Report on Employment Support at HMP East Sutton Park


inside times


Report on Employment Support at HMP East Sutton Park

1 October 2020 – 30 September 2021


Final Logo beating times




This is an overview of the work undertaken by A Fairer Chance and Beating Time through their Inside Job partnership at HMP East Sutton Park (ESP) during the 12 months from 1 October 2020 to 30 September 2021 – a period dominated by Covid and lockdown across the prison estate. Notwithstanding this, the project has worked with over 95 women during the 12 months, delivering 57 job starts (both through paid ROTL and post-release). The team has also provided many hours of emotional and practical pre- and post-release support during this very vulnerable time.

The results achieved are, we believe, outstanding against the background of the pandemic and the physical absence of other contracted employment support in ESP during much of the review period. ESP was at Stage 3 or 4 for most of this time, but we could deliver due to our strong relationships with the prison, local store managers of a national retailer and with the women themselves. We were delighted when New Futures Network commented,

[W]e are looking at best practice across the Women’s Estate… East Sutton Park is a shining example of how partnership working should work and that is down to A Fairer Chance and Beating Time”.

While this work has been possible due to the support of many, we would particularly like to extend our thanks to Officer Hasemore of ESP, Beverley Toone of New Futures Network, our Reps and most importantly, the women of ESP without whom nothing would have been possible.


Maggie Walsh and her small team at A Fairer Chance have undertaken most of the frontline work, working in partnership with Beating Time as part of the Inside Job Programme. Maggie has a long-standing relationship with ESP and an excellent reputation with the women as a valuable and trusted source of practical employment support and opportunities. The work has been, and continues to be, funded by the charity, Beating Time, from its own reserves. Beating Time has established Inside Job in four Prisons in the Midlands. A Fairer Chance has helped more than 1900 people with convictions move into work over the last 10 years.

Inside Job is a peer-led employment project run in a prison, with trained Reps identifying and supporting candidates among their fellow residents with job opportunities pre-release and linking to expert employment advisers in the community both before and after release. Covid restrictions mean it has not been possible to operate fully in ESP during Covid. It has therefore been a bespoke service, providing a 1-2-1 employment service relying, in the main, on direct contact initiated by the women in ESP.

The Review Period

  1. Context: Population Size

ESP houses around 100 women when at full capacity. During the period covered by this report, the population has been at c.80% of usual levels due to the slowdown in transfers from the closed estate and the need to keep numbers low as part of Covid prevention management.

Around 54 were released during this time.

We have employer confirmations of 58 job starts for 57 women during this period (pre- and post-release). Some of these women were originally placed by A Fairer Chance just before starting the Inside Job partnership with Beating Time. However, they have been included in the figures because we have continued to work with them during the review period (whether in ESP, on transfer to the closed estate and on release).

  1. Overview of Results (all Starts)

We have written confirmation, from the employers, for fifty-eight job starts.

  • 29 Women have reached “26 week” post-start date point.
  • 22 women sustained at six months. That equates to 77%.
  • Of the 7 who did not, 4 were transferred to other establishments and 1 resigned. 2 we have not been able to speak with, but we are aware that 1 has moved to a new employer following an initial transfer to a store local to her home area (reported by another woman who has remained in touch) and 1 has been deported.

We have no evidence of reoffending from this group (although we cannot confirm for the two we were unable to speak to directly).

  1. Employment Path and Work Sectors

We have also reviewed the path to employment and work sectors which the women have gone into.

Options during the period were severely curtailed by Covid.  ROTL options were particularly badly affected with a ban imposed by MoJ save for those in key worker occupations: the move to remote/home working available to the wider population was not possible in the prison estate. However, this unusual period has also highlighted the advantage of having strong relationships with a national food retailer. This has enabled many to continue to prepare for release by earning income and (re)building skills as well as supporting the local community as essential workers.

