Why We Need To Give Ex-Prisoners A Chance

Why We Need To Give Ex-Prisoners A Chance. Hello everyone, I hope you are well. In today’s post, I will be sharing a guest post from prison rehabilitation expert Sid Madge, Founder of Meee, and author of the ‘Meee in a Minute’ books.  Sid will explore how companies can help reduce reoffending rates among ex-prisoners while also boosting their own business. Sid can include some practical tips and real-life examples of training and recruitment. Prisons are supposed to be both a punishment and a deterrent. However, studies show that almost 50% of people released from prison re-offend within the first year. We need to stop the cycle, and businesses have a key role to play – one that can help ex-prisoners as well as the business itself.

Why We Need To Give Ex-Prisoners A Chance

Prisons are supposed to be both a punishment and a deterrent. We hope that by locking a person up, we can encourage them not to offend again. But this clearly isn’t working. Studies show that almost 50% of people released from prison re-offend within the first year. Suppose we want to stop reoffending and reduce prison populations, not to mention reduce the impact on victims and society as a whole. In that case, this cycle of offending, prison, and reoffending must stop.

To do this, we must recognise an extra cycle stage: societal exclusion.

Research reveals another troubling cycle: children of incarcerated parents are five to six times more likely to be imprisoned at some point in their lives. This risk stems from socio-economic struggles, the mental toll of parental absence, and fractured family structures following incarceration. Studies show that only about 17% of formerly incarcerated persons secure employment upon release. For employers, many are reluctant to hire individuals with criminal records; this represents a lost opportunity. But it’s also a missed chance to positively influence families and communities, breaking the cycle of crime and poverty.

Here’s where business leaders come in.

The Power Of Employment: Real-Life Success Stories

The way we think about hiring can change lives and communities while benefiting companies. Employment is a cornerstone of reducing reoffending. Research shows that formerly incarcerated persons with stable jobs are up to 9% less likely to return to crime. There’s a clear win-win potential here: formerly incarcerated persons gain dignity, purpose, and income, while businesses benefit from the unique resilience and dedication they often bring. Some businesses are already tapping into this potential.

Several companies have realised that hiring formerly incarcerated persons isn’t just a matter of doing good; it’s also good business. UK-based retailer and service provider Timpson has a history of employing formerly incarcerated persons; around 10% of Timpson’s workforce are former prisoners. The company reports that many formerly incarcerated persons—grateful for the opportunity—demonstrate loyalty and a strong work ethic. Timpson’s hiring model has successfully inspired other businesses to consider similar policies.

Another powerful example is XO Bikes, a social enterprise that trains formerly incarcerated people in bike mechanics. By refurbishing and selling bicycles, participants gain hands-on skills in a field facing labour shortages. This model provides a dual benefit: prisoners acquire practical job skills, and employers in construction and engineering find potential workers who have received certified, industry-relevant training.

Greggs bakery chain is another notable example, joining the “Ban the Box” campaign, which encourages companies to remove questions about criminal records from job applications. By focusing on applicants’ potential rather than past mistakes, Greggs has expanded its talent pool and given second chances to individuals eager to contribute to society. This has translated to lower turnover rates, increased loyalty, and a richer, more diverse company culture for Greggs.

Labour Shortages And Economic Imperatives

The UK’s labour market is facing its challenges, with nearly a million job vacancies waiting to be filled. Many sectors—construction, hospitality, healthcare, and engineering, to name a few—desperately need workers. Programs that focus on upskilling formerly incarcerated persons could address both the skills gap and the reoffending rate. With the UK’s rising labour needs, supporting formerly incarcerated persons in transitioning into employment should be a national priority. Engaging with this talent pool can meet staffing demands and cut business training costs. Formerly incarcerated persons who receive vocational training while incarcerated or shortly after release bring ready-to-use skills, often making them easier to onboard and faster to upskill.

Neuroplasticity And Rehabilitation: A New Approach

Our ability to rethink rehabilitation extends beyond job training. Understanding and leveraging neuroplasticity, our brain’s ability to form and reorganise connections, is essential. The brain can ” rewire” itself through new experiences, thoughts, and actions. For a formerly incarcerated person, this means that developing new skills, self-beliefs, and habits can fundamentally alter their outlook and behaviours, making them less likely to re-offend.

