New Anglia Local Enterprise Partnership Board Meeting

Wednesday 19th July 2023

10.00am – 11.30am

By MS Teams

Agenda

No. Item

1. Welcome from the Chair

2. Apologies

3. Declarations of Interest

4. Actions / Minutes from the last meeting

Strategic

5. Integration of the New Anglia Local Enterprise Partnership functions Update

6. Norfolk & Suffolk Enterprise Zones Progress Update Update

Operational

7 Local Industrial Decarbonisation Plan – Confidential For Approval

8. LEP Draft Accounts 2023/2024 – Confidential For Approval

9. Growing Places Fund Loan Application – Confidential For Approval

10. LEP Governance For Approval

11. Chief Executive’s Report Update

12. Quarterly Management Accounts – Confidential Update

13. July Performance Reports Update

14. Board Forward Plan Update

15. Any Other Business

Public

New Anglia Board Meeting Minutes (Unconfirmed)

24th May 2023

Present:

Kathy Atkinson (KA)

Valeo Snack Foods

Peter Brady (PB)

Orbital Global

Katy Davies (KD)

NAAME

C-J Green (CJG)

Brave Goose

John Griffiths (JG)

West Suffolk Council

Matthew Hicks (MH)

Suffolk County Council

Pete Joyner (PJ)

Shorthose Russell

Dominic Keen (DK)

High Growth Robotics

Neil MacDonald (NM)

Ipswich Borough Council

Kay Mason-Billig (KMB)

Norfolk County Council

Helen Langton (HL)

University of Suffolk

Mike Stonard (MS)

Norwich City Council

Attendees

Mike Todman (MT)

BEIS

Jan Feeney (JF)

Norfolk County Council

Rob Hancock (RH)

Suffolk County Council

Chris Dashper (CD)

New Anglia LEP

Julian Munson (JM)

New Anglia LEP

Chris Starkie (CS)

New Anglia LEP

Rosanne Wijnberg (RW)

New Anglia LEP

Helen Wilton (HW)

New Anglia LEP

Actions from the meeting: (24.5.23)

ICT Digital Industry Council Report

JM to add apprenticeships to the next Council agenda and contact HL to arrange for an

attendee from the UoS.

Welcome from the Chair

C-J Green (CJG) welcomed all board members to the meeting.

CJG noted this was Chris Starkie’s (CS) last board as CEO and that Rosanne Wijnberg (RW) was

taking over the role and read out goodwill messages from past LEP chairs.

CJG asked new board members to introduce themselves to the board.

Apologies

Apologies were received from Claire Cullens, Sandy Ruddock, Johnathan Reynolds and David

Pomfret

Declarations of Interest

None

Actions/Minutes from the last Meeting

The minutes of the meeting held on 30th March were agreed as accurate.

ICT Digital Industry Council Report

Julian Munson (JM) introduced the report and provided the board with an update on progress

against objectives over the past six months.

JM advised that the Council has been focussing on those sectors where competitive

advantage could be gained with potential for Special Interest Groups to be established and it

has recently extended its membership to better reflect those strengths. The three main areas

of focus are Fintech and Insurtech, Gaming and Digital Creative and AI, Machine Learning

and Robotics.

JM noted that the recent Digitalisation in Manufacturing Event hosted by New Anglia LEP,

NAAME and Tech East at Productivity East in March had highlighted opportunities for the

application of digital technologies in the manufacturing process, using data analysis and

simulation tools to enhance innovation and productivity.

Quantum Computing and Cyber Security also present global opportunities for digital tech

companies with innovation hubs such as BT’s Adastral Park and regional universities offering

specific technical capabilities and skills.

Work is progressing on the space tech sector and the LEP recently hosted a workshop with

the Satellite Application Catapult looking at the application of satellite technology in the social

care sector.

Barclays Eagle Labs is working to establish labs access the country outside of London and

the LEP has been building a strong relationship with Barclays and is working with partners to

submit a consortium bid.

Peter Brady (PB) noted the rapid development of AI and advised it will have a huge impact

across all sectors and the opportunities and threats of this technology need to be fully

understood. Local expertise in this area means that the region could be at the forefront of

these developments and learning.

PB noted the importance of ensuring there is match funding to support start up and

developing businesses to avoid stagnation and support growth and LEP funding could form

part of this if still available.

He highlighted the opportunity for supporting innovation in the healthcare sector but advised

that there are still significant challenges in getting tech into the NHS.

PB noted that universities and colleges are doing an excellent job in ensuring their courses

stay as up to date as possible and cited the extended reality lab at West Suffolk college as a

prime example of this.

Helen Langton (HL) queried how the extension of apprenticeships was being progressed as

more are needed for training.

JM advised that this had not been raised at the council but would be added as a future

agenda item.

HL offered to send someone to speak on the subject at the meeting.

ACTION: JM to add apprenticeships to the next Council agenda and contact HL to arrange for

an attendee from the UoS.

Katy Davies (KD) confirmed that NAAME is working with businesses to help understand what

could be digitised as the understanding of what is actually possible can be a block.

The Board agreed:

• To note the content of the report

LEP Business Plan 2023/2024

CS presented the Business Plan noting the wide range of work still continuing over the

transition year.

He noted the 3 areas of focus are those agreed at the January board meeting.

1. Business support and innovation

2. Skills and the labour force

3. Support place

The Board agreed:

• To note the content of the report

• To approve the Business Plan and delegate authority for final sign-off to the LEP CEO and

COO.

Nar Ouse Business Park – Phase 2 Development – Confidential

•

LEP Operating and Capital Budgets 2023/2024 – Confidential

New Anglia LEP Governance

RW presented the following items to the board and advised that they had already approved

by the Audit & Risk Committee:

•2023 Local Assurance Framework,

•Scheme of Delegation,

•Accountable Body Agreement.

The Board agreed:

•To note the content of the report

•To approve and adopt the:

o2023 Local Assurance Framework

oScheme of Delegation

oAccountable Body Agreement

10.

Chief Executive’s Report

CS provided an update on the LEP transition process in the light of the Chancellor’s

announcement regarding the proposed cessation of LEP funding in 24/25. CS advised that

the LEP had submitted a response to the questionnaire in collaboration with NCC and SCC

the main focus of which was the impact of stopping core funding.

An update is expected in July but a final decision on funding will be later and this may delay

the transition while funding is worked out.

The transition plan is still being developed but the timescales of Government decisions mean

this will need to be flexible and timescales may have to be amended.

Kay Mason-Billig (KMB) noted the important work of the LEP and that funding was required to

continue this work in the future. She also highlighted the importance of districts being

involved in the process.

Mike Todman (MT) confirmed CS’s comments and advised that questionnaire responses are

being read with guidance rather than instruction likely to be proved by the summer.

The board agreed:

•To note the content of the report

11.

New Anglia Capital Report - Confidential

The Board agreed:

•To note the content of the report

12.

Quarterly Management Accounts – Confidential

The Board agreed:

•To note the content of the report

13.

May Performance Report

RW presented the performance reports for May.

The Board agreed:

• To note the content of the reports

14.

Board Forward Plan

CJG reviewed the items on the agenda for the June meeting.

The Board agreed:

• To note the content of the plan

15.

Any Other Business

CJG reminded board members to complete the table of related parties as this is an audit requirement.

CJG thanked CS for his service and commitment during his time with the LEP and noted that she was

deeply impressed with the energy he has brought to the organisation. CJG highlighted the growth of

the LEP since its inception and the huge impact which the LEP has had on the region.

CS thanked CJG and noted that all achievements were based on the work of the LEP team and the

work with partners. He highlighted the £1.3bn of match funding which had been unlocked along with

15000 jobs created, 15000 business supported and 60 significant grant projects.

CS noted the exceptional board members who have supported the LEP as well as the work of local

business leaders.

He thanked his team and noted he was looking forward to working with everyone in his new role.

New Anglia Local Enterprise Partnership Board

Wednesday 19th July 2023

Agenda Item 5

Integration of the New Anglia Local Enterprise Partnership

functions

Authors: Rob Hancock, Chris Starkie, Rosanne Wijnberg

Presenters: Rob Hancock, Chris Starkie

Purpose of this paper

This paper provides an update regarding the plan to integrate New Anglia LEP into Suffolk

County Council and Norfolk County Council, in line with Government policy and the

development of Integration Plans for the LEP, ahead of submission to Government.

Recommendation

The Board is invited to:

Endorse the approach outlined in the paper towards integration.

Agree to receive the integration plans for endorsement when ready for submission.

