With ambitious growth plans and a strong focus on local business, Indigo Swan is set to make a splash in Norfolk this year!
2015 was a fantastic year for us; sales were up 40%, we recruited 4 swans, our MD Emily Groves was named IoD Young Director of the Year (East of England) and we were awarded “Most Trusted Consultancy” and “Best Small Consultancy of the Year” at the National Energy Live Consultancy Awards (TELCAs) in London.
“We believe in a better way of managing energy.” saidChief Plan Hatcher, James Wortley. “Our focus is taking the headache out of managing energy and energy contracts and giving our clients the information they need to make better business decisions. We have been recognised for our innovative and customer focussed approach with a number of awards, the Future50 and our excellent client retention, and we are excited about building upon this in 2016.”
Moving forward, we plan to double our turnover by the end of 2017 and increase the flock to 20 swans. We are currently recruiting for aClient Guideto help our clients reduce their energy headache and have at least 2 more positions coming up this year.
“Attitudes are as important to us as skills when we recruit” saidManaging Director, Emily Groves. “We look for people who fit with our values;Be Trusted,Be Responsible,Be EffortlessandBe Exceptional. Innovation is at the heart of culture, we are always looking for a better way, so it is essential we find new people who push the boundaries and challenge the status quo.”
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About Indigo Swan:
Founded in 2010 by Managing Director Emily Groves, a company whose culture is rooted in strong values, has grown organically thanks to Client referrals and excellent reputation. Their philosophy of doing things ‘A Better Way’ has led to national recognition, awards and a reputation as an industry leader.
The Company’s Norfolk-based Clients include The Forum, YMCA Norfolk, The Broads Authority, The Royal Agricultural Association, Norwich School, Pleasurewood Hills, Norwich Colour Print, Ashton KCJ, Desira Group and Marriott Motor Group.
This survey will enable us to understand how people are travelling around the county and the responses will be used to shape future initiatives to enable more people to choose walking, wheeling (using a wheelchair or mobility aid) and cycling, especially when making short journeys.
Today (Wednesday 1 June) marks the start of Volunteers’ Week, an annual celebration of the fantastic contribution made by the millions of UK volunteers who spend time supporting individuals, communities and the environment we live in.
One of the key aims of the week is to inspire more people to get involved. To help play our part we want to encourage more local organisations to consider introducing employee volunteering schemes. This is because there are also significant business benefits to be achieved, which go well beyond the obvious ‘feel-good’ factor. Here are five ways in which introducing employee volunteering opportunities, and providing paid time off to participate, can actually improve your bottom line.
Increased employee engagement
Providing the chance for your employees to give back to the community boosts employee engagement, and engaged employees are happier and more productive. It helps to create a rewarding and positive place to work and recent statistics from the not-for-profit organisation Employee Volunteering showed that 76 per cent of volunteers said that it had a positive influence on how they felt about their employer.
Stronger team work
Volunteering together helps people to build stronger relationships with their colleagues, which in turn boosts business performance. The survey by Employee Volunteering also showed that 97 per cent of volunteers believed participation had helped to develop a stronger team. We’ve also seen this first hand when a team of our ownemployees volunteered to help decorate the CHESS homeless shelterin Chelmsford. One of the key things they all said about the experience was how much fun they had all had working together.
Enhanced employee brand
Providing employee volunteering opportunities, and highlighting your organisation as a socially responsible business, will help to attract and retain up-and-coming talent. Research shows that the latest generations entering the workforce care more about company ethics and the opportunity to give back to their communities than ever before. Providing philanthropic opportunities is becoming a key factor in successfully attracting this socially conscious generation. A recent survey by Deloitte also showed that those aged 21 -35, who frequently participated in workplace volunteer activities, were nearly twice as likely to be very satisfied with the progression of their career.
Additional T&D opportunities
Volunteering opportunities can also help employees to develop new skills which they can bring back to the workplace. For example, managing a volunteering project is a great opportunity for employees to develop communication, leadership and project planning skills as well as improving confidence overall.
Improved CSR
Employee volunteering is also a great way for organisations to enhance their profile. Being seen as an organisation which invests in its local community will help to attract and retain customers and can help open doors to developing relationships with key stakeholders. It can also play a significant part in helping organisations to win prestigious awards. For example, when it comes to judging the Employer of the Year entries for the forthcomingEastern Daily Press Business Awards, one of the key things we will be looking for are organisations which have empowered their teams to make a difference for a charity or their local community.
