Proper bookkeeping is an unavoidable task when running a small business, but learning how to keep accounts as a business owner can be stressful. That’s why we’ve designed this simple, easy-to-understand guide on double-entry accounting. A double-entry bookkeeping system might seem daunting at first, but […]
StartupsZero-hours contracts have some negative connotations, having been viewed as exploitative. However, some argue that they offer valuable flexibility to both workers and employers. Running a company in 2025 is a stressful endeavour, even with the help of the best HR and payroll software, so […]
StartupsFlexible working models like a four-day working week could be the key to retaining talent, as a new survey makes it clear that employees will move from and to jobs for this staff benefit. New data suggests that employees are not only keen, but would […]
StartupsAfter three decades of working with teams across numerous industries, one truth has remained constant: sustainable growth is built from the inside out. Too often, companies chase expansion by acquiring competitors, launching new products, or pouring money into marketing. While these moves may create a […]
NewsAfter three decades of working with teams across numerous industries, one truth has remained constant: sustainable growth is built from the inside out.
Too often, companies chase expansion by acquiring competitors, launching new products, or pouring money into marketing. While these moves may create a short-term lift, they rarely deliver lasting impact. The organisations that achieve rapid, long-term growth are those whose leaders first focus on clarity, culture, and commitment within their teams.
Leadership is not about shouting the loudest or setting the most ambitious targets. It is about creating a clear vision of success and an environment where every individual understands the vision, feels valued, and is inspired to give their best. When leaders get the inside right – people, values, purpose – growth on the outside becomes not just possible, but inevitable.
Purpose Before Profit
Great leaders know that numbers follow meaning. They take time to articulate why the business exists beyond making money. When I have stepped into leadership roles in struggling or stagnant companies, my first question was never “how do we sell more?” but “why should anyone care about what we do?”
By rediscovering purpose, we gave employees pride in their work and a clear understanding of how they contributed to success. Purpose becomes the internal compass that guides decisions, sparks innovation, and sustains energy in tough times. Without it, people simply show up for a salary. With it, they commit heart and soul – and customers sense that difference instantly.
Building a Culture of Trust
From the inside out means starting with trust. Far from being a soft word, trust is the bedrock of high performance. When employees trust leaders – and leaders trust employees – organisations move faster, share ideas more freely, and treat mistakes as opportunities to learn rather than problems to hide.
Trust is built through consistency. Leaders must do what they say they will do. They must be visible, approachable, and authentic. Titles and office doors can become barriers; the best leaders roll up their sleeves, walk the floor, and listen more than they talk. Leadership, at its core, is service, not privilege.
Empowerment Unlocks Energy
Growth does not come from the boardroom alone. It happens when individuals across the organisation are given the tools and freedom to contribute. Too many businesses still rely on a command-and-control approach, which stifles creativity and disengages employees.
The best work cannot be extracted from people – it must be offered willingly. That happens when employees feel part of something they care about. Leaders who build from the inside out empower their people, encourage initiative, support intelligent risk-taking, and celebrate innovation. When teams know they have permission to think differently, the flow of ideas accelerates. Those ideas – new processes, smarter products, better service – are the fuel for growth.
Clarity Creates Commitment
No team can perform at its best without clarity. Great leaders translate strategy into clear, understandable goals and communicate them repeatedly until every person in the organisation understands both the vision and their part in achieving it.
Clarity breeds confidence. When people see the destination and understand the path, they move forward with energy. Companies stop wasting time on internal confusion and instead direct their full strength toward progress. That is when growth accelerates.
Rapid Growth Is the Result
When purpose, trust, empowerment, and clarity are at the heart of leadership, the impact outside the organisation is immediate. Customers notice higher quality and better service. Partners see reliability. The market recognises a company that is confident and aligned.
Growth then becomes the natural outcome. Sales rise because customers believe in the brand. Innovation creates new opportunities. Productivity climbs as employees feel motivated to give their best. Investors gain confidence in a business that is purposeful and well led.
Most importantly, this kind of growth is resilient. It does not crumble under a competitor’s campaign or a shift in the economy. It is anchored in the strength of the people who make up the business.
Leadership as Catalyst
Building from the inside out is not abstract theory; it is practical leadership. It means showing respect, giving clarity, inspiring pride, and unlocking creativity. When leaders commit to these principles, struggling organisations can turn around dramatically. Disillusioned teams become engaged. Companies that were losing their way become market leaders.
The role of the leader is to act as catalyst, not controller. When you build a culture energised from within, rapid and sustainable growth follows.
Conclusion
Great leaders know that the inside comes first. They prioritise people before process, values before metrics, empowerment before control. By doing so, they create teams that are aligned, motivated, and inspired.
When the inside is strong, the outside takes care of itself. That is how rapid growth is achieved – and sustained.
About Kevin Gaskell
Recognised as ‘the man who fixes businesses’ Kevin Gaskell has an impressive track record in building and leading successful companies. As CEO of Porsche, Lamborghini, and BMW, Kevin led hugely successful turnarounds and business growth. Today he remains actively involved in numerous companies worldwide, as both an investor and founder, including the UK’s fastest-growing B2B fibre network provider.
Gaskell’s entrepreneurial approach to business has earned him numerous accolades. He was recognised as one of the UK’s Top 40 leaders reflecting his exceptional ability to inspire teams to transform companies and achieve extraordinary results. His focus on developing innovative strategies and building high-performance cultures has been instrumental in driving business growth and success.
In addition to drawing on his extensive experience, Gaskell’s speaking style is engaging, energetic, and thought-provoking. His presentations are designed to provide practical insights and actionable strategies that audiences can implement immediately to drive business success. He has delivered keynote speeches and masterclasses at some of the world’s most prestigious conferences and for some of the world’s leading brands including Google, Shell, Oracle, Volkswagen, Close Brothers and Proctor & Gamble.
