers and Veterans find future employment

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    Guest Writer
    Dom Hill
    Director of Employment at The White Ensign Association

     

    5 minute read

     

    The White Ensign Association is a Registered Charity administered by limited guarantee. The organisation is run by a small executive staff operating from offices on board HMS BELFAST in the Pool of London. The staff visits Royal Navy and Royal Marines establishments and units throughout the United Kingdom on a regular basis to provide support, guidance and advice in the form of presentations and personal interviews. Strategic direction of the work of The White Ensign Association is carried out by the Chairman and Council of Management. The staff work in close consultation with a panel of selected professional advisors.

     

    Employment Services – One of the White Ensign Association’s charitable objectives is to help those who are leaving or who left, the Royal Navy, Royal Marines, Royal Fleet Auxiliary, their Reserves, and dependents, into successful second careers outside the Service. The Association achieves this objective in a number of ways: through the provision of individually tailored advice to every Sailor, Royal Marine, or dependent in areas such as networking, job hunting, industry intelligence, CV writing, interview preparation, and package negotiation; by means of a network of commercial partnerships with organisations that either require the skills, experience, and behaviours that can be found in the Service or that wish to help our Veterans; and by promoting our Industry Partners within the Naval Service community. We also have a large network of advisors and mentors who provide further assistance.

     

     

    Skills, Trades, Specialisms & Behaviours. There are skills, qualifications and experience to be found across the Royal Navy and Royal Marines communities that are in very high demand in the commercial job market. Some of these are similar to those found in the civilian world but others are unique in their nature – an example is that a great level of leadership responsibility is given to junior managers and leaders in the Service at a much younger age or earlier stage than would normally be found elsewhere. A newly commissioned Royal Marines Commando officer, for example, will often lead a Troop of up to 30 people, many of whom will be much older and more experienced than they are, at the age of 19 or 20 years. A Royal Navy Engineering Petty Officer (mid-level manager) may have responsibility for a team of up to 12 engineers, responsible for vital work on surface ships, aircraft, or submarines, in their mid-twenties. This early leadership experience and the associated ability to take responsibility and work under pressure make our people excellent prospects for any employer when the time comes for them to leave the Service.

    Examples of the specialisms that can be found are:

    • Leadership
    • Mechanical Engineering
    • Logistics
    • Medical Doctors
    • Management
    • Electrical Engineering
    • Supply Chain
    • Nurses
    • Strategists
    • Aircraft Engineering
    • Transport
    • Physiotherapists
    • Planners
    • Nuclear Engineering
    • Fuels
    • Remedial Therapists
    • Operations
    • Weapons Engineering
    • Warehousing
    • Dentists
    • Trainers
    • Software Engineering
    • Facilities Managers
    • HR
    • Engineering
    • Port Operators
    • Mental Health Professionals
    • Pilots
    • Accountants
    • Telecommunications
    • Payroll
    • IT
    • Cyber Security
    • Project Management
    • Learning & Development
    • Policing
    • Coaching & Mentoring
    • Welfare Workers
    • Carpenters
    • Metalsmiths

     

     

    Who We Help – The WEA currently assists c1000 clients annually across the breadth of our charitable work. We give presentations at least three times annually in all Royal Navy and Royal Marines bases in the UK and overseas. Our Employment Services clients across the active network number in the thousands, with those seeking in-depth assistance at anywhere between 250 – 350 per year. There are usually between 200 – 250 active job seekers on our database, with a monthly turnover of between 25 and 40. We currently have more than 8700 followers on LinkedIN and our Industry Partners can advertise on our website jobs page, blog and quarterly Newsletter. For further information about Employment Services, or the WEA’s wider charitable work, please visit our website or contact the Director of Employment & Finance, Dom Hill on 07827885514 or at Dom.hill@whiteensign.co.uk

     

  14. May Breakfast Briefing – Exploring “SOSR”

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    Catch up with May’s Breakfast Briefing – Exploring “SOSR”

    This session provides an analysis of one of the lesser-known aspects of unfair dismissal law. Managers may be more familiar with dismissal reasons like conduct or capability. In this Breakfast Briefing, Kevin Duffy of the ScotEng Legal/HR team will discuss the “Some Other Substantial Reason” for dismissal, commonly referred to as “SOSR”.

     

    For a summary of the points discussed in this session, click the links below for slide decks.

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  15. COVID Member’s Briefing

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    Changes to COVID-19 rules and regulations 02/05/2022

     

    Members should be aware that the rules surrounding COVID, and in particular around self-isolation have changed. Similarly, testing for the general population has ended. Government advice for those with COVID symptoms is to stay at home and avoid contact with others. This has reduced from a legal requirement to advice. Patently transmission of COVID within the workplace remains a risk, especially when those who have symptoms and cannot work from home come into work. Employers should therefore consider how to approach the ongoing management and risk of outbreaks of COVID within the workplace. Employers can continue to operate with any measures that they deem appropriate, and should update risk assessments accordingly. If you have any further questions, the team will be happy to help. Contact us on 0141 221 3181.

  16. Member’s Briefing – Ensure your Section 1 Statements are compliant

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    Return to the Office Refresher – Ensure your Section 1 Statements are compliant

     

    All employees and workers (with any length of service) commencing work from 6th April 2020 must be issued with a written statement outlining their employment particulars. This is referred to commonly as a ‘section 1 statement’ as the legislation which requires this is section 1 of the Employment Rights Act 1996. This should be provided before employment commencing or on the date it commences.  

    What are the changes? 

    Now that work from home guidance has been relaxed and many will be returning to the office after working from home for over 2 years, we would like to remind our member companies of the April 2020 changes in rules in relation to section 1 statements. It is a good time to review your statements, as in the landscape of the pandemic these changes may have been missed. 

    To make sure your section 1 statements are compliant with the changes imposed, please ensure they now include the below:  

    • The days of the week the worker is required to work, whether the working hours may be variable and how any variation will be determined. 
    • Any other paid leave to which the worker is entitled. This includes things such as maternity or paternity leave, parental bereavement leave, shared parental leave, and adoption leave. 
    • Details of any benefits provided by the employer that are not already included in the statement. If there are no benefits, this should also be expressed in the statement. 
    • Any probationary period that applies, including any conditions and the duration. 
    • Any training entitlement provided by the employer, including any training that is mandatory and any training that the worker must bear the cost of. 

    Other important considerations 

    Since April 2020, these statements must now be given to workers as well as employees. This includes agency workers, casual workers, and zero-hours workers. Formerly, an employer had two months from the start of an employee’s employment to provide the employee with a section 1 statement. This is now a day one right. 

    What do we need to do? 

    Please review your statement of employment particulars and ensure the points above are included. In the event you have any employees who started after this date that do not have statements containing the above, then you must provide them with one which complies within one month of any request. There is no need to amend the statements of employees and workers who started prior to the changes coming into effect on 6th April 2020.  

    Are there any risks of not complying with the new changes? 

    An employee cannot bring a solo claim for failure to provide a section 1 statement to the employment tribunal. However, they may raise a section 1 statement claim alongside another claim. If successful, an employee can be awarded two to four weeks’ additional pay (capped at £571 p/w). This means, for example, if in an unfair dismissal claim the employee can show that they were not issued with a compliant section 1 statement, they will receive an additional two to four weeks’ pay.  

    If you have any questions about section 1 statements of employment particulars, please get in touch with our Legal & HR Team on 0141 221 3181 who will be glad to advise. 

  17. April Breakfast Briefing – Managing a Modern Apprentice

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    Catch up with April’s Breakfast Briefing – Managing a Modern Apprentice

    In our latest Breakfast Briefing webinar, Dermot Cole from our legal and HR team provides an in-depth overview of what to expect when managing a modern apprentice programme – from funding, through the life cycle, to completion of the apprenticeship. Dermot also touches on the unique additional contractual protection that apprentices have and what you should be aware of.

     

    For a summary of the points discussed in this session, click the links below for slide decks.

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  18. Chancellor shows his support for continuation of the R&D tax relief scheme

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    In this latest Member’s Briefing article, Member company and Innovation Funding specialists ABGI-UK shed light on recent developments in the R&D tax relief scheme. 

    Despite rumours over the last few months of significant changes to the R&D tax relief scheme, the Chancellor’s spring statement made only a brief reference to the scheme. It’s clear that the Government is frustrated at the level of business investment in R&D in the UK – which (as a % of GPD) is less than half of the OECD average. Despite the UK spending more on tax reliefs than almost every other country, the chancellor is clear that “something is not working” and he has indicated that HM treasury will be looking to make changes to the scheme in the future to provide greater value for money. Other than this most of his comments on the scheme lent clarification to previous statements of intention

    He confirmed the expansion of the reliefs to include all data and cloud computing, initially made in autumn 2021, but has also included all mathematics. This will allow companies to claim for costs related to the acquisition, analysis and storage of vital data. Not only is this a boost for a wide range of sectors such as artificial intelligence, geospatial services, life sciences and quantum computing but will also provide additional support to manufacturing where the “modernising manufacturing” agenda drives greater and greater reliance on the use of data throughout R&D, design and innovation, including digitalisation and automation projects.

    He has provided clarification on relief only being available to subcontracted R&D activity carried out in the UK. The government now recognises that there are cases where it is necessary to undertake R&D outside of the UK and so will legislate so vital R&D undertaken by businesses based in the UK can continue to qualify for tax reliefs where there is a material or regulatory requirement for this work to be carried out overseas.

    For those companies claiming through the RDEC scheme the Chancellor is also considering whether to make the RDEC scheme more generous – rebalancing it with the SME scheme and making RDEC more internationally competitive.

    Addressing abuse of the R&D tax relief scheme, particularly in the SME scheme, clearly remains a focus for the Government, having announced in November the creation of a team, working across government departments, focused on tackling abuse back in November. ABGI welcomes these announcements which expand the scope of the schemes to further incentivise innovation. We particularly welcome the ongoing focus on tackling the abuse of R&D tax reliefs to ensure they are effective and deliver the best possible value for taxpayers and will continue to work with HMRC on future reform.

    If you have any questions relating to R&D tax relief or wish to discuss the implications of recent changes to the R&D tax relief scheme on your own company’s claim please contact Sandy Findlay on 07807 739033 or email sandy.findlay@abgi-uk.com

    ABGI is a global consultancy with over 30 years’ experience helping some of the world’s best known brands accelerate innovation and business expansion by capitalising on their R&D activities, in compliance with all rules and regulations. They have extensive experience helping companies leverage valuable funding back into their business through government-backed incentives such as grant funding, R&D tax relief, Capital allowances or Patent Box.

     

  19. Building a SMART Roadmap to Net Zero

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    Net Zero HomeEvents

    Event description

    In this session our Net Zero Skills Support Project Lead, Dr. Eric Boinard reviews why a SMART Roadmap is an essential first step for any net zero journey and provides tips and suggestions on how this can be designed and implemented one step at a time. Eric also shares suggestions on ambitions and commitments as well as communication.

