Ex-offenders in work 6 weeks after release increased by more than half since 2021
In a statement released this month, government figures revealed the number of ex-offenders in work has increased by 57% over the last year. The proportion of those in work 6 weeks after their release has increased 6 percentage points to 16%.
The proportion of persons in work 6 months after release from custody has also increased. The increase of nearly two thirds means that 23% of ex-offenders are now in work within 6 months of release.
The improvement in these numbers of the past year has been credited to tough new targets for prison chiefs, set by the Deputy Prime Minister, Dominic Raab. Commenting on the success, Mr Raab said:
“Getting prisoners into work is a crucial way to reduce reoffending - which is why game-changing initiatives like the mechanics’ workshop at HMYOI Feltham are so important.
Together with abstinence-based drug treatment and facilities to maintain family ties, our prisons are turning offenders away from a life of crime - cutting crime and protecting the public.”
Recruiting ex-offenders is both beneficial for society and businesses. By sourcing recruits from this often-untapped pool, businesses can help reduce re-offending while filling skill gaps.
DBS Checks
Obviously, if you are planning to work with ex-offenders, you will already be aware that they have a criminal record. However, you may still be required to carry out DBS Checks. This could just be standard practice for your business or you may need to do them for regulatory compliance.
If your business conducts DBS Checks as part of their recruitment process, there are certain things you need to be aware of when employing ex-offenders.
Firstly, you need to have a comprehensive policy on the recruitment of ex-offenders. This policy needs to be provided to all applicants to job roles in your business.
Information about an individual's criminal record history should be treated confidentially. If you disclose any information to a third party without the consent of the applicant, this is both a breach of Data Protection Act 1998 and UK GDPR.
Your business will also need a formal written policy on the secure handling of DBS information. This information needs to be kept in a secure lockable container (physical or electronic) with access restricted to people with a relevant interest. DBS Information needs to be kept separately from your employee’s normal personnel file.
The benefits
Many businesses are initially apprehensive about employing ex-offenders. But those that have incorporated this talent pool into their business have reaped the benefits.
9 out of 10 employers who employ ex-offenders rate them as reliable, trustworthy and hardworking. On top of this, they are more likely to stay in their roles for a lot longer than those who have not been released from prison.
There is also a benefit to your organisation’s reputation. A government survey revealed that 80% of individuals view businesses that recruited ex-offenders as making a positive contribution to society.
And it's not only a perception, it is an actual positive contribution.
Businesses that recruit these people help reduce re-offending rates and support them to get their lives back on track.
If your organisation is interested in helping support ex-offenders get into work, you can register with the New Futures Network (NFN). They are a specialist government organisation that works with the prison network and employers to create career opportunities for people leaving custody.