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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none">Lab leaders are having to respond to, and work with, the growing impact of technology on lab environments, their projects and processes, their people and their roles. Automation and digitisation in particular, driven by Artificial Intelligence and robotics, is changing the game in labs, helping to drive efficiency, innovation and results. </span><span data-ccp-props="{}">&nbsp;</span></p>
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<p lang="EN-GB" xml:lang="EN-GB">Many lab leaders, according to the <a href="https://www.srgtalent.com/lab-leader-vision-2025" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">Lab Leader Vision 2025 report</span></a>, based on a survey of 1,000 laboratory leaders in the UK by Functional Service Provider (FSP) and industry-leading life science &amp; clinical talent specialists <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">Synergy by SRG,</span></a><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"> are embracing this technological revolution. However, there are some concerns over the rapidly increasing role and influence of tech too.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 lang="EN-GB" role="heading" xml:lang="EN-GB" aria-level="2"><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span data-ccp-parastyle="heading 2">The role and evolution of technology</span> <span data-ccp-parastyle="heading 2">in Laboratories</span></span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none">With technology driving change across all industries, helping to improve efficiency, functionality, performance and support human skills, whilst also reducing errors and costs, it is unsurprising that the role of tech in laboratories is growing and evolving at pace.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>I<span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">n laboratory environments, technology has always been a vital component of lab innovation, input and output, helping to streamline processes, improve data discovery, integrity and accuracy, and enable continued improvement across the project lifecycle.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Recently however, tech is having an even bigger impact in labs due to the rapid development and implementation of automation and digitisation &ndash; largely driven by the power and potential of Artificial Intelligence and robotics.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>Machines can now take the strain of various roles, allowing humans to divert their own resources and skills to other more important tasks. This is a powerful combination, helping to push innovations through at a greater pace, and with increased reliability too.<span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span data-ccp-parastyle="heading 2">Embracing Automation and Digitisation</span><span data-ccp-parastyle="heading 2"> in Laboratories&nbsp;</span></span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Technology&rsquo;s role in laboratories will continue to grow as technologies and their uses evolve. But, despite the growing influence of tech, it remains true that there is no replacement for people with knowledge and experience to focus on higher-value activities. </span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">The need for some routine roles may diminish in future, but we will likely see the emergence of new roles that require domain expertise coupled with proficiency in managing and interpreting advanced technologies. </span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>According to the findings from <a href="https://www.srgtalent.com/lab-leader-vision-2025" target="_blank" rel="noreferrer noopener"><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span data-ccp-charstyle="Hyperlink">Synergy by SRG&rsquo;s Lab Leader Vision survey</span><span data-ccp-charstyle="Hyperlink">,</span></span></a><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"> many laboratory leaders are already embracing the technological evolution, and with </span><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">75% of leaders we asked telling us that they view automation as important to lab innovation</span> (plus 28% viewing it as critical), the trend looks set to continue.&nbsp;<span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">However, there is evidence that not everyone is fully-engaged with the growing influence of technology in labs &ndash; not just yet at least. </span><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">57% of lab leaders asked also highlighted concerns around the role and influence of digitisation</span><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">, suggesting that the journey to the technologically advanced future is still one to embark on carefully.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="2"><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none"><span data-ccp-parastyle="heading 2">Leveraging </span><span data-ccp-parastyle="heading 2">expertise</span><span data-ccp-parastyle="heading 2"> to implement technology in laboratories</span></span><span data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:160,&quot;335559739&quot;:80,&quot;335559740&quot;:279}">&nbsp;</span></h2>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none">Responding to lab leaders&rsquo; thoughts on the growing influence of technology in laboratories, and in particular the presence of AI and robotics-powered automation and digitisation, Synergy by SRG &ndash; via the </span><a href="https://www.impellamprojectservices.com/" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">technology and engineering experts of Impellam Project Services</span></a><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none"> &ndash; have offered insight into how labs can benefit from the power of tech.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Working in partnership, Synergy by SRG and Impellam Project Services provide expertise to drive digital transformation and close capability gaps quickly. Whether it&rsquo;s advisory, one-off project delivery, or longer-term service delivery, our experts are ready to go above and beyond the brief.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">As the impact of tech looks set to accelerate and grow to unprecedented levels, with Artificial Intelligence in particular revolutionising business across all industries, intelligent automation and advanced analytics are enabling streamlined processes, uncovering new opportunities, and enhancing competitive advantage.&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">Recognising this transformative power, we offer tailored solutions that connect clients to this fast-moving world, driving innovation and progress.</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none">Discussing the potential of embracing and implementing technologies in laboratory environments, Matt Morton &ndash; Director of Technology Programmes at Impellam Project Services &ndash; said:&nbsp;</span><span data-ccp-props="{}">&nbsp;</span></p>
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<p>&ldquo;<em><span lang="EN-GB" xml:lang="EN-GB" data-contrast="auto">For lab leaders seeking to implement cutting-edge technology and achieve output-driven results, we provide the technology expertise to make it happen. Our agile, delivery-based approach ensures you can access the precise tech skillsets required to integrate advanced solutions seamlessly into your lab. From advisory and strategising technology implementations to executing tailored solutions, we empower you to harness technology effectively and unlock measurable impact without disrupting your core operations</span></em>.&rdquo;<span data-ccp-props="{}">&nbsp;</span></p>
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<p><a href="https://www.srgtalent.com/lab-leader-vision-2025" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">For further insights and in-depth commentary on today's laboratory landscape, click here to request the full &lsquo;LAB LEADER VISION 2025&rsquo; report.</span><span role="presentation"><img src="data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAAEAAAABCAYAAAAfFcSJAAAAAXNSR0IArs4c6QAAAARnQU1BAACxjwv8YQUAAAAJcEhZcwAADsMAAA7DAcdvqGQAAAANSURBVBhXY2BgYGAAAAAFAAGKM+MAAAAAAElFTkSuQmCC" alt="Shape"></span></a><span data-ccp-props="{}">&nbsp;</span></p>
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<h2 role="heading" aria-level="3"><span data-ccp-parastyle="heading 3">About Synergy - Functional Service Provider (FSP)</span><span data-ccp-props="{&quot;134245418&quot;:true,&quot;134245529&quot;:true,&quot;335559738&quot;:160,&quot;335559739&quot;:80}">&nbsp;</span></h2>
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<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">Synergy</span></a> provides a flexible FSP model, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries.  <span data-ccp-props="{}">&nbsp;</span></p>
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<p><a href="https://www.srgtalent.com/" target="_blank" rel="noreferrer noopener"><span data-ccp-charstyle="Hyperlink">Powered by SRG</span></a><span lang="EN-GB" xml:lang="EN-GB" data-contrast="none">, we take a collaborative approach to delivering fundamental core scientific activities, working closely and directly with your team to understand existing processes and infrastructure, identify areas to improve operational efficiencies and innovation, and support business continuity and continued improvement. All whilst allowing your people to focus on what&rsquo;s most important &ndash; your core strategic science and projects. </span></p>
</div>

According to the Lab Leader Vision 2025 report, many lab leaders are embracing the growing role and influence of tech, automation and digitisation in laboratories.

Lab Leader Vision 2025: The Impact of Technology on Laboratory Innovation

<p>Lab leaders are under increasing pressure to boost efficiency and drive higher value strategic science throughout 2025 and beyond, meaning that it is imperative for them to get the most, and very best, out of their lab environment and the people within it.</p>
<p><a>However, according to the </a><a href="https://www.srgtalent.com/lab-leader-vision-2025">Lab Leader Vision 2025 report</a>, based on a survey of 1,000 laboratory leaders in the UK by Functional Service Provider (FSP) and industry-leading life science &amp; clinical talent specialists&nbsp;<a href="https://www.srgtalent.com/synergy-scientific-solutions">Synergy by SRG</a>, there are growing efficiency and operational challenges to contend with.</p>
<h2>Efficiency and Operational Challenges in Laboratories</h2>
<p>The best, highest-performing laboratories, lab leaders and lab teams are ones that are efficient in everything they do and the way they operate.</p>
<p>And for a lab to be at its most efficient in its operations, to drive high-value strategic science, several factors and potential challenges must be identified and their impacts considered and addressed.</p>
<p>Be it a lab team&rsquo;s lack of skills, expertise and experience; struggles to attract, hire and retain talent; or the pressures of projects, their tight deadlines and high demands, any issues and problems within a lab environment have the potential and power to impact its operational efficiency.</p>
<p>But whilst there is an awareness of such problems and challenges, and of the need to tackle them, many lab leaders are concerned about their possible implications.</p>
<p>73% of lab leaders we asked worry about lab efficiency and what could impact it, with 60% also concerned about their potential to problem solve. This highlights an increase in the level of concern since 2022, when our survey revealed that 50% of lab leaders asked were worried about problem solving.</p>
<p>Additionally, 23% of lab leaders are showing concern beyond their current state-of-play, telling us that operational efficiency will be their biggest challenge in 2025. This suggests that plenty of problem-solving work is to be done, now and into the future.</p>
<h2>Workflow Optimisation in Laboratories</h2>
<p>For a lab to be at its most efficient, the way it operates needs to be optimised to its full potential.</p>
<p>Whether it&rsquo;s optimising a team&rsquo;s performance by making the most of their skills, expertise and time; using and optimising software and technology for specific projects; or ensuring that strategies are optimised to meet the objectives of organisations, their projects and their requirements.</p>
<p>In a laboratory environment, optimising workflows has always been a key component of achieving optimal results. Responding to our survey, 55% of current lab leaders asked supported this view, stating that workflow optimisation is &lsquo;critical&rsquo; to them for driving innovation.</p>
<p>This correlates with the opinion of 49% of leaders asked, who highlighted that manual processes take up most time in their labs and require optimising to make them more efficient.</p>
<h2>The Power of Driving Continuous Improvement in Lab Environments</h2>
<p>Responding to lab leaders&rsquo; thoughts and concerns regarding operational efficiencies in laboratories and how to address them, Synergy by SRG &ndash; utilising the expertise and experience-led insight of the Synergy team &ndash; have spotlighted the importance of Continuous Improvement in lab environments in the <a href="https://www.srgtalent.com/lab-leader-vision-2025" target="_blank" rel="noopener">Lab Leader Vision 2025 report</a>.</p>
<p>Continuous Improvement (CI) is built upon analysing and optimising processes and their outputs, with a focus on identifying, prioritising and actioning changes required for optimisation over time.</p>
<p>In a laboratory environment, CI usually involves understanding existing processes and potential opportunities to improve them, the way a lab functions and how to continue developing the skills and knowledge of its people. It is key to enabling optimal operational and workflow efficiency, cost saving and problem solving.</p>
<p>However, for Continuous Improvement to be effective, it requires strategies built on objectives that often rely on the experience, expertise and insights of lab leaders and key stakeholders &ndash; something that isn&rsquo;t always easy to achieve, as it can mean taking such expertise away from important day-to-day tasks. In fact, 55% of lab leaders told us that Continuous Improvement, the work involved in CI and how to implement it is a real concern.</p>
<p>When we consider how important CI is to lab efficiency, and that 100% of lab leaders we asked emphasised the importance of increasing lab efficiency, it is vital to get it right.</p>
<p>And this is why the team at Synergy &ndash; <a href="https://www.srgtalent.com/blog/synergy-scientific-services-showcasing-the-power-of-continuous-improvement">understanding the power of Continuous Improvement</a> &ndash; weave it into everything they do; providing expert support and taking care of operational efficiency improvements on behalf of clients, leaving them free to concentrate on their other priorities.</p>
<p>Discussing the potential of CI in labs, and of implementing effective CI training within laboratory teams, Carly Gorman &ndash; CI &amp; Quality Manager at Synergy &ndash; said:</p>
<p>&ldquo;At Synergy we provide CI training of varying levels to our onsite teams. This investment in people equips them with tools and techniques to improve processes&hellip; and empowers them in giving autonomy in the day-to-day unregulated processes and trends towards a more positive &lsquo;can do&rsquo; working culture.</p>
<p>&ldquo;For clients, this not only has benefits for the completed project and improved process efficiencies (better quality, KPIs met, less time or less cost) but also for long term, embedded positive changes on site.&rdquo;</p>
<p><a href="https://www.srgtalent.com/lab-leader-vision-2025">For further insights and in-depth commentary on today's laboratory landscape, click here to request the full &lsquo;LAB LEADER VISION&nbsp;2025&rsquo;&nbsp;report.</a></p>
<div align="center"><hr align="center" size="2" width="100%"></div>
<h3>About Synergy - Functional Service Provider (FSP)</h3>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy</a>&nbsp;provides a flexible FSP model, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries. &nbsp;</p>
<p><a href="https://www.srgtalent.com/" target="_blank" rel="noopener">Powered by SRG</a>, we take a collaborative approach to delivering fundamental core scientific activities, working closely and directly with your team to understand existing processes and infrastructure, identify areas to improve operational efficiencies and innovation, and support business continuity and continued improvement. All whilst allowing your people to focus on what&rsquo;s most important &ndash; your core strategic science and projects.&nbsp;</p>

The Lab Leader Vision 2025 report from Synergy by SRG has uncovered growing concerns regarding the efficiency and operational challenges within lab environments.

Lab Leader Vision 2025: Efficiency, Operational and Workflow Challenges in Laboratory Environments

<p>In a period of potential uncertainty surrounding the future of laboratory efficiency and innovation, there are growing concerns regarding the ability to find, hire retain, and develop top lab talent &ndash; according to new insights gathered in late 2024 by Functional Service Provider (FSP) and industry-leading life science &amp; clinical talent specialists,&nbsp;<a href="https://www.srgtalent.com/synergy-scientific-solutions">Synergy by SRG</a>.</p>
<p>Based on the thoughts and experiences of over 1000 UK laboratory leaders surveyed by Synergy by SRG, the <a href="https://www.srgtalent.com/lab-leader-vision-2025">Lab Leader Vision 2025 report</a> highlights the importance of people in lab settings, even in increasingly automated environments, and provides analysis of the workforce challenges labs are facing and how to tackle them.</p>
<h2>Staff Retention and Attraction in Laboratories</h2>
<p>People and their skills, expertise, experience and dedication are, have been and always will be key to high performance, productivity and efficiency in laboratory environments.</p>
<p>Therefore, losing skilled people can be detrimental to vital projects, potentially causing delays or cancellations; increase pressure on remaining staff; and lead to a need to find, recruit and onboard new people from a limited talent pool, in a highly competitive market.</p>
<p>That&rsquo;s why, no matter the size of a lab, its projects and challenges, it is vital to not only find, attract and hire the right talent, but ensure people are retained and developed too.</p>
<p>Unfortunately, however, lab leaders are finding that staff retention and attraction are amongst the biggest challenges and concerns they&rsquo;re facing.</p>
<p>70% of those asked in the Lab Leader Vision survey expressed concern about the ability to retain laboratory talent; with 60% worried about acquiring laboratory staff too &ndash; this compares to 66% of respondents asked in 2022. What&rsquo;s more, 10% of 2024 respondents anticipated that recruitment and retention would be their biggest challenge in 2025.</p>
<h2>Skills and Expertise Gap in Laboratories</h2>
<p>Demands on labs, their people and their output continue to increase. As a result, the demand for people with the talent and skills required to ensure a lab remains productive and efficient is ever-growing too.</p>
<p>Competition for talent is high. However, the talent pool from which to find and hire people is small. This, according to 78% of lab leaders we asked, is contributing to a concerning and growing skills and expertise gap.</p>
<p>The key to responding to this challenge is, according to Chris Blackburn &ndash; Director of Skills Growth at Impellam Group, nurturing existing talent within lab environments and the wider STEM industries. Reacting to the survey&rsquo;s findings, Blackburn says:</p>
<p>&ldquo;Empowering people, their skills and aspirations, and nurturing their development and career growth, is key to retaining the talent you already have within your organisation&hellip; It is vital to maximise learning and development opportunities tailored to the needs of your people and your company&rsquo;s goals, to inspire your workforce, drive social mobility and foster fulfilling, exciting and successful career.&rdquo;</p>
<p>95% of respondents to the Lab Leaders survey had a similar opinion, highlighting a belief that prioritising upskilling is key to achieving lab innovation in future; suggesting that efforts to make a commitment to existing employees and their skill sets are already high on the agenda.</p>
<h2>Embracing the Power of Employee Value Proposition (EVP)</h2>
<p>In response to the survey&rsquo;s findings, and what Lab Leaders are telling us about laboratory skill and talent gap concerns, Synergy by SRG &ndash; guided by Paul Callery, Head of People at Synergy Scientific Solutions &ndash; have highlighted the importance of supporting upskilling efforts via the power of a Employee Value Proposition (EVP).</p>
<p>Your Employee Value Proposition (EVP) and how you position your laboratory as a place for people to showcase the very best of themselves and their talents, and how you reward them for doing so, is key.</p>
<p>A robust EVP has the power to increase new hire commitment, reduce compensation premium and achieve a deeper reach into the talent market. What&rsquo;s more, it can help to decrease turnover of existing employees too.</p>
<p>According to Callery, &ldquo;A strong People Proposition is central to attracting, developing, and retaining the best people, especially in the face of skill shortages and increased competition for people.</p>
<p>&ldquo;The average job tenure has fallen to just a few years, so a work environment must not only be attractive to great talent when joining, but also one that encourages them to stay too.</p>
<p>&ldquo;Keeping hold of talent, through engagement, development and growth opportunities, is key.&rdquo;</p>
<p><a href="https://www.srgtalent.com/lab-leader-vision-2025">For further insights and in-depth commentary on today's laboratory landscape, click here to request the full &lsquo;LAB LEADER VISION&nbsp;2025&rsquo;&nbsp;report.</a></p>
<div align="center"><hr align="center" size="2" width="100%"></div>
<h3>About Synergy - Functional Service Provider (FSP)</h3>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy</a>&nbsp;provides a flexible FSP model, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries. &nbsp;</p>
<p><a href="https://www.srgtalent.com/" target="_blank" rel="noopener">Powered by SRG</a>, we take a collaborative approach to delivering fundamental core scientific activities, working closely and directly with your team to understand existing processes and infrastructure, identify areas to improve operational efficiencies and innovation, and support business continuity and continued improvement. All whilst allowing your people to focus on what&rsquo;s most important &ndash; your core strategic science and projects. &nbsp;</p>

Based on the responses of over 1000 Lab Leaders surveyed by Synergy by SRG, here we address the current concerns surrounding lab talent and skills gaps. 

Lab Leader Vision 2025: Addressing Talent and Skills Gap Concerns in Laboratories 

<p>As we settle into the new year and look ahead to what&rsquo;s on the horizon in 2025, the UK is continuing to adjust to the change of government following Autumn 2024&rsquo;s general election and reacting to the new reforms, regulations and laws of the new Labour leadership.</p>
<p>Amongst the changes anticipated to make a significant impact in 2025 and beyond are in the realm of Employment Law, with a new Employment Rights Bill &ndash; unveiled on October 10th 2024 &ndash; and &lsquo;Make Work Pay&rsquo; strategy created to upgrade workers&rsquo; rights, make pay fairer for all and improve working conditions.</p>
<p><a href="https://pages.impellam.com/hubfs/Employment%20Law%20Changes%20-%20Impellam%20and%20DWF.pdf">A report recently published by Impellam Group</a>, who hosted a webinar with industry experts from DWF &ndash; global integrated legal and business service providers &ndash; to discuss these new reforms, outlines the potential implications of Labour&rsquo;s approach to Employment Law.&nbsp;</p>
<h2>Key Reforms and Their Implications</h2>
<p>Impellam&rsquo;s report outlines 13 key reforms, changes and plans that were discussed with DWF&rsquo;s Employment Law Partner Jon Keeble and Employment Law Director Nigel Crebbin.</p>
<p>According to Keeble and Crebbin, given that many of the proposed changes are anticipated to be implemented between 2025 and 2027, it is vital to prepare at pace &ndash; taking stock, assessing risks and seeking assistance wherever required &ndash; whilst remaining calm, making informed decisions and adapting appropriately.&nbsp;</p>
<p>Ahead of their implementations, we have summarised the reforms, what to expect from them, and how employers can react below, based on the expert insights from Impellam and DWF.</p>
<h3>Unfair Dismissal</h3>
<p>This is one of the cornerstone reforms of Labour&rsquo;s new approach to Employment Law. They have proposed:</p>
<ul>
<li><strong>Removal of the Two-Year Qualifying Period</strong> - This will mean that employees will be protected from unfair dismissal from day one of their employment.</li>
<li><strong>Consultation on Statutory Probation Periods</strong> - A nine-month probation period has been proposed to balance the assessment of new hires while providing immediate rights. During this period, the steps required for fair dismissal will be lighter than after probation.</li>
</ul>
<p>In response to these proposals, employers need to consider whether their recruitment and onboarding processes are robust enough to minimise risk of unfair dismissal claims and review their progress reporting and improvement plans to make use of the &lsquo;lighter touch&rsquo; obligations.</p>
<h3>Zero-Hour Contracts</h3>
<p>The use of zero-hour contracts has soared in recent years, to the extent that many have considered their use as &lsquo;potentially exploitive&rsquo;. Labour says their proposals have been designed to reduce such exploitation:</p>
<ul>
<li><strong>Right to Guaranteed Hours</strong> - The reform will enable workers to convert zero-hour contracts to ones with guaranteed hours based on their average hours over a reference period. This seeks to provide more job security, whilst still allowing for working flexibility.</li>
<li><strong>Reasonable Notice for Shift Changes</strong> - Employers will be required to provide reasonable notice for shift changes, however the definition of &ldquo;reasonable&rdquo; is still under consultation due to debate over what it means for individuals in different circumstances. This may also extend to agency workers.</li>
</ul>
<p>Key considerations for employers include reviewing their current use of zero-hour contracts and how it may impact their employment model, and implementing robust procedures to ensure reasonable notice can be provided to shift workers.</p>
<h3>Fire and Rehire Practices</h3>
<p>Currently, there are few limitations on employers firing employees and then rehiring them under new conditions &ndash; and not rehiring those who refuse to agree to the new terms proposed. There simply needs to be sound reasons for dismissal, and fair reasonable procedures followed for terminating employment.</p>
<p>The new legislation will significantly restrict existing &lsquo;fire and rehire&rsquo; practices:</p>
<ul>
<li><strong>Statutory Code of Practice for Dismissal and Re-Engagement</strong> - A new statutory Code of Practice on Dismissal and Re-engagement came into force in July 2024. Employers must demonstrate that firing and rehiring was unavoidable, otherwise they could be liable for unfair dismissal. Forced contract changes will become rarer as a result, and employees will be engaged in negotiation to reach agreements on flexibility.</li>
</ul>
<p>Employers will find that changing terms and conditions will become harder, and there will be increased risk when doing so. It is vital that they consider amending template contracts and clauses and leaning on employee engagement to get this right.</p>
<h3>Collective Redundancy Consultation</h3>
<p>Labour&rsquo;s new Employment Law Bill removes the current threshold that requires collective consultation with trade unions or employee representatives to take place only when 20 or more redundancies are proposed to take place over 90 days in a &lsquo;single establishment&rsquo;.</p>
<p>The reference to &lsquo;single establishment&rsquo; is to be removed, which will have a significant impact on large employers with multiple working premises in particular:</p>
<ul>
<li><strong>Removal of the Single Establishment Requirement</strong> - Collective consultation will apply across an entire organisation, not just single establishments, increasing the number of situations requiring consultation. The government is considering increasing the compensation cap for companies that fail to comply with collective redundancy consultation obligations from 90 to 180 days or removing it entirely.</li>
</ul>
<p>This is one of the most important legislation updates for employers to be aware of, as it signals a major change to collective consultation law. Therefore, it is vital to take this into account when potentially restructuring.</p>
<h3>Statutory Sick Pay (SSP)</h3>
<p>The reforms have considered ways to make Statutory Sick Pay fairer, and more readily available, to all workers, regardless of employment status, contracts and terms which may have previously altered an employer&rsquo;s SSP entitlement.</p>
<ul>
<li><strong>Removal of Lower Earnings Limi</strong>t - Under the new, more straightforward sick pay regulations and guidance, SSP will be available to all employees regardless of weekly earnings.</li>
<li><strong>Immediate SSP Entitlement</strong> - Employees will be entitled to SSP from the first day of sickness absence, rather than from their fourth day of confirmed sickness.</li>
</ul>
<p>In response, employers will need to review and update their policies and budget for potential increases in SSP payments. It may pay to consider ways to help reduce sickness in the workplace too, such as introducing initiatives to reduce stress and improve mental health. This has benefits beyond employee wellness too, potentially boosting EVP and customer retention.</p>
<h3>Trade Unions</h3>
<p>The introduction of the new bill will signal the end of certain legislations introduced during the terms of previous administrations, such as the &lsquo;Anti-Union Legislation&rsquo; and its associated Strikes (Minimum Service Levels) Act 2023.</p>
<p>Under Labour leadership, it&rsquo;s anticipated that there will be a step change regarding unions; plans are afoot to ensure they have a bigger role in employee rights and representation.</p>
<ul>
<li><strong>Increased Union Activity</strong> - The repeal of anti-union legislation will be supported by new requirements for employers to provide written statements of the right to join a union. Trade unions will also have mandatory access to workplaces upon submitting an &lsquo;access request&rsquo; and agreeing terms on what they can access, when and how often.</li>
</ul>
<p>In response to growing union influence, employers should consider how they will respond to these access requests and set out policies to ensure compliance with the new obligations. It is also an opportunity to reconsider the role they want to have in the future in respect of working with unions.</p>
<h3>Outsourcing</h3>
<p>Changes made through the Procurement Act 2023 could lead to regulations being introduced which require that new contractual provisions are included in relevant public sector outsourcing contracts.</p>
<p>The aim is to avoid public sector suppliers having two-tier workforces, with different employment terms for employees who have transferred from the public sector and those employees who have not.</p>
<ul>
<li><strong>Equal Employment Terms</strong> - New regulations will require that employers ensure all employees, including those transferred from the public sector, have equally beneficial employment terms, not merely similar or &lsquo;better than before&rsquo;.</li>
</ul>
<p>With this change likely to have significant cost implications for employers taking on public sector contracts, companies should start considering the potential for increased costs when taking on public sector workers.</p>
<h2>Fair Work Agency</h2>
<p>It is anticipated that, by 2026 at the latest, a new Fair Work Agency will be established and given the responsibility to ensure all employees are given fair, and equal rights and opportunities within the workplace, regardless of their role.</p>
<ul>
<li><strong>Establishment of a Fair Work Agency</strong> - This agency will protect employee rights and enforce compliance, particularly regarding holiday pay and sick pay. Procedures are likely to be similar to those applied to the national minimum wage enforcement, so fines and even prosecution could come into play too.</li>
</ul>
<p>Whilst the introduction of the agency won&rsquo;t be immediate, employers should already start to consider and react to the potential increased risk of enforcement action and start to plan accordingly, reviewing how they comply to legislation and regulation. It is worth noting that the agency will have access to historical records too, so any actions before the agency is established could come back to haunt any company that has disputes outstanding.</p>
<h2>Additional Family-Based Protections</h2>
<p>The Labour government has outlined a commitment to providing additional &lsquo;family-based&rsquo; protections and types of leave that will be given when an employee is dealing with personal issues beyond illnesses. As such, the new reforms have included changes and additions including:</p>
<ul type="disc">
<li><strong>Bereavement Leave</strong> - There will be a new statutory right to bereavement leave beyond the current parental bereavement leave.</li>
<li><strong>Paternity and Parental Leave</strong> - Similar to other employee rights, the right to paternity and parental leave will be given to all employees from day one of the employment.</li>
<li><strong>Protections for Pregnant Women and New Mothers</strong> - Stronger protections from dismissal while pregnant or on maternity leave will be created, as well as for a period after returning to work (this is likely to be 6 months).</li>
</ul>
<p>As is the case for many of these new legislations, employers must already start considering what actions they may need to take to ensure these new rights and protections are adhered to, reviewing and amending existing policies and procedures where appropriate.</p>
<h2>Gender Pay Gap</h2>
<p>Whilst work has been done to narrow the gender pay gap in recent years, Labour&rsquo;s new legislation and laws have put a spotlight on what else there is to do, and how much there is to do too.</p>
<p>There are already reporting requirements on gender pay gaps for organisations of over 250 employees, but employers will soon have to go further in their reporting and action taking.</p>
<ul>
<li><strong>Mandatory Action Plans</strong> - Employers will be required to develop and publish plans to reduce gender pay gaps within their business and wider industry. &nbsp;Additionally, they must strive to provide more support to women during the menopause.</li>
</ul>
<p>These regulations will likely be implemented in 2026, but as they are vital to achieving more equitable and diverse workforces, it will pay for employers to consider actions as soon as possible. This includes developing and putting in place equality action plans; addressing gender pay gaps; and assessing how female employers are being supported.</p>
<h2>Flexible Working</h2>
<p>A renewed focus on flexible working will drive a motion to promote a better work-life balance for employees and make clearer the flexible working policies and processes of all employers, to ensure that both sides of the working relationship understand their needs and expectations.</p>
<ul>
<li><strong>Default Position&nbsp;</strong>- Flexible working will become the default, with employers required to show that refusals are reasonable. Without specific grounds to do otherwise, employers must permit an employee to work flexibly.</li>
</ul>
<p>Policies and processes will need to define what is and is not reasonable refusal of flexible working, and employers must adhere to them &ndash; fairly and consistently. In preparation, employers need to take responsibility for considering what &lsquo;reasonable&rsquo; is and planning accordingly.</p>
<h2>New Worker Protection Measures</h2>
<p>There will be a continued emphasis on safeguarding employees from sexual harassment, with specific and more rigorous obligations on employers to help protect their people from harassment &ndash; including from third parties such as customers or passengers.</p>
<p>Employers will need to address any harassment and take action against it; failure to do so could result in a 25% increase in compensation for employees who successfully bring harassment claims.</p>
<ul>
<li><strong>Sexual Harassment</strong> -&nbsp;Employers must take reasonable steps to prevent sexual harassment; this includes conducting risk assessments and supporting affected employees. They must also demonstrate that they are doing everything reasonably possible to prevent harassment and act when promptly when incidents occur.</li>
</ul>
<p>Whilst people-facing employees are most at risk of harassment, employers&rsquo; obligations apply to all employees, regardless of their role or working location. Safeguarding must be front and centre of all risk assessments, company-wide, and reviews of processes put in place to prevent &ndash; and react to &ndash; incidents must take place regularly and thoroughly.</p>
<h2>Future Prospects and Consultations</h2>
<p>In addition to these 13 key changes being implemented in the short to medium term, the Labour government has outlined further plans for employment law reform in the coming years, including:</p>
<ul type="disc">
<li><strong>Right to Switch Off</strong> - There will be regulations introduced to prohibit employers from contacting employees outside working hours, as part of a drive to create a better work-life balance for all.</li>
<li><strong>Ethnicity and Disability Pay Gap Reporting</strong> - Mandatory reporting to address pay disparities will be introduced, with the aim of identifying ways of narrowing pay gaps.</li>
<li><strong>Reform to Employment Status</strong> - Providing greater clarity on employment status and removing the intermediate category of &lsquo;worker&rsquo;.</li>
</ul>
<h2>In Summary</h2>
<p>Labour&rsquo;s legislative changes signify a shift towards what will hopefully become more inclusive, equitable, and safe work environments.</p>
<p>Whilst these reforms aim to benefit employees, they have the potential to improve the way businesses operate and perform too and futureproof them as the working world &ndash; and the people within it &ndash; constantly change.</p>
<p>Now, and going forward into a brighter future, companies must stay informed and prepared to adapt their policies and practices to comply with the evolving landscape of employment law.</p>
<p><a href="https://pages.impellam.com/hubfs/Employment%20Law%20Changes%20-%20Impellam%20and%20DWF.pdf">Click here to read Impellam's full report.</a></p>

Since their election in Autumn 2024, the Labour Government have outlined several changes to Employment Law, regulation and reform. 