Find out if your employees would be interested in volunteering opportunities
Still not sure if your employees would be interested in carrying out volunteer work? An employee engagement survey is an excellent way to explore staff opinions on new challenges, opportunities and community spirited activities. There’s still time to register for ourfree employee engagement surveywhich we provide to businesses in East Anglia as part of our Best Employers Eastern Region initiative. The confidential employee survey, which would normally cost in the region of £2,000, is available to local organisations of all sizes and sectors. All participating organisations will also automatically be entered into a series of awards to celebrate the region’s Best Employers.
Aston Shaw has managed to retain the highly sought-after status of ‘Platinum Approved ACCA Employer’ for a further 6 years – the highest award possible.
Aston Shaw invests sizeable sums of money into the development and training of staff. The firm covers all training fees, as well as providing all the necessary resources staff in training might need. Furthermore, staff are given study days to ensure they have sufficient time to focus on their qualification alongside their day to day work.
The ACCA Approved Employer programme recognises employers’ high standards of staff training, accountancy resources and development for their ACCA members and trainees. In order to become an ACCA approved employer, a company must:
Provide formal recognition that it is committed to providing learning and development opportunities to its finance staff.
Provide an accessible global standard which enables organisations to compare their learning and development support against a global benchmark.
Provide fast-track specific ACCA business processes.
Being an ACCA Approved Employer carries many benefits – it helps attract talented individuals to our firm and showcases our level of commitment to our existing members of staff.
We’re extremely proud to continue to hold this title – it is of great importance to us that we maintain this status, and so we will strive to continue to meet the requirements.
WellOPEN in Norwichmay just have the answer for you.
How about suggesting to your work colleaguesthat they come anddo a spot of informal networking followed by watching Euro 2016 England v Wales game at OPEN Norwich.
Networking from 12.30pm followed by watching hopefully a good game of football ona 7m HD screen.
How the Best Employers survey can help organisations to attract and retain talent
The culture of your workplace has a significant impact on your ability to attract and retain talented people, a key element to achieving business growth. It affects your employer brand and influences people’s perception of coming to work for you. It’s also crucial for staff retention, as employees will look to escape a toxic culture.
Furthermore, a good understanding of your culture will enable you to hire with cultural fit in mind, helping you to find those who will thrive in your organisation and prevent costly recruitment mistakes.
The Best Employers Eastern Region survey provides employers with a free, effective way to understand more about their organisation’s culture. It also identifies any potential development opportunities for creating a workplace which is attractive to both current employees and to up-and-coming talent. Here’s just some of the valuable insights you can expect to receive.
Clarity of vision
Are your employees aware of the aims and objectives of your organisation? A recent report found that only 42% of employees knew their organisation’s vision, mission and cultural values. If employees are working without any real understanding of these elements, it is likely people will be pulling in different directions and not working together towards a collective vision.
Motivation levels
The more motivated your employees are, the more likely they are to go the extra mile. However, it’s important to recognise what motivates people as individuals, rather than trying to second guess what would work for everyone. A culture and engagement survey can help employers gain the insights needed to assess this.
Organisational learning
New generations entering the workforce have created a shift in employee needs and motivations. Is your organisation successfully maintaining a culture which remains attractive to an evolving workforce? Are there any long-held misconceptions which need addressing? For example, is there a culture of long hours because people believe those who arrive early and stay late are seen to be the hardest workers?
Employee engagement
The importance of gaining an insight into your current levels of employee engagement, and identifying any areas of improvement, should never be underestimated. Evidence shows that businesses with an engaged workforce have 40 per cent less staff turnover. Engaged employees will also be stronger advocates and help protect against the reputational risks associated with poor service levels or product quality.
Communication
Is there an open and honest communication culture? Do senior managers trust employees and share information at the earliest opportunity? Providing transparent information and giving employees a voice are two key enablers of employee engagement. Effective internal communications are also essential in keeping staff engaged in the organisation’s developments.
Leadership style
Is your senior leadership team fostering a positive work environment or a negative one? A successful workplace culture needs to have a clear commitment from the top and should be led by example. Employers also need to make sure that managers are effectively equipped to provide ongoing performance management which will help each employee to thrive.
Team work
Does your organisation have a culture where people respect and support each other? In today’s multigenerational workforce it is becoming increasingly important to ensure each generational group respects each other’s unique talents. A successful culture will be based on employees sharing their knowledge across age groups and a sense of teamwork which spans the generations.
Innovation
Innovation is essential if you want to stay ahead of the curve in your industry. Do your employees believe they are able to contribute ideas? They could provide creative solutions for new ways of working which will improve customer satisfaction and increase income.
