Transport for Wales: Building Confidence in Inclusive Recruitment
"Offploy has played a critical part in our journey so far in recruiting people with convictions. For organisations that don't have much experience of recruiting from the justice system, it can be challenging, daunting and a little confusing on how to align yourself with best practice."
- Joe Lofts, Program Manager, Transport for Wales
Working in Partnership
Key Results
Team education
Organisation-wide Lunch 'n' Learn workshops completed
Best practice framework
Tailored inclusive recruitment policies implemented
Thought leadership
Now sharing expertise with other transport sector organisations
The Opportunity
Transport for Wales had already established inclusivity as a cornerstone of their recruitment practices, with fairness deeply embedded in their organisational values. However, they recognised an opportunity to take their inclusive approach a step further by specifically supporting people with criminal convictions, a group they hadn't yet focused on.
As a forward-thinking organisation in the transport sector, TfW wanted to extend its existing commitment to diversity and inclusion into this new area. They saw the potential to access untapped talent within the communities they serve whilst becoming true advocates for second chance employment, not just within their own organisation but across the wider transport and public sectors.
Our Approach
Working closely with Transport for Wales, we focused on building internal confidence and capability rather than imposing external solutions. Our approach included tailored policy guidance, manager engagement sessions, and practical workshops designed to address real concerns and misconceptions.
The centrepiece was a comprehensive 'Lunch 'n' Learn' workshop that brought colleagues together to explore the realities of recruiting people with convictions. Over several months, we delivered targeted training that created space for honest, open conversations about unconscious bias and best practices.
Key elements covered:
Getting the culture right - Building organisation-wide buy-in and confidence
Recruitment procedures and policy development - Creating compliant, fair processes
Risk management principles - Addressing concerns with evidence-based guidance
Measuring your impact - Establishing frameworks for ongoing success
Want to learn more about our 7-step process? Download our free Employing with Convictions guide here.
Outcomes
The Results
The transformation exceeded expectations, with Transport for Wales moving from uncertainty around another chance hiring to becoming sector advocates. The cultural shift was profound; hiring people with convictions is no longer surrounded by hesitation but has become part of TfW's broader commitment to social responsibility.
Beyond internal change, TfW now actively shares its learning with other organisations and uses their platform to challenge misconceptions across the transport sector. Teams throughout the organisation have become more informed, engaged, and confident in considering candidates with lived experience of the justice system.
"Offploy has played a critical part in our journey so far in recruiting people with convictions. For organisations that don't have much experience of recruiting from the justice system, it can be challenging, daunting and a little confusing on how to align yourself with best practice.
Offploy has broken down some of these barriers, giving us confidence that we're approaching recruitment in this space properly. Encouraging us to be a true advocate of recruiting people with convictions, to benefit not only our organisation but others as well."
- Joe Lofts, Programme Manager - Recruitment & Talent, Transport for Wales
The Bigger Picture
This case study demonstrates how organisations like TfW can transform uncertainty into advocacy through proper support and education. It proves that with the right guidance, teams at all levels can move beyond assumptions to embrace inclusive recruitment confidently.
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