Social class and nepotism continue to have a profound impact on the early career opportunities available to young people, according to recent research conducted by KPMG UK. The study was conducted by the independent research agency One Poll, which surveyed 2,000 young people aged 11 to 18 between 25th May and 5th June 2023. To assess socio-economic background, the parent or guardian of each participant disclosed the occupation of their highest household earner, following the guidance provided by the Bridge Group and Social Mobility Commission in 2021.

The research revealed that those from low socio-economic backgrounds are significantly less likely to have gained formal or informal work experience. The findings indicate that 40% of individuals from low socio-economic backgrounds have had exposure to the world of work, compared to the average rate of 47% among young people.

Moreover, the research highlighted that a substantial majority of respondents, 71% to be exact, believed that certain professions, such as becoming a doctor or lawyer, are easier to enter if their parents or guardians have also worked in similar fields. This perception sheds light on the prevalence of nepotism in certain industries. Notably, when it comes to securing work experience, 45% of those surveyed reported that such opportunities were arranged through family members or friends, while only 32% obtained them through their school.

The study specifically explored the field of accountancy and found that nearly half - 48% - of the participants believed that this profession favours individuals with parents or guardians from professional backgrounds, such as doctors, lawyers, or accountants.

In response to these findings, Jon Holt, the Chief Executive at KPMG UK, emphasised the urgent need to address the inherent disadvantages faced by young people from low socio-economic backgrounds. He acknowledged that the lack of fair and accessible work experience, coupled with a lack of guidance, hampers the prospects of these talented individuals early in their careers. Holt further asserted that businesses - including KPMG - must take an active role in levelling the playing field. Opening doors and offering opportunities for young people to experience the inner workings of firms is crucial. Equipping them with highly valued workplace skills, such as problem-solving and creative thinking, is essential for their success.

Gabriella Falco, an apprentice at KPMG UK, shared her personal experience, highlighting the importance of exposure to career possibilities. Despite not having access to work experience or career fairs during her upbringing, she stumbled upon a Women in Banking seminar that opened her eyes to potential opportunities. Falco's research led her to KPMG, where she found the firm's values aligned with her own.

As someone from a lower socio-economic background, she emphasised the impact that KPMG's social mobility employee network, UPbringing, has on colleagues from similar backgrounds. She expressed hope that young people from all walks of life can feel excited and confident about the diverse range of career options available to them.

KPMG has been dedicated to increasing social mobility within its profession for over a decade. In September 2021, the firm became one of the first businesses to publish its socio-economic background pay gaps, demonstrating its commitment to transparency. KPMG has also set ambitious targets to enhance the socio-economic diversity of its workforce. Additionally, the firm conducted a pioneering "progression gap" analysis in December of the previous year, which highlighted the influence of socio-economic background, measured by parental occupation, on individuals' career advancement. This analysis revealed that parental occupation has the most significant impact on career progression, surpassing other diversity characteristics.

The findings of KPMG's research shed light on the ongoing challenges faced by young people from low socio-economic backgrounds. They underscore the need for concerted efforts from businesses, educational institutions, and society as a whole to dismantle barriers and create equal opportunities for all. By promoting fair access to work experience and providing guidance to young individuals, the way for a more inclusive and diverse workforce that harnesses the full potential of talent from every background can be paved.

The Police Federation of England and Wales (PFEW) has been found to have victimised and discriminated against police officers who made claims against the government after being moved onto pension schemes with reduced benefits, according to an employment tribunal.

The case, brought against the Home Office and police chiefs and commissioners, centered around age discrimination, with younger officers arguing that they were unfairly placed on an inferior pension scheme due to their birth dates after 1st April 1967. In 2019, an employment tribunal ruled in favour of the officers and now, a subsequent tribunal has found the PFEW guilty of discrimination and victimisation.

The PFEW is the staff association for police constables, sergeants, inspectors, chief inspectors and special constables in England and Wales. Following the initial ruling in favour of younger officers, thousands of police officers claimed that the PFEW discriminated against and victimised them by actively promoting the government's plans to transition them onto the inferior pension scheme. These officers alleged that the PFEW refused to support and fund their original claims and took steps to obstruct and penalise them from pursuing their grievances.

The recent East London employment tribunal found that the PFEW recognised the possibility of age discrimination but provided a skewed and misleading narrative in support of the transition to the new pension arrangement. The judge criticised the PFEW for not considering whether there was a less discriminatory way to redesign the scheme, ensuring fairness for younger officers. The tribunal also noted that the PFEW, for the better part of eight years, actively championed the transitional provisions without raising any objections to them.