Learning and development
Do employees have a clear understanding of their career and progression path? Offering development opportunities is an important element of employee engagement. It motivates existing employees and helps employers to create an effective progression pipeline. It also promotes the organisation as a place where new recruits will be supported to reach their full potential.
Employee well being
Happy, healthy staff are more engaged and productive and employers benefit from reduced absenteeism. How do your employees view their work-life balance? Are any employee wellbeing programmes working effectively? A healthy culture relies on helping employees to strike the delicate balance between work and home life so they can effectively manage their careers, stay healthy and continue to feel engaged.
The Norfolk Economic Intelligence Reportbrings together key business, economic and labour market intelligence to provide a regular insight into the current state of the Norfolk economy.
The report is produced on a quarterly basis by the Economic Development Team and reflects economic activity in the county from the previous financial quarter.
When was the last time your team completed health and safety training? If you had to stop and think, it might be time for a refresher.
Workplace safety training isn’t something you tick off once and forget about; it’s an ongoing commitment to your people and your business. Whether you’re in construction, hospitality, education, or an office environment, keeping everyone up to date is one of the simplest (and most effective) ways to prevent accidents, boost confidence, and build a stronger safety culture.
Why Regular Training Matters
Health and safety legislation changes, equipment gets updated, and people come and go. Without regular training, even the most experienced team can fall out of practice.
According to the latest HSE figures, around 604,000 workers in Great Britain suffered non-fatal injuries at work in 2023/24. That’s hundreds of thousands of preventable incidents, many caused by slips, trips, lifting, or handling tasks that could have been avoided with proper awareness and up-to-date training. Regular health and safety training keeps these everyday risks front of minds, helping teams spot hazards before they turn into accidents. It’s a simple step that can make a huge difference to both safety and confidence at work.
Refresher courses make sure everyone knows what to do, not just in theory, but in real-life scenarios. They help to:
Reinforce safe habits and correct poor ones.
Keep your team aware of the latest regulations.
Reduce the likelihood of incidents and near misses.
Promote a proactive, safety-first culture.
Ongoing training keeps your team sharp and your workplace safe.
Building Confidence and Care
Yes, training helps you meet your legal obligations, but it’s about more than ticking boxes. When people feel confident in how to handle emergencies, use equipment properly, or support colleagues’ well-being, they’re more engaged and empowered at work.
That confidence builds trust and morale. It shows your team that you care about their safety and well-being.
Key Training Areas Every Organisation Should Prioritise
Every workplace is different, but some training topics apply across the board. We recommend reviewing:
First Aid at Work – So your team can respond quickly and effectively if an incident happens.
Fire Safety and Evacuation – To ensure everyone knows what to do in the event of a fire.
Manual Handling – Especially important for anyone lifting or moving objects.
Mental Health Awareness – Because safety isn’t just physical; psychological well-being matters too.
Risk Management – For those overseeing safety systems, audits, or leadership roles.
A blend of face-to-face and online training helps make learning accessible, engaging, and relevant to everyone.
Investing in Safety is Investing in People
Regular training isn’t just an expense; it’s an investment. Businesses that make safety a priority see fewer absences, stronger teams, and improved productivity. More importantly, they foster workplaces where people feel supported and secure.
At Serene Safety, we believe effective training should be simple, engaging, and tailored to your needs. Whether you’re refreshing existing qualifications or starting from scratch, we’re here to help you create a safer, more confident workforce.
Ready to review your training plan? Get in touch with our team to make sure your organisation and your people are fully up to date.
We’re incredibly proud to share a major milestone… Yellow Brick Mortgages has now raised over £50,000 for The Big C charity!
Last week, we had the privilege of visiting the Big C’s Norwich City Cancer Support Centre on Dereham Road, where we saw first-hand the incredible work they do to support those affected by cancer. From welcoming spaces to specialist services, it’s clear how vital this charity is to so many.
This donation is part of our ongoing commitment to give back with every mortgage completed, and we couldn’t have reached this milestone without our amazing clients—thank you for choosing us and making this possible.
It’s inspiring to see what can be achieved when people come together for a cause that truly matters. Here’s to continuing the journey and making an even bigger impact.
TaxAssist Accountants further strengthened with appointment of new Executive Director
The TaxAssist Group is pleased to announce a further strengthening of its Board with the appointment of Ray Clarke FCCA, CTA to its board of Directors with effect from 1 January 2016.
Ray, who has been working at TaxAssist for over a year already as Group Head of Technical, comes from a varied background, having served in the Royal Navy for 5 years before entering the world of tax and accountancy with the Inland Revenue. He then moved over to working in practice, spending 26 years looking after owner manager businesses in the small and medium business sector. Ray joined TaxAssist straight from a specialist London tax practice where he was Senior Corporate and Business Tax Manager.
