Twenty-four political, business, and civic leaders selected for Fellowship Programme

Twenty-four leaders from politics, the business community and civic society across Northern Ireland gathered at Parliament Buildings today for the launch of the Fellowship Programme.

The Fellowship Programme is designed to enhance Fellows’ skills and expertise, with a focus on navigating complexities encountered in leadership in Northern Ireland and beyond.

Backed by some of the most successful businesses in Northern Ireland including Allstate NI, Camlin Group, FinTrU, Fujitsu NI, NIE Networks, and Ulster Carpets, as well as the Department of Foreign Affairs and Trade and the Irish American Partnership, the Fellowship Programme is delivered by the Centre for Democracy and Peace Building in partnership distinguished academics and practitioners along with institutions, including Oxford University and the Royal Irish Academy.

Now in its third year, the six-month programme will see the Fellows undertake workshops, seminars and training in Belfast, Derry/Londonderry, Dublin and Oxford, which will include media training sessions in a newsroom environment, workshops on climate, energy and sustainability, as well as conflict management and negotiation skills. This year’s cohort of leaders will have the opportunity to engage with academic and business leaders, public figures and policymakers to learn how to tackle some of the most pressing social, political and economic issues in Northern Ireland.

Speakers at the announcement of the new Fellows included Head of the NI Civil Service, Jayne Brady, Fellowship alumna Diane Forsythe MLA, economist and author Michael O’Sullivan, as well as Ulster University Professor Karise Hutchinson.

John Healy, Chair of the Fellowship Advisory Board, said:

“The Fellowship Programme which runs each year is a unique opportunity to gather ambitious leaders from diverse backgrounds to develop their own leadership and spark new conversations for progress and innovation in Northern Ireland”.

“In the absence of a functioning government here, a programme like the Fellowship is vital for a time like this as it encourages leaders to have difficult conversations and overcome obstacles together. We need to invest in the game changing potential of our leaders and the Fellowship is a purposeful way of doing just that”.

“It is heartening to see more leaders come forward with a desire to engender change in Northern Ireland whether that be in the political, business or civic sphere, and I am looking forward to watching each Fellow develop and grow over the next six months”. 

Karise Hutchinson, Professor of Leadership at Ulster University and Vice-Chair of the Fellowship Advisory Board, added:

“This is a programme that this fills me with great optimism for Northern Ireland’s future. Despite our current political stalemate, I am excited to watch this year’s cohort learn from each other’s unique experiences and work together to envisage and imagine solutions and progress for this place that we call home. The Fellowship is a prime opportunity to put our differences aside, form unlikely friendships, and recognise a greater agenda where we can all work towards a shared goal. I am proud to be supporting the launch of this year’s cohort alongside my esteemed colleagues on the Advisory Board”.

The 24 participants of the 2023 CDPB Fellowship programme include:

