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Are Your Social Impact Targets Getting Harder to Hit?
You're not alone. Social impact managers across the UK, particularly in sectors such as construction, transport, and infrastructure, are struggling with:
Limited impact from traditional initiatives
Volunteering and environmental projects only go so far, with limited data availability and quality.
Commercial KPIs taking priority
Social impact is often overlooked in favour of immediate business priorities.
Difficulty measuring real impact
Vague outcomes that don't translate to quantitative data and procurement scoring.
Inclusive Employment Delivers Transformational Social Impact
Unlike volunteering or environmental initiatives, employment-based social value delivers measurable, long-term impact that procurement teams love and communities need.
92%
of employers report winning more contracts through inclusive hiring
1 in 4
working-age adults have convictions - a massive untapped talent pool
£12M+
social ROI generated by Offploy’s candidate support in 2024
£24,527
per ex-offender hired - official TOMs framework value
Why This Matters Now
The 2023 Procurement Act and new PPN002 framework require public bodies to embed social impact considerations across the entire contract lifecycle.
Employment-based initiatives score highest because they deliver measurable returns - £14.13 of social impact for every £1 invested - across four key areas:
Economic development through job creation
Social well-being through stable employment
Community benefits through reduced reoffending
Long-term impact tracking with published KPIs
Employing people with convictions is just the tip of the I.C.E.B.E.R.G
The Myths vs the Facts
These are the types of questions we've been asked by our clients.
"What will our clients and stakeholders think of hiring people with convictions?"
The evidence: 81% of people believe businesses employing ex-offenders make a positive contribution to society. Companies like Timpson and Greggs have built strong reputations around inclusive hiring, with many clients specifically choosing them because of their values-driven approach. (1)
"Can we rely on people with convictions to be productive team members?"
The evidence: 86% of employers who had previously recruited someone with a conviction reported a good experience, with many reporting exceptional loyalty and work ethic. The research consistently shows high motivation levels due to genuine appreciation for the opportunity provided. (2)
"How do we justify
this investment to our leadership team?"
The business case is compelling: Beyond social impact compliance, inclusive hiring addresses real operational challenges, including accessing untapped talent (1 in 4 working-aged adults), improving retention rates, reducing recruitment costs, and gaining competitive advantages in contract bidding. (3)
Learn More About Employment & Social Impact
Browse our latest articles on implementation strategies, measurement frameworks, and real success stories from organisations like yours.
Frequently Asked Questions
Common questions about inclusive employment.
Why does employment-based social impact outperform other approaches?
Employment-based social impact offers unique advantages in measurability, sustainability, and integration into business. The TOMs framework provides explicit financial quantification, while outcomes are easily verified through payroll records and employment data. Employment also delivers tangible business benefits, including improved recruitment and contract wins.
How does this align with our existing ESG and sustainability commitments?
Employment-based social impact directly supports the 'Social' pillar of ESG while contributing to economic sustainability through job creation. It integrates seamlessly with existing sustainability reporting frameworks, helping to demonstrate concrete progress.
What makes this approach different from traditional CSR activities?
Traditional CSR often involves one-off activities like charity donations or volunteer days that are hard to measure and sustain.
Our employment-focused approach embeds social impact into your core business operations, including recruitment, creating ongoing impact that strengthens your business while generating measurable community benefits.
Do we need to change our entire recruitment process?
No, our approach integrates with your existing recruitment systems rather than replacing them. We help you adapt current processes to be more inclusive while ensuring legal compliance. Most organisations can implement changes gradually, starting with specific roles or departments before expanding company-wide.
What specific support does Offploy provide to employers?
Offploy offers comprehensive support throughout your inclusive hiring journey, including free resources, expert-led webinars, one-to-one consultancy, and ongoing implementation support. We provide templates, training materials, and practical tools that integrate with your existing HR systems, plus access to our team of industry specialists.
*Disclaimer: Sourced via the Social Value Portal framework.