Understanding what the new Labour Government means for Employment Law

<ul>
<li><strong>75% of Lab Leaders highlight automation</strong> as important to driving lab efficiency and innovation&nbsp;</li>
<li><strong>55% say efficiency is key</strong> to innovating process, performance and production &nbsp;</li>
<li><strong>70% flagged concerns</strong> for staff retention; <strong>60% worry about talent acquisition </strong>too&nbsp;</li>
</ul>
<p>Lab leaders are concerned about the undermining of lab efficiency and innovation, due to implications of multi-faceted operational, financial and recruitment and retention constraints, according to new insights gathered by Functional Service Provider (FSP) and industry-leading life science &amp; clinical talent specialists, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy and SRG</a>. &nbsp;</p>
<p>The <a href="https://www.srgtalent.com/lab-leader-vision-2025" target="_blank" rel="noopener">Lab Leader Vision 2025 report</a>, highlighting the thoughts, opinions and experiences based on a survey of over 1000 UK laboratory leaders, reveals that whilst labs remain under pressure to boost efficiency and continue delivering high-value strategic science, they are doing so whilst operating under restrictions caused by the STEM-wide skill gap, tightening budgets and restrictive processes. &nbsp;</p>
<p>The report spotlights a growing emphasis on the power of automation and workflow optimisation, supported by a continued focus on upskilling and people development. Improving efficiency is the key to innovation in labs, according to 55% of lab leaders asked; though with 50% highlighting a current reliance on time-consuming manual processes, there is plenty of work to do. &nbsp;</p>
<p>In response to these challenges, automation was considered critical for future innovation by 28% of lab leaders, with a majority (55%) stating workflow optimisation has a vital role to play &ndash; sentiments reflected by Neil Jacques, Client Solutions Director at SRG: &nbsp;</p>
<p>&ldquo;Lab leaders and their teams are the experts in their respective fields, there can be no doubt. But even with their skills, extensive experience and passion, there is only so much they can do &ndash; especially in the face of operational, financial and recruitment challenges and the pressure to remain at the top of the game. AI, automation and workflow optimisation has the power to relieve some of this pressure and enable labs to focus on what they do best &ndash; driving forward the future of science.&rdquo; &nbsp;</p>
<p>Additionally, there are growing concerns regarding the skills and expertise gap within labs; a trend that is unfortunately prevalent across STEM. Lab leaders are not only uneasy about the potential for finding, attracting and hiring the next generation of lab talent, but also retaining the experts behind the pharmaceutical and biotech sectors.&nbsp;</p>
<p>Almost three-quarters of respondents to the Lab Leader Vision 2025 survey are worried about retaining staff, with 60% facing challenges when acquiring talent for labs too. Furthermore, 10% of lab leaders believed that recruiting and retaining talent will be the biggest challenge they&rsquo;ll face in 2025. &nbsp;</p>
<h3>Looking ahead&nbsp;</h3>
<p>Offering detailed commentary, the Lab Leader Vision 2025 report is designed to not only highlight current laboratory challenges, but also open the doorway to potential actions and responses. &nbsp;</p>
<p>For example, the report emphasises the power of growth and future development. 95% of lab leaders believe that prioritising upskilling is not only vital, but easily actionable too, and can have major implications when looking to retain talent and shape workforces who can drive efficiency and achieve lab innovation. &nbsp;</p>
<p>And with technology such as robotics and AI changing the way many industries operate, there is seemingly endless scope to streamline and automate processes, enabling pharmaceutical and biotech experts to focus their efforts on shaping the science of tomorrow. &nbsp;</p>
<p>The insights from this groundbreaking report also highlight the potential power of Synergy and its laboratory management solutions &ndash; developed and delivered to support business continuity, continued improvement and increase the time a lab and its people have to focus on their core science strategies and projects.&nbsp;</p>
<p>Carol Jennings, Operations Director, Synergy Scientific Solutions commented: &ldquo;This is an exciting release for Synergy and SRG, highlighting our dedication to &ndash; and support of &ndash; laboratories and their leaders in the face of a multitude of current and future challenges. &nbsp;</p>
<p>&ldquo;Utilising the data and insights we have gathered from the Lab Leader Vision 2025 report, Synergy&rsquo;s expertise will be able to continue to transform laboratories and help them operate more efficiently, accurately and innovatively through a Functional Service Provision (FSP) model that is tailored to labs, their goals and the specific requirements of their people, skills and the way they work.&rdquo;&nbsp;</p>
<h3><a href="https://www.srgtalent.com/lab-leader-vision-2025"><span class="TextRun Underlined SCXW242569253 BCX0" lang="EN" xml:lang="EN" data-contrast="none"><span class="NormalTextRun SCXW242569253 BCX0" data-ccp-charstyle="Hyperlink">Download your free &lsquo;</span><span class="NormalTextRun SCXW242569253 BCX0" data-ccp-charstyle="Hyperlink">LAB LEADER VISION </span><span class="NormalTextRun SCXW242569253 BCX0" data-ccp-charstyle="Hyperlink">2025</span><span class="NormalTextRun SCXW242569253 BCX0" data-ccp-charstyle="Hyperlink">&rsquo;</span><span class="NormalTextRun SCXW242569253 BCX0" data-ccp-charstyle="Hyperlink"> report on our website.</span></span><span class="NormalTextRun SCXW242569253 BCX0">&nbsp;</span><span class="EOP SCXW242569253 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:276}">&nbsp;</span></a></h3>
<hr>
<h3>About Synergy - Functional Service Provider (FSP)</h3>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy</a> provides a flexible FSP model, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries. &nbsp;</p>
<p><a href="https://www.srgtalent.com/" target="_blank" rel="noopener">Powered by SRG</a>, we take a collaborative approach to delivering fundamental core scientific activities, working closely and directly with your team to understand existing processes and infrastructure, identify areas to improve operational efficiencies and innovation, and support business continuity and continued improvement. All whilst allowing your people to focus on what&rsquo;s most important &ndash; your core strategic science and projects. &nbsp;</p>
<p>&nbsp;</p>

We recently released our Lab Leader Vision 2025 report. Learn more about the key challenges and innovative solutions uncovered in our press release.

Innovation thrives in labs, but operational, financial and staffing hurdles persist, Synergy by SRG finds 

<p>In the post-COVID landscape, the talent market looks set to become more challenging than it once was.</p>
<p>As working patterns and skill sets change, having wholesale visibility of your contingent/temporary workforce and the wider talent pool is vital if you&rsquo;re to get the right people, in the right roles, at the right times.</p>
<p>In this introductory guide, we&rsquo;ll talk you through MSP recruitment &mdash; what it is, how it can benefit your business and how to choose the right provider. We'll also help you:</p>
<ul>
<li>Understand the core tenets of a managed service solution</li>
<li>Discover how it can help you attract and retain the best contingent talent</li>
<li>Learn how to get the most out of an MSP recruitment partner</li>
</ul>

Your Guide to MSP

<p>At SRG, we understand the challenges that come with hiring scientific and engineering talent &ndash; whether you&rsquo;re starting and scaling up a business or an established leader in your field. That's why we offer tailored services to best serve our clients' needs.</p>
<p>With over 30 years of experience our team of consultants can provide guidance and support on all aspects of the recruitment process.&nbsp;</p>
<h2><strong>Our Services - Scotland</strong></h2>
<p>As the UK&rsquo;s largest Life Science recruiter, we recognise Scotland is the home of world class innovation as well as housing many STEM start-ups and SMEs.</p>
<p>As a recruitment consultancy, we are proud to offer our clients staffing and recruiting solutions that are tailored to their needs, no matter the size of their business. Our consultants have a diverse range of technical and scientific backgrounds, enabling them to provide bespoke solutions that help create the desired impact.&nbsp;<br><br>We offer support from the bench to the boardroom, providing a comprehensive service that covers all of the areas required to ensure successful recruitment. Our expertise enables us to source the most suitable candidates and provide the right advice to ensure that our clients can access the best talent.&nbsp;<br><br>Our consultants are passionate about helping our clients to reach their recruitment goals. Our team works hard to provide personalised solutions that are tailored to each client, making the process as simple and efficient as possible. We are committed to providing the highest levels of service with the ultimate aim of ensuring that our clients can access the best talent.&nbsp;</p>
<p><img src="https://srgtalent-cm-scprod.impellam.com/-/media/srg/1---new-website/final/insights/expect-to-discover-specialised-costingprice-plans-for-start-ups-access-to-new-phd-and-stem-graduates.png?h=177&amp;w=380&amp;hash=814727DAE0E959E6D181B8E8FA25ECEC" alt="">&nbsp;</p>
<p>If you would like to find out more about how our consultants can help your business, download our guide.</p>
<p>&nbsp;</p>

SRG Scotland

<article class="rich-text-article full-width">
<div class="l-container">
<p>Changing skills requirements have widened the UK skills gap and generated a competitive talent market, where organisations are paying increasingly higher wages to attract a limited pool of qualified candidates.</p>
<p>To succeed in a rapidly changing and evolving world of work, STEM leaders must not only adapt and reconsider the skills needed to succeed, but the way they source those skills and maintain workforce agility across times of uncertainty.</p>
<p>Early talent strategies pave the way to affordable and sustainable talent pipelines which enable scientific businesses to activate their business strategies and futureproof organisational success.</p>
</div>
</article>
<section class="form-container-section">
<div class="l-container">
<div class="rich-text-container">
<article class="rich-text-article">
<h2>Bridge the Skills Gap with Early Talent</h2>
<p>In this whitepaper, we provide actionable guidance, insights, and expertise to support STEM businesses in bridging the skills gap through Early Talent.</p>
<p>Alongside providing strategic advice for Early Talent programmes, we delve behind the priorities, motivations and needs of early talent groups entering the talent market today.</p>
<p><strong>Download to find out:</strong></p>
<ul>
<li>What is an Early Talent strategy</li>
<li>How Early Talent supports STEM workforce challenges</li>
<li>Priorities and motivators for Early Talent</li>
<li>How to power candidate pipelines with Early Talent</li>
<li>Common hurdles in building a successful Early Talent strategy</li>
<li>How SRG can help advise on your strategy</li>
</ul>
</article>
</div>
</div>
</section>

How Early Talent can Help with the Skills Gap

<p>Diversity in the workplace is one of the key drivers of innovative thinking, creativity and problem-solving and an attractive prospect to top talent. To maintain a competitive environment businesses must hire and retain top talent therefore including a D&amp;I agenda within their talent attraction programme is vital. This SRG guide will show you how to:</p>
<ul>
<li>Benchmark and collect data</li>
<li>Bring D&amp;I into your internal &amp; external comms</li>
<li>Ensure diversity is at the heart of your recruitment process</li>
<li>Create a culture of inclusivity in the workplace</li>
</ul>

An SRG Guide to Diversity and Inclusivity

<p>Onboarding is a critical step in the employee lifecycle and research shows that the quality of onboarding has a major impact on the overall job satisfaction and retention of employees. According to survey research, organisations considered in the top 20% in terms of onboarding had 91% first-year retention and 62% of new hires reaching their first-year goals compared with the bottom 30% of organisations which reported 30% and 17% goal completion for the same timeframe.</p>
<p>In a world where we are increasingly having to utilise the virtual options available to us, how can businesses integrate a successful onboarding programme into the virtual world?</p>
<p><strong>Office-based&nbsp; - remote onboarding</strong></p>
<p>In an office environment, the challenges are infinitely less daunting than for laboratory or manufacturing environments. As with all effective onboarding programmes the focus should be on making new hires feel welcome and excited about the business in the right time frame and containing the right information to get them up and running as fast as possible. Making the switch to a virtual platform will require tweaking of usual practices and maybe even timeframes, and a good first step is to really think about what is covered in your existing set up and what purpose it serves. Once you know that the steps and processes are necessary, here are some ideas about how to translate them into the virtual world.</p>
<p><strong>Length of onboarding programme</strong></p>
<p>Spread your onboarding programme over a few days/weeks. This ensures that flexibility can be built into peoples&rsquo; day. It can also be overwhelming to assimilate all the information quickly in a fully remote setting.</p>
<p><strong>Meeting the team</strong></p>
<p>Typical onsite onboarding is peppered with face to face meetings and casual greetings from team members. Think about starting your onboarding process with a live session that covers company culture, values, products and services and ending it with a live session like a Q &amp; A on anything they want to ask about the company, who&rsquo;s who, where to find what etc. Pepper the week with either pre-recorded videos making them feel welcome or quick catch up video call sessions. &nbsp;Consider introducing a buddy system, whereby new starters have a go-to person to ask anything and this ensures they have that immediate friendly face when joining, even if over video or phone. Why lead with company culture? A LinkedIn survey of over 3000 professionals found that 70% of them would leave a company if it had a bad culture and 71% said they would take a pay cut for a company that shares their values and has a mission they believe in. It pays to place an emphasis on your company culture and why it is important to the business.</p>
<p><strong>Get practical</strong></p>
<p>A couple of the most challenging areas for people to get used to when starting a new role, are the systems and filing of a new company. Setting scavenger hunt type activities are an interactive way to get people used to navigating systems and finding the documents they need to get their role done.&nbsp;</p>
<p><strong>Communicate</strong>&nbsp;<strong>and then communicate some more!</strong></p>
<p>People feel vulnerable in new situations and anxiety levels can be high. Questions around whether they will make personal connections with the team, &nbsp;whether their knowledge will add</p>
<p>value and how quickly they can impress may arise in the individual. To overcome these fears, communication should cover not only the practical but also the social elements of starting a new job. Think about running an online quiz with after-work drinks for example to ensure the social elements are also covered.</p>
<p><strong>Tech</strong></p>
<p>The technical side of virtual onboarding can often be the most challenging. Usually, laptops and any other kit pertaining to the role is handed over on the first day and any configuration can then be set up to ensure a smooth transition into the role. When people are based remotely the tech needs to be sent directly to the team member and this requires extensive and slick comms with the IT team so that software can be configured correctly and in a timely manner for that individual. To ensure the smooth running of this, it could be an idea to set up an online meeting with tech support that lasts the entirety of the download, set up and configuration as often the download stage can lead to further problems and without the onhand support this can cause frustration and delay.</p>
<p><strong>Make it engaging</strong></p>
<p>Interactive elements help to make virtual onboarding more effective. Technology such as Zoom allows you to create break out rooms/groups. This then enables you to create discussion environments around the main speaker session.</p>
<p><strong>Other environments</strong></p>
<p>During times where physical contact needs to be limited (during a global pandemic for example!) onboarding can be a more challenging experience for roles that require a person to be onsite. How do you effectively recruit and onboard where the usual processes are not possible? For some elements of the role: documentation that needs submitting, health and safety policies, company culture, intro to other parts of the business, systems and tech as well as training, the above advice would also apply.</p>
<p>With the use of video technology, the recruitment process has been fully assimilated into the virtual world. Hinterview, Skype and Zoom are some technologies SRG has been using to help clients continue to hire.</p>
<p>If you need any advice on virtual onboarding&nbsp; please get in touch:&nbsp;<strong><a href="mailto:info@srgtalent.com">info@srgtalent.com</a></strong></p>

A Guide to Virtual Onboarding for the Life Science Industry

<p>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.</p>
<p>To better understand these challenges and what can be done to address them,&nbsp;<strong>Synergy by SRG surveyed over 1,000 laboratory leaders&nbsp;</strong>for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;</p>
<p><strong>Download the Lab Leader Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;</strong></p>
<ul>
<li>Talent attraction and retention &nbsp;</li>
<li>Skills and expertise gaps&nbsp;</li>
<li>Efficiency and operational challenges&nbsp;</li>
<li>Technology, automation and digitisation</li>
</ul>

Discover the key challenges facing lab leaders and actionable solutions for overcoming them. The Lab Leader Vision report by Synergy reveals strategies for boosting productivity, efficiency, and resilience in the laboratory landscape. 

Lab Leader Vision 2025

<h2>The Situation: SRG&rsquo;s Early Careers partnership with a leading Global Biopharma Company&nbsp;</h2>
<p>SRG are proud to have worked in partnership with one of the world&rsquo;s leading Biopharma companies since early 2015, providing support for their UK Industrial Placement and end-to-end Early Careers programmes across all their UK sites, including nine manufacturing sites, a global R&amp;D site and the company&rsquo;s corporate headquarters.&nbsp;</p>
<p>The company approached SRG to assist them in centralising the recruitment process for early careers talent. Historically it had been the HR team at each site coordinating the Early Talent programme independently and there was no shared process or way of working. &nbsp;</p>
<p>In 2021, the partnership was further developed to meet growing early careers requirements, with SRG providing a full RPO and Talent Partner service that fully embeds SRG&rsquo;s early careers experience and expertise within the client&rsquo;s own early talent team. &nbsp;</p>
<p>Through this fully integrated, fully managed, and connected RPO programme, which includes a dedicated, fully embedded Talent Partner who is present onsite and virtually when required, SRG are challenged to find and place the very best undergraduates on a Fixed Term Contract within the Biopharma company. &nbsp;</p>
<p>&nbsp;</p>
<h2>The Solution: SRG&rsquo;s full RPO and Talent Partner service&nbsp;</h2>
<p>Building on the experience and knowledge gained through our existing partnership, SRG developed an <a class="customLink" href="https://www.srgtalent.com/business-solutions/recruitment-process-outsourcing-and-permanent-workforce-solutions" target="_blank" rel="noopener">RPO </a>and <a class="customLink" href="https://www.srgtalent.com/business-solutions/early-talent" target="_blank" rel="noopener">Talent Partner service</a> for an end-to-end approach to the organisation&rsquo;s early careers talent requirements. A service that allows SRG to not only work with their expert teams, but as part of them too. &nbsp;</p>
<p>SRG&rsquo;s dedicated Early Careers team, understanding the requirements of the client, their company&rsquo;s values, and the way their people work, are embedded within the biopharma company&rsquo;s own Early Talent Team, supporting them through the entire early talent recruitment process &ndash; from identifying their talent gaps and how to fill them to on-boarding successful candidates. &nbsp;</p>
<p>In line with the client&rsquo;s requirements, and the goals of SRG&rsquo;s dedicated RPO and Talent Partner service, the responsibilities of our integrated Talent Partner and Early Careers Talent experts include:&nbsp;</p>
<ul>
<li>Interacting with Key Stakeholders to gather job details and volumes for each campaign.&nbsp;</li>
<li>Managing the full job advertisement process from sign off through to job posting at go live.&nbsp;</li>
<li>Managing the online application process, with up to 12,000 applicants per recruitment campaign.&nbsp;</li>
<li>Candidate communication management using all methods including video meetings, ensuring all communication is in line with the organisation&rsquo;s communication style and Tone of Voice. &nbsp;</li>
<li>Supporting candidates through online testing stage.&nbsp;</li>
<li>Managing the completed applications and progressing the applicant to the next stage of the process.&nbsp;</li>
<li>Screening applications for successful candidates.&nbsp;</li>
<li>Creating and presenting a shortlist of suitable candidates to Hiring Managers in line with pre-agreed benchmarks.&nbsp;</li>
<li>Organising and facilitating candidate attendance to assessment centres and interviews.&nbsp;</li>
<li>Ownership of Assessor Training ahead of candidate assessment centres.&nbsp;</li>
<li>Managing the offer and rejection process including feedback conversations. &nbsp;</li>
<li>Completing on-boarding and Pre-Employment Screening process.&nbsp;</li>
<li>Reporting on the statistics and data throughout the recruitment campaign and producing a pipeline report detailing the volumes or applications at each stage of the process, along with diversity monitoring.&nbsp;</li>
</ul>
<h2>&nbsp;</h2>
<h2>The Results: Early Careers Solutions in Action at Global Biopharma Company&nbsp;</h2>
<p>Having worked with them in the early careers space since 2015, the SRG Early Talent team understands, and embodies the client&rsquo;s values themselves.&nbsp;</p>
<p>While the way we have worked with this industry-leading company has evolved over the years, our team have drawn on our recruitment expertise in the wider scientific market to create innovative solutions to support different ways of working that benefit the overall programme. We are also equipped for agility, and can flex and scale with changing requirements, while creating a streamlined and positive journey for a high volume of applicants.&nbsp;</p>
<p>With the Early Careers Strategy and RPO Service in place, SRG has taken the lead on the delivery and continued development of this client&rsquo;s Early Talent programme, heading up a project management structure &ndash; which included stakeholders from both companies &ndash; that focuses on efficiency, quality, and cost effectiveness &ndash; whilst still ensuring needs are met and a best-in-class solution is achieved. &nbsp;</p>
<p>The implementation of a dedicated SRG team has maximised engagement and buy-in from stakeholders; and led to the implementation of new supporting technologies and methods.&nbsp;</p>
<p><strong>Programme Stats:&nbsp;</strong></p>
<ul>
<li>Over 12,000 applicants managed each year&nbsp;</li>
<li>Circa 300 candidates placed every year&nbsp;</li>
<li>Working across 4 business areas of the global biopharma company&nbsp;</li>
<li>Supporting 7 UK sites&nbsp;</li>
</ul>
<hr>
<h3>Testimonial</h3>
<p><em>&ldquo;We always see huge enthusiasm from the Early Talent team at SRG to support new partnerships and initiatives, such as the 10,000 Interns programmes. At short notice, the team stepped in to help us screen and match candidates with opportunities provided by the business, allowing us to place over forty people into internships this summer.&nbsp;</em></p>
<p><em>The insight provided by the team also allows us to understand the diversity of our pipeline right through the process, without having to wait for an end of campaign review after the fact &ndash; this allows us to take action to address challenges upfront, rather than after the fact for the following year. &nbsp;</em></p>
<p><em>It is the proactivity of the team that impresses me most &ndash; if we see low completion rates on an assessment, the team come prepared with a proposal to address it. We get the same commitment to getting it right as if the team were in-house. I also appreciate the focus put on customer experience; the team are always going the extra mile to make candidates&rsquo; and hiring managers&rsquo; journey as positive as they can be.&rdquo; </em></p>
<p><strong>Head of Early Talent Recruitment at a Global Biopharma Company&nbsp;</strong></p>
<hr>
<h2>Need expert help with your organisation&rsquo;s Early Careers requirements?&nbsp;</h2>
<p><a class="customLink" href="https://www.srgtalent.com/business-solutions/early-talent" target="_blank" rel="noopener">SRG&rsquo;s Early Careers team</a> have extensive, diverse experience working with leading STEM organisations, helping them to find, attract and hire the very best early talent available to help futureproof the workforce of tomorrow, today. &nbsp;</p>
<p><strong>Interested in finding out how our specialist solutions can meet your needs?&nbsp;</strong><a class="customLink" href="https://www.srgtalent.com/business-solutions/early-talent" target="_blank" rel="noopener">Talk to our experts today&nbsp;</a></p>

Having worked in partnership with them since early 2015, SRG was tasked by a leading Global Biopharma Company to meet their growing early careers requirements through a fully integrated, fully managed and connected RPO and Talent Partner service. 

How SRG Transformed Early Careers Recruitment for a Leading Global Biopharma Company   

<p>With the STEM industry constantly evolving, and the skills it needs to continue to evolve ever-changing too, STEM organisations are having to rethink the way they find, attract and retain the very best STEM talent available.</p>
<p>Contrary to what many think, simply paying well isn't enough. Instead, companies must improve their ability to ensure their people feel enabled, valued and have access to other attractive perks too, as highlighted by a group of industry experts in a recent SRG webinar &ndash; an event focused on the insights from <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">SRG &amp; New Scientist&rsquo;s Global Talent Trends &amp; Insights report</a>, which detailed the insights from 4,000 professionals in life sciences from the UK, US, and Europe.</p>
<p>Life sciences companies are in uncertain times. To continue to develop and thrive, they must become more agile and competitive. To enable this, according to the panellists, talent is the key. Achieving success, though, relies on companies&rsquo; abilities to enable skilled individuals to use their talent via efficient, impactful methods that lead to faster-to-develop, more reliable achievements, whether it's developing groundbreaking drugs, medical devices, or diagnostic tools.</p>
<p>&ldquo;There is pressure to do more with less, but there is a real focus on that speed of getting innovation to market as soon as possible. And I really do feel that now more than ever leaders&nbsp;<a name="_Int_k2LQIvDR"></a>must demonstrate a real level of adaptability and flexibility in everything that&nbsp;<a name="_Int_cgOn7FNf"></a>they're doing,&rdquo; according to Philippa Clark, Senior Client Manager with SRG in the UK.&nbsp;</p>
<p>Clark continued to discuss how, with UK life sciences investment remaining high, contingent talent was becoming increasingly important for enabling work to be done most efficiently and cost-effectively. This has resulted in an increasing focus on resources related to Statement of Work, the direct acquisition of adaptable talent, and various employment agreements to assist medical technology and pharmaceutical companies in achieving higher revenue growth.<span lang="EN">&nbsp;</span></p>
<h2><span lang="EN">A growing, unwavering demand for talent</span></h2>
<p>With&nbsp;<a href="https://www.srgtalent.com/blog/pay-for-life-science-workers-rises-fastest-in-the-uk-but-still-lags-behind-north-america-and-europe">spending anticipated</a>&nbsp;in the near future, worldwide demand for STEM talent is likely to remain high. Justin Mullins, a panellist on the&nbsp;webinar and Consultant Editor at New Scientist, believes that the COVID pandemic and its ongoing implications have led to other projects being delayed or, in some cases, abandoned. Mullins discussed how, when the pandemic was over, many life sciences companies faced a huge project backlog, which has driven talent demands further.</p>
<p>According to Mullins, UK life sciences companies have since kick-started their research and development work, with more efficient innovations high on the agenda. The sector has started to turn the tide on its backlog, with Mullins stating that it has &ldquo;turned into a streamlined, forward-thinking agile agency, which is really accelerating the way in which Innovation can be brought to market.&rdquo; Meanwhile, thanks to the post-COVID &lsquo;bounce&rsquo;, and the recent UK election now over, companies have more stability to focus on growth and accelerate the industry&rsquo;s talent attraction needs.</p>
<p>This trend, however, will put additional pressure on talent scarcity. Last year, salaries in life sciences rose markedly, especially in the UK, where the average pay rose more than 11%, <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">according to the SRG and New Scientist report.</a> Above average wage growth was reported, with 3.4% growth in Europe and 3.9% in North America respectively. Additionally, a further challenge for employers looking to hire and attain high-level talent was highlighted in data that suggests around 60% of all workers surveyed planned to change jobs in the near future.</p>
<h2>Addressing the challenges for Life Sciences employers</h2>
<p>Patrick Stedman, webinar panellist and SRG US Senior Vice President, discussed the need for companies across life sciences to look at ways to hire, motivate and retain the best STEM talent beyond the usual offers of higher wage compensation, referencing insights from the <a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">Talent Trends &amp; Insights report</a> that highlighted how 62%STEM professionals ranked wages lower than other employment benefits as the reason for joining a company.</p>
<p>In fact, more than monetary gain, many workers feel it is imperative that the organisation they work for is diverse and inclusive for all. According to Stedman, the values of an employer, its purpose, and how it treats its people is the most important, deciding factor for talent when considering whether to join, or stay at, a company.</p>
<p>&ldquo;If you look at the STEM portfolio, specifically within life sciences and clinical,&nbsp;<a name="_Int_kmMLLUOe"></a>we're&nbsp;<a name="_Int_Km8s5b2c"></a>a very diverse population so&nbsp;<a name="_Int_YmicE7sN"></a>it's extremely important that we are keeping at the forefront.&nbsp;<a name="_Int_hA7Gzz5A"></a>It's a catalyst in all these organizations to understand how important it is to promote inclusivity and diversity &mdash; promoting it in a way that&nbsp;<a name="_Int_WTl2CZN0"></a>it's openly discussed and that we're in a position where people are comfortable with understanding the mission, vision, and value of these organizations.&rdquo; said Stedman.<span lang="EN">&nbsp;</span></p>
<h2>The power and impact of Artificial Intelligence in Life Sciences</h2>
<p>Artificial intelligence is making its mark across all industries. In life sciences, the wide-scale abilities of AI are not only helping to drive innovation forward, but it is also requiring professionals to constantly adapt, evolve and look forward to, and undertake training and development to upskill and keep up-to-date with current trends and tech.</p>
<p>This goes beyond core, hard skills too. According to the Trends &amp; Insights research, critical thinking, problem-solving, creativity, and adaptability are key skills that employees wish to develop further.</p>
<p>According to Tracy Monsour, Senior Vice President of Marketing for the Impellam&nbsp;<a name="_Int_mgUfE9mI"></a>Group and a member of the&nbsp;<a name="_Int_uN68FDUX"></a>webinar panel, the ability of people to adjust to the changing nature of work and the impact of AI, will be critical to the success of companies in life sciences.</p>
<p>&ldquo;The topic of upskilling and reskilling is going to be one that we're talking about for a very long time,&rdquo; Monsour said, especially as artificial intelligence is fundamentally transforming how medtech and pharma companies operate. &ldquo;AI is necessary for skill sets, in terms of advancing research, development production and manufacturing of the products that impact the greater life sciences industry.&rdquo;</p>
<p><span lang="EN">Indeed, there is already a growing belief that AI is changing the nature of job roles completely, with many respondents to the insights survey </span><a href="https://www.srgtalent.com/blog/ai-impact-in-stem-industries"><span lang="EN">highlighting how the technology is making their work more efficient</span></a><span lang="EN">. </span></p>
<p><span lang="EN">The full impact of AI on working environments </span>remains to be seen. But what we can say for certain is that investing in people through upskilling and reskilling, raising engagement through purpose and value, enhancing human capabilities with technology, or a combination of all these initiatives, will always be key to the success of companies and their industries overall.<span lang="EN">&nbsp;</span></p>
<hr>
<p>For even more insights, request your copy of the&nbsp;<a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">2024 Talent Trends &amp; Insights Report</a>&nbsp;by New Scientists Jobs and SRG.</p>
<p>And, to see the complete round-table discussion on how to unlock talent trends and insights,&nbsp;<a href="https://www.linkedin.com/events/howtounlocktalenttrends-insight7235016626008473601/theater/"><span lang="EN-US">click here</span></a>.</p>

In life sciences, recruiting the very best talent available is the key to success. However, in this highly competitive industry, the demand for not only finding the right talent, but attracting and retaining them too, is higher than ever before.  

