Rob Davies, CEO of BCN, comments, “At BCN, we’re continuing to strengthen our executive team to support our growth and deliver exceptional service to our clients. Jo brings a wealth of experience in financial strategy, and her insight and leadership will be instrumental as we scale our services and continue to innovate in the digital transformation, data, and AI space.” 

Jo was previously CFO at technology-led environmental consultancy Lucion Group. Before that, she was at Speedy Hire and has deep experience in the betting and sports data market.  

Jo Seymour, CFO, says, “BCN’s dynamic leadership team and deep commitment to customer satisfaction make it a perfect fit for me. I’ve always been drawn to fast-paced, service-led businesses, and BCN’s growth trajectory and investor backing present a compelling opportunity to contribute meaningfully.” 

With experience in large enterprises, Jo brings a fresh perspective and proven practices to BCN’s financial operations, complementing the company’s strategic direction and expanding leadership team, which recently welcomed a new Chief Operating Officer and Chief People Officer. 

In a landmark collaboration, Places for People is leveraging its supply chain to support the completion of new facilities at Black Bull Close in Dunbar. This ambitious development will revitalise historic buildings to house a state-of-the-art support centre, including a training kitchen, office spaces, multipurpose rooms, and the surrounding Backlands community garden. These facilities will expand The Ridge’s ability to provide essential services and skills training to the local community.

Trainees, apprentices, and local secondary school pupils will benefit directly from the project, gaining valuable experience in trades such as stonemasonry and joinery – skills critical for preserving Scotland’s heritage buildings and addressing housing sector demands. Additionally, the Backlands garden will continue to serve as a hub for training, sustainability, and wellbeing, offering gardening opportunities to trainees, volunteers, and individuals supported by The Ridge’s various programmes. The garden includes a kitchen garden, where produce is used for cookery classes or sold back to the Community.

Through its supply chain, Places for People has provided practical support to bring this vision to life. Among them are Novus Property Solutions who through their charitable partnership with Places for People provided over £40,000 of materials and skills across multiple disciplines. Elsewhere, Cablecom supplied free-of-charge luminaires valued at £3,258.00 – a donation that came thanks to collaborations with Scott Coppola Electrical Distributors Ltd and other manufacturers.

Marcus Hulme, Places Impact Director at Places for People, commented:
“At Places for People, our mission goes far beyond building houses – it’s about creating opportunities, enriching lives, and fostering thriving communities.

“We are truly honoured to collaborate with The Ridge and our exceptional supply chain on this transformative project. Together, we are supporting their inspiring mission to make a lasting impact on people and places, offering critical lifelines to those who need them most. We are proud to champion their vision for the new support centre, which will undoubtedly bring enduring benefits to Dunbar and its surrounding areas.”

The Ridge, founded in 2012, works to support disadvantaged individuals across Dunbar and East Linton by equipping them with skills, qualifications, and work experience while providing holistic support such as housing advice, debt counselling, mental health services, and employability training. The charity has grown significantly in recent years, now encompassing The Ridge SCIO and its social enterprise subsidiary, The Ridge Foundations CIC.

Katie Wood, Managing Director of the organisation added:
“We are deeply grateful to Places for People for their invaluable support in helping us expand our services. We’re dedicated to delivering solutions for the community, within the community – whether that’s through skills training, work experience, or holistic support for individuals facing complex challenges.

“The redevelopment of Black Bull Close marks a significant milestone in our journey, enabling us to offer even more tailored services and opportunities. Having a partner like Places for People, who share our values and vision, is truly inspiring.”

The Ridge’s work encompasses a wide range of initiatives aimed at helping individuals build sustainable futures, from supporting those impacted by the criminal justice system to providing budget-friendly cooking courses, food and clothing banks, and tailored advice in collaboration with statutory agencies and local groups.

Places for People has a long-standing presence in Scotland, with notable projects including The Engine Yard in Edinburgh – a sensitive regeneration of historic industrial buildings – and the coastal development at Chapelton. These initiatives reflect its commitment to sustainable development and community enrichment.

Designed to be undertaken alongside existing working commitments, the course is taught over two years through a combination of theoretical, vocational, and applied learning, supported by lectures from leading speakers in the sports industry.

Modules* will cover off a variety of topics which are vital to the future of the sports industry; presence and influence, strategy, sustainability, commerciality, organisational DNA, and health high-performance. A golden thread of Equality, Diversity & Inclusion (ED&I) will run throughout the entire course in order to create leaders who understand how to develop powerful, inclusive working environments.

Each participant will also benefit from a dedicated Executive Business Coach and a personalised 360-degree leadership assessment, providing insights into their leadership style and growth areas.

