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US healthcare: Black people less likely to receive lung cancer chemotherapy

lung cancer chemotherapy, US healthcare
© Mark Adams

Boston Medical Center researchers found that Black individuals, above all other racial groups, are less likely to receive lung cancer chemotherapy

A new study by researchers at Boston Medical Center found that Black individuals with extensive-stage small cell lung cancer are less likely to get chemotherapy, than all other racial groups. The most likely group to miss out on this treatment are those who are Black and elderly. In addition, these individuals are likely to be uninsured or to have non-private health insurance and lower education levels.

This is one of the largest studies to investigate racial and health disparities in this field, including the unique impact that insurance status has on cancer care in the US.

Lung cancer is the leading cause of cancer death for men and women. It is estimated that 135,720 deaths from this disease will occur in 2020.

Extensive-stage small cell lung cancer has the unfortunate tendency to rapidly grow – meaning that treatment as soon as possible is the most recommended way to give the patient a chance at survival. The cost of lung cancer over a lifetime is estimated by a 2017 Milliman Research Report to be around $282,000 – almost twice as expensive as the estimated cost of breast cancer at $101,000, or roughly seven times as expensive as melanoma at $48,013.

The cost of lung cancer over a lifetime is estimated by a 2017 Milliman Research Report to be around $282,000

82,592 lung cancer patients analysed

The analysis of 82,592 lung cancer patients showed that chemotherapy was given to 92.1% of patients. Insurance and income status played a large role in treatment and survival of patients. Black patients were more likely to be uninsured or have public health insurance compared to white and other race groups, and patients with non-private insurance or without insurance were less likely to receive chemotherapy treatment. Private insurance was associated with the highest survival of 9.2 months, followed by patients with Medicaid at 8.3 months. Lower income is associated with worse survival, which has been found for all lung cancer diagnoses.

Healthcare disparities across socio-economic lines

“Our study highlights the disparities that can exist in healthcare, and the impact that race and socioeconomic status can have on a patient’s experience throughout their treatment,” says Umit Tapan, MD, a thoracic oncologist at Boston Medical Center and the study’s corresponding author.

“While our study looked specifically at patients with extensive-stage small cell lung cancer, our results further demonstrate the impact that socioeconomic status can have on the health of patients, whether it be access to treatment or their outcomes.”

A highly-political impact of healthcare policy can be seen in this research. During 2010 to 2016, Black patients had a higher chance of receiving chemotherapy than in 2004 to 2006. The authors suggest that the Patient Protection and Affordable Care Act (ACA) in 2010 marked this uptake of the expensive chemotherapy that is almost essential to surviving this form of lung cancer.

A study published in JAMA Oncology in 2020 found that Medicaid expansion under the ACA in 2014 “substantially reduced the numbers of uninsured patients with cancer, and increased early-stage diagnoses of cancers.” Whilst noting an increased percentage of early-stage diagnoses, the team are still waiting to understand how the expansion impacted lung cancer survival rates.

Further research is necessary, but read the available study here.

Unlocking the mystery of SCA4: A breakthrough on a disease that was previously unknown

Cells Disease X
image: @BlackJack3D | iStock

After years of uncertainty, researchers at the University of Utah have discovered spinocerebellar ataxia 4 (SCA4), a rare neurological disease

Led by Dr. Stefan Pulst and K. Pattie Figueroa, the team identified the genetic difference causing SCA4, offering new hope for families affected by this condition.

SCA4 and the cause

SCA4 is a disease that affects balance and coordination, usually starting in a person’s forties or fifties. Its cause has been unknown until now, which has also meant that individuals with spinocerebellar ataxia 4 have not had answers about their future. 

Using technological advances, Pulst, Figueroa, and their team were able to pinpoint the problem, a gene called ZFHX3.

The DNA of SCA4 patients has a longer-than-normal section in ZFHX3, which messes up how cells recycle proteins. This can lead to protein clumps that harm nerve cells, causing the symptoms of SCA4.

Using this discovery to find future treatments 

Similar problems with protein recycling have been seen in another type of ataxia, SCA2. Scientists are already testing treatments for SCA2, and they think these could help SCA4 patients, too.

For families living with SCA4, knowing the cause of the disease is a big help. It can help with important decisions about family planning and healthcare. It also brings a sense of understanding to a disease that was previously a mystery. 

Finding the genetic change that leads to SCA4 is essential to develop better treatments, Pulst says. “The only step to really improve the life of patients with inherited disease is to find out what the primary cause is. We now can attack the effects of this mutation potentially at multiple levels.”

Pulst, Figueroa, and their team made this discovery through biological samples, with the cooperation of SCA4 patients and their families. 

Improving the life of patients with inherited disease

“The only step to improve the life of patients with inherited disease is to find out what the primary cause is. We now can attack the effects of this mutation potentially at multiple levels” Pulst says. 

In uncovering the genetic secrets of SCA4, Pulst, Figueroa, and their team have given hope to families who are battling with the condition. 

Manchester scientists achieve milestone with one-dimensional superconductor discovery

Structure of hexagonal nano material. Nanotechnology concept. Abstract background. 3D rendered illustration. superconductivity
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Scientists at The University of Manchester achieve robust superconductivity in high magnetic fields using a newly created one-dimensional (1D) system

In a significant development in the field of superconductivity, researchers at The University of Manchester have successfully achieved robust superconductivity in high magnetic fields.

Using a newly created one-dimensional (1D) system, the team were able to create a promising pathway for advancements in quantum technologies by overcoming a longstanding challenge in condensed matter physics.

Achieving superconductivity

The research, published in Nature, details the team’s innovative strategy to achieve superconductivity in the quantum Hall regime, led by Professor Andre Geim, Dr Julien Barrier, and Dr Na Xin.

According to Manchester researchers, superconductivity, the ability of certain materials to conduct electricity with zero resistance, holds profound potential for advancing quantum technologies. However, achieving superconductivity in the quantum Hall regime, characterised by quantised electrical conductance, has proven to be quite the challenge.

Their initial efforts followed the conventional route, in which counterpropagating edge states were brought into proximity of each other. However, this approach proved to be limited.

“Our initial experiments were primarily motivated by the strong, persistent interest in proximity superconductivity induced along quantum Hall edge states,” explains Dr Barrier, the paper’s lead author. “This possibility has led to numerous theoretical predictions regarding the emergence of new particles known as non-abelian anyons.”

Conductive domain walls in graphene

Inspired by earlier work on conductive domain walls in graphene, the team utilised domain walls between superconductors to achieve proximity between counterpropagating edge states with minimal disorder effects.

“We were encouraged to observe large supercurrents at relatively ‘balmy’ temperatures up to one Kelvin in every device we fabricated,” Dr Barrier recalls.

The discovery of strictly 1D electronic states within the domain walls, proven by Professor Vladimir Falko’s theory group, explains the observed robust supercurrents at high magnetic fields.

The single-mode 1D superconductivity presents exciting opportunities for further exploration, including the manipulation of electronic states and the potential realisation of topological quasiparticles. “In our devices, electrons propagate in two opposite directions within the same nanoscale space and without scattering”, Dr Barrier elaborates.

“Such 1D systems are exceptionally rare and hold promise for addressing a wide range of problems in fundamental physics.”

The team has already demonstrated the ability to manipulate these electronic states using gate voltage and observe standing electron waves that modulate the superconducting properties.

Combining the quantum Hall effect and superconductivity

Dr. Xin emphasises the potential of 1D superconductivity in realising topological quasiparticles, combining the quantum Hall effect and superconductivity.

The research marks another step forward in superconductivity, following 20 years after the discovery of graphene. It is expected to advance quantum technologies and attract interest from scientific communities for further exploration of new physics.

Heathrow Airport Strikes: Impact on aviation industry operations revealed

London Heahtrow Airport Terminal 5 departures
image: ©GordonBellPhotography | iStock

Passengers travelling through Heathrow Airport should expect disruption as continued staff striking is expected. But why are these strikes occurring, why do airport staff feel undervalued, and what will the lasting effects on the aviation industry be?

These strikes, organised by various unions representing different departments within the airport, are expected to impact both arrivals and departures, potentially causing delays for travellers.

What is the reason for these strikes? 

Starting today, various airport staff will be striking over an ongoing row over what is called “deplorable action” from Heathrow airport’s management. 

800 Unite staff members plan to strike from 7-14 May. By June, the union said that workers in passenger services will be outsourced. The Unite Union, representing these workers, anticipates substantial disruptions for passengers during this period.

Cuts set by aviation fuel firm AFS

The dispute comes from cuts set by aviation fuel firm AFS on the terms and conditions of new staff, including reduced pension and sickness benefits. As Heathrow changed its operations to improve customer service, it discussed with Unite the number of colleagues that would be affected. 

Unite says some new measures that have been proposed involve a reduction in sickness benefits and pensions. This would affect employees recruited since January this year. 

Reduction in sickness benefits and pensions

During this dispute, Unite is focused on protecting its member’s pay and conditions. 

When do the strikes start?

The first wave of strikes starts with Border Force officers staging a four-day walkout, starting from now until Thursday, 2 May. Over 300 members of the Public and Commercial Services (PCS) union, stationed across terminals 2, 3, 4, and 5, are protesting changes to their working conditions. 

This will mainly affect arrivals, with potential effects on passport control services.

Refuelling workers are also set to strike over the early May bank holiday weekend. Fifty refuellers employed at the airport are scheduled to walk out on Saturday, 4 May, Sunday, 5 May, and Monday, 6 May, Sky News reported.  

Will the strikes affect you? 

The consequences of these strikes extend to a wide range of airlines operating at Heathrow. Major companies such as Air Canada, American Airlines, United Airlines, and Virgin Atlantic, as well as others, are listed among those likely to be affected.

With nearly 800 staff members from various departments set to participate in the strikes, including passenger services, trolley operations, security, firefighters, and airside operations, the a big potential for disruption.

Saying up to date on travel details 

Passengers planning to travel through Heathrow during the strike dates should prepare for longer queues and possible delays. While the airport authorities assure the public that measures are in place to manage disruptions, travellers are advised to check with their airlines for updates and allow extra time for their journeys. 