1. Cllr Rachel Ashe Councillor for Comber DEA (APNI), Ards and North Down Borough Council

2. Lisa Beers, Head of Social Value Unit, Strategic Investment Board

3. Cllr Cheryl Brownlee, Councillor for Carrick Castle DEA (DUP), Mid and East Antrim Borough Council

4. Jason Bunting, Parliamentary Advisor for Sinéad McLaughlin MLA (SDLP)

5. Cllr Sarah Bunting, Councillor for Balmoral DEA (DUP), Belfast City Council

6. Dorinnia Carville, Comptroller and Auditor General for Northern Ireland, Northern Ireland Audit Office

7. Anne Clarke, Finance Business Partner, NIE Networks

8. Beverley Copeland Director, Organisation Development, Ulster Carpets

9. Gareth Edwards, Vice-President, FinTrU Ltd

10. Deborah Erskine MLA, Fermanagh and South Tyrone MLA (DUP)

11. Martin Fisher, Head of Northern Ireland, Irish League of Credit Unions

12. Chloe Ferguson, President, NUS-USI (National Union of Students UK in Northern Ireland)

13. Ciarán Fox, Director, Royal Society of Ulster Architects

14. Amy Gribbon, Project Manager, Forthspring Inter Community Group

15. Chris Leech, Community Transformation Coordinator, Emmanuel Church

16. Cllr Tierna Kelly Councillor for Rowallane DEA (APNI) Newry, Mourne & Down District Council

17. Martin McAuley, Director of Communications, Social Democratic and Labour Party

18. Christopher McConnell, Head of Programmes, Engagement & Impact, Department for Communities

19. Paula McKernan, Barrister-at-Law, The Bar of Northern Ireland

20. Adriana Morvaiova Diversity, Equity and Inclusion Specialist, Sensata Technologies

21. Eileen Mullan, Chair, Southern Health and Social Care Trust

22. Áine Murphy MLA, Fermanagh and South Tyrone MLA (Sinn Féin)

23. Janet Schofield, CEO, CAN (Compass Advocacy Network Ltd)

24. Roísín Wood, CEO, Community Foundation for Northern Ireland

Kainos Bankmore Square development public consultation dates announced

A series of public events will take place later this month to seek views on the new development at Bankmore Square on the Dublin Road in Belfast. The proposed plans include the development of new headquarters for Kainos, alongside purpose-built, managed student accommodation for Queen’s University Belfast.

As part of a pre-application community consultation process, the plans for the new development will be on display to the public at the Clayton Hotel, Ormeau Avenue, Belfast, on Monday 25th and Wednesday 27th September at 12 noon to 3pm and 5pm to 8pm on both days.

The consultation materials, images and plans for both projects can be accessed at www.bankmoresquare.com. This will provide everyone with an opportunity to access information about the proposal and provide feedback before any planning application is submitted.

The multimillion-pound development will support Kainos' ongoing expansion and help meet the need for specialist student accommodation in Belfast. The investment is expected to contribute significantly to the regeneration of the city’s Linen Quarter.

If approved, the development will comprise of 85,000 sq ft of Grade A office space with an additional 4,000 sq ft dedicated to ground floor commercial uses, and approximately 475 student rooms.

Full planning applications are expected to be submitted to Belfast City Council in November 2023.

Russell Sloan, incoming CEO of Kainos said:

“This new, contemporary development signals our continuing investment in Belfast. When complete, it will bring renewed character to both the Dublin Road and the Linen Quarter, and will provide significant benefits to businesses, organisations and services around us at Bankmore Square.”

“At the heart of this investment are our people, and our desire to create an exceptional and sustainable workplace for our colleagues to connect and collaborate. Our new office will provide modern office space for up to 1,600 people, creating the capacity for our planned growth in the future.”

Caroline Young, Vice-President of Students and Corporate Services at Queen’s added:

“Having a wide range of high quality, affordable and safe housing options, in close proximity to Queen’s, will ensure we can support the significant increase in demand for this type of student accommodation.”

“With an expected 3,000 more rooms needed in Belfast by 2028 to meet growing demand, this site is an excellent development opportunity which will offer around 475 students new accommodation in a prime location in the heart of the city. It will help to transform the area, while making a significant contribution to the economy and we are excited by the prospect of working with Kainos as we develop this site.”

Family-friendly employment policies compete with salary on candidate wish lists

By Brian Lenehan, HR Consultant at Baker Tilly Mooney Moore as first appeared in the Irish News 08 August 2023

Brian Lenehan, HR Consultant at Baker Tilly Mooney Moore.

Parental leave and family support policies have become a prominent part of talent attraction and retention, and highly competitive in terms of best practice. In 2019, 65% of workers surveyed said they prioritise work-life balance over pay and benefits. With plenty of choice out there for employees seeking a career move, remuneration is no longer the deciding factor on candidate wish lists.

In fact, family friendly employment policies are now up there with high salaries, attractive pension schemes and other flexible working policies. What’s more, they are an opportunity for organisations to promote gender equality by encouraging female participation in the workplace and enabling career progression. 