Shaping the future of Life Sciences: Finding, hiring and retaining the best STEM talent 

<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">In a dynamic and rapidly evolving world of work, how can employers of STEM talent attract and retain the best people in a competitive labor market? Contrary to popular belief, good salaries alone won&rsquo;t do it. Rather, companies need to do a better job of offering purpose and other compelling benefits to candidates, according to a panel of work experts who recently spoke on an SRG <a name="_Int_mCIji8nm"></a>webinar. The event focused on the findings of New Scientist&rsquo;s Global Talent Trends &amp; Insights report, which surveyed the sentiments of 4,000 life sciences professionals across the UK, US, and Europe. <a href="https://www.srgtalent.com/us/blog/careers-in-life-sciences"><span style="text-decoration: none; text-underline: none;">Discover </span><span lang="EN" style="mso-ansi-language: EN; text-decoration: none; text-underline: none;">Who Has the Best Pay in Life Sciences</span></a>.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">Facing today&rsquo;s climate of uncertainty, life sciences companies are challenged to become more agile and competitive, and <a name="_Int_vtPlgZfI"></a>it&rsquo;s clear that talent is the lever to make this happen, according to the panelists. Success, however, depends on employers acquiring and <span style="mso-bidi-font-weight: bold;">utilizing<strong> </strong></span>talent in cost-effective, impactful ways that achieve milestones more quickly and consistently, whether that&rsquo;s developing a new blockbuster drug, a new medical device, or a diagnostic test.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">&ldquo;There is pressure to do more with less, but there is a real focus on that speed of getting innovation to market as soon as possible. And I really do feel that now more than ever leaders <a name="_Int_k2LQIvDR"></a>have to demonstrate a real level of adaptability and flexibility in everything that <a name="_Int_cgOn7FNf"></a>they're doing,&rdquo; according to panelist Philippa Clark, Senior Client Manager with SRG in the UK.&nbsp;</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">Clark explained that with investments in the UK life sciences sector remaining strong, employers increasingly turn to contingent talent to get work done more cost-effectively and efficiently. This has led to growing interest in statement of work resources, <a href="https://www.srgtalent.com/us/business-solutions/direct-hire"><span style="text-decoration: none; text-underline: none;">direct sourcing</span></a> of flexible talent, and other work arrangements to help medtech and drug manufacturers drive revenue growth. And the pressure to meet work goals is not isolated <a name="_Int_TzmnGWmD"></a>to the UK and Europe. In fact, one-third of those surveyed by New Scientist in North America say they expect their department to receive budget increases by the end of 2025. </span></p>
<p class="MsoNormal"><span lang="EN">&nbsp;</span></p>
<h2 class="MsoNormal"><strong style="mso-bidi-font-weight: normal;"><span lang="EN">Demand for talent unabated</span></strong></h2>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">With <a href="https://www.srgtalent.com/us/blog/pay-for-life-science-workers-rises-fastest-in-the-uk-but-still-lags-behind-north-america-and-europe">spending anticipated</a> in the near future, demand for STEM talent will <a name="_Int_HWAmTVj1"></a>likely remain sustained worldwide. One reason is that during the pandemic, a disproportionate amount of research went to treating COVID, leading to deprioritization of other projects, according to Justin Mullins, a panelist on the <a name="_Int_faaOO6WJ"></a>webinar and Consultant Editor at New Scientist. He pointed out that when the pandemic was over, many life sciences companies faced a backlog of projects. This led to a surge in demand for talent, and that appetite for resources has not diminished.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">Mullins pointed out that UK life sciences companies have since stepped up research and development work and appear poised to innovate more quickly. The sector has overcome the backlog and &ldquo;turned into a streamlined, forward-thinking agile agency, which is really accelerating the way in which Innovation can be brought to market,&rdquo; he said, pointing out the post-COVID &ldquo;bounce&rdquo; for businesses has also benefited from greater economic and political stability recently. With the UK&rsquo;s recent elections now over, he said companies can better focus on growth, which will further accelerate the sector&rsquo;s growing need for talent.&nbsp;</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">This trend, however, will put additional pressure on talent scarcity. Last year, salaries in life sciences rose markedly, especially in the UK, where the average pay rose more than 11%, according to New Scientist&rsquo;s research. Growth reached 3.9% in North America and 3.4% in Europe &mdash; figures all above the average wage growth for all jobs in those regions. At the same time, 60% of all workers surveyed said they planned to change jobs this year, further challenging employers to acquire and retain <a name="_Int_vGs5gESc"></a>great talent.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">How can life sciences <a name="_Int_fE48oPgB"></a>employers address this growing problem? As panelist and SRG US Senior Vice President Patrick Stedman noted, companies must offer more than just competitive compensation to acquire, motivate, and retain their best people. In fact, the Talent Trends &amp; Insights report found that 62% of STEM professionals ranked wages lower than other employment benefits as the reason for joining a company. Stedman said today&rsquo;s workforce is focused on the values of an employer, its purpose, and how it treats its people. Specifically, many workers want assurances that they <a name="_Int_EGX5JaSQ"></a>work for a diverse and inclusive organization.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">&ldquo;If you look at the STEM portfolio, specifically within life sciences and clinical, <a name="_Int_kmMLLUOe"></a>we're <a name="_Int_Km8s5b2c"></a>a very diverse population so <a name="_Int_YmicE7sN"></a>it's extremely important that we are keeping at the forefront. <a name="_Int_hA7Gzz5A"></a>It's a catalyst in all these organizations to understand how important it is to promote inclusivity and diversity &mdash; promoting it in a way that <a name="_Int_WTl2CZN0"></a>it's openly discussed and that we're in a position where people are comfortable with understanding the mission, vision, and value of these organizations,&rdquo; Stedman noted.</span></p>
<p class="MsoNormal"><span lang="EN">&nbsp;</span></p>
<h2 class="MsoNormal"><strong style="mso-bidi-font-weight: normal;"><span style="mso-ansi-language: EN-US;">AI and the urgency for skilling</span></strong></h2>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">Another priority for STEM talent is their need for upskilling. With AI proliferating across the life sciences industry, professionals increasingly need training and development to stay current with technology. And <a name="_Int_VAsB5PN4"></a>it&rsquo;s not just their hard skills that scientists seek to enhance; Talent Trends &amp; Insights research found that the competencies most people want to improve are cognitive ones, such as critical thinking, problem-solving, creativity, and adaptability. In the AI era, helping people adjust to the changing nature of work will be critical to long-term organizational success, according to Tracy Monsour, Senior Vice President of Marketing for the Impellam <a name="_Int_mgUfE9mI"></a>Group and a member of the <a name="_Int_uN68FDUX"></a>webinar panel.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">&ldquo;The topic of upskilling and reskilling is going to be one that we're talking about for a very long time,&rdquo; Monsour said, especially as artificial intelligence is fundamentally transforming how medtech and pharma companies operate. &ldquo;AI is necessary for skill sets, in terms of advancing research, development production and manufacturing of the products that impact the greater life sciences industry.&rdquo;</span></p>
<p class="MsoNormal"><span lang="EN">Indeed, half of those surveyed say AI will change the nature of their job completely, with a majority saying the technology already makes them more efficient at work.&nbsp;</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">In what other ways will </span><span lang="EN"><a href="https://www.srgtalent.com/us/blog/ai-transforming-life-sciences"><span lang="EN-US" style="mso-ansi-language: EN-US;">AI transform the future of work</span></a></span><span style="mso-ansi-language: EN-US;">? That remains to be seen, but one thing is clear: investing in people will continue to be a winning strategy in the future, whether <a name="_Int_tNmyHsKI"></a>that&rsquo;s through upskilling and reskilling, raising engagement through purpose and value, enhancing human capabilities with technology, or a combination of all these initiatives. The key to unlocking workforce potential requires insights and understanding of people&rsquo;s expectations of work and the key motivators that resonate with STEM professionals. </span></p>
<p class="MsoNormal"><span lang="EN">&nbsp;</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">To better understand the sentiments of life sciences professionals, request your copy of the <a href="https://www.srgtalent.com/us/salary-survey">2024 Talent Trends &amp; Insights Report</a> by New Scientists Jobs and SRG. Stay tuned for our 2025 survey questionnaire to be launched soon.</span></p>
<p class="MsoNormal"><span style="mso-ansi-language: EN-US;">To see the complete round-table discussion on how to unlock talent trends and insights, </span><span lang="EN"><a href="https://www.linkedin.com/events/howtounlocktalenttrends-insight7235016626008473601/theater/"><span lang="EN-US" style="mso-ansi-language: EN-US;">click here</span></a></span><span style="mso-ansi-language: EN-US;">. </span></p>

Recruiting the best talent is a key part of life sciences recruitment. The highly competitive industry and the demand for top talent is higher than ever.

Despite facing market uncertainty, life sciences employers’ winning strategy begins with talent 

<p>Dedication to Continuous Improvement (CI), driven by in depth understanding of processes, identifying and implementing improvement opportunities, and continually developing people, and their skills, can make high-impact, long-lasting positive changes to the way a lab functions and produces its work.</p>
<p>As an on-site scientific services provider, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Solutions</a> employs teams of experts based in our customers&rsquo; own labs. By interacting with customer staff and processes daily, our teams are ideally placed to contribute to the CI activities of the laboratories in which they work. With a dedicated Head of Quality and CI, and dynamic Learning and Development programme, Synergy ensures that our teams are skilled and ready to play an active role in the CI culture of their workplaces.</p>
<p>In this blog, we dive into how - through utilising lean six sigma methodology - Synergy achieves effective Continuous Improvement solutions and results, establishing high performing lab support functions and improvement processes.</p>
<h2>What is Continuous Improvement and lean methodology?</h2>
<p>Continuous Improvement describes the ongoing process of analysing and optimising processes and their outputs. Often a CI pipeline is put in place, to help prioritise and action the changes required for optimisation over time.</p>
<p>There are many effective Continuous Improvement approaches and techniques, affording several options and routes to success. However, this variety can also make it difficult to identify and implement the methodology that will be most effective to a specific process.</p>
<p>One approach that <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Laboratory Services</a> implements and has found to be highly effective in a lab setting, is lean methodology. Initially developed for manufacturing environments, the processes and principles of lean methodology are suitable for a wide range of applications, settings and industries, particularly in Good Manufacturing Practice (GMP) environments.</p>
<p>By utilising the lean methodology and CI in a laboratory setting, efficiency can be improved through the optimisation of flow, cost control, and efficient resource allocation. Overall, the goal behind CI is to eliminate time deficits, limit waste, and maximise workforce potential, therefore achieving a higher level of laboratory efficiency.</p>
<h2>Synergy&rsquo;s Approach to Continuous Improvement</h2>
<p>Synergy focuses on the lean six sigma methodology, embedding Continuous Improvement with people, not imposing it on people. Working from an awareness level with our CI Mindset training sessions for new team members, we then provide Yellow and Green Belt training to our on-site teams of scientists. The training challenges our people to make their tomorrow better than today by looking at their own role and workplaces, identifying and delivering improvements incrementally at first, then through larger projects and cross functional initiatives at Yellow Belt and Green Belt level respectively.</p>
<p>To drive innovation and encourage critical thinking and problem solving, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Lab Solutions</a> empower and train our staff with lean six sigma tools and techniques, so that they can thrive in any situation and promote success at any client they&rsquo;re embedded and integrated within.</p>
<p>This progressive approach not only develops Synergy&rsquo;s experts and their competencies, making them Continuous Improvement experts, but also ensures we can actively support any client&rsquo;s process improvement activities, making Synergy&rsquo;s services unique in the field.</p>
<p>Outcomes include:</p>
<ul>
<li>Improving labour capacity</li>
<li>Helping minimise risk</li>
<li>Eliminating bottlenecks</li>
<li>Lowering costs whilst improving lab KPIs</li>
</ul>
<h2>Synergy Continuous Improvement in Action</h2>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy&rsquo;s </a>ability and commitment to driving improvement through expert, experience-led lab solutions are showcased in several successful projects. Here we focus on our work with a large pharmaceutical industry customer to deliver process efficiencies within a QC environment: an example of how Synergy scientific services can increase laboratory effectiveness and productivity.</p>
<p>Working within our customer&rsquo;s laboratories and following their processes and procedures, Synergy scientists identified an opportunity to optimise workflows and drive efficiency across the site through the introduction of a Lab Support function within our established team. This Synergy-led group would take ownership of key support activities within overall lab workflows, optimising those activities while freeing up analyst time to generate further productivity gains.</p>
<h3>Example 1: Sample Information Management</h3>
<p>Process flows in Quality Control can be complex and highly varied, depending on sample types, the suite of analytical methodologies involved, and production cycles. Samples may pass through multiple teams and stakeholders, with risk of delay or error at each transfer point.</p>
<p>The Synergy team took ownership of the sample booking-in process - from warehouse to archiving / disposal - across multiple labs, identifying best practice, standardising procedures, and implementing improvements to increase accuracy to 96% right first time and throughput by 100%.</p>
<p>One specific process change - to capture Inspection End Dates at the earliest opportunity and include the information on sampling reports by default &ndash; removed significant and repeated time wastage from the administrative workflow, and:</p>
<ul>
<li>Removed a potential source of error</li>
<li>Enabled the Lab Support team to prioritise more effectively</li>
<li>Reduced the risk of backlogs forming, which would impact on downstream analysis</li>
</ul>
<h3>Example 2: Documentation Archiving</h3>
<p>Timely and accurate archiving of laboratory documentation is critical to regulatory compliance, including adherence to defined retention schedules for different classes of hard-copy information.</p>
<p>A3 problem solving is a structured approach to the definition and root cause analysis of issues within a process, and the application of improvement measures. Through an A3 project undertaken during Yellow Belt training, the Synergy team performed 5S optimization to declutter documentation workstations, improve communication between analysts and archivists, and streamline the documentation flow:</p>
<ul>
<li>Archiving turn-around time reduced by 50%</li>
<li>Improving KPIs by eliminating backlog</li>
<li>Removing identified compliance risk</li>
</ul>
<h2>Summary</h2>
<p>Synergy&rsquo;s approach to Continuous Improvement and lean methodology contributes to our customers&rsquo; success by targeting improvements that are meaningful to the labs in which we work.</p>
<p>In the examples discussed here, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy&rsquo;s solution </a>goes beyond this initial implementation: our teams continue to work closely with our customer&rsquo;s own scientists and lab owners and are actively engaged in the organisation&rsquo;s process improvement activities. To date, over fifteen A3 problem solves have been completed by Synergy scientists working hand in hand with our customers, and five Green Belt specialists are deployed within our on-site scientific teams.</p>
<p>Our commitment to learning and development ensures our own ongoing improvement, with in-house capability to upskill our teams with recognised CI expertise and make a positive impact through our work.</p>
<p><em><span style="font-size: 11.0pt; font-family: 'Aptos',sans-serif; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-bidi-font-family: Aptos; mso-ligatures: standardcontextual; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">With thanks to Amer Gerges, Rabia Nadeem, and Govind Barhey of a UK-based Global Pharma company, whose CI work forms the basis of this article.</span></em></p>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Continuous Improvement is a vital component of making high-impact, long-lasting changes to a laboratory and the way it functions, as these insights from Neil Jones highlight.

Synergy Scientific Services: Showcasing the Power of Continuous Improvement

<h2>Challenge</h2>
<p>A global pharmaceutical company was seeking to improve efficiencies across the QC laboratories at one of its UK manufacturing sites. An increased workload, peaks and troughs in resourcing needs, a lack of flexibility and a significant burden on client time to hire, train and retain a large contingent workforce all contributed to the onsite challenges.</p>
<h2>Solution</h2>
<p>Synergy first gained a detailed understanding of the current laboratory set up by performing a thorough gap analysis against current and future skill set requirements, in line with the client&rsquo;s goals and long-term vision.</p>
<p>Findings from the GAP analysis enabled the team from <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Solutions</a> to create a project plan with the main goal of introducing a functional service provision (FSP) model rather than contingent workers. Through this model, Synergy&rsquo;s flexible lab services would support testing across all laboratories with clear contract deliverables and governance.</p>
<p>Synergy worked diligently through a TUPE process to transfer existing contingent workers with the right skill sets and the desire to develop their roles into positions with permanent employment contracts. In parallel, Synergy delivered a recruitment campaign utilising SRG&rsquo;s expertise and over 30 years of experience to identify the right individuals for critical roles to fit the new structure. This included an experienced on-site team leader who would take on management responsibility on behalf of the client team, whilst always providing the client with visibility and control.</p>
<p>The second phase of the project involved the identification of cross training and development opportunities to provide more flexibility and agility into the laboratories, and to address fluctuating resourcing requirements.</p>
<h2>Outcome</h2>
<p>By creating an FSP model, a number of key benefits were immediately observed: Reduced complexity through one single supplier</p>
<ul>
<li>Improved retention of staff; employees benefitting from permanent employment contracts, an enhanced reward package as well as specific development plans/cross training opportunities.</li>
<li>Better efficiency by having cross trained individuals who were able to support across multiple laboratories, ironing out peaks and troughs in resourcing demands.</li>
<li>Significant time saving for the client teams as all Synergy team members fully employed and managed by Synergy.</li>
</ul>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Synergy developed a flexible laboratory resource model for a global pharmaceutical company, improving efficiency by transitioning from contingent workers to a permanent, cross-trained team with enhanced support and reduced flexibility.

Development of a flexible laboratory resource model for a major global pharmaceutical company

<p>Insights from the latest Global Talent Trends and Insights survey, conducted in collaboration between SRG and New Scientist, have highlighted the importance of STEM employers managing, meeting and adapting to Employee Expectations and Trends and how doing so can help find, hire and retain the very best STEM talent.&nbsp;</p>
<h2>Why is it Important to Meet Employee Expectations?&nbsp;</h2>
<p>Employee expectations, and what they mean to employees &ndash; and their employers &ndash; have a vital role in creating a workforce and workplace in which people feel they can be productive, perform to the very best of their abilities, and &ndash; most importantly &ndash; feel satisfaction and happiness in everything they do.&nbsp;</p>
<p>Managing and meeting expectations as closely as possible to what employees expect, factoring in the different and diverse values, approaches and expectations of everyone in a team, department or company, can ensure the career goals, skills and qualities of individuals align with the goals and expectations of the business and everyone within it.&nbsp;</p>
<p>Being aligned helps to create and maintain a harmonious working environment; build relationships, enhance communications, and increase confidence; implement an element of accountability and realistic expectation setting; and, as a result, drive high performance and results &ndash; for both employee and employer.</p>
<h2>STEM Employee Expectations and Trends</h2>
<p>Historically, and especially in recent years, employees across the various STEM industries have been largely happy in their line of work, based on their expectations, if and how they&rsquo;re met, and their experiences.</p>
<p>According to SRG&rsquo;s Global Talent Trends and Insights survey, two-thirds of people in the Life Sciences sector are satisfied with their role &ndash; which is in stark contrast to other industries. As explained by Neil Jacques, Client Solutions Director at SRG UK, &ldquo;A job in the life sciences industry is seen as an attractive opportunity because it is an interesting, innovative sector.&rdquo;</p>
<h2>Hybrid Working Trends in STEM</h2>
<p>However, the survey&rsquo;s results also suggest that change could be on the horizon in STEM industries, based on employee&rsquo;s goals, requirements and expectations. For example, the results highlight a clear expectation regarding working patterns, with more than two-thirds of people asked preferring hybrid working.</p>
<p>But, with only about 40% of STEM roles in the UK and Europe featuring a mix of on-site and remote working, there is potential for a clash between expectations and reality which could drive a desire for change &ndash; a point supported by data from Global Talent Trends and Insights survey that shows more than half of respondents expect to have changed job role at some point in 2024.</p>
<p>And it&rsquo;s not just hybrid working that&rsquo;s high on STEM employee&rsquo;s expectations list. According to Tyler Rostad of SRG North America, there has been a significant change to employee expectations since the COVID pandemic, stating &ldquo;The pandemic changed people&rsquo;s priorities and employers will have to take that on board.&rdquo;</p>
<h2>Top Benefits Driving STEM Employee Retention in 2024</h2>
<p>The survey results suggest that several key benefits are integral to employee expectations; expectations that, if met by employers, could make all the difference to whether the very best talent is attracted, hired and retained within STEM. These include:</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Generous Parental Leave</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Mental Health Support</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Health and Wellbeing Benefits</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Competitive Salaries and Bonuses</p>
<p>&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Learning and Development of Key Skills</p>
<h3>Global Talent Trends &amp; Insights 2024: Employee Expectations and Trends Statistics &nbsp;</h3>
<p>For a detailed analysis and summary of our full Employee Expectations and Trends statistics, as well as valuable insights into salary expectations, the gender pay gap and equality, diversity and inclusion in STEM, download your copy of SRG&rsquo;s Global Talent Trends &amp; Insights 2024 below.&nbsp;</p>
<p><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a>&nbsp;</p>
<p>About the data: SRG and New Scientist surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</p>

We study the importance of managing, meeting and adapting to employee expectations and trends, supported by insights from SRG and New Scientist’s 2024 Global Talent Trends & Insights report, when finding, hiring and retaining in STEM industries.

Hiring and Retaining in STEM: What are Employee Expectations? 

<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Solutions</a>' International Capabilities played a pivotal role in building a successful drug development team working across several Client sites in Europe.</p>
<h2>Challenge</h2>
<p>With an increase in its product development portfolio and limitations affecting its laboratory facilities across Europe, a global Vaccine company were struggling to optimise available laboratory space and provide an efficient and cohesive environment for its existing R&amp;D team who were based in three countries. Development was behind schedule and existing internal management teams had limited capacity to ensure effective management and training of any new scientific staff.</p>
<h2>Solution</h2>
<p>Synergy&rsquo;s strategic approach to addressing the client&rsquo;s challenges included a GAP analysis from which a set of deliverables were defined. This process facilitated the rapid recruitment of 15 <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy scientists</a> through the company&rsquo;s international capabilities, ensuring compliance with national legislations throughout.</p>
<p>Multi-lingual recruiters played a key role in finding candidates with the necessary technical and soft skills that would meet client needs. Additionally, appointing a Senior Scientist/Team Leader at each site ensured effective workload management and team cohesion.</p>
<p>To support the development timeframes, tailored training programs and regular virtual meetings were established to enable alignment and ensure remote collaboration and effective time management. Within the strict regulatory framework, laboratory facilities, equipment utilisation and processes were also examined to identify any areas for improvement to enable better efficiency.</p>
<h2>Outcome</h2>
<p>The implementation of <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Laboratory Services</a>' innovative approach enabled several key benefits and changes to the way the client operates and performs, including:</p>
<ul>
<li>The creation of agile teams capable of rapid adaptation to changes in the drug supply chain &ndash; crucial for meeting the complex regulatory and logistical challenges of multi-country drug development.</li>
<li>The integration of Synergy teams within the client's lab facilities significantly reduced backlog and enhanced lab space efficiency, allowing stakeholders to dedicate more time to strategic goals.</li>
<li>The oversight of a Synergy European Operations Director, coupled with a robust governance framework, ensured the client had clear sight of the project's deliverables.</li>
<li>Financial transparency and adherence to the budget through a fixed monthly fee further underscored the project's success.</li>
</ul>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Synergy's international expertise established a successful drug development team across Europe, optimising lab space, improving efficiency and meeting deadlines through strategic recruitment and tailored training programs.

Europe Case Study: Enhanced Efficiency for R&D Lab Teams

<p>Responding to the latest Global Talent Trends and Insights survey, conducted in collaboration between SRG and New Scientist, employees within STEM have highlighted the role of Equality, Diversity and Inclusion (ED&amp;I) in their workplace and how its importance will help shape the future of how companies and industries across STEM will operate in the near and distant future.</p>
<h2><a>Why is Equality, Diversity and Inclusion important in STEM?</a></h2>
<p>Companies across all industries, not just those in STEM, are under increasing pressure to be transparent regarding their approach to the composition of their workforce, who they hire and how they decided to hire them, and equality in the workplace for all. This is part of a transformational change in the corporate approach to Ethics, Governance and Sustainability.</p>
<p>At the heart of every approach to Equality, Diversity and Inclusion is a drive to ensure that everyone is given equal and fair opportunities to begin and build a successful career, develop themselves personally and professionally, and continue to be provided with opportunities to grow throughout their career journey.</p>
<p>But creating the right approach, and providing an equal, diverse and inclusive workplace for all, is vitally important for companies, the way they operate and their success too. Being a transparent company, open to people of all genders, sexuality, race, religion and social background widens the talent pool from which to build and grow a multi-skilled, driven workforce that promotes and generates positive results, as supported by Neil Jacques &ndash; Client Solutions Director at SRG UK &ndash; who states &ldquo;If you want to be a world leader, you need the best brains from all groups and individuals.&rdquo;</p>
<h2><a>The Impact of Equality, Diversity and Inclusion on the STEM Workforce: Our Insights </a>Overview</h2>
<p>To take the first step to creating and building an effective ED&amp;I approach, or to adapt an existing approach, it is vital to gather data and insights on which to base future decisions and gauge employee thoughts on the topic.</p>
<p>Based on answers to questions on Equality, Diversity and Inclusion asked as part of the Global Talent Trends and Insights survey, there are reasons to believe that positive steps are already being taken, with many respondents reporting an awareness of a change in the ED&amp;I landscape.</p>
<p>For example, 40% of UK-based respondents reported seeing visible efforts from their organisations to be more diverse; 19% of North American respondents highlighted seeing hiring practices reviewed; and in Europe, 14% of respondents reported diversity data being made available and visible to them.</p>
<p>However, concerns do still remain, particularly in relation to <a href="https://www.srgtalent.com/blog/gender-and-ethnicity-pay-gap-breaking-down-stem-pay-inequalities" target="_blank" rel="noopener">STEM pay inequalities and the gender and ethnicity pay gap</a>, as statistics from the Global Talent Trends and Insights report show:</p>
<p>&bull; UK Black employees earn on average &pound;19,520 below their White co-workers</p>
<p>&bull; UK Asian employees earn on average &pound;8,270 below their White co-workers</p>
<p>&bull; UK female employees earn 19% less than males</p>
<p>&bull; North American female employees earn 8% less than males</p>
<p>&bull; European female employees earn 15% less than males</p>
<p>Commenting on these statistics, Emma Brown, Strategic Accounts Director at SRG in the UK, says &ldquo;This inequality is not acceptable, particularly when we are trying so hard to attract women into STEM. It speaks volumes.&rdquo;</p>
<p>Meanwhile, according to Tracy Monsour &ndash; Senior Vice President of Marketing for Impellam Group, SRG&rsquo;s corporate entity &ndash; the ethnicity pay gap in North America also raises important questions, stating &ldquo;We must have equitable compensation for people from all groups&hellip; If we are not being equitable, how do we ensure we have an inclusive culture?&rdquo;</p>
<h2>Global Talent Trends &amp; Insights 2024: Equality, Diversity and Inclusion (ED&amp;I) Statistics</h2>
<p>For a detailed analysis and summary of our full ED&amp;I statistics, as well as valuable insights into salary expectations, the gender pay gap and the impact of AI in STEM, download your copy of SRG&rsquo;s Global Talent Trends &amp; Insights 2024 below.</p>
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<div id="_com_2" class="msocomtxt">
<p><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a></p>
<p>About the data: SRG and New Scientist surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</p>
</div>
</div>
</div>

Delving into insights from SRG’s 2024 Global Talent Trends & Insights report, created in collaboration with New Scientist, we explore the importance of Equality, Diversity and Inclusion in STEM.

