Category: Uncategorized

Javvy Coffee launched in 2020 with a clear goal: to make energy simpler, cleaner, and easier to use. In a market full of sugar-loaded drinks, stimulant-heavy powders, and complicated routines, they saw a better way.
The company introduced a straightforward product—protein coffee with just enough caffeine and no added sugar—that could be used anywhere, anytime.
From the start, Javvy positioned itself not as a trendy wellness brand, but as a routine builder. The team listened closely to everyday consumers, from cold plunge enthusiasts and personal trainers to students, teachers, and shift workers. What they learned helped shape every decision—formulation, format, and even how the brand grew.
Javvy Coffee offers products that fit seamlessly into busy lives. The powder format and shelf-stable design make it ideal for people who don’t have time to meal prep or hit the drive-thru. It’s become a staple in car cup holders, gym bags, office drawers, and even post-workout routines.
The company continues to grow by focusing on what works. Not by chasing viral trends, but by staying close to the people using their product every day. In a crowded market, Javvy has built its leadership not by shouting, but by showing up—quietly reshaping how we think about energy and routine.
You can learn more about Javvy Coffee and their approach to functional energy at their website.
Q&A with Javvy Coffee on Energy, Routines, and Staying Focused
How did the idea for Javvy Coffee first come about?
It started with noticing the way people were using caffeine. So many were either skipping breakfast or pairing sugary coffee with nothing else. That led to crashes, fatigue, and frustration. We thought—what if there was something simpler? Something with caffeine and fuel that actually fit into a busy routine?
What was the first version of the product like?
The original Coffee Concentrate came first. It was clean and flexible, but we kept hearing people say they wanted something ready-to-go. So we worked on a shelf-stable protein coffee with 80mg of caffeine and 10g of protein. It’s light, it travels well, and it’s built for real routines—not ideal ones.
How important was customer feedback in shaping your direction?
It’s everything. One runner in Denver told us they used to drink a big shake before runs but felt too heavy. Our product let them get out the door faster without the bloat. A cold plunge user in Austin said they drank it right after getting out of the tub to warm up without the espresso shakes. These weren’t edge cases—they became the map.
How do you define success now?
It’s when we see our product show up in someone’s real routine. In their gym bag, in the car, or tucked into a backpack between classes. If someone reaches for it without having to think, we’ve done our job.
What’s changed about how people approach caffeine?
People are more intentional. They want balance, not just a boost. Many are moving away from high-stim pre-workouts and sugary drinks. They want energy that supports focus, movement, and recovery—not something that spikes and crashes.
How do you see Javvy Coffee fitting into that shift?
We’re not asking people to overhaul their lives. We’re just helping them swap one better decision into the routine they already have. We like to say: we’re not loud, but we’re consistent.
What advice would you give to other founders in the functional beverage space?
Don’t chase trends. Build around real habits. Watch how people actually use your product—not how they say they want to use it. There’s gold in the quiet details.
What’s one routine you personally stick to that keeps you grounded?
Cold plunge, Javvy, and 30 minutes of deep work. That sets the tone for everything else. It’s not fancy, but it’s effective.
What’s next for the brand?
We’re still focused on learning and listening. We don’t want to grow just for the sake of it. Every decision has to come from how people are using us, and what helps them move better through their day.
Read more:
What Powers Progress: A Conversation with Javvy Coffee

Entrepreneur and Dragons’ Den star Steven Bartlett is preparing to launch a new tech news website later this month, as he expands his fast-growing media and business empire.
The publication, reportedly called Founded, will cover the technology and start-up landscape across the UK and US, according to City AM. Bartlett is understood to be hiring around 10 journalists alongside an editor-in-chief as he builds out a full newsroom.
A holding page on Founded.com has replaced the earlier preview content, but cached versions hint at the publication’s mission: “FOUNDED is a culturally fluent business publisher built for the founders of today… trusted by entrepreneurs, operators, and builders around the world.”
The move comes shortly after Bartlett unveiled a new parent company, Steven.com, and secured an eight-figure investment valuing the business at about £320 million. The firm, incorporated in the US, now houses Bartlett’s creator-led ventures including FlightStory, FlightCast, and FlightFund, with Bartlett retaining more than 90% ownership.
Bartlett has become one of the UK’s most influential business personalities, hosting The Diary of a CEO podcast since 2017 and investing in more than 60 companies, among them matcha drink Perfect Ted and hydration brand Cadence.
Speaking during a recent visit to FlightStory’s London headquarters, he said he saw his current ventures as merely the starting point. “I’m less than 1% of the way on my journey,” he said. “If we do a good job in laying good foundations, I think the business will exist long after I’m gone.”
Drawing a comparison to Disney’s 102-year legacy, Bartlett said he aims to build a generational media company that helps define the future of the creator economy.
Read more:
Steven Bartlett to launch new tech news website as media ambitions grow

