As we follow the discussions at the Labour Party Conference this week, it’s crucial to bring attention to the broader conversation around social value, especially the aspects that may not always make the headlines.
One area gaining traction is Labour’s commitment to enhancing local economic development, a topic that could significantly influence the creation of social value. By promoting investment in community businesses, Labour’s plans could pave the way for a shift towards a more inclusive and sustainable economic model. Supporting cooperatives and social enterprises could not only foster community empowerment but also create a more resilient local economy. This focus on grassroots economic initiatives aligns strongly with social value principles, promoting fair opportunities and long-term community benefits.
Embedding Social Value in Public Procurement
A standout proposal from Labour is the integration of social value metrics into public procurement processes. This move aims to ensure that public spending doesn’t just deliver on economic efficiency but also promotes fairness, equity, and social responsibility. By requiring suppliers to consider their social impact, Labour is encouraging a more holistic approach to public contracts—one that aligns with the principles we champion at the Institute for Social Value.
By embedding social value into procurement processes, Labour’s approach could lead to more responsible corporate behaviour and better outcomes for local communities. It’s a significant step towards ensuring that public funds are used not just for infrastructure or services but to foster broader societal benefits.
Mental Health: A Critical Component of Social Value
Another important aspect of Labour’s platform is its focus on mental health services. By prioritising funding and support for mental health, Labour acknowledges the crucial link between well-being and productivity. This approach recognises that mental health is not just a standalone issue but one that intersects with broader social, economic, and community factors.
Investing in mental health services has the potential to improve quality of life, reduce societal pressures, and create a healthier, more productive population. It’s a vital part of building a thriving society, where individuals can contribute meaningfully to their communities and the economy, reinforcing the social value principles we hold dear.
A Non-Partisan Approach to Social Responsibility
As a politically neutral organisation, The Institute for Social Value (formerly Social Value UK) supports any movement that works towards a more socially responsible policy framework, regardless of political affiliation. Our goal is to ensure that social value is considered in all aspects of policy, from economic development to health and well-being, to public spending.
The discussions at the Labour Party Conference present an opportunity to reflect on how social value can be integrated into political action. Whether through community-focused economic policies, socially responsible procurement, or mental health initiatives, these proposals have the potential to shape a more equitable and sustainable future.
At the Institute for Social Value (formerly Social Value UK), we’ve been keeping a close eye on the recent Labour Party Conference. As an organisation committed to remaining politically neutral, we nonetheless recognise the significant impact that political events like these can have on the UK’s social, economic, and environmental landscape. The policies discussed and decisions made can shape our collective future and influence how social value is embedded across different sectors.
One key question on our minds is this: Are Labour’s policy proposals optimising social value, or could more be done to ensure long-term societal benefits?
Housing: More Than Just a Numbers Game
Labour’s ambitious plan to build 1.5 million homes over the next five years has garnered a lot of attention. While this pledge is a direct response to the ongoing housing crisis, it also presents a unique opportunity to embed social value at every stage of the process.
These homes could be more than just solutions to the lack of affordable housing. They could become the foundation for stronger communities, offering not only shelter but also fostering social cohesion, creating skilled local jobs, and promoting sustainable living solutions. By designing these developments with a focus on enhancing well-being and environmental sustainability, Labour has the potential to deliver far more than just bricks and mortar.
However, to truly maximise social value, the focus must go beyond simply addressing the housing shortage. How these homes are built, who benefits from them, and whether they contribute to the long-term resilience of communities will be critical factors in determining their social impact.
Green Energy Revolution: Social Value in Sustainability
Another bold policy on Labour’s agenda is their commitment to scrap new fossil fuel licences and spearhead a green energy revolution. This move could play a pivotal role in reducing energy poverty, creating jobs in the burgeoning green economy, and addressing the pressing challenges of climate change.
By transitioning to renewable energy, Labour has the potential to create a more equitable and sustainable energy system. Jobs in green industries could revitalise communities, particularly in areas that have been hit hard by the decline of traditional industries. Additionally, reducing energy poverty could ease the financial burden on many households, promoting a fairer and more inclusive society.