Law firm Leigh Day is representing the younger police officers and will pursue compensation on their behalf in future hearings. The tribunal's judgment has been hailed as an overwhelming win for the officers and a damning assessment of the PFEW's actions over more than a decade. The PFEW is criticised for failing in its responsibility to protect and represent its members while actively campaigning against police pension claims. The judgment provides a sense of vindication for the affected officers, who stood together to challenge what they saw as clear discrimination.

A senior associate at Leigh Day highlighted the PFEW's lack of action in challenging the government's discriminatory pension arrangements, stressing the detrimental impact on many young police officers. The judgment calls into question the conduct of the PFEW and raises concerns about its failure to address equalities issues and consult its membership on significant matters like pensions.

The employment tribunal's ruling against the Police Federation of England and Wales confirms the existence of discrimination and victimisation against officers who made pension claims. The judgment criticises the PFEW for its skewed narrative and failure to consider less discriminatory alternatives. The case highlights the need for organisations like the PFEW to fulfill their responsibility to protect and represent their members, rather than campaigning against their interests. As the affected officers seek compensation, the ruling serves as a vindication of their claims and a step towards rectifying the injustices they faced.

The Equal Representation for Expert Witnesses (ERE) initiative, launched in 2021, aims to address the gender imbalance in the field of expert witnesses. Inspired by the success of the Equal Representation in Arbitration Pledge (ERA), the ERE Pledge seeks to improve the visibility and representation of women in the role of expert witnesses.

The ERE Pledge, developed with input from professionals in dispute resolution on both sides of the Atlantic, seeks to achieve proportional representation and eventually full parity for women as expert witnesses. It advocates for equal opportunities in hiring, mentoring and promoting women experts. By creating a coalition of supporters and advocates in the world of dispute resolution, the initiative aims to encourage action and advocacy to enhance the opportunities for women in the field.

Co-Founders Kathryn Britten and Isabel Kunsman, both experienced expert witnesses themselves, expressed their motivations behind the initiative. Britten, with almost 30 years of experience, highlighted her concern over the limited number of women appointed as opposing experts, despite witnessing the excellent work produced by capable women in supporting roles. Kunsman emphasised the need to address the underrepresentation of women, particularly as testifying expert witnesses, in higher ranks.

The Academy of Experts, represented on the ERE Global Steering Committee, supports the ERE Pledge as part of its commitment to equality, diversity and inclusion (ED&I). Chairman Derek Nelson acknowledges the talent of women in various professional disciplines and emphasises the Academy's dedication to promoting the development and selection of experts based on merit.

The ERE Pledge aims to overcome the challenges faced by women in the field of expert witnesses globally. It seeks to widen the pool of available expert witnesses and enhance their reputation. By encouraging women to aspire to become expert witnesses in their chosen professions and providing them with better opportunities to achieve their goals, the initiative strives to create a more equitable and diverse landscape in dispute resolution.

Simon Berney-Edwards, Chief Executive Officer of the Expert Witness Institute, expressed delight at signing the ERE Pledge, acknowledging the lack of gender diversity among expert witnesses. He stressed the importance of collaboration with the ERE Global Steering Committee and urged all members of the institute to support the pledge and consider steps to encourage and support more women in becoming expert witnesses.

The ERE Pledge, as a sister pledge to the ERA, aims to improve the representation and visibility of women as expert witnesses. By advocating for equal opportunities, supporting women experts and creating a network of supporters and advocates, the initiative aims to achieve proportional representation and empower women to thrive in the field of dispute resolution. With the support of organisations like the Academy of Experts and the Expert Witness Institute, the ERE Pledge is set to make a significant impact in driving gender equality in the realm of expert witnesses.

Amazon, one of the world's leading e-commerce companies, has recently implemented new flexible working initiatives aimed at supporting the needs of its employees. The introduction of term-time contracts and flexible part-time contracts demonstrates Amazon's commitment to work-life balance and providing opportunities for individuals with family or other commitments that require flexibility. These innovative measures have been driven by employee feedback and are hopefully set to make a positive difference for many workers within the company.