     

    You can also download our “Building a SMART Roadmap to Net Zero” informative slide deck below.

     

    Watch our recent recording of “Building a SMART Roadmap to Net Zero” webinar below.

     

    All of our net zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  20. Net Zero 4Ds: discover your innovation, define your opportunities, develop your skills, deliver your roadmap

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    Net Zero HomeEvents

    4Ds: discover your innovation, define your opportunities, develop your skills, deliver your roadmap

    As introduced during our previous webinar on the 2021 programme, which was designed around each chapter of the Scottish Government Climate Change Plan (CCP), we have now published the consolidated Ds of the double diamond methodology used for all the chapters. If you want to catch up with what we’ve covered so far in our Net Zero Skills Support Programme throughout 2021, then these PDF slick decks are the perfect place to start! Click on each “D” below to explore the relevant slide deck.

     

    • Discover – Innovations: this is a list of all the innovations presented in 2021 for all 8 chapters that can be used to inspire, to define ambitions, and develop a vision or pivot towards sustainability.
    • Define – Opportunities: this is a list of all the opportunities presented in 2021 for all 8 chapters that can be used to identify opportunities to leverage innovations in Scotland and further afield.
    • Develop – Skills: having articulated a vision and identified the opportunities, it is likely that new skills will be required to deliver that vision and leverage that opportunity. This summarised where and how these skills could be gained across all 8 chapters of the CCP(OSF model).
    • Deliver – Roadmap: You have ambitions, you have identified opportunities, you know the skills you will need to leverage these opportunities and implement this vision, it is now time to deliver. This is a consolidation of all the examples and means to develop and fund a roadmap presented during the 2021 programme.

     

     

    Upcoming Net Zero Skills Webinar

    Developing a SMART roadmap will also be the topic of our next webinar. Join us on Tuesday 22 March for a detailed overview of how to build a SMART Roadmap to net zero.

     

    All of our net zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  21. 153 Recovery Company – 102 Battalion REME Celebrates International Woman’s Day

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    The inspirational story of Cfn Kerry McKnight – Recovery Mechanic 

     

     

    International Woman’s Day (IWD) is a global day that celebrates the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating womens’ equality. Here at 153 Recovery Company, we celebrate International Woman’s Day with a short introduction to one of our soldiers, who we feel has achieved many life experiences and has overcome several challenges. 

    A Female Role Model within the male-dominated world of our Engineering and STEM sectors. Staying “true to her values and believing in her capabilities”. Showing personal dedication and true conviction. “Being brave and always looking to take on new adventures”. Kerry is a mother of four children who whilst training to be a nurse, also helps on the family farm. Kerry has always been mentally prepared for various challenges, including joining the REME Reserves in 2021. As predicted, the final phase of recruit training (field exercise) provided many personal tests. However, whilst being nervous, she rose to the occasion and completed the course, gaining many new friends along the way. 

    When it comes to the recruitment process, Kerry has been instrumental in positively advising and discussing her experiences with candidates and new recruits. Kerry transferred to the company as a soldier and recently attended the first course of her Phase 2 training at Lyneham as a Recovery Mechanic, demonstrating how conscientious and dedicated she is. This has been a very good year for Kerry, utilising all her time and proving that you don’t have to be a superstar to be a genuinely good role model for women.

    Being a keen marathon runner, Kerry completed the London Marathon 2021 while representing 102 Bn REME, 153 Recovery Company.

    With continued support and guidance to build on top of her natural talent, Kerry will be a great asset to the company with the potential of being an excellent Junior Non-Commissioned Officer soon. Throughout her life, she has endeavoured to continuously show courage, discipline, respect, integrity, loyalty, and selfless commitment.

     

    Corps of Royal Electrical and Mechanical Engineers | The British Army

  22. AmcoGiffen/ARQ Supply Chain Opportunities Webinar

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    Rail Cluster HomeEvents | Member Directory | Add your company to the Directory

    Event description

    Catch up with our latest Rail Cluster Builder webinar, where we welcome the team from AmcoGiffen and ARQ where we discuss the work they’re undertaking across Scotland and the UK, and how you can get involved. Regional Managing Director for AmcoGiffen, Peter Ritchie, and ARQ Operations Director, Vinny O’Holloran kindly hosted this special event to connect with us, see what we do across the rail infrastructure, gain insight into our strategy for growth through the decarbonisation agenda, and look ahead to future opportunities where we can work together.

     

    If you’d like to discuss further opportunities with the team at AmcoGiffen and ARQ, please contact us on 0141 221 3181 and we’ll be happy to facilitate a connection.

  23. March Breakfast Briefing – Scottish Apprenticeship Week

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    Catch up with March’s Breakfast Briefing – Scottish Apprenticeship Week

    In our most recent Breakfast Briefing, Paul Sheerin, Chief Exec of Scottish Engineering explores the upcoming Scottish Apprenticeship Week which runs from 7-11 March 2022. We also welcome two guest speakers who provide different perspectives on the benefits apprentices can bring to an organisation.

     

    For a summary of the points discussed in this session, click the links below for slide decks.

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  24. 2021 Programme Recap Webinar

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    Net Zero HomeEvents

    Event description

    In this session, our Net Zero Skills project lead, Dr. Eric Boinard provides a quick recap of the lessons we have learned so far from our 2021 webinars, and also presents some of the valuable feedback we’ve received from our one-on-one meetings with companies across Scotland. Whether you are at the start of your net zero journey, or already well underway, we aim to share knowledge and recommendations that are compelling to all.

     

    You can also download our “2021 Programme Recap” informative slide deck below.

     

    Watch our recent recording of “2021 Programme Recap” webinar below.

     

    All of our net zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  25. February Breakfast Briefing – COVID-19: General Employment Law Update

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    Catch up with February’s Breakfast Briefing – COVID-19: General Employment Law Update

    In our most recent Breakfast Briefing, Kevin Duffy from our Legal and HR team outlines recent developments in employment law in relation to the pandemic. Amongst other things, this will cover the issues regarding changing T&Cs.

     

    For a summary of the points discussed in this session: Click here to view this session’s slides.

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  26. Back to the office update – January 2022

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    This week will mark a positive step towards Covid-19 restrictions being relaxed in the workplace. First Minister Nicola Sturgeon, announced that Scotland will be taking a more relaxed approach towards working from home, in favour of hybrid working. This decision was made following a decline in Covid-19 cases throughout Scotland in the last week.

    From Monday 31st January 2022, a phased return to the office will begin with the “work from home wherever practical” guidance being replaced with a “hybrid” approach. This means employers should arrange for staff to have a combination of both working from home and in the office. Nicola Sturgeon has urged that this shouldn’t be a mass return as this could have a negative impact on the number of cases.

    The Scottish Government has acknowledged that not all roles are suitable for a “hybrid” format eg manufacturing. To accommodate different businesses, the government has advised no formal timetable will be provided which gives a date all employees should return. This gives flexibility for employers to follow the guidance in a way that works for their business.

    If you need any advice on implementing “hybrid working” then please get in touch with our Legal & HR Team on 0141 221 3181. Members are also invited to join us at our February ‘Breakfast Briefing’ 8:00-8.30 am on the 2nd February 2022, where this topic will be touched upon further.

     

  27. YEYA 2022

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    Submit your application for YEYA 2022

     

    The ScotEng Young Engineer of the Year Award (YEYA), formerly known as “The Incorporation of Hammermen of Glasgow Award” has recognised and celebrated the best young engineers in Scotland for over 25 years.

    Is there a young member of your team who has shown excellence, innovation, and imagination within your industry? Encourage them to submit an application for the Young Engineer of the Year Award, giving them the opportunity to be recognised for their work, be presented with the Hammermen trophy, and receive a £1000 and £500 prize for our winner and runner up.

    The closing date for entries is Thursday 31 March 2022

     

    Criteria 

    The winner will be invited to attend our Annual Awards Dinner where they will be presented with the Hammermen Trophy, and it is a condition of the award that the winning candidate should attend both events.

    • Entry is open to recognised engineers who are 35 years of age or under at closing date.
    • Entrants should be employed in the engineering industry in Scotland.
    • Entrants should be able to demonstrate that they are in or have taken a major role in an engineering/technological project which has or will significantly improve the technology and/or competitiveness of their employing organisation.
    • The individual’s entry should include an email endorsement of its content by a relevant manager from the company.
    • We do not accept joint applications or group applications.

     Reviewing of applications 

    • All applications will be acknowledged via email and then reviewed by our panel of judges.
    • Successful candidates (or, the “Shortlist”) will be invited to an interview where they will make a brief presentation on their project and discuss it with the judging panel.

    Submitting your application 

    • You can download our application form here.
    • The submission deadline is Thursday 31 March 2022.
    • Applications can be in the form of a report or presentation and should include relevant information about the candidate and the background to the project or work undertaken.
    • As the first round of judging will be made on this submission, it is important that you give yourself the best chance of recognition for the content of your project.
    • Upon completion, please send your report or presentation by email to sarahcarvill@scottishengineering.org.uk who will be in contact with further application instructions.

    Policy 

    • Judging will be based solely on the information submitted by the candidate.
    • Decisions reached will be regarded as final after the decisions have been announced.
    • Scottish Engineering and the Incorporation of Hammermen of Glasgow reserve the right to publicise entries but will make an appropriate acknowledgment of the entrants and their employers.
    • Our winner will be displayed on our social media platforms and the Scottish Engineering website.

    The closing date for entries is Thursday 31 March 2022

     

    Our 2021 YEYA Winners –

    Our Young Engineer of the Year 2021 is Alana Harrison – BAE Systems

    As Principal Mechanical Engineer, Alana works within the Power and Propulsion (P&P) Engineering team as the system owner of the shaft line contract package and engineering lead of the powertrain alignment modelling, for the T26 Global Combat Ship project. Alana now owns the T26 shaft line system, one of the largest equipment packages in the programme worth +£30 million and is responsible for delivering the critical alignment model for the entire powertrain. Her work creating an in-house alignment model reduces business risk, and supports development of critical skillsets and engineering capability, enabling the business to remain competitive in an area of core competence.

     

    Our Young Engineer of the Year 2021 runner up is Edward Massey – Volvo CE Haulers Ltd

    As project lead, Edward led a team to design and deliver a successful Articulated Hauler Weigh Load System. The project provides a technologically modern, accurate on-board weighing system solution for Volvo’s articulated haulers, driven by customer need for an accurate WLS that could broadcast data via telematics, a feature that Volvo’s previous WLS could not do. Through rigorous design test and analysis, an on-board WLS solution was successfully delivered, allowing Volvo CE/Terex Trucks to remain competitive in this global market. The accuracy of the WLS solution plus the data it provides is a key selling point to retain current or acquire new customers for the articulated hauler trucks.

     

    Download our application form here.

     

    This award is in association with The Incorporation of Hammermen of Glasgow

  28. January Breakfast Briefing – Capability dismissal

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    Catch up with January’s Breakfast Briefing – Capability dismissal

    In our first Breakfast Briefing of 2022, Kevin Duffy from our Legal and HR team gives an overview on capability dismissal. This can be a complex area of law, so Kevin provides some practical tips on how to navigate a capability process. This topic will be one of great importance to HR managers and operational managers.