Today, there are more mothers in work in the UK than at any point in the last 20 years, and organisations are slowly realising that enhanced maternity and paternity leave, time off in lieu, and shared parental leave will both improve the health and wellbeing of their team and increase their productivity and employer value.

Both legislation and employer practice have evolved in this area in recent years as companies, accelerated by the competition for talent, the pandemic and technological advances, seek to transform their approach to flexible work.

Today’s workforces have valid expectations for family support policies, but what does good enough look like, and what is leading practice?

In 2019, Diageo introduced a parental leave policy for all 4,500 of its UK employees, offering both parents 26 weeks of fully paid leave and the option to take more at a reduced rate. Insurance company Aviva operates a similar policy, available equally to men and women in a bid to promote shared parental responsibility and eradicate career impediments for female staff.

Many others, including small businesses, will no doubt also be establishing policies that go beyond the statutory provisions. These policies are about building confidence across the workforce, avoiding mutual distrust between employer and employee around the topic of family planning, and attracting and retaining talented individuals who wish to build a career with the company over many years while also expanding their family.

As well as setting an organisation apart from the crowd, ensuring mothers and fathers have adequate paid leave for the birth of a child is a priority for economic development and achieving greater gender equality. Packages that support family life will not only encourage female labour force participation but can help nurture parent-child interactions and influence the healthy development of the child.

In contrast, on-call shifts, work hour volatility, and short notice of work schedules are associated with childcare difficulties and work-life conflicts, meaning both mothers and fathers on these schedules are likely to miss work.

There is no one size fits all approach, but a company culture that encourages openness on the topic is a good place to start. Companies must look internally at the demographic of their workforce and plan their policies accordingly if they wish to lower staff turnover and see long-term, meaningful return on the investments they make in training and development.

For some this might mean family support policies, while for an older workforce it may be pension and retirement focussed. Other factors critical for recruitment and retention include hybrid working, job design, and location of work.

In a continually evolving workplace, it is vital to be inclusive, flexible and people centric. Against a raging war for talent, a family friendly approach can be a valuable tool as the way employees are treated as they become parents will ultimately have a big impact on their loyalty and desire to stay with the organisation in the longer term.

Local investment & working practices hindered by cross-border tax disparities

By Julie Hamilton, Tax Manager at Baker Tilly Mooney Moore as first published in the Derry News

Julie Hamilton, Tax Manager at Baker Tilly Mooney Moore

The pandemic put a spotlight on the taxation issues facing cross-border workers. Though not completely unique to the North West, the situation continues to impact the many people who travel across the border, in and out of Derry and Donegal, between their workplace and home each day.

When the world moved to working from home, cross-border workers found they were liable for double taxation and a host of other complicated obligations just for working from their spare room or kitchen table like their colleagues.

Three years on, the hybrid model remains as one of the lasting impacts of the pandemic, and so the problem has not gone away. Now, it makes it harder for local businesses who genuinely want to offer a flexible working approach to do so, and does nothing to attract investment into the North West.

Businesses in the area are seeking to lay new foundations for growth and take advantage of dual market access to the UK and EU following years of uncertainty over Brexit, but the realities of operating a payroll in two different jurisdictions with varying tax reliefs and completely different tax years is seen as far from ideal. 

Under current tax policy, an employee working in Northern Ireland for an Irish company or vice versa can be taxed in both states.

Transborder workers’ relief mitigates this in part for ROI residents working and paying tax in NI, but only if the work is carried out outside of the individual’s home country (for example in NI), meaning it is not available if they work from home in ROI.

In addition, a business which has employees working in another country needs to consider whether the overseas employees could have created a “Permanent Establishment” abroad, which would lead to additional tax liabilities for the employer.

Then you have the questions over where the individual pays social security, how their pension contributions are operated, and in which jurisdiction do they qualify for maternity pay or sick pay? Combined, these unanswered questions mean that in reality, being a flexible and accommodating employer and remaining competitive in today’s recruitment climate is not that easy at all, and neither is sending an employee to work overseas for even six months.