To better assist parents and grandparents in juggling their childcare responsibilities with work, Amazon has introduced "term-time-only contracts" for employees in its UK warehouses. This ground-breaking policy allows workers to align their holidays with their children's school breaks, providing them with six weeks off during the summer and two weeks off during Easter and Christmas when schools are closed. By offering this flexibility, Amazon aims to support family needs and promote a healthy work-life balance.

Amazon has also launched a new flexible part-time contract option. Employees now have the freedom to choose from a minimum of 80 hours per month and customise their shifts based on their personal requirements. This contract aids individuals who may be unable to find work due to family or other commitments, giving them the opportunity to return to the workplace on their terms.

Amazon believe that the success of this initiative, which has been piloted at several fulfilment centres and expanded to additional sites, further emphasises their commitment to listening to employee feedback and implementing meaningful change.

John Boumphrey - Amazon's UK Country Manager - expressed his enthusiasm for these new initiatives, stating that they provide even more choice for employees. He stated:

“I’m delighted to announce these new flexible working initiatives that provide even more choice for current and future employees, enabling them to better manage their home and work commitments.

He added:

“Providing a flexible part-time contract where people can pick the shifts that best suit their needs will support our employees’ partners and other job-seekers with family caring commitments a route back to the workplace, helping to boost household income.”

By offering term-time contracts and flexible part-time options, Amazon say they aim to support its employees' partners and other job-seekers who have family caring responsibilities.  It is hoped these measures not only contribute to improved work-life balance but also help increase household income by providing opportunities for individuals to return to the workplace and contribute to their families' financial well-being.

The introduction of these flexible contracts is a direct result of employees' desires for greater work flexibility. Marianna Desai - Regional Operations Director - expressed pride in the company's ability to introduce new and innovative options based on employee feedback. She said:

“We’ve listened to our employees’ views on flexible working and I’m really proud that we’ve introduced new and innovative options based on their feedback.

“Both of these contracts put a really important emphasis on work-life balance and I’m certain they’re going to make a positive difference for many of our people.”

The Trades Union Congress (TUC) has called for urgent action from the government to address pension inequalities, after new analysis revealed that women are more than twice as likely as men to miss out on automatic pensions enrolment. The TUC's research found that approximately 10.9% of female employees (1 in 9) are in jobs where their employers are not required to enter them into a workplace pension, compared to just 4.3% (less than 1 in 20) of men.

The analysis also highlighted regional disparities, with Northern Ireland (15.2%), the West Midlands (14.5%), and Wales (14.2%) having the highest proportions of women employees who do not qualify for auto-enrolment. On the other hand, London (7%) has the lowest proportion. These discrepancies indicate a pressing need for action to address the gender pension gap, as women continue to be disproportionately affected.

Under current regulations, employers must automatically enrol workers earning £10,000 or more per year into a pension scheme and make contributions on their behalf. However, around 1.4 million women earn less than this threshold, leaving them without an occupational pension. This issue becomes even more concerning when considering the future reforms proposed by the government, such as lowering the age threshold for auto-enrolment to 18. The TUC's analysis revealed that a significant number of young workers, especially women, in low-paid and part-time jobs do not earn enough to be automatically enrolled. Specifically, more than one-third (36%) of younger women and 15% of younger men aged 18-21 fall into this category.

The gender pension gap has reached an alarming level, with an estimated income gap of 40.5% between men and women in retirement. This figure is more than double the current gender pay gap of 14.9% and represents the highest gender pension gap since 2015-16 when it stood at 40.7%. The TUC has identified several key drivers behind this disparity.

Caring responsibilities, where women are more likely to take time off work or work part-time to care for children, significantly impact their ability to accumulate a sufficient workplace pension.

The gender pay gap, resulting from women earning less than men over time, also contributes to the pension gap. Furthermore, gaps in pension auto-enrolment disproportionately affect low-paid workers, who are more likely to be women.

Lastly, historical differences in National Insurance have led to lower state pensions for women on average.

The TUC emphasises that unless these disparities in pension wealth are addressed, the gender pension gap will persist when today's workers reach retirement. TUC General Secretary Paul Nowak has called for increased investment in childcare and social care, industries where women are predominantly employed. He believes that closing the gender pay gap and improving retirement incomes for women starts with these investments.

To address the gender pension gap, the TUC has proposed several measures for the government to consider. Firstly, a statutory requirement for ministers to report on the gender pension gap should be introduced, accompanied by an action plan to tackle this issue.