Equality, Diversity and Inclusion in the STEM Workplace 

<h2>Challenge</h2>
<p>A multinational food ingredients company was experiencing increased demand from internal customers for additional sensory panel services. The incumbent panel was comprised of part-time panellists with limited flexibility and availability to support increasing business needs. This caused some inconsistency in data output, with a challenge for the client to provide management and coordination of the panel.</p>
<h2>Solution</h2>
<p>The provision of the sensory panel would be outsourced to <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Solutions</a> as an independent and trusted partner. This would require an amalgamation of existing panel members with new recruits to create a balanced panel to produce, reliable, and useable data.</p>
<p>Synergy provided a dedicated, experienced Account Manager to work directly with the customer and understand their specific business needs. A recruitment campaign was initiated utilising Synergy&rsquo;s expertise and contacts within the sensory area. This was followed by a rigorous screening exercise to ensure individuals were recruited with the appropriate skills and experience as well as ascertaining whether any allergies or health complications could eliminate individuals from continuing the process.</p>
<p>Successful candidates moved forward to an assessment day, where interviews and acuity tests were completed under the expert supervision of the Client Sensory Manager.</p>
<p>Acuity results were analysed alongside interview feedback to determine the most suitable candidates. Synergy then developed full training plans with the customer to ensure the panellists had a clear understanding and expectations of their role in achieving agreed milestones during training to support them in becoming productive and engaged members of the panel team.</p>
<h2>Outcome</h2>
<p>Through <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy&rsquo;s outsourced sensory panel management service</a>, the customer is now providing a 67 % increase in panel capacity to their internal customer base. A clear statement of Work (SOW) and an agreed set of KPIs is regularly reviewed with the customer via quarterly business reviews ensuring Synergy effectively manages their sensory panel, feeding back successes and solutions to meet changing business needs.</p>
<p>By providing a flexible pool of trained panellists to the client, Synergy can cover both planned and unplanned absence, giving the client confidence that results will not be compromised, or projects delayed. Synergy ensures all training, management, safety, and HR needs of the panellists are met, reducing the client&rsquo;s workload and allowing their customer team to concentrate on commercial projects and generation of reproducible, accurate sensory data.</p>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Synergy Scientific Services increased a foods company's sensory panel capacity by 67%, providing reliable data and reducing workload with expert management and trained, flexible panellists.

Enhancing Sensory Panel Efficiency for a Multinational Food Company 

<h2>Challenge</h2>
<p>A UK based health monitoring and screening provider sought to establish and rapidly scale their PCR diagnostic capability in response to the worldwide COVID pandemic, to enable the safe operation of workplaces and resumption of international travel. In a period of evolving government guidance and under lockdown conditions, identifying and launching new laboratory premises, recruiting appropriately skilled scientists, and sourcing specialist equipment all presented considerable barriers.</p>
<h2>Solution</h2>
<p><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy's Laboratory Services</a> team took ownership of parallel activity streams including the sourcing, fit-out and launch of multiple new laboratory sites; managed a recruitment campaign to deliver and mobilise analytical teams; and liaised with customer scientific leads to coordinate roll-out and manage operational performance.</p>
<p>Our experienced laboratory operations and project management professionals scouted existing lab facilities and alternative commercial space across all regions, facilitating lease agreements, managing design and build, and utilising our industry network to source and commission infrastructure and equipment.</p>
<p>Meanwhile, a dedicated Synergy team of Regional Lab Managers worked with SRG recruitment specialists to build a flexible team of sample technicians, assay scientists and senior analysts capable of handling the entire sample process workflow from receipt to result confirmation on behalf of the client, whilst providing them with visibility and control throughout.</p>
<p>Centralised Training and Technical Managers were placed at a purpose-built facility, supported QA/QC activities, ISO accreditation and protocol development to maximise efficiency and respond to new developments.</p>
<p>Through detailed reporting and close collaborative working, Synergy - utilising our flexible scientific service management expertise - were able to deliver a network of fixed and mobile testing facilities promptly and at pace, allowing the customer to launch new services and respond to new opportunities in a highly effective way.</p>
<h2>Outcome</h2>
<p>With <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy support</a>, the customer rapidly positioned itself as a premium provider of diagnostic services to industries including defence, elite sports, and TV and film industries. The operation grew to involve 350 scientific staff across more than 18 locations, capable of providing fast-turnaround PCR testing anywhere in the world.</p>
<p>By prioritising quality and focusing on resilience and training from the outset, the expanded organisation was able to secure ISO accreditation within year one, ready to pivot back to wider health screening and diagnostics.</p>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Synergy's laboratory management solutions rapidly scaled a UK health provider's PCR testing network in response to COVID-19, establishing 18+ labs with 350 staff and achieving ISO accreditation. 

Rapid mobilisation of a high throughput laboratory network

<h2>Challenge</h2>
<p><span lang="EN-US">A<span style="letter-spacing: 2.95pt;"> </span>leading<span style="letter-spacing: 2.95pt;"> </span>pharmaceutical<span style="letter-spacing: 2.95pt;"> </span>company<span style="letter-spacing: 2.95pt;"> </span>were<span style="letter-spacing: 2.95pt;"> </span>experiencing<span style="letter-spacing: 2.95pt;"> </span>a<span style="letter-spacing: 2.95pt;"> </span>growing<span style="letter-spacing: 2.95pt;"> </span>number<span style="letter-spacing: 2.95pt;"> </span>of<span style="letter-spacing: 2.95pt;"> </span>challenges<span style="letter-spacing: 2.95pt;"> </span>at<span style="letter-spacing: 2.95pt;"> </span>their<span style="letter-spacing: 2.95pt;"> </span>rapidly<span style="letter-spacing: 2.95pt;"> </span>expanding research<span style="letter-spacing: 2.0pt;"> </span>centre.<span style="letter-spacing: 2.0pt;"> </span>Critical<span style="letter-spacing: 2.0pt;"> </span>but<span style="letter-spacing: 2.0pt;"> </span>routine<span style="letter-spacing: 2.0pt;"> </span>scientific<span style="letter-spacing: 2.0pt;"> </span>activities<span style="letter-spacing: 2.0pt;"> </span>were<span style="letter-spacing: 2.0pt;"> </span>being<span style="letter-spacing: 2.0pt;"> </span>carried<span style="letter-spacing: 2.0pt;"> </span>out<span style="letter-spacing: 2.0pt;"> </span>by<span style="letter-spacing: 2.0pt;"> </span>all<span style="letter-spacing: 2.0pt;"> </span>levels<span style="letter-spacing: 2.0pt;"> </span>of<span style="letter-spacing: 2.0pt;"> </span>scientific<span style="letter-spacing: 2.0pt;"> </span>staff,<span style="letter-spacing: 2.0pt;"> </span>whilst<span style="letter-spacing: 2.0pt; mso-font-width: 110%;"> </span><span style="mso-font-width: 110%;">varied<span style="letter-spacing: -1.7pt;"> </span>cell<span style="letter-spacing: -1.7pt;"> </span>culture<span style="letter-spacing: -1.7pt;"> </span>requirements<span style="letter-spacing: -1.7pt;"> </span>lacked<span style="letter-spacing: -1.7pt;"> </span>consistency<span style="letter-spacing: -1.7pt;"> </span>and<span style="letter-spacing: -1.7pt;"> </span>an<span style="letter-spacing: -1.7pt;"> </span>expansion<span style="letter-spacing: -1.7pt;"> </span>of<span style="letter-spacing: -1.7pt;"> </span>automation<span style="letter-spacing: -1.7pt;"> </span>suites<span style="letter-spacing: -1.7pt;"> </span>highlighted<span style="letter-spacing: -1.7pt;"> </span>further </span>constraints.<span style="letter-spacing: 3.1pt;"> </span>Meanwhile,<span style="letter-spacing: 3.1pt;"> </span>any<span style="letter-spacing: 3.1pt;"> </span>future<span style="letter-spacing: 3.1pt;"> </span>expansion<span style="letter-spacing: 3.1pt;"> </span>of<span style="letter-spacing: 3.1pt;"> </span>a<span style="letter-spacing: 3.1pt;"> </span>GCMS<span style="letter-spacing: 3.1pt;"> </span>suite<span style="letter-spacing: 3.1pt;"> </span>would<span style="letter-spacing: 3.1pt;"> </span>likely<span style="letter-spacing: 3.1pt;"> </span>cause<span style="letter-spacing: 3.1pt;"> </span>future<span style="letter-spacing: 3.1pt;"> </span>sample<span style="letter-spacing: 3.1pt;"> </span>preparation<span style="letter-spacing: 3.1pt;"> </span>issues.</span></p>
<h2>Solution</h2>
<p>A visit to the client&rsquo;s facility and further discussions with their leadership team enabled Synergy to obtain a detailed understanding of the challenges and requirements, and propose the implementation of a dedicated scientific support team who would undertake a suite of essential laboratory functions.</p>
<p>Implementing <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy&rsquo;s expert scientific services</a> and support, whilst operating in line with the client&rsquo;s existing SOP&rsquo;s, the team would integrate with research pipelines and onsite operational teams to improve research project progress. This dedicated support would free up time and provide flexibility for research scientists focused on the demands of numerous projects.</p>
<p>Additionally, the team would assist with sample preparation, ensuring all materials were available ahead of downstream requirements and enabling maximum daily research activity. Support in the GCMS area would also be provided by ensuring cross training and management of the team&rsquo;s capacity during absences.</p>
<h2>Outcome</h2>
<p>Through the provision of an onsite scientific support team, several key benefits were observed. The <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Laboratory Management Services</a> team:</p>
<ul>
<li>Added significant value to the client's ability to meet research targets, reducing contamination events and delays from sample or method process failures.</li>
<li>Actively improve scientific support processes, quality and resource planning and identified areas where they could assist further across the centre.</li>
<li>Helped improved support level processes to remove delays in sample, plate or reagent availability, whilst ensuring the working lab environment was well maintained.</li>
</ul>
<p>Over the first few months, the team increased their knowledge and competence to further support priority research projects directly, enabling studies to continue during periods of key personnel absence.</p>
<p>After 18 months, as the client has expanded, the team doubled in size and provided valuable cross skilled support to most of the key studies and critical support to laboratory operations. Client feedback is extremely positive, not only on the team&rsquo;s value to contributing to their targets but also on the team&rsquo;s behaviours and competence.</p>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Synergy's onsite scientific support team enhanced a pharmaceutical research centre by improving sample preparation, automation and GCMS operations, boosting research efficiency and reducing analysis. 

Provision of an onsite scientific support team at the research centre of a multinational pharmaceutical company

<h2>Challenge</h2>
<p>A leading consumer goods business faced increasing demand for GMP stability studies and other analytical testing to support a portfolio of R&amp;D projects across multiple product categories, including hygiene, personal care and over the counter medicines.</p>
<p>Internal resource constraints, a need for flexibility and responsiveness, and the constraints of operating within a GMP environment posed problems with both inhouse resourcing and traditional outsourcing.</p>
<h2>Solution</h2>
<p>Following an in-depth scoping and analysis of the customer challenges, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Scientific Solution</a>s integrated a dedicated team of stability analysts, operating under the supervision of an experienced Project Manager, who quickly took ownership of the planning, delivery and reporting of stability campaigns under the direction of the core product development teams.</p>
<p>Synergy scientists worked to the customer&rsquo;s SOPs and processes, liaising closely with customer researchers to coordinate activity and prepare for stability timepoints, allowing for client visibility and control throughout.</p>
<p>Members of the team adopted specific roles with regards to training coordination, safety, quality, and audit readiness. By understanding site processes and procedures and forming links across departments and functions including Quality, IT and Analytical Development, the Synergy Team ensured that required methods, LIMS workflows, materials, instrumentation, and trained personnel were in place and available to meet project timescales.</p>
<p>Cross-training, together with a focus on building capability within the team, enabled Synergy to adapt to peaks in demand inherent in stability studies. Planning schedules, levelling resources, and regular reporting to customer stakeholders were instrumental in providing visibility and aiding the planning of future projects.</p>
<h2>Outcome</h2>
<p>Through working effectively and collaboratively alongside the customer&rsquo;s own organisation, <a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">Synergy Laboratory Management Services</a> continues to support a growing portfolio of projects across different stages of the lifecycle, managing resources in keeping with ever- changing demands.</p>
<p>Individual and team training plans are maintained so that GMP compliance, resource capacity and technical expertise is in place to adapt to and accommodate both scheduled and new campaigns as they arise.</p>
<p>Joint planning and the timely recruitment and training of new team members allows the level of support to flex in response to changing customer requirements.</p>
<hr>
<h2>Looking for a scientific services partner?</h2>
<p><strong><a href="https://www.srgtalent.com/synergy-scientific-solutions" target="_blank" rel="noopener">The team from Synergy Scientific Management Solutions</a></strong>&nbsp;work with laboratories across the world, equipping laboratories with expert talent that catalyse laboratory success, from within.&nbsp;</p>
<p>At Synergy, we help laboratories embrace adaptability with flexible teams who we source, manage and develop ourselves.</p>
<p>Interested in hearing more?</p>
<p>You can talk to our friendly team about your resourcing requirements at:<a href="mailto:synergyqueries@srgtalent.com"><strong>&nbsp;synergyqueries@srgtalent.com&nbsp;</strong></a></p>

Synergy's onsite scientific team provided vital stability analysis for a multinational consumer goods company, ensuring GMP compliance and flexibility for R&D projects across multiple product categories, including hygiene and personal care. 

Provision of an onsite scientific team undertaking vital stability analysis for a multinational consumer goods company

<h2>The Role of AI in STEM</h2>
<p class="MsoNormal">Respondents in the latest Global Talent Trends and Insights report, conducted in collaboration between SRG and New Scientist, have shared their thoughts &ndash; and potential fears &ndash; surrounding the impact of AI on STEM.</p>
<p class="MsoNormal">With AI becoming a bigger part of the technological landscape across most industries, the report suggests that it is already making its presence felt within STEM&rsquo;s workforce, with many expecting the influence &ndash; whether it&rsquo;s positive or negative &ndash; of Artificial Intelligence to continue growing in the near and distant future.</p>
<h2 class="MsoNormal"><a style="mso-comment-reference: _1; mso-comment-date: 20240614T1311;">How AI in STEM is Already Making its Mark</a></h2>
<p class="MsoNormal">In recent years, Artificial Intelligence has been discussed, developed and implemented with glowing references and reports on how it has the power to significantly change &ndash; for the better &ndash; the way we work, live and go about our day to day lives.</p>
<p class="MsoNormal">Within STEM, the story is no different. Industries and organisations within the sector are already utilising the power of AI to transform working practices, revolutionising the way they operate. Life Sciences in particular is already showcasing AI and its seemingly limitless applications; in Pharma for example, Artificial Intelligence is helping to accelerate research and the discovery of new drugs and treatments for a variety of illnesses and conditions that may have taken years to develop without it.</p>
<p class="MsoNormal">However, AI is already showcasing the power to not only create, but to eliminate too &ndash; whilst the introduction of Artificial Intelligence is requiring the introduction of some new roles, opening employment opportunities, it is also removing the need for some existing ones. What this means exactly for the STEM workforce is unclear, with Neil Jacques &ndash; Client Solutions Director at SRG UK &ndash; reporting that &ldquo;The industry is embracing AI, but we don&rsquo;t yet know how it will evolve.&rdquo;</p>
<h2 class="MsoNormal">The Impact of AI on the STEM Workforce: Our Insights Overview</h2>
<p class="MsoNormal">Based on answers to questions on the impact of AI on the workplaces and workforces within STEM, our insights suggest that Artificial Intelligence is already impacting people and their roles in a variety of ways, and that most of those people expect the influence of AI to continue and grow.</p>
<h3>How is Technology Used in STEM?</h3>
<p class="MsoNormal">For example, the report found that 60% of respondents believed AI is already making them more efficient, with 78% expecting it will make them more efficient in future. Furthermore, 50% of those asked believed that AI was so influential that it would alter the nature of their job entirely. Tracy Monsour &ndash; Sr. Vice President of Marketing, Impellam &ndash; associates these findings with the belief that &ldquo;Greater efficiency allows people to focus on more strategic thinking.&rdquo;</p>
<p class="MsoNormal">In contrast, as explained by Monsour, &ldquo;Most people don&rsquo;t understand what the impact will be in the near term, let alone the longer term&rdquo; &ndash; a statement supported by statistics from the report highlighting that significant numbers of respondents believe AI will have little or no impact on their jobs.</p>
<p class="MsoNormal">And, despite common perceptions that &lsquo;AI isn&rsquo;t here to just take part; it is here to take over&rsquo;, our insights showcase largely positive thoughts about the impact of Artificial Intelligence and how it will shape workplaces and workforces in the future. In fact, more than three-quarters of people asked were not concerned about AI making them, or their roles, redundant; though a quarter did show concern regarding AI&rsquo;s ability to replace them ultimately.</p>
<h2 class="MsoNormal"><a style="mso-comment-reference: _2; mso-comment-date: 20240614T1340;">AI Impact Statistics 2024</a></h2>
<p class="MsoNormal">For a detailed analysis and summary of our full AI Impact statistics, as well as valuable insights into salary expectations, the gender pay gap and equality, diversity and inclusion in STEM, download your copy of SRG&rsquo;s Global Talent Trends &amp; Insights 2024 below.</p>
<p class="MsoNormal"><strong><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a></strong></p>
<p><span style="font-size: 11.0pt; line-height: 115%; font-family: 'Arial',sans-serif; mso-fareast-font-family: Arial; mso-ansi-language: EN-GB; mso-fareast-language: EN-GB; mso-bidi-language: AR-SA;">About the data: SRG and New Scientist surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</span></p>
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Discover how AI is transforming many industries including STEM. Should you use AI to transform technology working practices? what are the benefits?

The Impact of AI in the STEM Workplace

A career in Life Sciences has changed dramatically over the years making the job market far more attractive than before. What career can you expect?

Who Has the Best Pay in Life Sciences? A Study 

<ul>
<li><strong>A slowdown in compensation increases</strong> eases the pain for employers but the relief may not last long</li>
<li><strong>A majority of workers plan</strong> to change jobs this year, with an overwhelming number of full-time, in-office talent looking to make the switch</li>
<li><strong>Hybrid and remote work policie</strong>s remain unsettled, with job flexibility highly valued</li>
<li><strong>Workforce diversity remains elusive</strong>, but workers say they see progress occurring</li>
<li><strong>AI continues to be a central discussion</strong>, and results show that AI has already made workers more efficient</li>
</ul>
<p>Salaries in the UK for life sciences workers have risen exponentially compared with peers in other parts of the world, but average pay still trails that of North American and European counterparts, a new survey conducted by SRG and New Scientist Jobs reveals. Since 2022, average salaries have risen 11.1% in the UK to &pound;57,725, a rate nearly three times faster than in North America. Even so, this is still lower than the average pay in comparative markets, according to the 2024 Global Talent Trends and Insights report.</p>
<p>Among all life sciences workers, North American respondents averaged $87,874 in annual pay, the highest ever surveyed by the publication. The average in Europe is &euro;65,070. Those in the engineering field are the highest paid, with an average salary of $98,720 in the U.S. and &pound;68,177 in the UK. Other highly-paid jobs can be found in pharmaceutical, biotech, and medtech fields.&nbsp;</p>
<p>Pay for life sciences specialists had jumped tremendously in the two years following the COVID outbreak, but growth has since slowed, with the market normalizing and inflation retreating from recent highs. Moreover, wage inflation has subdued in light of a broad reduction in hiring and increased layoffs in life sciences positions.&nbsp;</p>
<p>&ldquo;This is good news for companies struggling to rein in increasing workforce costs but a challenge for talent in search of better opportunities and pay,&rdquo; said Andrew Turner, UK Managing Director of SRG. &ldquo;However, with talent scarcity caused in part by a structural deficiency in the labor market, this balance may shift again with an improvement in the global economy. Regardless of where we are in the economic cycle, employers need to focus on attracting and retaining the best and most in-demand talent.&rdquo;</p>
<p>Data from the survey, conducted with more than 4,000 scientists and STEM professionals from December 2023 through February 2024, indicated cautious optimism about the future. One-third of North American respondents expect their budgets to increase this year. However, job mobility may rise as more than 60% say they expect to or will change roles in 2024.&nbsp;</p>
<p>Such sentiments reflected unmet needs for job flexibility, higher pay, and health and wellness benefits. Workers in North America were more likely to say they will change jobs this year than counterparts in the UK and Europe (61% vs. 51%). Job satisfaction levels among life science specialists have been historically higher than other occupations, and more than two-thirds of those surveyed said they remain happy in their roles. Nevertheless, the high percentage of people seeking new opportunities may be a wake-up call for employers to do more to incentivize people to stay.</p>
<p>One of the reasons for workers&rsquo; strong desire for new opportunities is the unsettled debate over remote and hybrid working arrangements. An overwhelming majority (90%) of those who are on-site every day say they plan to switch jobs. Furthermore, two-thirds say they prefer a hybrid schedule, but just 40% currently have this benefit. As executive leaders push for greater in-office attendance, this insistence may diminish their appeal as employers of choice.</p>
<p>&ldquo;Whether it&rsquo;s life sciences or the IT sector, policies and practices regarding hybrid and remote working must remain agile and responsive to the needs of the workforce,&rdquo; said Patrick Stedman, Senior Vice President of SRG North America. &ldquo;Leaders understandably are pushing for more people to return to the workplace, and their concerns around innovation and accountability are certainly valid. They need to, however, weigh the impact on retention, engagement, and satisfaction. Does being in the office daily lead to greater productivity? Each company must do their homework to make this determination.&rdquo;</p>
<p>The 2024 Global Talent Trends and Insights report closely examines remote work and many other critical issues facing life sciences human capital leaders. New Scientist Jobs has been tracking the salaries of professional scientists for more than 20 years, and results from the latest report show that wages, despite a recent slowdown, remain high compared with many other occupations. The publication also provides geographic breakdowns of salaries in various science hubs across Europe, the UK, and North America.&nbsp;</p>
<p>The data also tracks the chronic pay gap between men and women scientists, with the differences ranging as high as 19% in the UK to 14% in Europe to 8% in North America. Progress toward pay equity has been inconsistent over the years but trending in the right direction. &nbsp;&nbsp;</p>
<p>Additionally, the report examines employers' progress in achieving a more diverse and equitable workplace. A standout finding is that black workers account for just 4% of life sciences specialists in the UK, compared with 11% in North America. However, 40% of those surveyed in the UK said they have witnessed efforts within their organization to be more diverse.&nbsp;</p>
<p>Other findings in the Global Talent Trends and Insights report examine people&rsquo;s priorities when considering an employer, the skills they need to keep their careers future-proof, and their outlook on AI and its impact on jobs and the future of work. Despite fears that the technology will lead to large job losses, most survey respondents say they don&rsquo;t believe they will be made redundant. Rather, they believe AI will make their jobs easier, with 60% saying AI has<br>already make them more efficient. An even larger majority (78%) say they will be even more so in the future.&nbsp;</p>
<p><strong>Pro tips for employers to consider as they strategize on workforce planning, learning and development, talent attraction and retention, internal mobility, and other critical human capital issues:</strong></p>
<ul>
<li>Closely track and mirror competitive wage levels and prevailing benefit offerings at a time when most people are expressing a strong desire to change jobs &nbsp;&nbsp;</li>
<li>Regularly survey workers and develop actionable plans to mitigate growing dissatisfaction or unmet needs of people</li>
<li>Build on a culture of inclusion and equity to ensure workers are fully engaged, can bring their best selves to their jobs, and maximize collaboration with other team members</li>
<li>Identify the skills needed today, and in the future, and leverage this insight to map the learning journey for every employee as a way to address the skills gap &nbsp;&nbsp;</li>
</ul>
<h4><strong>Access the full report in both the UK <span style="text-decoration: underline;"><a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">here</a></span> and North America <span style="text-decoration: underline;"><a href="https://www.srgtalent.com/us/salary-survey" target="_blank" rel="noopener">here</a></span>, respectively.</strong></h4>
<p>&nbsp;</p>
<h4><strong>About SRG</strong></h4>
<p>By applying specialist industry expertise and knowledge built over decades of experience as a global STEM network, SRG recruits across the whole product life cycle, from scientific research and clinical trials to manufacturing, helping to create meaningful connections, empower STEM talent, and shape a better, brighter future.</p>
<p>SRG is powered by&nbsp;<a href="https://www.impellam.com/" target="_blank" rel="noopener">Impellam Group</a>, a global leader in workforce and STEM talent solutions.<br>&nbsp;</p>
<h4><strong>About New Scientist Jobs</strong></h4>
<p>New Scientist is the world&rsquo;s most trusted source of science and technology weekly news. New Scientist Jobs was created over 20+ years ago to connect leading employers and candidates. New Scientist Jobs also provides dedicated career advice and job opportunities across the STEM industry.</p>
<p>To find out more, visit <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">www.newscientist.com/nsj/</a></p>
<p>&nbsp;</p>
<p><em>Press contact:</em> <em><span class="TextRun SCXW49313340 BCX8" lang="EN" xml:lang="EN" data-contrast="auto"><span class="NormalTextRun SCXW49313340 BCX8">Kirsty Tranter,&nbsp;</span></span><span class="TextRun SCXW49313340 BCX8" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW49313340 BCX8">Head of Communications,&nbsp;</span><span class="NormalTextRun SCXW49313340 BCX8">Impellam</span><span class="NormalTextRun SCXW49313340 BCX8">&nbsp;Group</span></span><span class="EOP SCXW49313340 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:278}">&nbsp;-<strong>&nbsp;</strong></span><a href="mailto:press@impellam.com"><strong><span class="TextRun Underlined SCXW49313340 BCX8" lang="EN" xml:lang="EN" data-contrast="none"><span class="NormalTextRun SCXW49313340 BCX8" data-ccp-charstyle="Hyperlink">press@impellam.com</span></span><span class="EOP SCXW49313340 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:278}">&nbsp;</span></strong></a></em></p>

A new report by SRG and New Scientist Jobs reveals that UK life sciences salaries have risen rapidly but still lag behind North America and Europe. The report highlights key trends in job mobility, remote work preferences and workforce diversity.

Life science workers pay rises fastest in the UK

<p>Data revealed in the latest Global Talent Trends &amp; Insights report, conducted by SRG in collaboration with <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">New Scientist</a>, shows the trend of heightening salaries and continued pay inequality across global STEM industries continues in 2024.</p>
<p>Whilst the report has revealed a steady increase in average salaries across the scientific sectors since 2022 in the UK (11.1% increase; &pound;57,725 average salary), Europe (3.4% increase; &euro;65,070 average salary), and North America (3.9% increase; $87,874 average salary), significant gender and ethnicity pay gaps remain in STEM.</p>
<h2>The STEM Gender Pay Gap in 2024</h2>
<p>Compared to 2022, when the results of our survey revealed a 28% difference in the gender pay gap in the UK, a 17% gender pay gap in Europe, and a 17.5% gender pay gap in North America, this year&rsquo;s report suggests improvements have been made.</p>
<p>However, directly comparing the results of our 2023 survey with the 2024 results highlights that there is still plenty of work to be done to narrow the gender gap &ndash; especially in the UK and Europe.</p>
<p>In the UK, women in STEM are earning much less than their male counterparts; the pay gap in 2024 is 19%, or &pound;12,000 on average. This is a 6% increase over the 13% gap discovered in our 2023 STEM Salary Survey. The pay gap in Europe has increased 3% between 2023 (11%) and 2024 (14%) too. And, whilst North America has fared better, showing a gender pay gap reduction from 13% in 2023 to 8% in 2024, there is still a significant difference.</p>
<p>Emma Brown, Strategic Accounts Director at SRG in the UK, commented on these results:</p>
<p>&ldquo;This inequality is not acceptable, particularly when we are trying so hard to attract women into STEM. It speaks volumes.&rdquo;</p>
<h2>The Pay Gap Between Ethnicities in STEM in 2024</h2>
<p>Another area of concern, as highlighted in the results of our 2024 Global Talent Trends &amp; Insights report, continues to be the significant difference in pay between white people and people of other ethnicities.</p>
<p>In 2023, our research showed that STEM professionals in the UK from Mixed/Multiple ethnic backgrounds earned just &pound;891 below their White co-workers, while Black professionals earned &pound;7,951 below their White co-workers and Asian professionals earned &pound;16,297 below their White co-workers.</p>
<p>A year on, and the average salary gap by ethnic group in the UK in 2024 remains considerable. The gap between the average pay for UK-based STEM professionals from Mixed/Multiple ethnic backgrounds (&pound;49,932) and their White counterparts (&pound;59,676) has widened massively, whilst Asian (&pound;51,406) and Black (&pound;40,156) professionals continue to earn much less too.</p>
<p>Commenting on the results, Neil Jacques &ndash; Client Solutions Director at SRG UK &ndash; says that greater transparency will reap significant rewards:</p>
<p>&ldquo;If you want to be a world leader, you need the best brains from all groups and individuals. Life sciences companies know this and are tuned in to EDI issues, but the data suggests there is more work to be done.&rdquo;</p>
<h2>Summary of 2024 Gender and Ethnicity Pay Gap Statistics</h2>
<p>In the fields of Science, Technology, Engineering, and Mathematics (STEM), according to the report:</p>
<p>&bull; Average UK salaries have risen by 11.1% to &pound;57,725</p>
<p>&bull; Average European salaries have risen by 3.4%% to &euro;65,070</p>
<p>&bull; Average North American salaries rose by 3.9% to $87,874</p>
<p>&bull; UK Black employees earn on average &pound;19,520 below their White co-workers</p>
<p>&bull; UK Asian employees earn on average &pound;8,270 below their White co-workers</p>
<p>&bull; UK female employees earn 19% less than males</p>
<p>&bull; North American female employees earn 8% less than males</p>
<p>&bull; European female employees earn 15% less than males</p>
<p><strong><span style="color: #ac145a;"><a style="color: #ac145a;" href="https://www.srgtalent.com/global-talent-trends-and-insights-2024" target="_blank" rel="noopener">DOWNLOAD YOUR COPY OF THE 2024 GLOBAL TALENT TRENDS &amp; INSIGHTS REPORT</a></span></strong></p>
<p><strong>About the data:</strong> SRG and <a href="https://www.newscientist.com/nsj/" target="_blank" rel="noopener">New Scientist</a> surveyed over 4,000 STEM professionals working in the Engineering, Medtech, Biotech, Pharmaceutical, FMCG, Chemical, and Clinical sectors as well as Academia. 55% of respondents were from the UK, 33% of respondents were from North America, and 12% of respondents were from Europe.</p>

A 2024 Global Talent Trends & Insights report from SRG and New Scientist reveals the trend of heightening salaries and continued pay inequality across global STEM industries continues. 