Neuroplasticity-based programs, which include cognitive behavioural therapy (CBT) and mindfulness, encourage formerly incarcerated persons to break old thought patterns and build healthier ones. XO Bikes, for instance, incorporates such approaches alongside job training, recognising that skills alone are not enough. By fostering a growth mindset, businesses and training programs can help formerly incarcerated person reshape their thinking, encouraging them to view themselves as capable and employable. Rehabilitation thus becomes a more profound transformation, aligning with business goals and community safety.

Practical Tips For Businesses Considering Formerly Incarcerated Person Hiring

Focus on potential, not past: Start with a policy that looks beyond criminal records to assess an applicant’s skills, attitude, and potential. “Ban the Box” is a helpful framework to remove the immediate stigma of a criminal record and give candidates a fair chance.

Partner with organisations: Consider partnerships with organisations specialising in formerly incarcerated person rehabilitation and job placement, such as the Good Jobs Project or Employment Advisory Boards. These groups provide training, support, and access to a skilled, motivated workforce.

Provide ongoing support: Former prisoners may face unique challenges, including adapting to a work environment and managing stigmas. Establish mentorship programs or support systems to ease their transition. Timpson’s “buddy” program, where new hires are paired with experienced employees, is a great example of a supportive, successful integration model.

Invest in skills training: Partner with training programs to ensure new hires are ready for specific roles. For example, on-the-job training or apprenticeships can help formerly incarcerated persons bridge any remaining skills gaps in construction, hospitality, or manufacturing.

Evaluate and adapt: Measure the impact of hiring a formerly incarcerated person on your organisation. Companies like Greggs and Timpson have reported high retention rates and improved team morale and loyalty. Use these insights to refine your approach continually.

Creating A Broader Impact

The benefits of employing formerly incarcerated persons reach far beyond individual businesses. Studies suggest that people with stable employment are less likely to re-offend. Keeping people out of prison reduces the chances of their children becoming part of the criminal justice system. Data shows that children of incarcerated parents are five to six times more likely to end up in prison themselves. By employing a formerly incarcerated person, businesses aren’t just hiring a worker; they’re potentially transforming the trajectory of entire families and communities.

A Call For Change

This issue won’t resolve itself. As communities, businesses, and individuals, we must be ready to rethink our approach. Rehabilitation, employment, and community support are not just essential but transformative. Change begins within our communities, but true impact requires a shift in mindset toward compassion, rehabilitation, and shared responsibility.

Real rehabilitation goes beyond job skills; it fosters a renewed sense of self-worth and purpose in formerly incarcerated persons and a community that believes in second chances. With collective support and encouragement, formerly incarcerated person has the opportunity to break free from old patterns, rebuild their lives, and replace limiting beliefs with hopeful visions for a brighter future.

Conclusion

The responsibility lies with all of us. By employing formerly incarcerated persons, businesses aren’t just filling job vacancies; they’re contributing to a powerful ripple effect that can reshape lives, families, and communities. The benefits go beyond economics: it’s about creating a fairer, safer society where everyone has the opportunity to contribute. As the saying goes, “Communities don’t change; people do.” And when we give people the chance to change, we invest in a better future for all.

I hope you enjoyed that.

Talk soon.

ABOUT THE AUTHOR

Sid Madge is the founder of Meee and the creator of the Counting on Confidence programme, designed to inspire the belief that education and learning are essential for a more fulfilling and positive life. This innovative programme recognises the untapped potential within prison populations, where many individuals demonstrate remarkable creativity, high aptitude, and a strong growth mindset. Counting on Confidence meets prisoners where they are, offering personalised learning paths that help them build foundational qualifications like literacy and numeracy.

By the end of December 2024, Meee will have engaged with over 250 prisoners and 50 staff across three UK prisons. Of these participants, 95% have rated the programme positively, and 86.7% report feeling more optimistic about their future. This approach not only equips individuals with essential skills but also nurtures their inherent talents and resilience, fostering a hopeful path forward.

Sid is also the author of the Meee in a Minute series, offering 60 simple, actionable ways to transform your life, work, or family life in just 60 seconds. Additionally, the My Meee app was developed to support both staff in their roles and prisoners upon release. It carries the Minute Philosophy of improving personal, work, and family life, providing users with tools and insights for lasting positive change.

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