That said, modified payroll systems that operate across the two jurisdictions and consider their varying tax reliefs are available. Once established, they can automate double tax payroll and can be customised for companies with foreign tax obligations too. This is a solution that will work for some businesses, if put into practice with the support of a tax professional.

What remains, however, is the mismatch over pensions and employee benefits, which is unlikely to be settled in the absence of mutual cross-border tax agreements with Ireland. Detracting also from any incentives or grants available to foreign businesses hoping to set up in the area, it is also serving as an obstacle to investment.

To make this place more agile and receptive to investment, there is a need for alignment on cross-border worker taxation.

Can you see me? Employee visibility in a hybrid world

Consulting Partner at Baker Tilly Mooney Moore Donal Laverty discusses employee visibility in a hybrid world, as first published in the Belfast Telegraph 11 July 2023

Donal Laverty, Consulting Partner at Baker Tilly Mooney Moore

A recent survey by McKinsey revealed that 87% of Americans prefer working on a hybrid or fully remote basis. This dynamic is widespread across demographics, occupations and geographies, and the work-from-anywhere trend is likely to dominate the rest of the decade.

The hybrid model meets the needs of those stimulated by the office environment without leaving out employees who are more productive working remotely. It is also a complex arrangement that brings new power dynamics and challenges.

One such challenge is employee visibility, an important factor in maintaining fairness, productivity, and morale. The fact that work is no longer confined to one location means employees can easily feel they are being overlooked, and managers can feel out of touch with their team.

With some employees working in the office and others working remotely, there is a natural challenge for remote workers to build relationships and establish a presence within their organisation. 

Teammates may struggle with accessing information and opportunities, staying in the loop of latest decisions, or even gaining enough credit for their work. Yet, connectivity is integral to a positive organisational culture.

One explanation for the issue is proximity bias, the notion that managers pick favorites or build trust and connection with those working closest to them. This can leave others to perceive the situation as a lack of recognition and can quickly evolve into a lack of motivation and valuable contribution to the business.

At the very heart of visibility is trust, and employee needs will differ depending on their level and role within the company. Employers must therefore pay attention to the design of their operations and take steps to improve staff visibility and shine a spotlight on those who may be feeling isolated.

The first step is to understand what kind of visibility teammates of different seniority levels need. By understanding the level of information a person needs for peak performance, leaders can avoid overload while making sure everyone is fully equipped to stay engaged.

Moving discussions and resources online will eliminate the disproportionate advantage office-based teams have over their remote counterparts. Digitisation of systems means everyone can access information instantly or reach out to a colleague, so keeping a documentation hub and sharing information widely is vital.

Also beneficial here are the steps employers take to encourage engagement and visibility. ‘Camera on’ policies and asks for participation in meetings will improve a team’s familiarity with each other and ultimately boost teammate confidence and participation.

Employees are equally responsible for their own development, and so should express their own willingness to actively participate. It’s a simple reality that teammates can’t expect opportunity to come their way if no one knows who they are, so asks for feedback, offers to present at a staff meeting or town hall, and offering to help on additional projects can go a long way. This type of attitude builds mutual respect and can make the employee-manager dynamic a more productive one.

With the new hybrid working trend, organisations from large global corporations to small businesses are figuring out the right approach to combining offline and online work. There is a direct relationship between acknowledgement and involvement with our desire to contribute and embrace our job role and responsibilities. Employers need to first recognise the bias problem that exists, before taking steps to support visibility and the unique needs that come with a dispersed workforce.

Northern Ireland’s employment laws being left behind, warns senior lawyer

A leading local employment lawyer has said Northern Ireland workers and employers are being left in limbo due to the ongoing absence of the Executive.

Ian McFarland, employment partner at Eversheds Sutherland Belfast, has said new legislation and regulations which have come into force in Great Britain and the Republic of Ireland, coupled with the inability to progress legislation locally, mean Northern Ireland’s employment laws are being left behind compared to neighbouring jurisdictions.

