Working in partnership with the local authorities, additional testing and genomic sequencing is being deployed to targeted areas within Merton (Wimbledon Park) and Barnet (East Finchley), where the COVID-19 variant first identified in South Africa has been found.

The increased testing is being introduced in addition to existing extensive testing. In combination with the current lockdown rules and following Hands. Face. Space advice, it will help to monitor and suppress the spread of the virus. Positive cases will be sequenced for genomic data to help increase our understanding of COVID-19 variants and their spread within these areas.

Enhanced contact tracing will be used for individuals testing positive with a ‘variant of concern’. This is where contact tracers look back across an extended period to determine the route of transmission.

People living within targeted areas are strongly encouraged to take a COVID-19 test when offered, whether they are showing symptoms or not.

People with symptoms should book a free test online or by phone to get tested at a testing site or have a testing kit sent home.

Those without symptoms should visit their local authority website for more information:

The Charity Commission has appointed an interim manager to the educational charity, Rabia Educational Trust, which operates the Rabia Girls and Boys School in Luton.

The Commission opened a second statutory inquiry into the charity in October 2020 to examine concerns about its administration and governance, including the trustees’ persistent failure to meet the Independent Schools Standards.

The Rabia Girls and Boys School is currently subject to regulatory action by the Department for Education, including the potential removal of the school from the Register of Independent Schools.

The Commission also continues to have serious concerns about the charity’s administration and governance. It therefore exercised its powers under the Charities Act 2011 to appoint an interim manager, Emma Moody of Womble Bond Dickinson (UK) LLP, to the charity on 29 January 2021.

The interim manager will assess the future viability of the charity to the exclusion of its trustees. The trustees of the charity continue to have all the powers and duties of trustees, with the exception of this specific function. Depending on the outcome of this initial assessment, the interim manager’s role may vary, for example, to improve the charity’s operation or to take steps to wind up the charity.

The Commission’s inquiry continues.

Ends.

Notes to editors:

1. View the charity’s entry on the register of charities.
2. The Charity Commission is the independent, non-ministerial government department that registers and regulates charities in England and Wales. Its purpose is to ensure charity can thrive and inspire trust so that people can improve lives and strengthen society.
3. The regulatory action imposed by the Department for Education is subject to an ongoing appeal by the charity.
4. Section 76(3)(g) of the Charities Act 2011 gives the Commission power to appoint interim managers to a charity. Interim managers are appointed as a temporary and protective measure where the Commission has identified misconduct and/or mismanagement in the administration of a charity, or where it is necessary or desirable to protect a charity’s property.
5. This appointment is a temporary and protective power that will be reviewed at regular intervals. It will continue until the Commission makes a further order for its variation or discharge.
6. It is the Commission’s policy, after it has concluded an inquiry, to publish a report detailing what issues the inquiry looked at, what actions were undertaken as part of the inquiry and what the outcomes were. Reports of previous inquiries are available on GOV.UK.
7. If you are affected by this interim manager appointment or the potential outcomes and want to contact the Commission, please do so via our contact page.

The Analysis Function Diversity & Inclusion Strategy is supported by the D&I working group, which is made up of three elements or strands. Each strand supports one of the strategic aims outlined in the Analysis Function D&I Strategy;

• Attract – focus on recruitment and attracting a diverse range of candidates to careers in government analysis. This includes developing a school and university outreach approach, as well as consideration of recruitment diversity data to better understand success rates of candidates from different demographics at each stage of the process.

• Build – focus on creating additional development opportunities for members of the function un under-represented groups, organising a series of talks with senior analysts across government and looking to improve opportunity sharing across profession and departmental boundaries.

• Create – focus is to champion a more inclusive approach and practices across the function. The group seeks to capture different perspectives, identify and share best practice and encourage all analysts to create a welcoming culture in which everyone has the opportunity to thrive.

Each month we’ll be updating this page, and the AF Newsletter with interesting nuggets and highlighting news from the Create group.

The Create team champion best practice from across government and beyond to demonstrate that creating analytical teams that are both diverse and inclusive is not only right but also more effective. By regularly sharing best practice, the group aims to help you consider how to improve equality and inclusion in your teams and will begin to normalise what is currently the exceptional.

By nurturing differing perspectives, the group hope to encourage analysts to take credit for their hard work and feel supported to bring their diverse experiences to the table in order to improve analytical outputs across government.

If you would like to join the working group, tell us about best practice within your teams and departments or subscribe to the AF monthly Newsletter, please email us at analysis.function@ons.gov.uk

This month, to celebrate International Women’s Day, the Create team asked the Women in Economics group to provide us with the highlights of their work:

“Have you ever been the only woman in a meeting and worried that people won’t take you seriously? Been so nervous to contribute that you missed your chance? Or cried in the loos during a terrible day? Well we have. And until we started talking to others about it, we thought it was just us.”

The Women in Economics network provides a forum to share experiences, providing a network for nearly 350 economists (A0-G7) over 25 departments and agencies. Popular events have involved SCS speaking candidly on topics that aren’t often discussed – ‘Are women judged for what they wear at work?’ or ‘Being afraid to speak up in meetings’. Hearing honest admissions from senior role models normalises these experiences, empowering members to share their own issues and to recognise that this won’t prevent them from achieving their full potential.  

To sign up to the mailing list and attend events, please email womenineconomicscommittee@gmail.com All are welcome to take part regardless of gender or grade, and the group is also open to non-economists.