Britecare

The general challenge we are solving is how to ensure that a rapidly ageing population can receive the level of care it needs when there are insufficient carers. A specific challenge we can address within this is how can family members with caring responsibilities be given the ability to continue living more of their regular lives?

We are in the midst of an unprecedented transition in global demography.
The world’s population is aging rapidly, and older adults compose a
larger proportion of the world’s population than ever before–a share
that will only increase over the next century. By 2050, the percentage
of the United States’ population that is aged sixty years and older will
grow from the current figure of about 20 percent to 27 percent. The
global number of centenarians worldwide–those aged one hundred years and
older–is expected to more than double by 2030, with projections of
nearly 3.4 million by 2050.

In Great Britain there are 2.2 million people aged 75 and over living alone, an increase of almost 24% over the past 20 years (ONS). At a time when the Covid-19 pandemic has increased their isolation, and with the rising deaths amongst this group, there is a growing societal need to protect them. The situation is similar in many countries, including developing countries where economic progress is leading to a move away from living in extended families to nuclear families often living in cities some distance from their parents and grandparents.

Regarding people with caring responsibilities, some facts and figures from Carers UK:

• Every day another 6,000 people take on a caring responsibility – that equals over 2 million people each year.
• 58% of carers are women and 42% are men.
• 1.4 million people provide over 50 hours of care per week.
• Over 1 million people care for more than one person
• As of 2020, Carers UK estimated there were around 13.6 million people caring through the pandemic.
• 5 million people in the UK are juggling caring responsibilities with work - that's 1 in 7 of the workforce.
• However, the significant demands of caring mean that 600 people give up work every day to care for an older or disabled relative.

The last two points in particular mean that many people are suffering a substantial loss in quality of life.

Complete Remote Healthcare Assurance

BriteCare is a wearable and app for vulnerable people living alone or in assisted living. It tracks their movement precisely and analyses their behaviour pattern inside their homes through Artificial Intelligence to identify anomalies and send alerts to carers.

Thanks to the flexible nature of the wearable, BriteCare allows users to go about their day inside the home and outside, without having to worry about the risk of unsupervised living. Completely protected in their most vulnerable moments in the day, be it while stepping out of the shower onto a slippery floor or getting down the stairs.

BriteCare ensures faster intervention in an emergency. With real time alerts for falls, heart rate, temperature and location irregularities, bringing peace of mind and safety assurance for both carers and people in need.

The BriteCare App for users also allows them to navigate a large care home or surrounding environment. They might need help to find their way to the nearest coffee machine or pantry in the building or local amenity. The intuitive interface of the app makes it a truly enabling experience for them while adjusting to this new phase of life.

BriteCare App for carers ensures a better safety net than ever before. It updates carers constantly on the location and health status of the individual being monitored. The carers are also alerted via the App, as well as SMS texts, within seconds, in case of a fall or an irregular health incident.

BriteCare aims to enhance care experience for the elderly by

- expanding carer capacity

- enhancing care quality

- empowering users

As such, our target populations are both the elderly who are in need of care, and their carers.

Carers are in short supply so are time poor. Britecare allows them to monitor those they are caring for remotely, meaning they only need to check on people when necessary (e.g. if the app alerts them to a problem), rather than having to make routine checks, saving them time. The AI part of the system also means that over time, they will understand the habits and patters of the cared for better, enabling them to provide better care.

For those being cared for, Britecare provides the assurance that they are being monitored 24/7 and that help will be available should anything be out of the ordinary. This enables them to go about their daily lives with confidence.

We have been developing this solution with the care sector (in Spain) for nearly 2 years so have an excellent understanding of the workings of a care home. We are also currently building a partnership with a UK care home operator.

Niraj Saraf spent over 4 years at Innovate UK working on future cities and in that time, built up a strong network of contacts in local authorities in the UK. Local authorities are a major source of funding for care homes and currently trialling solutions such as ours because they understand the potential.

We have an excellent technical team with the agility to evolve the system are learning progresses.

The challenge of elderly care is a global one and Solve will enable us to become part of a global community.

Innovations always face barriers to adoption, particularly those from start-ups as they are an unknown quantity. Solve will help us navigate those barriers, especially in new markets.

And we need more investment to develop our solution further, eg by adding more sensors to the wearable so we can get even deeper health insights. We hope Solve will open doors to that investment.

At the heart of Britecare is a new wearable Ultra-Wide Band device that works with low power beacons and an app, to determine the precise location of the wearer. The wearable sends motion data to the app from where carers can gain insights to make better care decisions.

Currently there is no commercially available wearable device that provides precision indoor location and motion tracking inside a home environment for the care industry. This is a first of a kind. Existing solutions that monitor motion in home and rely on Bluetooth Beacons do not work effectively. They only provide accurate proximity data which is not useful for real-time motion tracking.

Moreover, with the App and the AI-driven analytics engine all provided by Briteyellow, we provide a complete end-to-end solution, unlike anyone else.

Britecare can play an important part in transforming care by supporting the digital transformation agenda, alleviating pressure on scarce resources, and providing health insights that are currently unavailable. For example, Britecare will be able to detect a change in someone's walking speed over time, which could be an early indicator of dementia.

Developed with an open API architecture, Britecare can act as a hub for all digital solutions related to care.