Mr McFarland has highlighted several pieces of legislation which have been enacted in Great Britain last month.  These include new legal rights for parents of children requiring neonatal care, the right to unpaid leave for employees with caring responsibilities, protection for workers who receive tips, and increased rights for employees on or recently returned from family leave in a redundancy situation. Parents in the Republic of Ireland have also been granted stronger working rights to avail of breastfeeding breaks and unpaid leave for carers for medical purposes through provisions in the Work Life Balance Act.

Meanwhile, local legislation, including in relation to gender pay gap reporting, domestic abuse “safe leave”, and zero-hours workers remains on hold pending restoration of the Executive.

It comes as the Department for the Economy’s 10X Delivery Plan 2023/24, published last week, included commitments to ensure “employment relations framework remains fit for purpose”. However, without a minister, policy proposals or new legislation cannot be progressed.

Ian McFarland, Partner – Employment, Eversheds Sutherland Belfast said:

“The ongoing absence of political decision-making in Northern Ireland is having a significant and severe impact on all of our public services including our education system, the health service, our road networks, and much more. However, the lack of an Executive and an Assembly is also putting a halt on bringing forward progressive employment legislation which protects workers and employers alike.

“We’ve seen with recent legislation and regulations which have come into force in Great Britain, and the Republic of Ireland how government can support businesses and workers in the workplace and ensure a commitment to issues of diversity, inclusion, and stronger employment rights, particularly for working families. However, as employment law is devolved to Northern Ireland, none of the new laws will apply here.

“That includes the Employment (Allocation of Tips) Act 2023 which is expected to come into force next year and will make it unlawful for employers to withhold tips from staff. It also includes stronger protections for parents and caregivers, such as the Protection from Redundancy (Pregnancy and Family Leave) Act which will give those who are pregnant or recent returned from family related leave priority status for redeployment opportunities in a redundancy situation, as well as the Neonatal Care (Leave and Pay) Act which will give families a statutory entitlement to paid leave from work if their baby needs neonatal care.

“The Covid-19 pandemic has utterly changed the world of work and brought with it new challenges and issues for employers and employees to navigate. Governments across these islands are cognisant of this fact and are putting in place new legislation which reflects this new reality. While it is positive that the Department for the Economy is progressing with policy proposals to ensure our employment laws are as up to date as possible, only an Economy Minister will be able to bring forward the new legislation that we need in Northern Ireland to deliver for workers and businesses. The ongoing political paralysis means that our employment laws will remain outdated and unfit for the new working world.”

Keith & Kristyn Getty conclude first World Tour at Sydney Opera House

Keith and Kristyn Getty perform at the Sydney Opera House for the Australian leg of the Sing! World Tour which also saw the couple perform at the SSE Arena in Belfast and the Star Theatre in Singapore.

Northern Irish hymn writers and GRAMMY®-nominated recording artists Keith and Kristyn Getty, known for the song “In Christ Alone,” celebrated a debut performance at the Sydney Opera House yesterday. The concert concluded the Sing! World Tour, which spanned three continents.

Prior to the Australian leg of the tour, the Gettys performed in Belfast, Northern Ireland at the SSE Arena and in Singapore at the Star Theatre. Over 19,000 people attended the various concerts.

The Gettys are no strangers to iconic venues, having previously appeared at Carnegie Hall, the Kennedy Centre, the Grand Ole Opry House, and London’s Royal Albert Hall. 

Widely considered ambassadors for the hymn genre, Christianity Today named the Gettys “preeminent” hymn writers of our generation who have “changed the way evangelicals worship.” Beginning with “In Christ Alone,” the Gettys have written or published 38 of the 500 most sung songs in US/UK churches. Their original publishers, Integrity Music, estimate that over 100 million people around the globe sing their hymns each year. In 2018, Keith Getty became the first contemporary church musician of the modern era to receive the OBE from Queen Elizabeth II for his services to music and hymnody.

The Getty’s global tour incorporated a blend of Celtic music, bluegrass, folk, classical, and gospel, accompanied by a band of virtuosic musicians from Nashville and Ireland. Featured guests included saxophonist Kirk Whalum (known for his collaborations with Whitney Houston and Luther Vandross), jazz vocalist Dana Masters (longtime background singer with Van Morrison), leading Australian children’s TV personality and country singer Colin Buchanan, contemporary worship artists CityAlight and Matt Papa, and classical group New Irish Arts.