Prime Minister Keir Starmer has denied accusations that Chancellor Rachel Reeves misled the cabinet or the public over the state of the public finances ahead of last week’s Budget, after a fresh row erupted between the Treasury and the Office for Budget Responsibility (OBR).
Speaking at a nursery in London, Starmer defended Reeves’ tax rises and her decision to scrap the two-child benefit cap, despite weeks of speculation over possible income tax hikes. He insisted that revenue-raising measures were unavoidable and dismissed allegations that the government exaggerated the scale of its fiscal challenges.
“There was no misleading,” he said. “It was inevitable we would always have to raise revenue. I was clear we needed more headroom.”
His comments follow criticism of the Treasury’s pre-Budget handling after Reeves repeatedly signalled that income tax rates might be raised — a position later abandoned. Reports suggested the Treasury believed there was a £30bn shortfall in fiscal headroom, a figure now disputed by the OBR.
In a letter to the Treasury Select Committee, OBR chair Richard Hughes confirmed that there was no significant deterioration in the public finances after 20 October, aside from the government’s decision to ditch planned welfare cuts. That assessment contradicts claims circulating in early November that the UK faced a much deeper fiscal hole.
Further questions have arisen about the timing of Reeves’ statements. On 5 November, she implied Labour was prepared to break its manifesto pledge on income tax. By 13 November, media briefings claimed tax rises had been shelved due to improved forecasts. The OBR has since confirmed no such improvement occurred in that period.
The BBC’s political editor, Chris Mason, said on Monday that the Treasury had “misled the public” by allowing speculation to build on inaccurate or incomplete information.
Starmer rejected the accusation, pointing instead to the OBR’s productivity review, which downgraded trend growth forecasts and forced the government to raise additional revenue. He said he was “bemused” that the OBR had not revised these figures before the General Election.
“I’m not angry at the productivity review,” he said. “It’s a good thing to do them from time to time.”
He added that the OBR remained “vital and integral” to maintaining financial stability.
Hughes is due to appear before MPs on Tuesday in what is expected to be a tense hearing between the OBR and the Treasury.
Starmer’s remarks came during a speech outlining the government’s next phase of its economic growth agenda. He identified three priorities — deregulation, welfare reform, and boosting trade ties — as central to raising living standards.
He also appeared to confirm that the government will back all recommendations from economist John Fingleton’s review of the nuclear sector. The review found that a planning system dominated by “process over outcomes” had made the UK the costliest place in the world to build nuclear power plants.
“I am accepting the Fingleton recommendations,” Starmer said, with business secretary Peter Kyle instructed to extend reforms across other sectors.
“Today represents the biggest, most radical change to nuclear regulation in our country’s history,” said Lawrence Newport of Looking for Growth. “These reforms will transform our energy sector, allowing us to make more energy here and reduce bills for households and businesses.”
Read more:
Starmer rejects claims government misled public as tensions with OBR escalate

The UK’s financial watchdog is preparing to bring Environmental, Social and Governance (ESG) ratings agencies under formal regulation for the first time, in what is being described as the most sweeping overhaul of sustainable finance rules in the country’s history.
The Financial Conduct Authority (FCA) has launched a consultation setting out plans to police the rapidly expanding ESG ratings sector, which has grown into a $2.2bn (£1.6bn) global industry as investment managers increasingly embed ESG criteria into their strategies.
Ratings agencies assess companies and funds on environmental impact, social responsibility and governance standards. But the sector’s explosive growth has triggered persistent concerns about inconsistent scoring, opaque methodologies and potential conflicts of interest, particularly where ratings providers also offer consultancy services to the same firms they assess.
Under the FCA’s proposals, agencies would be required to disclose their methodologies and data sources, and identify and manage any conflicts. The move follows warnings from investors and regulators worldwide that divergent ESG scoring practices undermine confidence in sustainable finance.
James Alexander, chief executive of the UK Sustainable Investment and Finance Association, welcomed the proposals. “We particularly welcome the emphasis on transparency and consistency with international standards,” he said, noting alignment with earlier recommendations from the International Organisation of Securities Commissions (IOSCO).
The government’s decision to back FCA oversight comes despite the Chancellor and Prime Minister pushing regulators to slash “excessive red tape” in a bid to stimulate economic growth. Ministers wrote to major regulators last year demanding proposals to lighten regulatory burdens on businesses.
Nevertheless, the FCA says regulating ESG ratings could generate £500 million in net benefits over the next decade by reducing the due diligence costs that asset managers currently bear when comparing divergent ratings methodologies.
The proposals appear to have broad industry backing: 95% of respondents to a government survey supported bringing ESG ratings under regulatory oversight.
Andy Ford, head of responsible investment at St. James’s Place, said regulation was a welcome step but cautioned against assuming it will resolve every challenge in the market. “ESG ratings can differ between providers because methodologies differ,” he said. “Investment managers shouldn’t be overly reliant on third-party ratings. These should be one input among many, compared with in-house analysis rather than outsourced judgement.”
The consultation is open until March next year, with final rules expected towards the end of 2026.
Read more:
FCA to regulate ESG ratings providers amid transparency and conflict-of-interest concerns