While this is a bold and necessary step, it’s essential that the transition to green energy is inclusive. Ensuring that workers in fossil fuel industries are supported and retrained for new opportunities in the green economy will be vital to ensuring that the shift benefits everyone.
Health Proposals: Aiming for Better Care
Labour’s health policies are equally ambitious. Proposals to double the number of district nurses and provide quicker GP appointments have the potential to improve care quality, reduce pressure on hospitals, and promote better health outcomes across the nation.
By investing in community health services, Labour could create a more resilient healthcare system that prioritises preventative care and reduces hospital admissions. In turn, this could improve the overall well-being of the population and relieve the strain on the NHS, ensuring that healthcare is accessible and effective for all.
However, as with any ambitious proposal, the success of these plans will hinge on their implementation. Adequate funding, training, and resources will be essential to ensuring these new roles meet the needs of the population and deliver long-term social value.
VAT on Private School Fees: A Social Value Dilemma?
One of Labour’s more controversial proposals is the introduction of VAT on private school fees. This policy aims to redistribute resources and potentially provide additional funding for state schools. However, critics argue that it could lead to increased demand for state school places, putting additional strain on an already overstretched system.
From a social value perspective, this policy raises important questions. Does it promote fairness and equality, or does it risk exacerbating educational inequalities by further stretching state school resources? While the intention may be to level the playing field, the long-term social impact of such a policy must be carefully considered.
A Non-Partisan Approach to Social Value
At the Institute for Social Value, we believe that every policy, from any political party, should be judged not only by its immediate economic outcomes but by the long-term social impact it delivers. Whether it’s housing, energy, healthcare, or education, policies should be evaluated based on their ability to improve the well-being of individuals and communities.
We are committed to working with stakeholders across the political spectrum to ensure that the principles of social value are embedded in future policy decisions. It’s not just about short-term fixes or economic gains—it’s about creating a fairer, more resilient society for the long term.
So, what do you think of Labour’s proposals? Are they truly prioritising social value, or could they go further?
In a world often driven by numerical metrics and quantifiable assessments, the Valuation Presentation led by Adrian Ashton stands out as a beacon of thought-provoking insight.
Adrian’s introductory remarks challenged the audience to reconsider the prevalent “…fetish about valuation.” While acknowledging the importance of valuations, he emphasised that their value lies not in isolation but when approached through the prism of the Principles of Social Value. “We manage what we measure,” he stressed, urging us to be mindful that measuring the wrong things leads to managing the wrong things.
The debate ignited by Adrian’s words was like kindling to a fire; the audience eagerly shared their diverse thoughts and perspectives. It became evident that valuations are intricate, multifaceted, and profoundly contextual. To illustrate this complexity, Adrian shared compelling narratives.
One story revolved around a broken roof in his son’s room. When confronted with the task of fixing it, Adrian’s valuation wasn’t merely monetary; it was about safeguarding his son’s safety and comfort. This personal valuation far exceeded the builder’s charges, highlighting the subjective nature of valuations when tied to personal stakes.
Another example was Adrian’s own “beer index,” showcasing how different regions value the same product differently. It showed how valuations fluctuate due to numerous factors like location, preferences, and individual perceptions of worth.
The subsequent panel discussion further enriched the dialogue. HACT’s approach, as explained by another panellist, emphasised simplicity and robustness. However, they emphasized that valuations aren’t the starting point; understanding what to measure is. This journey involves recognising that social value isn’t solely about valuation but about grasping the underlying purpose.
Charlotte Ostermann of SVUK echoed the sentiment, highlighting the importance of starting with stakeholders and the “why.” Another attendee reinforced the notion that valuation represents the final piece in a more comprehensive process.
As the discussion continued, a quote from Tim Goodspeed’s training surfaced, emphasizing the importance of ‘why,’ ‘audience,’ and ‘decisions influenced.’ This aptly summarised the essence of the discussion, encapsulating the ‘RIGHT Approach’.
Loop’s approach, aligning with Greenbook guidance, extends beyond traditional cost-benefit analysis to consider wellbeing.
In conclusion, Adrian’s Valuation Presentation pushed us to reconsider how we evaluate worth. It served as a catalyst for a deeper understanding that valuations, when intertwined with social value principles, unlock a world beyond numbers, enriching our decision-making and understanding of true worth.