Of the total 58 starts:

  • 52 started work on ROTL (the majority placed with our retail partner).
  • 4 women were provided with many hours of dedicated support to secure excellent Civil Service roles (with DWP and MoJ) including detailed guidance on the application form, CV and person spec, pre-interview prep, post job offer practical support and advocacy with accommodation needs, right-to-work documentation and other induction administration delays, stop-gap employment and emotional support.
  • 1 has become a florist/plant technician.
  • 1 is working in production with a high-end frozen-food retailer.
  • 1 has been employed by A Fairer Chance for 9 months and is completing a Level 4 Apprenticeship as Employability Practitioner.

Civil Service

The Government’s initiative “Going Forward Into Employment”, brokered through New Futures Network has opened up some excellent opportunities for the women.  While there have been some frustrations over the lengthy induction process which can result in real financial hardship (and emotional stress) for our candidates the jobs themselves offer real opportunity, career progression and security through pension and other benefits. We have become very skilled at the application process, and we were delighted to learn last week that A Fairer Chance is the most successful organisation at placing people through the GFIE initiative.

A little more detail on the destination of former ESP residents as at the end of the review period:


Position Government Department
EO DWP Summer School *
EO DWP Digital marketing role
AO DWP Local Job Centre Admin Support**


*now appointed a member of the task force into making GFIE programme more effective

**now also heading up the local task forces on immigration/asylum seekers and people with complex needs/on the margins

  1. The Post-Release Story – Job Progression

The ESP women we have worked with over the period have demonstrated time and time the calibre of employee that is in our prisons and the role that ROTL can play to change people’s outcomes on release.

Highlights include:

  • 11 women have kept their ROTL jobs on release transferring to a local store in their home area. This has been achieved through our close relationships with Head Office of our partner national retailer and the local managers.
  • 2 women on life licence have successfully applied for parole, supported by their ROTL employer. 1 of these women has now been employed for 18 months following a transfer through the gates.
  • At least 2 women have resettled in Kent to keep their jobs in stores where they are thriving and have good support systems.
  • At least 3 women are now in management roles
  • I Employment Event held in June 2021 (focused on the construction industry) with over 30 women attending. We welcomed some great employers and as the women have been approved for ROTL and/or reaching the last weeks of their sentence we are working with Elite Rail, Kovona and others to follow up on job offers and new opportunities. There is one success we have not been able to report on – McGinleys offered a role to a young woman through the gates on one of their large-scale rail projects but the supported housing she was referred to prevented her being able to take up the job. This is an all-too-common story for those being released from the wider prison estate.

On a more personal note, our in-depth work building relationships with all parties to the process has enabled a woman from the traveller community to get what she calls her first “proper” job. Her manager called to tell us she was one of the best workers ever and have spoken to her about training for a management position. There is a certain irony in the fact it took her coming to prison to secure a “straight job”.

None of this is achieved in isolation. We reach out to our network to find roles which fit an individual woman – not just any job. This includes other organisations such as Bounce Back who helped one woman regain her old job on release through their own contacts with that company.


It is also worth noting that the Permanent Roles with the national retailer were all achieved because of the ROTLs secured for the women whilst they were still serving their sentences. This demonstrates how invaluable ROTL can be in terms of the employment pathway for people serving sentences (and supporting the MOJ’s own research on this area[1]). If you would like to share more within ESP (and the wider women’s estate) to promote the importance of ROTL we can provide numerous case studies/examples: we are passionate about supporting any work which changes the employment outcomes for women and leaving prison in a positive way.


  1. Inside Job Peers

As Covid restrictions have started to ease, we have also been able to bring in the peer-led component of Inside Job. Beating Time has directly funded:

2 Training Days: we commissioned Phil Martin of Ex-Seed to deliver 2 training days to two candidates for the Inside Job Internal Recruiter Role. Phil is the author of the “Bible” on securing a job with Convictions “How to Get a Great Job with a Criminal Record” and ran an Employment Desk as a serving Prisoner in HMP Spring Hill, securing over 400 ROTLS/ Post Release Positions.

1 laptop & Printer: on which we have preloaded the precedents and know how the internal recruiters need to support their peers to produce tailored CVs and Disclosure Letters – building on the excellent CV writing course run by the Education team.