Chancellor Rachel Reeves’ assertion that the Autumn Budget delivers the “lowest tax rates since 1991” for more than 750,000 retail, hospitality and leisure properties has been called into question after detailed analysis revealed that most high-street premises will in fact face significantly higher business-rates multipliers next year.
Reeves told MPs that she was introducing the lowest tax rates in over three decades, using the phrase “tax rates” in the plural. However, the claim hinges entirely on a new 38.2p multiplier for Retail, Hospitality and Leisure (RHL) properties with a rateable value between £12,000 and £51,000 — and even this headline figure is not what many premises will actually pay in practice.
Treasury documents confirm that any RHL property not receiving transitional relief will also face a 1p supplement, raising the effective rate for thousands of small sites to 39.2p rather than the 38.2p highlighted in the Chancellor’s statement.
For medium-sized high-street properties with rateable values between £51,000 and £500,000, the business-rates multiplier will be 43p, or 44p with the supplement — levels far above those seen in 1991. Large premises with a rateable value exceeding £500,000 face the sharpest rise, with a 50.8p multiplier, increasing to 51.8p once the supplement is applied.
These rates are among the highest ever charged and more than 12p higher than the 38.6p national rate used in 1991/92. Meanwhile, most RHL properties with rateable values under £12,000 already pay no business rates due to Small Business Rate Relief, meaning the Chancellor’s comparison with 1991 is irrelevant for them.
The analysis, conducted by global tax firm Ryan, also reveals that overall support for the high street will fall by £420 million next year, contradicting the impression given in the Budget speech.
The current 40 per cent RHL discount, capped at £110,000 per business, will cost the Exchequer £1.385 billion in 2025/26. From April 2026, it will be replaced with a new structure in which RHL multipliers sit 5p below the standard rate, funded by a new 2.8p surtax on high-value properties with rateable values above £500,000.
That surtax is expected to raise £965 million in 2026/27 — a reduction of £420 million compared with the support offered by the existing discount.
Alex Probyn, Practice Leader for Europe & Asia-Pacific Property Tax at Ryan, said the government’s message does not reflect the actual impact on high-street businesses. “A large number of premises will pay far higher tax rates than in the early 1990s, with many now facing the highest rates ever applied,” he said. “When you look at the total funding envelope, support for high-street businesses falls by £420 million next year. The headline message just doesn’t match the fiscal reality.”
While some small RHL properties will see a lower multiplier, the majority will not benefit from anything resembling 1991-level rates. Most will pay considerably more, and the government’s overall support for the sector is shrinking rather than expanding. The result, according to the analysis, is a system that lowers rates for a narrow group of businesses while increasing them for many others — leaving the Chancellor’s headline claim open to serious challenge.
Read more:
Reeves’ “lowest tax rates since 1991” claim challenged as analysis shows most high-street premises will pay far more