Charlotte Ostermann
Private Sector Lead, Social Value UK
Did you speak at or attend MemEx 2023? If so, send us a blog or other form of media we can share. We’d love to publish more insights from the sessions…
A Celebration of Connection, Collaboration, and Community
Our recently concluded Members’ Exchange (MemEx) 2023 was more than just a conference; it was a vibrant gathering that highlighted the essence of connection, collaboration, and community within SVUK. In this recap, we’ll explore three key takeaways that stood out during MemEx and delve into the enriching experiences that unfolded, reinforcing the strength of our shared vision.
The Power of Global Relationships: At the heart of MemEx 2023 was the acknowledgment of the invaluable relationships we share with Social Value International (SVI) and our fellow Joint Member Networks worldwide. The significance of these connections was a recurring theme, emphasising how our collaborative efforts extend beyond borders. My recent election to the Board of SVI further solidifies our commitment to global cooperation and opens doors for exciting opportunities on the international stage.
Networking Beyond the Screen: In a world increasingly dominated by virtual interactions, MemEx 2023 emphasised the irreplaceable value of in-person networking. Attendees had the chance to engage not only during scheduled breaks but also within speaker sessions, fostering meaningful connections. My’ Meet the CEO’ session provided a unique platform for individual interactions, allowing members to voice questions and ideas directly. The warmth of face-to-face exchanges resonated, creating an atmosphere conducive to idea sharing, problem-solving, and genuine relationship-building.
Embracing Diversity of Views: A standout feature of MemEx 2023 was the celebration of our community’s diversity of views. The richness of perspectives, evident not only in the agenda but also within sessions, fuelled lively and passionate debates (see accompanying blog on one such session!). The conference became a melting pot of innovative ideas, challenging concepts, and collaborative problem-solving. Embracing this diversity is central to our collective strength and growth as a community.
As we reflect on the successes of MemEx 2023, our ambitions for the future are high. Plans to become a fully remote team align with our global presence, while the desire for co-location with members demonstrates a commitment to shared experiences. Hosting SVUK roadshows, facilitated by members, promises to further strengthen sector-specific connections and broaden our impact. The support and offers of assistance received during MemEx underscore the tangible sense of belonging within our movement.
MemEx 2023 was not just a conference; it was a celebration of our collective achievements, driven by the power of genuine connections and a commitment to shared goals. As we look forward to next year’s conference, we invite all members to actively contribute their ideas and help shape the character and approach of future gatherings. Thank you to everyone who played a role in making MemEx 2023 a success, and we eagerly anticipate the continued growth and evolution of our community in the coming year. Until then, let the spirit of collaboration and camaraderie continue to guide us. See you next year!
Isabelle Parasram OBE
CEO, Social Value UK
Did you speak at or attend MemEx 2023? If so, send us a blog or other form of media we can share. We’d love to publish more insights from the sessions…
Scotland, Wales and Northern Ireland have all seen developments in recent years, with more wind farm in the pipeline.
Yet, England has largely been bereft on new wind farms since 2015 when then Prime Minister David Cameron introduced planning application reforms.
Signalling a shift in position, the UK Government recently published updated guidance on how to increase community backing for future wind farms in England and has just ended a public consultation on how to further win support for these developments by using best practice engagement.
SVUK firmly believes the Social Return on Investment Framework is the best solution to improving the likelihood wind farms win approval from local authorities, given its emphasis on engaging with those people (stakeholders) most likely to be impacted.
Our globally-recognised SROI model goes beyond just engaging with local people, but analyses the priorities of stakeholders and the relative importance they place on the changes they are likely to experience.
By using SROI Forecasts, wind farm developers could take into account residents and other key players’ concerns, adapting their plans to better account for the perceived unintended impacts of their proposals.
SVUK’s primary focus is impact on people – social value. But given our ability as a country to meet Net Zero ambitions will impact our future wellbeing and quality of life, as a national body we support in principle the development of more renewable energy hubs.
This does not mean every wind farm proposal will be appropriate, but SROI forecasting is our best opportunity to evaluate the wider impact of such a developments, beyond their proposed energy generation and environmental footprint (accounted for through existing legislation).