A hallmark of the program is its Advisory Board, featuring prominent figures from major sports organisations, governing bodies like UEFA and FIFA, and former elite athletes, who will all lend their expertise to ensure the curriculum remains cutting-edge and relevant to the rapidly evolving sports landscape.

Led by Stewart Regan, former Scottish FA and Yorkshire County Cricket Club CEO, the Advisory Board at launch is made of the below experts:

• Polly Bancroft – Grimsby Town CEO, formerly of Manchester United Women
• Geva Mentor – Former England netball captain and Commonwealth gold medal winner
• Lucia Mijares-Martinez – FIFA Technical Director Women’s Football in Mexico & LATAM
• Colin Povey – Former Carlsberg, Northampton Saints and Warwickshire Cricket Club CEO
• Steve Round – Professional football coach, formerly of Arsenal, Manchester United and Aston Villa
• Shelley Kerr – Former Scotland International player and manager

Leeds Beckett University, through its Carnegie School of Sport, has long been a leader in sports education and research. With a sporting heritage dating back to the early 1900s, the university boasts elite alumni – including recent Team GB Olympic medallists – and a state-of-the-art £45 million sports facility, providing an immersive learning environment for participants.

Located in the heart of Leeds, a city synonymous with sporting passion thanks to the likes of Leeds United Football Club, Leeds Rhinos Rugby League and Netball clubs, and Yorkshire County Cricket Club, the course offers students the chance to study in a city with a rich sporting tradition and deep-rooted connections to global sports networks.

Dr. Sara Ward, Director of Executive Education at the Carnegie School of Sport said: “Carnegie School of Sport has a rich history of shaping sports professionals and future leaders. We’re proud to launch this innovative program that will help build sports leaders of the future, and to help them develop the skills which are needed to navigate and transform the industry.

“Graduates of the Executive Master of Sport Leadership will be equipped to transition into C-suite roles across the sports industry, applying strategic leadership, financial acumen, and innovative thinking to real-world challenges. Whether it’s leading a club, shaping policy at a governing body, or driving commercial growth in a sports enterprise, this course offers unparalleled opportunities for career advancement.”

Applications to the join the first cohort, launching in September 2025, are now open. For more information, visit www.leedsbeckett.ac.uk/carnegie-school-of-sport/executive-master-of-sport-leadership/ or contact emsl@leedsbeckett.ac.uk.

Buoyed by flexible work patterns, hot desking, emerging technology, and more, the workplace has changed almost beyond recognition over recent years. Whilst certain behaviour, like being late for a meeting or pinching a colleague’s lunch from the shared fridge, has never been considered appropriate work manners, other parts of office etiquette have remarkably shifted. As recent as the 1990s, you couldn’t enter certain office buildings unless you had on a suit and tie.

Another trend that has drastically shifted within the workplace is what is and isn’t acceptable workplace language. Forward-thinking HR experts agree that dropping certain phrases and replacing them with more inclusive language will help create a safe and open, judgement- and bias-free environment.

Mind your tongue

Whilst this is not an exhaustive list, below are some recommendations that a business should look to implement to become more inclusive:

• Using the term ‘blocklist’ or ‘allowlist’ instead of ‘blacklist’ or ‘whitelist’ to describe a list of blocked or favoured items.
• Using the term ‘meeting’ or ‘gathering’ instead of ‘pow-wow’ when describing an impromptu get-together. This is because, in certain North American Indigenous communities, pow-wows are large, important cultural gatherings.
• Using gender-neutral terminology as an alternative to gendered terminology such as manpower or ‘you guys’. This helps drive inclusivity by shifting attention away from gender-based norms and assumptions. If you commonly open meetings by saying “Hey guys”, practice using your favourite gender-neutral greeting instead, like “Hi, everyone”.
• Avoid using ableist language such as “the blind leading the blind”, “that’s lame”, or “you’re OCD”. Using humour or a metaphor to refer to disability, mental health, or medical conditions diminishes the experience of those affected and their allies. Far better to choose an alternate language to depict how you feel.

Inclusive language

Using more inclusive language to communicate with colleagues and customers alike is to be applauded. Avoiding biases, slang, and expressions that discriminate against groups of people based on their race, gender, or socioeconomic status should become a key requirement for organisations. The culture throughout the business must be one that acknowledges diversity, conveys respect, is thoughtful of differences, and promotes equal opportunities.

The ultimate goal of inclusive language is to create an environment in which everyone is empowered to speak and feel confident that their voice will be heard. However, moving towards a more inclusive language culture should not be considered a ‘once and done’ activity. To be effective, it is imperative that HR teams continue to listen, learn, and request feedback from staff on what should and shouldn’t be included.