     

    For a summary of the points discussed in this session: Click here to view this session’s slides.

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  29. Essentials of LEV (Local Exhaust Ventilation)

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    In this latest informative article, member company and industry leaders in dust and fume extraction Compliance LEV Ltd explain why LEV is so important to your business. 

    Compliance LEV are specialists in Local Exhaust Ventilation (LEV), trusted by clients such as Rolls Royce, Tan International, and Historic Scotland to manage their LEV solutions and guide them on their compliance journey.

    I chose the company name for a reason. In my varied engineering career, I found that many client companies were not compliant, and that compliance was becoming a very hot HSE topic. As a new member of Scottish Engineering we are keen to share some knowledge on this health and safety-critical issue with the membership network: not just what it is or what it does, but on how to reduce costs and carbon footprint and also how to stay compliant.

    Below are a few initial pointers on this topic and we hope to do more blogs on LEV in the coming months. We hope you find this short paper insightful, engaging, and jargon-free.

     

    • Why is LEV so important?

    Simply put LEV avoids respiratory health issues and ultimately saves lives by removing harmful contaminants from the operator’s breathing zone. LEV can also reduce manufacturing costs if its well designed and thought out with the process owner or user.

     

    • Why is LEV so High on the HSE Agenda?

    For many years the UK has had a focus on improving safety and avoiding injuries and deaths in the workplace, and as a result, we all must continually strive to work more safely.

    However, the reality is that the greatest burden on our NHS is due to us not working healthily, and a key element of workplace health is air quality. If we can capture contaminants at source and stop people breathing them in, then we can dramatically reduce lost work days, reduce respiratory illness, and more importantly than ever, reduce the burden on our NHS in years to come so we can all enjoy a healthy future.

     

    • Is LEV a Legal requirement?

    Some aspects are, and some aspects are not. HSG 258 is a guidance document for best practice, however, LEV also ties in heavily with COSHH regulations which is CRIMINAL LAW.

     

    • How can I reduce costs in running LEV?

    There are various ways to reduce your costs and these can be simple or innovative depending on your systems set up and types. For instance, aftermarket filters can be as good as OEM but at a significantly lower cost. PIR sensors and floor pressure mats have a very fast payback as they can shut off the LEV system and associated fans, motors, and machinery when not in use, giving a fast reduction in running costs and creating a longer filter life.

     

    • Is LEV linked to my environmental or carbon footprint?

    Yes, it is. LEV uses power, and sometimes water, and moves and filters large volumes of air. Poorly designed systems will not take proper consideration of environmental factors or carbon footprint, or indeed cost efficiency. Lean Black Belt techniques can be used to reduce clients’ costs and environmental footprint, and we have included the following short case study to give you an idea of how LEV solutions can be applied in the most effective and cost-efficient manner.

     

    Return Air Case Study:

    A client with multiple LEV systems exhausted circa 72,000 cubic meters of air to external atmosphere per hour. The client had not considered that along with the air from the process, they also removed expensive warm air from the plant and sent that to external atmosphere as waste. They then had to bring in the same volume as make up air… but heat it and condition it first! Compliance LEV designed and fitted a set of after filters to each LEV system. This meant that the client gained 72.000 cubic meters of already warmed conditioned air back to the work place. The client reduced external emissions by the same value and no longer had to undertake expensive 6 monthly roof and stack inspections. Below is a similar system we completed recently – 

    The wet collectors below have return air filtration, no more atmospheric discharge

     

    The simple message is that if your LEV systems exhaust your emissions to the atmosphere, then you have the potential to dramatically reduce your heating bill and your site emissions, critical steps on the path to net zero.

     

    • Cost of running motors and fans in LEV:

    Many engineering companies use oil mist systems to remove the oil-air emissions from machining processes. For one client we removed 9 older style Oil Mist systems installed by a very well-known brand.

    The problem: The high cost of 6 monthly servicing, the high cost of replacement filters, and high energy costs given the size of motor needed to power the systems.

    The Solution: Modern Oil Mist LEV systems come with much smaller motors and, therefore, offer an instant reduction in running costs. The filters are washable and last 5 to 7 years, so there is no need for regular replacement filters, Also, more modern oil mist systems can be interlocked to the machine meaning they only run when the machine is on its cycle.

    Some solutions seem very simple but in a busy business, a busy machine shop, or a busy welding shop you seldom have the time to pause and look at potential cost reductions. Yet if you work smarter, you don’t need to work harder: taking care of LEV by good design and planned preventative maintenance saves thousands of hard-earned pounds as we have proven to our clients time and time again.

     

    • COSHH, LEV, and Compliance

    COSHH regulation 12(1) states – Every employer who undertakes work that is liable to expose an employee to a substance hazardous to health shall provide that employee with suitable and sufficient information, instruction, and training.

    Simple and inexpensive gauges are a great visual indicator for operators when accompanied by a relevant SOP. We use the traffic light system, Green Amber RED which is familiar to everyone when marking up gauges as shown below.

    Compliance LEV is the only BOHS (British Occupational Hygiene Society) fully endorsed ‘LEV Awareness Training’ provider in Scotland.

     

    • Conclusion

    We are here to offer guidance and support in achieving and maintaining LEV compliance – so that when HSE comes knocking you can be confident you are in a good place and also, critically, to help you reduce your costs year on year. If you would like to discuss further please contact us at the address below. We prefer to meet in person via a site visit. We offer an initial appraisal free of charge, through which we can discuss your needs and, if required, make a proposal.

     

    Kevin Simmonds

    MSc, P601, P602, W201, Lean Black Belt

    Direct Dial: 07939 550 943

    E-mail: kevin@compliancelev.co.uk

     

     

    Guest Writer, Kevin Simmonds, founder of Compliance LEV

     

     

  30. Diversification Opportunity with Frog Bikes

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    Catch up with this informative webinar which provides an in-depth look at the typical manufacturing essentials and components Frog Bikes require from suppliers.

    The UK’s bike industry is worth over £2bn per annum and growing faster than any market as governments around the world look to decarbonise transport and clean up our towns and cities. The bike will play a growing role in this move to Net Zero, and Europe will soon be the world’s biggest cycling continent. If you can successfully supply Frog, the door is open to supply other European-based bike brands and we can help you. This session welcomes guest speakers from Frog Bike‘s senior management team for a short discussion on what they are looking for in their supply chain partners – specification of product, quality standards, volumes, growth ambitions. This recording will give you an idea of how you can get involved with Frog’s Scottish supply chain.

     

     

     

    Interested in becoming a Frog Bikes supplier? Fill out their Scottish Supplier Questionnaire to give Frog and ourselves an idea of your skills and expertise. We will be accepting questionnaire submissions until Monday, 20th December 2021. Once your answers are submitted, Scottish Engineering will be in touch to discuss your submission further, thank you.

     

  31. An inside look at Autonomous iOt

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    Autonomous iOt joined us at the recent Low Carbon Logistics event during COP26 to speak about their company and its capabilities in an SME in the spotlight slot. Unfortunately, as happens on occasion with live events, there was a technology challenge on the day and the five minutes allocated to Autonomous iOt were used up attempting to fix the problem. We thought it was only fair to share what would have been said on the day. Sincere apologies to the Autonomous team and thank you for being so understanding.

     

     

    Read more about Autonomous iOt company capabilities here. 

  32. HS2 opportunities for Scottish businesses

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    Rail Cluster HomeEvents | Member Directory | Add your company to the Directory

    Event description

    In our most recent Rail Cluster Builder webinar, we welcomed guest speakers Antony Steele, Supply Chain Manager and Robin Lapish, Senior Supply Chain Manager from HS2 Ltd. We also welcomed Craig Michel, founder and Managing Director, Zappshelter. This session provides an opportunity to find out how Scottish businesses can get involved and join the HS2 supply chain. Hear from the HS2 supply chain team about how you can take the first step, no matter what the size or sector of business.

     

    Interested in becoming a HS2 supplier? Contact the team at scc@hs2.org.uk 

    Contact the team at Zappshelter at hello@zapp.group

     

     

  33. Member’s Briefing – Important Changes to GB Import Controls from Jan 1st 2022

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    Important Changes to GB Import Controls from Jan 1st, 2022

    Members are urged to ensure that they understand and are prepared as necessary for changes to GB import and customs controls that come into place from January 1st, 2022. These changes will have implications for engineering and manufacturing businesses that import components, sub-assemblies raw materials, or any other goods directly from suppliers in EU member states. Members are advised to consult the updated guidance from UK Government:

    Our summary of the key issues relating to these important changes is as follows, along with some useful links:

    • Importers will no longer be able to delay making their import customs declarations under the Staged Customs Controls rules that have applied during 2021. In most cases, they will have to make declarations and pay relevant tariffs at the point of import.
    • The operators of ports and other border locations will be required to control all goods moving from the EU to GB, and goods will not be released to the importer unless they have a valid declaration and have received customs clearance.

    There are two main customs models that can be used to control goods imported into GB, and ferry/port operators will typically determine which apply to specific import/export routes:

    1. The Temporary Storage model: Goods arriving in GB can be stored at the frontier (ie port or terminal) in a temporary storage facility for up to 90 days before the importer is required to make a full customs declaration and pay any relevant duties and taxes.
    2. The Pre-Lodgement model: Importers are required to submit a customs declaration in advance of goods boarding in the EU on the GVMS system (Goods Vehicle Movement System is the IT platform that supports pre-lodgement). HMRC will risk-assess the declarations whilst the goods are en-route, informing the person in control of the goods, eg the haulier, if the goods have been cleared or otherwise. The aim is to ensure that checks are only carried out where necessary leaving cleared goods to continue their onwards journey on arrival in GB. Goods that have not been cleared must be held at the frontier location until HMRC clears them. Where there is insufficient physical capacity to hold them at that location they will be moved to inland checking facilities for customs clearance. Reasonable steps for frontier operators using the pre-lodgement model to control goods from the EU into Great Britain – GOV.UK (www.gov.uk)

    Some businesses already use “simplified declaration authorisations” which avoid the requirements for a full customs declaration. It can, however, take up to 60 days to complete the required checks to be registered for such, and you would also need to have a Duty Deferment account in place. Apply to use simplified declarations for imports – GOV.UK (www.gov.uk)

    VAT-registered importers can continue to use Postponed VAT Accounting (PVA) on all customs declarations that require import VAT to be paid. Check when you can account for import VAT on your VAT Return – GOV.UK (www.gov.uk)

    Finally, members should note that further changes will be introduced from July 2022, including requirements for full safety and security declarations for all imports. A further briefing will be provided in advance of those changes.