SVUK CEO Isabelle Parasram OBE
SVUK CEO Isabelle Parasram OBE said: “Energy companies and local residents would benefit alike from SROI forecasting, because it encourages closer engagement and collaboration. We know wind farm developers have proven in other areas of the UK they can get this right and such legislation change would only see more profitable results for both energy firms and our local communities, in the form of more successful, appropriate planning applications.”
“Greater emphasis on social value accounting would help to distinguish the developers who look to invest and enrich communities, giving them the chance to prove their commitment to improving the wellbeing of the people they impact.
“We emphasise the SROI or equivalent approach because it’s ground-up engagement style, based on our eight principles, captures unintended consequences alongside intended outcomes of a project.”
For further details email: communications@socialvalueuk.org
Below is a copy of our response to the UK Government consultation:
Positive social value practice is the answer to the government’s desire to increase the number of onshore wind farms in England, embedding the highest, most productive standard of public engagement to the planning process. The government should be looking to use SROI (Social Return on Investment) forecasts and evaluations as the gold standard for best engagement practice. Ensuring everybody can readily see the true value of a wind farm development. Social value is impact on people and there is no stronger impact on people than the ability to live on a safe, hospitable planet, which is why SVUK welcomes the move to increase renewable energy generation over fossil fuels, as part of the government’s Net Zero ambitions. To successfully reintroduce the building of wind farms to England after the 2015 planning application changes, the government recognises it must embed strong stakeholder engagement – the first of our shared principles with Social Value International (SVI). We are extremely heartened to read the Best Practice Engagement Guidance but believe it can be adjusted to ensure the best Social Value outcomes for all and positive results for the applicants. As the government states, developers should properly engage with nearby residents to create a flow of communication, articulating exactly what change will take place – SVI Principle 2. We suggest these changes should be described both from the developer’s perspective and from the point of view of different stakeholder groups – which may include the local community, wider country, potential employees, customers and service users. It is essential to understand that the same intervention might bring about different outcomes and impacts for people depending on their background, living conditions, specific needs, etc. We support the use of the varied methods for stakeholder engagement recommended in the consultation document but would like to stress the need to make the engagement as representative of local residents as possible, keeping in mind that those most likely to experience unintended negative outcomes are often those harder to engage. Such an open and inclusive approach to stakeholder engagement would reveal why some people have reservations about onshore wind developments in their local area and go some way to resolving the issues blocking their development. To optimise wind farm projects and planning consultations, the social value measurement should not be limited to outputs (power produced, etc), but outcomes and thus must also account for negative impacts – intended or otherwise. But this works both ways, there will also be unintended positive outcomes. This is key if we are to avoid issues of tick boxing – the social value world’s equivalent of greenwashing – and to ensure a ground swell of support for these developments. Developers should recognise what holds value for the stakeholders. This could be done by either establishing the relative importance of outcomes for different stakeholder groups through an appropriate system of weighting/ranking, or through financial proxies. The latter translates stakeholder value into monetary units and can make it comparable with the cost of construction and/or benefits for the residents and other stakeholder groups. Developers should seek to be transparent, i.e. demonstrate the basis on which their analysis may be considered accurate and honest, and take steps to report and discuss it with stakeholders – Principle 6. This chimes with the government’s guidance on page 15 of Community Engagement and Benefits from Onshore Wind Developments Good Practice Guidance for England: “The engagement plan needs to be flexible and remain responsive. Adapting the plan to provide bespoke information about local concerns is important”. Further, as outlined in SVI Principle 7, all developers should verify their results using an assurance service, such as the Report Assurance service provided by not-for-profit outfit Social Value UK
Finally, stakeholder consultations alone are not enough – developers should be responsive to the feedback they receive and use it to inform their decisions in line with Principle 8. This enhances the government’s guidance and could be key to achieving successful planning approval for later wind farm applications by the developer. Renewable energy firms, through their environmental impact statements, have become accustomed to working around wildlife and fauna challenges. This curtesy should be extended to local communities. We recognise many firms improve road infrastructure and in more rural settings, communications, but the true impact on stakeholders must be assessed from their point of view, not the developer or shareholder. Although this creates a powerful list of requirements for energy developers to adhere to, we believe it will result in more positive outcomes for all and are aware of existing industry examples of social value practice success. Planning applications are less likely to be met with objections if stakeholders feel listened to and firms take informed decisions. A critical issue for renewable energy developers is a shortage of skills and this too can be overcome with proper stakeholder engagement and support, creating a sustainable workforce for maintenance and further projects. We believe Social Return on Investment (SROI) forecasting and evaluation is how developers should meet the engagement requirements being put forward by the government. Minimum requirements must include education and skills, health, financial independence, wellbeing, job quality and adequate feeling of engagement. Social Value UK would be happy to work with the government to collaborate on an appropriate framework or adapted SROI model, should it be needed, and to offer verification and validation to ensure reports are robust. As a not-for-profit organisation connected to global standard-setter Social Value International, Social Value UK is in an ideal position to accurately adjudicate on SROI forecasts and evaluations prepared for wind farm developments. By using the SROI framework, the government could be assured of a level playing field and greater chance for equal replication of standards across England, regardless of the local authority involved.