Alongside his business successes, Kevin has climbed the world’s highest mountains, walked to the North and South Poles, and in 2020, was a member of the crew setting a new world record for the fastest row across the Atlantic Ocean. He has played international cricket but now relaxes by playing in a rock band. His most recent book, Catching Giants, was shortlisted for Business Book of the Year 2023.
The post Great Leaders Build From The Inside Out – And Unlock Rapid Growth appeared first on Real Business.
After high-profile backlash against ASOS’ stricter returns policy, online retailers may hesitate to enforce their own rules. But a recent poll tells a different story: 86% of consumers say limits on returns are fair, as long as they’re clearly explained. Recent findings from The Harris […]
StartupsAfter high-profile backlash against ASOS’ stricter returns policy, online retailers may hesitate to enforce their own rules. But a recent poll tells a different story: 86% of consumers say limits on returns are fair, as long as they’re clearly explained.
Recent findings from The Harris Poll UK reveal ASOS’ misstep wasn’t the returns policy itself, but the lack of clear communication. By introducing harsh penalties for so-called “serial returners” without properly setting expectations, the brand left customers feeling blindsided.
Setting reasonable restrictions around returns matters most in fashion, where return rates are higher than almost any other sector. Too lenient, and your margins might suffer. Too harsh, or too poorly communicated and your reputation does.
The Harris Poll survey of a nationally representative sample of UK adults asked shoppers if they agree returns policies protect the majority of shoppers. 75% agreed, and only 4% believe these policies are unfair.
Fashion retailers are among the hardest hit by returns. A so-called “Try Now, Pay Never” behaviour, sparked by BNPL schemes and social media haul culture, encourages customers to order excessive amounts of clothing with minimal commitment.
In response, fast-fashion giants such as ASOS, as well as Pretty Little Thing (PLT), have tightened their returns policies to mitigate the financial impact of high-volume returns.
ASOS, for instance, replaced free returns with paid returns and introduced fees for customers who send back a high volume of items, unless those items are faulty or incorrect. For normal returns, a fee is now deducted if the value of kept items falls below a threshold: £40 for regular customers and £15 for premium subscribers.
These changes sparked backlash online from customers who felt alienated by brands they once trusted, largely because the policies had not been communicated effectively.
While lax returns policies may seem customer-friendly, the cost can quickly add up for retailers. Shipping fees, restocking labor, and resale losses on lightly worn or returned items can seriously affect margins.
Transparent, yet firm, return policies help protect profits by deterring “serial returners” while maintaining a positive relationship with shoppers who follow the rules.
The difference often comes down to communication. Sudden or poorly explained changes to returns rules can easily backfire, damaging your reputation almost overnight. In contrast, clear explanations about why limits exist, not just what the limits are, build trust and loyalty.
Clear communication is key in making return policies work for both you and your customers.
First, explain why limits exist: highlight sustainability concerns, the cost of processing returns, and your intention to protect the majority of shoppers. This helps customers understand that there’s a rationale behind your rules, rather than being arbitrary.
In addition, retailers should be sure that the messaging is consistent, from product pages and checkout screens to order confirmation emails, so customers are never surprised by a fee or restriction.
Lastly, testing different communication channels can help identify the most effective ways to reach shoppers without causing confusion.
For SMEs, the message is simple: clear and consistent returns policies can help keep costs down, reduce refund abuse, and avoid alienating customers. Being open about the rules makes it easier to manage returns while maintaining shoppers’ trust.
The post Brits don’t mind returns limits – if brands explain them properly appeared first on Startups.co.uk.
More than half of UK SME owners are now turning to AI tools for business guidance, according to a recent study from the payment processing company Worldpay. Access to professional advice can be limited or expensive. Worldpay finds that accountants, mentors, and late-night Google searches […]
StartupsMore than half of UK SME owners are now turning to AI tools for business guidance, according to a recent study from the payment processing company Worldpay.
Access to professional advice can be limited or expensive. Worldpay finds that accountants, mentors, and late-night Google searches are being replaced by digital assistants like ChatGPT, which can generate answers, ideas, and even strategies in seconds, at any time.
The old ways have not yet disappeared, however, with 93% of business owners still also relying on trusted tech partners, friends, and family. But AI adoption is steadily rising, especially among younger entrepreneurs.
Isolation may be another factor. Sole traders who work independently often lack colleagues or mentors to lean on, making it easier to fire up a chatbot for quick advice rather than building ‘real-world’ advisory networks.
The study from Worldpay found that 53% of UK SME owners now regularly turn to AI tools for business advice.
The trend is strongest among young founders; 60% of business owners aged 25–34 said they use AI tools, like ChatGPT, for support.
Other digital platforms remain popular. YouTube leads the way with 51% of respondents seeking advice there, followed by LinkedIn (41%), and Facebook or Instagram (37%).
TikTok use is lower overall, with 31% of SME owners using it for business advice. But, among ‘digital native’ entrepreneurs aged 18–24, that figure almost doubles to 60%.
AI chatbots can be a valuable tool for small business owners. They offer quick answers, support with content creation, help with brainstorming new ideas, and even allow for scenario planning when weighing up important decisions.
But it’s not perfect. While AI is fast and accessible, it’s not always accurate. Bosses should treat AI as a starting point and always cross-check advice against trusted sources or professional guidance – as Jeremy Clarkson found out the hard way.
Running a business alone has always come with its challenges, but as remote working and digital reliance increase, that sense of isolation can be even more acute.