It is important to create a workplace that supports the diversity of the world in which we live. Words matter. Organisations should, therefore, continually evolve their communication policies to identify and remove outdated or insensitive language that could potentially offend.

ADP has developed an ‘Inclusive Language Guide’ to help employees navigate the use of language in the workplace. It includes inclusive language guidance and outlines the standards that the company expects from staff to equip them with the right tools to understand and embrace this shift.

ADP strives to be a leader that other organisations look to for best practices in creating a more diverse and inclusive work environment. We can only do this by being vigilant of the current sentiments within our communities. I implore you to do the same. By pulling in the same direction, we can facilitate change and help positively impact the workplace.

Sirsha Haldar is the General Manager, UK, Ireland & South Africa of ADP.

One of the key features of WhatsApp is its end-to-end encryption, which ensures that only the sender and receiver can read the messages. This level of security has made WhatsApp a popular choice for people who want to communicate privately and securely. In addition to individual messaging, WhatsApp also allows users to create group chats with up to 256 participants, making it easy to stay connected with friends, family, and colleagues.

WhatsApp also offers a wide range of other features, including the ability to make voice and video calls to other users for free, share status updates with contacts, and use WhatsApp Web to send and receive messages on a computer. The app also supports voice commands, GIFs, and stickers, making it a versatile and user-friendly messaging platform. In addition, WhatsApp Business is available for small businesses to provide customer support and connect with customers.

Peter Andre is a British-Australian singer, songwriter, television personality, and actor. He first rose to fame in the 1990s with his hit single “Mysterious Girl” and has since become a household name in the UK and Australia. With a career spanning over three decades, Peter Andre has established himself as a versatile entertainer with success in the music industry, television, and film.

Born on February 27, 1973 in London, England, Peter Andre is of Greek Cypriot descent. He moved to Australia with his family at the age of six, where he later began pursuing a career in music. In the early 1990s, Peter Andre released his self-titled debut album, which included the chart-topping single “Gimme Little Sign” and the iconic “Mysterious Girl”. The success of these songs helped solidify his place in the music industry and catapulted him to stardom.

Peter Andre is a British singer, songwriter, and television personality who has made a name for himself in the music industry with his catchy pop tunes and smooth vocals. Over the years, he has released several hit songs that have topped the charts and won over fans around the world. In this article, we will take a look at some of the top songs made by Peter Andre that have solidified his status as a pop music icon.

One of Peter Andre’s most popular songs is “Mysterious Girl,” which was released in 1996 and quickly became a massive hit. The song features a catchy reggae beat and infectious chorus that has made it a staple at parties and clubs. “Mysterious Girl” reached the top of the charts in multiple countries, including the United Kingdom, and helped to catapult Andre to international fame. The music video for the song, which features Andre dancing on a beach with a group of beautiful women, further added to its popularity and solidified its status as one of Andre’s signature tunes.

Another standout track from Peter Andre is “Flava,” which was released in 1999 as the lead single from his second studio album. The song showcases Andre’s versatility as an artist, with its funky beat and energetic vocals. “Flava” was a commercial success, reaching the top 10 on the UK Singles Chart and receiving positive reviews from music critics. The song’s fun, upbeat vibe and catchy hook make it a favorite among fans and have helped to secure its place as one of Andre’s most beloved songs.

In addition to his music career, Peter Andre has also found success in television, appearing on reality shows such as “I’m a Celebrity…Get Me Out of Here!” and “Strictly Come Dancing”. He has also starred in his own reality TV series, “Peter Andre: The Next Chapter”, which showcased his personal life and career ups and downs. Peter Andre has proven himself to be a charismatic and multifaceted entertainer, with a strong presence in both the music and television industries.

These strategic moves are aimed at fostering staff development, streamlining operations, and elevating the client experience to new heights.

In the past 12 months, razorblue has made 26 promotions, demonstrating the firm’s dedication to nurturing talent and its commitment to fostering internal growth and expertise.

Among these promotions, several employees have risen from entry-level positions to become Solutions Consultants and senior-level staff members, a testament to razorblue’s culture of continuous learning and advancement.

Recognising the evolving needs of its expanding operations, razorblue has strategically redefined roles within its organisational structure, facilitating more seamless collaboration among various departments, fostering a more organic and transparent workflow that ultimately enhances operational efficiency and service delivery.

Moreover, to meet increasing demands razorblue has expanded its customer service team and appointed a Head of Customer Service, proving their dedication to elevating and maintaining exceptional service standards, a goal shared closely with Commercial Director, Mark Wilkinson.

In alignment with its growth trajectory, razorblue has also created new employment opportunities, with plans for further expansion in the pipeline. This expansion reflects razorblue’s commitment to not only supporting its internal talent but also contributing to broader economic growth.