    In conclusion, all businesses affected should consider how they are going to submit customs declarations and pay any duties that are due. If you use an intermediary service such as a freight forwarder, courier, or customs agent then you must ensure the responsibility for making declarations is contractually clear, and that that you provide the required information to ensure that declarations are accurate and complete. Get someone to deal with customs for you – GOV.UK (www.gov.uk)

     

     

  34. December Breakfast Briefing – Employee conduct away from work 

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    Catch up with December’s Breakfast Briefing – Employee conduct away from work 

    In our final Breakfast Briefing of 2021, Dermot Cole from our HR and Legal Team covers the steps that an employer can take to deal with matters that happen away from work – such as Christmas nights out. Dermot explores the difficulties that social media can create for an employer, how to deal with arrests and criminal convictions, and how we can deal in general with conduct or behaviour that happens away from work, when and how we can act, and how to approach it.

     

    For a summary of the points discussed in this session, click here for slides.

    https://youtu.be/yC-raWRcXEE

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  35. Legal support offer from full-service Law Firm Ledingham Chalmers

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    Scottish Engineering is delighted to announce a partnership with law firm, Ledingham Chalmers. Our partnership will give members access to a suite of benefits including a free initial telephone consultation, 15% discount on legal fees and free use of central meeting facilities.

    Ledingham Chalmers is a full service, independent Scottish law firm and is experienced in advising businesses of varying sizes from SMEs to multinationals across a diverse range of sectors that drive the national economy in commercial matters from structural corporate arrangements to acquisitions and disposals, litigation, construction and commercial property. The firm also acts for individuals and families advising on matters ranging from buying and selling their homes to preparing wills.

    The key benefits for member companies include:

    • Free first telephone consultation per issue per member company – members will be able to call Ledingham Chalmers for advice on a range of matters whatever the size or stage of the business, from growing the business, dealing with disputes or considering new structures or exit strategies. Please note that Ledingham Chalmers will only advise on employment enquiries with the consent of Scottish Engineering.
    • 15% discount on standard charge-out rates – members will benefit from a discount on any work undertaken by Ledingham Chalmers. Details of Ledingham Chalmers’ legal fees are available on request.
    • Free use of Ledingham Chalmers’ offices in Aberdeen, Edinburgh, Stirling and Inverness – Ledingham Chalmers’ offices have capacity to hold various sizes and formats of meetings and presentations. Members will be able to use these facilities free of charge for their meetings, subject to availability.

    John Lee is a Partner at Ledingham Chalmers and will be dedicated first point of contact for all member companies. John knows Scottish Engineering and its members well, having worked with us for 2002 to 2008. John said, “I am delighted that Ledingham Chalmers has the opportunity to support Scottish Engineering’s member companies and we look forward to helping the sector continue to flourish in the no doubt interesting and challenging post-Brexit markets which lie ahead”.

    To find out more or to speak to the appropriate Ledingham Chalmers expert regarding any legal queries you may have, contact John Lee direct:
    John Lee, Partner and Solicitor Advocate
    John.Lee@ledinghamchalmers.com
    Tel: 0131 200 1029

     

  36. Could your business use a free graduate? Webinar

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    Catch up with this informative webinar which explores a series of exciting opportunities for the SME community across Scotland.

    This session welcomes the National Manufacturing Institute Scotland’s (NMIS) Manufacturing Skills Academy for a webinar that highlights a series of exciting opportunities for the SME community across Scotland. Following receipt of funding from the Scottish Government’s National Transition Training Fund (NTTF), and the Advanced Manufacturing Challenge Fund (AMCF), NMIS has developed a number of initiatives designed to help companies who are finding it difficult to attract and retain talent and/or get on the digital manufacturing pathway.

     

     

    Thank you for watching our webinar exploring the Graduate funding opportunities through the National Manufacturing Institute Scotland’s (NMIS) Manufacturing Skills Academy. We hope you found the session interesting and informative. Some further information is available on the NMIS website and you can access their learning platform here.

    If you’d like to discuss the AMCF and NTTF programmes in more detail, contact the team at nmis-skills@strath.ac.uk if you have any questions or would like to sign up for either programme.

     

     

  37. How a complete manufacturing services provider supports its customers’ growth opportunities

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    In this latest informative article, member company and market leader in electronic manufacturing CB Technology Ltd provide an insight into how a complete manufacturing services provider can support customers’ growth opportunities.

     

    Building printed circuit boards is the bread-and-butter of the Electronics Manufacturing Services industry and, in Scotland, many providers are extremely competent in this fundamental element. However, while there may be little to differentiate competing EMS companies, a complete Manufacturing Services provider can add value to a manufacturing partnership in a way that directly supports its customers’ growth ambitions.

    From assisting with the early concept design and developing the electronic components integral to its functionality, to building the high level assembly product and supporting the customer’s needs throughout the entire process, complete manufacturing services providers improve manufacturability, reduce cost and shorten time-to-market.

     

    • Experts in high level assembly

    During an engineering workshop at the outset of the manufacturing partnership, engineers will support the customer, analyse the design, reverse engineer the build process, flag potential issues and advise ways in which the development and manufacture of the part or product can be made more economical. Approaching the task with a lean philosophy – that is, cutting down on the number of types of parts used, opting for more readily available materials and eliminating unnecessary manufacturing processes – increases efficiency, cuts cost and mitigates risk.

     

    • Involving the supply base

    Involving supply chain partners in the evaluation of the product design is a key aspect of value-added services. This capitalises on the manufacturing services provider’s strong working relationships with its supply base. Inviting critique of the customer’s design from a design-for-manufacturing point of view can flag any number of possible improvements and efficiencies. Could we reduce the amount of plastic used? Is it possible to change the parameters to increase strength or rigidity? Does the tolerance of the assembled parts stack up? This evaluation can eliminate problems commonly encountered at the manufacturing stage, saving money and improving speed-to-market for the customer.

     

    • Designed for manufacturability

    A recent design workshop involved a customer developing a heavy duty piece of sensing technology for subsea monitoring. It was identified that the part under scrutiny had four different kinds of screws which were being put directly into plastic meaning that, if torqued incorrectly, there was a risk of stripping the plastic. It was recommended that, by using an insert, it would be possible to get an exact target and thereby reduce the risk of damaging the plastic part.

    Though we were working with a complex, high-compliance device, identifying and solving relatively simple issues at this stage would eliminate additional cost and potential hold-ups further down the production line.

    Engaging expert engineers, experienced in identifying areas for improvement, is vital for companies that view a successful manufacturing partnership as a valuable part of their growth strategy.

     

    • Repeatable manufacturing processes

    Many businesses start by building their products in-house, using their highly skilled, qualified engineers to develop this process. But these employees should be concentrating on their core competencies, making better use of their time in R&D, designing and developing new products; it is not usually cost-effective for them to spend time on the build process.

    Consequently, in-house manufacturing is a poor choice for companies looking to scale. Working with a high capability manufacturing services partner will provide a reliable, repeatable build of that product. By rewriting and reconstructing the assembly process for a product, a manufacturer can commit to de-skilling the build to a standard operator level, confident in the knowledge that it can be repeatedly built to the same high quality, over and over again. Utilising manufacturing expertise to make a product build repeatable brings cost efficiencies for the customer as well as the certainty that their products will be identical and will assist in getting them to market faster. Meanwhile, their in-house staff are free to progress their own areas of expertise and support the business’s growth ambitions.

     

    •  High compliance, intrinsically safe

    Companies producing industrial tools for use in harsh environments and hazardous conditions require a manufacturer that guarantees the reliability of the product. Achieving stringent compliance standards such as ensuring a product is intrinsically safe and meets Atex classification “Atmospheres Explosive”, for example, as required for down-hole tools that operate in high pressure, high vibration conditions, is vital for these companies. Tapping into the capabilities of a manufacturing solutions provider with the expertise to create a product that is ruggedised to withstand extreme environments, hermetically sealed, covered in conformal coating to reduce the risks of arching, and that puts products through extreme temperature burn-in and pressure testing is essential.

    High-end, complex productionised testing for electronic parts can also require stringent controls around downloading software, firmware and software licences, and generating unique identification for each product.

     

    • Added flexibility

    Over and above standard build and testing processes, customers might require their product to be built to a vanilla level and held by the manufacturer until the customer sends a CTO (configure to order) request. Unlike with a BTO (build to order), CTO sees the manufacturer configure the vanilla product with the requested input and output requirements, load, build, test and ship the order. An exceptional high level assembly business can see this process through from start to finish in 24-48 hours. Variations on the configuration are possible to meet different end uses, giving the customer exceptional flexibility.

    By shipping the CTO lot directly to the end buyer, with pretty packing optional, a complete manufacturing services provider reduces the product’s time-to-market considerably, and avoids their customer having to arrange storage and shipping of the product through their own business operations.

     

    • Delivering on growth

    It is clear that moving product-build from in-house to an external manufacturing partner brings a number of benefits to design and engineering companies looking to scale.

    Identifying a manufacturing services provider with high level capabilities and engaging them at an early stage will enhance design efficiencies, identify problems at the earliest opportunity, reduce risk and streamline the build. This leads directly to a better, more cost effective product, with intrinsic repeatability and reliability of the build process. Additionally, the customer can be confident in the ruggedisation and testing processes necessary for their products, whether they need to be intrinsically safe or finished to a Class A standard.

    With the flexibility of CTO and a service that stores and ships products directly to the end user, it is clear that the end-to-end service delivered by a complete manufacturing services provider delivers manufacturability, cost effectiveness and reduced time-to-market, thereby supporting its customers in achieving their business growth ambitions.

     

    By John Cameron, Managing Director at CB Technology

     

    CB Technology is Scotland’s largest independent electronics manufacturing services (EMS) company. From its base in Livingston, the company provides a full turnkey solution to a diverse mix of clients across a range of sectors including Energy, Industrial, Medical and Life Sciences, Communications, Instrumentation, Test & Measurement, and Space. CB Technology supports businesses with high complexity manufacturing needs. It is proud of its depth of expertise and extensive technical capability in sensing technology manufacturing and specialises in industrial and condition monitoring, ruggedisation, and extreme testing and burn-in. To find out how CB Technology can support your growth ambitions, contact us today.

     

  38. Understanding Net Zero Standards Webinar

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    Net Zero HomeEvents

    Event description

    In this session, our Net Zero Skills project lead, Dr. Eric Boinard guides us through the main standards available to develop and verify a net zero roadmap. At ScotEng, we understand that net zero can sometimes feel like a daunting prospect, that’s why we’re here to help break down the information into an easy-to-follow format to establish a better understanding. With so many standards to choose from, this session helps create a clearer picture of which standards are right for your business and where to start. This webinar is ideal for anyone working out how they will steer a path to net zero, but carries extra relevance to those who currently manage their organisation’s management systems and external accreditation

     

    You can also download our “Understanding Net Zero Standards” informative slide deck below.

     

    Watch our recent recording of “Understanding Net Zero Standards” webinar below.