Bursaries: we fund small bursaries for our peers which are paid to them on release and provide phone credits for those using the prison PIN system so that staying in touch with us does not put them at a financial disadvantage.

1 coach: we have arranged for one Candidate who wants to be a professional life coach post prison, to have Coaching herself with a leading professional coach.

Maggie Walsh and Rachel Mace

October 2021

[1] The Reoffending Impact of Increased Release of Prisoners on Temporary Licence, J Hillier, and A. Mews; Analytical Summary 2018 (Ministry of Justice (OGL, 2018)


To find out more about our Women’s work, please take a look at our dedicated page Women’s work | A Fairer Chance

Happy 10th Birthday to us!

I hadn’t posted for a bit as I foolishly broke my leg and then had a short staycation.

But I am writing today as, all of a sudden, we are TEN YEARS OLD. Yes, A Fairer Chance is ten years old, and I can look back over this time with real pride when I consider all the things our fabulous team have achieved.

  • Over 2000 people into “good” work
  • Over 300 people employed on ROTL
  • Over 3000 people assisted through attending our amazing prison Jobs Fairs or through our one-to-one support.
  • Our “Women’s Work” that has grown into something truly amazing.

When we set up A Fairer Chance, we decided we should be a social business, and not a charity, as we were asking employers to look at the business reasons for employing people with convictions.

That approach stills serves us well. There is room for a lot of different models in this world. Some jobseekers will need a different approach and more support. We see ourselves as a talent acquisition organisation. We work closely with our employers to better understand their skills and labour shortages and to influence prison delivered, skills and training, to meet those needs

I am delighted to say that the employers who supported us, on day one, still work with us today. Some managers say we are their only source of recruitment.

We set up A Fairer Chance on the understanding that there was enough money in the “Welfare to Work” and wider criminal justice system to support a business. There have been some changes and sometimes it is very difficult for a small business to meet the requirements of complicated grant applications ……but we are still here

We also sought other funding and with Lendlease, (Be Onsite) and Bounceback leading the way we achieved fantastic outcomes, both in terms of jobs and employers engaged on the CITB funded, Mind the Gap project.

We are planning a few low scale celebrations primarily where we will be meeting up with our former jobseekers and we are looking forward to the next ten years

Thank you all for your best wishes and ongoing support

Remember, everyone needs “something to do, somewhere to live and someone to give a damn”

Maggie Walsh MBE


A Fairer Chance

Back in custody

On Friday 25th June we held our first proper prison event since Jan 2020. Together with Beating Time and supported by Bounceback, we hosted a range of employers and before the end of the day we already had ELEVEN yes ELEVEN firm job offers for proper paid jobs on ROTL. Jobs that can be kept “through the gate” We have a lot of follow up to undertake for women identified by other employers as being right for their companies.

The main theme for the day was the built environment and rail. With the funding in place to deliver CSCS in the establishment the real work will start next week
I never cease to be amazed by the support from our employers so here’s to Elite Rail who have pledged hard cash to help women achieve a drivers license (Many rail work locations are in the middle of nowhere and much is carried out at night}.

The other employers, see below, are also pledged ongoing support by forming an informal network to build a proper relationship with the prison and the women. This would include offering one day workshops including Tool Box Talks, Asbestos and Legionella awareness and other short courses that will add to our women’s employability.

I also want to give a big shout out to the three women who were there with their employers and had all spent time as residents.

We can only do this work because of the flexibility and commitment of the prison team. Senior Officers John Hasemore and, Rena Berry and Community Manager, Toni Duchesne who, responding to the delay of the planned relaxation of Covid rules, housed our event across three separate locations to ensure we kept to all social distancing and other rules.

I was mentally and physically exhausted by the end of the day but not too tired to visit the Farm Shop and buy up Mr Ps special ribs and a selection of meats and sausages produced on the prison farm and butchery. #EastSuttonFarmShop

So big thanks from A Fairer Chance and Beating Time to everyone who supported this event
McGinleys, Elite Rail, VGC, Kier, Bilbys, PSR, Bounceback, BeOnsite, New Futures Network, Sainsburys, Coop, Forward Trust

Women’s work Pt2

This is my second post dedicated to Women’s Work. I think we might need to rebrand as a Talent Acquisition business when I look at the skills, abilities and determination that the women we are able to support have to offer… and what they achieve.