The proportion of women studying computing degrees in the UK has risen to 25 per cent for the first time, according to new analysis of Higher Education Statistics Agency (HESA) data by online lab-hosting platform Go Deploy.
The study, which examined gender representation across five years of IT, engineering and technology degrees, highlights slow but steady progress in efforts to diversify the UK’s tech talent pipeline. Yet the figures also underline how far the sector still has to go: men continue to dominate both education pathways and the workforce, with 70.4 per cent of Information and Communication roles currently held by male employees.
Women’s representation in computing degrees rises from 20% to 25% in five years
The research shows a consistent upward trend:
• In 2019/20, women made up 19.9% of all computing students
• By 2023/24, that figure had climbed to 25.3%, with 48,415 women enrolled
Total student numbers increased across the period, but the growth in female participation outpaced that of male students.
Progress is also visible at undergraduate level. Women now make up:
• 19.8% of engineering and technology undergraduates (up from 18.2% in 2019/20)
• 21.1% of computing undergraduates (up from 17.1% over the same period)
These changes remain small but encouraging indicators of cultural and structural shifts within university programmes.
Workforce still heavily male-dominated
Despite educational improvements, the UK’s tech workforce remains far from gender-balanced. ONS data shows that over 70% of jobs in Information and Communication are held by men — a ratio largely unchanged over the past five years.
Go Deploy warns that without accelerating progress in early education, the industry risks perpetuating an entrenched talent divide.
‘Start early, show role models, build community’: insights from a female Computer Science student
Go Deploy spoke to Aurelia Brzezowska, a BSc Computer Science student at Staffordshire University, who said that despite improvements, female students still feel heavily outnumbered.
“I’d estimate the female-to-male split on my course is around 1:9,” she said. “That can make you feel like a minority.”
Brzezowska believes change needs to begin much earlier than university.
“To increase female uptake, we need to start early. Show more female role models and teachers in primary and secondary school. Build clubs and communities that support minorities. Higher education can’t make up for everything.”
She added that targeted programmes, scholarships and partnerships with Women in Tech organisations could make a substantial difference.
“I wouldn’t have stayed in my pathway if certain lecturers hadn’t encouraged me to be the change I want to see.”
Go Deploy’s analysis reveals that representation is improving, but slowly. The organisation says more systemic intervention is needed across schools, universities and employers, especially as the UK continues to face critical digital skills shortages.
Read more:
One in four computing students is now female, new research shows – but gender gap remains wide across the UK tech pipeline

Britain could face a Christmas crisp shortage after workers at KP Snacks’ Billingham factory — home to Hula Hoops, McCoy’s, Pom-Bears and Discos — voted overwhelmingly to take strike action.
Eighty-five per cent of GMB union members employed as process operatives backed industrial action after KP allegedly imposed additional duties and responsibilities without any corresponding increase in pay.
In response, KP Snacks has suspended all staff holiday requests while the company assesses the potential impact of a strike — a move the union says looks punitive. GMB has confirmed it is seeking legal advice on whether the decision breaches employment law. Members will now meet to confirm strike dates.
Paul Clark, GMB organiser, said KP workers were being pushed too far.
“These are skilled workers who keep production running and supermarket shelves stocked,” he said. “Yet they’re being asked to take on extra duties for the same pay. If they’ve been asked to do extra work, they should get more pay.”
Clark warned that the dispute could hit national supply during one of the busiest retail periods of the year.
“It’s crunch time for KP bosses. Unless they want to see shelves empty this Christmas, it’s time to get back round the table and sort this out.”
KP Snacks is one of the UK’s biggest savoury snack producers. The Billingham site plays a major role in the production of core brands that dominate festive snack sales. Any strike action in the coming weeks risks disruption across supermarkets, wholesalers and convenience retailers.
KP Snacks has been contacted for comment.
Read more:
Christmas crisp shortage feared as Hula Hoops and McCoy’s workers vote to strike

A long-standing tax relief that helps home-based workers cover household expenses will be scrapped from April 2026, in a move that will affect an estimated 300,000 employees and raise tens of millions for the Treasury.
The relief — originally introduced more than a decade ago and widely used during the pandemic — allows employees who are required to work from home and receive no reimbursement from their employer to claim either their actual additional costs or a standard rate of £6 per week without providing receipts.
From 6 April 2026, this entitlement will be abolished, removing a benefit worth £62 a year for basic-rate taxpayers and £124 a year for higher-rate taxpayers. The Treasury says the decision is aimed at tackling widespread non-compliance, arguing that more than half of claims fail verification checks.
HMRC said claims surged during and after the pandemic, with many employees continuing to claim the allowance even when no longer formally required to work from home. Ministers argue the move is about restoring “fairness” to the system.
While employers will still be allowed to reimburse home-working costs tax-free, the government acknowledges that the change may create pressure on businesses to cover expenses themselves — effectively shifting the burden from HMRC onto firms already facing tight margins.
The relief was first introduced in 2011–12 as a £4-per-week allowance, increased to £6 during the pandemic. At that time, eligibility rules were loosened so millions forced to work remotely could claim without meeting the traditional requirement of being contractually obliged to work from home.
Budget documents show the Treasury expects to raise £10 million in 2026–27, rising to £30 million in 2027–28, and stabilising at £25 million per year thereafter.
Civil servants insist the measure will have “no significant macroeconomic impact”, though it represents yet another incremental cost rise for working households.
HMRC says the policy has “no direct impact” on employers because it targets individual taxpayers, but officials concede some businesses may face increased expectations to provide tax-free reimbursements in the absence of the relief.
The decision comes amid a broader tightening of tax reliefs and deductions as the government seeks to close revenue gaps while claiming to protect “fairness” in the tax system.
Read more:
HMRC to scrap homeworking tax relief from 2026, hitting 300,000 employees

