July 12, 2017
Mayor launches initiative to enhance the design of Londons buildings and spaces 0
The Mayor of London, Sadiq Khan, has this week launched his Good Growth by Design programme to ‘enhance the design of buildings and neighbourhoods for all Londoners’. In a speech at the London School of Economics, the Mayor spoke of his vision for the future of London as the city’s population heads towards 10 million people. In what is claimed to be his first major intervention on this topic, the Mayor is calling on London’s architectural, design and built environment professions to help realise his vision of London as a city that is socially and economically inclusive as well as environmentally sustainable. According to the Mayor’s office, the Good Growth programme will leave a legacy of world-class buildings, outstanding public realm and large-scale regeneration for Londoners of the future.
Perhaps it’s something to do with the housing issues many people from the younger generations now have to deal with; i.e. either live with parents or endure an overpriced house share, but those under 35 are reported to actually prefer working from the office to remote or home working. This differs from baby boomers, who would rather work from home. According to the survey by Maintel there are differing preferences between the multi-generational workforce, with those aged under 35 feeling they are most productive in the office (48 percent), while only 19 percent of those above 55 agree. Another reason why younger workers cling to the office is due to the fact that they require the face-to-face support of experienced co-workers. The survey also discovered that 28 percent found getting hold of colleagues or managers a challenge when working remotely. And it may also be down to the social aspects of office life and when seeking promotions – ensuring the visibility of hard work. On the other hand, older employees have responsibilities at home, and remote working allows them to be more efficient with their time.
Three quarters (75 percent) of businesses expect to increase the number of high-skilled roles over the coming years, but 61 percent fear that there will be a lack of sufficiently skilled people to fill them. This is according to the 2017 CBI/Pearson Education and Skills Survey which highlighted that 62 percent see strong competition for candidates with appropriate qualifications as the most widespread cause of skills shortage, followed by a lack of candidates with appropriate qualifications (55 percent). According to the report, while the Brexit debate generates plenty of heat, ‘it’s the white heat of technological change that will mean huge change to the jobs of 2030’. Add that to the obvious question about what skills we’ll need to ‘home grow’ in the absence of free labour movement, and the skills gap is brought into sharper relief argues the report.
Acas’ helpline receives many callers working on a zero hours, agency or self-employed arrangement who do so out of necessity rather than by choice, with some people feeling taken advantage of and unfairly excluded from employment rights. In its response to the Matthew Taylor review on modern employment practices the Acas Council looked at calls to its employment helpline, which revealed confusion and uncertainty around employment status and rights for those involved in the non-standard types of working. Prompted by evidence that these types of working arrangements are on the rise Acas has also published a new discussion paper on non-standard or ‘atypical’ forms of work, and identifies areas where good practice can be encouraged and improved. The discussion paper, Ain’t that typical? Everyday challenges for an atypical workforce, also reveals that the practice of ‘zeroing down’ workers’ hours is used in some workplaces to discourage staff from raising concerns or asserting rights.