Ray’s new role will be to take responsibility for all technical aspects of the TaxAssist franchise network, primarily support and training on all aspects of accounts and tax, the visit & audit programmes and being the main contact point for technical partners.
Phil Sullivan, Group Operations Director comments, “We are delighted to welcome Ray to the TaxAssist Accountants Executive Team and Board. His combined experience and knowledge will be invaluable to enable us to continue to deliver the very best quality support to our network of franchisees.”
Ray joins Karl Sandall, Phil Sullivan and Sarah Robertson on the Executive Director team which ensures the smooth operation of the franchise in both the UK and internationally.
Norwich International Airport has become one of the first UK airports to sign the Autism Charter.
The Autism Charter is a document which has been produced in collaboration with people with autism and provides a framework for making venues autism friendly.
Working with Autism Anglia, a number of airport staff have completed an autism awareness training programme and are recognised as ‘Autism Champions’. The airport will continue to work closely with Autism Anglia to ensure all staff understand autism and how they can better support passengers and family members who have autism whilst using the airport.
Richard Pace, General Manager of Norwich International Airport said: “We are committed to making the airport experience an easier, speedier and less stressful one for all of our passengers. Autism Anglia has been a valuable source of guidance and information for the airport, delivering training sessions and resources to our staff. The introduction of the Autism Charter and on-going training programme for our staff is another step towards improving the passenger journey through the airport”
A number of resources will be made available at the airport going forward including leaflets and wristbands, with dedicated ‘Autism Champions’ available to offer support.
Jamie Price, Security Manager commented: “To further improve the airport experience, we are in the process of creating a ‘My Travel Card’ for passengers with autism to complete ahead of travel. This document will be available as a download from the airport’s website for completion prior to returning to the airport in advance of travel to ensure we are aware of their needs whilst travelling through the airport”
Anne Ebbage, Norfolk Autism Developments Advisor for Autism Anglia commented: “It was brilliant last year to be asked by Norwich International Airport to help them improve and promote their services for people with ‘hidden disabilities’. The Autism Charter and the Connect to Autism Project has been funded by the Department of Health and rolled out nationally by members of the Autism Alliance. As a member of the Alliance, Autism Anglia has been pleased to deliver this in the Eastern region. The project has aimed to build autism-friendly communities through raising greater awareness and understanding of autism. This will help people with autism and their families feel more welcome and accepted in the community. Autism-friendly environments give people with autism and their families the confidence to go out into their communities and to engage as equal citizens. This means that, often for the first time, they use facilities such as Norwich International Airport, visit shops, use leisure facilities, go to the cinema or theatre and much more.”
We are pleased that the airport has signed the Autism Charter and that we are able to support and assist them in their developments to make using the airport a more enjoyable experience for people with autism and their fellow travellers.”
Leathes Prior is delighted as the Norfolk County Football Association announces the recent deal that sees the firm sign up as their new official Player Registration Partner and Norfolk FA Veterans League sponsor.The firm will be supporting the annual registration process through which the Norfolk County FA register everyone that participates in the adult game and now also the youth game, totalling over 25,000 players, coaches and referees every summer.
The Norfolk FA Veterans League will also be supported by Leathes Prior. The league was formed in 2010 and has enjoyed a highly successful first four seasons. It is currently the only league centrally run by the association and is going from strength to strength. As of the 2015-16 season, the league operates with over 20 teams competing across three divisions. The partnership aims to align and strengthen both brands and also to support and develop grassroots football, impacting on even more individuals in the years to come.
Partner at Leathes Prior Dan Chapman said”I’m sure that this partnership with theCounty’s Football Association will have a positive impact on our firm and,whilst many people tend to focus on the top end of the professional game, theamount of grass roots work that the Norfolk FA do really is incredible.””As well as providing Leathes Prior with great exposure Norfolk-wide,there is a strong synergy with the work our sports business Full Contactundertakes – where we pride ourselves on our expertise in identifyingnon-league talent and taking them to the pro game. Let’s hope a hidden gem outthere in Norfolk will be next!”.
Shaun Turner, Chief Executive of Norfolk County FA said:”We are delightedto join forces with Leathes Prior, we have had a great working relationshipwith them over a number of years and for them to now become one of the CountyFA’s Official Partners is fantastic news. They are a leading Law Firm offering awide ranging services.”We are looking forward to working together in the coming months todevelop Norfolk Football even further and bring increased opportunity tothousands of players as well as the hundreds of coaches, officials andvolunteers involved in our beautiful game each weekend.”