Secondly, auto-enrolment should be improved to include all workers, irrespective of income, by removing the earnings threshold and lower earnings limit.

Moreover, the government should outline a timetable for increasing statutory minimum employer contributions from the current 3% to ensure all workers receive decent contributions.

Lastly, the introduction of funded, high-quality childcare accessible to all and free of charge is crucial, as caring responsibilities significantly impact women's ability to build up pension savings.

The TUC's findings highlight the urgent need for government intervention to address the gender pension gap and prevent a future generation of retired women from facing poverty. By implementing the recommended measures, the government can take decisive steps toward closing the gap and ensuring that all women have access to a decent income in retirement

In a significant development, three women spearheading the equal pay battle against Next - a prominent high street retailer - have achieved a crucial milestone by gaining permission to proceed with their case to the final stage. Should they succeed, the outcome could lead to Next paying out tens of millions of pounds in backdated pay compensation.

Last week, the employment tribunal in Leeds delivered a unanimous ruling, affirming that the sales consultants - who are predominantly women - perform work that is of equal value to the tasks carried out by warehouse operatives, who are predominantly men. Consequently, the tribunal concluded that both groups should be remunerated at the same rate.

Since the commencement of this legal battle in 2018, more than 2,000 current and former sales consultants have joined forces with the three lead claimants, amplifying the magnitude and impact of the case. It is anticipated that the number of participants will continue to grow as the proceedings progress, potentially surpassing expectations by the time the case reaches its conclusion in May 2024.

In the event that the claimants are victorious, the sales consultants could be entitled to receive up to six years of back pay, covering the period from the initiation of the claim until the case's conclusion. This compensation would bridge the pay disparity between the sales consultants and their counterparts in the warehouse.

Additionally, contracts will be automatically amended to ensure that sales consultants are remunerated equitably for work of equal value in the future. This crucial change aims to rectify the existing gender pay discrepancy within Next.

The determination of the relative value of the sales consultants' work versus that of the warehouse operatives was established based on 11 factors assessed by experts appointed by the tribunal. These factors encompassed various aspects such as the physical skill and effort required for each job, the knowledge necessary and the demanding nature of the working conditions.

Notably, the tribunal found that in nine of the factors evaluated, the sales consultants' roles were deemed equal to or even surpassing the positions held by warehouse operatives. This finding strongly supports the claimants' argument for equitable pay and emphasizes the significance of their case.

Next, which employs over 15,000 sales consultants across its vast network of 400-plus stores in the UK, had initially disputed the notion of equal work between the two groups. However, the recent tribunal ruling has established a crucial legal precedent, shedding light on the gender pay disparity within the company.

This victory marks a significant step forward in the fight for gender pay equality, as it not only brings potential financial restitution to the claimants but also sets a precedent for other retail establishments to re-evaluate their pay structures and ensure equitable compensation for work of equal value. The outcome of this case has the potential to reshape the landscape of retail employment and promote fairness and inclusivity within the industry.

A recent interim application before the Technology and Construction Court (TCC) has shed light on the circumstances under which a party in court proceedings can replace experts.

The case involved a dispute regarding fire safety defects and the claimants sought to replace two experts close to the commencement of the trial. The TCC granted permission for both replacements but imposed different conditions based on the distinct reasons provided by the claimants.

The background of the case involves a fire that occurred in 2019 at Beechmere retirement village in Crewe, resulting in significant property damage. The claimants initiated legal proceedings, seeking damages of over £40 million due to alleged deficiencies in the design and construction of the property.

The court had previously granted permission to the claimants to call multiple expert witnesses, including a forensic scientist, Ms H, and a fire engineer, Mr W. However, the trial was adjourned when Ms H fell seriously ill.

Subsequently, the claimants made an application to replace both Ms H and Mr W, with each application having different circumstances. The claimants sought to replace Ms H due to her illness, which prevented her from participating further in the proceedings. On the other hand, the claimants initially expressed dissatisfaction with Mr W as an expert but later raised concerns about his views and approach.

The court has the discretion to permit a party to change the identity of an expert, considering the material circumstances and the Overriding Objective. While the court generally allows a party to rely on a new expert, it can impose conditions to deter "expert shopping" and ensure transparency.

In the case of Ms H, the court had no criticisms of the claimants' application to replace her due to her ill health. Although the defendants did not object to the replacement, they argued for the disclosure of Ms H's expert reports, site inspection reports and interview notes with witnesses. However, the court found it unjust to impose this condition and ordered only the disclosure of notes taken by Ms H during site investigations.