Comprehensive travel insurance is also recommended to mitigate any unexpected issues stemming from the strikes.

Despite ongoing negotiations between the unions and airport management, a solution has yet to be reached, leaving travellers uncertain about the impact on their travel plans. 

Passengers are advised to stay up to date and take necessary precautions to minimise inconvenience if they are travelling from Heathrow Airport. 

Bridging the gap between evidence and action for health promotion – shifting the public narrative

Heart shape in lights in downtown district office business buildings at night, digital composite. health promotion
image: ©FangXiaNuo | iStock

This is the fourth article in a series published by Open Access Government (1,2,3) that addresses the gap between evidence and action in health promotion. This article focuses on how we might foster collective leadership by influencing the public and media narrative regarding health and investment upstream(4) in the determinants of health

It is well documented that political decisions are influenced not always by evidence but by the concerns amplified in a crisis. These issues attract politician reaction, public pressure, and media coverage, resulting in a “downstream” response to resolve the issues. Is it possible that a shift in the public narrative and a greater understanding of what it takes to create health, would empower the public to better serve as advocates for health promotion and system change(5) and develop their collective capacity as leaders of a well-being society? This article will explore a case study that pursues answers to this question.

Case Study

Influencing Upstream Policy in Prince Edward Island (PEI), Canada: Investing Upstream – Putting Infant, Child and Youth Mental Health at the Forefront

The Atlantic Summer Institute on Healthy and Safe Communities (ASI), launched a policy brief Investing Upstream – Putting Infant, Child and Youth Mental Health at the Forefront.(6) on March 9, 2022. Supported by 1-year funding from the Public Health Agency Intersectoral Action Fund, ASI engaged in knowledge mobilization throughout Atlantic Canada.

Complementary to this work, ASI received 3-year funding from the PEI Alliance for Mental Well-Being (the Alliance) to implement the brief on PEI. As an Atlantic pilot site, the PEI project provides an ideal opportunity for a case study exploring the promotion of intersectoral collaboration, and uptake of evidence in a microcosm of Canadian society.

The Project

The project advances the premise that all policies impact mental health and calls for transformative change in the way policy is developed.

  1. To implement Mental Health in All Policies (MHiAP) in Prince Edward Island, an interconnected network of mental health supports will be established, which in turn will establish responsive relationships situated within healthy communities for all residents of PEI.
  2. To provide training and capacity building to realize and sustain the implementation of a whole-of-society, whole-of-community approach to mental health promotion for children and youth, achieving lifelong mental well-being for current and future generations.

The Context

The policy brief, publicly launched in March 2022, received positive interest from politicians. Presentations were made to the Official Opposition (Green Party) caucus and the Third Party (Liberal) caucus of the day. Motion 83 was put forward to the PEI Legislative Assembly, calling for the implementation of the ASI Policy Brief’s recommendations. The motion was unanimously approved on March 24, 2022.

Follow-up meetings were held with the Minister of Health and Wellness, the Standing Committee on Health and Wellness, and the Deputy Ministers of Social Policy. All meetings were well received, with the Minister of Health noting that “the policy brief provided government with a road map” and the Deputy Ministers of Social Policy offering to set up a meeting of all deputy ministers in the fall.

Given this context, invitations to join an Advisory Committee were enthusiastically accepted, creating a dynamic committee with multi-sectoral representation. A request from committee members to “get on the same page” resulted in an educational session on the Health in All Policies (HiAP) Framework,(7) as MHiAP builds on that framework. The National Collaborating Centre in Healthy Public Policy (NCCHPP) was invited to present on HiAP in the Canadian context, specifically training programs. Questions followed: How can PEI build on the current government lens for policy – poverty reduction, diversity, sustainability, anti-racism, environment, reconciliation, gender sensitivity? How close is PEI to implementing HiAP? The questions led to information sharing on the PEI context during monthly meetings, and it was learned that HiAP had been recommended by the Chief Health Office since 2016. The Committee was introduced to these reports, and reports and tools from other jurisdictions. Gathering evidence and learning together in response to critical questions confirmed the hypothesis that co-learning is an effective method of capacity building. Momentum was building.

Early Outcomes

  • Partnerships:
    • A partnership was formed with the PEI Coalition of Women in Government and the Federation of Municipalities in a project Fostering Resilience in Women Municipal Leaders, also funded by the Alliance. ASI offered 4 workshops to 30 municipal leaders over one year, providing insight that while larger municipalities possess the infrastructure to advance Mental Health in all Policies, smaller municipalities cannot, but are receptive to promoting mental health by fostering resilient communities.
  • National Acknowledgement:
    • NCCHPP invited ASI to present during their national webinar on HiAP, February 2023 and to present at the first meeting of the Canadian Network on Health in All Policies (CNHiAP) in September 2023. The work of ASI as a “grassroots” organization advocating for MHiAP, particularly work at the community level, was of interest.
  • Knowledge Development:
    • A literature review of programs developing capacity to implement MHiAP, resulted in the development of a Framework for MHiAP in which fostering resilient communities is foundational. Investing in education was identified as the first step, and a list of training opportunities created.
  • Educational Opportunities:
    • The ASI Policy Forum, August 2023 featured a panel on initiatives aligned with the ASI Policy Brief, profiling the PEI Project; a workshop to test the MHiAP Framework; and roundtables on the concept of “Upstream”. These sessions increased collective understanding of a broader audience.

Planning a strategy – Going Forward

To truly change systems and rebuild better post pandemic, Weaver and colleagues (2020) propose that leadership will require a significant shift in mental models, from leadership as an individual role or attribute to investing in the collective capacity of all involved as leaders.

While initial enthusiasm of government officials was encouraging, it slowed with the impact of Tropical Storm Fiona in September 2022 and a change in elected and internal personnel due to a provincial election in May 2023.

Given the pause in access to government officials and confidence that co-learning is effective in developing capacity, a work plan developed in September 2023 (8) set the direction: “to be successful in having the Premier take action, it will be necessary to build a widespread narrative to influence public perception of why Mental Health in All Policies matters. When this is seen as equally pressing to Islanders as addressing the downstream problems that have arisen, it will be significantly easier to persuade the government to give this the attention it deserves.” The Committee believed that amplifying key messages and creating learning opportunities will increase the collective leadership capacity in influencing system change at both the local and provincial levels.

In February 2024, in partnership with the Alliance and the National Collaborating Centre on the Determinants of Health, a workshop was piloted with 24 PEI community organizations to explore a shared understanding of “upstream” and MHiAP and increase the capacity of participants as “informal messengers”, thus broadening the network of influence on public discourse. The evaluation is now underway and there is much to be learned. Next steps include offering refined workshops to multiple community organizations, a social media campaign, and meetings with government officials.

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A guide to nourishing your mind: The link between diet and brain health

Group of healthy food for flexitarian diet
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A study reveals the importance of dietary choices in mental well-being and cognitive function 

The findings, drawn from 180,000 participants, examine how nutrition affects mental health, cognitive function, and overall health. 

Using a combination of online questionnaires and advanced machine-learning techniques, the researchers categorised the participant’s food preferences into 10 groups, ranging from alcohol to fruits and meat. 

The results of the research

From the analysis, it was clear that the individuals sticking to a healthy, balanced diet showed better brain health. Including cognitive function and increased amounts of grey matter associated with intelligence, compared to those with less varied diets.

Lead author Professor Jianfeng Feng underscores the importance of establishing healthy eating habits early in life. “Developing a healthy balanced diet from an early age is crucial for healthy growth,” he emphasises. “Families and schools should offer a diverse range of nutritious meals and cultivate an environment that supports their physical and mental health.”

There is a need for gradual dietary modifications. Many sugary foods are deemed more enjoyable or tasty, but ultimately, they are nutritionally deficient. 

By slowly reducing sugar and fat intake over time, individuals will naturally gravitate towards healthier choices, promoting overall well-being.

The role of genetic factors in diet and brain health 

Genetic factors may contribute to the association between diet and brain health, suggesting that a combination of genetics and lifestyle choices shapes our overall well-being.

Co-author Wei Cheng from Fudan University emphasises the urgent need for increased nutritional awareness and healthier eating habits across diverse populations. “Our findings underscore the associations between dietary patterns and brain health, urging for concerted efforts in promoting nutritional awareness and fostering healthier eating habits across diverse populations,” Cheng states.

Nourishing the body and the mind

Dr. Richard Pemberton, a Certified Lifestyle Physician and GP at Hexagon Health, comments on the impact this research could have saying “This exciting research further demonstrates that a poor diet detrimentally impacts not only our physical health but also our mental and brain health,” he explains. “We also hope this provides further evidence to motivate us all to make better lifestyle choices, to improve our health and reduce the risk of developing chronic disease.”

it is increasingly clear that nourishing our bodies also nourishes our minds

Government action is also vital to optimise health in children and promote accessible and affordable healthy eating options. 

By encouraging individuals to make informed dietary choices, businesses and companies can enhance public health and well-being. 

Baylor Institute for Studies of Religion

Baylor Institute for Studies of Religion

Baylor Institute for Studies of Religion exists to initiate, support, and conduct research on religion

Launched in August 2004, Baylor Institute for Studies of Religion (ISR) exists to initiate, support, and conduct research on religion, involving scholars and projects spanning the intellectual spectrum:  history, psychology, sociology, criminology, economics, anthropology, political science, epidemiology, theology, and religious studies.  Our mandate extends to all religions, everywhere, and throughout history.  It also embraces the study of religious effects on such things as prosocial behaviour, family life, population health, economic development, and social conflict.  While always striving for appropriate scientific objectivity, our scholars treat religion with the respect that sacred matters require and deserve.

About the Program on Prosocial Behaviour

It can be argued that criminology is only “half” of a field, given that criminology is regarded as the study of crime and its consequences, and its focus continues to be limited to antisocial behaviour. Almost no attention is given to prosocial activities that are likely to reduce crime and delinquency. Stated differently, criminologists tend to ask why people do, or do not, commit crimes; they rarely ask why people chose to engage in prosocial behaviours and how it affects the risk of antisocial behaviours. The Baylor ISR Program on Prosocial Behaviour emphasizes the neglected “half” of human behaviour. For example, why do so many people generously give money to help those in need? Or why do most of the people reared in “bad” neighbourhoods turn out not only to be law-abiding but to be good citizens? Indeed, how are people transformed from antisocial patterns of behaviour to positive patterns? In keeping with the overall mission of ISR, the role of religion in promoting prosocial behaviour is a central concern. Moreover, how is that religious communities or religion would become recognized as protective factors when it comes to various deleterious outcomes such as suicide and drug abuse? Indeed, what is the role of religiousness in guiding individual behaviour as well as the role of faith-based groups and organizations in fostering prosocial activities?