With the UN’s International Day of Persons with Disabilities approaching on 3 December, new findings suggest that while UK employers overwhelmingly want to hire more disabled staff, many lack the confidence, tools or understanding to do so.
Almost one in four working-age adults in the UK has a disability – a figure that continues to rise. Yet disabled people still face stark inequalities in the labour market. The recent Keep Britain Working review, led by Sir Charlie Mayfield, found that disabled people remain locked out of work at twice the rate of non-disabled people, leaving an employment gap of almost 30 percentage points. For those with learning disabilities, paid employment stands at just 4.8 per cent.
To mark the global awareness day, Mayfield has joined forces with the Disability Charities Consortium, a coalition of nine leading charities, to galvanise HR leaders and major employers into building truly inclusive workplaces.
“Lots of employers want to do more to recruit and retain disabled employees, but don’t know where to begin,” said Diane Lightfoot, chief executive of the Business Disability Forum and co-chair of the consortium.
Their concerns are backed by data. A 2022 analysis of FTSE 100 companies found that although 99 per cent had inclusive mission statements, only 37 per cent had disability inclusion initiatives in place. A 2024 survey by the Department for Work and Pensions revealed that just 35 per cent of employers felt confident recruiting disabled candidates.
Despite widespread hesitation, several major businesses are demonstrating how to make meaningful progress.
Whitbread – owner of Premier Inn – operates its Thrive programme, which offers immersive, hands-on training for young people with special educational needs and disabilities. Trainees learn in fully functioning “mini-Premier Inn” training facilities that mirror real hotel environments. Two new sites opened this year in Liverpool and Lincoln, and the company aims to support 100 interns annually.
“Thrive shows how the private sector can meet the moment,” said Simon Ewins, Whitbread’s managing director. “It’s not just a corporate initiative – it’s a blueprint for inclusive employment at scale.”
Asda works with DFN Project Search to provide supported internships for young people with autism and learning disabilities. The scheme, launched in 2023, has already expanded to 22 stores, with nearly half of interns securing jobs.
“When businesses see the talent these young people bring, perceptions change,” said James Goodman, Asda’s chief people officer.
At Marks & Spencer, 30 per cent of participants in its long-running Marks & Start programme have a disability. Since launch, 12,000 young people have taken part and half have secured jobs with the retailer.
Disability inclusion is not just a moral imperative – it is also a business opportunity. Disabled households have a combined spending power of £446 billion, up 30 per cent in the past year – a market often referred to as the “purple pound”.
“These employees are loyal, highly motivated and have lower absenteeism,” said Alex Margolies, CEO of Toucan Employment. “Inclusive employers not only attract socially-minded customers – they also build more productive and compassionate workplaces.”
Becoming a disability-confident employer does not need to be complex.
Katharine Weston of Mission EmployAble said employing people with learning disabilities is often far less daunting than employers assume – and the benefits can be transformative.
Practical measures include rethinking recruitment language, offering accessible materials, guaranteeing interviews for disabled applicants who meet minimum criteria, and making simple workplace adjustments such as visual schedules, colour-coded instructions or flexible assessment formats.
Many companies also establish disability staff networks and sign up to the government’s Disability Confident programme.
“Helping people grow big careers is special”
Rachel Howarth, Whitbread’s chief people officer, said the company’s commitment is grounded in both values and business sense.
“With a workforce of 35,000, many of our people have visible and non-visible disabilities,” she said. “Our workforce should reflect our guests. Fewer than 5 per cent of people with learning disabilities are in paid employment — that’s not just a statistic; it’s a call to action.”
“There’s something special about creating opportunities for people who never thought they’d have a career like this. A diverse workforce isn’t just good ethics — it’s a source of strength for individuals, teams, customers and investors.”
Read more:
Employers want to hire disabled staff – but many don’t know where to start