     

    All of our net zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  39. November Breakfast Briefing – TUPE: the Transfer of Undertakings (Protection of Employment) Regulations 2006

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    Catch up with November’s Breakfast Briefing – TUPE: the Transfer of Undertakings (Protection of Employment) Regulations 2006

    In our recent Breakfast Briefing, Kevin Duffy from our legal and HR team discusses TUPE: the Transfer of Undertakings (Protection of Employment) Regulations 2006. This is a complex area of law that impacts business activities like mergers & acquisitions, or the outsourcing of services. Kevin presents an overview of the background to TUPE, along with a description of the key legal concepts and processes involved with TUPE.

    For a summary of the points discussed in this session, click here for slides.

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  40. Herald Article October

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    ScotEng October Herald Article

    In our latest Herald article, we discuss the current energy crisis and to what extent should the UK Government step in to ease the impact on industry.

    Read the full article here.

     

    Chief Executive, Scottish Engineering

  41. An introduction to CAF – How to engage with the Spanish Global Manufacturer

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    Rail Cluster HomeEvents | Member Directory | Add your company to the Directory

     

    Event description

    In our most recent Rail Cluster Builder webinar, we welcomed CAF, a Spanish-based global manufacturer of specialist railway products, components and systems and has a factory in Newport in Wales building suburban and metro trains, high speed trains, and trams. In this session, Pablo Moreno, CAF’s UK Procurement Manager guides us through CAF, its products and services, the exciting projects it’s working on and how businesses might engage with CAF regarding work opportunities.

     

    Interested in becoming a CAF supplier? Find out more here.

     

     

  42. October Breakfast Briefing – Occupational Health Supporting Your Workforce During a Pandemic

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    Catch up with October’s Breakfast Briefing – Occupational Health Supporting Your Workforce During a Pandemic

    In our recent Breakfast Briefing, partner organisation MacOH build on their previous Breakfast Briefing on 6 January 2021 and discuss the support occupational health can give companies in these pandemic times. This session is presented by Professor Ewan Macdonald OBE, one of the foremost occupational physicians globally. He combines high-level experience in industry nationally and internationally with heading up a leading health and work academic research group.

    For a summary of the points discussed in this session, click here for slides.

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  43. ScotEng Inclusive Engineering Session – September 2021

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    Event description

    Innovation, creativity, productivity, and resilience all thrive when we work together to encourage diversity and inclusion within our sector.

    STEM industries are currently facing diversity challenges and in the wake of the coronavirus pandemic, we must work together to ensure that we are tapping into all of the talent available to rebuild our economy. Better gender diversity, ethnic diversity, alongside representation from minority and low socio-economic backgrounds is needed to accurately reflect the UK’s diverse population. Without seeing yourself represented in the industry, would you really feel driven to pursue a career where you perceive you might not feel welcome? Through our Inclusive Engineering sessions, we aim to shine the spotlight on what a career in engineering looks like for groups in industry where we can achieve a better balance, and illustrate that “if you can see it, you can be it”.

    In our most recent Inclusive Engineering session, our three guest speakers will share their own personal journeys within engineering and STEM, providing us with an inside look into their careers and the steps they’re taking to create a more inclusive industry for all.

     

     

    Watch our recent Inclusive Engineering recording, where we welcome guest speakers Blair Cruikshank of ScottishPower, Michelle Ferguson of Scotland’s Bravest Manufacturing Company, and Pamela Scott of Pax & Iris Ltd. 

     

    Our Inclusive Engineering sessions run quarterly. If you’re interested, our next session will take place in early December. If you’d like to be involved in a future Inclusive Engineering session, then contact sarahcarvill@scottishengineering.org.uk for more information.

     

  44. Session 6 – Land Use, Land Use Change & Forestry (LULUCF) and Agriculture

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    Net Zero HomeEvents

    Event description

    In this final webinar of our chapter series, we focus on the specific Chapters of LULUCF and Agriculture as defined in the Scottish Government Climate Change Plan. In this session, our project lead, Dr. Eric Boinard explains the possibilities these key Chapters offer, provides examples of innovation in Scotland and further afield, highlights the opportunities made available in Chapters 6 and 7 and guides you through the skills required to build your own roadmap.

     

    You can also download session 6 – Land Use, Land Use Change & Forestry (LULUCF) and Agriculture slide deck below.

     

    Watch our recent recording of Session 6 – Land Use, Land Use Change & Forestry (LULUCF) and Agriculture below.

    All of our Net-Zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  45. New Member – Engineering Recruitment Specialists Ltd

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    New Member, Engineering Recruitment Specialists Ltd joined us recently. Below they’ve provided us with a short intro to what they do.

    Engineering Recruitment Specialists Ltd was founded and established by Keiran O’Connor who has identified a gap in the market and provides an honest, valuable and quality service to both the client and candidate market within the Engineering and Technical sectors.

    Having worked in recruitment for the last 10 years, Kieran has dedicated himself to improving and learning from every client, candidate and colleague he has worked with in that time recruiting for an enviable client base of leading local, UK & International organisations.  He has developed an in-depth understanding of complex sectors whilst gaining a reputation as a trusted recruitment partner by some of the Engineering Industry’s leading employers across:

    • Manufacturing
    • Precision Engineering
    • Facilities Management
    • HVAC
    • M&E Building Services

    Here at Engineering Recruitment Specialists, we tailor our approach to individual needs and draw on extensive sector knowledge to help candidates and clients excel, building long term relationships on the way.  It’s our passion and aim to provide first class service and to be regarded as one of Central Scotland’s leading engineering recruitment agencies within the industries we serve, for our experience, professionalism and reliability, continually exceeding candidates’ and clients’ expectations through dedication & delivery.”

    Keiran can be contacted by emailing kieran@er-specialists.co.uk

     

  46. 2021 Annual Awards Winners

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    We would like to extend our thanks to everyone who supported our dinner this year and to our guests in attendance last night. With the pandemic significantly disrupting our usual way of celebrating, a return to last night’s physical dinner was most welcome!

    Massive congratulations to our 2021 award winners. In a year that has tested our resilience to the limit, the excellence demonstrated by our winning companies and young engineers is truly a testament to the strength of talent within our industry. The energy and enthusiasm displayed by all our winners never fails to fill us with optimism for the future of engineering in Scotland.

     

    View all images of our 2021 awards dinner here.

     

    Our 2021 Winners 

    2021 Scottish Engineering Company of the Year – Intelligent Growth Solutions Ltd 

    The Scottish Engineering Company of the Year Award 2021 was awarded to Intelligent Growth Solutions Ltd. Based in Edinburgh, IGS design and manufacture award winning agriculture technology that is at the heart of addressing the balanced challenges of feeding the planet, whilst avoiding further damage to it. David Farquhar, CEO stated, “IGS is thrilled and humbled to have been awarded the Scottish Engineering Company of the Year Award 2021. We are grateful to Paul Sheerin and the team for organising this event and to the judges for voting for IGS and our Vertical Farm system. The competition was of the highest quality, making this even more of an honour: congratulations to all the winners. Peer group recognition is always a powerful and rewarding accolade – our R&D and various engineering, supply chain and deployment teams pour their hearts and souls into the innovation, design, and implementation of these systems every day, so an award like this means a huge amount to them. It also sends a strong message to our investors, partners, and customers around the world about the quality of Scottish engineering and IGS’ leading place in the sector.”

    Scottish Engineering’s Chief Executive Paul Sheerin added: “IGS are an inspiring story of excellence in innovation meeting with genuine societal need to deliver an environmentally sustainable agriculture system. For the equipment they design and manufacture, the range and scale of technology employed will never cease to impress, and they have applied the same sustainable principles to an astonishing growth curve for both staff and business development throughout. As a more than ninety percent export business, they are the latest in a long line that ensures that engineering in
    Scotland remains a byword for quality and innovation around the world.”

     

    2021 Scottish Engineering President’s Award – RUA Medical Devices Ltd 

    The 2021 President’s Award was presented to RUA Medical Devices Ltd. Caroline Stretton, CEO said, “We are delighted that the extraordinary team at RUA has been recognised by Scottish Engineering. During a challenging year for all businesses, we delivered outstanding achievements to secure our future growth. Our Investment in Growth programme led to successful partnerships with world-leading Med-Tech companies to provide technologically innovative products. And we have embraced the employee experience through our Employee Engagement programme – by directly investing in the skills, development, health and wellbeing of our employees, we have a more productive and innovative business since we have a happier, motivated and loyal workforce.”

     

    2021 Scottish Engineering Excellence Award –  Gray Fabrication Ltd

    The 2021 Engineering Excellence Award was awarded to Gray Fabrication Ltd. Matt Shaw, Managing Director quoted, “Gray Fabrication is both thrilled and humbled to have won the Scottish Engineering Excellence Award. It means so much to be recognized for our contribution to Scotland’s Engineering pedigree, especially at such a crucial and exciting time for our company as the Energy Transition starts to gather momentum. This award is testament to the skill and experience of our workforce and their close attention to detail and I would like to personally thank them all for their pivotal role in receiving this accolade.”

     

    2021 Scottish Engineering Skills, Diversity & Inclusion Award –  Diodes Semiconductors GB Ltd

    The 2021 Skills, Diversity & Inclusion Award was presented to Diodes Semiconductors GB Ltd. Gerry McCarthy, Managing Director stated, “We are honoured to be receiving this award and truly proud for our work in this area to have been recognised by Scottish Engineering. It exemplifies both our goal of ensuring we are building a highly skilled, diverse, and inclusive workforce of engineers, operators, and support staff and our continued commitment to invest in talent development: from training programmes to graduate and apprentice schemes.”

     

    2021 Scottish Engineering Innovation Award –  Spirit AeroSystems (Europe) Ltd

    The 2021 Innovation Award was awarded to Spirit AeroSystems (Europe) Ltd. Scott McLarty, SVP Airbus Programs quoted, “Spirit is extremely honored to receive this award for innovation in aerospace research and technology and the recognition of our results from continued investment in our people and processes. Our ambition is to remain as a leader of the aerospace industry through continually developing new innovative technologies that support the development of future aircraft platforms required to deliver a more sustainable aerospace industry and help meet the UK’s net-zero goals”.

     

    2021 Scottish Engineering Sustainable Development Award –  BayWa r.e. UK Ltd 

    The 2021 Sustainable Development Award was presented to BayWa r.e. UK Ltd. Gordon MacDougall, Managing Director said, “All of us at BayWa r.e. are honoured to receive the award for Sustainable Development in what has been an extraordinary few years. We’ve been fortunate to be able to work remotely throughout and are grateful for the support of Scottish Engineering in providing help and guidance to ourselves and the industry during this time. BayWa r.e.’s commitment to sustainable development runs through our entire company and reflects how we act and operate as a business, and how we work with our customers and partners. If ever there was a time to recognise that we are stronger together and can achieve incredible things when we support each other, then these past years have demonstrated that in spades! We are also very proud to be receiving this award in Glasgow, in the year the city plays host to the world with COP26. At BayWa r.e., we are on a journey to r.e. think energy for the future of our planet. This decade will prove crucial to that future, and we are more determined than ever to play our part in driving forward the renewable transition, creating long-term investment and job opportunities, and ensuring a sustainable future for us all.