We are pleased towelcome Enterprise North West to the Social Value UK movement.
Below follows a catch up with Brian O’Neil (Director of Development & Enterprise) and why the Northern Ireland-based social enterprise have decided to join SVUK.
Tell us about your organisation:
Enterprise North West is passionate about encouraging economic resilience in Derry City and beyond. We strive to help our clients achieve this through stimulating enterprise and innovation.
Enterprise North West focus on growing the local economy by providing the information, advice and support that local business owners and social enterprises need.
Enterprise North West are passionate about contributing to the local economy through our range of services for businesses and social enterprises to create community wealth.
Why have you joined SVUK? What do you hope to achieve and what training or tools we offer are you most excited by?
We have decided to join SVUK as they are recognised as the market leaders in terms of social value in the UK. We want to be able to support organisations and social enterprises across the island of Ireland to measure the true impact of the services they provide in their communities.
How deep is your current knowledge of social value practice?
Whilst Enterprise North West have worked in the social enterprise sector for over 25 years we have always focused on business development with financial return as the key focus. Our current knowledge of social value is limited but we are keen to develop this knowledge further.
You have joined a global social value movement, what does this mean to you? How important do you think it is that organisations make decisions informed by their social impacts?
Enterprise North West are fully committed to supporting local organisations measure the full impact of their services to allow them to demonstrate this to their own social stakeholders. This type of reporting is now becoming more important in terms of supporting community wealth building parties in local communities.
We cannot wait to see our new member embark on their social value journey. If you’d like to start yours, become a member today and consider attending our online or in-person SROI training. The Social Return on Investment framework is an internationally-celebrated method for identifying positive and negative outcomes of organisations’ decisions.
We are thrilled to announce Raytheon UK have joined the Social Value UK movement. We caught up Corporate Social Responsibility manager Joseph Drugan to find out more about the company and the reasons behind becoming a member.
Tell us about your organisation…
Raytheon UK is a landed company of US-based Raytheon – an aerospace and defence company -providing advanced systems and services for commercial, military and government customers worldwide. As a prime contractor and major supplier to the UK across Space, Cyber, Maritime, Air and Land, our vision is to create a safer, more connected world through delivering game-changing technologies that secure our futures. At the heart of this vision are our 2,000+ highly skilled employees, who are located across the country at our regional facilities which include Broughton, Glenrothes, Harlow, Livingston, Manchester and Gloucester.
Why have you joined SVUK? What do you hope to achieve and what training or tools we offer are you most excited by?
SVUK is an ideal fit for our company because we are committed to delivering a genuine, positive social impact throughout all our projects and contracts. We do this right from the planning stage (to ensure commercial and environmental decisions are made with social value considerations) through to the delivery of our contracts (ensuring that we deliver on our commitment to unlock real social value for our communities). By joining SVUK, we look forward to furthering our knowledge, and sharing and developing best social value practice. It’s important to us that we play our part in the defence sector’s ability to make a positive impact across our communities in all four nations of the UK.
How deep is your current knowledge of social value practice?