Gender and Ethnicity Pay Gap: Breaking Down STEM Pay Inequalities

<p class="MsoNormal">Now, perhaps more than ever before, diversity and inclusion considerations are having an important impact across all aspects of life.</p>
<p class="MsoNormal">No matter who or where we are, we rightfully expect a level of respect and decent and fair treatment, unobstructed by our race, gender, sexuality, religion, and societal background &ndash; or anything that makes us, as individuals, who we are.<span style="mso-spacerun: yes;">&nbsp; </span></p>
<p class="MsoNormal">In business or working environments, whether it&rsquo;s &lsquo;on the shop floor&rsquo; or in the Boardroom, everyone should be given equal opportunities to develop and succeed. From the top down, diversity and inclusion is vital to this in any company or organisation, but at leadership level it has huge importance &ndash; not only for personal growth, but for the growth of companies too.</p>
<p class="MsoNormal">So, join us as we dive into how &ndash; in a few simple ways &ndash; you can drive diversity and inclusion in leadership and beyond.</p>
<h2 class="MsoNormal"><strong>So, how diverse and inclusive are leadership teams currently? </strong></h2>
<p class="MsoNormal">Generally, not very. Or at least not as diverse and inclusive as they perhaps should or could be.</p>
<p class="MsoNormal">If we take the highlight results of <a href="https://gitnux.org/diversity-in-the-biotech-industry/">Gitnux Diversity in the Biotech Industry research</a> for example, we see a clear lack of diversity in leadership roles and groups in Biotech. Standout statistics include:</p>
<ul>
<li class="MsoNormal">Women make up only 30% of executive positions and only 18% of board seats in the biotech industry.</li>
<li class="MsoNormal">Only about 15% of biotech companies are run by female CEOs.</li>
<li class="MsoNormal">Only 8.8% of biotech research organisations are led by women.</li>
<li class="MsoNormal">Persons of colour hold only 14% of executive team positions in the biotech industry.</li>
<li class="MsoNormal">Only 7% of top biotech executives were people of colour.</li>
<li class="MsoNormal">About 4 out of 5 biotech companies have no female executives.</li>
<li class="MsoNormal">Among biotech firms with five or more executive team members, 75% have no racial or ethnic minority members.</li>
</ul>
<p class="MsoNormal"><a href="https://www.blackhistorymonth.org.uk/article/section/stem-careers/the-urgency-of-greater-diversity-in-the-uks-stem-workforce/">It is a similar story across STEM industries</a> &ndash; a study by Black History Month found only 24% of the UK STEM workforce were women, while only 8% were from minority backgrounds.</p>
<p class="MsoNormal">And whilst <a href="https://www2.deloitte.com/us/en/pages/chief-executive-officer/articles/ceo-survey.html" target="_blank" rel="noopener">92% of CEOs built DEI into their strategic priorities and goals</a> in recent years, it is thought &ndash; as outlined our &lsquo;<a href="https://www.srgtalent.com/us/blog/why-is-diverse-leadership-in-stem-important"><strong>Why is Diverse Leadership in STEM Important?</strong></a><strong>&rsquo; </strong>blog &ndash; that many leaders still are not doing enough to ensure their teams are inclusive and diverse.</p>
<p class="MsoNormal">When you consider that inclusive leadership in STEM, in teams where diverse voices have an equal platform, drives almost twice as many high-value innovative ideas than non-inclusive leadership models, and creates a positive environment of psychological safety and fulfilment, where<a href="https://hbr.org/2013/12/how-diversity-can-drive-innovation" target="_blank" rel="noopener">&nbsp;employees are 3.5 times more likely to realise their potential</a>, there is a clear argument for leadership to always build on its diversity and inclusivity.</p>
<h2 class="MsoNormal"><strong>How to effectively drive Diversity and Inclusion in Leadership (and beyond)</strong></h2>
<p class="MsoNormal">Any company in any industry, including those in STEM, should always be active in its approach to Diversity and Inclusion, and particularly within its leadership and groups who are the forefront of setting an example.</p>
<p class="MsoNormal">While there is no &lsquo;one size fits all&rsquo; approach to creating, building on, and driving a company&rsquo;s approach to Diversity and Inclusion, there are a few tried and tested ways of making a quick and lasting impact.</p>
<p class="MsoNormal">Here are just a few ideas for an effective approach to Diversity and Inclusion in Leadership:</p>
<ul>
<li class="MsoNormal"><strong>Break away from the norm &ndash; </strong>Don&rsquo;t be afraid to be different and be at the forefront of making a change. You could look to include non-execs in your leadership teams, and those earlier in their careers, to add more depth of experience and knowledge; look within your own company, rather than externally, to ensure the right cultural fit; and simply give a new generation, perhaps younger people or those from minority groups, a chance to make a difference.</li>
<li class="MsoNormal"><strong>Think about what you don&rsquo;t have, not just what you do &ndash; </strong>There is <strong>always </strong>room for new thoughts, ideas, and objectives within a leadership group. Realising this, and realising missed potential, opens up room for new ideas, new people and ultimately a more diverse and inclusive approach.</li>
<li class="MsoNormal"><strong>Take a skill and experience based approach &ndash; </strong>hire and promote people based on their skills, ability, experience and how they can help build and develop their careers, as well as your company, not because they fit in your existing leadership mould.</li>
<li class="MsoNormal"><strong>Take your time to get it right &ndash; </strong>Your leadership might be behind the times right now, but that doesn&rsquo;t mean you should take a scatter gun approach to getting it right. Plan your ED&amp;I ideas and strategy for the long term, get it right and take it from there. It&rsquo;s worth it in the end.</li>
<li class="MsoNormal"><strong>Look to inspire </strong>&ndash; Live by your principles and lead by example. Get your approach to diversity and inclusivity in leadership right and you&rsquo;ll not only inspire <strong>everyone </strong>within your company, but across your industry in general. Be the change that you want to see.</li>
</ul>

A company’s leadership sets an example. If diversity and inclusion in a leadership is lacking, it can have a damaging impact. Here are a few simple, effective tips from SRG to help get it right. 

Simple and Effective Ways to Drive Diversity & Inclusion in Leadership

<h2>Top challenges faced in laboratory management and actionable solutions</h2>
<p>Laboratory management is evolving fast, and laboratory leaders must expect and overcome significant hurdles to keep pace.</p>
<p>In May 2022, Synergy and SRG asked laboratory leaders to assess their current concerns and expected challenges over the coming year. Our survey delves into these insights, providing expert advice to help you prepare, and take action on the most critical issues facing laboratory management today.</p>
<p>Download the report to get insights and advice from laboratory leaders on:</p>
<ul>
<li>Skills and expertise gaps</li>
<li>Attraction and retention of laboratory staff</li>
<li>Achieving quicker results</li>
<li>Improving problem solving</li>
</ul>
<p>In a scientific environment beset by laboratory management challenges, business continuity will rely on re-evaluating and upgrading existing strategies to fuel the future of the workforce.</p>
<p>&nbsp;</p>
<h3><a href="https://cdn.sourceflow.co.uk/in2iz4ep0d425k5sl2t88fizuofn" target="_blank" rel="noopener"><strong>Click here to view the report.</strong></a></h3>
<p>&nbsp;</p>
<h2><strong>Want to know more about scientific services?</strong></h2>
<p>Once you&rsquo;ve read our laboratory leaders survey and results, you may feel prepared to re-evaluate your laboratory management practices. Our expert Synergy consultants are on hand to help you address your scientific staffing requirements.</p>
<p>Contact us today for a confidential, obligation-free discussion at:&nbsp;<a href="mailto:synergyqueries@srgtalent.com">synergyqueries@srgtalent.com</a></p>

Laboratory Leaders Survey and Results 2022

<article class="blog-article">
<div class="blog-article-body">
<p>Home to 4 of the world&rsquo;s top 10 universities across London, Cambridge and Oxford, the Golden Triangle is one of the UK&rsquo;s most widely recognised life science clusters and the recipient of&nbsp;<strong><a href="https://onenucleus.com/life-science-start-report-2022-launched-wapg-and-jll" target="_blank" rel="noopener noreferrer">83% of life sciences investment.&nbsp;</a></strong></p>
<p>Meanwhile, the &lsquo;Northern Powerhouse&rsquo; continues to expand in the North with world-class science facilities, Europe&rsquo;s biggest cancer treatment centre, and key complex medicine manufacturing organisations.&nbsp;</p>
<p>The government coined term &lsquo;Northern Powerhouse&rsquo; is far more generalist than the &lsquo;Golden Triangle&rsquo; and refers to 12 areas across the North of England, including Cheshire and Warrington, Cumbria, Greater Manchester, Humber, Lancashire, Leeds City Region, Liverpool City Region, North East, Sheffield City Region, Tees Valley, York, North Yorkshire and East Riding.</p>
<p>With the breadth of the area and all of this innovation, it&rsquo;s easy to see how the Northern Powerhouse is generating&nbsp;<strong><a href="https://www.investinmanchester.com/media-and-events/industry-news/2021/8/13/dit-to-promote-key-north-west-life-science-cluster-as-a-high-potential-opportunity-location-for-health-innovation-for-healthy-ageing-to-investors-in-177-countries-a2909" target="_blank" rel="noopener noreferrer">&pound;80.7 billion of annual economic value.&nbsp;</a></strong></p>
<p>But just how competitive is the Northern Powerhouse for life sciences in comparison to the long-established Golden Triangle?</p>
<p>Read on to find out:</p>
<ul>
<li>What is a supercluster</li>
<li>3 differences between the northern powerhouse and the golden triangle</li>
<li>Northern life science pioneers leading the way</li>
</ul>
<p>&nbsp;</p>
<h2>What is a supercluster?</h2>
<p>UK superclusters in life sciences combine industry and investors (both global and government-based) with research, academia, and manufacturing to drive economic progress and accelerate innovation.&nbsp;</p>
<p>Superclusters act as a bridge between places and national strategies, facilitating collaboration, growth and investment under a recognisable brand that can be promoted on a global scale.&nbsp;</p>
<p>In the UK,&nbsp;<strong><a href="https://www.gov.uk/government/publications/levelling-up-the-united-kingdom">the &lsquo;Level Up&rsquo; initiative</a></strong>,&nbsp;<strong><a href="https://www.gov.uk/government/publications/life-sciences-vision" target="_blank" rel="noopener noreferrer">Life Sciences Vision</a></strong>, and&nbsp;<strong><a href="https://www.gov.uk/government/news/government-announces-plans-for-largest-ever-rd-budget" target="_blank" rel="noopener noreferrer">2.4% R&amp;D investment target</a></strong>&nbsp;are all examples of government strategies linked to enabling the success of superclusters.</p>
<p>Successful superclusters have a formal cluster development organisation that funds this place-based development in the life sciences.</p>
<p>Formal cluster developments can benefit chosen areas in many ways.&nbsp;</p>
<ul>
<li>They are focused on world-class assets</li>
<li>By acting ambitiously they can compete globally</li>
<li>They attract public and private investment</li>
<li>They act as an entry point for innovators in a region</li>
</ul>
<h2>3 differences between the Northern Powerhouse and the Golden Triangle</h2>
<h3>1.&nbsp;Science workspace</h3>
<p>While London, Cambridge and Oxford are often described as the dominant cluster of the UK in terms of investment and capital raising,&nbsp;<strong><a href="https://pdf.euro.savills.co.uk/uk/commercial---other/life-sciences---trends-and-outlook-january-2021.pdf" target="_blank" rel="noopener noreferrer">a report from Savills</a></strong>&nbsp;reveals that the areas suffer from a lack of science workspaces like laboratories to accommodate organisational demand when headcount rises.&nbsp;</p>
<p>Meanwhile, in the North organisations benefit from the ability to expand into readily available scientific workspaces, laboratories, and science parks including the UK&rsquo;s largest single-site science campus, Alderley Park. (https://www.alderleypark.co.uk/)&nbsp;</p>
<h3>2.&nbsp;Cost of living</h3>
<p>Living in the Golden Triangle is costly &ndash; London alone is the most expensive place to live in the UK, with average bills of&nbsp;<strong><a href="https://www.independent.co.uk/property/living-in-the-south-costs-ps3-000-more-than-the-north-9525950.html#:~:text=Unsurprisingly%2C%20London%20tops%20the%20list,per%20year%20on%20average%20respectively." target="_blank" rel="noopener noreferrer">&pound;11,536</a></strong>. The South East including Oxford and Cambridge is in second place, costing citizens an average cost of&nbsp;<strong><a href="https://www.independent.co.uk/property/living-in-the-south-costs-ps3-000-more-than-the-north-9525950.html#:~:text=Unsurprisingly%2C%20London%20tops%20the%20list,per%20year%20on%20average%20respectively." target="_blank" rel="noopener noreferrer">&pound;11,317 for bills.&nbsp;</a></strong></p>
<p>Meanwhile, the North of England is second only to South Wales in terms of the cheapest places to live in England. The average cost of bills in the North of England pales at&nbsp;<strong><a href="https://www.independent.co.uk/property/living-in-the-south-costs-ps3-000-more-than-the-north-9525950.html#:~:text=Unsurprisingly%2C%20London%20tops%20the%20list,per%20year%20on%20average%20respectively." target="_blank" rel="noopener noreferrer">&pound;8,540 a year</a></strong>&nbsp;&ndash; a stark contrast from the prices across the Golden Triangle.</p>
<p>As the cost-of-living soars across the UK, improved prices in the North incentivise organisations, and candidates alike to establish scientific activities and careers away from the Golden Triangle.<br><br></p>
<h3>3.&nbsp;Investment</h3>
<p>The North and South of the UK have a long-standing divide in terms of equitable investment across industries, including life sciences.</p>
<p><strong><a href="https://www.ippr.org/news-and-media/press-releases/north-of-england-receives-less-than-half-the-life-science-investment-made-in-south-reveals-ippr" target="_blank" rel="noopener noreferrer">Recent analyses&nbsp;</a></strong>show that the North of England receives &pound;4 billion less investment into health R&amp;D than the South. To put this figure in perspective, the South receives &pound;168 health R&amp;D investment per person, compared to just &pound;72 per person in the North.&nbsp;</p>
<p>This disparity is on its way to being unravelled following the government&rsquo;s release of the &lsquo;Level Up&rsquo; whitepaper, where the investment differences in the North and South were highlighted, and partially addressed.&nbsp;</p>
<p>Despite investment inequity, the Northern Powerhouse is on its way to establishing its new routes into funding following research success.&nbsp;</p>
<p><strong><a href="https://www.timeshighereducation.com/news/ref-2021-research-excellence-framework-results-announced" target="_blank" rel="noopener noreferrer">The 2021 Research Framework&nbsp;</a></strong>awarded several universities across the North funding boost after significant performance improvements. Manchester, Liverpool, and Northumbria University were among the awardees in the North.</p>
<p><strong><a href="https://www.timeshighereducation.com/news/ref-2021-research-excellence-framework-results-announced" target="_blank" rel="noopener noreferrer">Jennifer Stergio, Director of Research and Innovation Services at Northumbria University</a></strong>&nbsp;commented on how the results of the award would cement the importance of clusters outside of the Golden Triangle; &ldquo;It&rsquo;s already clear from submission volume data that the North-East will have the largest city-area grouping of researchers outside of London.&rdquo;&nbsp;</p>
<p>Meanwhile, a recent successful joint bid led by Manchester, Cheshire, and Warrington, saw the regions achieving High Potential Opportunity Status for healthy ageing.</p>
<p>The Department for International Trade (DIT) is now promoting the combined regions to international investors looking to design, develop, test, and commercialise diagnostics and early interventions in ageing.&nbsp;</p>
<p><strong><a href="https://www.investinmanchester.com/media-and-events/industry-news/2021/8/13/dit-to-promote-key-north-west-life-science-cluster-as-a-high-potential-opportunity-location-for-health-innovation-for-healthy-ageing-to-investors-in-177-countries-a2909" target="_blank" rel="noopener noreferrer">Lou Cordwell MBE, Chair of Greater Manchester LEP&nbsp;</a></strong>commented on the achievement, &ldquo;the launch of this HPO is an important step in helping Greater Manchester forge new partnerships and attract investment from those at the forefront of health innovation. Our region already has so much to offer &ndash; world-leading research capabilities, access to talent and one of the largest life science clusters in the UK&rdquo;.&nbsp;<br>&nbsp;<br><br></p>
<h2>Northern life science pioneers leading the way</h2>
<p>Delving deeper behind the Northern Powerhouse&rsquo;s regions, we discover the pioneering organisations harnessing the innovative research and manufacturing capability the North has to offer.</p>
<h3>1.&nbsp;Cheshire: Evotec, Cyprotex</h3>
<p><strong><a href="https://www.evotec.com/" target="_blank" rel="noopener noreferrer">Evotec</a></strong>, a drug discovery alliance and development partnership organisation, and its subsidiary&nbsp;<strong><a href="https://www.cyprotex.com/" target="_blank" rel="noopener noreferrer">Cyprotex</a></strong>, in vitro and in silico ADME-Tox services specialist, are both well established in the Alderley Park science campus in Cheshire.&nbsp;</p>
<p>After acquiring Cyprotex in 2016, Evotec relocated Cyprotex&rsquo;s UK operations to Alderley Park to centralise operations and enable continued business growth within the campus.</p>
<p><strong><a href="https://www.evotec.com/en/investor-relations/news/corporate-news/p/cyprotex-an-evotec-company-expands-into-new-uk-facility-at-alderley-park-5434" target="_blank" rel="noopener noreferrer">Dr Mario Polyqka, Chief Operating Officer of Evotec</a></strong>&nbsp;commented on the relocation, &ldquo;Moving to Alderly Park allows for the expansion and consolidation of Cyprotex&rsquo;s UK operations into a first-class scientific facility, which of course will serve to benefit our client base&rdquo;.&nbsp;<br><br></p>
<h3>2.&nbsp;Cheadle: SEDA</h3>
<p><strong><a href="https://www.sedapds.com/" target="_blank" rel="noopener noreferrer">SEDA&nbsp;</a></strong>pharmaceutical development services are undergoing a period of rapid growth.&nbsp;</p>
<p>SEDA&rsquo;s ambitious plans for expansion are reflected in their recent procurement of Cheadle Royal Business Park, which has been completely refurbished and tailored to SEDA&rsquo;s scientific requirements, creating&nbsp;<strong><a href="https://www.sedapds.com/news/seda-facilities-update-we-have-moved-in/" target="_blank" rel="noopener noreferrer">a state-of-the-art foundation for its growth.</a></strong>&nbsp;</p>
<h3>3.&nbsp;Manchester: QIAGEN</h3>
<p><strong><a href="https://www.qiagen.com/us" target="_blank" rel="noopener noreferrer">QIAGEN</a></strong>, a leading global advanced molecular testing solution provider, have recently moved their European Centre of Excellence for Precision Medicine from Manchester Science Park over to Manchester&rsquo;s CityLabs 2.0 &ndash; a brand new genomics campus developed in coalition with Health Innovation Manchester.</p>
<p><strong><a href="https://healthinnovationmanchester.com/news/qiagen-strengthens-uk-footprint-with-move-to-new-manchester-facilities/" target="_blank" rel="noopener noreferrer">Jean-Pascal Viola, Senior Vice President and Head of QIAGEN&rsquo;s Molecular Diagnostics Business Area&nbsp;</a></strong>commented on the transition, &ldquo;From Manchester, QIAGEN has pioneered precision medicine and taken global leadership in co-developing companion diagnostics with pharmaceutical and biotechnology companies to determine the effectiveness of specific drugs in individual patients&rdquo;.</p>
<p><strong><a href="https://healthinnovationmanchester.com/news/qiagen-strengthens-uk-footprint-with-move-to-new-manchester-facilities/" target="_blank" rel="noopener noreferrer">Rowena Burns, Chair of Health Innovation Manchester</a></strong>, said &ldquo;The completion of QIAGEN&rsquo;s move to state-of-art-facilities is a major development for life sciences in Manchester &ndash; and a testament to plans to create a global genomics hub here. Addressing the health needs of local people and contributing to improved diagnosis and treatment of diseases around the world, will create many highly skilled jobs and economic growth&rdquo;.<br><br></p>
<h3>4.&nbsp;North East: QuantuMDx</h3>
<p><strong><a href="https://www.quantumdx.com/" target="_blank" rel="noopener noreferrer">QuantuMDx&nbsp;</a></strong>is a progressive medical technology company based in Newcastle upon Tyne. After starting with just 6 employees, the organisation has flourished over the past few years, with a new move to dedicated HQs, bespoke laboratories, and a new engineering complex in Newcastle&rsquo;s Quayside.</p>
<p><strong><a href="https://investnortheastengland.co.uk/case-studies/quantumdx/" target="_blank" rel="noopener noreferrer">Elaine Warburton, QuantuMDx&rsquo;s CEO</a></strong>&nbsp;said, &ldquo;locating our HQ in Newcastle was a conscious decision. Aside from being a great city with such friendly people and a real buzz, being situated at a leading genetics institution and within the Centre for Life places us at the heart of global DNA-based research. The availability of high-calibre scientific researchers at Northumbria and Newcastle Universities, and the scope for excellent networking opportunities to develop our business internationally, was also a further deciding factor.&rdquo;&nbsp;<br><br></p>
<h2>Need help hiring in the North?</h2>
<p>Click the button below to get in touch with our expert client services team.</p>
<p><strong>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;<a class="button-secondary" href="mailto:solutions@srgtalent.com">Email Client Services</a></strong><br><br><strong>About the author:&nbsp;<a href="https://www.linkedin.com/in/behruz-sheikh-30462254/?originalSubdomain=uk" target="_blank" rel="noopener noreferrer">Behruz Sheikh</a></strong>&nbsp;specialises in providing innovative solutions around talent to companies across the life sciences sector, with a strong focus on pharmaceuticals, medtech and biotech. Having established a strong network across the North of England across SMEs, start ups, and big pharma, he has provided a wide range of bespoke talent solutions to organisations from ad-hoc niche scientific searches to on-site RPO solutions.&nbsp; Behruz&rsquo;s team specialise in placing a wide range of STEM roles spanning across bench to boardroom; typical roles include: Analytical Chemists, Microbiologists, Molecular Biologists, Formulation Chemists, Upstream Biotechnologist, Downstream Biotechnologist, GMP Quality Specialists up to Qualified Person, and commercial roles such as Project Managers and Business Development Managers.</p>
<p><strong><a href="https://www.linkedin.com/in/behruz-sheikh-30462254/?originalSubdomain=uk" target="_blank" rel="noopener noreferrer">Connect with Behruz on LinkedIn</a></strong>&nbsp;to learn more about our opportunities in the field.</p>
<h2>Ready to explore job opportunities across the North?</h2>
<p>SRG have over 32 years of experience in supporting candidates in rewarding careers across the Life Sciences and wider STEM industries.</p>
<p>We&rsquo;re on hand to support your needs &ndash; whether you&rsquo;re looking for a new role, or starting as a graduate, our expert consultants are on hand to help activate your career success.</p>
<p><strong>&nbsp;<a class="button-secondary" href="../../../../../../find-a-job/life-science-jobs" target="_blank" rel="noopener noreferrer">Click here to explore our opportunities across the Life Sciences</a></strong></p>
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Looking for the best place for science opportunities in the UK? Keep reading to find out whether the North can compare with the South's Golden Triangle

Can the North Compete with the Golden Triangle for Science Opportunities?

<p>SRG&rsquo;s 2022 Global Science Employment Report, produced in association with&nbsp;<em><a href="https://www.newscientist.com/">New Scientist Jobs</a></em>, provides key insights into the scientific and STEM workforce delving into sectors across science, clinical and engineering disciplines.</p>
<h3>What&rsquo;s included?</h3>
<p>In this latest annual edition, we surveyed a record 4,300 respondents across the UK, EU, and US, asking questions related to salary, ED&amp;I, skills gap, benefits, company attraction, as well as changes to our ways of working, highlighting key similarities and changes from last year&rsquo;s findings.</p>
<p>Our results reveal the latest on:</p>
<ul>
<li>The gender pay gap and ethnicity</li>
<li>Discrimination and harassment&nbsp;</li>
<li>Changes to what attracts employees to a company</li>
<li>How the pandemic and economy have impacted&nbsp;our industry</li>
<li>Skill shortages</li>
</ul>
<h3>Helping both business leaders and employees</h3>
<p>Our global report outlines trends to help your business future-proof talent pipelines, attract and retain the right people, and address workforce challenges such as diversity and inclusion.</p>
<p>As an employee, this report will help you to understand what&rsquo;s changing in your industry, and where future opportunities can be found.</p>
<h3><a href="https://cdn.sourceflow.co.uk/9aa9wz5shbxs7i5o14d32b8putw8" target="_blank" rel="noopener"><strong>View the report here.</strong></a></h3>
<p>&nbsp;</p>
<h3><a href="https://www.srgtalent.com/business-solutions">Need help hiring?</a></h3>
<p>Once you&rsquo;ve read the report, you may be ready to start activating change and strengthening your talent attraction strategy. We offer expert advice to help you find and retain the right people.&nbsp;</p>
<p>Contact us today for an informal discussion today at&nbsp;<a href="mailto:solutions@srgtalent.com?subject=Recruitment%20solutions%20enquiry">solutions@srgtalent.com</a>&nbsp;</p>

2022 Global Science Employment Report

<p>Our 2022 Global Science Salary Guide is the first in a three-part series that explores key themes from our annual Global Science Employment Report, showcasing the latest information on STEM salary trends across the UK, US and Europe.</p>
<h3><strong>Data from over 4,300 participants highlight key salary themes</strong></h3>
<p>Packed with the latest trends and insights, SRG&rsquo;s salary guide will enable you to make informed decisions across scientific and clinical recruitment, whilst understanding some of the key challenges that need to be address.</p>
<p>Expect to discover:</p>
<ul>
<li>STEM sector salary trends</li>
<li>Global salary comparisons and insights</li>
<li>Growing challenges related to the gender pay gap</li>
<li>How ethnicity affects salary</li>
</ul>
<h3><strong>Explore your scientific sector</strong></h3>
<p>Find out how salary varies across the key sectors of:</p>
<ul>
<li>Chemicals</li>
<li>Pharmaceuticals</li>
<li>Biotechnology</li>
<li>Medical Technology</li>
<li>Engineering</li>
<li>Clinical/Laboratory&nbsp;</li>
</ul>
<h3><a href="https://cdn.sourceflow.co.uk/upx1t1qtxv0qb4wlubgn70urdemq" target="_blank" rel="noopener">Click here to view the guide.</a></h3>
<p>&nbsp;</p>
<h3><a href="https://www.srgtalent.com/business-solutions">Need help hiring?</a></h3>
<p>Once you&rsquo;ve read the report, you may be ready to start activating change and strengthening your talent attraction strategy. We offer expert advice to help you find and retain the right people.&nbsp;</p>
<p>Contact us today for an informal discussion today at&nbsp;<a href="mailto:solutions@srgtalent.com?subject=Recruitment%20solutions%20enquiry">solutions@srgtalent.com</a>&nbsp;</p>

2022 Global Science Salary Guide

<p>The future of pharma is being increasingly shaped by the fourth industrial revolution, where new technologies are advancing pharmaceutical operations, spurring new collaborations, enhancing patient pathways, and connecting manufacturing processes to optimise efficacy and accuracy.</p>
<p>In this climate of change, employees across the industry, from researchers to process engineers, face the challenge of evolving their skill sets to keep pace.&nbsp;</p>
<p>Meanwhile, leaders must navigate the complexities of integrating new technology, while managing teams, and maintaining performance.</p>
<p>As the skills gap in the pharmaceutical industry widens, leaders must consider how to harness the potential of Pharma 4.0, while establishing a sustainable skills pipeline to secure business continuity.</p>
<p>In this whitepaper, we&rsquo;ll delve into the key drivers shaping the future of pharma today, providing insights to support decision making, and highlight best practice .</p>
<p>Download the whitepaper to discover how to:</p>
<ul>
<li>Harness Industry 4.0, and help your workforce keep pace</li>
<li>Bridge the talent gap in pharma</li>
<li>Activate agility and power a flexible workforce</li>
<li>Create resilient supply chains</li>
<li>Fuel collaboration and manage mobile talent</li>
</ul>
<h3>Looking for recruitment support?</h3>
<p>Once you&rsquo;ve read the our guide on the future of pharma, you may be ready to begin re-evaluating your talent strategy and pipeline. Our expert pharmaceutical consultants are available to help you find and recruit the best talent according to your business priorities.</p>
<p>Contact us today for a confidential, obligation-free discussion at&nbsp;<strong><a href="mailto:solutions@srgtalent.com">solutions@srgtalent.com</a></strong></p>
<p>&nbsp;</p>
<h3><a href="https://cdn.sourceflow.co.uk/j2evzyd263ec2830fukrqql6vy3p" target="_blank" rel="noopener"><strong>Click here to view the whitepaper.</strong></a></h3>