About Baylor University

Baylor University is a private Christian University and a nationally ranked Research 1 institution. The University provides a vibrant campus community for more than 20,000 students by blending interdisciplinary research with an international reputation for educational excellence and a faculty commitment to teaching and scholarship. Located in Waco, Texas, Baylor welcomes students from all 50 states and more than 90 countries to study a broad range of degrees among its 12 nationally recognized academic divisions.

Chartered in 1845 by the Republic of Texas and affiliated with the Baptist General Convention of Texas, Baylor is both the state’s oldest institution of higher learning and the world’s largest Baptist university. Established to be a servant of the church and of society, Baylor seeks to fulfill its calling through excellence in teaching and research, in scholarship and publication, and in service to the community, both local and global.

The Jacques Loeb Centre for History and Philosophy of, and Critical Dialogues in, the Life Sciences

Jacques Loeb Centre for the History & Philosophy of the Life Sciences

Research into the history and philosophy of modern experimental life sciences and the societal implications

The Jacques Loeb Centre for History and Philosophy of, and Critical Dialogues in, the Life Sciences at Ben-Gurion University of the Negev, Beer-Sheva, Israel, supports research in the history and philosophy of modern experimental life sciences and serves as an interdisciplinary forum for a critical discussion on current scientific developments and their societal implications.

The Centre organizes (i) interdisciplinary workshops and lectures on the history and philosophy of pertinent current concepts and models in the life sciences, (ii) symposia encouraging critical dialogues between members of the scientific and scholarly communities, students, and members of the public on vexing problems related to scientific practice such as media hypes, political ideologies, irreproducible papers, scientific truth in ‘big data’ science, and the increasing commercialization of science, (iii) student competitions for poster sessions on the history of the life sciences.

The Centre is named after German-American physiologist and experimental biologist Jacques Loeb (1859-1924), legendary experimentalist and seminal thinker in the history of biology. His passionate promotion of biology as an exact experimental science and his opposition to the vitalistic concepts prevalent around 1900 impacted greatly on the development of the life sciences. Loeb’s interest in philosophical and political issues brought him into contact with major figures in science, philosophy, and history, including Svante Arrhenius, Albert Einstein, Ernst Mach, Leonor Michaelis, and George Sarton.

The Centre was founded in 2007 and has been directed since then by Ute Deichmann.

Organization of symposia and workshops during the past 3 years:

Symposium planed for January 10, 2023

  • Perils for science in democracies and authoritarian countries

Publications Ute Deichmann in the last six years:

Edited volumes of journals

U. Deichmann, M. Morange, Eds. 2019. Genomic regulation: Experiments, computational modeling and philosophy​. Journal of Computational Biology. 26.4.

U. Deichmann and M. Morange. eds. 2017. Causality, genomic regulation, and evolution in the post-genomics era. History and Philosophy of the Life Sciences 39.4.

Refereed articles

U. Deichmann. The idea of constancy in development and evolution scientific and philosophical perspectives. Under review.

U. Deichmann. 2021. Data, theory, and scientific belief in early molecular biology: Pauling’s and Crick’s conflicting notions about the genetic determination of protein synthesis and the solution to the ‘secret of life’, HYLE – International Journal for Philosophy of Chemistry, Vol. 27, 25-46.

U. Deichmann. 2021. Template theories, the rule of parsimony, and disregard for irreproducibility – the example of Linus Pauling’s research on antibody formation. Historical Studies in the Natural Sciences, Vol. 51, Number 4, pps. 427–467.

U. Deichmann. 2020. The social construction of the social epigenome and the larger biological context, Epigenetics & Chromatin 13:37; https://doi.org/10.1186/s13072-020-00360-w

U. Deichmann. 2019. Science and political ideology: The example of Nazi Germany. Mètode Science Studies Journal 3: 41-49 (in Spanish).

U. Deichmann. 2019. From Gregor Mendel to Eric Davidson: Mathematical models and basic principles in biology. Journal of Computational Biology. 26.4:637-652.

U. Deichmann. 2017. Hierarchy, determinism, and specificity in theories of development and evolution. History and Philosophy of the Life Sciences 39.4: 3-16.

U. Deichmann. 2017. Eric Davidson, his philosophy, and the history of science. History and Philosophy of the Life Sciences 39.4: 1-7.

U. Deichmann. 2017. Biology and political ideologies: on the futility of scientific justification for political values, now and in the past (Review of M. Meloni, Political biology. Science and social values in human heredity from eugenics to epigenetics, Palgrave MacMillan, 2016) Metascience 26: 289-292.

U. Deichmann. 2017. Francis Bacon, Karl Popper or Michael Polanyi? The philosophies of modern experimental biology and the impact of the big data technology. In N. Bar-Am, S. Gattei, eds. Encouraging openness: Essays for Joseph Agassi on the occasion of his 90th birthday. Boston Studies in the Philosophy and History of Science 325: 129-142.

UK Government allocates £7 million funding for SMEs to drive AI innovation

Highly detailed 3d generated globe with glowing connection lines between big cities. Perfectly usable for all kinds of topics related to international business and finance or global data networks.

The United Kingdom has revealed a funding initiative focusing on strengthening artificial intelligence (AI) adoption among small and medium-sized enterprises (SMEs) operating in high-growth sectors 

With £7 million up for grabs, the initiative looks to drive innovative AI projects that address business challenges across diverse industries.

What is the funding?

The funding, facilitated through the UK Research and Innovation (UKRI) Technology Missions Fund and administered by Innovate UK’s BridgeAI program, aims to help SMEs looking to integrate AI solutions into their operations. 

These solutions are expected to tackle a range of obstacles faced by industries experiencing rapid expansion, including agri-food, construction, transport and logistics, and the creative sector.

The two types of competition 

Two distinct competitions have been launched as part of this initiative. The first competition, backed by £5 million, focuses on supporting studies for AI solutions. These studies aim to develop a range of AI-driven innovations set to focus on specific business challenges within high-growth industries. 

SMEs are encouraged to collaborate with either another SME or an academic partner to develop AI solutions that enhance productivity and address industry-specific limitations.

The expected AI solutions have the potential to change various aspects of business operations, such as using data for informed decision-making, simplifying administrative tasks to optimise workforce efficiency, and refining supply chain management processes.

The second competition, supported by £2 million, focuses on existing projects from the first round, spanning sectors like fashion and farming. 

These projects are allowed to apply for additional funding to further develop their AI-driven creations.

The success of previous funding 

Previous initiatives funded through similar competitions have produced good results, including AI-powered tools for cloth recycling in the fashion industry, innovative solutions helping fire and rescue services transition to net-zero emissions, and advancements in disease detection and prediction in agricultural practices.

These competitions go hand in hand with the government’s vision outlined in response to the AI Regulation White Paper. The is further potential for AI to drive progress and deliver real benefits to communities.

Cells possess a rapid decision-making system beyond DNA

Creative image of embryonic stem cells
image: @Maksim Tkachenko | iStock

Scientists at Moffitt Cancer Center have revealed a hidden layer of cellular intelligence that questions the traditional understanding of how cells operate 

Although it is believed that DNA dictates all cellular functions, this research suggests that cells have an additional, rapid decision-making system that operates independently of genetic instructions.

The processing system within cells 

The study, led by Dipesh Niraula, PhD, and Robert Gatenby, M.D., sheds light on a nongenomic information processing system within cells. 

This system enables cells to adapt to environmental changes by collecting information from their surroundings and making rapid decisions.

The role of ion gradients across cell membranes played a key role in this discovery. These gradients, maintained by specialised pumps, act as a reservoir of information that cells continuously monitor. When environmental cues are detected, they interact with ion channels on the cell membrane, triggering the opening of gates and allowing ions to flow along existing gradients.

Ion Flux 

This ion flux sets off a series of events within the cell, leading to rapid responses tailored to specific signals. The study found that the cell’s cytoskeleton, typically known for providing structural support, also plays a crucial role in this process. Proteins within the cytoskeleton act as conductors, transmitting ion-based information to various organelles within the cell.

According to Niraula, an applied research scientist involved in the study, “Our research reveals the capability of cells to harness transmembrane ion gradients as a means of communication, allowing them to sense and respond to changes in their surroundings rapidly.”

The researchers speculate that this nongenomic information system is essential in the formation and maintenance of normal tissue in multicellular organisms. Disruptions to this system could play a significant role in diseases such as cancer. 

Understanding cells for better therapeutic strategies

Gatenby, co-director of the Center of Excellence for Evolutionary Therapy at Moffitt, emphasises the broader implications of this finding: “This study challenges the implicit assumption in biology that the genome is the sole source of information and that the nucleus acts as a kind of central processor. We present an entirely new network of information that allows rapid adaptation and sophisticated communication necessary for cell survival and probably deeply involved in the intercellular signalling that permits functioning multicellular organisms.”

By revealing the complexities of cellular function, scientists hope to gain deeper insights into disease mechanisms and potentially develop innovative therapeutic strategies.

Quiet quitting: Beware of contractor disengagement

Modern business team developing the company's strategy at the office
image: @boggy22 | iStock

“Quiet quitting” has crept into the workplace lexicon over the last couple of years. Coined to describe the concept of staff disengagement and ‘just going through the motions’, it’s a relatively new buzzword for an age-old problem, but what can be done to prevent it?

Keeping every team member engaged has been a challenge for managers for as long as people have worked together in business. Even when a complete team of people is present together in an office it’s easy for resentments to grow from real or imaginary slights or oversights. The prevalence of today’s hybrid model of work, in which employees vary their working location from day to day, has made it all much harder.