For many sole traders, isolation is one of the biggest struggles. Without colleagues or managers to bounce ideas off, decision-making can feel lonely and overwhelming. The appeal of AI is clear. It’s a kind of virtual assistant that provides instant feedback at all hours and helps business owners think through ideas.
AI offers quick, low-cost input that feels like having a permanent “sounding board” on hand. And with rising employment costs causing many SMEs to slow down on hiring, leaning on digital tools for support is understandable.
That said, 93% of business owners still rely on their trusted tech partners, mentors, and networks for advice. Coaches, accountants, and peers play a vital role in guiding SMEs, proving that technology hasn’t replaced human experience and judgment just yet.
Often, the best approach is to build a mix of support that suits your business style and growth stage. Friends, family, and peer communities are always a valuable source of wisdom, particularly in the early days of running a business.
Accountants, software providers, and other trusted service partners can also bring expertise and practical insights that can help you avoid costly mistakes.
Online platforms are also popular and cost-effective. YouTube tutorials, LinkedIn and Facebook groups can provide a wealth of advice often tailored to the challenges of your niche or industry.
Lastly, local business hubs, government-backed initiatives, and online resources such as us here at Startups offer professional, up-to-date guidance on setting up a business.
The post Lonely entrepreneurs are asking AI for business help appeared first on Startups.co.uk.
The government has urged founders to create an online account to track their business rates closely ahead of the April 2026 revaluation which will likely raise bills for businesses. The Business Rates Valuation Account informs businesses about changes to their rateable value (RV), the figure […]
StartupsThe government has urged founders to create an online account to track their business rates closely ahead of the April 2026 revaluation which will likely raise bills for businesses.
The Business Rates Valuation Account informs businesses about changes to their rateable value (RV), the figure that determines how much they pay in business rates.
Every three years, the Valuation Office Agency updates the rateable values of all business properties in England and Wales to reflect changes in the property market, and the next revaluation is due to come into effect at the start of April next year.
Also next April, permanent business rates reductions are expected to commence for retail, hospitality, and leisure (RHL) properties with lower rateable values.
A Business Rates Valuation Account is basically your personal dashboard for business rates. Through this GOV.UK service, you’ll be able to:
You can also use your account to challenge your current property valuation if you think it is unfair. However, you must do this by March 31 2026.
For high-street businesses, like pubs, cafés, shops, and hotels, small swings in their property’s RV can make a big difference to monthly budgets. By signing up, you’ll be better prepared to handle changes before they hit your bills.
From April 2026, properties across the UK will be reassessed, and updated rateable values will be used to calculate bills. For some businesses, this could mean a reduction in bills. But for others, particularly those in popular or up-and-coming locations, rates may skyrocket.
Being aware of these changes early gives you a chance to build them into your financial planning and accounting software, rather than being caught off guard.
To put it in perspective, UK commercial property values were already on the rise in 2025. According to CBRE UK, capital values across all sectors increased by 0.3% in April, with offices up 0.3% and rental values climbing by 0.4% to 0.6%.
Shifts like these directly affect future RVs, which is why it’s important to pay attention to next year’s reassessment.
Last year’s Autumn Budget laid the foundations for business rates reform. Changes included the introduction of three new multipliers from the 2026/27 financial year.
Two are aimed at supporting Retail, Hospitality, and Leisure (RHL) properties with an RV under £500,000. The third targets larger properties with an RV above the same threshold.
The changes would ease the burden for small firms by applying low multipliers to RHL firms with smaller cash reserves. Meanwhile bigger properties, such as warehouses, would face a higher multiplier.
However, part of the plans were blocked by Lords, casting doubt on the plans. With the Autumn Budget on 26 November expected to bring more tax rises, SMEs are waiting for clarity on whether the proposals will materialise.
The post SMEs urged to track business rates ahead of revaluation next April appeared first on Startups.co.uk.
There is nothing more frustrating than when you think something you’re buying is cheap, only to be hit with a hefty charge at the end of checkout. Businesses have been doing this for decades. Known as “drip pricing”, this deceptive sales tactic lures customers in […]
StartupsThere is nothing more frustrating than when you think something you’re buying is cheap, only to be hit with a hefty charge at the end of checkout.
Businesses have been doing this for decades. Known as “drip pricing”, this deceptive sales tactic lures customers in with cheap prices, only to add extra mandatory charges during checkout.
However, the UK’s new Digital Markets, Competition and Consumers Act 2024 (DMCC) has enforced a ban on drip pricing, meaning businesses can no longer use it as a legal pricing strategy.
Below, we’ll share what drip pricing is, the new laws around it, and how your business can remain compliant with the DMCC.
💡Key takeaways
Drip pricing is a deceptive pricing strategy where a business will advertise its products or services at a low price, but then add compulsory and unavoidable costs later in the transaction process.
Understandably, drip pricing has historically been controversial among consumers for its lack of transparency and misleading people about the price, causing them to spend more money than they intended.
Research by Hartley Law found that 46% of 525 online and mobile apps had at least one dripped fee and were most frequently found in the transport and communications sector. Additionally, statistics by Boyes Turner revealed that drip pricing has cost UK consumers as much as £2.2bn a year.
There are several sectors that have used drip pricing over the last few decades. While the specific term wasn’t coined until 2009, the practice itself dates back as far as the 1970s. The most common industries that have used drip pricing include:
However, sometimes drip pricing isn’t intentional and can happen for a few reasons. For example, a lack of communication between departments (leading to important fees being overlooked in marketing materials), not being clear on which charges count as mandatory, or even just a bad web design that hides costs until the last step.
In April 2025, the UK’s Digital Markets, Competition and Consumers Act 2024 (DMCC) came into effect, banning drip pricing.
