We’re delighted to introduce our newest member of the Heyland Recruitment team, Amy Byrne.
Amy joined us last week as our new Accounts Administrator, Amy has joined Heyland with 8 years experience of working in Accounts and Administration positions. Having most recently spent 2 years working in the Finance team at Brunning & Price Amy is returning to work following a period of maternity leave having welcomed Otis into the World earlier this year.
Based at our Chester office Amy has taken her first week in her stride and we know you’ll make a great addition to both the team and business – We can’t wait to see how you progress Amy.
Heyland are happy to announce that today is Dave’s 4 year anniversary.
Dave joined us to set up our Warrington office back in 2016. From a standing start he has developed relationships with a significant amount of the large corporate businesses and SMEs in the area, to the extent that we now have an enviable portfolio of loyal Clients. He is now surrounded by an experienced team of consultants who recruit at the various different levels and we have also an established HR recruitment presence as well.
Dave has been a prominent figure in the recent growth of the business – his infectious personality and candid/straight-talking manner is well received by all who deal with him.
Happy work anniversary Dave, hopefully many more to come.
Our business director Jo Marsden took first place in the Podium 5k ‘Sub-19’ Race, Barrowford, Lancashire race on the 8th August 2020. Not only did Jo finish first, she got a personal best of 00:17.35.
There were a number of races on at Barrowford that day but a notable performance from Marc Scott who broke the British 5k record in the Podium 5k Elite Male Race with a time of 00:13:2. Well done Marc Scott from Heyland!
“I really enjoyed racing again and felt very privileged to watch some of the elite runners. Can’t wait for the next race ” – Jo Marsden
Jo we are extremely proud of you both on the running course and at work. Keeping smashing it in both!
Listed firms where at least one-third of the bosses are women have a profit margin more than 10 times greater than those without, it suggests.
Of the 350 largest companies listed, just 14 are led by women, according to gender diversity business The Pipeline.
15% of companies in the FTSE 350 have no female executives at all.
The group’s co-founder Lorna Fitzsimons said having more women in the decision-making room means businesses are better able to understand their customers.
The Pipeline’s Women Count 2020 report “shows the stark difference in net profit margins of companies that have diverse gender leaderships compared to those who do not,” she said.
The Pipeline says London-listed companies with no women on their executive committees have a net profit of 1.5%, whereas those with more than one in three women at that level reach 15.2% net profit margin.
The report also points out that in the largest 100 London-listed companies, the total number of female chief executives is the same as the number of bosses named Peter – six.
When it comes to chief financial officers in those firms, fewer than two out of 10 are women, while men make up 96% of investment managers.
The sectors with the lowest number of women in executive roles are construction and retail.
“If you look at retail, entry level jobs are usually 80% women,” Ms Fitzsimons said. “But they don’t make it to the executive level.”
Former Prime Minister Theresa May, who contributed to the report, said there can be no good explanation for the massive underrepresentation of women at the top of British business.
“Every single male CEO who looks around his boardroom table to see nine out of 10 male faces staring back at him needs to ask himself what he is doing to make his business one which his daughter or granddaughter can get on in,” she wrote.
Vanda Murray OBE led Blick PLC in the early 2000s. She currently chairs the board at Marshalls PLC, a FTSE 250 construction firm.
While she welcomes recent moves to encourage women to make up 30% of company boards, she says it’s in executive, decision-making roles where women are still underrepresented.
“There are talented females out there, no-one could really argue against this,” she said.
Leadership groups with people from mixed backgrounds, ethnicity and gender do better because “they challenge more, and they have more discussion and debate and that leads to better decision-making,” she said.
Ms Murray said Marshalls has a female HR director, but the rest of the executive committee members are men.
“We have plans in place. We have talent management programmes and training and development so that we can make sure the younger female managers come through.”