Throughout the tour the Gettys featured selections from their GRAMMY®-nominated album Confessio: Irish American Roots, which they described as a “love letter to Northern Ireland.” The record includes Celtic and folk arrangements of classic hymns alongside original repertoire. Many of the songs featured on the tour were first performed at the Sing! Conference in Nashville, which the Gettys founded in 2017. The event, taking its name from the Gettys' book Sing! How Worship Transforms Your Life, Family, and Church, has grown into an annual music festival attended by thousands both in Nashville and online.

The Sing! World Tour will continue in the upcoming years, with the Gettys planning to lead the singing at the Fourth Lausanne Congress in Seoul, South Korea in 2024, and to host concerts in Latin America and Africa in 2025. The Gettys have also announced a Christmas tour throughout the United States in December 2023 including appearances at Carnegie Hall and The Museum of the Bible.

Speaking as the Gettys first world tour concluded at the Sydney Opera House in Australia, Keith Getty OBE, said:

“It was an utter privilege and delight on our first visit to Australia to fill the Sydney Opera House with congregational singing—hymns old and new that stir our hearts with the beauty of Christ.”

Kristyn Getty, added:

“Our debut performance at the Sydney Opera House has been a humbling experience. To stand on such a well-known stage and yet remember that each of us is merely a jar of clay in the hands of the Lord, a vessel for his truth and goodness and beauty – and to hear the global people of God raise their voices in awe and wonder at the good news of Christ, has been nothing short of extraordinary”.

Victims and Survivors Service Northern Ireland appoints Andrew Walker as Chief Executive

Victims and Survivors Service NI Chief Executive, Andrew Walker.

The Victims and Survivors Service (VSS) has appointed Andrew Walker is its new Chief Executive Officer following a recruitment process.

As Chief Executive, Andrew will play a critical role in leading the organisation and ensuring the effective delivery of its support and services to victims and survivors who have been impacted by the Troubles/conflict, Historical Institutional Abuse, and Mother and Baby Institutions, Magdalene Laundries and Workhouses.

As Accounting Officer, he will also oversee all matters relating to financial propriety and economic administration of the organisation.

Andrew is a Chartered Accountant by background and has been working with the VSS for more than six years. Prior to becoming CEO, he has held a number of roles across the VSS Senior Management Team, including Head of Corporate Services and Head of Service Development.

Prior to joining the VSS, Andrew was Corporate Accountant with the Special EU Programmes Body which is responsible for the delivery of EU Funding Programmes in Northern Ireland and the Border Region.

The VSS is an Arm’s Length Body of The Executive Office (TEO), and its aim is to improve the health and wellbeing of victims and survivors.

Andrew has played a critical role in the extension of VSS services in recent years as it evolved from supporting victims and survivors of the Troubles/conflict, to now also supporting survivors of Historical Institutional Abuse, and those impacted by Mother and Baby Institutions, Magdalene Laundries and Workhouses.

Andrew has a degree in Economics and Accounting from Queen’s University Belfast.

Chief Executive of the Victims and Survivors Service, Andrew Walker said:

“I am thrilled to be appointed Chief Executive of the VSS. Since joining the organisation in 2017, I have had the opportunity to work with a fantastic team who are entirely dedicated to the people we serve every day. The VSS is proud to play an important role, alongside our community partners, in supporting victims and survivors to lead more healthy, fulfilling lives. That drives us forward in our work and I hope to be able to continue to deliver on this important work as Chief Executive.”

Chair of the VSS, Oliver Wilkinson said:

“Andrew has played an integral role in the Victims and Survivors Service during the past six years and his contribution has been critical in getting the organisation to where it is today. We are very pleased to be able to appoint him in a permanent capacity as the Chief Executive, and know he will lead from the front, motivate the team and continue to deliver excellent support services to some of the most vulnerable people in our society.”