Regarding the replacement of Mr W, the situation was more complex. Initially, the claimants cited dissatisfaction with him as an expert. However, during the application hearing, it became apparent that their concerns related to overlapping opinions with other experts and a perceived lack of careful document review. The defendants opposed the application, claiming it was "expert shopping." Nonetheless, the court held that the claimants should be allowed to rely on an expert they have confidence in and therefore granted permission to replace Mr W. However, it imposed the condition that all his reports, including drafts and any further documents expressing his opinion, must be disclosed.

The court found no indication of “expert shopping” on the part of the claimants or their experts, which is why it did not order the disclosure of attendance notes.

This recent application before the Court provides valuable insights into the circumstances under which permission to change an expert witness may be granted and the related disclosure requirements. Legal teams can learn from this case and understand that permission to replace an expert may be granted if it is in the interests of justice and if there are valid reasons for the change. However, disclosure obligations may be imposed to ensure fairness and transparency in the proceedings.

Aberdeen, Northampton, London, Huddersfield, Slough and Warwick have emerged as the top towns and cities in the UK for HR professionals, according to a study conducted by HR systems provider, Ciphr. The research examined employment data and local area information for 100 major towns and cities, considering factors such as average earnings, the number of medium and large employers and housing affordability.

Aberdeen secured the top spot in the rankings, showcasing consistent performance across multiple criteria. The city boasts the second-highest average salary for HR managers at £50,450, indicating attractive earning potential for professionals in the field. Furthermore, Aberdeen has a high business density per capita, with around 17.2 medium and large businesses per 10,000 working-age adults. This suggests a favourable employment landscape within the area.

The study also found Aberdeen to be among the top fifth in terms of housing affordability. With an average monthly rent of £786, which represents 19% of an HR manager's salary and an average property cost of £187,543 (3.7 times the average HR manager's salary), Aberdeen offers reasonably priced housing options.

Northampton secured the second position in the rankings, offering HR managers an average salary of £42,850, which is over a third higher than the average full-time wage across all occupations in West Northamptonshire. The town also boasts a higher-than-average business density, with 16.3 businesses employing over 50 people per 10,000 working-age adults.

London, despite its lower ranking in terms of housing affordability (95th), placed third on the list due to its abundant job opportunities. The UK capital hosts the highest number of medium and large businesses (over 50 employees) at 10,060. HR managers in London earn an average salary of £50,350 but housing costs pose a challenge, with typical homes averaging 14.5 times earnings (£731,178) and over a third of wages being spent on rent (£1,475 per month on average).

Beyond the top three, Huddersfield, Slough and Warwick also featured prominently in the rankings. These locations offer a mix of competitive salaries, business density and housing affordability.

When examining the UK cities that pay HR managers the highest salaries on average, Chichester claimed the top spot, offering an average salary of £51,800 per year. This figure surpasses the UK average for HR managers (£44,050) by 18%. Chichester's average HR manager salary also exceeds the city's average full-time wage by over £21,000, showcasing the lucrative nature of HR roles in the area.

Other cities that pay HR managers significantly more than the average full-time worker include Oldham (£43,400), Blackpool (£40,600), Bury (£42,300) and Newcastle-under-Lyme (£42,050). These cities present attractive opportunities for HR professionals seeking higher earnings and better career prospects.

While the study focused on key factors such as average salaries, business density, and housing affordability, it is important to note that there are other crucial aspects to consider when making career decisions. Factors such as work-life balance, flexible working hours, employee benefits, job security, satisfaction and learning and development opportunities should also be taken into account.

The study provides valuable insights into the UK towns and cities that offer favourable job opportunities and attractive conditions for HR and people management professionals. As with any career decision, individuals should carefully evaluate all relevant factors to make an informed choice that aligns with their personal and professional goals.

In 2021, Brewdog - the craft beer brewing company - faced a significant challenge when a group of former employees launched the "Punks with Purpose" campaign. This movement aimed to shed light on the negative experiences and workplace culture they had encountered while working for the company. The campaign garnered attention in the media and brought forth a critical examination of Brewdog's practices.

The Punks with Purpose campaign highlighted allegations of a toxic work environment, including claims of a culture of fear, pressure and mistreatment of employees. The former employees alleged that the company's strong growth and ambition had led to a disregard for its people, resulting in a challenging and hostile workplace for many.