     

    2021 Scottish Engineering Manufacturing Excellence Award –  Carron Bathrooms Ltd  

    The 2021 Manufacturing Excellence Award was awarded to Carron Bathrooms Ltd. James McMorrine, Managing Director quoted, “Carron Bathrooms are honoured to receive a Scottish Engineering Manufacturing Excellence Award. Given the remarkable social and economic conditions surrounding the last year, it is testament to our workforce that we have been able to continuously make progress in our strategic objectives for the future against unprecedented challenges. That performance has allowed Carron to commit to record investment in automation within our plant over the next 12 months.”

     

    2021 Scottish Engineering Business Transformation Award –  MacIntyre Chocolate Systems Ltd 

    The 2021 Business Transformation Award was presented to MacIntyre Chocolate Systems Ltd. Günter Simon, Chief Executive officer of the HDM Group within the Probat Group of Companies stated, “We are very proud and deeply honoured by Scottish Engineering awarding our Scottish Group Member, the MacIntyre Chocolate Systems Ltd with this prestigious award. MacIntyre has been a part of the Probat Group of companies since 2013 and since then the company followed a course of continuous improvement and success. We highly appreciate not only the strong commitment and leadership of our management team under our Managing Director Joseph Gorman but also the skills, the reliability, and the enthusiasm of the whole Arbroath based work crew. With that, Macintyre has reached a very strong market position with its unique technology to produce world class chocolate, so we are, every day, making the world a little sweeter with Scottish technology. Our heartfelt thanks go to Scottish Engineering, the award committee, and last but not least to all our colleagues in Scotland for their outstanding achievement.”

     

    2021 Scottish Engineering Business & Community Engagement Award – Lowland Reserve Forces’ and Cadets’ Association

    The 2021 Business & Community Engagement Award was awarded to Lowland Reserve Forces’ and Cadets’ Association. Colin Vooght, Head of Engagement quoted, “Scottish Engineering and many of its members have been alongside Defence since the publication of the White paper, Future Reserves 2020. It is a partnership that we are honoured to be a part of and thoroughly enjoy. We are delighted to have been given this award and thank Scottish Engineering for making it.”

     


     

       

    2021 Young Engineer of the Year Award (YEYA21) in partnership with The Incorporation of Hammermen of Glasgow Alana Harrison of BAE Systems 

    Our 2021 Young Engineer of the Year Award (YEYA21) in partnership with The Incorporation of Hammermen of Glasgow was presented to Alana Harrison of BAE Systems for her leadership in T26 Global Combat Ship powertrain alignment modelling. The YEYA21 runner up trophy was awarded to Edward Massey of Volvo CE Haulers Ltd, for his project which designed and developed a digitally enabled on-board weighing system for their articulated hauler vehicles. Andrew Young, Deacon of The Incorporation of Hammermen of Glasgow quoted, “In a year featuring many excellent engineering submissions, the presentation from Alana Harrison stood out as being the one which not only met and surmounted all engineering challenges encountered but also for what Alana has achieved within BAE Systems. An expert in her field at such a young age is a story which should be truly inspiring to all young engineers.”

     

    2021 Runner Up for Young Engineer of the Year Award (YEYA21) in partnership with The Incorporation of Hammermen of Glasgow Edward Massey of Volvo CE Haulers Ltd 

     

     

    This year’s images are available to purchase should you wish through this online gallery. We’d like to extend our thanks to our fantastic photographer Guy Hinks for his work last night. The password to access the online gallery is “hilton”. Thank you.


    A huge thank you to our event sponsors 

     

  47. September Breakfast Briefing – Autism Works! How to be an Autism Confident Employer 

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    Catch up with September’s Breakfast Briefing – Autism Works! How to be an Autism Confident Employer 

    In our recent Breakfast Briefing, member company Into Work share some key points from their highly successful ‘How to be an Autism Confident Employer’ course. Suzanne Dyson and Tanya Milligan from the Into Work team present this taster session, providing you with a deeper understanding of how to harness Autistic employees’ unique talents and strengths.

     

     

    For a summary of the points discussed in this session, click here for slides.

     

     

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  48. Annual Awards Dinner – Award Nominee Booklet

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    With only a few days until our 2021 Awards Dinner, we are thrilled to announce this year’s Award nominees in our attached booklet. The aim of our annual awards is to recognise both inspiring individuals and exceptional organisations, who are the epitome of Scottish excellence. Contained within this booklet are the organisations and young engineers who truly demonstrate excellence within our industry.

    View 2021 Award Nominee Booklet

     

    With COP26 on the horizon, printing an awards booklet feels out of step with a wider drive to net-zero, so for this year’s awards we’ve presented our dinner booklet to you digitally to make a carbon saving. Producing 1kg of paper results in approximately 1kg of CO2, so we can save over 30kg equivalent by eliminating this paper use, and although that’s a small amount, it all adds up.

     

    Attending our dinner? Download this year’s dinner app and have all our dinner details conveniently at your fingertips. Scan our QR code to download the app straight to your phone.

     

     

    For full information, including our lineup of guest speakers, entertainment and cost, visit our Annual Dinner webpage.

  49. Annual Awards Dinner – Important Information

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    The date of our annual awards dinner is nearly with us and Scottish Engineering is looking forward to welcoming everyone to our event. Amongst the excitement, we want to help everyone stay safe and therefore we suggest some additional requirements for the safety of you and your guests:

    • Please invite your guests to take a lateral flow test within 24 hours prior to attending the event if possible.
    • Please ask guests to ensure they have a mask with them, as they will be asked to wear this when not seated at a table within the hotel

    We recognise that some guests may wish to avoid busy areas such as the bar area during the drinks reception, and for that reason, the Hilton has agreed to open the main dining and event area allowing guests to take their drinks to their table and generally allow more space for social distancing where possible.

    We do understand that there may be last-minute changes to your guest list, and we will be able to accommodate this up to a certain point of the day on Thursday 2 September, however as we have already submitted numbers to the Hilton Hotel, if guests are unable to attend and you have no reserve guests, we will be unable to provide refunds as the Hilton Hotel has notified that no refunds will be available to us.

    We plan and look forward to all our guests having an enjoyable evening, and ask for these considerations only to ensure the health and wellbeing of everyone attending. Our sincere thanks for sharing these requests with your guests to enable this.

    For full information, including our lineup of guest speakers, entertainment and cost, visit our Annual Dinner webpage.

  50. Coronavirus (COVID-19): Scottish Government Update On COVID Information

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    COVID-19: Scotland’s move to beyond level 0 (employment implications)

    The Health Protection (Coronavirus) (Requirements) (Scotland) Regulations 2021 (SSI 2021/277) came into force on 9 August 2021, revoking Scotland’s protection levels system and allowing all businesses and venues (including those required to remain closed at level 0) to open, with no curfews, gathering limits or physical requirements.

    The Scottish Government has substantially updated its guidance to reflect the removal of restrictions and support businesses in adopting measures to mitigate risk. New Precautionary measures guidance, revised Safer businesses and workplaces guidance, and Returning to offices guidance emphasise the need for businesses to take precautionary measures to prevent the spread of the virus. Although social distancing is no longer required, it is still recommended. Masks must be worn in some places and are recommended in workplaces where it is hard to maintain a safe distance. Homeworking is still advised for the current time, but hybrid working will be encouraged in the long term. Advice for people at highest risk guidance advises that those at highest risk can go to their workplace if desired or if required by their employer.

    New self-isolation rules for close contacts came into effect on 9 August 2021. Contact tracing guidance states that close contacts who are fully vaccinated, have a negative PCR test result, and no symptoms do not need to self-isolate.

     

    Scottish Government Update On Covid Information

    Organisations with ten or more employees can now sign up for asymptomatic workplace testing as part of an enhanced drive to identify emerging COVID-19 cases and break chains of transmission.

    The workplace testing offer will initially be until the end of September 2021, in line with the universal testing offer. It will include formal volunteers from third sector organisations. More information is available here.

    The Scottish Government has also launched a Beyond Level 0 campaign in line with Scotland’s move past local levels. The campaign encourages everyone to ‘Keep Scotland on track’ during this time by getting two doses of the vaccine, continuing with safe behaviours, and testing regularly. It acts as a reminder that everyone should continue to play their part in keeping Scotland safe.

    The Beyond Level 0 toolkit attached includes assets for the overarching campaign and the following pillars:

    You can download all Beyond Level 0 Assets here.

    Guidance for businesses and workplaces on reducing the risk of COVID-19 and supporting staff and customers has been published.

  51. Session 5 – Building, Transport and Industry

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    Net Zero HomeEvents

    Event description

    This webinar is hosted by our project lead, Dr. Eric Boinard, and covers Chapters 2, 3, and 4 of the Scottish Government Climate Change Plan focusing on “Building, Transport, and Industry”. Eric explains the prospects these key Chapters offer, provides examples of innovation in Scotland and further afield, highlights the possibilities made available in Chapters 2, 3, and 4, and guides you through the skills required to build your own roadmap.

     

    You can also download session 5 – Building, Transport, and Industry slides below.

     

    Watch our recent recording of Session 5 – Building, Transport, and Industry below.

    All of our Net-Zero skills support sessions are available to view below. If you have any questions at all about the support we’re offering, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

  52. Digital allies in the battle against supply chain disruption

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    In this latest Member’s Briefing article, Member company and Innovation Funding specialists ABGI-UK give a fantastic insight into what can be achieved when manufacturing businesses adopt digital tools available to them.  

     

    Make UK’s Q2 Manufacturing Outlook painted a very encouraging picture for post-Covid recovery with many companies reporting higher numbers of both UK and export orders, a trend which is forecast to continue through into the autumn. This welcome increase in demand is producing a compound effect, driving output growth and demand for raw materials and components. This is however likely to put extra pressure on already fragile international supply chains, as discussed in our first article.

     

    Coping with unpredictable conditions

    Many manufacturers are still reporting disruptions to raw materials supplies including metals, plastics, and composites, while others complain of unpredictable component supplies, to the point where reports of counterfeit components finding their way into supply chains is not unusual!

    More and more companies are now under pressure to develop strategies to help them cope with unpredictable disruptions, such as:­

    • finding alternative raw materials,
    • redesigning products to eliminate or substitute problematic components
    • and in some instances replacing suppliers to address a bottleneck.

     

    Some tools to manage the disruption

    The use of CAD (computer-aided design) and PLM (product lifecycle management) packages can significantly aid the speed of response in managing unpredictable conditions. Particularly when dealing with complex challenges such as substituting materials or components not readily available. The use of a CAD package can assist the design and testing of new solutions for impact on functionality and performance, or simply when experimenting with the geometry. While a PLM package allows a company considering changes in designs and materials, to assess the full impact that making those changes might have on each member in their supply chain.

    At its most basic level, CAD allows users to assess whether a new material meets performance requirements, such as:

    • strength,
    • impact on overall weight of the finished product,
    • the functional lifespan of the material and by extension, the final product.