How to Prepare your Workforce for the Future of Pharma

<p><strong>In this whitepaper, we look at highlighting medtech insight around how the latest advancements in technology are developing in the healthcare industry, along with the opportunities this presents.</strong></p>
<p>The global information technology industry, like every other industry, was knocked off course in 2020, with postponements in tech strategy making&nbsp;<a href="https://www.comptia.org/content/research/it-industry-trends-analysis" target="_blank" rel="noopener noreferrer">a dent in projected revenue for the year</a>. However, 2021 presented a brighter future.&nbsp;<a href="https://www.comptia.org/content/research/it-industry-trends-analysis" target="_blank" rel="noopener noreferrer">The industry is expected to achieve $5 trillion in revenue this year</a>&nbsp;&mdash; representing a 4.2% growth and a monumental bounce back from the pandemic.&nbsp;</p>
<p>Focusing in on the UK&rsquo;s tech sector, recent data analysis by Tech Nation shows that tech business boomed in 2020 &mdash; with&nbsp;<a href="https://techround.co.uk/news/new-tech-business-launched-every-halfhour-uk-2020-despite-covid/" target="_blank" rel="noopener noreferrer">almost 20,000 new business births, the equivalent of one every half an hour, and a record-breaking year for VC investment</a>. Looking to 2021,&nbsp;<a href="https://techround.co.uk/news/new-tech-business-launched-every-halfhour-uk-2020-despite-covid/" target="_blank" rel="noopener noreferrer">jobs have bounced back to pre-pandemic levels</a>&nbsp;and there is a flurry of activity in the sector as more organisations put digital at the heart of their strategy.</p>
<p>Despite the competition that this ultimately translates to for talent, it also highlights vast opportunities in the sector. Today, every business is a digital business, and the beauty of this rich, diverse technology ecosystem is that innovation is happening faster, with more far-reaching consequences.</p>
<p>This whitepaper tackles the topics of:&nbsp;</p>
<ul>
<li>Data, analytics, and AI</li>
<li>Cloud and the Internet of Medical Things (IoMT)</li>
<li>Robotics, AI and augmented reality</li>
</ul>
<h3><a href="https://cdn.sourceflow.co.uk/g746hao6pzgd511s7nmipmz238ch" target="_blank" rel="noopener"><strong>Click here to view the report.</strong></a></h3>
<p><em>This whitepaper was produced by STEM brands SRG and&nbsp;<a href="https://www.lorienglobal.com/en" target="_blank" rel="noopener noreferrer">Lorien</a>, who are proud to be part of the Impellam Group, a leading Global Talent Acquisition and Managed Workforce Solutions provider. SRG are a scientific recruitment specialist, while Lorien are technology recruitment specialists. With over 40 years&rsquo; experience they provide professional talent solutions for clients globally.</em></p>

MedTech Advancements & AI Transforming Healthcare

<p>Increasingly, advances in technology are opening up new opportunities for life sciences businesses and their employees. This process has been accelerated by COVID-19, with digital transformation taking place across organisations much quicker than initially planned.</p>
<p>In this report will cover:</p>
<ol>
<li>Upscaling with technology</li>
<li>Infrastructure</li>
<li>New business models</li>
<li>Company culture</li>
<li>The skills gap</li>
</ol>
<p>&nbsp;</p>
<h3><a href="https://cdn.sourceflow.co.uk/2h719i21qo25ara9yb8t6l6k82n1" target="_blank" rel="noopener">Click here to view the report.</a></h3>

The Future of Work in the Life Sciences Industry

<p><strong>Find out how to prepare your talent strategy for the future of the chemicals industry with the latest global trends, insights and advice.</strong><br><br>The chemicals industry powers the modern world as we know it, hiring over 10 million people worldwide and driving the production of 90% of every-day products.<br><br>This whitepaper delves into the major change accelerators driving the future of the chemicals industry, providing actionable advice for both leaders and candidates across the sector.<br><br>Exponential changes across digitalisation, sustainability, and the working environment have created a new talent landscape, where the skills gap has never been so critical. Considering supply chains, environmentalism, and how your workforce can not only be retained, but engaged is critical.<br><br>Expect to discover facts, figures, and actionable advice to help steer and modernise your hiring strategy.&nbsp;</p>
<ul>
<li>What&rsquo;s ahead for the chemicals industry</li>
<li>Why chemical organisations must have a strategic commitment to digital innovation</li>
<li>Changes to our ways of working</li>
<li>Ideas to address the skills gap through new talent and retention</li>
<li>How chemical industry hiring strategies need to modernise to address the skills gap</li>
</ul>
<h3><a href="https://cdn.sourceflow.co.uk/oixrciffstdzb052nmp9qnggtrfd" target="_blank" rel="noopener">Click here to view the whitepaper.&nbsp;</a></h3>

Modernising the Chemicals Industry and Addressing the Skills Gap

<p>If you think bigger you will go further.</p>
<p>Our&nbsp;<a href="http://bit.ly/30LxeIB">blog</a>&nbsp;showcased just a few of the exceptional individuals who did this and pushed STEM further.</p>
<p>You may think that these kinds of innovators come one in a billion and they are unique in the way they think so how is it possible to think as big as them? Although talent, timing and opportunity is involved with these big breakthroughs, we are all able to be more like them.</p>
<p>Big thinkers often have daily habits in common, therefore, if we adapt our behaviours and make minor adjustments and additions to our routines, we will start to think bigger, then go further.</p>
<p>In 1989, the publication of &lsquo;<em>The 7 Habits of Highly Effective People</em>&rsquo; sold over 30 million copies, popularising the idea of creating personal success through small changes in behaviour. These days, the worldwide use of social media, truly global trends, fads, fashions and the ever-expanding community of influencers with their tips and tricks for self-development is colossal and ever-changing.</p>
<p>Understandably, it&rsquo;s difficult to recognise what healthy, realistic methods to take onboard.</p>
<p>By looking at the daily habits of innovators, we can spot the small changes that can have big impacts. Here are our top, easy habits to work into your routine:</p>
<p>&nbsp;</p>
<h2><strong>1) Stop hitting the snooze button</strong></h2>
<p>The process of thinking bigger may begin as soon as you wake up, literally.</p>
<p>Benefits of waking up early can be split into two rough groups. Firstly, you can be more efficient, time effective and organised with your whole day. Productivity wise, there is simply more time in your day to do more, you begin the day by planning and preparing for upcoming tasks and meetings, as well as react to the most urgent tasks or begin tackling any problems.<br><br>Alternatively, you are also able to do some life admin by ticking some chores off your to-do list as well as making sure you have breakfast! You will get more done at work and should be able to more easily ring-fence time for your personal life too.</p>
<p>Secondly, is how you can use this time to get in the right headspace, look after your mental health and take the opportunity for some self-care. Early morning is most likely going to be the quietest, calmest part of your day with the least amount of people and distractions around. As such, this can be an ideal time to relax, reflect or even meditate all of which are vital for balanced mental health. A&nbsp;<a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5866730/">study from the NCBI</a>&nbsp;highlights the value of using this time when things are most silent as it helps with:</p>
<p>On top of all the above, Professor C. Randler of Heidelberg University found that people who are more proactive in the morning perform better at work.</p>
<p>The current CEO of tech giant Apple, Tim Cook, kicks the day off at 4:30 am to exercise, have breakfast and make sure he gets some peace and quiet before the day really takes off.</p>
<p>Benefits of rising early include:</p>
<ol>
<li>Increasing oxygen levels in the brain</li>
<li>Reducing blood pressure</li>
<li>Lessens migraines and headaches</li>
<li>Boost mental health wellbeing</li>
</ol>
<p>&nbsp;A no-brainer, really.</p>
<p>&nbsp;</p>
<h2><strong>2) Get a move on</strong></h2>
<p>We all know to exercise in order to keep fit, but what is lesser known is how good it is for your brain. Ensuring your weekly routine has scheduled, frequent exercise will help unlock your thought potential. A study at Stanford University demonstrated that short walks can&nbsp;<a href="https://www.apa.org/pubs/journals/releases/xlm-a0036577.pdf">boost creativity</a>, a vital ingredient of innovation.</p>
<p>Productivity can also be boosted with exercise; two essential factors are high energy and a positive mood. A University of Glasgow&nbsp;<a href="https://www.sciencedirect.com/science/article/abs/pii/S0195666305000991">study showed</a>&nbsp;that exercise can increase both areas for a full day. It also benefits brain performance, in a clinical trial run by the Body-Brain Performance Institute in association with Swinburne&rsquo;s University, there were clear links between high physical fitness, brain function reduced stress levels at work.&nbsp;</p>
<p>Alan Turing, creator of the Enigma code breaker and considered the father of modern computing, was a talented and passionate long-distance runner. He was known to run the 40 miles from Bletchley Park to London to attend meetings regarding his work&hellip;<br><br>It can feel like a lot of effort to make exercise a habit but only a small amount is necessary to start reaping the rewards. You can get more exercise into your routine without going too out of your way, simple things such as walking to more places instead of driving. One&nbsp;<a href="https://www.researchgate.net/publication/235275530_Exercising_at_work_and_self-reported_work_performance">study showed</a>&nbsp;that if you exercise at work you will increase performance straight away, so no extra time allocation may even be required!</p>
<p>&nbsp;</p>
<h2><strong>3) Plan, plan, plan</strong></h2>
<p>Whether you plan the night before, at the breakfast table or just set out your project plan before diving straight in, getting your ship in order makes it more likely that you will succeed. A&nbsp;study&nbsp;from the Dominican University of California revealed that people who wrote down their goals daily were 43% more likely to accomplish them.</p>
<p>Not only this but keeping clear plans means you can keep track of progress, your time management and you have a record of what you have done. Big thinkers always need to show what they have done and how they&rsquo;ve done it, not only to share innovations and ideas but also to remember what hasn&rsquo;t worked.&nbsp;</p>
<p>&nbsp;</p>
<h2><strong>4) Be a bookworm</strong></h2>
<p>Reading is a powerful tool for brain development, health and overall brain function and memory. This is because reading involves several different brain functions, including visual and auditory processes, fluency and comprehension.<br><br>Research at Haskins Laboratories for the Science of the Spoken and Written Word indicates that reading, unlike screen and audio media, allows our brains more time to pause, think, process, and imagine the content we are taking in. This increased mental activity sharpens memory and improves mental performance, just as weightlifting keeps muscle tissue strong and reliable. In addition, a study at the&nbsp;<a href="https://www.alzinfo.org/articles/reading-alzheimers-bay/" target="_blank" rel="noopener noreferrer">Fisher Center for Alzheimer's Research Foundation</a>&nbsp;shows stimulation from reading also protects memory and thinking skills.<br><br>The engineer and technology entrepreneur Elon Musk is a notorious reader. In grade school, he read ten hours a day and apparently, a full BASIC programming language manual in three days, which was supposed to take six months. By 1984 standards, this would have given him a strong understanding of the most advanced programming at the time. See his&nbsp;<a href="https://www.businessinsider.com/elon-musk-favorite-books-2014-10?op=1&amp;r=US&amp;IR=T#ignition-an-informal-history-of-liquid-rocket-propellants-by-john-d-clark-6">favourite books</a>.</p>
<p>&nbsp;</p>
<h2><strong>5) And relax&hellip;</strong></h2>
<p>It seems a little exhausting trying to fit in all these habits. So, you&rsquo;ll be glad to hear that relaxing is vital! If you take breaks from work you are able to recharge energy and motivation to use when you go back to it, in turn increasing your focus and attention thus upping productivity.<br><br>Relaxation brings other benefits, including lifting your mood by making sure you socialise to absorbing ideas from films, games and books. As an example, meditation improves concentration and attention, a&nbsp;<a href="http://pss.sagepub.com/content/24/5/776">study</a>&nbsp;found that a few weeks of meditation helped focus memory by 16% when tested before and after the period.<br><br>Moreover, a 2010 study in&nbsp;<a href="https://www.google.com/url?url=http://scholar.google.com/scholar_url?url=http://www.academia.edu/download/39616081/Mindfulness_meditation_improves_cognitio20151102-1793-1onmb2t.pdf&amp;hl=en&amp;sa=X&amp;scisig=AAGBfm17HHi_zkdir4KUxk7O3854JpCSiA&amp;nossl=1&amp;oi=scholarr&amp;rct=j&amp;q=&amp;esrc=s&amp;sa=X&amp;ved=0ahUKEwjKiILR-PDNAhVS3WMKHXYKDkcQgAMIHCgBMAA&amp;usg=AFQjCNFVgPBBkofFacFmVR1hDUXdXY6KfQ" target="_blank" rel="noopener noreferrer"><em>Consciousness and Cognition Journal</em></a>, showed that meditation improves mood and mindfulness but crucially reduced fatigue and anxiety. A brief meditation programme significantly improved mental processing, working&nbsp;memory and function.<br><br>It can appear hard to fit more time in to relax in the hectic lives we live but there are some easy, surprising ways to do this. Simply leaving the office on lunch to eat in a nearby park, going to a yoga class on Sunday mornings, reading before bed instead of watching that next episode on Netflix to having a bath instead of a shower are just a few ways to do this.</p>
<p>&nbsp;</p>
<h2><strong>Take the next step</strong></h2>
<p>These few habits can have massive benefits on the way your brain works, how you think, and the ways in which you view yourself and abilities. As a result, they will naturally enhance your ability to think bigger which will make you go further.</p>
<p>To take the next step in your career, apply for&nbsp;our&nbsp;<strong><a href="https://www.srgtalent.com/jobs">STEM job opportunities</a>.</strong></p>

5 Daily Habits for Career Success

<h3><em>Have you ever set yourself a goal and then got bogged down in trying to achieve it? You may be setting the wrong type of goals.</em></h3>
<p>Understanding the difference between means goals and end goals is the key. Very often the two types of goals get mixed up. An end goal should be something that brings you fulfilment, the means goals are the steps you need to take to get you to the end goal. When we focus only on the specifics of how to get something rather than the &lsquo;what&rsquo; and the &lsquo;why&rsquo;, we can get blocked and frustrated.</p>
<p>Often, we set goals based on what we know right now and then what we can see as the next logical step.&nbsp;However, this can keep us narrow minded. If we set a goal based on the end result, we want our brains are then free to find multiple ways of achieving those goals.</p>
<p>As an example, say you want to progress in your career or you want a promotion. In such an instance, you may focus on working harder, staying later, or going to certain networking events. To a certain extent, this goal is out of your hands because it depends on other people, the type of company you work for, your boss, and/or the opportunities available within the company you are in.</p>
<p>If you instead focused on the end goal, your pathway to attaining a promotion might look very different. The end goal might then be, &ldquo;<em>I want to reach my full potential within the environment I am in</em>." In defining the goal in this way, you are opening up your options and your brain is then able to tap into all sorts of inspiration to help you reach it and you are more likely to feel fulfilled rather than frustrated.</p>
<p>Such a&nbsp;goal is portable: you can take it anywhere, you can reach your full potential within your environment regardless of whether someone rewards you for it, AND you can reach your full potential within your environment whether it is at company A, B or another route altogether.</p>
<p>There are a couple of exercises that can help you work out your end goals and separate them from your means goals.</p>
<p>&nbsp;</p>
<h2><strong>Exercise 1: distinguishing means goals from end goals</strong></h2>
<p>The first exercise is based on the Japanese business practice called the "five whys" (originally aimed at getting to the root cause of a problem, but can also be used in goal-setting).</p>
<p>The process involves looking at your goal and asking yourself a series of "whys" until you reach a conclusion about the intention of your goal. This helps separate the two types of goals out from each other.<br><br>Though you don't always have to aim for five whys, try to ask as many whys as possible. In the following example, there are four:</p>
<p>"I want a promotion."<br><br><em>Why?</em></p>
<p>"Because I want more money."</p>
<p><em>Why?</em></p>
<p>"Because I want to travel."</p>
<p><em>Why?</em></p>
<p>"Because I want a life of experience and adventure" --&nbsp;<strong>this is the end goal.<br><br></strong></p>
<p>Another example might be:</p>
<p>"I want to leave my job."<br><br><em>Why?</em></p>
<p>"Because it isn't flexible enough."</p>
<p><em>Why?</em></p>
<p>"Because I am not around enough for my children, and I feel I'm not performing as a parent."</p>
<p><em>Why?</em></p>
<p>"Because I want to be present for my children as they grow up" --&nbsp;<strong>again,</strong>&nbsp;<strong>this is the end goal.</strong></p>
<p>The end goal should always be the starting point, meaning all the other goals above become means goals. The end goal keeps you motivated along the way and helps your creativity and inspiration flow -- helping you to achieve that life of adventure and experience or find the job that creates the freedom and choice around working hours.</p>
<p>You can bring this model of goal setting into the workplace which also works really well in a professional setting. In this instance, the means goals is setting a target of calling ten clients a day:</p>
<p>"We need to call ten clients a day."<br><br><em>Why?</em></p>
<p>"Because we want to win new business."</p>
<p><em>Why?</em></p>
<p>"Because we want to grow as a team."</p>
<p><em>Why?</em></p>
<p>"Because we want to open up more opportunities for team members to progress within the business."</p>
<p><em>Why?</em></p>
<p>"Because team members have their own individual end goals that they want to achieve" --&nbsp;<strong>end goal.</strong></p>
<p><br>Another way to answer this same initial question might be:</p>
<p>&nbsp;</p>
<p>"We need to call ten clients a day."<br><br><em>Why?</em></p>
<p>"Because we want to win new business."</p>
<p><em>Why?</em></p>
<p>"Because we know the product we are selling really helps our customers."</p>
<p><em>Why?</em></p>
<p>"Because we all want to work for a company that ultimately strives to help people." --&nbsp;<strong>end goal.<br></strong></p>
<p>&nbsp;</p>
<p>By stepping away from the means goal -- calling ten clients a day -- the end goal becomes apparent and the daily task has a purpose that is greater than itself. In other words, those ten client calls a day may turn into other creative ways of winning new business.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<h2><strong>Exercise 2: defining your end goals</strong></h2>
<p>This exercise revolves around three questions and helps you really define what your end goals are. Once you have defined them you can then put things in place to help you achieve them (the means goals).</p>
<p>Take a piece of paper and divide it into three columns. In the first column, write the heading&nbsp;<strong>Experiences</strong>; in the middle column, write the heading&nbsp;<strong>Growth</strong>; and in the final column write the heading&nbsp;<strong>Contribution</strong>.</p>
<p>When you break goals down into these three areas, you'll cover all the important elements of what is most likely to give you fulfilment.</p>
<table border="1" cellspacing="0" cellpadding="0">
<tbody>
<tr>
<td valign="top">
<p><strong>Experiences</strong></p>
</td>
<td valign="top">
<p><strong>Growth</strong></p>
</td>
<td valign="top">
<p><strong>Contribution</strong></p>
</td>
</tr>
<tr>
<td valign="top">
<p><em>Think about how you want to feel, where you want to go, what you want to see, what you want to do, etc.</em></p>
</td>
<td valign="top">
<p><em>What do you need to learn and who do you need to become in order to have these experiences?</em></p>
</td>
<td valign="top">
<p><em>How will you contribute to the world? Think about your community (local, the company you work for, family, etc).</em></p>
</td>
</tr>
<tr>
<td valign="top">
<p>(E.g of a work-based one)<br><br>"I want to speak on stage at the next company conference"</p>
</td>
<td valign="top">
<p>"I want to overcome my fear of speaking in public"</p>
<p>&nbsp;</p>
</td>
<td valign="top">
<p>"I want to deliver real insights on X/Y/Z to the business that will help us to grow"</p>
</td>
</tr>
<tr>
<td valign="top">
<p>&nbsp;</p>
</td>
<td valign="top">
<p>"I will go on a public speaking course"</p>
</td>
<td valign="top">
<p>"I want to become a thought leader in my field of expertise and offer knowledge to help others in my field"</p>
</td>
</tr>
<tr>
<td valign="top">
<p>(Other examples)</p>
<p>"I want to travel to Kenya"</p>
</td>
<td valign="top">
<p>"I want to learn a new piece of information every week"</p>
</td>
<td valign="top">
<p>"I want to visit my elderly neighbour on a weekly basis to check in with her"</p>
</td>
</tr>
</tbody>
</table>
<p>When you start to look at goals in this way, you can then begin to find multiple pathways towards achieving them.</p>
<p>&nbsp;</p>
<h2><strong>Understanding the brain&rsquo;s contribution to goal-setting</strong></h2>
<p>If you start with the end goal, you will increase your chances of succeeding. The brain thrives on end-goal-setting because of the way it is wired to respond. The part of your brain that creates emotion is called the amygdala; part of its job is to evaluate the degree to which the goal is important to you. The frontal lobe of your brain then defines the specifics of what the goal entails.</p>
<p>These two areas work together to keep you focused on, and moving towards, your goal and help you ignore the behaviours and situations that move you away. Your brain structure constantly changes (through a process called neuroplasticity) to keep itself optimised to reaching that goal.</p>
<p>Of course, there are other parts of the brain at play which may try to tell you that you can&rsquo;t achieve the goal (your fear centre, the amygdala again!) because of engrained beliefs you have about yourself (usually from childhood). This is why the goals that you are more emotionally attached to -- the ones you feel will fulfil you --&nbsp; are more likely to be achieved.</p>
<p>In conclusion, the brain needs to know how important a goal is to you to help you adopt behaviours and spot opportunities to bring you closer to achieving that goal. If you identify what you want and why you want it (the end goal) first, you are more likely to be motivated to achieving it. The brain will help you find multiple ways of reaching your goal. The skill lies in separating out the end goal from the means goals first.</p>

Understanding the difference between means goals and end goals is the key. Very often the two types of goals get mixed up. An end goal should be something that brings you fulfilment, the means goals are the steps you need to take to get you to the end goal. When we focus only on the specifics of how to get something rather than the ‘what’ and the ‘why’, we can get blocked and frustrated.

Career Goal Setting - Goal Celebration

<h3><em>STEM is driven by innovation. It is a symbol of progress and provides solutions to our greatest challenges. From the creation of the steam engine and discovering the molecular structure of DNA to unlocking our smartphones with facial recognition, one thing is constant: individuals who think bigger push STEM discoveries further.</em></h3>
<p>Thinking bigger is essential in making big leaps, inventing new products and turning sectors on their head. We are dedicating this blog to a few extraordinary people who thought bigger and went further.</p>
<p>&nbsp;</p>
<h3><strong>Engineering: Lucy Hughes</strong></h3>
<p>Throughout 2019, we saw the rise of Extinction Rebellion. Aged only 16, Greta Thunberg led a global movement seeing countless students skipping school and taking to the streets in protest of the unfolding climate catastrophe. Sir David Attenborough echoed these messages to world leaders at 2020's&nbsp;<a href="http://opentranscripts.org/transcript/greta-thunberg-world-economic-forum-2019/">Davos forum</a>, with&nbsp;the UK Government being the first major economy to set a new target to&nbsp;<a href="https://www.gov.uk/government/news/uk-becomes-first-major-economy-to-pass-net-zero-emissions-law">bring all greenhouse gas emissions to net-zero by 2050</a>.</p>
<p>STEM industries are at the forefront of finding solutions both short term and long-term to this pressing problem.</p>
<p>As a case in point, there is an estimated 300 million tonnes of plastic in our oceans already, with 8 million tonnes added each year.</p>
<p>The problems caused by plastics are varied -- from killing whales (as they mistake them as jellyfish and clog their digestive systems) to raising the levels of micro-plastics building up in the food chain. As plastics can take hundreds of years to degrade, it is critical that we clean up our ecosystems to stop these short- and long-term impacts.</p>
<p>In 2019, the British designer&nbsp;<strong>Lucy Hughes</strong>&nbsp;thought big, acted and went further in the fight against plastic pollution.</p>
<p>Single-use plastics are considered a key issue, one which the University of Sussex graduate tackled head-on. Often such issues are thought about in a linear way. Going further than the norm, she found a suitable waste product from the fishing industry, reducing the environmental impact from a whole different sector.</p>
<p>The properties of fish skin and scales have the ideal properties to make a durable, strong and water-resistant material. Through experimentation, Hughes found a biological binding agent which would join the matter extracted from the fish skin to engineer the bioplastic she called MarinaTex. With a biodegrade period of four to six weeks in a household compost environment, the material doesn&rsquo;t remain in our environment and isn&rsquo;t harmful even when broken down.</p>
<p>Ideal for substituting many single-use plastics this could be a gamechanger in the fight to reduce plastic waste. For her work, Hughes was awarded the UK Dyson Award 2019.</p>
<p>Hughes&rsquo;s mindset went beyond the standard engineering process; she saw the whole picture and confronted numerous issues. As a result of thinking bigger she has gone further in her field and created a novel, improved solution.</p>
<p>As Hughes commented, &ldquo;for me, MarinaTex represents a commitment to material innovation and selection by incorporating sustainable, local and circular values into design. As creators, we should not limit ourselves to designing to just form and function, but rather form, function and footprint.&rdquo;</p>
<p>&nbsp;</p>
<h3><strong>Science: Rosalind Franklin</strong></h3>
<p>Thinking bigger can challenge stigmas and force essential change. A standout example of this is the case of&nbsp;<strong>Rosalind Franklin</strong>.</p>
<p>She persisted in her research and contribution to the discovery of the molecular structure of the DNA double helix. Fifteen months before J. D. Watson and F. Crick published their famous description of the molecular structure of DNA, Rosalind Franklin and Raymond Gosling (who was supervised by Franklin) took the crucial X-ray diffraction image labelled Photo 51. From this photo, it was calculated that DNA forms a helix, which was an essential piece of evidence that Watson and Crick needed to work out the molecular structure of DNA.</p>
<p>The science of DNA and following understandings stemming from this has led to the discovery of some of the most important methods used in healthcare and scientific practice. However, this inspired piece of scientific discovery would not have been achievable without Franklin.</p>
<p>The discovery of the structure&nbsp;of DNA resulted in James Watson, Francis Crick and Maurice Wilkins sharing the Nobel Prize in Physiology or Medicine in 1962.</p>
<p>Franklin was an inspirational individual who forged her own path in science, she is often regarded as a beacon of progress for women in STEM. She thought big, did not let the social &lsquo;norms&rsquo; of the era stop her and her persistence and intelligence pushed her in her work and helped pave the way for more women pioneers.</p>
<p>Our blogs on the&nbsp;<a href="http://bit.ly/3711uRK">women changing the world</a>&nbsp;and those who are&nbsp;<a href="http://bit.ly/2uBUr3J">helping change tomorrow&rsquo;s</a>&nbsp;world highlight just a few ways women make invaluable contributions to STEM.</p>
<p>&nbsp;</p>
<h3><strong>Clinical: Shinya Yamanaka</strong></h3>
<p>The key&nbsp;<a href="http://www.laskerfoundation.org/awards/show/stem-cells-and-their-dual-properties-self-renewal-and-differentiation/">properties of adult stem cells</a>&nbsp;were defined by Ernest McCulloch and James Till in the 1960s through experiments in mice. Subsequent work in 1981 by Martin Evans and Matthew Kaufman allowed the isolation of embryonic stem cell.</p>
<p>It has been a challenge to use embryonic stem cells in scientific research, as some believe it to be unethical because sourcing them requires extraction from an embryo. However, adult stem cells cannot differentiate into numerous types of cell in the human body as embryonic cells can so the possibilities of research and discovery are restricted.</p>
<p>One scientist wanted to unlock the unique potential of embryonic stem cells as well as finding a solution to the ethical concerns around embryonic cell use. In 2006,&nbsp;<strong>Shinya Yamanaka</strong>&nbsp;of Kyoto University devised a method of making embryonic-like cells from adult cells. His team reprogramed ordinary adult cells by inserting four key genes &ndash; forming &ldquo;induced pluripotent stem cells&rdquo; that had the same properties as embryonic cells.</p>
<p>For his pioneering work, Yamanaka, along with his colleague,<strong>&nbsp;</strong>John Gurdon, was&nbsp;<a href="https://institutions.newscientist.com/article/dn22346-nobel-winning-stem-cell-pioneer/">presented with the 2012 Nobel Prize</a>&nbsp;for Physiology and Medicine.</p>
<p>This revolutionary work has blown open the doors for the use of stem cells in clinical treatments and healthcare science. Yamanaka was the one who thought about and enabled the solution for both the ethical and scientific factors, which unleashed the potential and pushed Stem research further.</p>
<p>&nbsp;</p>
<h3><strong>Following their lead</strong></h3>
<p>Thinking big results in going further and these individuals are testament to this.</p>
<p>It will be exciting to see how these discoveries continue to evolve over the years and learn about the individuals who take these ideas and push them on to the next level.</p>
<p>At SRG, we believe in this philosophy and it is one of our core values. It informs how we innovate, go to market, engage with people and work with clients and candidates.<br><br>If it&rsquo;s time for you to&nbsp;<a href="https://srgtalent-cm-scprod.impellam.com/insights/think-bigger-go-further">think bigger and go further</a>&nbsp;in your STEM career, or if you&rsquo;re taking that first step into your STEM career, you can apply for our job opportunities&nbsp;<a href="http://bit.ly/2NmwRyC"><strong>here</strong></a>.</p>
<p><em>For more insights into the ever-changing world of the life sciences sector, stay tuned to the&nbsp;<a href="../../../../../blog">SRG blog</a></em><em>.</em></p>

STEM is driven by innovation. It is a symbol of progress and provides solutions to our greatest challenges. From the creation of the steam engine and discovering the molecular structure of DNA to unlocking our smartphones with facial recognition, one thing is constant: individuals who think bigger push STEM discoveries further.