For project leaders whose teams are not only based in different places but are also made up of in-house employees and external contractors, these challenges are doubled. The contractor vs permanent division is compounded by the online vs offline separation, making it even harder to keep your team motivated. To address this, we have outlined a few considerations to help make sure that nobody on your team, contractor or not, loses their fizz and enthusiasm.

Bring your contractors into the fold

Most large projects, particularly digital transformations, will involve temporary staff. Few organisations have access to the full range of skills required for major projects among their permanent workforce. The project manager’s task is to assimilate these people fully into a single team.

Team building is certainly easier when people meet face to face, and organisations are increasingly encouraging and even insisting on a return to office work. However, many contractors have chosen their jobs because they suit their preferred way of working, and sometimes that means the ability to work remotely, so offering a flexible or hybrid model might be the best approach.

By creating an environment in which external associates are made to feel at home, you are far more likely to encourage people to come in. Seat them among the permanent employees rather than banishing them to a back room. Ask them to join social get-togethers. And invite remote workers to join your regular team calls. Companies are often reluctant to spend money on contractor time that isn’t purely on project work, but informal conversations allow people to adapt to the culture of your organisation and understand the wider context of their work, so they don’t behave as if theirs is everyone’s only priority.

Keep communicating clearly to reduce chances of quitting

More important than physical location is ensuring that everyone is clear about their roles – and those of their colleagues. As a project manager, the starting point should be to set clear expectations, define the parameters of every team member’s contribution, and lay out your chosen methodology.

Establishing these ground rules at the outset will avoid potential clashes between team members due to differing methods of working – and set a course toward a common objective. Visible short-term milestones can help to create a sense of collective achievement that will build bonds between team members and encourage them to support one another when needed.

It’s also important to keep communicating when you face bumps on the road. There are few things more demotivating to a team than being kept in the dark when it’s clear that something major is happening. Almost every long-term project will be affected by unforeseen circumstances that require a change in tactics.

Sometimes the consequence of this will be a change in someone’s role. To ensure that this doesn’t damage morale by making someone feel redundant or under-utilised, ensure that any staff changes take place swiftly – and maintain a dialogue both with business managers and team members throughout the process.

Don’t neglect pastoral care

Just because some of your team aren’t permanent employees of your company, that doesn’t mean that you can neglect their wellbeing. It can be harder to spot when a contractor is losing motivation, but there are measures that you can take to avoid marginalising them and, therefore, reduce the numbers of engaging in ‘Quiet Quitting’. Lines of communication, accountability, and reporting are crucial to prevent external associates feeling like outsiders and disengagement from creeping in.

If you are bringing in associates from a professional services provider, involve that company in the support and well-being of each individual they have placed with you. You should expect your partner organisation to offer coaching and support to their associates and to liaise with you regularly to identify any factors that are hindering progress. This will make it easier to detect and address any dissatisfaction that may be brewing.

Invest in your team

Whatever phrase we use to describe it, unhappiness in a team can destroy the best-planned project. To achieve a successful business transformation, you need not only to select the right lineup of people but also to establish a robust management framework that supports each team member.

With clear communication, well-defined goals and the right support from your external partners, you can succeed in keeping your team fired up from the beginning to the end of a project.

This piece was written and provided by Will Larcombe, co-founder and director of Stellarmann

Putting the ‘personal’ in personal tutoring

Mother helping teenager with homework
image: @damircudic | iStock

Student success means ensuring every student is given the opportunity to become the best student – and individual – they can be. Here, Dr David Grey and Dr Rachel Maxwell discuss why a personal tutoring system without students at its heart is not fit for purpose

Personal tutoring can take many forms, but its true aim is to support students in their academic, professional, and personal development. Personal tutors are the linchpin in a student’s university experience.

‘Personal tutoring’ can be taken to refer to different types of advising and tutoring known by different terms across the sector, including Personal Academic Tutors, Academic Advisors, Mentors, or Coaches. It can be conducted by both academics and professional services colleagues.

Throughout their degree, students can turn to their personal tutor who is there to provide advice on their studies and study skills, act as a signpost to help them navigate university systems, motivate them to achieve their goals, and to be there as the first port of call in a crisis.

Today, students need the support provided by personal tutoring more than ever. In expanding and ever more complex universities, and in trying social and economic times, personal tutors provide their tutees with a sense of belonging, a sense of direction, and a sense of their own abilities and worth. When done well, personal tutoring can be truly transformative in a student’s university experience.

Approaches to personal tutoring

UKAT, the UK Advising and Tutoring Association, is a charitable trust and learned society representing scholars and practitioners of personal tutoring and academic advising in the UK higher education sector.

The association is a community of experts who learn together, share good practices, work through common challenges, and seek to make personal tutoring valued and recognised within UK higher education. It aims to facilitate a culture shift in the sector to ensure consistent, student-centred personal tutoring, where institutions and individuals are recognised for their commitment to student success through personal tutoring.

UKAT does not recommend a single model for personal tutoring for the sector but rather acts as a personal tutor to personal tutors. Just as personal tutoring provides students with the support to work on their own development, UKAT offers personal tutors the tools to reflect on and enhance their practice.

The way in which personal tutoring is structured varies greatly across UK higher education, but it is underpinned by three main models of student support. The first is the ‘pastoral’ model, where a student is assigned to an individual member of academic staff who becomes their main contact for all issues. The second is the ‘professional’ model, where students are directed straight to specialist professional support teams, be it study skills, employability, or wellbeing.

The third is the ‘curriculum’ model, where the content related to personal tutoring is embedded in the subject curriculum through taught sessions and group tutorials. On their own, each of these models has potential issues, and so in practice most universities operate a combination of these three models, and many are working towards an ‘integrated’ model that takes the best elements from each model to provide a more holistic tutoring experience.

Personal tutoring with students at the heart

Models on their own only do so much. The most important thing a university can do is to establish a clear purpose and objectives for personal tutoring. The primary aim for any personal tutoring programme should be student success. Student success means ensuring every student is given the opportunity to become the best student – and individual – they can be.

This means offering students a personalised educational experience that can identify their strengths and weaknesses, and identify opportunities to build on the former and address the latter. Personal tutoring facilitates this by ensuring that each student has the chance to build a developmental, personalised relationship with their personal tutor, taking ownership of their university journey and receiving clear, empathetic, and expert guidance to support them to do this. The ultimate aim of personal tutoring is to give students the support that allows them to have the skills, knowledge, and confidence to grow academically, professionally and personally.

Given how central personal tutoring is – or should be – to student success, it is not surprising that the role comes with some significant challenges. Three of the most common challenges expressed by personal tutors are time, expertise, and boundaries. As student numbers increase, staff can find themselves with large numbers of personal tutees, which in turn limits their ability to develop meaningful and personalised relationships.

Whilst training is often offered on other aspects of the academic role, personal tutoring training may be less valued or even non-existent. Staff have often felt unprepared to deal with the increasingly complex issues that students come with or develop at university, and this is exacerbated by increasing student numbers.

The clear risk radar

Solutionpath’s student engagement analytics platform, StREAM, recognises the importance of the personal tutor role. Indeed, it is designed primarily to enable staff working in any kind of pastoral or academic advising or support role through providing them with a clear risk radar around student (dis)-engagement and an intervention lifecycle that helps ensure that students can meaningfully access the right support as quickly as possible.

Students tend to disengage academically when circumstances in their lives become difficult, and StREAM picks up on the digital signals of this disengagement providing an opportunity for staff to reach out and offer support if needed. Identifying issues early can help prevent those issues from becoming crises arising in students’ lives that may result ultimately in their withdrawal from university. Having the active, personal support from a member of staff during any study or life-related issue can be the difference between graduation and withdrawal.

By establishing a clear purpose and objectives for personal tutoring and then harnessing student engagement tools, personal tutoring can be elevated to a tailored, dynamic experience, fostering deeper learning and academic success.

This piece was written and provided by Dr David Grey, CEO of UK Advising and Tutoring (UKAT) and Dr Rachel Maxwell, Principal Advisor, Solutionpath

Tackling waste: UK Government delays glass bottle deposit scheme until 2027

Hand throwing glass bottle in recycling bin
image: @Fotoeventis | iStock

In a recent move that has caused criticism from environmental groups and Welsh ministers, the UK government has announced a delay in the rollout of a deposit return scheme (DRS) for bottles and cans 

The deposit return scheme aims to encourage recycling by offering cash incentives for returning single-use drink containers through selected return points. 

Originally set to be implemented in 2025, the scheme will now not come into effect until 2027, with sources claiming the industry needs more time to prepare. 

What is the deposit return scheme? 

UK Environment Minister Robbie Moore announced the decision after a debate over including glass in the scheme. 

While all four UK nations had been working together to agree on a joint approach, the Welsh government’s insistence on demand glass has been a point of argument. The UK government argues that including glass would cause logistical problems and increase costs for retailers and the drinks industry.

Environmental impact of litter

Delaying the scheme’s implementation has frustrated campaigners and environmental organisations nationwide. They argue that the postponement will only worsen the problem of plastic and glass bottle litter, which is a significant threat to the environment, particularly marine ecosystems.

Despite the setback, Wales remains firm in its commitment to including glass in its DRS. Welsh Climate Change Secretary Huw Irranca-Davies claims that Wales’ high recycling rates necessitate a more ambitious approach, and including glass is a matter of when not if.

However, the UK government have a different view, Minister Moore repeated the government’s duty to protect the UK internal market and facilitate free trade within the country. 

DRS to help tackle plastic pollution 

Critics argue that the delay in implementing the DRS is indicative of a lack of urgency in addressing the issue of plastic and glass bottle waste. With an estimated 13 billion plastic bottles used annually in the UK and only a fraction of them recycled, the need for effective recycling schemes is more important than ever.

13 billion plastic bottles used annually in the UK

In response to the delay, the opposition has criticised the Conservative government’s track record on environmental issues. The BBC reported that Labour’s Shadow Environment Secretary Steve Reed criticised the delay, emphasising the need for immediate action to tackle plastic pollution.

As the debate over the DRS continues, environmental campaigners and Welsh ministers remain firm in their commitment to complete recycling schemes that address the challenges of plastic and glass bottle waste. 