Joanne Finkledey, People Director at razorblue, says: “Our success as a managed IT provider hinges on our unwavering commitment to our people. By treating them fairly, supporting them, and valuing their input, we empower them to deliver exceptional service to our clients. Listening to their feedback, embracing change, and fostering a culture of recognition are fundamental to our ongoing growth and success.

“Training and development is such an important asset to help support our people, we want them to thrive and develop, we value their input and have numerous outlets for staff to give this.

“At razorblue, our employees are the heart of the business and so important to operations, driving us forward each day towards our collective goals.”

razorblue’s consistent commitment to seeking new ways to support its people as well as its customers, is one of the many reasons the business consistently achieves seven-figure growth year on year.

The company’s long-term growth strategy centres around putting customers first, constantly improving service, evolving its product offering, and employing the most skilled technical experts.

razorblue specialises in managed IT, cybersecurity services, applications, cloud, super-fast connectivity and business software solutions across a broad range of industries.

The data, spanning the three months leading up to January, reveals that more than one fifth, just over nine million individuals aged between 16 and 64, are not engaged in the workforce, a figure that has remained consistently high since the COVID-19 pandemic.

Individuals cite long-term illness as the main reason for their absence from the job market, but the demographic also includes those with disabilities and adults with family care responsibilities.

Liz Beck, Founder and CEO of Aspiring, commented:

“The ONS findings underscore the pressing need for organisations to address strategies for preventing long-term sickness and facilitating the return to work for affected employees. However, many businesses lack clarity on effective approaches to tackle these challenges.

“Businesses need to actively engage with their workforce by implementing robust plans to support individuals facing barriers to employment. Avoidance is not a solution; every case warrants a clear plan and high levels of engagement from employers.”

Aspiring proposes that organisations must revitalise their approach to making work attractive and compelling for employees. Key considerations for businesses to enhance their appeal to prospective and current staff include:

Defining organisational purpose: Clearly articulate the organisation’s purpose and how individuals can find meaning in their work, both for themselves and others.

Crafting compelling narratives: Effectively communicate the business’s story to provoke interest and inspire individuals to work for the company.

Developing employee value proposition (EVP): Define and promote the benefits offered by the company, including financial incentives, standard benefits, flexibility, educational opportunities, and career advancement prospects.

Adopting a positive culture: Create an environment that promotes a positive work-based climate and culture, characterised by supportive leadership and a sense of belonging.

Liz Beck emphasised the need for organisations to address these aspects comprehensively to attract and retain talent effectively. She added:

“In today’s competitive landscape, businesses must go beyond traditional approaches to talent management and proactively address the root causes of disengagement and absenteeism. By prioritising these elements, organisations can cultivate environments where individuals feel valued, engaged, and motivated to contribute their best.”

For more information on Aspiring and its comprehensive HR solutions and leadership training programmes, please visit www.aspiringhr.com.

Kura, a leading global provider of customer service outsourcing solutions, is thrilled to announce the appointment of Kenny Rodgers as the new managing director of Kura South Africa. With an extensive background as Kura’s finance director and a demonstrated history of driving operational excellence, Kenny is ideally positioned to steer Kura’s South African operations to new heights.

Kenny Rodgers brings with him a wealth of experience, having dedicated over eight years to Kura. His journey began in 2015 as a senior management accountant and he has progressed throughout the years, becoming Kura’s finance director in 2020, further demonstrating his profound commitment to Kura’s growth, which has now extended to Kura’s South African division, based in Durban.

Throughout his tenure in previous roles, Kenny consistently showcased his exceptional leadership skills, resulting in streamlined processes and heightened operational efficiency. His passion for delivering excellence aligns perfectly with Kura’s commitment to providing world-class customer service solutions to clients worldwide.

Kenny said: “I am truly honoured and excited to join the Kura team as managing director for South Africa.

“I look forward to working with our dedicated team members and leveraging our collective expertise to deliver outstanding results for our clients. Kura’s reputation for excellence in customer service is well-deserved, and I am committed to upholding and enhancing that reputation through our South Africa operation.”

Kura is known for its commitment to providing customer service solutions that make a difference. With Kenny Rodgers now at the helm of Kura South Africa, clients can expect a continued focus on innovation, efficiency, and exceptional customer service.

Brian Bannatyne, CEO of Kura, said: “We are thrilled Kenny is taking the helm as managing director of our South African operation.

“Kenny’s extensive experience within Kura and leadership qualities align perfectly with our company’s vision and values. We are confident that under his guidance, Kura South Africa will continue to thrive and deliver outstanding results for our clients.”

For more information about Kura and its services, please visit https://www.wearekura.com/