Unlocking the power of second chances: why prison leavers are your next great hires

Kat Barrett, Group Head of Gateway Programmes at Wincanton, gives an exclusive insight into why recruiting prison leavers is not simply the right thing to do — it makes a whole lot of business sense too.

In recent years, the conversation around hiring individuals with criminal convictions has gained significant traction. Employers are increasingly recognising the potential benefits of offering employment, often perceived as a ‘second chance’ to these individuals. Supporting the rehabilitation of offenders by providing employment is not only a moral imperative but also a strategic business advantage. We explore why this support is critical to Wincanton as an employer, the benefits of hiring from this cohort, lessons learned, and the challenges along the way, including scepticism and fear. We’ll also discuss how a phased approach with robust frameworks and governance played a crucial role in our success.

Why Supporting Rehabilitation Matters

Employers play a pivotal role in the reintegration of individuals with criminal backgrounds into society. Many have faced significant barriers to employment, yet studies show that stable employment is a key factor in reducing recidivism rates. By supporting the rehabilitation of offenders, organisations can contribute positively to communities, reduce crime rates, and foster a more inclusive workplace.

Benefits of Hiring Those with Criminal Convictions

Diverse Skill Sets: Individuals with criminal convictions often bring unique perspectives and diverse skill sets that can benefit organisations. Their experiences can foster creativity and resilience within teams.

Access to Untapped Talent: There is a wealth of talent among individuals with criminal convictions. By broadening the candidate pool, employers can discover dedicated, capable workers who might otherwise remain overlooked.

Loyalty and Commitment: Hiring from this cohort can lead to higher employee loyalty. Many individuals are eager to prove themselves, leading to reduced turnover rates and a strong work ethic.

Enhanced Company Reputation: Companies that prioritise social responsibility and inclusivity can enhance their brand image. Supporting rehabilitation efforts demonstrates a commitment to community welfare and can attract socially conscious customers and clients.

What Lessons Have We Learned?

Throughout our journey of implementing initiatives to support the rehabilitation of offenders, we learned several important lessons:

Education and Training: Providing comprehensive training programs is essential.  This relates mainly to our internal audiences, equipping our managers with the right mindset and answering those ‘awkward’ questions prior to starting any scheme is key. We provide an intro into Wincanton, our organisation, our values, and our expectations to all our colleagues. We set people up for success.

We equip individuals with the skills to thrive in the workplace.

Building Trust: Engaging with individuals who have criminal convictions requires building trust within the organisation. Open discussions with management teams prior to commencement help to create a supportive environment.

Mentorship Programs: Following our first cohort we were able to pair offenders, specifically on our ‘Release on Temporary License’ scheme with a mentor inside the organisation, which proved  invaluable. Mentorship fosters personal development and helps individuals navigate workplace challenges more effectively and is mutually beneficial.

Treating Everyone As An Individual: Every colleague who works at Wincanton is unique, from their perspective to their individual needs. Colleagues from this cohort are no different, by treating everyone as an individual we promote respect, understanding and empathy. It helps us to foster inclusivity and strengthens our relationships whether through personal interactions or within the workplace and wider community.

So, What Challenges did we face?

Employing individuals with criminal records is not without its challenges. These included:

Internal Sceptics: Some team members were initially sceptical about the value these individuals would bring to the organisation. Any preconceived notions were overcome following education, training and the building of that trust.

Fear of Risk: Expressed fear regarding the potential risks involved in hiring individuals with past convictions. Addressing these concerns required transparent communication regarding our hiring criteria and the support systems in place for the new employees and managers alike.

A Phased Approach to Implementation

To ensure a successful initiative, we adopted a phased approach, which included the following elements:

Assessment Phase: Initially, we conducted an assessment of our individual site's capacity and readiness to engage with this workforce. This involved stakeholder consultations to gather insights and build a solid foundation for the initiative.

Pilot Programs: Implementing pilot programs on select sites has allowed us to evaluate processes and refine our approach before scaling up. These programs provided hands-on experience and helped us gather valuable data on outcomes.

Governance and Framework: Establishing a robust governance structure was essential for monitoring and evaluating the program’s effectiveness. Regular reviews and adjustments ensured that our approach remained aligned with best practices and the needs of all stakeholders.

Continuous Feedback Loop: We prioritised ongoing communication and feedback with all team members, through weekly and fortnightly meetings. This transparent loop fostered a culture of inclusion and allowed for continuous improvement.

In Conclusion

Supporting those with criminal convictions isn’t just about giving second chances; it’s a strategic initiative that can yield numerous benefits for employers. By breaking down barriers, providing training, and fostering an inclusive workplace culture, organisations can tap into a motivated and loyal workforce.

While challenges do exist, adopting a phased approach with a strong governance framework can guide successful implementation. Ultimately, investing in the rehabilitation of offenders contributes to healthier communities, improved corporate reputations, and a more inclusive future for all.

By working together with like-minded organisations through the alliance, we hope to be able to support more employers in implementing schemes similar to that at Wincanton. Irrespective of size and headcount, the alliance aims to provide its members with the right tools and information to make them a success.

Wincanton is leading ‘Pathways to Purpose’, with the vision to create a transformative culture where employers recognise the value and potential of individuals with criminal convictions. We aspire to build a future where a diverse workforce thrives, enabling economic growth, social responsibility and the belief that everyone deserves the opportunity to contribute meaningfully to society.