Demystify the visa and immigration process

Demystify the visa and immigration process

At Holmes & Partners Ltd., we are committed to providing bespoke immigration and visa services that cater uniquely to your individual needs. Our team of skilled professionals is dedicated to supporting and advising you through every step of your visa application journey

Whether you are a health and care professional aiming to work in the UK, a graduate looking to move into the sector, a skilled worker seeking to advance your career, or someone seeking indefinite leave to remain or explore new opportunities, our comprehensive services are designed to facilitate your ambitions.

As a consultancy regulated by the Office for Immigration Services Commissioner, we uphold the highest standards of advice and service. Our expertise extends to a diverse range of clients, including students, parents, schools, businesses, individuals, and families. We understand the complexities of the visa and immigration process and strive to make travel and relocation as seamless as possible for everyone involved.

Through this e-book, you will gain insightful knowledge into the intricacies of various visa applications, from Health and Care Worker visas and Graduate visas to UK Visitor and Skilled Worker visa applications. We aim to demystify the visa and immigration process, providing clear, step-by-step guides, up-to-date legal information, and practical advice.

Our goal is to offer services and partner in your journey, ensuring that your path to reaching your goals is smooth and well-informed. Welcome aboard, and let’s navigate the world of immigration together with Holmes & Partners Ltd.

Services: Health and Care Worker visa

The Health and Care Worker visa is a specialised pathway designed specifically for medical professionals aspiring to advance their careers in the UK. This visa category offers a unique opportunity for those in the medical field to enter or remain in the UK for employment in an eligible position. Eligible roles encompass a range of opportunities within the National Health Service (NHS), organisations supplying services to the NHS, or in the vital sector of adult social care.

Key benefits of opting for the Health and Care Worker visa include access to some of the world’s most renowned medical institutions, thereby aligning your professional journey with leading healthcare establishments. The application process for this visa is streamlined and specifically designed to suit the needs of medical professionals, ensuring a smoother transition to working in the UK. This opportunity not only enhances career prospects by elevating professional experiences but also expands the global medical perspective of the applicants.

Further, this visa allows you to play an integral role in the UK’s world-class healthcare system, making a significant contribution to essential services that directly impact lives. It also offers the chance for cultural and professional integration, where you can immerse yourself in the UK’s rich cultural heritage and collaborate with top-tier medical professionals from diverse backgrounds.

At Holmes & Partners Ltd., we recognise the importance of each step in your journey towards obtaining a Health and Care Worker visa. Our team is committed to providing comprehensive guidance throughout the application process, ensuring that every requirement is meticulously addressed.

Eligibility criteria for a Health and Care Worker visa

To be eligible for a Health and Care Worker visa, applicants must fulfil the following requirements:

  • Professional Qualification and Job Role:
    • Applicants should be qualified healthcare or adult social care professionals. The job role must be among those recognised as eligible health or social care professions by the Home Office.
  • Employment by a UK-sanctioned employer:
    • A job offer is required from a UK employer whom the Home Office approves. This employer will issue a ‘certificate of sponsorship’ detailing the specifics of the role offered.
  • Salary Thresholds:
    • The minimum salary requirement varies according to the specific healthcare profession. Our team at Holmes & Partners Ltd. can assist you in understanding the salary criteria relevant to your professional field.
  • English Language Proficiency:
    • Applicants must demonstrate their ability to speak, read, write, and understand English. Proof of English language skills is typically a part of the application process.

It’s important to note that alternative visa options may be available if you do not meet these criteria. At Holmes & Partners Ltd., we are committed to exploring all potential pathways to ensure you find a visa solution that aligns with your qualifications and circumstances.

Visa duration and extension for Health and Care Workers

Upon approval, the Health and Care Worker visa is valid for up to five years. Before the expiration of your visa, you have the option to apply for an extension or to update your visa. This is applicable in situations such as changing jobs or employers. At Holmes & Partners Ltd., we specialise in facilitating visa extensions, ensuring that you continuously meet the UK immigration regulations throughout your stay.

Pathway to Indefinite Leave to Remain (ILR)

After completing five years on a Health and Care Worker visa, you may become eligible to apply for Indefinite Leave to Remain in the UK, allowing for permanent residency. Obtaining ILR enables you to live, work, and study in the UK and, where applicable, access certain public benefits.

Our team at Holmes & Partners Ltd. possesses the expertise to assist you through applying for Indefinite Leave to Remain. We offer comprehensive guidance on meeting the requirements and support you in navigating the application process to achieve your goal of permanent settlement in the UK.

Supplementary employment

Notably, there has been a significant relaxation in the regulations for Health and Care visa holders regarding supplementary employment. The previous restriction has been lifted, which capped additional work hours at 20 hours per week. Now, qualified professionals holding this visa can engage in extra work related to their primary employment role without the need to notify the Home Office. This change provides greater flexibility and opportunities for UK Health and Care visa professionals.

Upcoming changes to the Health and Care Worker visa

Please be aware that from Spring 2024, a critical amendment will be implemented regarding the Health and Care Worker visa. This change stipulates that dependant family members will no longer be permitted to accompany visa holders to the UK. This is a significant shift from the previous regulations and underscores the importance for prospective applicants to remain updated on the latest immigration policies. At Holmes & Partners Ltd., we are committed to providing you with the most current information and guidance to ensure your application process is smooth and compliant with these new regulations.

Skilled Worker visa:

The Skilled Worker visa permits individuals to enter or remain in the UK for employment in a qualifying role with an accredited employer. This visa category has succeeded the former Tier 2 (General) work visa.

The Skilled Worker visa offers many benefits for individuals seeking employment opportunities in the UK. One of the primary advantages of this visa is the access it provides to a wide range of eligible job roles with approved employers across the UK. This broad spectrum of opportunities makes it an attractive option for various professionals.

Another significant benefit of the Skilled Worker visa is its potential pathway to long-term residency and permanent settlement in the UK. This aspect particularly appeals to those looking to establish a prolonged or permanent residence in the country. In addition to individual benefits, this visa supports family unity by allowing visa holders to bring their family members, such as spouses and dependent children, to live with them in the UK.

Moreover, Skilled Worker visa holders enjoy access to public services in the UK. They are entitled to use the National Health Service (NHS) and can enrol their children in UK educational institutions, which substantially benefits families. The visa also offers employment flexibility, permitting holders to switch jobs or employers, given that the new role meets the visa’s eligibility criteria and is with an approved employer.

Lastly, the Skilled Worker visa provides the stability of a long-term stay. Generally, up to five years before renewal is required. This duration allows for significant career development and long-term planning opportunities in the UK. However, it’s important to note that to avail of these benefits, applicants must fulfil certain criteria, including having a job offer from an approved employer, meeting the English language requirements, and earning an appropriate salary.

Eligibility requirements for a Skilled Worker visa

To be eligible for a Skilled Worker visa, an applicant must fulfil specific criteria:

  • Employment with an Approved UK Employer:
    • The applicant must be offered a position by a UK employer recognised and licensed by the Home Office as a sponsor.
  • Certificate of Sponsorship:
    • Possession of a Certificate of Sponsorship from the employer is crucial. This document should detail the role the applicant is set to undertake.
  • Eligible Occupation:
    • The job must be listed among the eligible occupations. Applicants are encouraged to consult with our team for a detailed and comprehensive list of these occupations.
  • Salary Requirements:
    • The role should offer a minimum salary of £26,200 per year (correct at the time of printing) or the standard rate for that specific job, whichever is higher. Please note the minimum salary threshold will increase to £38,700 per year from the 4th April 2024.
  • English Language Proficiency:
    • Applicants must demonstrate their ability to speak, read, write, and understand English. Proof of English language skills is required.
  • Family Members:
    • It is possible to include partners or dependent children, provided they meet the eligibility criteria. This visa route can potentially lead to settlement in the UK, and our team is available to offer further advice on this matter.

Applying for a Skilled Worker visa

Applications for a Skilled Worker visa should be submitted up to three months before the applicant’s intended start date in the UK, as indicated on their Certificate of Sponsorship. The application process requires the following documentation:

  • Certificate of Sponsorship reference number.
  • Evidence of English language proficiency.
  • A valid passport.
  • Details of the job title and annual salary.
  • The occupation code of the job.
  • Employer’s name and their sponsor licence number (available on the Certificate of Sponsorship).
  • Additional documents may be required, including:
    • Proof of financial means or personal savings.
    • Proof of relationship with dependents, if applicable.
  • Tuberculosis test results for applicants from certain countries.
  • A criminal record certificate for specific job roles.
  • An ATAS certificate for research in sensitive subjects at a PhD level or higher
  • A UK PhD certificate or an Ecctis reference number (formerly the UK NARIC reference number).

What you can and cannot do on a Skilled Worker visa

Individuals holding a Skilled Worker visa in the UK have specific permissions and restrictions to adhere to. They are permitted to work in a job that qualifies under this visa, pursue further education, engage in additional employment under certain conditions, volunteer, travel outside the UK and return, and apply for settlement if they meet the eligibility criteria. However, there are important restrictions. Visa holders are not entitled to claim most benefits or the state pension. Moreover, they can only change their job or employer if they have successfully applied to update their current visa, ensuring it reflects their new employment situation. These guidelines are essential for maintaining the validity of the Skilled Worker visa.