Think Big STEM Innovators

<p><em>&ldquo;As the world of work becomes more interconnected and people-focused, good stakeholder engagement is increasingly crucial to business success. Whether you&rsquo;re responsible for driving your organisation&rsquo;s people strategy or are a gatekeeper assisting a key decision-maker in your business, knowing how to deal with stakeholders in an effective, timely and transparent manner is arguably the most critical aspect of project management.&rdquo;</em></p>
<p><strong><span id="docs-internal-guid-71605a41-7fff-5908-af9e-157f848940f8">&mdash;&nbsp;</span>Richard Action, Director at SRG</strong></p>
<p><br>Effective stakeholder engagement is a real game-changer. It allows you to get the most out of every partnership, hone your ability to adapt to different situations, and ultimately build more meaningful professional relationships.<br><br>Our latest guide provides up-to-date insights and methods to improve stakeholder engagement skills.</p>
<p>&nbsp;</p>
<h3><a href="https://cdn.sourceflow.co.uk/12bkpgp9du1eg3bcxqvvyd1qp6ej" target="_blank" rel="noopener">Click here to view the case study.</a></h3>

An SRG Whitepaper to Stakeholder Engagement

<p>Before COVID, the outsourcing landscape was accelerating and showed no signs of slowing down.<br><br>However, a growing number of businesses are looking to alternative solutions to increase efficiency. In this report, we&rsquo;ll look at the current outsourcing climate, examine insourcing as a strategic resource and provide actionable advice to help you unlock market momentum.</p>
<p>&nbsp;</p>
<h3><a title="The Changing Face of Outsourcing in Life Sciences" href="https://cdn.sourceflow.co.uk/fdsbyet7v0pakd2adkkhsyvq57og" target="_blank" rel="noopener">Click here to view the report.</a></h3>

The Changing Face of Outsourcing in Life Sciences

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<p>Are you struggling to balance skills shortages with rising costs?</p>
<p>You&rsquo;re not alone.</p>
<p>7 in 10 STEM leaders are currently struggling with staff shortages and are finding it difficult to find and hire employees with the skills needed for business success.</p>
<p>In this guide, our industry experts reveal the key drivers behind rising costs and provide the guidance you need to optimise your talent management practices.</p>
<h2>&nbsp;</h2>
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<article class="rich-text-article">
<h2>Helping you optimise your hiring strategy</h2>
<p>Gain a competitive edge. Get expert insight into the key trends underpinning talent supply and demand issues, as well as actionable advice on how to futureproof a sustainable talent strategy for your workforce.</p>
<p><br><strong>Download to find out:</strong><br><br></p>
<ul>
<li>Why there is a workforce supply and demand issue</li>
<li>How IR35 has transformed the contractor market</li>
<li>What factors are driving costs in the permanent market</li>
<li>What the solution is to rising labour costs</li>
</ul>
<p>&nbsp;</p>
<h3><a href="https://cdn.sourceflow.co.uk/5m8x0w0qthk23nqxu14zqlneo5cl" target="_blank" rel="noopener">Click here to download the whitepaper.</a></h3>
</article>
</div>
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</section>

What is Driving the Rise in Pay for STEM Talent

<p>According to SRG&rsquo;s latest Pulse Survey, 46% of HR leaders in STEM say their company has had to change its recruitment strategy in response to COVID-19.<br><br>With the pandemic upending entrenched working patterns and workforce arrangements, businesses need to think both short-term and long-term about issues such as headcount and closing the skills gap.<br><br>With the skills gap increasing and business&nbsp;confidence remaining low, creating a robust strategic workforce plan is a must for any STEM organisation.</p>
<h3><a href="https://cdn.sourceflow.co.uk/znebkw2rdgdshtd8fqr44tqhysee" target="_blank" rel="noopener">Click here for the guide.</a></h3>

A Guide to Strategic Work

<p>Find out how trends across equality, diversity and inclusion in the workplace are impacting the global STEM workforce in the final edition of our three-part series, exploring key topics from our annual&nbsp;<a href="../../../../insights/guides-and-reports/2022-global-science-employment-report" target="_blank" rel="noopener noreferrer"><strong>2022 Global Science Employment Report</strong></a><strong>.&nbsp;</strong>&nbsp;</p>
<p>As we forge forward from the pandemic, empowering and enabling more diverse groups to succeed in the workplace remains paramount, and is currently on the agenda of<strong><a href="https://www2.deloitte.com/us/en/pages/chief-executive-officer/articles/ceo-survey.html" target="_blank" rel="noopener noreferrer">&nbsp;41% CEOs and executives.&nbsp;</a></strong></p>
<p>We know that inclusive workplaces not only improve engagement and culture but are&nbsp;<strong><a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/delivering-through-diversity" target="_blank" rel="noopener noreferrer">correlated with profitability and value creation, particularly when senior decision makers are diverse</a></strong>. Additionally, successful ED&amp;I initiatives help prevent serious legal issues from arising including discrimination, harassment and bullying.&nbsp;&nbsp;</p>
<p>Our guide equips both candidates, and leaders alike, with the insights required to strengthen equality, diversity and inclusion across STEM workplaces.</p>
<h3><strong>Global data reveals the experiences of 4,300 respondents working across STEM</strong></h3>
<p>Featuring the highest number of respondents yet, this year&rsquo;s global guide comprehensively analyses the concerns and progress made across equality, diversity, and inclusion in STEM.&nbsp;</p>
<p>Get insights into ED&amp;I trends across:</p>
<ul>
<li>UK</li>
<li>Europe</li>
<li>US</li>
</ul>
<h3>Helping you improve ED&amp;I in the workplace</h3>
<p>SRG&rsquo;s 2022 Guide to Equality, Diversity and Inclusion in the workplace explores the latest trends and insights surrounding discrimination, harassment, and bias in STEM.</p>
<p>Download to find out:</p>
<ul>
<li>How perspectives on diversity in STEM vary across groups</li>
<li>The latest statistics on discrimination and harassment</li>
<li>Key concerns and industry progress</li>
</ul>
<p>Complete the form below for your free copy.</p>
<h3>Need help hiring?</h3>
<p>After reading the guide, you may be ready to explore routes to strengthen and diversify your talent strategy. Our expert consultants are on hand to help you find and recruit the best talent.&nbsp;<br>Contact us today for a confidential, obligation-free discussion at&nbsp;<a href="mailto:solutions@srgtalent.com">solutions@srgtalent.com</a></p>
<p>&nbsp;</p>
<h3><a href="https://cdn.sourceflow.co.uk/yopap4neom7gjaxd818bd76bqf3h" target="_blank" rel="noopener">Click here to view.</a></h3>

Find out how trends across equality, diversity and inclusion in the workplace are impacting the global STEM workforce in the final edition of our three-part series, exploring key topics from our annual 2022 Global Science Employment Report.  

2022 Equality, Diversity and Inclusion Guide

<h3><em>In our final piece for the&nbsp;<a href="https://srgtalent-cm-scprod.impellam.com/insights/think-bigger-go-further">Think Bigger, Go Further</a>&nbsp;series, we pull together all the previous blog posts into one guidance piece to help you pull together a career strategy.<br><br></em></h3>
<h2><strong>The benefits of having a career strategy</strong></h2>
<p>A career strategy ties your personal goals and professional goes together and acts as a guide to steer you towards the career that will give you the most fulfilment.</p>
<p>It gives you clarity on the detailed aspects of a career such as, job title, salary and even expectations of what pension and benefit packages you&rsquo;d like. You can then work out the best work/life balance and ensure you are working within a culture that best suits you. Also, a solid plan pushes you to reach your full potential, it keeps you motivated and focused, as well as helping with decision making so you become less likely to stall or get stuck in a rut.</p>
<p>&nbsp;</p>
<h2><strong>So, where to begin?</strong></h2>
<p>Society often dictates what we feel we&rsquo;re expected to do, including how we define success. It can feel like our personal values don&rsquo;t match with these expectations, however, take a step back and consider the big picture again. To mould a career plan that will work for you mix your personal values with career ambitions.</p>
<p>Start with asking yourself three simple questions:</p>
<ul>
<li>What experiences do you want to get out of life?</li>
<li>How do you want to grow and develop?</li>
<li>What do you want to contribute to the world and the people around you?</li>
</ul>
<p>This gives you three categories to reflect on when it comes to setting your goals.</p>
<p>&nbsp;</p>
<h2><strong>What are career goals?</strong></h2>
<p>Their main purpose is to guide you through your career so you end up where you want to be, somewhere that challenges you and makes you feel accomplished, as much as it makes you happy and aligns with your own values. Setting them also helps ensure you don&rsquo;t settle when you are bored, thus stops you stalling or remaining somewhere you feel overwhelmed.</p>
<p>Setting career goals can feel overwhelming, but don&rsquo;t worry about finding one solution to get you all the way to the end. You will create both short and long-term goals for the career journey.</p>
<p>The journey may require new skills, relationship building, finding work/life balance, increasing your productivity, forming great personal habits, acquiring new qualifications etc. having goals makes sure these things are factored in. Our previous blogs on&nbsp;<strong><a href="https://srgtalent-cm-scprod.impellam.com/insights/think-bigger-go-further/daily-habits-to-think-bigger-and-go-further">habits for success</a></strong>&nbsp;and&nbsp;<strong><a href="https://srgtalent-cm-scprod.impellam.com/insights/think-bigger-go-further/innovators-that-thought-big-in-stem">innovators in STEM</a></strong>&nbsp;explore this in more detail.</p>
<p>&nbsp;</p>
<h2><strong>How to set your career goals</strong></h2>
<p>As we mentioned before, it is good to set both short and long-term goals, one way to do this is with&nbsp;<strong>m</strong><strong><a href="https://srgtalent-cm-scprod.impellam.com/insights/think-bigger-go-further/goal-setting">eans vs end goals</a></strong>. An "end goal" is the final point and the thing which carries the most meaning, whereas "mean goals" are the stepping stones to getting there -- and, as it turns out, are just as fulfilling to achieve.</p>
<p>You can use the&nbsp;<strong>SMART method</strong>&nbsp;(<strong>S</strong>pecific,&nbsp;<strong>M</strong>easurable,&nbsp;<strong>A</strong>chievable,&nbsp;<strong>R</strong>elevant,&nbsp;<strong>T</strong>ime-bound) to plan these so-called means goals:</p>
<ol>
<li><strong>Specific.<br></strong><br>Make sure your strategy answers the "five Ws":<br><br>
<ul>
<li><em><strong>What</strong></em><strong>&nbsp;</strong>do I want to accomplish?</li>
<li><em><strong>Why</strong></em>&nbsp;is this goal important?</li>
<li><em><strong>Who</strong></em><strong>&nbsp;</strong>is involved?</li>
<li><em><strong>Where</strong></em>&nbsp;is it located?</li>
<li><em><strong>Which</strong></em>&nbsp;resources are involved?<br><br></li>
</ul>
</li>
<li><strong>Measurable.</strong>
<p>This gives you the opportunity to track your progress -- keeping you focused whilst holding you accountable.<br><br></p>
</li>
<li><strong>Achievable.</strong>
<p>There is no point in having an impossible goal, so make it attainable and realistic. This will push you to grow while reassuring you that they&rsquo;re achievable.<br><br></p>
</li>
<li><strong>Relevant.</strong>
<p>Ensures your goal is worthwhile and fits into the big picture, moving you towards the end goal.<br><br></p>
</li>
<li><strong>Time-bound.<br></strong>Set a deadline so you don&rsquo;t let anything drag on, which will stall your strategy.</li>
</ol>
<p>Remember that the end goal provides the overall &lsquo;framework&rsquo; of the big picture which the means goals lead you to.<br><br><br></p>
<h2><strong>Time to set your goals&hellip;</strong></h2>
<p>Now we understand what a career strategy is, why it benefits us and have methods to set goals, it&rsquo;s time to make that all-important step and begin to form your own career goals. Follow these steps:</p>
<ol>
<li><strong>Get your wants, needs and don&rsquo;t-wants together. Some of these will cover:<br><br></strong>
<ul>
<li>What field do you want to be in?</li>
<li>Is there an organisation you have in mind?</li>
<li>Do you want to work full time or part-time?</li>
<li>How important is flexitime to you?</li>
<li>If you want a pay rise, define it - how much do you want to increase per year or promotion?</li>
<li>Do you want a role that&rsquo;s wholly independent or to be part of a team?</li>
<li>What skills would you like to gain on your journey?</li>
<li>Do you feel passionate about what you do?<br><br></li>
</ul>
</li>
<li><strong>Write it down<br><br></strong>
<p>It may sound obvious but writing your goals down makes a big difference. Dr Gail Matthews, a psychology professor at the Dominican University in California, studied the effects of writing goals down and how this influences the result. They found that you become 42% more likely to achieve your goals, simply by writing them down.</p>
<p>Furthermore, doing this embeds the goals into your subconscious meaning you set a personal expectation and desire to be successful in achieving your goals.</p>
<p>Note your end goal and then add the steps (mean goals) that will get you there. This makes the process much more approachable, and less intimidating.<br><br></p>
</li>
<li><strong>Take action!</strong>
<p>Sit back and take in what you have written&hellip; you are ready to begin your journey by acting on your strategy. Start with the first mean goal and go from there. As you complete goal after goal tick them off, it will keep you motivated and help maintain momentum.<br><br></p>
</li>
<li><strong>Something to keep in mind: anticipate that change will happen, you will need to adapt, grow and even sacrifice at some point.<br></strong><br>As you progress on your career path you will need to give more, your responsibilities will increase at work, as well as in your personal life (most likely). Therefore, you should learn to prioritise, this will help balance workload and maintain a healthy personal life balance.<br><br>Moreover, it is inevitable that surprises and things out of your control will come up, so make sure your strategy has some flexibility where possible. You can help set expectations regarding what you may come across by researching the demands this career path will require, it can also be good to reach out to those in the career already to get some insight.</li>
</ol>
<p>&nbsp;</p>
<h2><strong>More from SRG</strong></h2>
<p>Take the next step on your STEM career strategy and apply for our current&nbsp;<a href="http://bit.ly/2NmwRyC">job opportunities</a>. Our&nbsp;<a href="http://bit.ly/2wbEK4e">career advice page</a>&nbsp;has useful tips and resources to help prepare you.</p>
<p>For more insights into the ever-changing world of the life sciences sector, stay tuned to the&nbsp;<a href="https://srgtalent-cm-scprod.impellam.com/blog">SRG blog</a>.</p>

A career strategy ties your personal goals and professional goes together and acts as a guide to steer you towards the career that will give you the most fulfilment.

Developing a Long-term STEM Career Strategy

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<h1>About Us</h1>
<p>We exist to enable exciting futures across STEM, where our people and partners thrive to achieve amazing things together.</p>

<h1>Our Values</h1>
<p class="MsoNormal">We exist to enable exciting futures across STEM, where our people and partners thrive to achieve amazing things together.</p>
<p class="MsoNormal">People are the heart of our culture at SRG. We approach work from a knowledgeable, transparent, and proactive perspective, integrating our core values throughout everything we do.</p>

<h3>Join Our Team</h3>
<p>People. Lead. Growth. Three simple words. That&rsquo;s the secret to our people-centric approach.</p>

<h2>Our Unparalleled Expertise</h2><p>&nbsp;</p><p>When you partner with SRG, you&rsquo;re not just getting recruiters; we&rsquo;re industry insiders who are well-versed in the needs and challenges of your field.</p><p>We have over 30 years experience of serving STEM industries. We understand what job seekers and employers are looking to achieve, and what they need to get there. Our industry experts draw on their technical and scientific backgrounds alongside the latest technology to create impactful staffing and recruitment solutions for any STEM job.</p>

<h2>Why Choose SRG?</h2><p>&nbsp;</p><p>At SRG, we pride ourselves in our ability to flex, adapt and work in close collaboration with our clients to create tailor-made talent solutions aligning with business objectives. Whether you&rsquo;re looking for temporary, contract or permanent staff, we have the expertise to handle projects of all sizes and requirements.</p><p>As specialists within STEM; we understand the intricacies of building a strong and stable STEM workforce. Entrusting SRG as your dedicated recruitment provider, you will have complete assurance that you are in capable hands. We are committed to helping you not only enhance your operational efficiency but reduce your costs too.</p>

<h2>Latest News, Events, and Insights</h2>

<p>Comprehensive STEM Recruitment Services for Temporary, Contract and Permanent Needs</p>

<h2>Is SRG Ad-hoc Staffing Solutions right for my business?</h2><p>&nbsp;</p><p>If you're seeking flexibility in managing workforce needs without the commitment of long-term hires, SRG Ad-hoc Staffing Solutions may be the perfect fit. Ideal for businesses needing specialised skills for short-term projects or to handle peak demands, ad-hoc staffing offers access to skilled professionals.</p><p>SRG provides tailored staffing solutions designed to fit your unique requirements. You'll find a partner in us who understands that one size doesn't fit all in staffing.&nbsp;</p><p>Complete the form to find out more.</p>

<h1>Business Recruitment Solutions</h1><h3><strong>Partner with the leading STEM recruitment agency</strong></h3><p>Your standards and expectations are high. So are ours. We know what matters, so that&rsquo;s what we focus on. You can rely on us to build relationships, tailor solutions and champion talent, whilst adapting, flexing, and collaborating with you to create the talent solutions required.</p>

    <h1>Candidate FAQ</h1>             <p>               Are you a candidate and have a question for us? Check below for               our frequently asked questions for our top candidate enquiries to               streamline the job application process for all candidates. From               application updates to locked accounts, you can find your answer               here.             </p>

<h3><strong>What To Expect When Working With SRG:</strong></h3><ul><li>Clear communication across the process – both with you as a partner and with every candidate.</li><li>Access to the best talent in the Commercial STEM industry.</li><li>A powerful candidate attraction strategy, tailored to your organisation.</li><li>Support with screening and shortlisting.</li><li>Guidance with interviewing, offers and negotiation.</li><li>Full transparency through regular meetings and reports.</li></ul><h5>&nbsp;</h5><h3><strong>Recruitment services offered for commercial STEM companies:</strong></h3><ul><li>Contingency</li><li>Statement of Work (SOW)</li><li>Temporary / Contract / Interim</li><li>Retained</li><li>Tailored Solutions</li></ul><p>As market leaders, we have the resources and expertise to support all organisations – from start-ups to world-leading organisations, in navigating the evolving talent market.</p><p><strong>Partner with SRG today and experience the difference our expertise can make in your recruitment strategy.</strong></p>

<h3>Expect Expert Guidance From Our Commercial Team</h3><p>We are committed to creating rewarding relationships with our partners and provide dedicated consultants who work collaboratively to ensure project delivery success.</p><p>Once we&rsquo;ve determined your hiring requirements, we&rsquo;ll help you shape a tailored recruitment strategy to discover skilled candidates and provide expert guidance to ensure the right hire is always made.</p><p>At SRG, we work with our clients to provide hiring solutions to suit every hiring requirement, from the most niche executive search to larger hiring solutions for contract and permanent roles.</p>

<h4>We provide value to companies working across the STEM industry supporting an expansive range of roles across:</h4><div><strong>Commercial:</strong></div><ul><li>Business Development</li><li>Sales</li><li>Account Management</li><li>Procurement &amp; Purchasing</li><li>Commercial Operations</li><li>Commercial Finance</li><li>Strategy</li><li>Data Analytics</li><li>Marketing</li></ul><div><div><strong>Management:</strong></div></div><ul><li>Product Management</li><li>Digital Transformation</li><li>Senior Sales Operations</li><li>Senior Sales</li><li>Market Access</li><li>C-Suite</li></ul><p>As an international organisation, our Commercial Recruitment Teams span the UK, US, Ireland and the greater EMEA region.</p>

<h2>Your specialist STEM Recruitment Partner</h2><p>In addition to our leading STEM recruitment services, SRG offers comprehensive commercial recruitment solutions. By broadening our service portfolio, we empower clients to access a diverse talent pool while enjoying a seamless, client-focused recruitment process.</p><p>At SRG, we aspire to be your preferred collaborative partner across all functions, delivering tailored solutions to meet the evolving needs of the STEM industry. Our dedicated consultants leverage our leading talent network to drive organisational growth through successful hires.</p>

<p>Discover top-tier STEM and commercial recruitment solutions with SRG, a trusted leader in talent acquisition. With a focus on excellence, we specialise in connecting businesses with the <span data-preserver-spaces="true">industry's&nbsp;</span>best candidates through our extensive and ever-expanding talent network.</p>

<h2>Do you work for SRG?</h2>
<p>If you are working for SRG and have a question about your assignment, payment or timesheet, then please contact the Ask team at ask@impellam.com or phone 03333 23 24 50.</p>
<h2>General Enquiries</h2>
<p>For general enquiries, please contact 020 3912 7416.</p>

<h1>Contact Us</h1>
<p>Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right solutions for you.</p>

<h2>Get in Touch!</h2><p>Do you need to speak to an SRG Contractor Care team member? We will answer your questions quickly, from information on payments to how to submit your timesheets. We&rsquo;ll do our best to give you up-to-date, informed, and helpful answers about working through SRG as a contractor.</p><p>&nbsp;</p><h5>Alternatively, please email:</h5>

<p>For all other enquiries, please complete our form or reach out to us on <a href="tel:02039109446">02039109446</a>.</p>

<h2>Contractor Portal</h2><p>The Contractor Portal is your single repository for logging timesheets and raising invoices.</p>

<h2>Ask Contractor Care</h2><p>At SRG, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Our Contractor Care team is all about resolving problems quickly, helpfully, and at the source.</p><p>If you&rsquo;re a current contractor with SRG and have a question, concern, or request, get in touch using the form below, and our Contractor Care team will respond within 24 hours. The team will provide expert guidance and support on almost any recruitment-related subject.</p>

<h1>Contractors</h1><p>As an established staffing partner to our amazing client companies, your success is our top priority. We&rsquo;re here to support our Contractors every step of the way in your career with SRG.&nbsp;</p><p>Whether you are a new starter or a career contractor, SRG is your trusted Recruitment Contractor advisor. We provide you with personal, responsive attention and will assign an employee care representative to answer any questions you might have.</p>

<h1>CSR &amp; Partnerships</h1><p>SRG's purpose is to unlock untapped potential in people, jobs and data to enhance the now and shape the future. We’re committed to creating a better future for everyone, and helping people to realise their potential.</p><p>We believe in supporting the STEM industry to tackle the skills shortage, creating equal opportunities and access to resources. SRG is a specialist scientific recruitment business, and as part of the Impellam Group, we work closely with our sister brands, Lorien (technology and digital recruitment) and Carbon60 (engineering recruitment), to facilitate the whole STEM sector.</p>

<h3>Our Approach to Executive Search Recruitment</h3>
<p>Search by SRG is flexible, transparent and agile, offering a range of specialist, tailored solutions including:</p>
<p>&bull; &nbsp; &nbsp;Technical and Executive Search<br>&bull; &nbsp; &nbsp;Market insights and reporting<br>&bull; &nbsp; &nbsp;Salary insights and benchmarking<br>&bull; &nbsp; &nbsp;High-end interim and consultants<br>&bull; &nbsp; &nbsp;Project recruitment campaigns<br>&bull; &nbsp; &nbsp;Equality, Diversity and Inclusion (EDI)</p>
<p>We get to know your organisation&rsquo;s culture, values, and aspirations, then assign dedicated experts to develop a tailored strategy. Our data-driven recruitment process offers real-time insights and transparency, ensuring you find the right fit for your company.</p>

<h2>Achieve Results with our Executive and Technical Search Solutions</h2>
<p>Driven by data intelligence, our expertise in STEM recruitment and resourcing makes Search by SRG a market-leading service designed to find, hire and retain top talent for STEM businesses.</p>
<p>&nbsp;</p>
<h2>What is Executive Search?</h2>
<p>Executive Search is a specialised recruitment service that identifies and secures top-level talent for senior executive and technical positions. Our dedicated team offers innovative solutions to match unique skills with the needs of organisations, focusing on project-based hiring and securing senior technical appointments across various industries, including pharmaceuticals, life sciences, medical, AI, engineering and medtech.</p>

<h2>Why Search by SRG?</h2>
<p>Working with Search by SRG means driving your project forward with the passion and knowledge of dedicated experts from the STEM industries and executive search recruitment. The benefits of our executive solutions include:</p>
<ul class="mb-5">
<li>A dedicated research team with every project</li>
<li>Access to real-time market intelligence and data-driven solutions</li>
<li>Insights from technical and personality assessment tools</li>
<li>Dedicated project management support and weekly review meetings</li>
<li>Variable attraction campaigns tailored to your needs</li>
<li>The knowledge, passion and drive of our experts</li>
</ul>
<h2>Partner with Search by SRG Today</h2>
<p>Experience the difference our expertise as a leading executive placement agency can make. Get in touch to discuss your executive and technical search needs and discover how we can help your business thrive.</p>

<h2>Latest News, Events, and Insights</h2>
<p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<p>Search by SRG is a leading executive recruitment service connecting you with the best middle and senior technical heads and managers in STEM fields. Our data-driven executive and technical search solutions deliver tailored recruitment strategies for your organisation's success.</p>

<p>The content you are searching for is no longer available</p>

<h2>Need help starting your STEM career?</h2><p>Utilising decades of experience and a deep understanding of the STEM careers and the job market, SRG connects talented graduates with top employers across the STEM industires, whilst supprting you with advice on CV content, interview preparation, how to stand out from the crowd and much more.</p><p>Our extensive network includes renowned companies, innovative start-ups, and exciting SMEs, offering roles that match your skills and aspirations.</p><h3>How we can help you</h3><p>CV Registration: Submit your CV and get noticed by potential employers who are looking for fresh talent.</p><p>Latest Job Listings: Stay updated with regularly updated job openings for STEM graduates, including roles that align with your qualifications, interests and career goals.</p><p>Career Guidance: Enhance your employability with SRG&rsquo;s expert advice on CV writing, interview preparation, and career development and stand out in a competitive market.</p>

<h1>Graduates</h1><p>Our specialist recruitment team, working with hundreds of companies across the UK who are looking to hire graduates, are dedicated to helping you navigate this journey with confidence and ease.</p>

<div>
<h2>Thank you for applying to a GSK Summer Placement role!</h2>
<p>Welcome to the first stage of the recruitment process &ndash; the eligibility questionnaire. You will be asked a series of questions to establish your eligibility for the role.</p>
<p>We would advise allocating 15 minutes to complete. Please ensure your responses are a true reflection of yourself.</p>
<p>If you are successful in passing eligibility, you will be invited to the next stage of the process, the World of GSK assessment. There are three stages in total to pass in order to be considered for this role:</p>
<ul>
<li>Eligibility questionnaire</li>
<li>World of GSK assessment</li>
<li>HireVue written assessment</li>
</ul>
<p>If you require an adjustment to the process in order to enable you to perform your best, please get in contact with us on <a href="mailto:GSKEarlyTalent@srgtalent.com" target="_blank" rel="noopener">GSKEarlyTalent@srgtalent.com</a> or call 01582 692870.</p>
<p>If you have any questions regarding the recruitment process or the role itself, please do not hesitate to get in touch.</p>
<p>Good luck!</p>
<p>&nbsp;</p>
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<h2>Powering the Future of STEM</h2>
<p>Together, we create world-class communities that empower individuals and businesses to shape tomorrow&rsquo;s world.</p>

<h2>Explore Our Latest Jobs</h2>
<p><span style="background-color: rgb(255, 255, 255); color: rgb(43, 42, 41);">Find the best STEM career opportunities:&nbsp;</span></p>

<h2>Latest News, Events &amp; Insights</h2>
<p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<p>As a global STEM network, we apply our specialist industry knowledge to the full spectrum of roles and talent solutions. We recruit across the product life cycle, from scientific research and technology, clinical trials, manufacturing, and engineering disciplines to market access. We have over 30 years of experience in taking projects from discovery to completion and developing bespoke solutions to help unlock new ways of working and thinking.</p>

Industry Leaders in Life <br> Science, Engineering and Clinical Recruitment

<h5>The Global STEM Salary Survey 2024: Helping to shape STEM’s future</h5><p> SRG’s annual Global Life Science, Clinical and Engineering Insights Survey is created – in association with New Scientist Jobs – to gain and provide such knowledge and insights, help us benchmark vital data and discover the information STEM companies need to deliver fair, competitive and – most importantly – attractive salaries and employment prospects.</p><p> Click the link below to take part – as a thank you, all respondents who complete the survey will be entered to win a £250 Amazon voucher.</p>

Take the survey

<h5>The Global STEM Salary Survey 2024: Helping to shape STEM's future</h5><p><br></p><p>SRG’s annual Global Life Science, Clinical and Engineering Insights Survey is created – in association with New Scientist Jobs – to gain and provide such knowledge and insights, help us benchmark vital data and discover the information STEM companies need to deliver fair, competitive and – most importantly – attractive salaries and employment prospects.</p><p><br></p><p>Click the link below to take part – as a thank you, all respondents who complete the survey will be entered to win a £250 Amazon voucher.</p>

<h2>Latest News, Events &amp; Insights</h2>

<h1>Insights</h1><p>Our Life Sciences expertise and partnership-led approach allows us to provide unique insight into industry trends. Explore our latest collection of case studies, news, events, and insights from SRG.</p>

<p>Contact us if you are interested in finding out more about how we can help you.</p>

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<h2>Industry-Leading Positions in Clinical &amp; Quality, Regulatory &amp; Compliance Fields</h2><p>Find our latest life sciences career opportunities.</p>

<h2>Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

<h1>Shaping the Future of STEM</h1><p>As technological advancements accelerate, new fields emerge, and competition intensifies, the demand for professionals within STEM industries continues to outpace the available talent pool.</p><p>Utilising our outstanding client portfolio our dedicated team of consultant will provide you with amazing opportunities that will enable you to flourish in your career</p>

<h2>Want to be featured as an Employer?</h2><p>SRG will feature your company as one to work for! Reach out to us today to learn more.&nbsp;</p>

<h2>Join Our Talent Network</h2><p>Are you looking to take the next steps in your Life Sciences career? Register your resume on this form and let our recruitment team find your next opportunity!</p>

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<h3>Send Us Your CV/Resume</h3><p>Unlock the untapped potential in people, jobs, and data to enhance the now and shape the future.</p>

<h1>Join Our Team</h1><p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG is the place for you. Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients, from top-ten pharma organisations to start-up MedTech companies.</p>