Under this new law, businesses are required to be completely transparent about the final price of a product or service at the very beginning of the sales process. The total price must include mandatory fees, such as administration fees, booking fees, service charges, and taxes. Optional costs do not need to be included.
Fees that cannot reasonably be calculated at the start are exempt from this rule. However, businesses must still provide clear information about how this price will be calculated, and it must be displayed as prominently as the headline price.
If a business breaches this law, the Competition and Markets Authority (CMA) can fine up to 10% of its annual global turnover.
The new rules on drip pricing will impact all consumer-facing businesses, and any UK business selling goods or services online must comply, or face fines from the CMA.
Ecommerce stores, digital service providers, and subscription-based services will be most affected. Additionally, sectors that previously used drip pricing — such as airline travel, event ticketing and hospitality — and business-to-business (B2B) firms will also have to comply with these new rules.
We’ve gone through what drip pricing involves and the DMCC ban, but how can your business avoid getting in trouble with the law? Here are five steps you can take to ensure your business remains compliant with the regulations.
The first and most obvious thing to do is to be clear and transparent about your pricing.
This means you should include all mandatory fees in the total price of your product or service. It might also be worth implementing a price calculator or a breakdown of the prices so that customers fully understand what they’re paying for. This not only ensures compliance but can also improve the customer experience when they’re purchasing from you.
Optional fees do not need to be included in the total price. However, you should review your checkout process so that any optional extras (e.g. gift wrapping, late checkout, or upgrades) are clearly presented, not pre-selected, and easy to decline.
You should carry out an audit of your business website, marketing materials, and current ads. That way, you can review the pricing information on these platforms to ensure that all mandatory fees are included, and no claims or promotions are considered misleading under the new rules.
If you have marketing or sales employees on your team, provide them with adequate training (e.g. workshops or online courses) so that they have a good understanding of the new rules. Robust internal procedures should also be implemented to ensure compliance, such as a content/ad approval workflow and continuous monitoring of promotional content.
Finally, staying on top of any relevant updates and enforcement decisions by the CMA, plus other regulatory bodies, such as the Advertising Standards Authority (ASA), will help you spot potential issues early, change your practices, and show that you’re taking compliance seriously.
Aside from the ban on drip pricing, the DMCC has also introduced new rules on subscription models and fake reviews.
Any reviews that aren’t based on genuine customer experience are banned. Businesses are no longer allowed to submit, commission, or publish fake reviews. It is also illegal to publish reviews that hide the fact that they’re incentivised (e.g. offering a reward to a customer in exchange for a positive review).
For businesses offering a subscription service, the DMCC rules mean that businesses must provide specific information about the subscription before the customer signs up. Consumers also have the right to cancel a subscription within 14 days of entering the contract and receive a full refund, as well as easily cancel without any complicated or unnecessary steps.
All in all, drip pricing is not a lawful pricing strategy, and it could land your business in serious trouble if you’re caught using it. What’s more, intentionally misleading customers will inevitably cause reputational damage, making you seem untrustworthy and dishonest.
Being transparent about mandatory charges and staying compliant with the DMCC will help build trust with your customers and make the buying process much smoother.
Struggling to decide on how to price your products or services? Read our guide on the top pricing strategies to find the best fit for your business.
The post What is drip pricing, and why is it banned in the UK? appeared first on Startups.co.uk.
By Lauren Walker, MD of Aluminium Fire Systems Walk onto any construction site today, and you’ll likely see hard hats, steel-toed boots, and maybe, if you’re lucky, a woman or two among the crew. But don’t be fooled. While the equipment and technology have evolved, […]
NewsBy Lauren Walker, MD of Aluminium Fire Systems
Walk onto any construction site today, and you’ll likely see hard hats, steel-toed boots, and maybe, if you’re lucky, a woman or two among the crew. But don’t be fooled. While the equipment and technology have evolved, one thing remains stubbornly stuck in the past: sexist attitudes and outdated practices.
Even though I have put the work in and climbed the ranks to MD, I still see the same invisible walls that blocked progress when I first started. We don’t talk about them enough. And if we keep pretending the problem has been “mostly solved,” we’re part of the reason it hasn’t been.
Let’s stop tiptoeing around it: construction is still a man’s world, and not just by headcount.
Bias doesn’t always show up as open hostility, like I have personally experienced. It’s often the subtle, everyday assumptions. A woman shows up on-site, and people assume she’s there to do paperwork. A female project manager gives instructions, and they get double-checked or ignored. A woman applies for a field job, and someone wonders if she’s “strong enough.”
This isn’t about feelings getting hurt, it’s about capability being questioned before it’s ever proven.
Let’s be honest: there’s still a “boys’ club” mentality in pockets of our industry. It’s not always malicious, but it is exclusive. Off-colour jokes, social bonding that leaves women out, assumptions that they won’t want to “get their hands dirty”, it all sends the same message – you’re not really one of us.
I’ve had women tell me they’d rather not speak up about issues on-site because they don’t want to be seen as “overreacting” or “sensitive.” So they stay silent, adapt, blend in and that silence becomes compliance in the eyes of those around them.
For women in construction, the job doesn’t end when they clock out. Many are also managing family duties, fielding scepticism from relatives (“You sure you want to do this?”), or navigating workplaces that weren’t designed with them in mind, from ill-fitting PPE to lack of private restrooms.
We need to stop expecting women to carry that extra weight alone. We design buildings to be efficient and safe. Why can’t we design work environments to be inclusive and fair?
Change won’t come from token programmes. It starts with us, the people in leadership, owning the problem and putting real weight behind fixing it. Here’s what that looks like:
I’ve seen what happens when we get this right. I’ve watched women run complex projects, lead crews with confidence, and bring fresh thinking to problems we’ve been solving the same old way for decades. When we make space for women in construction, we don’t just tick a box; we raise the bar for everyone.