A summary of the key upcoming changes

  • Minimum Salary Threshold Increase:
    • One of the most notable changes is the increase in the minimum salary threshold for Skilled Worker visas. Currently set at £26,200, it will rise to £38,700 in April 2024. This substantial increase ensures that migrant workers are not underpaid compared to their UK counterparts. However, healthcare workers, including doctors, nurses, care workers, and those on national pay scales, such as teachers, are exempt from this increase.
  • Shortage Occupation List (SOL) Modifications:
    • The SOL, which previously allowed a 20% discount on the minimum salary for certain roles, will be replaced by the Immigration Salary List (ISL). The new ISL will have fewer qualifying roles, and the Migration Advisory Committee is tasked with reviewing and advising on the occupations to be included.
  • Transitional Measures for Existing Skilled Workers:
    • Those already in the UK on a Skilled Worker visa before these changes take effect will be exempt from the new minimum salary threshold when changing employers, extending their visa, or applying for settlement. However, their pay is expected to progress at the same rate as resident workers.
  • Increase in Immigration Health Surcharge (IHS):
    • The IHS will increase for applications submitted on or after 6 February 2024. The surge in the IHS, from £624 to £1,035 per year, aims to reflect the cost of using the NHS.
To read and download the full eBook ‘Demystify the visa and immigration process’

The full diversity of the RSE role and the accidental RSE

Technology background red and blue color, circuit board and code. 3d Illustration
image: @spainter_vfx | iStock

To better understand the current state and problem of RSE, it would be useful to have a clearer understanding of what kind(s) of work are currently identified as such, whether they comprise a uniform kind of work or feature diverse subgroupings with differentiated practices involving perhaps, dominant and minority groups

To better understand the current state and problem of RSE (Research Software Engineering), it would be useful to have a clearer understanding of what kind(s) of work are currently identified as such, whether they comprise a uniform kind of work or feature diverse subgroupings with differentiated practices involving perhaps, dominant and minority groups. From the point of view of policy formation, this would allow people both inside and outside the RSE community to better tailor communication and support, identify bias in RSE literature and funding, and for RSE insiders it allows them to connect to others with similar concerns and to coordinate campaigns to advance their understanding of advanced RSE roles and practices. However, generally the RSE literature, surveys and events only reference or focus on the RSE as organised into centralised teams. While those inside the RSE community are aware of its diversity of forms, those external to the RSE community are not necessarily sensitive to these distinctions and can misunderstand the literature or campaigns (for example, the RSE career path campaign focused on job descriptions but did not make it clear that the job descriptions they were creating were for RSEs in centrally directed teams, so making it confusing for people outside the community when recruiting or managing RSEs).

If there was no diversity in RSE roles, then we would have a monoculture, but the term ‘RSE’ has only existed since 2010, while work in RSE has been ongoing since the 1950s and practised across many disciplines and sites. It is unrealistic to believe that it is a monoculture. It is multicultural. Monoculturism and multiculturism are terms used in sociology when discussing group dynamics where large scale examples are given for a national or political/religious approach. Ethnocentrism is the practice of framing one’s way of life as natural and valid, and applying that belief system to interpret the characteristics of other cultures. While the RSE community is different to these examples the UK Charity Commission requires that a charity reflects the full diversity of the community they represent so it is safe to assume that multicultural approaches are preferred in the UK and so it is important to understand and recognise the full diversity of the RSE role.

There are distinct difficulties in identifying and understanding the full diversity of RSE roles, many of which result from the job role being on leading edge of the paradigm shift to making computers the 3rd leg of research, in addition to theory and experimentation are the pre-existing legs of research.

Flexibility versus ambiguity

Flexibility is good during a paradigm shift and for early innovation research especially if there are no constraints (for example ethical or business concerns). Ambiguity can provide flexibility but it can also be a sign of unresolved ideological divides signifying the existence of an emerging profession.

Ambiguity happens when something is open to interpretation and is common in a job role when a new technology alters peoples’ ways of working. Ambiguity provides flexibility but ambiguity is difficult to manage or communicate. To communicate better we need to understand where there is ambiguity and where possible use more descriptive terminology but not to become rigidly fixated on that terminology at the expense of appreciating the variation in the phenomena it is meant to label. Universities and research centres are complex systems and so what works well at one time or place may not at another.

Ambiguity in the role

The term RSE was first identified in 2010 but the role has developed alongside the development of the computer. The role can be very different, on one extreme being generic and so requiring pure software engineering, at another being disciplinary or domain-specific. Here are some illustrations from this spectrum:

  • A web expert sited in a university central team managed as a pool who is creating a webservice for medical data input that must be cyber-secure where they need to liaise with the university’s personal data expertise.
  • A numerical expert sited in a national research facility supporting an academic research community by developing complex simulation software e.g., for nuclear power production.
  • A biophysicist sited in university faculty developing and maintaining an established GUI based application with unique visualization capability.
  • A research student who is adding research-relevant functionality to software developed by a research group.

What’s in a name

The grammar of the RSE name can suggest that “research software” is the object of an engineer or that “software engineering” is the contribution of a researcher to a scientific project. It is ambiguous and the meaning of those that identified the term may not be how others especially those outside the community but who have to collaborate with it understand it e.g., research councils or HR work with the term but are unlikely to have the lived experience of several forms of RSE.

The purpose of identifying the RSE job title was to provide a collective identity, allow collective action, improve recruitment, recognition of achievements and career opportunities. However, it is a simplification and so restricts peoples’ motivation to understand or promote the disciplinary specialists and creates a tension between the generalized RSE and the domain specific ones.

Self-Identifying as an RSE

It has become increasingly important to those that want to manage the RSE community to know who is and who is not an RSE. The reasons given for an RSE to self-identify is one of collective professional identity and action but it also validates the existence of those who are tasked with management of   RSE operations. It is important that the collective identity and action include all the people who self-identify, but it does not because the RSE literature, surveys and events prioritise RSE as part of centralized teams. What is the purpose of self-identifying as an RSE if you are not included in or recognized by the RSE campaign. It is a double whammy because to those outside the RSE community it looks like you are being included but you know you are not and have limited means to communicate this.

The illustrations of RSE roles given earlier show that some are in well-established work environments for example a national research facility or faculty while others are in more transient organizational structures within faculty or IT services. In a previous article on RSE whether RSEs have research methods we talked about some RSEs being restricted contractually or through governance of their research activities. An RSE in a national research facility who is prohibited from research activities is very different to one in faculty primarily working as a research student. It is a multicultural environment but without a better understanding of the multicultural nature of the community the community is likely to be led and managed through ethnocentrism.

RSE practices are assumed not investigated

Previously, we considered the need to better understand the research methods of RSEs. While looking at this issue, it became clear that the practices of the RSE are assumed rather than investigated, and we alluded to the idea that there are probably multiple RSE roles which have different practices and research methods. Anecdotally, in the MET office, it seems there are 3 RSE roles, although they are not given the RSE job title, and vary from being mainly software engineering to being an equal member of a research team. In a previous section, we suggested that the RSE cultures cross different organizational structures and contractual agreements, but they also cross closeness to research and use of research methods.

The dynamic nature of computing and paradigm shifts

The RSE role changes as technology changes and as the ideology on how to use computers changes. The dynamic nature of the technology and environment mean that the RSE role needs to be able to adapt, there may be academic researchers who inadvertently become RSEs or RSEs who inadvertently become RSEs. We think this has already happened with AI experts and is likely to happen with Quantum computing experts in the mid-term. It would be good if these experts could easily transfer from one career path to the other and there was greater parity between those career paths.

There is a current expectation that software and its development will not exist in its current form in 10 years-time. The RSE job roles and descriptions are fixed into our current understanding of what software is, which means the newly defined RSE job descriptions and career path have a limited shelf life (which, again) is probably less obvious to those outside the RSE community.

This means future changes to the role and job description will be needed. Despite the change in what software will be, we expect there to be a continuing need for research technology professionals (RTP), who are increasingly being called DRI (digital research infrastructure) professionals; terms used by UKRI that include the RSE role and could replace the RSE job title. We should aim to make this new job role more generic and less fixed on a particular technology as these can easily become dated.

No clear common purpose

A message is easier to understand if it is simple, but universities and research organizations are complex systems, and the simplifications that have been used to promote the RSE are unlikely to work for all areas of research or all research institutions. The RSE role is complex, and simplifying this into, e.g. a job description means focusing on the dominant group and causes problems for the RSEs in non-dominant groups. If the RSE leaders do not understand the full diversity of the role and culture, then they will have to rely on their own experience and empathy, which is limiting and ethnocentric.

The development of a new RSE profession must include all parts of the community; otherwise, RSEs will be encouraged to use methods that are not appropriate for a project or face workplace repercussions, as discussed in our article on the development of new digital professions.

The RSE spectrum

We gave an illustration of RSE job roles in the section on ambiguity in the role. This illustration follows a spectrum from that nearest to a straight software engineer to that of an academic researcher, which goes from low status to high status in a university setting. Within a university context, there is a boundary in organizational structure between research-active faculty and the RSE. This boundary, in some instances, benefits the RSE and, in some, the academic.

Some examples:

  • Credit for research is probably the single biggest issue that shapes the RSE role and the placement of RSEs within the research social order. Academic papers are the established paradigm for the assessment of research to which new research outputs are currently being added as the established paradigm for research evolves. This will take many years, but when it happens, it should reduce this organizational boundary. Currently, research software is not as highly valued as a research output as an academic paper in practice, even if in policy, they have the same value. The Research Excellence Framework (REF) is used to evaluate UK academic research and this is changing to improve the research culture and to include non-traditional research outputs.
  • A RSE may be asked to help shape a research funding application, but generally, they are not the lead applicant. In some universities, they may be contractually limited from research activity, including being a research lead, but some may be able to take on honorary academic status in order to apply. This is not to say it is easy for academics, some academics may also be limited in their ability to apply as they may not fit with their organization’s research goals or may not be internally selected to apply. RSEs are asked to design the necessary software and provide a costing and work plan for a funding application. However, as the peer review panels for research funding applications have a very limited number of RSEs even if RSEs were more involved in leading or designing funding applications there is not the expertise in the reviewing pool to recognise their contribution.
  • Academics can have very high teaching loads and as teaching is the main income for a university it is not only important to society but also to the university business model. RSEs do not tend to teach educational modules unless they have a honorary teaching role but they often provide skills training, the difference being that there are no exams set by RSE led training, no qualifications and no accreditation process.
  • Academic researchers supervise research students, allowing them to run short projects to test new practices and ideas. RSEs, especially those in RSE teams, are generally not able to supervise research students, and as good management of an RSE team means running it at capacity, there is likely to be limited time to test new practices and ideas. This is not surprising because RSEs do not teach accredited staff, and RSE is not an accredited activity by any professional body, and it is these professional bodies that accredit a student’s qualification. However, this limits research students from having supervisors with strong software engineering skills.

Restrictions that stop innovation in practices

There are many difficulties in carrying out the RSE role. Many of these are the result of the role being on the cutting edge of a new paradigm of research, the adoption of computers. This puts RSEs and related professionals in a chicken and egg situation. Which comes first the change in the research paradigm and the consequent change in research organisation or the change in RSE practices?