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<div><p>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.</p><p>To better understand these challenges and what can be done to address them, <strong>Synergy by SRG surveyed over 1,000 laboratory leaders </strong>for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;</p><p><strong>Download the Lab Leader Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;</strong></p><ul><li>Talent attraction and retention &nbsp;</li><li>Skills and expertise gaps&nbsp;</li><li>Efficiency and operational challenges&nbsp;</li><li>Technology, automation and digitisation</li></ul></div>

<div><p>Whether it&rsquo;s the tightening of budgets, pressure to work with existing or even dwindling resources, or the influence of emerging technologies, Lab Leaders are facing a variety of significant challenges and changes in the day-to-day operation of their laboratories.</p><p>To better understand these challenges and what can be done to address them, <strong>Synergy by SRG</strong> <strong>surveyed over 1,000 laboratory leaders</strong> for their insights into current concerns and future expectations. This data-driven research provides a comprehensive overview of the current landscape, with strategies to help lab leaders drive innovation and efficiency to thrive in 2025. &nbsp;</p><p><strong>Download the Lab Leaders Vision report now for valuable insights, as well as advice and guidance from experts, on:&nbsp;</strong></p><ul><li>Talent attraction and retention &nbsp;</li><li>Skills and expertise gaps&nbsp;</li><li>Efficiency and operational challenges&nbsp;</li><li>Technology, automation and digitisation&nbsp;</li></ul><h2>Want to know more about<a class="customLink" href="https://www.srgtalent.com/synergy-scientific-solutions"> Synergy Scientific Solutions</a>?&nbsp;</h2><p>If you, like many lab leaders we asked as part of this survey, are concerned about the efficiency, expertise and output of your laboratory, Synergy are ready to provide the expertise and strategies required to tackle these challenges. &nbsp;</p><p>Contact us today for a confidential, obligation-free discussion at: synergyqueries@srgtalent.com&nbsp;</p></div>

<h2>Our Team</h2>
<p>Our highly skilled teams fully integrate into your working environment, adhering to your standard operating procedures. This allows you to maintain visibility and control, whilst retaining the freedom to check in with our team as much or as little as you&rsquo;d like. Most of our staff are on permanent contracts and we strive to upskill and cross-train our teams to ensure our customers always benefit from workforce stability and high engagement, as we strive to reduce the challenges of resourcing demands.&nbsp;</p>

<h1>Meet the Team</h1><p>Meet our team of empowering, determined and innovative individuals working across the globe for SRG.</p><p>Based in the United Kingdom, with offices in Birmingham, Cambridge, Glasgow, London, Luton, and Manchester, and in Ireland, Europe, and the United States, you’ll find our friendly faces in regions far and wide.</p><p>And no matter which location you’re in, each SRG environment is the same – one that’s designed to help our people thrive, working and developing alongside like-minded, creative, and driven colleagues.&nbsp;</p>

<h2>Get in Touch</h2>
<p>Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right solutions for you.</p>

<h2>Work with us</h2>
<p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG is the place for you.&nbsp;</p>

<h2>What are the core pillars of a managed service programme or contingent workforce solution?</h2><p>&nbsp;</p><p>By using a vendor management system, a robust managed service programme provides complete oversight into the status of each contingent worker at your company &mdash; optimising contingent workforce management and driving performance through people, processes, and technology.</p><details><summary>The core components of a managed service programme include:</summary><ul><li>Management of the non-permanent workforce (timesheets, payroll, etc.)</li><li>Qualified pools of talented candidates</li><li>An efficient recruitment process</li><li>Supplier management</li><li>Contract management</li><li>Candidate selection</li><li>Data-driven analysis</li><li>Invoice management</li><li>Frequent progress reports</li><li>Business reviews</li><li>Payrolling</li><li>HR management</li><li>Metrics dashboard</li></ul></details>

<h2>What is a Managed Service Provider (MSP)?</h2><p>&nbsp;</p><p>A managed service provider (MSP) or contingent workforce solution (CWS), manages the temporary worker recruitment for an organisation and is responsible for the end-to-end management of the contingent workforce - from supplier management and strategic workforce planning to contractor care and offboarding.</p><p>In the recruitment industry, the term &lsquo;MSP&rsquo; can refer to either a managed service programme OR a managed service provider. The difference between the two is that a managed service programme is a contingent workforce solution (CWS), while a managed service provider is a specialist who delivers this solution.</p><p>In other words, &lsquo;managed service programme&rsquo; and &lsquo;contingent workforce solution&rsquo; can be used interchangeably to describe the service offered by a managed service provider like SRG. To avoid further confusion, we&rsquo;ll stick to full terms from here on out.</p>

<h2>What are the benefits of a managed service provider or contingent workforce solution?</h2><p>&nbsp;</p><p>In an increasingly competitive contingent talent market, turning to a managed service programme brings several key benefits to a business.</p><details class="mce-accordion"><summary><strong>Control</strong></summary><p>Hiring managers can easily acquire strong talent thanks to streamlined, standardised processes across all suppliers &mdash; driving down time-to-hire.</p></details><details class="mce-accordion"><summary><strong>Visibility</strong></summary><p>You&rsquo;ll gain oversight of the entire contingent workforce via a tailored VMS that provides regular reporting and a clear audit trail.</p></details><details class="mce-accordion"><summary><strong>Compliance and risk mitigation.</strong></summary><p>&nbsp;With external experts managing all legislative and governance requirements, you&rsquo;ll be brought up to speed on compliance best practices and ensure your business is fully compliant.</p></details><details class="mce-accordion"><summary><strong>Supply chain efficiency</strong></summary><p>By running all contractor and supplier engagement through a single trusted provider, you&rsquo;ll significantly reduce administrative burden.</p></details><details class="mce-accordion"><summary><strong>Agility</strong></summary><p>With the experience of a managed service provider to call upon, you can better respond to market shifts and improve efficiencies &mdash; making your organisation more agile in the process.</p></details><details class="mce-accordion"><summary><strong>Cost savings</strong></summary><p>A managed service provider will secure substantial cost savings through exercises such as supply base reduction and staffing benchmarking.</p></details><details class="mce-accordion"><summary><strong>Scalability</strong></summary><p>Working with an extensive supplier base, a managed service provider can find you alternative sources of talent when your supply chain fails to deliver &mdash; enabling you to scale your programme up or down according to your immediate business needs.</p></details><details class="mce-accordion"><summary><strong>Governance</strong></summary><p>Ensuring internal mandating of rates, compliance, and processes.</p></details><p>&nbsp;</p><p>Utilising a managed service provider is a win-win for any business with a sizeable temporary workforce. By building relationships with your business users to understand the ins and outs of your organisation, a dedicated team of industry experts manages your suppliers, sources top talent, and drives best practices on your behalf.</p>

<p>One of the most effective ways a business can successfully manage its contingent workforce is by calling on the expertise of a third-party solutions provider &mdash; particularly one with a dedicated account management team, an optimised vendor management system (VMS), and a focus on control and cost savings.</p>

Managed Service Provider &amp; Contingent Workforce Solutions

<h2>Is an MSP solution right for my business?</h2><p>&nbsp;</p><p>While contingent working has grown at a phenomenal pace in recent years, finding top contingent talent with the most critical skills is an increasingly costly and time-consuming process. With contingent workers (ie. non-employees) making up 40% of the workforce, being able to attract the best talent is crucial.</p><p>If your organisation has a medium-to-large contingent workforce, a managed service programme is the ideal solution. Whether you&rsquo;re looking to improve visibility, compliance,&nbsp;or control, or simply want a fresh recruitment strategy with a new partner, we can build a solution that works for your business.</p><p>Managed service provider solutions don&rsquo;t work for every business, particularly those without sizeable contingent workforces. If you&rsquo;re a scaleup or a startup with a smaller contingent workforce, one of our other recruitment services may prove a better fit.</p>

<h2>Want to Know More?</h2><p><span style="background-color: rgb(255, 255, 255);">Whether you are looking for your next job opportunity, or seeking talent to join your team, we will help find the right fit for you.</span></p>

<h2>Latest Salary Survey</h2><p>SRG are industry leaders and work with 3rd party vendors for market intelligence&nbsp;</p>

<h1>Podcasts &amp; Webinars</h1><p>At SRG, we&rsquo;re taking recruitment podcasts to the next level. Join us for transformational conversations on the scientific industry, workplace, and personal growth.</p>

<h2>Refer A Friend</h2><p>Refer a friend here, please complete the form.</p>

<p class="fs-2"><strong>How does it work?</strong></p><div class="mb-4"><p class="x_xxelementtoproof">Good people tend to know good people. In fact, around a third of our placements are recommended by existing candidates and contractors.</p><p>So, when you recommend a friend to SRG and we place them in a contract or permanent job, you can receive a &pound;250 Love2Shop voucher as a thank you.&nbsp;</p><p>All you need to do is&nbsp;complete the short form&nbsp;at the bottom of this page.<br aria-hidden="true"><br aria-hidden="true">A referred candidate should satisfy the following criteria:</p><ul type="disc"><li class="x_xxmsonormal">Not already be registered with us</li><li class="x_xxmsonormal">Be relevant to the roles and sectors we cover</li></ul><p>Once the referred candidate is placed, they must complete 3 months of work before a reward can be claimed.</p><p>We will send you your voucher once we have successfully placed your friend or colleague into a new job and they have passed the probation period.</p></div><h5><strong>To refer a friend, please complete the form.</strong></h5>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> <strong> solutions@srgtalent.com</strong> </a></p>

<h3>Looking for your next opportunity?</h3><p>SRG work with leading global organisations at the helm of innovation in STEM. We have job opportunities across the STEM industries, covering all experience levels from graduate and entry level to executive leadership.</p>

<h2>Salary insights and trends from over 4,000 global professionals across STEM industries</h2><p>Wondering how your company’s salary offers compare to your competitors? Are you offering above, or below industry standards? Is your business as diverse, inclusive and fair as it should be?</p><p>Or are you a STEM professional seeking to uncover salary trends and expectations for your role?</p><p>The exclusive insights from our Global STEM report not only offers the answers you're looking for, but also empowers you to make informed decisions for your career or recruitment strategy.</p><p><strong>Download now to discover:</strong></p><ul><li>Global Life Science, Engineering and Clinical sector salary trends</li><li>How ethnicity affects salary</li><li>Differences in the gender pay gap</li><li>Insights into AI in the workplace</li></ul>

<h1>Global Talent Trends and Insights 2024</h1><p>Finding, attracting and retaining the very best talent isn’t just vital for the future of your business, it is critical to the future of STEM too.</p><p>In the competitive and skills-short STEM recruitment market, understanding salary levels and expectations, along with embracing diversity and inclusion, can give your company an advantage. Anticipating future industry skill needs can also benefit potential hires.</p>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> <strong>solutions@srgtalent.com</strong> </a></p><p>&nbsp;</p><h3>Looking for your next opportunity?</h3><p>SRG work with leading global organisations at the helm of innovation in STEM. We have job opportunities across the Life Science, Engineering and Clinical industries, covering all experience levels from graduate and entry level to executive leadership.</p>

<h2>Discover Global STEM Talent Trends &amp; Insights 2024</h2>
<p>Gain valuable insights from over 4,000 professionals on salary benchmarks, workplace trends, Equality, Diversity and Inclusion, AI in the workplace, and more. In today’s competitive market, securing and retaining top talent is crucial for success, whether you’re a business or an individual striving for career growth – stay ahead of the curve!</p>

<p>At SRG, we have served STEM industries and companies in the UK, Europe and beyond for over 30 years, using our skills, expertise and understanding of what job seekers and employers are looking for to find the right people, for the right roles, at the right time.</p><p>As industry leaders, we know where to find the very best talent, and recognise the potential for innovation that will help build a brighter future for STEM.</p><p>That’s why our STEM recruitment experts in Ireland, located in Dublin and Cork, are ready to provide tailored STEM Recruitment and Global Managed Services to clients and candidates, drawing on technical and scientific knowledge to begin a journey to success that will continue long into the future.&nbsp;</p>

<p>At SRG, we understand the challenges that come with hiring scientific and engineering talent – whether you’re starting and scaling up a business or an established leader in your field. That's why we offer tailored services to best serve our clients' needs.</p><p>With over 30 years of experience, our team of consultants can provide guidance and support on all aspects of the recruitment process.&nbsp;</p>

<h2>Lab Leader Vision 2025</h2>
<p>Discover strategies for success with insights from over 1,000 surveyed lab leaders, plus expert guidance and advice. Explore workforce challenges, automation and efficiency strategies to drive lab innovation and resilience.</p>

<h1>Synergy Scientific Solutions</h1>
<p>Synergy provides flexible Scientific Functional Service Provision solutions, deploying and integrating expert teams to deliver core Lab Activities across the pharmaceutical, biotech, FMCG, chemical, clinical research, biopharma, and sensory industries.&nbsp;</p>

<h2><strong>Empowering Your Business and People with Synergy Scientific Services</strong></h2>

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<h2 class="elementToProof"><strong>SRG &amp; Graduates</strong></h2><div class="elementToProof">If you are a STEM subject&nbsp; graduate looking to register your CV, explore the latest graduate job opportunities, or learn more about how we can support your career ambitions, you've come to the right place.</div><div class="elementToProof"><div class="elementToProof">&nbsp;</div><div class="elementToProof">Our specialists have the expertise and experience to help you navigate your early career journey, providing you with vital insights and guidance, and connecting you with hundreds of STEM organisations who are looking for talented, driven graduates just like you.</div></div>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at<a href="mailto:solutions@srgtalent.com"><span><strong> solutions@srgtalent.com</strong></span></a></p>

<h1>Powering the Future of STEM</h1>
<p>Together, we are united by one purpose, one culture, and one driving force: virtuosity. A core part of Virtuosity is customer-centricity.&nbsp;</p>
<p>Our teams come together across Impellam to combine our integrated capabilities, our digital solutions and our culture of virtuosity and that is when the magic happens for our customers.</p>

<h1>About Us</h1>
<div class="OutlineElement Ltr SCXW172642023 BCX0">
<div class="OutlineElement Ltr SCXW217087604 BCX0">&nbsp;</div>
<div class="OutlineElement Ltr SCXW217087604 BCX0">
<p class="Paragraph SCXW217087604 BCX0"><span class="TextRun SCXW217087604 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW217087604 BCX0">Our team is&nbsp;</span><span class="NormalTextRun SCXW217087604 BCX0">comprised</span><span class="NormalTextRun SCXW217087604 BCX0"> of seasoned professionals with deep </span><span class="NormalTextRun SCXW217087604 BCX0">expertise</span><span class="NormalTextRun SCXW217087604 BCX0"> in th</span><span class="NormalTextRun SCXW217087604 BCX0">e life sciences sector, bringing</span><span class="NormalTextRun SCXW217087604 BCX0"> together years of experience in </span><span class="NormalTextRun SCXW217087604 BCX0">biologics, </span><span class="NormalTextRun SCXW217087604 BCX0">biotechnology, </span><span class="NormalTextRun SCXW217087604 BCX0">clinical trials, medical devices, pharmaceutical</span><span class="NormalTextRun SCXW217087604 BCX0">s, and healthcare.&nbsp;</span></span><span class="EOP SCXW217087604 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:259}">&nbsp;</span></p>
</div>
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<p class="Paragraph SCXW217087604 BCX0"><span class="TextRun SCXW217087604 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW217087604 BCX0">We&rsquo;re</span><span class="NormalTextRun SCXW217087604 BCX0"> passionate about innovation and excellence and are dedicated to connecting clients with the transformative talent that will drive the future of life sciences.&nbsp;</span></span><span class="EOP SCXW217087604 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559740&quot;:259}">&nbsp;</span></p>
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<h2>Get in Touch</h2>
<p>Do you have a question? Leave it with SRG.</p>

<h2>Work for us</h2>
<p>Interested in joining our team? Apply today!</p>

<h3>Join the Team at SRG Talent</h3>
<p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, SRG might just be the place for you.</p>
<p>Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients -&ndash; from top-ten pharma organizations&nbsp;to start-up medtech companies</p>

<h2>The SRG Pulse: Latest News, Events &amp; Insights</h2><p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<h1>Business Solutions</h1><h3><strong>Partner with the leading STEM recruitment agency</strong></h3><p>Your standards and expectations are high. So are ours. We know what matters, so that’s what we focus on. You can rely on us to build relationships, tailor solutions, and champion talent, whilst adapting, flexing, and collaborating with you to create the talent solutions required.</p>

<h2>Get in Touch!</h2><p>There are many way to get in touch.</p>

<h3>Send Us Your CV/Resume</h3><div class="mb-4 contentWrapper"><p>Unlock the untapped potential in people, jobs, and data to enhance the now and shape the future.</p></div>

<h2>Get in Touch</h2><div class="mb-4"><p>Do you have a question? Leave it with SRG.</p></div>

<h2>Newsletter Sign up</h2><div class="mb-4"><p>Stay up to date with SRG</p><div class="mt-4"><div id="sourceflow-form-e54992b4-68bf-4d40-9716-616c209fc500" data-sourceflow-form="form" data-sourceflow-form-id="e54992b4-68bf-4d40-9716-616c209fc500"><div id="edolvuk" class="formio-component formio-component-form  formio-component-label-hidden"><div class="formio-form"><div id="edfkgjf" class="form-group has-feedback formio-component formio-component-radio formio-component-typeOfNewsletters"><div class="form-radio radio" role="radiogroup" aria-labelledby="l-edfkgjf-typeOfNewsletters" aria-required="false"><div class="radio  form-check">&nbsp;</div></div></div></div></div></div></div></div>

<h2>Get in Touch!</h2><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Do you have any questions?&nbsp;</span><span class="NormalTextRun SCXW216223936 BCX0">Don't</span><span class="NormalTextRun SCXW216223936 BCX0"> hesitate to contact our SRGContractor</span>&nbsp;<span class="NormalTextRun SCXW216223936 BCX0">Team&nbsp;</span><span class="NormalTextRun SCXW216223936 BCX0">for quick&nbsp;</span><span class="NormalTextRun CommentStart SCXW216223936 BCX0">answers</span><span class="NormalTextRun SCXW216223936 BCX0">!&nbsp;</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW216223936 BCX0"><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">Whether you are a beginner or an experienced contractor, we are here to provide you with the latest and reliable information to&nbsp;</span><span class="NormalTextRun SCXW216223936 BCX0">help</span><span class="NormalTextRun SCXW216223936 BCX0">&nbsp;you</span>&nbsp;<span class="NormalTextRun SCXW216223936 BCX0">through</span><span class="NormalTextRun SCXW216223936 BCX0">&nbsp;your journey with</span><span class="NormalTextRun SCXW216223936 BCX0"> SRG</span><span class="NormalTextRun SCXW216223936 BCX0">.</span><span class="NormalTextRun SCXW216223936 BCX0">&nbsp;</span></span></p><p class="Paragraph SCXW216223936 BCX0"><span class="TextRun SCXW216223936 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW216223936 BCX0">No matter how big or small your question is, we will do our best to provide you with helpful and informed responses.</span></span><span class="EOP SCXW216223936 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></p><p class="Paragraph SCXW216223936 BCX0">&nbsp;</p><div class="OutlineElement Ltr SCXW135433514 BCX0"><h5 class="Paragraph SCXW135433514 BCX0"><strong><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Contractor&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">B</span><span class="NormalTextRun SCXW135433514 BCX0">enefits</span></span></strong></h5><h5 class="Paragraph SCXW135433514 BCX0"><sup><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Benefits offered by Lorien&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">m</span><span class="NormalTextRun SCXW135433514 BCX0">ay</span>&nbsp;<span class="NormalTextRun SCXW135433514 BCX0">include</span><span class="NormalTextRun SCXW135433514 BCX0">:&nbsp;</span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></sup></h5></div><div class="ListContainerWrapper SCXW135433514 BCX0"><ul class="BulletListStyle1 SCXW135433514 BCX0" role="list"><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Choice among three major medical plans and one minimum essential coverage medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Integrated prescription benefits with your medical plan&nbsp;</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Two standalone PPO dental plans (</span><span class="NormalTextRun SCXW135433514 BCX0">o</span><span class="NormalTextRun SCXW135433514 BCX0">ne plan includes orthodontic benefits for adults)&nbsp;</span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Standalone vision plan with exams, lenses, contact lenses, and frame benefits</span></span></p></li><li class="OutlineElement Ltr SCXW135433514 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1"><p class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Savings&nbsp;</span><span class="NormalTextRun SCXW135433514 BCX0">p</span><span class="NormalTextRun SCXW135433514 BCX0">rograms: Our 401(k) allows participants to contribute to both pre-tax and after-tax payroll deductions. In addition, we offer a flexible, tax-advantaged Section 529 College Savings Program.</span></span></p></li></ul><ul><li class="Paragraph SCXW135433514 BCX0"><span class="TextRun SCXW135433514 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="none"><span class="NormalTextRun SCXW135433514 BCX0">Direct deposit (weekly payroll)&nbsp;</span></span><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span>&nbsp;</li></ul><p>&nbsp;</p></div></div><h5>Our hotlines are:</h5>

<h4><strong><span class="EOP SCXW135433514 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}"><span class="TextRun SCXW64043463 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW64043463 BCX0">Professional Referrals</span></span><span class="EOP SCXW64043463 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:240,&quot;335559740&quot;:279}">&nbsp;</span></span></strong></h4><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">At SRG, we believe in the power of professional connections to fuel our industry's future. </span><span class="NormalTextRun SCXW175820273 BCX0">That's</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;why we highly value candidate referrals from our trusted network of contractors. These referrals are more than just names&mdash;</span><span class="NormalTextRun SCXW175820273 BCX0">they're</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;seasoned professionals who come highly recommended for their skills, reliability, and dedication to their career.&nbsp;</span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">When a contractor refers a candidate to us,&nbsp;</span><span class="NormalTextRun SCXW175820273 BCX0">it's</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;a testament to the candidate's quality and fit for upcoming projects. We carefully consider each referral, aiming to seamlessly integrate these skilled individuals into our staffing solutions, thereby ensuring our clients receive top-tier talent.&nbsp;</span></span><span class="EOP SCXW175820273 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:279}">&nbsp;</span></p></div><div class="OutlineElement Ltr SCXW175820273 BCX0"><p class="Paragraph SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US"><span class="TextRun SCXW175820273 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW175820273 BCX0">This collaborative approach not only enriches our talent pool but also strengthens the bonds within our professional community, leading to more successful projects and satisfied clients.</span><span class="NormalTextRun SCXW175820273 BCX0">&nbsp;Please speak to your recruiting contact to discuss our referral bonus</span><span class="NormalTextRun SCXW175820273 BCX0"> program in greater detail.</span></span></p></div><p>For all other questions, please complete our form:</p>

<h1>Contractors</h1><p>As an established staffing partner to our amazing client companies, your success is our top priority. We&rsquo;re here to support our Contractors every step of the way in your career with SRG.&nbsp;&nbsp;</p><p>Whether you are a new starter or a career contractor, SRG is your trusted advisor. We provide you with personal, responsive attention and will assign an employee care representative to answer any questions you might have.&nbsp;</p>

<h2>How to Unlock Talent Trends & Insights to Move Your Business Ahead</h2><p>Join us for a 40-minute streaming video event discussing the latest Global Talent Trends & Insights report, sponsored by SRG, the industry’s leader in Life Sciences, Engineering and Clinical Recruitment, and New Scientist, a global weekly science and technology publication. In this informative session, we’ll discuss the findings from the 4,000 professionals surveyed across the UK, US, and Europe to uncover what professionals value most in their careers.  </p><p>We will dive into salary data and skills in STEM and learn how AI is shaping the job market. We'll discuss key DEI feedback and present the latest cultural statistics, providing you with actionable information to inform your talent strategy and stay ahead of the competition for talent. </p><p>Don’t miss this opportunity to gain valuable insights from industry experts, including Justin Mullins, Consultant Editor at New Scientist Jobs, along with Philippa Clark and Patrick Stedman, industry leaders from SRG.</p>

<h2>Powering the Future of STEM</h2>
<p>Unlocking exceptional job opportunities for Life Sciences talent in niche markets, we transform our partners' businesses.</p>

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<h2>Featured Jobs</h2>
<p><span style="color: rgb(43, 42, 41); background-color: rgb(255, 255, 255);">Find the best Life Sciences career opportunities:&nbsp;</span></p>

<h2>The SRG Pulse: Latest News, Events &amp; Insights</h2>
<p>Our Life Sciences expertise and partnership-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights from SRG.&nbsp;</p>

<p>SRG is the leader in the Life Sciences workforce solutions industry. We apply three decades of specialized knowledge to a full spectrum of clinical, quality, regulatory, and compliance talent solutions. We recruit across the Life Sciences product life cycle&mdash;covering scientific research and development (R&amp;D), clinical trials, manufacturing, and engineering disciplines.&nbsp;</p>
<p>Together, we create world-class communities that empower individuals and businesses to shape tomorrow&rsquo;s world.&nbsp;</p>

Industry Leaders in <br> Life Sciences Recruitment

<h1>Insights</h1><p>Our Life Sciences expertise and partnership-led approach allows us to provide unique insight into industry trends. Explore our latest collection of case studies, news, events, and insights from SRG</p>

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<h2>More Information</h2><p>Looking for more? </p>

<h1>Featured Employers</h1><p>SRG will feature your company as one to work for! Reach out to us today to learn more.&nbsp;</p>

<h1>Industry-Leading Opportunities&nbsp;</h1><p>The Life Sciences industry is multi-faceted, and our team deeply understands each sector’s nuanced demands. This expertise enables us to identify opportunities that pinpoint precise skill sets and cultural alignment, ensuring a perfect match for our candidates and client industry-specific needs.&nbsp;</p>

<h2>Industry-Leading Positions in Clinical &amp; Quality, Regulatory &amp; Compliance Fields&nbsp;</h2><p>Find our latest life sciences career opportunities.&nbsp;</p>

<h1>Shaping the Future of Life Sciences</h1><p>As technological advancements accelerate, new fields emerge, and competition intensifies, the demand for professionals in the Life Sciences industry continues to outpace the available talent pool. In fact, life sciences occupations have the second lowest unemployment rate in the nation at 0.6%.</p><p>Our dedicated team of recruitment specialists will find you the best fit from our outstanding client list and provide amazing career opportunities so you can grow and flourish in your career.</p>

<h1>Meet the Team</h1><p>We are a global STEM network offering a full spectrum of roles and talent solutions across science, including clinical trials, technology, engineering, and maths disciplines. </p><p>We're here to enable innovation, but our success comes from people and connections.</p>

<h2>Get in Touch</h2><p>Do you have a question? </p>

<h2>Work for us</h2><p>Interested in joining our team? Apply today!</p>

<h3>Need help hiring?</h3><p>SRG can partner with you to take your recruitment strategy to the next level - our recruitment experts are on hand to help you find and retain the right people. Contact us today for an informal discussion at <a href="mailto:solutions@srgtalent.com"> <strong> connect@srgtalent.com</strong> </a></p>

<h3>Looking for your next opportunity?</h3><p>SRG works with leading global organizations at the forefront of innovation in Life Sciences. We have job opportunities covering all experience levels.</p>

<h2>Salary insights and trends from over 4,000 global professionals across a wide variety of industries</h2><p>Wondering how your company&rsquo;s salary offers compare to your competitors? Are you offering above or below industry standards? Is your business as diverse, inclusive, and fair as it should be?</p><p>Or are you a Life Sciences professional hoping to find out whether your salary matches up to your peers, or the average salary expectations for your role?</p><p>The exclusive insights gained from our Global Talent Trends &amp; Insights Survey could provide the answers you&rsquo;re looking for and help you make more informed decisions for the next stages of your career or recruitment strategy.</p><p><strong>Download now to discover:</strong></p><ul><li>Global Life Science salary and workplace trends</li><li>How ethnicity affects salary</li><li>Global differences in the gender pay gap</li><li>Insights into AI in the workplace</li></ul><p>&nbsp;</p><p><a class="primaryBtn" href="/site-assets/pdf/SRG_Global_Talent_Trends_Insights2024_US_Version.pdf" target="_blank" rel="noopener">Download Report</a></p>

<h1>Global Talent Trends &amp; Insights 2024</h1><p><span class="TextRun SCXW110141590 BCX0" lang="EN-US" xml:lang="EN-US" data-contrast="auto"><span class="NormalTextRun SCXW110141590 BCX0">This year’s Global Talent Trends &amp; Insights report is set against dramatic change. During the COVID-19 pandemic, the drive to develop vaccines and treatments led to considerable investments in the life sciences sector and increased demand for skilled workers. This inevitably led to a reset&nbsp;</span><span class="NormalTextRun SCXW110141590 BCX0">when</span><span class="NormalTextRun SCXW110141590 BCX0"> the virus</span> <span class="NormalTextRun SCXW110141590 BCX0">was eventually curbed</span><span class="NormalTextRun SCXW110141590 BCX0">. This year’s </span><span class="NormalTextRun SCXW110141590 BCX0">report</span><span class="NormalTextRun SCXW110141590 BCX0"> suggests a potential return to pre-pandemic activity levels.</span></span><span class="EOP SCXW110141590 BCX0" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:160,&quot;335559740&quot;:259}">&nbsp;</span></p>

<h2>Discover Global Life Sciences Talent Trends &amp; Insights in 2024</h2>
<p>Gain valuable insights from over 4,000 professionals on salary benchmarks, workplace trends, Equality, Diversity and Inclusion, AI in the workplace, and more. In today&rsquo;s competitive market, securing and retaining top talent is crucial for success, whether you&rsquo;re a business or an individual striving for career growth &ndash; stay ahead of the curve!</p>

<h2>The SRG Pulse: Latest News, Events, and Insights</h2><p>Our tech expertise and partner-led approach allows us to deliver highly successful results for our clients so they can attract and retain unique talent for their business. Explore our latest collection of case studies, news, events, and insights</p>

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