Summary

LEP integration into upper tier local authorities was announced in the Chancellor’s March

2023 budget statement. The Chancellor announced that the Government would launch a

consultation into transferring responsibilities for local economic growth and development

from LEPs to upper tier local authorities from April 2024.

Integration of LEPs has been a key element of the in-principle devolution settlements being

negotiated across the UK, including in Norfolk and Suffolk. The March 2023 budget

statement set out the intention for integration of LEPs in all parts of England into local

authorities, regardless of devolution ambitions or progress.

Given both Suffolk and Norfolk have been examining potential devolution deals, work had

already taken place prior to the Spring budget to explore the potential options for integration,

taking into account New Anglia LEP people, functions, assets and liabilities. These options

have been reviewed in Suffolk and Norfolk and a preferred arrangement has been agreed in

principle. Suffolk and Norfolk County Council have taken the proposals through their

respective decision-making bodies over recent weeks, as well as reviewing with the LEP

management team.

LEP Integration Plans are due to be submitted to Government in late summer 2023. It has

been agreed that two Integration Plans will be submitted for the LEP, 1) the Suffolk

Integration Plan, and 2) the Norfolk Integration Plan.

The production of two plans is for practical reasons, largely around the layout of the

document which was designed for transfer into a single authority. However, the two

documents will be aligned and consistent.

For Suffolk, the Integration Plan sets out the creation of a business board, strategic functions

being incorporated into the County Council, and the creation of a Suffolk Investments vehicle

to manage Enterprise Zone revenues.

The Integration Plans are required to be agreed by the New Anglia LEP Board and signed

off by the Chair at a LEP Board, prior to submission to government.

The Integration Plan is not a binding contractual document between government, the LEP

and the Councils. It sets out the in-principle approach to integration, recognising that further

finer details still need to be worked up.

It was originally proposed to bring the Integration Plans for Board review in July, however the

Government response to the consultation was extended and therefore the Government

response is now expected later than originally anticipated.

This follow-up guidance to local authorities regarding LEP integration is due to be published

in July 2023, and is expected to include recommended approaches to integration, and

provide clarity around what funding will be provided to LEP successor bodies.

It is therefore appropriate to bring further detail to the LEP Board, on both Norfolk and

Suffolk’s LEP Integration Plans, once Government have provided further detail on what

functions will be funded, after the Summer. It is expected this will be at the September LEP

Board.

It is possible this guidance may have a material impact on the proposals as set out in the

Integration Plan.

1. Background to LEP integration

New Anglia LEP is one of 36 LEPs established under the Coalition Government in 2011 and

covers the counties of Norfolk and Suffolk. At the time of its establishment, Government

wanted LEPs to cover a minimum of two upper tier council areas.

New Anglia LEP was established as a company limited by guarantee. It has 18 board

members, who serve as directors of the company, from local authorities, business and

education.

New Anglia LEP has invested over £250m in Norfolk and Suffolk since 2011, in the shape of

grants, loans and support for business, skills and infrastructure.

In a letter to LEPs and local authorities in March 2022 Government outlined its future plan for

LEPs:

“Local Enterprise Partnerships (LEPs) have played an important role in supporting local

economic growth since their inception in 2011. LEPs have brought businesses, education

and local government together, delivered large capital investment schemes, provided vital

support to businesses during COVID-19, hosted impactful programmes on behalf of

government departments and developed economic strategies for their areas. Government

values the contribution LEPs have made and continue to make to their local economies.

“The publication of the Levelling Up White Paper marked a turning point for local growth

policy. It set out a series of ambitious missions to level up by, for example, increasing pay,

employment, skills and productivity, ensuring every area has a globally competitive city, and

offering every part of England a devolution deal that wants one within the new devolution

framework. The missions will be cross-government, cross-society efforts, and it will be vital

that the private sector plays a role in delivering against them. Government recognises the

strategic value of involving business leaders and other stakeholders in local decision-

making, and of locally-led economic strategies covering functional economic areas.

Government have therefore advised they will be re-wiring the system to ensure it is fit for

purpose, including by integrating the functions and roles of LEPs into unitary and upper tier

local authorities….

“Government wants to ensure that businesses will continue to be able to access the support,

insights and representation that LEPs provide, and to ensure that an independent business

and stakeholder voice continues to play its vital role supporting growth in all parts of

England.”

In the Spring Budget Statement, 15th March 2023, the Chancellor developed the

Government’s position, announcing that the Government would launch a consultation into

transferring responsibilities for local economic growth and development from LEPs to local

authorities, from April 2024. The Government is minded to stop core funding from 24/25, with

LEP functions to be delivered by local government, or LEP functions to be ceased.

The Department for Levelling up, Housing and Communities (DLUHC) requested that each

local authority and Local Enterprise Partnership submit a questionnaire relating to LEP

integration. Norfolk County Council, Suffolk County Council and NALEP worked together to

coordinate their responses to the questionnaires, in May 2023. The questionnaire

responses set out key concerns around future funding for LEP successor bodies, and the

impact this would have on their ability to continue to deliver LEP functions.

2. LEP Functions for Integration

New Anglia LEP delivers several functions for Government, for which it either receives core

Government funding or separate grant funding (e.g. Growth Hubs, Careers Hub, Skills Boot

Camps).

The Government has highlighted which LEP functions it wishes to see continue. This was

set out in a letter to LEPs in March 2022. Government expects the following LEP functions to

continue:

 Strong independent business voice via a new business board, for both Norfolk and

Suffolk

 Strategic economic planning in partnership with local leaders which clearly

articulates the area’s economic priorities and strengths

 Delivery of functions on behalf of Government including (but not limited to) Growth

Hubs, Careers Hubs, Enterprise Zones

 Skills analysis to support Local Skills Improvement Plans

 Monitoring and assurance of existing local growth programmes of funds for which

LEPs are responsible (e.g. Growth Deal and Getting Building Fund).

The LEP has a wide range of functions and programmes to consider which go beyond the

Government's core list. Some of these receive funding from Government, others from

Government arms-length bodies, others are self-financed by the LEP and local partners

 Inward Investment – Invest Norfolk and Suffolk

 Enhanced Growth Hub and wider business support eg Scale Up New Anglia

 Business grant and loan programmes eg Growing Places Fund, Growth Through

Innovation

 Industry councils and sector groups such as Agri-tech, Energy and ICT Digital, plus

programmes such as NAAME and Space East

 Innovation Board and Connected Innovation programme

 Skills advisory panel (panel itself stood down work on a successor underway)

 Skills Boot Camps programme

The LEP also has responsibilities to monitor existing and legacy programmes where funding

has not been fully drawn down, or where conditions are associated to the funding, which

Government has indicated need including in the transition. These include:

 Growth Deal and Getting Building Fund

 Growing Places Fund

 Enterprise Zones

 ERDF Growth Programme (Growth Hub, small grants programme)

Included within these programmes are outstanding loans to companies in Norfolk and

Suffolk. These loans will move onto the Norfolk County Council or Suffolk County Council

balance sheets, based on the counterparty location.

3. LEP Assets and liabilities

New Anglia LEP has a number of assets, which are not covered by the transfer of functions.

These assets include:

 Enterprise Zone agreements and revenues

 Property investments and loans (Norfolk only)

 New Anglia Capital portfolio

Norfolk and Suffolk County Councils have agreed, in principle, the assets will be split by

geographies. Norfolk County Council will manage assets relating to Norfolk as part of the

transition, and Suffolk will manage assets relating to Suffolk.

As regards liabilities (e.g. outstanding creditors or contracts), it is expected New Anglia LEP

will bring these to an orderly close prior to integration taking place.

New Anglia Capital will need to be treated separately as part of the integration, given the

nature of its investment profile (i.e. long term equity investments). Norfolk County Council

and Suffolk County Council will need to work together with the LEP board to consider

options for the future. Options include continuing to manage and grow the portfolio as a joint

asset, freezing the portfolio or looking for a joint venture partner. It is proposed that Norfolk

and Suffolk colleagues continue to investigate options for later consideration.

4. LEP Staff

The LEP currently has a number of staff employed across its services and core business

responsibilities.

Advice is being sought and once it is understood which roles are in scope where TUPE

would apply, Norfolk and Suffolk County Councils will agree how these roles will be hosted

across the separate authorities.

It is likely that not all existing LEP roles will be transitioned into Norfolk and Suffolk County

Councils. The LEP will therefore need to fund redundancy costs. The LEP has sufficient

reserves to cover any potential staff liabilities arising from the transition.