    A CAD package can also be put to good use in planning effective alterations to the geometry of a product, such as:

    • slimming down a design to reduce raw material requirements and maintain the strength and robustness of the finished product;
    • or identifying whether changing the design might create new unforeseen product performance or manufacturing challenges.

     

    Collaboration to accelerate innovation across the supply chain

     As well as allowing companies to experiment with variable designs and components, these packages give them the opportunity to share design iterations with suppliers and collaborators, gaining wider feedback on ideas, improving the quality of decisions and the speed of innovation. Additionally, the capability to automatically generate updated bills of materials and manufacturing documentation ensures that all members are kept abreast of the impact of proposed design changes within their own part in the value chain.

    If a bottleneck unexpectedly develops within the supply chain, such as a supplier facing an unplanned forced closure – as many have experienced over the last 18 months – or struggling  as a result of capacity within the global freight system, a CAD package combined with product lifecycle management software can help companies to quickly understand the impact of changing one component across the whole value chain, allowing all involved to:

    • understand how many other components might be affected,
    • what documentation needs to be updated and,
    • which stakeholders need to be notified of changes.

     

    Understanding the true scope of the proposed change and its impact across the full supply chain makes it much easier to respond quickly, and effectively address unpredictable bottlenecks.

    Finally, using CAD and PLM software together creates a documented history of design revisions and iterations, providing full traceability of changes in designs, bills of materials and manufacturing documentation. Meaning that, when raw materials or components become available again, the supply chain will make the switch back to manufacturing earlier iterations of a design much more easily, giving all members within the value chain the flexibility they need in times of volatility and turbulence.

    This is just one example of what can be achieved when manufacturing businesses adopt the digital tools available to them. In our next article, we will explore how the use of digital simulation applications can aid the development process and reduce the need for costly and time-consuming physical prototyping.

    To find out more about CAD/CAM, and to kickstart your own digital transformation journey,  please contact Sandy Findlay on 07807 739033 or email sandy.findlay@abgi-uk.com

    ABGI is a global consultancy with over 30 years’ experience helping some of the world’s best known brands accelerate innovation and business expansion by capitalising on their R&D activities, in compliance with all rules and regulations. They have extensive experience helping companies leverage valuable funding back into their business through government-backed incentives such as grant funding, R&D tax relief, Capital allowances, or Patent Box.

     

  53. August Breakfast Briefing – How to engage with the University of Strathclyde

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    Catch up with August’s Breakfast Briefing – How to engage with the University of Strathclyde

    In our recent Breakfast Briefing, Sheena McKenzie of the Engineering Faculty, University of Strathclyde talks you through how you can engage with Strathclyde. This short session provides a brief overview of student internships, KTPs, and other approaches that the university offer. If you want to expand your in-house R&D and access University of Strathclyde expertise, facilities, and equipment, this Briefing will explain how.

    For a summary of the points discussed in this session, click here.

     

     

    Strathclyde would be more than happy to discuss any of the points covered from today in more detail. Contact sheena.mackenzie@strath.ac.uk to discuss how best you can engage with them.

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  54. Self-Isolation Exemptions for Essential Business

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    Changes are being made to self-isolation rules for close contacts of COVID cases, allowing essential staff in critical roles to return to work to maintain lifeline services and critical national infrastructure.

    It will be possible to apply to exempt those who work in critical roles where staff shortages are in danger of putting essential services, such as health and social care, transport and the provision of food supplies at risk.

    Exemption will only be granted in respect of members of staff who voluntarily agree not to self-isolate, and the employers’ duty of care to all their employees must be respected.

    Strict conditions will apply – staff must be double-vaccinated and in receipt of their second dose at least two weeks previously. They will also require to have a negative PCR test and to agree to undertake daily lateral flow tests. Exemptions will be made on a temporary basis and last only for as long as there is an immediate risk to business or service continuity.

    Applications can be made via the Scottish Government website.

    If you have any questions please contact us on 0141 221 3181 or by email and we will be happy to help.

  55. Scottish Engineering appointed as new project lead for the Forth and Tay Offshore Cluster

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    Scottish Engineering is delighted to have been awarded the position of project manager for the Forth and Tay Offshore (FTO) cluster, promoting and supporting the growth of the offshore wind supply chain on the East of Scotland. The Forth and Tay Region cluster was established in 2019 and is home to a number of major offshore wind developments as well as a significant infrastructure base. With the support and leadership from developers and local organisations the cluster has already built a strong and diverse membership base and made solid progress in raising awareness and creating access to supply chain opportunities.

     

    Scottish Engineering, newly appointed as cluster manager, aims to build on the positive progress to date by working with the key stakeholders to deliver a range of activities designed to raise awareness of the market opportunity for local businesses, and stimulate innovation and collaboration. Our primary focus will be on supporting the major offshore renewable projects and associated infrastructure developments in the Forth and Tay coastal areas, aiming to secure local supply chain content and create employment opportunities in the region. We will also look at wider offshore opportunities in the drive towards a stronger, internationally competitive Scottish offshore wind supply chain, helping to support the development of a net zero economy.

     

    Paul Sheerin, Chief Executive, Scottish Engineering said: “We are really looking forward to working closely with our partners in the FTO cluster project and its members.  A significant proportion of our Scottish Engineering membership is SME based and so we are very familiar with the support and needs of SMEs.  We also have experience in delivering other cluster projects; the rail cluster project and the net zero skills project both of which are focused on the key climate change agenda driven by the Scottish and UK Governments. The Forth and Tay Offshore cluster project is a fantastic opportunity to broaden our market sector support with renewable energy being a key factor in achieving the ambitious climate change targets we support.”

     

    David Webster, Senior Port Manager Forth Ports and Chair of the Forth and Tay Offshore cluster said: “The Forth and Tay cluster represents the most populated areas in Scotland, covering over seven local authority areas. The cluster has the highest concentration of port and industrial infrastructure in Scotland, coupled with the largest offshore wind developments. The cluster strives to promote economic activity within our communities and is there to support supply chain and provide a link and support to this industry. The national targets for offshore wind deployment are ambitious but collectively we can do it and the transition to net zero is very much in sight. The Scottish Engineering appointment will bring a high level of focus to our cluster and allow the strategic goals to be achieved and our local supply chain to be further supported.”

     

    Shona Clive, project lead for the FTO said: “We have a strong team at Scottish Engineering supporting this project with expertise in the renewables sector and so while I may be the project lead, the project team will work together to make sure that we deliver value and benefit across the FTO community. Our immediate priority is to introduce ourselves to the key stakeholders and understand their priorities so that we can plan how best to provide support.  This is an activity that has started in earnest now.  From our previous experience we know that collaboration is key in cluster projects so we also look forward to collaborating with DeepWind, the Offshore Wind Cluster Builder, Scottish Renewables and SOWEC (Scottish Offshore Wind Council).”

     

    To get in touch to find out more, please contact: project.manager@forthandtayoffshore.co.uk or visit our the FTO website. You can also sign up to the FTO mailing list by clicking here.

     

  56. Coronavirus (COVID-19): Scotland’s move to level 0

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    No doubt you will already be aware that, yesterday, the First Minister confirmed that all parts of Scotland will move to Level 0 on 19 July, but with certain modifications to the original indicative plans as a result of the challenges posed by the Delta variant. A summary of the main changes which are likely to affect the manufacturing sector, and which come into force from 00:01 on Monday 19 July, are below:

    • Physical distancing indoors will reduce to 1 metre
    • 15 people from 15 different households can meet outdoors and will no longer be required to distance from each other – however, each group of 15 people will be required to maintain 1 metre distance from different groups
    • Phased return to offices will be delayed until the ‘Gateway condition’ is met (conditional on all adults over 40 protected with two doses of the vaccination and a review of the epidemic being carried out ahead of the date for that move).
    • Employers are being asked to continue to support homeworking where possible until we move beyond Level 0

    In addition, from 04:00 Monday 19 July, fully vaccinated travellers arriving into Scotland from Amber list countries will no longer be required to self-isolate and take a test on day eight. Adults (and children over 12) will still take tests before travelling and on day two after arrival. Anyone testing positive or experiencing symptoms of COVID-19 will still require to self-isolate for 10 days.

    There are no changes to the requirements to wear a face covering or the need to self-isolate for those who are experiencing symptoms of COVID-19, who have tested positive, or who are a close contact of someone who has tested positive.

    The First Minister will provide a further update to Parliament the week before the next review date on 9 August.

    Further information on what Level 0 means for all sectors is available here and the First Minister’s full speech can be found here.

    ScotGov is in the process of updating the COVID-19 Manufacturing Guidance and Operational Checklist. The updated version is due for publication on the Scottish Government website on 19 July.

    As always, if you have any questions you can contact us 0141 221 3181, thank you.

  57. July Breakfast Briefing – Secure Leadership Online

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    Catch up with July’s Breakfast Briefing – Secure Leadership Online

    In our latest Breakfast Briefing, Fiona Dewar, Founder of Pragmatic Leadership, and Scott Tees, Founder of Decode Cyber Solutions deliver an introduction to their Secure Leadership Online programme. Aimed at leaders and managers within organisations, the course is packed with practical tools for participants to take away and use. The aim is to raise awareness in businesses and help identify potential areas of cyber weakness, while also supporting leaders to embed a culture of “business as usual” when it comes to cybersecurity.

     

    Below you will find a summary of the points discussed in the session slides.

    • The session’s slides can be viewed here.
    • View online programme details here.

     

    Please look out for details of forthcoming Breakfast Briefings, which take place on the first Wednesday of the month from 08:00-08:30. If you have any questions on this Breakfast Briefing or suggestions for future briefings, then please contact Kevin Duffy in the ScotEng legal team.

    Tel: 0141 221 3181

    Email:  kevinduffy@scottishengineering.org.uk

     

     

  58. Coronavirus (COVID-19): right to work checks

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    The Home Office has announced that the adjustments to right to work checks introduced during the pandemic have been extended until 31 August 2021.

    Home Office guidance has been updated and can be found here.

    From 1 September employers must revert to face to face and physical document checks as set out in legislation and guidance. This will ensure employers have sufficient notice to put measures in place to enable face-to-face document checks.

    As always, if you have any questions you can contact us 0141 221 3181, thank you.

  59. Updated Manufacturing Sector Guidance (28th June 2021)

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    The Scottish Government has updated their coronavirus manufacturing sector guidance, and a link to the updated Guidance and Operational Checklist can be found here.

    The following sections have been updated:

    • Overview, Where We Are Now, Ventilation, Information for People on the Shielding List, Working from Home, Test & Protect, Vaccination, Outbreak Management, Enhanced Hygiene, Face Coverings, Work Cohorts/ Bubbles, Communal Areas and Congestion Points, Car & Vehicle Sharing.

    The updates reflect the changing guidance as Scotland starts to move down the COVID-19 Protection levels, re-enforcing best practice and includes new sections with additional guidance worth noting on:

    • Ventilation – the provision of fresh air into indoor environments to prevent the spread of COVID-19
    • Vaccination – encouraging employers to support workers to attend for vaccination when advised to do so, without any financial detriment.