Our impact goals for 1 year and 5 years are essentially the same, they just differ in scale:

1. We will alleviate pressure on carers. This will be measured through periodic feedback via the app.

2. We will reduce social isolation amongst the elderly. The app tracks movement and so can see when someone with care needs has been in the presence of others and for how long. If the person has spent long periods alone, action can be taken to address this. Moreover, because Britecare gives people the reassurance that their health and whereabouts are being monitored, they will be able to be more active and so able to meet others. We will work with local authorities and age-related charities on this.

3. We will reduce pressure on stressed health systems. By responding to events such as falls more quickly than is currently the case, we can reduce the number of emergency hospital admissions. And by generating deeper health insights over time, we can enable preventative treatment or start effective management sooner. We will work with care home operators in particular on this, baselining health and incident data and then measuring the changes with Britecare.

4. We will improve quality of life for unpaid carers. By giving them the ability to monitor their loved ones when they're away from home, these carers will be able to start doing some work again and/or socialising. Feedback on this can be gained through the app.

A longer term impact will also be around the use of wearables for healthcare monitoring and diagnostics. This will be play a signficant role in healt services in years to come.

We particularly support SDG 3.4 and progress will be tracked as explained in the previous answer.

Inputs

Sensors;

Developer time;

Carer time;

Other stakeholder time (eg local authority and health service); PCBs;

straps; Trainer/facilitator time

Activities

Stakeholder workshops;

App development; Portal development;

Wearable production;

Staff workshops

Outputs

System design;

App

Wearables

Alert parameters

Analytics portal

Outcomes

Carers can allocate their time more efficiently and effectively;

Changes in health are detected sooner;

Unpaid carers can spend more time on themselves;

The cared for have greater independence

Impact

Better wellbeing through enhanced care experience for carers and the cared for

App, AI, Low Power Sensors, Ultrawideband sensors, Wearable, Data analytics

Diversity and inclusion are at the heart of our values: 6 out 7 of our team are from non-British ethnic backgrounds and one of our solutions is focused on promoting inclusion. Our policy is below:

Briteyellow Ltd
Equal Opportunities and Diversity Policy
Issue date: 1st July 2020
1. Policy Statement
Briteyellow Ltd (“the Company”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race (including colour, nationality and ethnic or national origin), sex (gender), pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.
The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.
Any and all personal data used in connection with this Policy shall be collected, held, and processed in accordance with the Company’s [Employee] Data Protection Policy.
2. Objectives of this Policy
2.1 To prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010.
2.2 To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
3. Designated Officer
Name:
Fredi Nonyelu
Position:
Chief Executive
4. Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect and includes discrimination by perception and association.

5. Types of Discrimination
5.1 Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
5.2 Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees, but which is such that:
• It is it detrimental to a considerably larger proportion of people from the group that the person the employer is applying it to represents;
• The employer cannot justify the need for the application of the policy on a neutral basis; and
• The person to whom the employer is applying it suffers detriment from the application of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified by the position would indirectly discriminate against employees with an oriental ethnic origin, as they are less likely to be able to fulfil this requirement.
5.3 Harassment
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
5.4 Victimisation
This occurs when a person is treated less favourably because they have bought or intend to bring proceedings, or they have given or intend to give evidence.
6. Unlawful Reasons for Discrimination
6.1 Sex
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment. Sexual harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the ground of gender.
6.2 Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. This does not currently apply to the calculation of redundancy payments.
6.3 Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to any services and ability to be employed, trained, or promoted as a non-disabled person.
6.4 Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic or national origin.

6.5 Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation. For example, an employer cannot refuse to employ a person because she/he is homosexual, heterosexual or bisexual.
6.6 Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.
7. Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6 April 2011. ‘Positive action’ means the steps that the Company can take to encourage people from groups with different needs or with a past record of disadvantage or low participation, to apply for positions within the Company.
If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a protected characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.
8. Reasonable Adjustments
The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
8.1 Making adjustments to premises;
8.2 Re-allocating some or all of a disabled employee’s duties;
8.3 Transferring a disabled employee to a role better suited to their disability;
8.4 Relocating a disabled employee to a more suitable office;
8.5 Giving a disabled employee time off work for medical treatment or rehabilitation;
8.6 Providing training or mentoring for a disabled employee;
8.7 Supplying or modifying equipment, instruction and training manuals for disabled employees; or
8.8 Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.
If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the Designated Officer.
9. Responsibility for the Implementation of this Policy
All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and to try to ensure that all employees, subcontractors and agents do the same.

Employees may be held independently and individually liable for their discriminatory acts by the Company and in some circumstances an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.
The Company takes responsibility for achieving the objectives of this Policy, and endeavours to ensure compliance with relevant Legislation and Codes of Practice.
10. Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory behaviour, please refer to the company handbook on disciplinary and grievance procedures.
11. Advice and Support on Discrimination
Employees may contact their employee or trade union representative if access to such an individual is possible.
Other contacts include:
Equality and Human Rights Commission
Website: www.equalityhumanrights.com
Citizens Advice Bureau
Website: www.citizensadvice.org.uk
12. The Extent of the Policy
12.1 The Company seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees. The Company offers goods and services in a fashion that complies with the spirit of this Policy.
12.2 This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.
12.3 The Company reserves the right to amend and update this Policy at any time.

As we are primarily a data provider, our business model is essentially a Software as a Service model

Our technologies have been developed through Government grants and we will continue to apply for those for innovation.

Our core approach to becoming financially sustainable is to sell services to care homes and local authorities.

We are currently seeking investment capital to grow the team

We have recently won two commercial contracts including one for a small pilot project with a US healthcare operator. Both contracts have significant potential.