5. Suffolk Proposal for LEP Integration

Proposals for Suffolk’s LEP integration plan will cover four key areas:

 Overall architecture

 LEP Functions and Programmes

 LEP Assets

 LEP Staff

As regards the architecture for the integrated LEP in Suffolk, Suffolk County Council will

remain as the overall accountable body.

A Suffolk Business Board will be established. The Business Board will be made up of 12-14

members, including 1 education representative, 3 council representatives (Leader of SCC, 1

x District Leader, 1 x District Growth Lead representative, with the remaining majority being

business representatives.

The Business Board will be responsible for shaping a strategic vision, strategy and brand for

Suffolk, and for promoting and championing the economic success of Suffolk. The Business

Board will also have objectives relating to Suffolk’s net zero strategy, for connecting to wider

regional initiatives, and for representing Suffolk’s interest to government.

Recruitment to the Business Board will take place over Winter 2023. It is expected and

welcomed that some Suffolk based LEP Board members may wish to apply to join the

Suffolk Business Board; this will help provide continuity across the key programmes and

services that Suffolk (and Norfolk) wish to continue, subject to funding. Suffolk Chamber of

Commerce and other business representation groups will be involved in supporting the set-

up, objectives and recruitment to the Suffolk Business Board. As regards LEP functions and

programmes, it is anticipated that those relevant to Norfolk will be transferred into Norfolk

County Council, and those relevant to Suffolk will be transferred into Suffolk County Council.

At present, this is caveated with core funding being received from government to deliver

certain services. The Integration Plan sets out each function, and proposals for how they

are delivered across Norfolk and Suffolk. The day one objective is largely to ensure ongoing

services and commitments are delivered; over time priorities and programmes in Norfolk and

Suffolk will likely diverge.

It is expected at end FY23/24 that there will be some funding from existing programmes that

has not been allocated. This funding will transfer to Suffolk County Council and will continue

to be utilised to support growth, skills and infrastructure investments in Suffolk in line with the

programme conditions, and with the Business Board providing advice as to priorities.

In addition to the assets associated to programmes, a semi-independent entity, ‘Suffolk

Investments’, will be established for holding Suffolk wide shared revenues, specifically Pot C

Enterprise Zone rates income, to ensure all local government partners are engaged in

investing these funds into shared Suffolk wide priorities. It should be noted that a significant

% of Pot C EZ revenues will be required to fund operations and the Growth Hub services

over at least the next 2 financial years. Suffolk Enterprise Zones include Suffolk Business

Park in Bury St Edmunds, Future Park Ipswich, Eastern Gateway at Sproughton, Riverside

Road Lowestoft and Ellough Business Park.

The two authorities will agree an appropriate split of staffing and funding in a way which

ensures continuity of service and maximises operational efficiencies. New Anglia LEP

functions reliant on core funding are likely to be transferred subject to appropriate funding

being received from Government. It is anticipated that there will be some staff who are in

scope of this work and would transfer to Norfolk and Suffolk County Councils within

timescales to be agreed.

The proposals above have been developed in collaboration with the LEP, SCC and the

Suffolk District and Borough Councils.

6. Norfolk Proposal for LEP Integration

Proposals for Norfolk’s LEP integration plan will cover four key areas:

 LEP Functions and Programmes

 LEP Staff

 LEP Assets

 Establishment of Business Board

Functions and Programmes with funding in place. It is anticipated that those relevant to

Norfolk will be transferred into Norfolk County Council, and those relevant to Suffolk will be

transferred into Suffolk County Council.

As in the Suffolk plan, residual and continuing programme funding will be transferred to

Norfolk County Council to support a continuation of those programmes and associated staff,

as per Government policy.

The two authorities will agree an appropriate split of staffing and funding in a way which

ensures continuity of service and maximises operational efficiencies.

Norfolk’s priority, like Suffolk, is to ensure continuity of service provision ensuring there is no

cliff edge in provision.

New Anglia LEP functions reliant on core funding are likely to be transferred subject to

appropriate funding being received from Government. It is anticipated that there will be some

staff who are in scope of this work and would transfer to Norfolk and Suffolk County Councils

within timescales to be agreed.

With regards to LEP assets, Norfolk County Council with its partners and the LEP are

exploring a number of options and models during July and August 2023 to ensure that there

is ongoing collaboration between all partners to support our joint economic growth objectives

and ambitions and that these assets continue to be used for the purpose they were intended

– to support growth and not used to support other local authority functions.

These assets fall into two categories – Enterprise Zone receipts and property assets and

income generated from these.

New Anglia LEP has a number of Enterprise Zone agreements in Norfolk: Nar Ouse in

King’s Lynn, South Denes and Beacon Park in Great Yarmouth, the Norwich Research Park

in South Norfolk and Scottow Enterprise Park in North Norfolk. These enterprise zones

generate revenue through retained business rates, a proportion of which is currently ring-

fenced for New Anglia LEP to deliver economic development. There are also monitoring

responsibilities for existing Memoranda of Understanding (MoUs) agreements for each

enterprise zone.

The existing commitments made by the LEP board in the use of a portion of Pot C will be

honoured including for example use for the next two years of funding for the Growth Huib

service.

New Anglia LEP also has property interests at Nar Ouse, Norwich Research Park and the

Broadland Food Innovation Centre. Agreement will need to be reached with all stakeholders

on these interests and revenues.

Finally with regards to the establishment of a Norfolk Business Board. The role of business

is seen as critical in the process of LEP integration and is mandated by Government.

Norfolk County Council has started engaging with business representatives on the

development of a business board, with work due to step up with members and stakeholders

over the optimum terms of reference including governance and responsibilities of the

business board.

Membership is likely to include local authorities, business leaders and representatives from

education.

A number of discussions have been taking place over the past 2 months with Government,

to determine expectations and more specific timescales for individual streams of work.

Workshops with partners and stakeholders will be taking place over the summer to ensure

options explore meet their needs and expectations.

Initial development work on a Norfolk Business Board aligns with the proposals being

considered by Suffolk colleagues and it is the intention for both boards to work together

where appropriate.

7. Key milestones

The key milestones outlined below are estimated based on current Government policy and

could be subject to change as we approach summer recess.

Government updated position as regards LEP integration and funding – July 2023

Norfolk and Suffolk County Councils to agree target org structures for the LEP

integration – end July 2023

External consultation on proposed changes 2023 – to be completed July / August

2023

LEP Board endorse approach to integration – July 2023

LEP board endorses integration plans – late summer 2023

Norfolk and Suffolk LEP Integration Plan proposals submitted to Government – late

summer 2023

Arrangement of transfer of assets and staff notifications – October to December 2023

Functions and capabilities transitioned to Norfolk County Council and Suffolk County

Council – 1st April 2024

Closure of New Anglia LEP company - Norfolk and Suffolk County Council LEP

Integration completes following audit and wind-up - summer 2024

Recommendation

The Board is invited to:

Endorse the approach outlined in the paper towards integration.

Agree to receive the integration plans for endorsement when ready for submission.

•

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New Anglia Local Enterprise Partnership Board

Wednesday 21st June 2023

Agenda Item 6

Norfolk and Suffolk Enterprise Zones: Progress Update

Authors: Julian Munson, Eunice Edwards, Jen Wigzell Presenter: Julian Munson

Summary

This report provides a progress update on New Anglia Local Enterprise Partnership’s two

Enterprise Zones in line with the LEP’s 5-Year Strategic Plan for Enterprise Zones published

in 2021.

Recommendation

The Board is asked to note progress on the New Anglia Enterprise Zones and future

development pipeline.

Background

Enterprise Zones (EZ) have for many years been part of the UK Government’s wider plans

for growth to support businesses and enable economic prosperity in key areas. They have

established themselves as the driving force of many local economies as they have helped to

unlock key development sites, consolidate infrastructure, attract businesses and create jobs.

The New Anglia LEP area of Norfolk and Suffolk is home to two multi-site Enterprise Zones

which were awarded status in 2012 and 2016 respectively (with some site extensions in

2017). The two Enterprise Zones cover 16 commercial development sites within a number

of key strategic locations across Norfolk and Suffolk.

Enterprise Zones are designated areas that previously have provided business rates

discounts of up to £275k over a five-year period to businesses if locating in the zones in the

first 5/6 years & simplified planning. Enterprise Zones were for many years a key part of the

Government’s wider Industrial Strategy to support businesses and enable economic growth.

All business rates growth generated by Enterprise Zones is kept by the relevant LEP and

local authorities in the areas for 25 years to reinvest in local economic growth. This

compares with the normal arrangement where only half of the business rates is retained

locally in non EZ areas. The other half is paid to central Government.

