The Tangible Benefits of Hiring People With Convictions for UK Employers
Updated: Oct 21
Timpson’s retention rate of 75% of employees with convictions showcases a compelling truth: second-chance recruitment fosters loyalty and long-term workforce stability. For businesses seeking proven ways to enhance employee retention and performance, inclusive hiring offers a proven solution.
By hiring socially excluded people, businesses can play a critical role in rehabilitation while receiving measurable benefits, from filling workforce gaps to boosting retention rates.
In this guide, we’ll explore the tangible and long-term benefits of inclusive hiring and explain why this approach is a win for businesses, employees, and society.
Building a diverse and loyal workforce
In today’s competitive market, bridging the gap between employers and socially excluded people presents a unique opportunity. Including people with convictions within your business enables you to diversify your recruitment practices and tap into an underutilised talent pool, as well as provide people with a second chance.
Diversity in the workplace fosters innovation, creativity, and fresh perspectives, which are invaluable for solving complex business challenges. A previous offender can bring unique skills and life experiences that can enhance team dynamics and create a more resilient workforce.
Retention and loyalty
Studies from organisations such as Timpson have shown that socially excluded people can demonstrate strong commitment to their roles. For example, Timpson, which employs approximately 10% of its workforce with a previous conviction, has reported higher levels of staff retention among this group compared to the industry average.
Additionally, research by the Centre for Social Justice reveals that people with convictions are more likely to stay in jobs longer when supported effectively, reducing turnover and associated recruitment costs.
Enhance your company’s reputation with inclusive hiring
Inclusive hiring is an opportunity to position your organisation as a leader in social responsibility. Employing people with convictions not only improves business operations and reputation, increasing the potential to secure new contracts, but also helps address societal challenges such as reoffending and unemployment.
Social responsibility, impact and public perception
The criminal justice system highlights employment as a key factor in reducing reoffending. Research shows that 11 million people in the UK have a criminal record, many of whom face significant barriers to securing employment. By hiring socially excluded people, businesses can help break down these barriers, reduce reoffending, and support individuals in making a positive contribution to society.
Consumers increasingly prefer to support businesses with strong corporate social responsibility (CSR) initiatives. For example, research by Cone Communications in the US found that 87% of consumers are more likely to trust companies that support social causes, which includes providing employment to underrepresented groups like those with criminal convictions.
Access to skilled workers
With approximately 870,000 job vacancies in the UK recorded in 2024, hiring a person with a conviction can help close the skills gap. Many individuals with convictions have completed vocational training or gained valuable experience during their time in prison. For example, thousands of prisoners in England and Wales participate in education and training programs annually, with 63,744 prisoners enrolling in various educational courses between April 2022 and March 2023, an increase of 28% from the previous year.
Financial incentives and benefits for businesses
The benefits of hiring socially excluded people extend beyond reputation - there are tangible financial advantages to employing them.
Financial support for employers looking to employ people with convictions
Employing socially excluded people can offer businesses significant cost-saving opportunities. Day release programs allow serving prisoners to work in the community, enabling employers to tap into a dedicated workforce while they complete their sentences. These workers often come pre-trained through prison education programs, reducing the need for additional onboarding or training.
Additionally, by hiring people with convictions businesses can address recruitment challenges with access to a motivated and untapped workforce, helping to offset the costs of finding and retaining staff in competitive job markets.
Businesses hiring former prisoners may also qualify for Government grants, tax credits, or subsidies aimed at promoting rehabilitation and reducing reoffending. These incentives can offset costs associated with training or hiring.
Overcoming barriers to employment
Despite the many benefits of hiring people with convictions, misconceptions and biases often prevent organisations from considering them for roles. These barriers can be overcome by implementing inclusive recruitment practices.
Breaking down barriers
The stigma surrounding a criminal record can deter employers from considering socially excluded people, even when they have the skills and motivation to succeed. Businesses can take steps to reduce these barriers, such as auditing job descriptions to focus on skills rather than unnecessary background checks.
Doing so ensures a fair and equitable recruitment process that evaluates candidates on their potential and abilities rather than their past.
Practical tips for employers
Focus on Skills, Not Criminal Records: To reiterate, only 17% of individuals released from prison secure a job within a year, partly due to stigma. Adjusting job descriptions to focus on skills rather than blanket exclusions for a criminal record can open doors for talented individuals.
Provide Structured Support: Offer structured onboarding and mentoring programs to help people with convictions transition smoothly into their roles. This support can include regular check-ins, access to training, and opportunities for professional development.
Communicate Inclusivity: Highlight your commitment to inclusive hiring in recruitment materials and branding. This not only attracts socially conscious candidates but also sends a strong message to your existing workforce about the values your organisation upholds.
You can make an impact
Hiring socially excluded people offers numerous evidence-backed benefits, from filling job vacancies and enhancing staff retention to promoting diversity and reducing societal costs associated with reoffending. For businesses, inclusive employment isn’t just about giving a second chance and keeping people out of prison - it’s about reaping tangible rewards while making a positive difference.
By supporting rehabilitation and helping individuals leave prison with meaningful employment, your organisation can turn lives around and help people get back on track, while addressing key challenges like recruitment and retention. With credible support from organisations like Offploy, your business can lead the way in creating a more inclusive, socially responsible workforce.
Take Action Today: Get in touch to learn how you can start hiring socially excluded people and help build a better future for everyone.