Social Value UK

Tag: Equality

  • Solving skills shortages, reducing crime, creating positive social value: Employing ex-offenders.

    Solving skills shortages, reducing crime, creating positive social value: Employing ex-offenders.

    Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    There are quite literally millions of people in the UK with a criminal record, often creating a barrier between them, employment and a second chance. SVUK sat down with Offploy founder Jacob Hill to understand some of the challenges, misconceptions and advantages of employing somebody who has fallen foul of the law.

    Jacob is a board member of SVUK and his vision is for a world where everyone feels safe from crime – something we can all agree would have a positive impact on people or, in other words, be a positive social value outcome.

    What issue do you hope to address?

    Employers want to hire people with criminal convictions but often don’t know where to start. This a particular problem considering there are over 11 million people with convictions in the UK, including 1 in 3 adult males between the ages of 18 and 52. It means millions face the challenge of gaining meaningful employment, while there are simultaneously hundreds of thousands of vacancies post Brexit and Covid.

    We are on a mission to support those at risk at offending, supporting them to access greater opportunities and achieve their full potential.

    This means as well as supporting employers, we also support a whole range of socially excluded people through mentoring and advice services, ensuring that committing a crime is not their only option in life.

    Why is this an issue?

    Crime affects everyone including taxpayers of state services, the families of defendants, future generations and of course, the victims.

    Employment, along with other areas of our support such as housing and health advice, is one of the greatest ways to reduce reoffending.

    “Employers and the wider British economy is facing the strain of low unemployment with vacant roles likely costing our economy billions per year. Hiring from this talent pool, as more and more great employers like those on the Employer’s Forum for Reducing Reoffending are already doing, will be a sure way to fill some of those vacancies and keep our economy growing.”

    When did you begin to address the issue? What’s the background?

    I started Offploy after I was in trouble with the law for drugs, which resulted in a 28 month sentence. As the son of two police officers and my region’s young entrepreneur of the year, nobody – myself included – expected me to end up in that situation. Like my fellow inmates, it was a waste of talent and life.

    I was inspired by those I met inside who wanted to redeem themselves and earn another chance in life, so on release, I started Offploy.

    Fast-forward seven years and we are now a national team of 30. We have supported almost 4000 socially excluded people through our services and more employers are actively hiring people with convictions.

    EX-OFFENDERS AT OFFPLOY
    Credit: Offploy CIC

    What are the benefits to employers?

    • Employers who have actively hired people with convictions have seen lower turnover, increased retention, increased reputation and access to untapped talent.
    • Polling commissioned by the Ministry of Justice found that over 90 percent of businesses who employ ex-offenders said they are reliable, good at their job, punctual and trustworthy.
    • Improved customer reputation, considering 81% of people think that businesses employing ex-offenders make a positive contribution to society.
    • We have created a whole raft of benefits to employers in our ‘getting started’ guide.

    Can this be adopted/replicated easily by employers?

    Employers do not need to go through lengthy processes to hire people with convictions. We recommend they just get started, ask for advice and speak to others who have already walked this path.

    Without any obligation, Offploy offers a free confidential 30-minute advice service for HR and CSR managers interested in hiring people with convictions. You can book a call in here.

    What happens if this issue is not addressed? What’s the human impact?

    Society is becoming more divided. Our government is attempting to hire 20,000 more police officers and building 20,000 more prison places. There are over 1.1 million job vacancies in the UK and crime has increased on our streets by over 8%.

    Employment reduces reoffending, so hiring people with convictions not only helps fill our talent gap and make us a more productive economy, but also a safer one.

    Be curious, ask questions and above all, approach every applicant with a fair mind in order to find your next great hire.

    How do people looking for employment come to Offploy? And what is the process for them in getting a job? 

    People looking for employment after serving a criminal conviction are typically referred to Offploy by their probation officer or DWP Work Coach. Once they’ve been referred, the candidates begin a nine-step journey with Offploy’s team of Social Employment Advisors, many of whom have themselves had a criminal conviction. This process includes guidance on thinking about:

    • Career goals,
    • Sharpening CVs,
    • Crafting tailored cover letters,
    • Preparing a disclosure letter to explain convictions,
    • Correctly filling out application forms,
    • Anticipating interview questions, preparing questions for the interviewers, advice on dressing appropriately, and maintaining a positive and respectful demeanour throughout.
       

    After the interview, candidates are also coached on seeking feedback to improve their chances of success in future applications. The overarching goal is to help these individuals secure sustainable employment and build meaningful careers, with Offploy’s team supporting them every step of the way.

    How does Offploy support those gaining employment once they are hired? 