Social Value is integral to our projects and solutions, and is integrated in our design process from initial concept right through to the end-solution or end-product. We see huge potential to drive positive change through the delivery of our contracts and are focused on:
Reducing our environmental impact and contributing to environmental sustainability schemes in the UK
Reducing the UK Skills gap in key sectors such as Cyber Security, providing quality STEM education support across the UK, focusing on equity for pupils of all backgrounds and abilities to access pathways to industry.
Supporting UK Veterans both in career transition and wider holistic support.
Fostering and maintaining a positive working culture for all with a focus on accessibility, diversity and inclusion to ensure that everyone is given full support to deliver their best work.
Developing and diversifying our supply chain and bringing them on our Social Value journey.
Have you produced social value reports before and if so, how do you feel SVUK can advance these?
We are delighted to be currently producing Raytheon UK’s first external Social Value report. Although we have always monitored our social value activity internally, this formal report is a positive step forward to full transparency and accountability. We look forward to SVUK’s support by providing industry specific guidance on our report, and helping with accrediting the report where possible.
You have joined a global social value movement, what does this mean to you? How important do you think it is that organisations make decisions informed by their social impacts?
For an organisation such as ours, we can only truly deliver meaningful social value if all business decisions are made through the lens of social value.
Have you previously taken steps to improve wellbeing in your organisation? Do you feel your SVUK membership can improve this?
We believe that everyone should be supported to deliver their best work at Raytheon and have developed an employee wellbeing programme, which offers industry leading enhanced maternity and paternity packages, and a flexible working scheme to help our employees reach a healthy work/life balance that is desirable for all.
We operate our wellbeing approach under 5 pillars: Social, Mental, Financial, Physical and Professional Wellbeing. We believe wellbeing encompasses all of these areas:
Social
Social wellbeing is built upon the relationships people hold, both in work and out of work. We offer a range of information on how to achieve a sense of belonging through webinars, links to CSR, how to connect to our Employee Resource Groups and make the most of our volunteering opportunities (we offer 5 paid days per year per employee).
Mental
Mental wellbeing is supported by our network of Mental Health Ambassadors, who are located across the organisation at all levels. We have also recently recruited another group to double our number of ambassadors. We signpost employees to external support across the UK, our Employee Assistance Programme platform also links to an external platform which hosts support for employees.
Financial
Financial wellbeing focuses on resources to support employees around money management, where to go for debt management support, links on how to assess what government support they may be entitled to. We recently hosted moneycharity.org.uk who delivered seminars on money management and pension information. Employees also have access to financial resources via their pension.
Physical
Physical wellbeing is supported in the workplace via Environmental Health & Safety practices and in-house occupational health if required. We focus our resources on how to stay active working from home, how to set up workspaces from home, how to be active at your desk, but also offer information on how to eat healthy.
Wellbeing
Professional wellbeing focuses on career management, outlining resources available to employees, this links in to learning and development.
What steps have you taken to drive equality and social mobility? Do you feel your SVUK membership can improve this?
As an organisation, we have been externally assessed as having a fantastic inclusive culture, but we seek to continually access, develop, and improve our culture. Enabling our employees and those joining the company, to be the best version of themselves is our top priority. Therefore, we welcome any opportunities to learn and integrate practices which will improve our employee’s experience and continue to open up pathways into our industry for people from all walks of life.
…..
We are thrilled to say Raytheon UK have already had a member of staff attend one of our Social Return on Investment training courses.
Members of Social Value UK receive a discounted rate for these globally-recognised courses – held online and in-person. Why not become a member of Social Value UK today?
Janina Neumann Design is a graphic design business that helps organisations to scale social impact through brand identity design, branding, and social value reporting.
Ahead of this announcement, spent some time with Janina to learn more about her experience with the assessment process…
Why did you embark on the SVI Professional Pathway?
I embarked on the SVI Professional Pathway because I wanted to get a better understanding of how to measure change within people’s lives and to support Janina Neumann Design’s mission of “Design for social change”.
What elements of the assessment were particularly useful to your learning?
Identifying stakeholders and outcomes have been one of the most useful elements. I found it very valuable to learn how the Principles of Social Value ensure that more voices are heard in decision-making processes. It was also important for me to find a framework that would highlight all meaningful outcomes, even the unintended negative outcomes of a project.