Lack of an Executive putting cancer patients at further risk, says Cancer Focus NI

CFNI CEO Richard Spratt.

Cancer Focus Northern Ireland has said the ongoing absence of an Executive and Assembly is putting cancer patients and those awaiting a diagnosis at further risk. 

It follows the publication of the latest NI Cancer Waiting Times Statistics for January – March 2023 from the Department of Health which shows another failure to meet its own targets.

Cancer Focus, Northern Ireland’s local cancer charity which supports cancer patients, their families and carers, has expressed concern about the latest figures and says the lack of local political decision-making means cancer patients are being left behind.

The charity has said Northern Ireland’s new cancer strategy, published before the Assembly’s collapse last year, can only be successful through political stability, ministerial direction, and full, medium-to-long-term funding.

Speaking after the publication of the latest NI Cancer Waiting Times Statistics for January – March 2023 from the Department of Health, Cancer Focus NI CEO Richard Spratt said:

“The latest statistics published by the Department of Health are deeply frustrating once again, but not surprising. While Cancer Focus NI and our colleagues across the sector welcomed the publication of last year’s Cancer Strategy as an important milestone, we warned that it would only be a success through proper funding, political stability, and strong ministerial direction.

“The ongoing absence of our political institutions at Stormont is having a major impact on public services. The resulting uncertainty is very worrying, particularly for third and voluntary sector partner organisations. The Department of Health has consistently failed to meet its own targets when it comes to cancer waiting times and lists. We are deeply concerned that the ongoing fiscal pressures across the public sector, combined with the turmoil within the wider health system when it comes to workforce challenges, transformation, and waiting lists, will mean that cancer patients are left even further behind.

“More missed targets means even less confidence and faith from patients in the health system. We know what is important when it comes to a cancer diagnosis – quick access to your GP, early diagnosis, and beginning treatment as swiftly as possible to improve your chances of survival and recovery. These latest statistics, however, prove once again that this is not happening with nearly enough people affected by cancer in Northern Ireland.

“While we will continue to engage with our political representatives to support the restoration of the Executive where possible, now is the time for decisive action from our political leaders. People across Northern Ireland deserve and demand better. Health is consistently ranked as their number one priority. It’s crucial that we have a functioning government back as soon as possible to deliver for cancer patients, improve cancer outcomes in Northern Ireland, and ultimately address the serious strains on our health system.”

Cancer Focus NI to develop new regional centre in Enniskillen with major £3m investment

(L-R) Ivan McMinn MBE, Cancer Focus NI Chairperson; Ciarán Fenton, Cancer Focus NI client; James Hamilton, 5th Duke of Abercorn, KG; and Richard Spratt, Cancer Focus NI CEO.

Cancer Focus Northern Ireland has identified Enniskillen as the location for its first new regional support centre to support people affected by cancer.

It follows the publication of the charity’s new five-year strategy last week which revealed plans to open five regional support centres across Northern Ireland by 2027 to create local spaces of sanctuary and support for people impacted by Cancer across the region in a major shake-up in how cancer care is delivered in Northern Ireland.

The first of the new centres will be developed in Enniskillen, Co. Fermanagh and was made possible through part funding provided by a Department of Health Cancer Charities Support Fund grant, that provided over £418,000 towards this innovative project. In total, a £3m investment will be made in the centre over the next decade.

The overall investment announced will include the development of a new Cancer Focus NI retail unit at Shore Road in the town and the development of a new state of the art Cancer Focus NI regional support centre on High Street in Enniskillen. It is expected that the redevelopment of the centre will commence in autumn 2023, following the granting of planning permission, with a projected opening date of spring 2024.

Part of the proposals announced under the new Cancer Focus NI strategy include the planned sale of Cancer Focus Northern Ireland’s current headquarters on Belfast’s Eglantine Avenue to help fund these ambitious plans. Other key aspects of the new strategy include:

• Increase public awareness of how to reduce the risk of cancer and promote healthier living;

• Funding research on primary cancers of unmet need;

• Supporting research into the personal and social outcomes of local people affected by and experiencing cancer; and

• Creation of multi-purpose retail outlets to compliment the cancer support centres.