    As always, if you have any questions, you can contact the team on 0141 221 3181, thank you.

  60. Digital solutions for VUCA markets

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    In this latest Member’s Briefing article, Member company ABGI-UK provide detail on how digital solutions can help manufacturers in dealing with the volatile global market conditions being experienced at the moment. 

     

    It looks like the disruption created by the last 15 months of pandemic isn’t over. In fact, if anything, the opening up of our economy may just be the beginning of renewed trials for manufacturers.

     

    As recent events demonstrated, a single incident, such as the running aground of just one container ship can have significant knock-on problems for global freight. Granted, this was the world’s largest container ship, with 20,000 containers on-bord, creating a queue of over 370 additional freightliners, but it’s still a good example of how easy it is to create supply chain chaos on a global scale.

     

    In a similar vein, the disruption to mining activity in a number of countries has resulted in a global shortage of copper, in turn impacting on the supply of brass and other copper-based alloys. While China’s swing to being a net importer of steel resulted in similar shortages in the global steel market.

     

    What do these events have in common?

     

    These unforeseen events have acted together to create a level of volatility businesses haven’t seen in a generation and is projected to stay with us for the next 12 months or more.

     

    While British companies are powerless to change the market conditions causing the volatility, they can develop strategies to allow them to survive and exploit the situation to their advantage.

     

    At its most basic level, companies need to learn how to become more flexible and responsive.

     

    Given the complexity of today’s supply chains, it’s not an easy task. Making your own company more responsive is hard enough, but every business within your supply chain then doubles the complexity of maintaining responsiveness, making it extra challenging to react quickly and efficiently in turbulent times.

     

    These challenges include:

    • Identifying new solutions to changing market conditions
    • Evaluating and selecting the most appropriate option
    • Validating required changes to components and products
    • Designing the revised product for manufacture
    • Communicating all changes and implications through every link in the supply chain

     

    The good news is the adoption of digital tools within the supply chain can help companies make significant advances in improving responsiveness in volatile situations.

     

    How can digitalisation help with crisis management?

     

    The first stage is revising your designs and specifications for the product, addressing the specific issue confronting the supply chain.

     

    A CAD/CAM package allows you to quickly review a range of alternative design revisions to find the most effective solution and translate the new design into a bill of materials and validate manufacturing processes, to share with collaborators in the supply chain.

     

    Digital simulation tools allow manufacturers to validate the performance of alternative materials and designs, while proving the functionality of the finished product. This could allow companies to replace one raw material, temporarily unavailable or in short supply, with another and improve its responsiveness to unpredictable market conditions. Similarly, simulation tools then allow users to swiftly complete the design for manufacture process.

     

    Finally, built-in data sharing tools allow these design modifications to be pushed to all members of the supply chain, ensuring everyone involved is aware of changes and the implications to their own sourcing and manufacturing processes.

     

    This is just a small part of what can be achieved when manufacturing businesses adopt the digital tools available to them. Over the next three articles we will explore the use of digital solutions in improving business robustness and resilience.

     

    To find out more about digital solutions for manufacturing please contact Sandy Findlay on 07807 739033 or email sandy.findlay@abgi-uk.com

     

    ABGI is a global consultancy with over 30 years’ experience helping some of the world’s best known brands accelerate innovation and business expansion by capitalising on their R&D activities, in compliance with all rules and regulations. They have extensive experience helping companies leverage valuable funding back into their business through government-backed incentives such as grant funding, R&D tax relief, Capital allowances or Patent Box.

     

  61. Skills for Growth – Fully funded for Scottish SMEs – Supported by Remarkable

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    View our most recent Rail Cluster session, hosted by Julie Begbie, and Ste​phen McQuillan of Remarkable.  

    Event description

    Our “Skills for Growth” session on Wednesday 23rd June, was delivered by Ste​phen McQuillan and Julie Begbie of Remarkable, who provided an introduction to Skills for Growth, a hugely valuable programme delivered by Skills Development Scotland in partnership with Remarkable.

    The programme works to help you understand your business challenges, identify skills gaps and provides detailed recommendations to help organisations create an even better place to work. Skills for Growth is a fully-funded opportunity for business consultancy from an SDS adviser and a specialist consultant. Based on the recommendations, the programme will also try to minimise the cost to you of further support, by providing advice on how to maximise any public sector funding available.

    If you are looking to grow and would like to find out more about how Skills for Growth can support you, contact the team at Remarkable to have a chat.

    Julie Begbie Julie.Begbie@thisisremarkable.com

    Stevie McQuillan Stevie.McQuillan@thisisremarkable.com

    Find out more about Skills for Growth here.

  62. Celebrating International Women in Engineering Day 2021 – In Partnership with Women in Rail Scotland

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    Above you can view the recording of our recent INWED21 Celebration session, hosted by Sarah Carvill of Scottish Engineering and Shona Clive, Chair of Women in Rail Scotland.

    Event description

    This session, in partnership with Women in Rail Scotland, celebrates International Women in Engineering Day 2021, and we’ve teamed up with 3 amazing guest speakers to focus our attention on the amazing career opportunities available to girls within our exciting industries. We are confident that together, we can encourage more women and girls to consider engineering and rail as a profession for all.

     

    Our Guest Speakers –

     

    Heather Waugh. Heather joined the railway as a Train Driver with Scotrail in August 2006, having previously been an Operational Manager with Royal Mail for 10 years. In January 2019 Heather became Freightliner’s first-ever female train driver in Scotland and, indeed, the only female freight train driver at all in Scotland. She is passionate about issues around mental health, equality, diversity, and inclusion and believes strongly in breaking down barriers, both mental and physical, which prevent women from excelling in areas that are still heavily male-dominated within the rail industry. She recently won ‘Highly Commended’ at the Women in Rail Awards 2020 in the category of ‘Inspirational Woman of the Year’.

    Shannon Todd. Shannon’s TechnipFMC journey started at age 16 through the Career Ready program where she participated in a summer internship with the business rotating around multiple departments. During the rotations she developed a newfound passion for health and safety, and knew she wanted it to be her career choice. She graduated Career Ready as Fife’s Regional Student of the Year with two acceptances to university to study social work, but when the opportunity for an apprenticeship with TechnipFMC presented itself, she knew she had to take it. Now entering the third year of her apprenticeship specialising in HSE while studying a HNC in Manufacturing Engineering and preparing for her NEBOSH Certificate, Shannon’s overall goal is to show women that the engineering industry needs them.

    Lorraine O’Reilly. Lorraine is a retired Civil Servant, she is a Chartered Engineer with a long and successful career working with the Ministry of Defence. Lorraine began her career with a traditional apprenticeship, her early career anchor is electrical power engineering. She developed her skills and experience through a variety of roles working alongside industry in operations, facilities management, infrastructure and programme management which enabled her ultimate success as a leader in Defence. Lorraine is currently a mentor with Scottish Engineering, she is keen to promote engineering as a great career option for everyone and women in particular.

     

    • Find out more about our Scottish Engineering Mentoring Scheme here.
    • If you’d like to know more about the Career Ready Programme, visit their website here.

     

  63. Mediation In The Workplace Webinar

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    Above you can view the recording of our recent “Mediation in the workplace” session, hosted by Bill Porterfield: People Development Director at Aurellien HR and Charlie Irvine: Director and Course Leader at Strathclyde University Mediation Clinic.

    Click here for session slides

    Event description

    This session was delivered by fully accredited and experienced mediators, Bill Porterfield: People Development Director at Aurellien HR and Charlie Irvine: Director and Course Leader at Strathclyde University Mediation Clinic, who have a great deal of experience in the areas of civil, commercial, and workplace mediation between them. The event is open to Senior HR Managers and decision makers.

     

  64. Session 4 – Electricity and Negative Emission Technologies (NETs)

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    Net Zero HomeEvents

     

    Event description

    In session 4 of our “Path to Net-Zero” sessions, our project lead, Dr. Eric Boinard explains the definition of NETs, provides examples of innovation in Scotland, highlights the opportunities available in Chapters 1 and 8, and guides you through the skills required to build your own roadmap.

     

    Below you can download our informative slides from Session 4 – Electricity and Negative Emission Technologies (NETs)

     

    Above you can view the recording of Session 4 – Electricity and Negative Emission Technologies (NETs). Our skills support sessions are aimed at supporting SMEs to ensure that they are ready to play a role in Scotland’s green recovery.

     

    All of our previous sessions can be viewed below. If you have any questions about our Net-Zero Skills support, then please contact Eric Boinard ericboinard@scottishengineering.org.uk

     

     

  65. Session 3 – Waste and the Circular Economy 

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    Net Zero HomeEvents

     

    Above you can view the recording of Session 3 – Waste and the Circular Economy. Our skills support sessions are aimed at supporting SMEs to ensure that they are ready to play a role in Scotland’s green recovery.

    The Path to Net-Zero – Waste and the Circular Economy – Session 3 slides

    Event description

    In session 3 of our “Path to Net-Zero” sessions, our project lead, Dr. Eric Boinard explains the definition of The Circular Economy clearly, provides examples of innovation in Scotland, highlights the opportunities available in this Chapter, and guides you through the skills required to build your own roadmap.

     

  66. Updates to our Employment Guide

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    With sustainability and our commitment to net-zero by 2030 at the forefront of our minds, we made the decision in 2020 to move our Employment Guide to a digital format and cut down our carbon footprint by reducing our paper use.

    Our Employment Guide is one of the most valuable resources we offer to all of our members. The guide contains valuable information on many areas of employment law. To help you stay compliant, the guide is regularly updated by our legal team and our partners at Harper McLeod to reflect changes in the law.

    It’s easy to access the Employment Guide. As a member, you have access to the guide through the members portal. Here are some easy steps to view the Employment Guide.

    • Firstly, you’ll need to log in to the website. You’ll find our login section at the top right-hand corner of our homepage.
    • If you don’t have login details or can’t remember your details, please contact sarahcarvill@scottishengineering.org.uk for help.
    • Once logged in, on the top bar of the page you’ll see “Member Hub”, click this and scroll down to “Membership Dashboard”.
    • Once on this page, on the left-hand side under “Services Hub” scroll down and you will find “Employment Guides” highlighted in blue, next to a large +

    As always, if you have any questions you can call the team on 0141 221 3181.

  67. Green Jobs Funding Call

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    Dear Member,

    Through our Net-Zero Programme, we are supporting SMEs to take full advantage of opportunities for strengthening their sustainability. Scottish Enterprise has announced a new series of funding rounds to help businesses create jobs that contribute to improving the environment and achieving net-zero emissions. The first call is now open until 12 noon on Thursday 24 June 2021. We have provided this short list of how you can get involved below.

    The green jobs funding is being delivered as competitive funding calls, which are rounds of funding that open and close periodically for fixed amounts of time and from which the best projects will be chosen for support. The green jobs call aims to support businesses to create and maintain jobs that improv