    We believe in more than just securing employment for those with criminal convictions; we’re committed to providing sustainable solutions and continuous support. From the outset, we equip our candidates with vital skills to not only find a job but to overcome adversity and challenges that may arise. Our programme is crafted to empower them to source their own employment opportunities in the future, fostering independence and resilience. And our support doesn’t end when a job placement is secured. Our door remains perpetually open for those we place into roles, ensuring they have a continuous lifeline of light touch support to lean on. We recognise the path to sustained employment isn’t always a straight one, and we are here to help navigate that journey, enabling them to stand firmly on their own two feet, confident and equipped for long-term success. 
     

    How does Offploy support the organisation employing those with a conviction? 

    We equip businesses with our tailored suite of employer services, training, coaching, and consultancy services that ensure the fair, consistent, and safe hiring of individuals with criminal convictions. To maintain a safe and sustainable recruitment, we follow our Seven Steps approach, including building a supportive culture, policy development, risk management, appropriate job marketing, interviews and vetting, onboarding support, and finally, measuring and managing social impact. Our strategy is about more than just filling vacancies, it’s about introducing diversity, resilience, and improving staff morale, enhancing ESG and ED&I credentials, and ultimately, reducing reoffending rates. 
     

    What are some of the misconceptions? 

    1. “People with criminal records can’t work.” People with criminal records can and do work. In fact, there are an estimated 12.1 million people with criminal records in the UK, many of whom are in sustainable employment and meaningful careers 1 . 
    1. “Nobody would want to hire someone with a criminal record.” There are organisations that advocate for the employment of people with criminal records and provide support to employers willing to hire such individuals. For instance, Offploy addresses the UK’s recruitment challenges by empowering HR and CSR Managers to access an untapped talent pool of ex-offenders. 
    1. “People with criminal records aren’t reliable.” People with criminal records can be reliable employees. By employing ex-offenders, businesses can boost staff morale, retention, and their reputation. 

    Can you give examples of some of the employers you have worked with? 

    We operate a highly confidential service with many of our employers currently dipping their toe in. As not to rock the boat too much we’d like to talk about the great work of some well-known brands in order to assure the reader that they haven’t gone out of business since embarking on this mission: 

    1. Timpson: The retail company, known for its shoe repair, key cutting and engraving services, has been a leader in providing employment opportunities to ex-offenders. They’ve established training academies within prisons and offer job placements upon release, with ex-offenders making up around 10% of their workforce. 
    1. Greencore: As one of the UK’s largest food manufacturers, Greencore has established an ‘EmployAbility’ programme specifically for ex-offenders, providing skills training and work opportunities within the company. 
    1. Greggs: The high-street bakery chain runs a scheme in partnership with national charity the Prison Reform Trust. Their initiative, ‘Fresh Start’, offers work placements and potential employment opportunities to people with criminal convictions. 
    1. Virgin Trains: In collaboration with the charity RIFT Social Enterprise, Virgin Trains launched a programme to support ex-offenders into work. The scheme provides training and job opportunities across the rail company. 
    1. Barclays: Barclays’ AFTER programme helps former military service personnel, including those with criminal convictions, to find employment. It offers work placements, direct employment opportunities, CV and interview coaching, as well as supporting other organisations to hire veterans. While the programme is not exclusively for ex-offenders, it does make a substantial contribution to this area. 

    If you’d like to be further involved with our Social Value In Perspective campaign, please email our Advocacy Lead, Matthew Mckew via matthew.mckew@socialvalueuk.org 

    Matt Eamer, founder of me&you said; “I’m excited that my creative agency can support Social Value UK in its mission to raise awareness and understanding of social value. We’ll be creating visuals and graphics to help bring Social Value in Perspective to life, making the themes accessible for new audiences.“ 

  • SVUK launch Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    SVUK launch Social Value in Perspective: Driving Equality to Solve the Workforce Shortage

    Recruitment has become an increasing challenge for UK organisations, with little sign of the situation easing.

    The British Chamber of Commerce revealed in April that a survey of 5,000 businesses found 80% attempting to recruit faced challenges, with hospitality and manufacturing firms most likely to report difficulties.

    They further reported six in ten firms surveyed were actively trying to recruit staff.

    The Federation of Small Business reported a similar situation last August, while a report in the House of Commons Library found Human Health and Social Work was drastically affected by high vacancies.

    Social Value, at its heart, is impact on people and so as we look for solutions to this crisis, there can be no greater avenue than social value practice.

    Organisations tend to be directed by their financial accounts – for good reason – and in the last decade or so there has been more attention on environmental footprint.