But we can’t pat ourselves on the back until this industry feels like home for anyone willing to do the work. That means no more excuses, no more quiet tolerances, and no more waiting for change to happen “organically.”
Let’s start tearing down these outdated walls and build a construction culture where everyone gets a fair shot, not just the ones who look like they’ve always belonged.
We owe that to the next generation of builders and to the ones we’ve been holding back.
Lauren Walker is the Managing Director of Aluminium Fire Systems (AFS), a fast-growing, employee-owned fire safety business based in the West Midlands. With over 15 years of leadership experience spanning engineering, operations, and project management, including expertise in the fenestration industry, Lauren is recognised for her people-first approach, commercial focus, and passion for building resilient, values-driven businesses in traditionally male-dominated industries.
Before joining AFS, she held senior roles at Performance Window Fabrications, Jaguar Land Rover, and Unipart, where she led operational transformation and built high-performing teams. Since stepping into the MD role at AFS, Lauren has overseen a company rebrand, secured top-tier clients, enhanced delivery performance, and fostered a collaborative culture where every employee feels valued, from the factory floor to the office.
Lauren is a vocal advocate for inclusive leadership and cultural change in the construction and fenestration sectors. She actively champions women in business, using her platform to spotlight the barriers they face and push for a more equitable future across the industry.
Originally from Coventry, Lauren holds a BA in Criminology, Psychology, and Sociology from the University of Derby. She is committed to operational excellence, accountability, and inclusive leadership, and brings a strategic yet grounded perspective to driving cultural and commercial growth across the construction and manufacturing sectors.
The post How Gender Bias Still Builds Barriers for Women in Construction appeared first on Real Business.
The rise in women-led ventures has been phenomenal, but the business landscape in the UK is still very much male-dominated. While there are specific business grants for women, female entrepreneurs still struggle to get their businesses noticed. They also face other issues like gender bias, […]
StartupsThe rise in women-led ventures has been phenomenal, but the business landscape in the UK is still very much male-dominated.
While there are specific business grants for women, female entrepreneurs still struggle to get their businesses noticed. They also face other issues like gender bias, unequal access to funding, and prejudice in investment decisions.
Understanding these struggles, entrepreneur Sahar Hashemi OBE created the Buy Women Built movement in 2022, encouraging consumers to support businesses founded and led by women and to increase equality in the business world.
Since its inception, the BWB logo has been stamped across many promising female startups in the UK. If you’re a business owner who wants the community the logo represents for your brand, we’ll explain everything you need to know about the BWB movement and how you can submit your business.
💡Key takeaways
Buy Women Built is a movement that celebrates and empowers female entrepreneurs and women-led businesses. The campaign was started by Sahar Hashemi OBE, co-founder of Coffee Republic.
The campaign’s origin began when Hashemi spotted a post on X (formerly Twitter) by Jacqueline de Rojas CBE, president of techUK. The tweet read: “Not everyone can invest in female founders. Not everyone can mentor female founders, but we can all buy from them.”
This simply-worded tweet sparked inspiration for Hashemi, who realised that people wanted to buy from female businesses but struggled to find them. So, along with her business partner, Barny Macaulay, Hashemi officially launched BWB in April 2022.
Visibility is a significant issue for female-led businesses. In 2024, only 19.1% of active businesses in the UK were led by women, and just 10.6% of these qualified as fast-growing, compared to 73.6% of male-led ventures.
These figures suggest that even with a strong business idea, women founders are simply having trouble being seen. That’s where BWB steps in by promoting female-led brands to help them reach a wider audience.
Speaking exclusively with Startups, Hashemi said: “For too long, women-built brands have been hidden in plain sight. And the result? We underestimate what women are building and what’s possible. Buy Women Built changes that. Our kitemark makes it unmistakable: a woman built this.”
And Hashemi’s work hasn’t gone unnoticed either. Today, BWB represents over 1,900 brands, and is partnered with major household names, including NatWest and Ocado.
“Our Ocado aisle puts over 130 women-built brands generating more than £1 billion in revenue right in front of consumers,” she added. “That visibility rewires belief. Not just for shoppers, but for retailers, investors, future founders, and young girls watching and thinking, ‘Maybe I could do that too.’”
If you want to get a Buy Women Built logo for your brand, there are several requirements that you’ll need to meet before you can submit your business.
First, you must be based in the UK, have been operating for at least 18 months, and have a fully functioning business website. You must also be either the business owner or co-founder of the company, be involved in its everyday operations and management, and have control over the strategic direction of the business.
It’s also important to note that BWB currently only accepts submissions from consumer (B2C) brands. However, they are planning to accept B2B ventures in the future.
Once you’ve submitted your brand, a member of the BWB team will get in touch via email to discuss ways they can help promote your business.
They also advise that you use the #buywomenbuilt hashtag on your social media profiles to help get the word out and get promoted further.
When we asked Hashemi about the impact of the BWB logo, she said: “[A NielsenIQ report] found that purchasing intent doubles when consumers see a brand marked Buy Women Built. That was a big wake-up call: this isn’t just about visibility for visibility’s sake it’s commercial.
“[Consumers] want to know who built the brand, and when they do, they buy. And that visibility does something else, too. It lights a spark in our founders. I’ve seen women who once felt like outsiders now stand tall, proudly helping others, passing on their wisdom like seasoned pros.”
You can submit your business to Buy Women Built through their web form. Here’s a rundown of how the submission process works, step-by-step:
On the first page, you will need to confirm that your business meets the previously mentioned criteria.
Once you’ve ticked all the boxes, you will need to provide information about yourself, including your full name, email, ethnicity, and date of birth. You’ll also have to specify if your business is a side hustle, whether you’re the sole founder or co-founder, and the total female ownership stake in the business.
The next page will ask you for information on your co-founder, so feel free to skip this step if you’re doing it solo. However, if you have more than two co-founders on the team, you’ll need to reach out to BWB through their support email (info@buywomenbuilt.com).
Now it’s time to talk about the business itself, including your business name, whether you are a limited company, and when your business started. Additionally, you must specify how many employees you have (if any), what your business offers (e.g. products, services, etc.), your industry, and where you are based.
Next, you’ll need to share your social media profiles, namely, your Instagram and LinkedIn profiles. Here, you’ll be asked for your Instagram handle and personal LinkedIn profile (if you have one) and the number of followers you have for both platforms.
This stage is where you’ll need to dive a little deeper into your business. Specifically, you’ll be asked about your annual turnover for last year, whether you’ve secured business funding (e.g. angel investors, friends/family, crowdfunding, venture capital, etc.) and whether you are a certified B-Corp.
You’ll also need to state whether your products are sold at retail stores (if applicable), if you have your own retail premises, or if you export your products internationally.
Finally, you just need to tick the boxes of what specific business challenges are affecting you, such as fundraising, recruitment/talent acquisition, supply chain, or marketing. Additionally, you’ll need to provide a question that you would ask BWB if your application is successful.
Once this information is filled out, simply confirm that you’ve read the information on BWB’s requirements, agree to their privacy policy, and you’re ready to submit!
We also asked Hashemi if she had any advice for women founders who want to start a business or apply for BWB, but may not have the confidence to do so. Here’s what she advised:
“Don’t wait to feel ready. No one ever really does. Buy Women Built isn’t about how big you are. It’s about the fact that you had the courage to start. That alone makes you part of something powerful. If you’ve put something real into the world, no matter what stage you’re at, you belong here.”
Buy Women Built represents thousands of women-led brands in the UK, some of which have been featured in the Startups 100 Index. From sustainable fashion to eco-friendly household products, here are the most notable women-led brands from the Startups 100 to achieve BWB representation:
“There’s a lot of talk, and we all know how hard it is out there, but at the end of the day, one of the best investors a business can have is its customers. Growing organically through your customer base is the most sustainable way to scale,” Hashemi concluded.
“And that’s what we love about Buy Women Built: it connects women-built brands with consumers who are actively looking to buy with purpose. So many of these products were created to solve a problem the founder herself had, and chances are, if she had that problem, so does the customer. That’s where the magic is: it’s a connection built on truth and need. We’re here to harness that power.”
Being a female entrepreneur in a male-dominated landscape is never a walk in the park. Among the issues of gender bias, stereotyping, and limited access to funding, gaining visibility and brand awareness is proving to be a challenge for female entrepreneurs in the UK.
That’s why the Buy Women Built movement is here to help promote and empower female-led businesses, giving them the recognition they deserve. In just three years, BWB has showcased thousands of promising businesses, from innovative startups to household names, all proudly carrying the BWB mark.
The movement not only helps female founders gain visibility but also inspires the next generation of women to see entrepreneurship as a real and achievable path.
The post What is Buy Women Built and how does your business apply? appeared first on Startups.co.uk.
MCL Architecture puts clients first via close working relationships and a delicate balance of architectural creativity and practical, precise project delivery. Stroll through London, and you’ll see new monuments everywhere, and we’re not talking about statues of historical figures. New architectural creations dominate the London […]
NewsMCL Architecture puts clients first via close working relationships and a delicate balance of architectural creativity and practical, precise project delivery.
Stroll through London, and you’ll see new monuments everywhere, and we’re not talking about statues of historical figures.
New architectural creations dominate the London skyline and its various neighbourhoods. For the untrained, they seem to appear overnight, but for those on the inside, like Daragh McLoughney, Managing Director of MCL Architecture, he knows it takes precision, technical knowledge, as well as creativity to deliver first-class architectural projects.
“Our approach focuses on creating value for developers, ensuring that every project not only meets but exceeds expectations,” he begins.
One of MCL Architecture’s unique selling propositions is its close working relationships with developers to maximise site potential, a founding vision for the business which endures.
Just under a decade since it launched, growth has been ongoing, with over 150 apartments designed and delivered per year, a testament to its successful developer-focused relationships.
Other key milestones include a new office move, an expanding team and the fact that turnover has doubled in the last two years. “These accomplishments have laid a strong foundation for future growth,” McLoughney says. “As we continue to grow, we’re committed to maintaining a personal, hands-on approach with each project, no matter how large.”
Based in South-West London, MCL Architecture applies its interdisciplinary knowledge, spanning elite architectural design with a practical awareness of developer needs to create dynamic builds out of often complicated projects. “I wanted to bridge the gap between creative architectural solutions and the real-world needs of property developers,” confirms McLoughney.
MCL Architecture is proud of its reputation for creating spaces that combine great design and function. One example is Abbey Wall Works, a 66 luxury apartment complex in Wimbledon. Completed in 2020, the site had an unusual shape, sat among low-density housing and was on the grounds of a medieval abbey, which meant it required a careful and considered design approach to bring the complex project to life, including honouring its artisanal origins.
MCL’s projects, like Abbey Wall Works, which fuse design creativity with practical delivery, are exemplary of the firm’s dynamic business model, which, in McLoughney’s words, offers “a seamless transition from design to construction.”
Over the past year, MCL Architecture has improved its client services even more via a new design-build contracting arm, allowing the firm to manage both the design and construction phases of a project. “This ensures great consistency and control, which leads to better outcomes for our clients,” McLoughney adds.
The importance of maintaining strong client relationships has, in McLoughney’s view, helped the firm remain strong in the face of regulatory changes, market fluctuations and skilled worker shortages. “Overcoming these required us to stay adaptable and proactive,” he adds.
While these issues continue to affect the architectural and development landscape, McLoughney believes diversification of offerings and continuing to prioritise client relationships will help MCL Architecture remain a leader in its space.
Like all inspirational business leaders, McLoughney is manifesting an ambitious five-year plan for MCL Architecture. This includes a vision for the firm to double in size and work on international as well as domestic projects.
However, client consistency as well as growth features in this long-term plan, including “maintaining our client-focused service and continuing to deliver exceptional value.”
McLoughney may be at the helm of MCL Architecture, helping to lead the business forward via a growing client list, but he’s also committed to being a good leader for his team. “A leader’s role isn’t just to direct but to inspire and empower others,” he states.
A lesson for the entire business over the last few years has been “the value of adaptability,” including “the ability to pivot and innovate in response to changing market conditions.” This adaptability has been why MCL Architecture has grown despite external challenges.
Heading rapidly towards its tenth anniversary, MCL’s ongoing goal is to become “the go-to firm for developers seeking a seamless, comprehensive design and build service,” including those after “impactful projects that resonate in both the design and construction phases.”
Well, considering MCL Architecture’s high yearly project delivery rate plus its impressive increase in turnover, it looks well on the way to becoming the ‘go-to’ firm it’s destined to be.
The post MCL Architecture – A Firm Of Seamless Projects And Strong Client Relationships appeared first on Real Business.
I like the phrase ‘work-life harmony.’ I think ‘balance’ is a debasing metaphor because it implies there’s a strict trade-off. Jeff Bezos, Founder of Amazon Various studies have demonstrated that businesses that provide a decent work-life balance report more productivity by their employees. This supports […]
NewsI like the phrase ‘work-life harmony.’ I think ‘balance’ is a debasing metaphor because it implies there’s a strict trade-off.
Jeff Bezos, Founder of Amazon
Various studies have demonstrated that businesses that provide a decent work-life balance report more productivity by their employees. This supports the view that a healthy work-life balance is good not only for employees, but also for employers.
What’s not easy to know, though, is how you, as an employer, can promote healthy work-life balance for your employees WITHOUT reducing the quality of work. After all, going too much in either direction can be bad for business, especially for start-ups and medium-sized enterprises.
Just a quick reminder, you can apply every single one of these methods simultaneously without reducing (if not increasing) the performance of your employees. However, we strongly recommend applying them gradually, as sudden shifts in work cultures can backfire.
That being said, here 7 methods to provide a healthy work-life balance in your business:
On paper, work time is work time, and time off is time off. Unfortunately, the reality is often different, as off time never really feels pressure-free when an employee is receiving work-related messages/notifications.
Work-related messages have increased over the years, especially out of hours messages, and many employees feel pressured to answer these communications after hours or at weekends.
The fact that work communication tools like Rocket Chat, Clickup, Teams, Slack, and Matter Most exist also makes it easier than ever to reach out to your employees at any given time.
All of these break the resting cycle that employees need, leading to reduced productivity, exhaustion, and, worst case scenario, burnout.
Try to discourage after-hours emails and Slack messages. Use tools like Slack’s “Do Not Disturb” mode or auto-delete emails sent during vacations. Lead by example: If leaders unplug, employees will too.
An overloaded employee will get you nowhere, and just because a job can be done by one person doesn’t mean the workload on that person shouldn’t be considered.
According to a Mental Health UK survey, one in three (34%) adults in the UK have reported frequently experiencing high or extreme levels of pressure or stress in the workplace. As an SME, you need your good employees working at their best to help you scale up.
If you want to know whether your employees are burnt out, go ahead and survey your team about their workloads. The answers might surprise you.
We recommend that you audit workloads quarterly. If teams consistently work late to meet deadlines, adjust expectations or hire support. Use project management tools (Asana, Trello) to visualise capacity.
You can also utilise hybrid approaches to allow your employees some breathing room. COVID-19, as terrible as it was, has shown the world that most tasks can be done from home.
So, why not gather non-office-needing tasks in one day and have your employees do these tasks away from the office?
Take this one with a grain of salt, as the results can vary among people, but in general, your brain focus starts to suffer after 30-50 minutes of working.
The focus time can be even shorter if the task at hand is boring, and that’s not even mentioning the reduced “focus span” of people because of social media and doom scrolling.
The moral of the story is, short, 5-minute breaks are as important as regular lunch breaks. Encourage micro-breaks (5-minute walks) and discourage “lunch-at-desk” culture. Some companies even use break-tracking apps (like TimeOut) to remind staff to pause.
People’s abilities are different, and punishing underperformers without rewarding great achievers is guaranteed to burn out good employees.
As an employer, you need specific results, and it shouldn’t matter how long it took your employees to achieve said results. So, when you get results in shorter times or more results than you expected from someone, do recognise that.
All in all, you should judge performance by output, not hours logged. If someone finishes tasks early, you should either:
Around 43% of UK workers admit to regularly working unpaid overtime. You don’t want to undermine your business with an easily avoidable mistake like this one.
According to a KPMG survey, 54% of parents reported that their work times often conflict with parenting duties. A parent who’s taking care of their children shouldn’t be punished for doing so by having to adhere to strict work hours, especially if they still achieve the expected results.
If your work culture is flexible enough, do give such parents some flexible work hours, like allowing them to clock in or clock out a bit earlier or later, depending on their needs. Done correctly, they can still give you a full work day, just one that doesn’t clash with theirs.
We also respect that your work culture can’t be adjusted beyond its original hours, but that doesn’t mean you can’t retain such employees in different ways.