Removing, or at least reducing, the restrictions that stop innovation in RSE and research practices is a good place to start. This would boost research outputs and improve the efficiency of research organizations.

  1. Understanding the diversity of the RSE role and RSE workplace environments to allow better communication and support.
  2. Understanding and reducing restrictions on RSE research activity, starting with contractual or governance restrictions.
  3. Allowing RSEs time and funding to reflect on, share and publish their research practices as well as their software engineering practices.
  4. Involvement in supervision of research students.

This piece was written and provided by Dr Joanna Leng, School of Computing, University of Leeds, UK, Dr Phillip Brooker, School of Sociology, University of Liverpool, Emeritus Prof Wes Sharrock, School of Sociology, University of Manchester

Acknowledgement: This work was supported by the EPSRC grant EP/R025819/1.

Rare gamma-ray burst reveals magnetar flare in nearby galaxy

Background graphics, such as to warp the space
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In a unique cosmic event, scientists have detected a burst of gamma rays originating from a rare magnetar in the nearby galaxy M82 

This discovery was made possible by ESA’s INTEGRAL satellite and following observations by XMM-Newton, displaying the behaviour of these objects. 

The burst, lasting a tenth of a second, was identified by the INTEGRAL Science Data Centre (ISDC) at the University of Geneva, Switzerland, which alerted astronomers worldwide. 

Gamma Ray burst in M82

Unlike typical gamma-ray bursts from distant corners of the universe, this event originated from M82, a galaxy located 12 million light-years away.

“We immediately realised that this was a special alert. Gamma-ray bursts come from far away and anywhere in the sky, but this burst came from a bright nearby galaxy,” said Sandro Mereghetti of Italy’s National Institute for Astrophysics.

Following the INTEGRAL detection, researchers went to ESA’s XMM-Newton telescope to search for any afterglow from the burst. However, after X-ray and optical observations, they failed to reveal any traces typically associated with short gamma-ray bursts caused by cosmic collisions.

What are magnetars?  

The absence of expected signals led scientists to conclude that the burst was likely generated by a magnetar, a type of neutron star with a very intense magnetic field. 

Magnetars are remains of massive stars and can radiate powerful flares of energy sporadically.

“When stars more massive than eight times the Sun die, they explode in a supernova that leaves a black hole or neutron star behind, 

“Neutron stars are very compact stellar remnants with more than the mass of the Sun packed into a sphere with the size of the Canton of Geneva,” explained Volodymyr Savchenko of the University of Geneva.

Magnetar flare outside of the Milky Way 

This discovery marks the first confirmed magnetar flare outside of the Milky Way galaxy. The proximity of M82, a galaxy known for its vigorous star formation, suggests that magnetars likely form in these dynamic stellar nurseries.

“The discovery of a magnetar in this region confirms that magnetars are likely young neutron stars,” added Savchenko.

This shows the role INTEGRA plays in the wider field of view, it can capture rare cosmic events. Rapid data processing and international collaboration were also essential in confirming the nature of this event. Astronomers will continue to explore the distant galaxies for magnetars. 

World Malaria Day: Revealing barriers and solutions

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Recent efforts to combat malaria have come to a halt, with global targets set to be missed. Today, on World Malaria Day, we look at the continued effects of the disease and what global efforts still need to be made

Despite advancements in medical science, malaria remains a threat to public health, disproportionately affecting vulnerable populations around the world. 

The World Health Organisation (WHO) and partners highlight the barriers stopping progress in combatting malaria. 

“Accelerating the fight against malaria for a more equitable world”

Who does malaria affect the most? 

Malaria affects the WHO African Region most, accounting for 94% of cases and 95% of deaths in 2022. 

Rural communities, where the is poverty and limited education, suffer most from the disease. Children under 5 years old and pregnant women face heightened risks. In the African Region, 4 out of 5 malaria-related deaths occur in children under 5.

Pregnant women face increased exposure to malaria. Malaria in pregnancy has several risks including maternal death, stillbirth, premature delivery, and low birth weight.

Refugees, migrants, internally displaced people, and Indigenous communities also face increased malaria risks due to limited access to healthcare. 

But why are these vulnerable groups not accessing essential malaria services? 

Obstacles include discrimination, gender inequality, and lack of healthcare access. 

Social and cultural standards often stop women from seeking convenient prevention or treatment. Conflicts also disrupt healthcare services, leaving women and children particularly vulnerable.

In response to this, WHO and its partners support targeted interventions to accelerate progress towards a malaria-free world. These include:

  • Ending discrimination and stigma: Combatting discriminatory attitudes that prevent vulnerable groups from accessing healthcare.
  • Community engagement: Involving communities in decision-making processes to tailor interventions to their needs.
  • Strengthening primary healthcare: Bringing healthcare services closer to vulnerable populations to improve access and equity.
  • Addressing malaria risk factors: Tackling social determinants like poverty and gender inequality that fuel malaria transmission.

Aiming to reduce the impact of malaria 

Investing in innovative tools such as malaria vaccines and new-generation insecticide-treated nets holds promise. Vaccines deployed through national child immunisation platforms can significantly increase prevention efforts, especially benefiting vulnerable children.

WHO’s Global Technical Strategy for Malaria aims to reduce incidence and mortality rates by at least 90% by 2030 and eliminate malaria in 35 countries. 

Equity, gender responsiveness, and human rights are at the forefront of this strategy. By embracing innovation and inclusivity, we can accelerate progress towards a world where malaria doesn’t claims lives disproportionately among the most vulnerable.

Are cities sinking in China? Land subsiding under growing urban pressure

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Could urban cities be a risk of sinking in China? The hidden threat of land subsidence has been largely overlooked until now

Scientists have revealed land subsidence – sinking cities – is a significant threat to urban areas, especially in China, which would affect hundreds of millions of residents. 

Researchers from the University of East Anglia (UAE) and Virginia Tech used satellite data to map and analyse land movement across China. They discovered that 45% of the urban areas studies are sinking, with 16% experiencing rapid subsidence of 10mm or more per year. 

Sinking cities 

It is estimated that 270 million urban residents will be affected nationwide, including 70 million facing alarming rates of subsidence. 

Hotspots like Beijing and Tianjin are particularly vulnerable, to worsening climate change impacts and sea-level rise.

Coastal cities and land sinks

Coastal cities are at the worst of this crisis, as lank sinks it intensifies the threat of flooding and weak sea defences. During Hurricane Katrina’s devastation in New Orleans, this was apparent. 

Shanghai, China’s largest city, has sunk up to 3 meters over the past century, and the situation is worsening. By 2120, the combination of subsidence with rising sea levels could expose 55 to 128 million residents to heightened risks, a potentially catastrophic scenario.

What is causing subsidence, and how can it be prevented? 

Human activities have been identified as the primary source of subsidence, especially groundwater withdrawals, which lower water tables and weaken the ground’s stability. The weight of urban infrastructure and geological factors also play significant roles.

In the 1970s, effective mitigation strategies proved to work when subsidence was reduced after halting groundwater extraction. 

Traffic vibrations and tunnelling are a localised risk, with Beijing experiencing up to 45mm of annual subsidence near major transportation networks.

Measurements to help prevent lower subsidence rates 

Professors Nicholls and Shirzaei urge a shift from just measurement to actionable solutions. While new satellite technologies provide detailed data, integrating this information with urban planning is critical to address the growing subsidence crisis.

“Many cities and areas worldwide are developing strategies for managing the risks of climate change and sea-level rise,” said Prof Nicholls. “We need to learn from this experience to also address the threat of subsidence which is more common than currently recognised.”

Cities can better prepare for the evolving urban challenges ahead by learning from past experiences and adopting innovative approaches.

ECHO Project- Engaging citizens in soil science: Towards healthier soils

ECHO is a Research and Innovation Action co-funded by the European Union through the Horizon Europe program and UK Research and Innovation (UKRI). Its objective is to more actively involve citizens in the protection and restoration of soils

From June 2023 to May 2027, the project aims to involve citizens in the protection and restoration of soils by enhancing their skills and knowledge about soil science.

Citizens will actively contribute to data collection, promote soil stewardship, and drive behavioral change across the EU, with the final goal of establishing an open database on soil health (ECHOREPO).

ECHO Objectives:

  • To engage citizens through increased knowledge, stimulate their interest in soil health related issues and motivate them to protect and restore soils,
  • To empower citizens by inviting them to take an active role in data collection and soil science to generate knowledge on soil health for the benefit of all,
  • To enable citizens to take an active role and directly participate in decision-making on soil issues based on acquired knowledge.

ECHO is coordinated by Prof. Tanja Mimmo from the Free University of Bolzano and comprises 16 partners from across Europe and Scotland, including leading universities, research centers, SMEs, and foundations.

Prescribing solutions for the NHS staff shortage crisis

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Michelle Holmes, Managing Director at Holmes & Partners Ltd, walks us through prescribing solutions for the NHS staff shortage crisis

England’s National Health Service (NHS) faces an acute and persistent crisis – a severe shortage of healthcare professionals, particularly doctors and nurses. The shortage has reached a critical point, with England having just 2.9 doctors per 1,000 people, well below the OECD EU nation average of 3.7 doctors per 1,000 people, according to BMA analysis. The gravity of this crisis cannot be overstated, and we must explore viable solutions to address this pressing issue.

NHS staff shortage crisis

The shortage of doctors is not evenly distributed across the country. It’s not surprising that London, with its vast population and numerous medical institutions, fares better than other regions. However, even London falls short of the OECD EU nation average. The Midlands, for instance, has 3.5 million more people than the North West but lags behind in the number of doctors. To address this disparity, a region-specific approach is needed.

The stubbornly high number of unfilled vacancies in the NHS is a longstanding issue. While the focus is often on medical vacancies, nursing shortages are equally concerning, as they directly impact the medical workforce. The interconnectedness of healthcare delivery necessitates a comprehensive approach to filling both medical and nursing vacancies.