    But, it is our stakeholders – our customers, service users, staff and community – who have a key role to play in the success or demise of an organisation.

    Social Value International: 8 Principles

    It is therefore vital that we recognise barriers unintentionally or otherwise erected to exclude many people from employment opportunities.

    Earlier this year the Social Value in Perspective campaign revealed how our members have used the SVUK and Social Value International principles to embed more effective wellbeing programmes, leading to reduced sickness and improved workforce retention.

    This month marks the launch of our second tranche of work, this time focusing on how social value practice can improve equality in the workplace.

    We’ll cover the more discussed issues such as the gender pay gap and racism, while also delving into less discussed areas, such as employment for those with convictions.

    SVUK recently signed the Employment Disability Charter and in July we will be discussing how the employment opportunities gap between those with and without disabilities has an impact on wellbeing and productivity.

    Each month we will share advice from our members and other experts on how to create more diverse, equitable workplaces.

    If you would like to share your best practice, please email: matthew.mckew@socialvalueuk.org

  • International Day of Living Together in Peace – 16th May 2021

    International Day of Living Together in Peace – 16th May 2021

    “I truly believe that the only way we can create global peace is through not only educating our minds, but our hearts and our souls.” Malala Yousafzai

    The following blog was written by Social Value UK’s Digital Marketing, Communications and Events Assistant, Maddy England. Social Value UK continues to show a commitment to accounting for social value, thus working to decrease inequality and improve wellbeing

    We realise that whilst it is important to discuss topics such as this, it is crucial that we use our platform to amplify the voices of those who have experienced inequality, rather than blindly talking over them. So if, like us, you want to continue to educate yourself further on the inequalities society currently faces straight from the source, please see the key resources listed at the end of this blog post.

    The UN recognises living together in peace as accepting differences and having the ability to listen to, recognise, respect and appreciate others, as well as living in a peaceful and united way. This day emphasises inclusion and tolerance with the goal being the uniting of all communities, religions, and races.

    Whilst most have probably grown used to hearing about the destruction COVID-19 has caused, it is essential once again to bring it up. In a year where stay at home measures have come into play, types of violence overwhelmingly affecting women and girls, have intensified drastically – most notably domestic violence. Moreover, COVID related deaths have massively highlighted systemic racial inequalities within our country, with Public Health England reporting that BAME individuals are 50% more likely to die as a result of the virus.

    ‘What has become very clear since the beginning of the pandemic,’ said King’s College Hospital sexual health and HIV consultant Michael Brady, ‘[is that] where inequalities already exist, COVID-19 has both highlighted and exacerbated these inequalities.’

    Seemingly the pandemic has brought issues such as these to the forefront of the conversation. However, obviously, the pandemic has not been the only stressor in current years. In June of 2020 the #BlackLivesMatter movement soared in media attention again, following outrage at the deaths of George Floyd, Breonna Taylor, Eric Garner and Michael Brown (to name just a few). Figures showed these protests to be the largest movement in global history; in the UK alone over 210,000 people protested in the beginning weeks. The gravity of the movement has highlighted how deep rooted these issues run within our communities and the absolute need to have global conversations about the fatal impact of systemic racism.

    Earlier in the year, we also saw the tragic death of Sarah Everard – which sparked a nationwide conversation about the safety of women and a need for reform. Thousands headed to Clapham Common for a peaceful vigil and #ReclaimTheNight started to trend on Twitter, in an effort to commemorate Sarah and to symbolise the need for the increased protection of women. Instead of this, tensions ran high and the vigil ended with the violent removal of protesters by the police force.

    In light of all of these instances of inequality, it must be highlighted that a key and recurring factor is the need for peaceful protests as a vessel for change. Without the right to protest, issues such as those discussed do not have the same ability to gain attention and followers – which is essentially what leads to change. Hopefully, the campaigning we have seen in the past year, coupled with the structural inequalities brought to attention as a result of COVID-19, clearly demonstrate the need for all encompassing change.

    In essence, living together in peace is not just the absence of conflict, it requires understanding, education and cooperation. In order to live in peace together – issues such as systemic racism and sexism cannot be tolerated (these topics are certainly not exhaustive, it is important to also address other inequality issues such as homophobia, religious marginalisation and class). As contributors to society, we have the power to forge a more understanding, equal and caring world to live in. We believe peace IS possible IF we tackle these issues head on – let’s keep on working towards it.

    If you want to hear more about what we are doing to create a better world, head over to our Twitter.

    The Social Value UK Team

    Below are some important take away resources to further educate on this topic:

    Books, articles and resources:

    Petitions to sign:

    UK charities to support: