In a tight skills market where talent competition is high, smart businesses are looking further and wider to access the people they need to fill the gaps in their workforce.
One way to connect with new pockets of talent is to search other industries for key transferable skills, but there are likely to be similar issues there – organisations are fighting for the same small pool of people with the latest technical ability and knowledge.
While companies fight over potential new hires, there’s another source of talent you may not have considered. Something we’re calling the untapped workforce.
We have so far identified three key untapped sources of talent that could fill your skills gap.
We have discussed The Returners, people coming back to work after a career break, The Restarters – people coming back out of retirement and The Reinvigorators – neurodivergent colleagues.
This blog takes this series one step further and focuses on another group, whose potential may not always be fulfilled. Today’s group is the Reformers. They are members of the workforce who have previously been in prison, now seeking to make a fresh start and follow a new career path.
The problem
Some employers would just not consider someone with a criminal past. They feel it would be too high a risk to their business and their existing employees to take on someone who, for example, had a violent past or a history of fraudulent financial dealings. But people can make a second chance work, an opportunity to prove just what a reliable, hard-working valuable member of society they can be. A career is a huge part of being able to do just that and can be a major factor in the recovery of their self-esteem and give them a purpose and a goal.
The Ministry of Justice asserts: “actively hiring former prisoners is proven to reduce reoffending.” And when asked,68% of prisoners said they believed meaningful employment would be the thing that prevents them from reoffending after their release. Despite this, MoJ data from 2023 shows that only 26.4% of those released from custody were employed 6 months down the line.
Moving forward
Anyone who has experienced the consequences of the justice system will be all too aware of the stigma that surrounds them. They understand that they may not be an employer’s first choice and consequently need to make more effort to prove their value. This in turn could lead to an employee who works very hard and even goes above and beyond to build trust. They are determined to prove that they are reliable and worthy employees.
Reformers have often experienced the loss of a job in the past due to being put in the prison system, and understand the feeling that comes with losing a career for reasons that could have been prevented. Being more appreciative of what they’ve lost could keep them loyal to a new employer for longer.
Even taking on one former prisoner could open up your talent network, as they will likely have plenty of contacts who are also in the market for a new role. They have a better understanding of the concerns employers have about hiring them and can work around those issues with their connections. Ex-convicts can develop strong social networks during the time they spend behind bars, so ex-prisoners may be able to put job hunters in touch with employers through their contacts.
What is being done
The Government’s planned Employability Innovation Fund will enable prisons to increase their collaboration with employers and training providers to deliver sector-specific skills training that is adaptable to fit the changing needs of the economy and make prisoners’ skills relevant to role requirements in the market.
HMP Academies are spaces in prisons where employers can deliver training to prepare inmates for employment upon release. Timpson is probably the best-known example of this. A version of their high street stores in a prison setting enables prisoners to be trained in their various services. This initiative has led to their impressive prison leaver retention rate of around 75%.
In automotive
Automotive finance company car.co.uk supports HMP Academies.
Enterprise mobility have won recruitment awards in recognition of their work in the recruitment of disadvantaged groups, including ex-offenders.
The Halfords Academy at women’s prison HMP Drake Hall was launched in 2017, offering opportunities for inmates to train as cycle mechanics, with potential for employment after release. It is still running today.
What you can do
Information is available for businesses who want to work with prison leavers, and there are practical things you can do to prepare your business to hire Reformers.
- Review your recruitment policy to ensure you are not engaging in any practice that might exclude ex-offenders from accessing a role in your company.
- Think about the forms of ID that you request from applicants. Passports, driving licences, and proof of address may not always be easy for prisoners to present when asked.
- Consider adopting the Ban the Box initiative, removing any tick box from job application forms that ask about criminal convictions.
Organisations that can help
St Vincent de Paul Society – visiting and supporting prisoners and ex-prisoners
Unlock – Unlock is a national independent advocacy charity that supports, speaks up and campaigns for people facing stigma, prejudice and discrimination because of their criminal record.
The Clink Charity works in partnership with Her Majesty’s Prison Service to reduce reoffending rates of ex-offenders.
Working Chance is the UK’s only employment charity solely for women with convictions.
Closing the Skills gap
Considering the untapped workforce when looking to fill skills gaps could mean you have a greater chance of finding the ideal candidate. Read our Skills Roadmap and Skills Costs Report to see the changes this could make to your business.
Ready to take action? Contact us to see how we can help you address your skills gaps.