The LEP and partners have adopted a successful approach regarding the use of the

retained business rates. Pot A which compensates local authorities for the income they

would have retained without an EZ, Pot B an investment fund to accelerate the growth in the

EZ site and Pot C which is retained by the LEP from the portion that would ordinarily have

gone to Government and is used to support growth projects across the LEP area which

support the delivery of the Economic Strategy.

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Across Norfolk and Suffolk, strong and effective partnerships between New Anglia LEP and

District and County Local Authorities have enabled reinvestment of retained rates income via

Pot B to help unlock commercial sites through new infrastructure as well as supporting

programmes across the wider LEP area through Pot C to assist businesses and supply

chains, boost innovation and enhance skills.

LEP programmes that have been able to be supported to date via Pot C include the

Innovative Projects Fund activity and the Enterprise Advisors Network, helping to deliver the

aims and aspirations of the Economic Strategy for Norfolk and Suffolk.

A new strategic plan for Norfolk and Suffolk Enterprise Zones was agreed by the New Anglia

LEP board in March 2021 with a stronger focus on innovation and clean growth. This report

provides a progress update on activity to date.

Enterprise Zones: Impact in Norfolk and Suffolk so far

New Anglia Enterprise Zones have boosted the economy in Norfolk and Suffolk focusing

development on 16 commercial sites in priority locations. We have demonstrated a

successful partnership between the LEP, County Councils and District Authorities to deliver

a strong place-based approach, unlocking and marketing commercial sites and supporting

business expansion. Much of the success of the Enterprise Zone activity is a direct result of

this effective partnership working to bring forward commercial sites.

There has been some attraction of Foreign Direct Investment and businesses from outside

the region and there are continued efforts from the Invest Norfolk and Suffolk team and work

around the High Potential Opportunity (HPO) centred on the Norwich Research Park

Enterprise Zone site, as one example. However, the most significant economic impact has

been from creating opportunities for regional businesses to invest and grow here, bringing

forward development land, enhancing business clusters and supporting local jobs growth.

Overall, to date (31st March 2023), our Enterprise Zones since their inception have;

 supported/created 5,386 jobs,

 supported 223 businesses,

 unlocked 157 ha of commercial development land and

 leveraged £893 million of public and private sector capital spend.

Business rates income is retained in Norfolk and Suffolk across all of the Enterprise Zone

sites (over their lifetime) with significant reinvestment into infrastructure, site development

and marketing to help accelerate further investment and commercial development.

The wider positive impact on the construction sector should also be recognised with 4,511

construction jobs supported so far across the various Enterprise Zone commercial

developments. These include major buildings constructed across a number of sites including

Futura Park and Princes Street (Ipswich), Eastern Gateway (Sproughton), Suffolk Park (Bury

St Edmunds), Norwich Research Park (South Norfolk), Ellough Enterprise Park (Beccles),

Beacon Park (Great Yarmouth), Nar Ouse (King’s Lynn) and Gateway 14 (Stowmarket).

A number of regional businesses and international inward investors have been supported

across the Enterprise Zone sites with wide ranging examples including LDH La Doria,

Amazon, Treatt, MH Star, Unipart, NHS Quadram, Proserv, Seajacks, BH Bus, Leaf

Systems, Birketts, The Range, Evri and Greene King.

Key sectors identified for our Enterprise Zones include: agri-tech, food and health, offshore

energy, the green economy, ICT and digital creative sectors, professional services and

advanced engineering. These are all primarily sectors in which Norfolk and Suffolk has a

competitive advantage and align with the focus of our Economic Strategy.

3

Financial impact

Not only have Enterprise Zones had a positive economic impact as a result of unlocking

commercial development land and enabling business investment and growth, there have

been significant benefits from the retention of business rates income and relief paid by the

Treasury since the start of the EZ designations in 2012 and 2016.

In addition to the £9.6 million of total EZ relief paid by Government since the start of the

Norfolk and Suffolk EZ designations there has been a total of £21.4 million of retained

business rates income, split across the two counties. This demonstrates a strong return on

investment to Government and the region more generally through reinvestment of the

retained rates.

Enterprise Zones: Strategic Plan 2021-26 Progress Update

A new strategic plan to reposition Enterprise Zones to accelerate commercial development

while driving clean growth and innovation was agreed by the LEP board in March 2021. The

plan links Enterprise Zone sites, innovation clusters and hubs, knowledge and transport

assets in a more connected way. It also supports a more joined-up conversation around land

supply and demand, including grow-on space, along the major transport corridors such as

the A14 to help inform future strategic development plans and growth policies.

Investment propositions such as the High Potential Opportunity (HPO) at Norwich Research

Park and marketing via Norfolk and Suffolk Unlimited and Generate campaigns continues to

help to raise the profile of Enterprise Zones, unlocking further development potential and

attracting new investment, working with the Inward Investment team and Growth Hub.

In terms of innovation and clean growth, a number of major developments are underway or

planned on several Enterprise Zone sites. These include new innovation and business

centres which aim to accelerate business growth in key higher value sectors as well as

boosting innovation.

This activity is also linked to the LEP’s Connected Innovation programme, where

appropriate, to support development of these innovation hubs and innovative businesses on

sites such as NRP, Scottow, Nar Ouse, Gateway 14 and Suffolk Park, for example.

Local Site Delivery Plans are prepared for each of the Enterprise Zone sites which map out

key interventions, development pipelines and expected levels of investments. There is

strong collaboration between New Anglia LEP, Local Authorities and private sector partners

to progress development opportunities.

Although economic growth and a number of business sectors have been impacted by

various external factors over the past couple of years, progress has been made against

targets in the EZ Strategic Plan 2021-26.

Of particular note is the significant progress in bringing forward 40 hectares of development

land to help unlock new commercial opportunities. The 5-year target overall is 37 hectares.

Also worth mentioning is the £275 million of private sector investment leveraged over the

past couple of years, way in excess of the 5-year target overall of £98.5 million.

As referenced in previous updates to the LEP Board, the reported outputs on jobs and

businesses tend to lag someway behind the reported figures on land development and

4

construction but there is a development pipeline of planned and expected commercial

projects as highlighted in the following section.

Development Pipeline and Future Opportunities

New Anglia LEP continues to work closely with County and District Council partners, land

owners and developers in progressing development projects related to the Enterprise Zones.

A summary of the future development pipeline and opportunities (over the next 3 years)

include;

Creation of a new accelerator and grow-on space at Norwich Research Park

Redevelopment of Scottow Enterprise Park entrance and gateway buildings including

additional commercial space within the former Sergeants Mess and Newton House

and refurbishment of the large hangars

Further development of Nar Ouse, King’s Lynn with plans for future investment

including a new innovation and collaboration space and Levelling Up funding for the

South Gates roundabout enhancing access to the EZ site

Construction of warehousing and logistics buildings at Gateway 14, Stowmarket,

including the major new distribution centre for The Range and progression of plans

for a Skills and Innovation Centre. Gateway 14 is also a Freeport East designated

site and part of the UK’s Freeport offer with additional business benefits

Progress of development and car parking at Portman Road/Princes Street in Ipswich

Completion of development on Eastern Gateway EZ site, Sproughton, including the

construction of 5 commercial units by Trebor Developments starting in summer 2023

Completion of construction on the Suffolk Park EZ site, Bury St Edmunds with the

final two commercial units now having planning permission in place

Construction of advanced manufacturing and engineering units, adjacent to the

Suffolk Park EZ and enabled by investment of retained EZ business rates

Construction of the O&M Campus in Great Yarmouth, starting in autumn 2023, and

new river crossing enhancing access to the wider EZ commercial opportunities

Progress on development opportunities on EZ sites at Hornbill Business Park

(Ellough) and South Lowestoft Industrial Estate. Mobbs Way is now fully developed.

Further development opportunities are anticipated in Lowestoft once the new Gull

Wing river crossing is completed.

Identification of low carbon energy and micro power generation opportunities for EZ

sites including new hydrogen facilities. Opportunity for exploring test bed energy

projects on EZ sites and potential support by the LEP’s new industrial

decarbonisation programme activity.

Reporting and Governance

Outputs continue to be monitored and reported on a six-monthly basis to the Department for

Levelling Up, Housing and Communities and New Anglia LEP Board via Programme

Performance Reports (PPR). For information, a summary of the outcomes over the latest 6

month period (to 31st March 2023) for the Enterprise Zones is provided in the separate PPR

July update within the board paper pack.

