Why Another Chance Hiring is the Most Powerful Form of Social Impact

When it comes to social impact, most organisations default to charitable donations, community sponsorships, or environmental initiatives. But what if there's a more powerful approach that delivers substantially superior returns, a way that generates social value while benefitting the business doing it? 

Another chance hiring, employing people with prior convictions, creates lasting social change while delivering genuine business benefits that traditional CSR approaches simply cannot match.

Unlike conventional CSR spending that generates limited measurable impact, employing people with convictions creates compounding benefits for businesses, communities, and society while addressing critical talent shortages.

Another Chance Hiring Creates Real, Lasting Change

Government research has found that employed ex-offenders have 13.7 percentage points lower reoffending rates than unemployed counterparts, generating increased social value.

Compare this to traditional approaches: charitable donations provide one-off assistance without necessarily addressing underlying issues, while sponsorships offer more limited community engagement.

Sponsorships may also bring brand visibility, but research shows 92% of employers say inclusive recruitment (including hiring those with prior convictions) has actually enhanced their corporate reputation and helped win new contracts.

Another chance hiring creates economic multiplier effects through wage spending, reduces crime-related community costs, and builds social networks that support long-term stability.

For example, approximately 12% of Timpson’s workforce holds a prior conviction, with each hire generating ongoing local economic activity while simultaneously making communities safer.

Learn more about how we have measured social impact in our 2024 Social Impact Report.

The Business Benefits You Want to See

Another chance hiring solves real business problems while generating social value. Timpson reports 75% retention for another chance hires versus the typical UK retail turnover of 50-60%. Meanwhile, Toyota's US pilot programme, which placed an increased emphasis on re-hiring, showed a staggering 70% reduction in turnover of staff, to just 3% per month. 

Traditional CSR approaches, while valuable for brand building and stakeholder engagement, offer more limited direct business returns. Charitable donations primarily provide tax benefits and reputational value, while sponsorships deliver brand visibility and community goodwill.

In contrast, 85% of HR leaders report that workers with criminal convictions perform “just as well or better in their jobs than other workers.” 

Beyond immediate financial benefits, another chance hiring addresses fundamental workforce challenges. Skills shortages in construction, transport, and logistics mean organisations struggle to fill essential roles. Another chance hiring accesses a motivated, often skilled talent pool that competitors overlook, providing a competitive advantage in tight labour markets.

Ready to build your business case? Read our guide on Building a Strong Business Case for Another Chance Hiring and explore our employer services page.

Social Impact You Can Actually Measure

Another chance hiring scores highest across all major social value measurement frameworks due to clear outcomes and strong attribution. 

The UK TOMs framework prioritises employment as the first of five principal themes, reflecting the government’s recognition of employment's superior measurability. Employment outcomes are easily verified through payroll records and tax filings, unlike charitable impact claims, which rely on self-reporting.

Modern measurement frameworks like Social Return on Investment (SROI) consistently yield higher ratios for employment programs compared to traditional charitable initiatives that struggle with attribution.

Ready to Make the Switch? Here's How to Start

For social value managers looking to achieve maximum impact, the evidence is compelling: prioritising another chance hiring over traditional CSR approaches should be considered. This represents a fundamental shift from charity to investment, creating lasting value through productive economic activity rather than merely transferring wealth.

Start by identifying suitable roles within your organisation where skills and motivation matter more than pristine backgrounds. Many positions in administration, customer service, and skilled trades offer perfect opportunities for another chance hiring without complex background check requirements.

The implementation doesn't have to be overwhelming. Begin with a pilot programme of 2-3 strategic hires, use this to prove the concept internally, then expand based on results. This approach reduces perceived risk while allowing you to demonstrate concrete benefits.

Ready to get started?

If you’d like to explore how to put these insights into practice, join our next free 45-minute webinar where we share real employer case studies, practical steps, and strategies to make another chance hiring work in your organisation.