As of June 2023, there were 125,572 vacancies in secondary care in England. Of these, 10,855 vacancies were medical, amounting to 7.2% of all medical posts. This vacancy rate is similar to the one seen a year ago (7.3%). The greatest proportion of all secondary care vacancies remains in nursing, with 43,339 unfilled posts (10.6% of all nursing posts).

  • The NHS should intensify its recruitment efforts by collaborating with educational institutions and implementing targeted campaigns to attract medical and nursing students.
  • Simplify and expedite the hiring processes to reduce the time needed to onboard new staff. Reducing bureaucratic obstacles can make a significant difference in filling vacancies promptly.
  • Recognise that multi-disciplinary teams deliver care. Addressing nursing shortages will relieve some of the burden on doctors, reducing stress and burnout.

Staff for long-term healthcare sustainability

Ensuring a steady supply of healthcare professionals is vital for long-term healthcare sustainability.

  • Increase medical schools’ capacity to train more doctors. Establishing new schools or expanding existing ones can help meet the growing demand.
  • The stagnation in the number of GPs is concerning. To encourage more medical professionals to enter general practice, offer incentives and support for GP training and career development.
  • Many doctors trained abroad contribute significantly to the NHS. Implement strategies to retain international medical graduates already practicing in the UK.

The toll on the mental and emotional well-being of healthcare workers must not be underestimated. Burnout, stress, and declining well-being contribute to staff turnover and early retirements.

  • Establish comprehensive mental health support programs, including counselling and access to resources. Normalise seeking help for mental health issues.
  • A zero-tolerance policy should be in place to protect healthcare workers from violence and abuse. Public awareness campaigns can contribute to changing attitudes.
  • Foster a healthy work-life balance by providing flexible work arrangements, childcare support, and professional growth and development opportunities.

The ageing healthcare workforce poses challenges, with a significant proportion nearing retirement age.

43% of respondents agreed with the statement ‘I plan to retire early’ in a September 2021 BMA survey, while 50% agreed with the statement ‘I plan to work fewer hours after the pandemic’. (1)

  • Offer retirement planning and transition support to doctors and nurses to assist them in making informed decisions about their future.
  • Investigate the factors contributing to early retirements, including the stress of working through the pandemic. Implement measures to reverse this trend.
  • Support doctors and nurses who want to work part-time or reduce their hours. Flexible scheduling can retain experienced professionals.

The government’s pivotal role in tackling the NHS staff shortage

The government’s role is pivotal in orchestrating these solutions. It must commit to long-term workforce planning, fund initiatives, and work collaboratively with healthcare organisations and professionals.

  • Allocate funding for training programs, bursaries, and scholarships to incentivise individuals to pursue careers in healthcare.
  • Revisit and reconsider policies that have hampered workforce growth, such as removing nursing bursaries, and making necessary reversals.
  • Engage in diplomatic efforts to rebuild relationships with the EU and facilitate the movement of healthcare professionals.
  • Maintain transparency in workforce planning and regularly assess the effectiveness of strategies.

The future of our healthcare system

In conclusion, the NHS staff shortage crisis is not insurmountable but demands immediate, sustained, and coordinated efforts. The future of our healthcare system depends on our ability to recruit, retain, and support healthcare professionals adequately.

Only by addressing the root causes of the NHS staff shortage can we ensure that the NHS remains resilient and capable of delivering high-quality care to all who rely on it. It’s not just a matter of numbers but of health, well-being, and the future of our nation’s healthcare.

Michelle Holmes wrote the above opinion piece at Holmes & Partners Ltd.

About Holmes & Partners Ltd.

Holmes & Partners Ltd. offer professional immigration and visa services, tailored to an individual’s needs. Their skilled team can support and advise you along every step of the sponsor licence and/or visa application process, from Student and Graduate Visas, Health & Care Worker visa and Skilled Worker Visa applications; they are here to help.
Holmes & Partners Ltd. is regulated to provide immigration advice and services by the Office for Immigration Services Commissioner. They work with businesses, individuals, and families, making navigating the UK immigration system complexities as straightforward as possible for everyone.

Reference

  1. https://www.bma.org.uk/advice-and-support/nhs-delivery-and-workforce/workforce/nhs-medical-staffing-data-analysis
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How to combat poor indoor air quality (IQA) while also saving energy

Air humidifier in living room
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Recent heat pump developments have made it possible to tackle the thorny issue of poor indoor air quality without sacrificing energy efficiency. Tim Mitchell, Sales Director at Klima-Therm, outlines some of the alternatives

Two recent news reports highlight the pressing need for dramatic mitigation measures to guard against mounting air quality challenges.

The first is related to the uproar caused by Clean Air Zones, especially the Ultra Low Emission Zone (ULEZ), which has recently been expanded by London Mayor Sadiq Khan to cover every borough in the capital. Although it has been mired in political controversy, the aim of ULEZ is pure and simple – to curtail poor quality air caused mainly by polluting vehicles, which is impacting the health of Londoners.

The second report concerns an alarming rise in hospital admissions resulting from COVID. Cases are said to have doubled in a month, and at least two significant new variants of the virus have emerged in recent weeks.

The urgent need for improved indoor air quality

Both these high-profile news stories underscore the urgent requirement for action to improve air quality and the importance of good air quality to the health and well-being of people.

This is particularly relevant in the case of indoor air quality (IAQ), which can be defined as the environmental characteristics inside buildings that affect human health, comfort, and work performance. This is not least because exposure to air pollution in buildings can cause various health issues, including respiratory diseases, heart disease, cognitive deficits,
and cancer.

Ventilation and air conditioning are the main contributors to the effective control of IAQ. The former aids in the removal or dilution of indoor airborne pollutants and assists in moderating indoor temperatures. The latter also helps determine how hot or cold a room is, a key component in the fight against bacteria and viruses, which prefer higher temperatures.

The role of heat pumps in indoor air quality

Heat pumps have a major role to play here. Not only do they help protect people’s health by regulating indoor temperatures, but they are also particularly energy efficient and kinder to the environment in terms of producing lower carbon emissions than burning fossil fuels to achieve the same heat output. Additionally, they unlock energy recovery options that do not exist with other technologies.

The greening of the electricity grid means the electrification of heat is a powerful part of our lower carbon future. And heat pumps, rather than direct electrical heating, make the best use of cleaner electricity.

Exhaust air heat pumps– sometimes called heat pump ventilation or micro heat pumps – combine ventilation, heating, and hot water in a single unit.

They extract heat from ventilated (or exhaust) air, effectively reusing ‘waste’ heat from the air in the home.

Exhaust air heat pumps are typically used in domestic settings. However, another important heat pump development – this time for commercial applications – is to combine the technology with air handling units (AHUs). Indeed, employing AHUs with integral refrigeration is a fast-growing sector of the air conditioning industry.

Heat pump AHUs help to ensure occupied spaces in buildings are as clean and safe as possible by enhancing the system’s air cleaning capabilities at the same time as they control the internal temperature.

The limitations of heat pumps AHU’s and the ways around it

However, heat pump AHUs have always betrayed two limitations. The first is the risk of performance loss during defrost cycles, just when the heat is actually needed. The second is that a defrost cycle increases energy consumption and costs.

There is, happily, a rather neat solution to these predicaments. The HTM 03-01 compliant 3DxHP series AHU supplied by Klima-Therm overcomes these risks by eliminating the defrost cycle altogether, thus ensuring there is no interruption of thermal output or sudden increase in energy consumption during a defrost cycle. It also helps to eliminate cold spots.

The 3DxHP’s pioneering design uses the heat pump’s own energy to prevent any need for a defrost cycle. As well as consuming less energy than a traditional system, this also provides the guarantee of useful heat when it is needed most.

But the benefits don’t end there. Installation costs can be significantly reduced as there is no external heating source such as boilers or external heat pumps or cooling source like chillers that must connect to the AHU.

Furthermore, the built-in refrigeration system saves on refrigerant charge by minimising the refrigerant content eliminating pipe runs through the building. The 3DxHP unit incorporates a variable frequency drive scroll compressor for enhanced part-load performance.

Water source heat pump

Meanwhile, the Klima-Therm-supplied Rhoss EXP/HT heat pump uses a technologically advanced hybrid four-pipe air or water source heat pump to produce simultaneous or independent cooling and heating using heat recovery wherever possible for ‘free’ heating or cooling.

The trailblazing technology also employs a water source heat pump primarily for domestic hot water.

The Rhoss EXP/HT can produce independent cooling and heating. But what makes it exceptionally worthwhile is its use of a third internal heat exchanger so that, when cooling, the heating can essentially be free due to heat recovery, or vice versa.

The pioneering device boasts a 22% operating energy cost saving and 28% reduction in carbon emissions compared to a traditional chiller and boiler four-pipe solution (without a water source heat pump).

The Spectrum Water Heat Pump

Another exciting energy-saving heat pump development is the Engie Refrigeration Spectrum Water heat pump, designed for industrial and commercial applications or integration into heat networks and district heating in housing developments.

The Spectrum Water heat pump features a combination of innovative components, including oil-free turbo compressors with magnetic bearings, an efficiency-boosting open-flash economiser, and an intelligent programmable logic controller.

Instead of employing a single compressor, overall capacity is split among multiple compressors, which creates redundancies which maximise operational reliability.

The 12 models in the Spectrum series boast formidable performance with nominal heat outputs of 350 to 3,100kW, a water delivery temperature of up to 65°C, and the choice of four highly efficient refrigerants.

“High-temperature, low global warming potential air-cooled reversible heat pumps”

Finally, Klima-Therm also distributes the Rhoss POKER290, a ground-breaking new range of high-temperature, low global warming potential air-cooled reversible heat pumps with silent, brushless EC axial fans and state-of-the-art compressors.

This dedicated device features highly efficient scroll hermetic compressors and natural, eco-friendly R290 (propane) refrigerant gas, which has a GWP of just 3, so there are no harmful greenhouse gas emissions or F-gas requirements. This future-proof refrigerant is in pole position to become the default choice for small to medium-sized systems.

The modular POKER290 allows heating capacity to be increased according to plant load by connecting up to four units via the new Rhoss integrated electronic dynamic sequencer – SDR – which includes the domestic hot water production sequenced management covering a capacity range from around 48 to 190kW. Larger systems can also be covered by using multiples of these modules.

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