For example, you could consider providing them with paid parental leave (even for non-birthing parents), and watch the employee retention rate increase.
Prioritising the mental health of your employees is more important than you think. According to Deloitte, poor mental health costs employers in the UK around £51 billion annually, through presenteeism, sickness absence, and staff turnover. Plus, nearly one-third of them already feel unmotivated to work because of financial issues.
In other words, even if your workspace is ideal, your employees could still have mental pressure and potentially mental issues from external sources.
There’s a saying that for every £1 spent on mental health, employers see a £4 ROI in productivity.
On paper, this can look something like this:
Note: These aren’t set in stone; you can get creative according to your own business line.
We can’t emphasise how important it is for your employees to feel heard and appreciated.
According to a study by Oracle, a ridiculously high 85% of employees feel unheard, and if that’s paired with burnout, mental issues, external pressure, and better contracts from competitors, you’ll run out of good employees faster than you can replenish.
This can be critical for SMEs, but you can handle it in two simple steps.
First, send anonymous quarterly surveys (e.g., “What’s one policy that would improve your balance?”). This should give you an idea of what your employees are really struggling with and eliminate the guesswork.
Take care not to go back to relying on guesswork while providing a solution to the feedback you received. Even when you’re trying to help, you might make things worse if you don’t hit the mark, which leads us to step two.
Go ahead and host “Balance Roundtables” where employees brainstorm solutions. List the most prominent issues that you received from the feedback, and let everyone have their say about what they think should change.
Jobs are everywhere, and the turnover rate is more unpredictable than ever. Even if you think that you have your new blood addition under control, a sudden spike in the loss of multiple employees can leave your business at risk.
Don’t leave the fate of your foundation to luck; find productive, reliable employees, lock them in, and foster a good work-life balance for others to help them become productive themselves. You are benefiting from their hard work, after all.
The post How Employers Can Promote A Healthy Work-Life Balance for Their Employees appeared first on Real Business.
Main photo by Thomas Lefebvre on Unsplash Britain’s tax system is finally kicking its paper habit. ‘Making Tax Digital’ (MTD) started with VAT in 2019 and is now marching toward Income Tax Self Assessment (ITSA). If you run a micro-company, side-hustle or rental portfolio perhaps, […]
NewsMain photo by Thomas Lefebvre on Unsplash
Britain’s tax system is finally kicking its paper habit. ‘Making Tax Digital’ (MTD) started with VAT in 2019 and is now marching toward Income Tax Self Assessment (ITSA). If you run a micro-company, side-hustle or rental portfolio perhaps, here’s a guide to what lies ahead and how to get ready without losing your weekends to spreadsheets.
HMRC (His Majesty’s Revenue and Customs) wants every business and landlord to:
The aim? To stamp out avoidable mistakes, as ‘failure to take reasonable care’ already accounts for 30% of the UK tax gap. With the total gap sitting at £35.8 billion in 2021-22, that’s roughly £10-11 billion a year lost to simple errors.
Think of MTD for Income Tax as rolling out in three waves:
If the combined turnover from your self-employment and/or UK property income topped £50,000 in the 2024-25 tax year, you’ll be automatically pulled into the system at the start of the 2026-27 tax year.
Those whose relevant income falls between £30,000 and £50,000 in 2025-26 follow one year later.
The Government has published draft legislation to reduce the threshold again to £20,000; ministers say the final go-ahead will come after further consultation, but the target date is the 2028-29 tax year.
Below £20,000? You can stay on the old Self Assessment timetable for now, though HMRC has signalled that everyone is to migrate eventually.
As for ordinary partnerships (non-LLPs), HMRC has pushed their start date beyond 2025 and promises at least twelve months’ notice when a firm date is set.
HMRC will let you pay in-year if you like, but the normal 31 January and 31 July deadlines for balancing payment and payments on account stay the same (at least for now).
Popular ‘ready-to-go’ options include FreeAgent, QuickBooks, Sage, Xero and Crunch; all appear on HMRC’s approved list, with a few offering up free tiers for the simplest set-ups. If you love spreadsheets, you can keep them – just bolt on ‘bridging’ software to file the data.
Photo by Carl Heyerdahl on Unsplash
Free plans exist, but multi-user or inventory-heavy firms may need to spend £15-30 a month.
Paper-led traders will need training. The good news is that HMRC’s MTD helpline and YouTube tutorials are free and most vendors run webinars.
Four deadlines a year may sound a tad brutal, but bank-feed automation means many users complete an update in under an hour – once they’re up to speed.
Running 12-18 months of parallel digital books before you’re forced to switch is the single best stress-buster. Use that grace period to:
Apps such as Dext, AutoEntry – or even your accounting package’s native scanner – turn petrol slips into line-item data with OCR. To get the most lift:
Employee turnover is on the rise, especially as employees retire or move on to other positions.
If you’re hovering around £28k or £48k, a single big contract or rent review could drag you into Wave Two a full year early.
Good advisers aren’t just form-fillers; they’re translators and troubleshooters.
HMRC’s open pilot lets real businesses road-test Making Tax Digital for ITSA right now. Early adopters benefit from:
Lock these five moves into your 2024-25 agenda and by the time MTD for Income Tax becomes mandatory, your ‘new’ system will feel about as dramatic as ordering the weekly groceries online.
MTD for Income Tax isn’t optional, but it doesn’t have to be a headache, either. Switch to digital records early, automate the dull bits and by 2026 those quarterly nudges could feel more like a safety net than a burden.
For the official word – and the ever-growing list of compatible apps – see HMRC’s MTD for ITSA guidance.
The post Making Tax Digital For Income Tax: What Small Businesses Need To Know appeared first on Real Business.