Activity across the two Enterprise Zones is coordinated by formal partnership/development

groups, chaired by New Anglia LEP, involving County and District/Borough Council officers.

There are strong governance and financial processes in place as well, managed by an

experienced team based within the LEP.

5

Recommendation: The Board is asked to note progress on the New Anglia Enterprise

Zones and future development pipeline.



New Anglia Local Enterprise Partnership Board

Wednesday 19th July 2023

Agenda Item 10

LEP Governance

Author: Melanie Richardson Presenter: Rosanne Wijnberg

Summary

The annual review of the LEPs policies and procedures, for employees and board members,

has been completed. Those which require board approval are presented here, whilst all other

board member relevant policies are available on the Board Member SharePoint site.

Recommendation

The board is asked to note the content of this report and endorse the following documents:

 Modern Slavery Statement

 Equality & Diversity Policy and Statement

 Board Attendance & Observers Policy

 Gender Pay Gap report.

Modern Slavery Statement

Section 54 of the Modern Slavery Act 2015 requires certain organisations to develop a slavery

and human trafficking statement each year. The slavery and human trafficking statement

should set out what steps an organisation has taken to ensure modern slavery is not taking

place in their business or supply chains.

A Modern Slavery Statement registry service is now available online where organisations can

voluntarily add their statements. The LEP has reviewed its statement 2022-23 in line with the

guidance and recommendations from government and can be found at Appendix A. This will be

added to the registry after Board endorsement.

Handbook Policies

The Equality & Diversity Policy and Statement (Appendix B) confirms the LEPs commitment to

equality and diversity across all its functions. Minor edits have been made to this policy.

The Board Attendance & Observers Policy is attached at Appendix C. There have been no

changes to this policy.

The LEPs voluntary Gender Pay Gap report has been updated for 2022. This can be viewed on

our website here

Recommendation

The board is asked to note the content of this report and endorse the following documents:

 Modern Slavery Statement

 Equality & Diversity Policy and Statement

 Board Attendance & Observers Policy

 Gender pay gap report.



Appendix

A - Modern Slavery Statement 2022-23

B - Equality and Diversity Policy and Statement

C - Board Attendance & Observers Policy

D - Gender pay gap report

Modern Slavery Statement 2022/23 1

Last updated: April 2023

Modern Slavery and Human Trafficking Statement

Financial Year 2022/23

Introduction

This statement is made pursuant to Section 54, Part 6 of the Modern Slavery Act 2015 and

sets out the steps that New Anglia LEP has taken to ensure that slavery and human

trafficking are not taking place within its supply chains or in any part of its business. This

statement covers the financial period 1 April 2022 to 31 March 2023.

We recognise that we have a responsibility to take a robust approach to slavery and human

trafficking.

New Anglia LEP is absolutely committed to preventing slavery and human trafficking in its

corporate activities, and to ensuring that its supply chains are free from slavery and human

trafficking.

Organisational Structure and Supply Chains

This statement covers the activities of New Anglia Local Enterprise Partnership and all

programmes funded by New Anglia LEP. Based in Norwich, with an office in Ipswich, and is

a company limited by guarantee. With a non-executive board of 19 and an executive team of

50 people, we work closely with local authorities and local businesses to drive growth and

enterprise across Norfolk and Suffolk.

Relevant Policies

New Anglia operates the following policies that describe its approach to the identification of

modern slavery risks and steps to be taken to prevent slavery and human trafficking in its

operations:

 Whistleblowing Policy – the organisation encourages all its workers, customers and

other business partners to report any concerns related to the direct activities, or the

supply chains of, the organisation. This includes any circumstances that may give

rise to an enhanced risk of slavery or human trafficking. The organisation's

whistleblowing procedure is designed to make it easy for workers to make

disclosures, without fear of retaliation.

 Standards of Conduct Policy – the organisation's standards make clear to employees

and board members the actions and behaviour expected of them when representing

the organisation. The organisation strives to maintain the highest standards of

employee and board member conduct and ethical behaviour when operating abroad

and managing its supply chain.

 Legal Working Policy – the LEP takes appropriate steps to ensure the people it

employs are working legally and to ensure the organisation is working within the law.

Checks are carried out on all applicants employed to confirm they are legally allowed

to work in the UK, with checks on appearance of the individuals, dates supplied and

genuine documentation.

 Procurement Policy – the LEP sets out the expectation that suppliers have adequate

policies and procedures in place to ensure that their business and their suppliers

have a robust stance on slavery and human trafficking.

Modern Slavery Statement 2022/23 2

Last updated: April 2023

Risk Assessment and Due Diligence

We maintain a principal risk register which is reviewed twice a year by the Management

Committee and by exception in the interim. This risk register is used to identify areas of

concern and to agree mitigating actions.

We work closely with our supply chain and build long-standing relationships in order to

further reduce risk. We expect our suppliers to adhere to the requirements of the Modern

Slavery Act 2015 and act to identify and prevent slavery or human trafficking in their own

supply chains.

Training and Awareness

To ensure a high level of understanding of the risks of modern slavery and human trafficking

in our supply chains and our business we provide guidance and training to our staff. We

encourage employee engagement, communication and the ability of an employee to raise

concerns or grievances.

Board Approval

This statement has been approved by the board of directors, who will review and update it

annually.

Chair’s signature:

Chair’s name: C-J Green

Date: xx July 2023

Equality and Diversity Policy 1

Last updated: April 2023

Equality and Diversity Policy

Introduction

This policy sets out New Anglia’s commitment to equality and diversity in the workplace and

across its panels, committees, programmes and on its Board of Directors. A separate policy

exists to explain and promote New Anglia's commitment to equality and diversity in the work

it does in the New Anglia LEP area and the programmes it runs.

Equality is enabling opportunity, access, participation and contribution on a fair and equal

footing, creating a level playing field and ensuring that different groups are not

disadvantaged or discriminated against when accessing employment, volunteering or

participating in New Anglia programmes, panels and on its Board of Directors. Diversity is

about the individual, understanding that each of us is different and making sure we respect

and celebrate the variety of backgrounds, perspectives, values, and beliefs.

The LEP actively encourages the employment, promotion and training of employees and

potential employees from all sectors of the community and values the different skills, ideas

and opinions that a diverse workforce can offer.

Policy Aims

This policy aims to:

 set out the LEP’s approach to equal opportunities and the avoidance of discrimination

in the workplace

 support the elimination of unlawful discrimination in employment and the workplace

 promote equality of opportunity and diversity in employment and the LEP workplace

 ensure that those working or volunteering with the LEP are clear about the LEP’s

commitment to equal opportunities and diversity

 explain the relevant procedures the LEP will implement in relation to equal

opportunities management.

Our Policy

The policy applies to all employees, volunteers, contractors, secondees and board

members.

New Anglia LEP is committed to promoting equal opportunities and diversity in employment

and in the extended workplace which it operates. It aims to ensure, and where possible

advance, equal treatment of employees and applicants for jobs, offices and voluntary

positions on its panels, boards and programmes. Equality and diversity considerations will

underpin recruitment and selection, promotion, pay and benefits and training and

development.

The Equality Act 2010 makes it unlawful to discriminate against people because of any of

the nine ‘protected characteristics’. This extends to direct or indirect discrimination and

harassment because of:

 age

 disability (including mental health)

 gender reassignment

 marriage and civil partnership

 pregnancy and maternity

 race (including ethnic origin, colour, nationality or national origin)

 religion or belief (including philosophical belief)

 sex

 sexual orientation

Equality and Diversity Policy 2

Last updated: April 2023

All employees, officers, volunteers, secondees and contractors of the LEP must not

unlawfully discriminate against or harass other people in the course of their work for the

LEP, including current and former employees, job applicants and officers.

All employees and officers at all levels are encouraged to act fairly and appropriately and

prevent and report unlawful discrimination and harassment.

Our Procedures

Recruitment and Promotion

The LEP will aim to ensure that advertisements for posts give sufficiently clear and accurate

information to enable potential applicants to assess their own suitability for the post. Job

descriptions and specifications for posts will include requirements that are necessary and

justifiable for the effective performance of the job.

The LEP reserves the right to recognise merit and reward individuals with promotion in a fair

manner. All employees will be considered on their merits (with reasonable adjustments

made where required) for career development and promotion with equal opportunities for all.

Information about vacant posts will be as widely disseminated as is practicable in order to

encourage a diverse response and reach as many sectors of the community as is possible.

Vacancies will also be circulated internally.