How do you plan to utilise your newly acquired Level 1 Associate practitioner skills?
With my Level 1 Associate Practitioner skills, I look forward to supporting clients with assessing their social value when making policy, delivery, and investment decisions. The additional skills will also help me bring a different perspective to designing social value reports and pitch decks.
Do you intend to develop your social value practice further?
Having already completed Social Value UK’s ‘Social value and SROI Practitioner training’, I would like to become a Level 2 Accredited Practitioner in the future.
Congratulations on joining our social value practice community. What does it mean to you to be part of a global network? How can you contribute to the social value movement and what issues/areas do you intend to address?
Being a part of a global network is exciting as I am keen to learn about the different environments that social return on investment is applied in. It is great to be able to work with a globally recognised framework that has defined social value and its principles so that it can work across different cultures.
“I’m thrilled to have become a Level 1 Associate Practitioner with Social Value International. This will continue to help me deliver Janina Neumann Design’s mission of design for social change.”
Social Value in Perspective: Driving Equality to Solve the Workforce Shortage
As part of our workplace equality campaign we have been sharing insights into hiring ex-offenders successfully, as a means of both solving staffing issues and creating social value in the community.
Below is a brief Q&A with an employer that has been doing just that.
Catch22 is an organisation that designs and delivers services that build resilience and aspiration in people of all ages within communities across the UK.
What were the main reservations you had surrounding employing ex-offenders?
The practicality of recruitment in certain settings, i.e., vetting being a barrier.
Our biggest concern was that vetting may prevent us from hiring inclusively. However, it is about finding ways to work around this as opposed to automatically assuming people can’t be recruited due to the vetting procedures.
Has hiring people with convictions helped you to reach a greater talent pool?
Yes, for example we hired a former gang member to assist us with our Gangs and Violence Reduction Service. We found it beneficial to use their lived experience to engage with young people and encourage them to exit gangs. The person in question used their expertise and journey to help empower young people to turn their back on the lifestyle. Their experience meant they had a deeper understanding of the issues at hand, and they were personally requested to speak with certain young people by schools who had worked with the individual before and seen their impact.
Have your customers/consumers responded well to this?
In relation to gangs and violence reduction, yes very much so.
What would you say to a company considering this more inclusive recruitment style?
Do it – People with lived experience bring so much value and dedication. The risks are low, people want to change their lives around and will dedicate themselves to the work.
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.“
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.
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.
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?
“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 .
“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.
“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:
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.
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.
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.
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.
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.“
Sarah is the Director at Amethyst Connect. Amethyst Connect works with clients to help and support them with all the complex requirements of the public procurement process. They aim to provide solutions to ensure tender success.
Ahead of this announcement, we spoke to Sarah about her experience with the assessment process…
Why did you embark on the SVI Professional Pathway?
As a Consultant who supports clients with tender bid writing and embedding social value into organisations, I felt it was important to understand more about the Social Value International principles of Social Value and how Social Return On Investment is conducted.
What elements of the assessment were particularly useful to your learning?
I really found it beneficial learning about stakeholder engagement, how to explore the impact of change and measure how significant that impact has been.
How do you plan to utilise your newly acquired Level 1 Associate practitioner skills?
As a Consultant primarily supporting organisations with public procurement tendering, in particular in the MedTech sector, I believe my new skills will help me to explore with clients in more detail the impact their Social Value offerings will have.
Do you intend to develop your social value practice further?
I will continue to support clients in embedding social value into their organisations and to help them with their social value tender commitments to ensure that they are deliverable, measurable and meaningful.
Congratulations on joining our social value practice community. What does it mean to you to be part of a global network? How can you contribute to the social value movement and what issues/areas do you intend to address?
I have a particular interest in the Environmental element of Social Value. This is partly driven by supporting clients with the requirement to meet the NHS Net Zero targets.
So, I hope that being part of a global network will provide me with opportunities to share experience and collaborate on that specific challenge.
“I am really proud to have become a Level 1 Associate Practitioner with Social Value International and also to have passed the Social Value and SROI (Social Return on Investment) accredited practitioner training course. These additional skills and knowledge will help me provide further insight and support to Amethyst Connect clients around Social Value organisational embedding and contractual delivery.”