A network of bespoke, regional cancer support centres is proposed for development across Northern Ireland and will allow flexibility in how people engage with cancer specialists or avail of individual or group therapeutic support and aim at bringing cancer care into communities and onto the high streets, the centres will be designed to ensure that visitors experience a sense of being away from the clinical environment of a hospital.

Local support centres will also offer space and opportunity for relaxation, reflection and solace as well as providing vital emotional and practical support services along with access to information and advice relevant to the needs of each person and their family.

After constructive meetings with Palliative Transport Care in Enniskillen, a partnership between both charities will see Cancer Focus NI roll out its existing Driving Service in the local area. Already successfully operating in the South Eastern and Belfast Health Trusts and parts of the Northern Trust, both organisations will learn from one another and quickly grow an Enniskillen volunteer driving service that will benefit even more local people.

Richard Spratt, Chief Executive of Cancer Focus Northern Ireland said:

“Our newly published five-year strategy is an exciting and ambitious plan that will see Cancer Focus Northern Ireland imbed itself into local communities to meet the needs of local cancer patients in the towns and cities across the region.

“Enniskillen has been chosen as the first location for these new centres for a number of reasons. There is a recognition of the town’s remoteness and, by opening a new support centre in the town, we hope to address and target under provision of cancer care for local people in Fermanagh and the surrounding areas. As Northern Ireland’s local cancer charity, it is our mission to ensure that the people we support have access to the services they need in their communities.”

Peter May, Permanent Secretary at the Department of Health, added:

“The Department of Health is delighted to support Cancer Focus NI as the organisation begins rolling out its new five-year strategy and supporting those affected by cancer across Northern Ireland. Through the Department’s Cancer Charities Support Fund, we have allocated over £418,000 towards the development of the new Cancer Focus NI regional support centre in Enniskillen. Cancer Focus NI’s new sub-regional model is an exciting and innovative approach to cancer support in the community and we are pleased to support this vital work.

“Joint-working and strong collaboration between government and charities like Cancer Focus NI are crucial if we are to improve cancer care locally and support patients as best as we possibly can to deliver the best outcomes.”

Reflecting on his cancer journey and support from Cancer Focus Northern Ireland, Ciarán Fenton said: 

“I started feeling unwell towards the end of 2021. At first, I thought it was muscular issues, but after visiting my GP and receiving scans, tests, and a bone marrow biopsy a diagnosis of mantle cell lymphoma was finally confirmed in February 2022. I started on the Nordic chemotherapy protocol in early March at Belfast City Hospital Bridgewater Cancer Centre but that was suspended as I needed a chest drain and then a lung operation at The Royal Victoria Hospital, Belfast.   

“I resumed my chemotherapy sessions as an inpatient and outpatient over several months which culminated in a stem cell transplant in October 2022. I found the whole experience extremely traumatic, as did my family, not least because of the long periods of isolation with no visitors because of Covid. 

“However, the support provided by the team at Cancer Focus Northern Ireland throughout my treatment was excellent and helped me, and my family, through some dark days. Their insightful counselling service allowed me to talk through my feelings, needs and anxieties. 

“I highly recommend Cancer Focus NI to anyone going through chemotherapy. There used to be a stigma attached to counselling and therapy. Thank goodness that’s gone. No one need feel anxious about counselling. The opposite in fact. It will help you through the difficult days as it did for me and my family. 

“My experience supports Cancer Focus Northern Ireland’s new strategy and regional approach which I believe will be deeply impactful on cancer patients and their families. Having these support centres on high streets, beside shops and retail units, and in the heart of communities will go a long way to normalising cancer support and services in everyday life. 

“I am delighted that the first centre will be opened in the coming months near where we live in Enniskillen. I know that this facility will make a huge difference to the lives and experiences of those affected by cancer and their nearest and dearest.”