Candidate selection will be conducted against defined criteria and will focus on the

applicant’s suitability for the job. Where it is necessary to ask questions relating to personal

circumstances, these will be related purely to job requirements and asked of all candidates.

No questions in relation to health will be asked of the applicant prior to a job offer being

made. However, candidates and employees are encouraged to be clear when they require

help or assistance or adjustments to be made to enable them to interview or be assessed

fairly for a post or a promotion and also expressly make clear what help or adjustments they

might need to carry out any of the requirements of a post or position. The LEP will

endeavour to comply with its legal obligations under the disability discrimination provisions of

the Equality Act and welcomes applicants with disabilities.

Employment

The LEP will not unlawfully discriminate because of any protected characteristics in the

allocation of duties between employees employed at any level with comparable job

descriptions.

The LEP will put in place any reasonably practicable measures and/or adjustments within

the workplace for those employees who become disabled during employment or for disabled

appointees. Staff who become disabled are encouraged to inform the LEP about their

condition so appropriate support can be given. All employees are encouraged to discuss

their career prospects, training needs and any reasonable adjustments required on a regular

basis with their manager.

Requests for part-time work or other types of flexible working can and should be made

without fear and part-time and fixed-term staff shall be treated no less favourably than

comparable full-time or permanent members of the workforce.

Pregnant employees or those on maternity leave or returning from maternity leave will not be

subject to unlawful discrimination. Reference should be made to the Maternity Policy and

other ‘family friendly’ policies for information about the rights and responsibilities related to

pregnant employees and parents.

Equality and Diversity Policy 3

Last updated: April 2023

This policy does not form part of any employee’s contract of employment, and it may be

amended at any time.

Board and Sub-Committees

New Anglia is committed to ensuring a diverse representation on our Board and Sub-

Committees and panels which reflects the local business community. Selection for the Board

and any Sub-Committee or panel will be in line with our Assurance Framework and Articles

of Association.

Following Government expectations, the LEP ensures that at least a third of its main Board

members are female and is actively working towards equal representation by 2023. We will

actively encourage and support prospective board members from an ethnic minority

background. The LEP has no formal control over the appointment of its public sector Board

members who sit as a result of democratic elections as leaders of various councils or in their

capacity as leaders of further or higher education institutions. However, the LEP is

committed to endeavouring to do all it reasonably and legally is able to do to meet

Government expectations that the board is reflective of the local business community in

Norfolk and Suffolk.

Board member vacancies are advertised widely and targeted to specific groups to increase

diversity, particularly female leaders and ethnic minorities. Interviews are guaranteed for

members of these groups who fulfil all the essential criteria for the vacant role. Board

members are appointed based on their skills, knowledge (including sector knowledge and

representation) and their ability.

Sub-Committee member selection and panel membership is based on the skills, knowledge

and experience required for the relevant role/post.

Visitors and Suppliers

Employees must not discriminate against any of visitors or suppliers. Equally, the LEP

expects visitors and suppliers not to discriminate against employees and the LEP will take

appropriate action against any visitor or supplier found to have done so.

Employee Rights and Responsibilities

Employees have the right not to experience unlawful discrimination in the workplace. They

have a responsibility to understand this policy and help the LEP implement it.

All employees have a duty not to discriminate against each other and not to help anyone else

do so. Staff who are uncomfortable with another employee's behaviour are encouraged,

where they feel able to, to ask them to stop and explain that they are uncomfortable with the

behaviour.

All staff, volunteers, secondees and contractors are encouraged to report any concerns

relating to unlawful discrimination in accordance with this policy. All managers should lead

by example and set an appropriate standard of behaviour.

When Discrimination Arises – reporting concerns

If an employee, officer, secondee, volunteer or contractor believes they may have been

discriminated against or harassed, they should advise the LEP without delay. They can

speak informally or write to their line manager (where there is one) or with HR or the Chief

Operating Officer as appropriate.

If an employee wishes to make a more formal complaint of discrimination or harassment,

they are encouraged to raise the matter in writing through the Grievance Policy.

Equality and Diversity Policy 4

Last updated: April 2023

Employees who make allegations of discrimination or harassment in good faith will not be

victimised or treated less favourably as a result. However, false allegations of a breach of

this policy which are found to have been made in bad faith may be dealt with under the

Disciplinary Policy.

Dealing with allegations of unlawful discrimination

Allegations of potential breaches of this policy will be treated seriously. The LEP will conduct

a reasonable and proportionate investigation into allegations of discrimination and

harassment. Confidentiality will be respected so far as possible but those alleged to be

responsible for any discriminatory or harassing behaviour will usually need to be given the

opportunity to reply to any allegations and for due process to be followed before decisions

can be made.

If, after investigation, it is decided an employee is found on balance to have acted in an

unlawfully discriminatory manner they may be subject to disciplinary action up to and

including dismissal. This applies to the most senior levels of management as well as to all

other employees.

Contractors, volunteers and officers who are determined after reasonable investigation to

have breached this policy or acted in a discriminatory way may be informed that their

services are no longer required and may be asked to step down from any board, sub-

committee or panel or other position they hold within the LEP sphere of influence.

Secondees can expect their employer to be informed of any allegations of concerned which

will then be dealt with by the employer accordingly.

Records of equal opportunities matters will be retained and kept confidential so far as

possible save that statistics which cannot be attributed to any named individual will be

shared with the Board and others where appropriate including to monitor the LEP’s progress

on promoting and sustaining equal opportunities and diversity.

Responsibilities

The Board of the New Anglia LEP has overall accountability for the effective operation of this

policy and for ensuring the LEP fulfils its role in addressing diversity issues by promotion of

this policy and delivering equality of opportunity. The Chief Executive of the LEP is the lead

officer responsible for the day-to-day operation and implementation of this policy.

Every individual working for the LEP has a responsibility for their own behaviour and

ensuring that they participate in the promotion of equality and diversity within the

organisation.

Monitoring and Reporting

The Board will receive an annual report detailing the LEP’s progress on promoting and

sustaining equal opportunities and diversity over the past year and will agree an action plan

for how this can be further improved over the next year.

Approved by the board: 19th July 2023

Equality and Diversity Policy 5

Last updated: April 2023

Appendix 1

Definitions/explanations of what constitutes unlawful discrimination;

Direct discrimination occurs when someone is treated less favourably than another person

because of a protected characteristic.

Indirect discrimination occurs where a policy, provision, rule or practice at work applies to

everyone but has a disproportionate impact on people with a protected characteristic which

cannot be justified as a proportionate means of achieving a legitimate aim.

Harassment is unlawful if it is unwanted conduct of a sexual nature or related to another

protected characteristic which has the purpose or effect of violating dignity or creating a hostile,

intimidating, degrading, humiliating or offensive environment.

Victimisation is retaliation or bad treatment because the person has performed a protected act.

A protected act includes bringing proceedings under the Equality Act, giving evidence in

connection with such proceedings and making an allegation that a person has contravened the

Equality Act.

Associative discrimination is discrimination against a person because they have an association

with someone with a particular protected characteristic.

Perceptive discrimination is discrimination against a person because the discriminator thinks

the person possesses a protected characteristic, even if they do not in fact do so.

Discrimination arising from a disability is where a person with a disability is treated

unfavourably because of something arising in consequence of the person’s disability.

The duty to make reasonable adjustments arises when a provision criterion or practice of an

employer puts a disabled person at a substantial disadvantage in comparison to persons who

are not so disabled. Such adjustments or steps are aimed at avoiding that disadvantage.

Equality and Diversity Policy 6

Last updated: April 2023

Equal Opportunities and Diversity STATEMENT

Relating to the activities of the New Anglia LEP

Diversity and equality issues impact everyone in the New Anglia area and we are committed to

promoting and supporting equality and diversity in the services provided and the work

undertaken by the LEP. Accordingly, equality and diversity are important considerations in all

our activities.

The New Anglia LEP aims to drive inclusive business growth in partnership with businesses,

local authority partners and education institutions. In doing so New Anglia LEP will endeavour

not to do anything that constitutes discrimination, harassment or victimisation in exercising its

functions.

Equality is enabling opportunity, access, participation and contribution on a fair and equal

footing, creating a level playing field and ensuring that different groups are not disadvantaged

when accessing employment, volunteering or participating in public life in the New Anglia area.

Diversity is about the individual, understanding that each of us is different and making sure we

respect and celebrate the variety of backgrounds, perspectives, values, and beliefs.

New Anglia and its Board will engage with its stakeholders and endeavour to be as inclusive

and transparent in its communications as possible and will actively work to ensure that our

service provision is appropriately accessible to all constituencies in the LEP area.