The accusations made by the ex-employees through the campaign had a significant impact on Brewdog's reputation, which had long been associated with a rebellious and nonconformist image. The allegations contradicted the image of a company that championed a progressive and inclusive work culture.

In response to the Punks with Purpose campaign, Brewdog acknowledged the concerns raised by the ex-employees and pledged to address them head-on. One of the company's founders, James Watt, issued a statement expressing his regret for any instances where employees felt mistreated and promised to take immediate action to improve the work environment.

Brewdog committed to launching an independent review of its practices, including an assessment of its company culture, HR policies and internal procedures. The company also invited current and former employees to share their experiences and suggestions anonymously to aid in the investigation.

Furthermore, Brewdog initiated several internal changes to rectify the issues highlighted by the campaign. This included implementing an employee representative programme to facilitate open dialogue, revising internal policies and procedures and investing in leadership and management training programmes to ensure a supportive and respectful work environment.

The Punks with Purpose campaign served as a wake-up call for Brewdog, prompting the company to reflect on its values and practices. It underscored the importance of not only creating a positive work environment but also fostering open communication, trust and a strong sense of employee well-being.

Following on from this, the Aberdeenshire-based brewer entered a period of change. There was a salary reassessment, more resources for thinly staffed areas and an independent review checking in with all 1,694 employees. The result is Brewdog's inclusion on The Sunday Times Best Places to Work 2023 list.

The Sunday Times Best Places to Work list is an annual ranking that identifies the top companies in the UK that prioritise their employees' well-being and create a supportive and fulfilling work environment. This recognition is highly esteemed as it acknowledges organisations that go above and beyond to ensure employee satisfaction and engagement.

In response to Brewdog's inclusion on The Sunday Times Best Places to Work 2023 list, James Watt shared an open letter on his LinkedIn profile. The letter not only expressed his gratitude to the Brewdog team and reflected on the company's journey to becoming an exceptional workplace but also hit back at “… the small group of individuals who seem to have made it their life’s work to take down our company”.

Brewdog's inclusion on The Sunday Times Best Places to Work 2023 list is a significant milestone in the company's journey as the awards are “based on an anonymous companywide employee survey which is conducted anonymously by the Sunday Times’s partners WorkL, who are experts in employee experience.”

James Watt signed off his letter with the statement that they are a business “that is determined to be the best employer it possibly can be – today is a significant step in our journey towards that ambition.”

Lady Justice Simler recently delivered the keynote speech at The Expert Witness Institute’s Annual Conference, where she discussed what makes an excellent Expert Witness and how Experts can increase their credibility in the eyes of the court.

In her speech, Dame Simler focused on practical things that experts can do to enhance their credibility, based on recent cases. She covered the importance of;

• Preparation for giving evidence
• Not stepping outside the bounds of expertise or expressing opinions on legal issues
• The best approach to a changing case or alternative points of view and
• The importance of being independent and ensuring equality of arms between the parties' experts.

The role of an Expert Witness is crucial to the legal profession and Dame Simler emphasised that the justice system depends on expert evidence being of the highest quality. Many disciplines lack a wide pool of high-quality Experts and whilst renumeration and rates of pay are one factor for this, fear of criticism from the courts, counsel during cross-examination and criticism from those that they assess also play a role.

Lady Justice Simler suggested that an increased awareness and engagement in accreditation schemes and conferences could increase confidence and greater awareness in the professions from which Experts are drawn, potentially attracting more women and those from different and diverse backgrounds.

In her speech, Lady Justice Simler also emphasised the importance of an Expert Witness's duties to their clients and the court.

Expert’s should always answer the questions asked of them in court and avoid giving the impression that they know better than anyone else. They should avoid ‘cherry-picking’ pieces of evidence that provide support for their conclusion while avoiding material that may point in the opposite direction. A contrary interpretation, analysis, or view should be set out in the report. An Expert who fails to discuss or consider contrary views may be viewed by the court as losing objectivity and independence, which could diminish their credibility.

In conclusion, Lady Justice Simler's keynote speech at the Expert Witness Institute Conference highlighted the importance of preparation, staying within the bounds of expertise and remaining independent as key factors in being an excellent Expert Witness. Experts must recognise their duties to their clients and the court and be prepared to engage with changing cases or alternative points of view. By following these principles, Experts can increase their credibility and enhance the quality of expert evidence relied upon by the justice system.