We will also endeavour to meet our obligations under the Public Services Social Value Act

2012, which requires people who commission, or buy, public services to consider securing

added economic, social, environmental and well-being benefits for their local area. We will

work with our partners to ensure that project development, commissioning and tendering

procedures support the principles of advancing equality of opportunity between people in our

target groups and advancing the elimination of unlawful discrimination, harassment and

victimization.

Following Government expectations, the LEP ensures that at least a third of its main Board

members are female and is actively working towards equal representation by 2023. We will

actively encourage and support prospective board members from an ethnic minority

background. The LEP has no formal control over the appointment of its public sector Board

members who sit as a result of democratic elections as leaders of various councils or in their

capacity as leaders of further or higher education institutions. However, the LEP is committed

to endeavouring to do all it reasonably and legally is able to do to meet Government

expectations that the board is reflective of the local business community in Norfolk and Suffolk.

Board member vacancies are advertised widely and targeted to specific groups to increase

diversity, particularly female leaders and ethnic minorities. Interviews are guaranteed for

members of these groups who fulfil all the essential criteria for the vacant role.

Any person who feels they have been discriminated against or wishes to report any concerns

in relation to equality, diversity or discrimination in respect of the LEP and its services,

functions or activities should write to the Chief Executive, Rosanne Wijnberg;

email: [email protected].

Board Attendance & Observers Policy 1

Last updated: June 2022

Board Attendance & Observers Policy

Policy Aims

This policy aims to:

 ensure that board members understand attendance and engagement

requirements

 to set out the procedure for allowing observers at board meetings.

Scope

This policy applies to all directors of New Anglia LEP and those invited to observe.

This policy covers board meeting attendance, observers and a process for

addressing any issues of persistent non-attendance and lack of engagement.

Our Policy

Attendance and Engagement Issues

The Chair of the Board is responsible for addressing any issues of persistent non-

attendance and lack of engagement.

Observers

Observers are only permitted for board members who attend by virtue of their role.

Any observer attending a board meeting will be permitted to participate in discussion

but will not form part of the quorum for the meeting and will not carry voting rights.

Private Sector Board Members

Private sector board members are appointed through a competitive recruitment

process and are not permitted to appoint an observer.

Public Sector Board Members

Public sector representatives attend by virtue of their role as local authority leader. It

is important that these bodies express their views at the board meetings to help

provide a balanced perspective.

To ensure we maintain a level of skill and experience, any observers should be of

equivalent status. In the case of local authority members this must be a deputy

leader or relevant portfolio holder.

Education Sector Leaders

The education members are classed as representing the private sector but allowed to

send observers to board meetings.

Any observer should be of equivalent status and in the case of universities and

colleges an alternate principal or vice chancellor.

Approved by the LEP board: 19th July 2023

GenderPayGapReport2022  1

Gender Pay Gap Report 2022

Summary

In 2019, New Anglia LEP agreed to review and report on its gender pay gap annually,

despite not being legally required to do so. It was felt that it is a good process to follow to

ascertain our position in terms of gender pay and analyse whether action should be taken.

Appointments to the LEP executive team are made on merit with a rigorous recruitment

process followed. Opportunities for development are open to all members of the team and

we follow a continuous performance management process to ensure all members of the

team can develop and grow within their roles. The LEP also follows a robust equality and

diversity policy to ensure fairness and transparency across all its functions.

The LEP is governed by a non-remunerated board of directors. The LEP board is committed

to achieving equal representation of female board members by 2023 in line with government

requirements. The board are non-remunerated; therefore, they do not influence the statistics

provided within this report.

Overall, the gender pay gap for New Anglia LEP stands at 9.6% (2021, 4.5%), which means

that men are being paid more than women. The LEP are committed to addressing the issues

causing this gap and will look to take action to close it.

Background

New Anglia LEP is an employer voluntarily choosing to carry out Gender Pay Reporting

under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out calculations that show the difference between the average

earnings of men and women in our organisation; it does not involve publishing individual

employee’s data.

We can use these results to assess:

 the levels of gender equality in our workplace

 the balance of male and female employees at different levels

 how effectively talent is being maximised and rewarded.

This gender pay gap report shows the overall difference in average pay for all men and

women working for New Anglia LEP. It does not compare men and women doing the same

role.

The gender pay gap is different to equal pay, which deals with the pay differences between

men and women who carry out the same jobs, similar jobs, or work of equal value. Legally,

men and women performing equivalent work must be paid the same.

The calculations used follow the requirements set out by government and all employees

deemed to be full paid relevant employees at 5 April 2022 are included.

GenderPayGapReport2022  2

Results

As at 5 April 2022, New Anglia LEP employed 50 people (2021, 57), all of which are deemed

to be relevant full pay employees. Of the overall team, 42% are male and 58% are female.

Looking specifically at the relevant full pay employees, the mean gender pay gap is 9.6%

(2021, 4.5%). This is the difference between the mean hourly rate of pay for men and

women, which is calculated by adding together all the male and female hourly pay

separately and then dividing by the number of men and women respectively.

The median gender pay gap, the difference between the median hourly rate of pay for men

and women is 6.2% (2021, 1.24%). The median rate of pay is the mid-point of the salary

range for men and women.

The year on year increase is largely due to the impact of 7 female leavers, 3 of whom were

in the upper quartile.

The UK mean gender pay gap (based on submissions to date) stands at 13.0% for 2022

(13.1% 2021).

The UK median gender pay gap (based on submissions to date) stands at 12.2% for 2022,

(12.1% 2021)

The LEP compares favourably to the national position.

New Anglia does not award bonus payments and therefore cannot report on gender pay

bonus gaps.

Employees have been divided into four groups according to their pay band. Those in the

upper quartile are the highest paid, while those in the lower quartile are the lowest paid. The

proportions of male and female full pay relevant employees within the quartile pay bands are

shown overleaf:

Mean pay gap

Women’s hourly rate is:

9.6% lower

Median pay gap

Women’s hourly rate is:

6.2% lower

GenderPayGapReport2022  3

This data shows us that over three quarters of staff in the lower pay quartile are women. The

number of women in the lower middle and upper quartiles also exceeds the number of men.

Just over 60% of staff in the upper middle quartile are men.

Actions

New Anglia has an open recruitment policy with vacancies advertised widely and appoints

on skills and competencies. This ensures that the right person is appointed to the roles

available. At the current time, due to the uncertainty of the LEP review and future funding,

we are not replacing or recruiting into core vacancies when these arise.

Flexible working is made available to all employees and there are a number of family friendly

policies in place to support all members of the team.

The equality and diversity policy has been strengthened and an action plan has been

developed to roll out across the organisation, including board members. This will provide

better visibility of equality and diversity in recruitment and promotion. Managers have

undertaken equality and diversity training, plus the team have received training on the Public

Sector Equality Duty.

We are also committed to developing our team with a focus on formal external and internal

training plans. Our continuous performance management process has been reviewed and

strengthened, plus further training for managers has been introduced.

Conclusion

The results show that New Anglia LEP is in a good position with a relatively low mean and

median gender pay gap when compared with the national picture, however work is still

needed to ensure this remains at a low level.

Signed

This report has been prepared by the HR team of the LEP executive and has been reviewed

by the LEP Chair and the Chair of the Remuneration Committee.

Signed: C-J Green, Chair of New Anglia LEP

23.08% 41.67% 61.54% 41.67%

76.92% 58.33% 38.46% 58.33%

Lowerquartile Lowermiddlequartile Uppermiddlequartile Upperquartile

Genderdiversityinpayquartiles

male female

New Anglia Local Enterprise Partnership Board

Wednesday 19th July 2023

Agenda Item 11

Chief Executive’s Report

Summary

This report focuses on by exception reporting on key issues and information for the board’s

attention.

Regular reports on the performance of individual LEP programmes are provided via programme

performance reports and issues which require board input or decisions are tabled as agenda items

in their own right.

The report is grouped under five headings – 1) LEP managed projects and programmes, 2) LEP

Industry councils and Sub-groups, 3) External Partnership Activity, 4) Governance and Finance,

and 5) LEP future. The communications dashboard is also attached as a separate appendix.

1) LEP Managed Projects and Programmes

Business Growth Programme - (Including confidential information)

This successful ERDF funded Business Growth programme has now come to an end; the

programme has met its overall ERDF target for the “Number of enterprises receiving support of 12

hours or more, or grant funding of at least £1,000”. A report summarising the successes of the

programme will be presented to the Board in October.

In preparation for the next phase of delivery, we have been working with our local authority

colleagues to ensure continuity of high-quality service provision to businesses. Going forward,

business support will be funded by the LEP, the Department for Business and Trade, and the UK

Shared Prosperity Fund.

Getting Building Fund - Ipswich Creative Hub, Grimwades building

In March 2023 the LEP Board approved the reallocation of £1.5m funding from the previous

Burtons Building Getting Building Fund project to an alternative using the former Grimwades

building in Ipswich town centre. £1.5m of funding from the original project was also reallocated to

LEP Programmes - this has subsequently been repaid to the LEP by IBC.

Having been unsuccessful in the purchase of the Grimwades building from the current owner,

Ipswich Borough Council are currently engaged in a compulsory purchase of the building for

development including commercial and residential use and a creative hub, the primary focus of

LEP funding.

With a view to utilising the funding allocated to the project during the current financial year, IBC are

also exploring alternative sites for the creative hub within other locations in the town centre.



A further update on the project will be brought to the September meeting of the LEP Board.

2) LEP Industry Councils and Sub-groups

New Anglia Innovation Board

The Innovation Board met on 10th July, involving representatives from Innovate UK, to discuss the

development of an Innovation Action Plan for Norfolk and Suffolk, following a commitment made by

the Innovate UK CEO during a visit to Adastral Park earlier in the year.

The Plan will be presented to the LEP Board in the Autumn and aims to launch in December. It will

strengthen collaboration with Innovate UK and related business support organisations, highlight

strategic opportunities and priorities and build on the positive work led by the LEP and partners

through initiatives such as Connected Innovation.

Agri-Food Industry Council

The Agri-Food Industry Council last met on 20 June with a workshop on Industrial Decarbonisation

and a Discussion on the Call for Evidence from the Environment, Food and Rural Affairs

Committee on Fairness in the Food Supply Chain. The State of the Nation highlighted the busy

period for the two Agricultural Associations with the Suffolk Show and Royal Norfolk Show both

taking place recently, and the challenges the sector faces with inflation, skills, infrastructure, and

regulation.

New Anglia Advanced Manufacturing and Engineering Group (NAAME)

In partnership with industry and East Coast College, NAAME has secured £154,000 for the college

to deliver Engineering Skills Bootcamps. Co-designed with industry, a 12-week multidisciplinary

engineering course has been developed that offers candidates free training and the chance to tour

up-to 11 employer sites and undergo industry specific masterclasses. The training commenced 3rd

July with 8 strong candidates who are pre-interviewed by employers. An additional £4,000 grant

has been secured via the JP Blanch Trust Fund to support students with bursaries.

NAAME is also collaborating with Space East to host an event at Hethel Engineering Centre on the

17th July to showcase to regional businesses the opportunities within the space sector, with

speakers from European Space Agency, the Satellite Applications Catapult (SAC) and local

businesses Equipmake and AST who are already working within the space sector.

Space East

The newly enhanced website www.spaceeast.co.uk went live in June and the Space East Linkedin

page has gained over 310 followers in a three-week period. Over the last quarter, there have been

119 unique engagements and a cluster membership list rising to 42.

Space East has organised two events in July, working closely with partners; Space Tech meets

Offshore Wind with the ORE Catapult and EEEGR on 6th July and Space Tech meets Advanced

Manufacturing & Engineering with NAAME and Hethel Innovation on 17th July. In May and June,

Space East was also in attendance at the Suffolk and Norfolk County Shows. VR headsets,

provided by BT, with SAC satellite demonstrator software were used to transport visitors into space

and teach them about satellite technology. We were also in attendance at the Farnborough

Space-comm expo.

We have also worked closely with regional stakeholders to support funding bids into the UK Space

Agency’s recent Space Cluster & Infrastructure Funding call which aims to support capital projects

to help build space sector capabilities, expertise and skills within regions. Further details will be

provided in due course if project applications proceed to the next stage.

Creative East

Creative East, funded by DCMS’ Create Growth Programme, secured £1.275m in funding to the

end of March 2025 to deliver an investment readiness business support programme for the

creative industries sector across Norfolk, Suffolk, Cambridgeshire and Peterborough. The

consortium is made up of New Anglia LEP (lead partner), Cambridgeshire and Peterborough

Combined Authority, University of East Anglia (lead delivery partner), ARU Peterborough, Norwich



University of the Arts, University of Suffolk, and Norfolk and Suffolk County Councils. We are one

of six successful Create Growth regions.

There are four 12-week cohorts delivered across the geography. The first cohort has progressed

well and centred around Norwich/Norfolk from April to July 2023. There have been weekly

Masterclass sessions and workshops with mentoring support. The second cohort is centred

around Ipswich/Suffolk and runs from September to December. Creative industries businesses

also have access to specific Innovate UK Grant Funding Competitions with each Create Growth

region having had 18 successful businesses receiving grant funding from Competition 1 of this

programme.

Greater South East Hub Board

As part of its Local Energy programme, the Department for Business, Energy and Industrial

Strategy (BEIS) funded the establishment of five Local Energy Hubs across England. Each Hub

was set up with a small team of specialists to provide practical support and expertise to Local

Enterprise Partnerships (LEPs) and local authorities within their region, helping them to undertake

the initial stages of development for local energy projects, up to the point where they are able to

secure finance. In May 2019 the LEP board delegated authority to Chris Starkie to represent and

make decisions for the LEP on the Greater South East Hub Board.

Following the resignation of Chris Starkie the board is asked delegate authority to Lisa Roberts,

Head of Strategy, to represent and make decisions for the LEP on the Greater South East Hub

Board.

3) External Partnership Activity

Freeport East

LEP representatives attended a recent Freeport East reception hosted at Suffolk New College in

Ipswich. At the event, which was well attended by senior business, education and Government

officials, an announcement was made about two new funds that aims to provide financial support in

areas specifically relevant to the ambitions of Freeport East.

Initially a total of £800k has been allocated to support the following;

a. Freeport East Innovation & Skills Fund – intended to support the physical and

interconnected presence of centres of innovation and skills across the Freeport East

geography

b. Freeport East Clean Growth Fund – designed to support businesses to innovate, deliver

R&D or take other opportunities for ‘growth’, particularly in line with sectors where there is a

comparative advantage such as clean energy, agri-tech, digital and advanced logistics.

A formal expression of interest process will commence in July with a view to finalising the detailed

design of the programme for launch in September 2023.

Digital Futures Institute

Representatives from New Anglia LEP, the Industry Council for Digital Tech, Creative East and

Tech East attended and supported an event focused on games technologies organised and hosted

by the DigiTech Centre at Adastral Park. Led by Professor Sara de Freitas at the University of

Suffolk, this is part of a series of Digital Futures events highlighting emerging opportunities from

the application of digital technologies.

Following the recent update to the LEP Board from the Industry Council for Digital Tech which

highlighted the gaming sector as a key growth opportunity, the LEP aims to work closely with the

Digital Futures Institute and organisations like Tech East to help support and grow a regional

network of businesses involved in this sector.



4) Governance, Operations and Finance

Management Accounts: The management accounts for the first quarter of the 2022/23 financial

year can be viewed under agenda item 12.

Annual Financial Statements: These will be discussed under agenda item 8.

The LEP’s statutory annual financial statements were presented by Price Bailey to the Audit and

Risk Committee on 29th June 2022.

A key discussion point at the Audit and Risk Committee was Going Concern due to the LEP’s

forthcoming transition to Norfolk and Suffolk County Council as part of the Government’s devolution

deal. We have updated our accounting policy on Going Concern to provide readers of the accounts

with clear information disclosing this position. This can be viewed under agenda item 8.

Price Bailey anticipate that they will issue a modified audit report for the year for material uncertainty

relating to going concern.

The Audit and Risk Committee agreed that the accounts are be presented to the LEP Board at the

end of July and then to the AGM in September.

Note: The LA contribution to LEP income remains outstanding from GYBC for last financial year.

5) LEP Future

An update on LEP Integration is covered in the LEP Board agenda, item 5.

Government guidance on integration is expected to be published in July. There will be a

requirement for the LEP Board to receive and endorse the final Suffolk Integration Plan and Norfolk

Integration Plan before they are submitted to government.

Recommendation

The board is asked to:

 Note the contents of the report

 To delegate authority to Lisa Roberts, Head of Strategy, to represent and make decisions

for the LEP on the Greater South East Hub Board.

This dashboard sets out the outcomes and impact of our communications activities during

June 2023.

Media coverage

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