Spring Star stories:

• Former NHS worker we had previously helped secure a driving job was determined to get back into a caring role. After a long process, a little bit of AFC intervention to gently refer the recruitment team to their own NHS Trust’s policy on recruiting people with convictions, she passed all the background checks and has started work as a vaccinator

• We met up with a wonderful young woman who years ago we helped onto the very last Jamie Oliver FiFTEEN scheme. She had previously worked at top London Restaurants but found lock down really hard. We worked with her over the last few months helping her regain her confidence and to renew all her food hygiene and related tickets, paying from our (non existing) hardship fund. Our Ops Director, Rozie, arranged a trial shift with one of the best known awarding winning “artisan” bakeries. They loved her and she’s started work, as a chef, on a wage that reflects her skills, last month

Around the Country

We continue to get contacts from all over the country. I got invited to Clinks Women’s Forum in March that was interesting and informative. The best part was meeting a woman, in the break out bit, from the BOSS project in Cardiff. They are also really keen on helping women help themselves through employment. I was immediately able to put BOSS in touch with NFN who have vacancies in Wales, in the Civil Service and also in the built environment. The logistics of setting up a through the gates service, when Welsh women are sent to English prisons, is not without its challenges. I am also going to try and assist them in establishing links with my retailers.

Then, randomly I met a great young woman on a telephone call. I was doing some employability interviews and had the chance to chat to a young lady who had been released from HMP Peterborough. Well educated, good work history, non-violent crime. She had even contacted the prison for help but was told nobody could help her with employment. I just thought this woman is too good to lose. To cut a long story short I was able to refer her to an ideal job. This is her letter to me

Although I used my time in prison as wisely as I could, by volunteering for various charities and working in the education department as a teaching assistant, I came home feeling very ashamed and with little or no confidence about finding work again.
Despite learning a very hard lesson from my previous mistake, it has led me to a better outlook on life and an appreciation of honesty. That being said in the 18 months that I have been home again I have struggled greatly to find and hold down a job. Maggie at A Fairer Chance has been phenomenal in helping me build up my confidence and to realise that although I made a grave error it doesn’t define who I am.
Maggie put me in touch with User Voice and thanks to her introduction I have been able to secure not only a new job, but a wonderful career opportunity. Thanks to Maggie this is the first time in a long time that I can genuinely say I feel hopeful for the future.

We have had another success with Civil Service with one of our women securing a digital marketing job through the gates.
We have also seen a huge rise in demand for women to work in rail, utilities and construction. Jobs range from muddy boots through admin to planning. I am talking with the fabulous Fran from Bounceback around the possibility of delivering some pre employment CSCS training in custody.

We have just been back in to HMP ESP with Beating Time, who support our work in custody, for the first time this year and I will write more about that next time.
We are only limited by funding. If any organisations out there would like to discuss funding with us, or there are any employers out there who would like to find out more, please contact us at

Womens Work

Last time I wrote I hinted at some exciting news for A Fairer Chance and our work with women. I am delighted to say we have partnered with Beating Time, through their Inside Job initiative, and will be able to continue our work with women in prison, primarily at East Sutton Park, for at least another year.

Through a second partnership with Careers-Academy, we can now also help London women, impacted by their contact with the CJS but who are no longer under supervision
Working with Senior Officer John Hasemore has enabled us to access brilliant, hardworking, resilient women as they strive to obtain employment on licence and through the gates.
Since October, and in these times of Covid, we have still been able to help eleven women interview and secure job offers in retail. We have just heard that another fabulous young woman we have supported has secured an Executive officer job, in my old Department, DWP, through the “Going straight to Work” NFN initiative. Best of all I have a woman working with me now.
Does she know what she’s let herself in for?

In total we directly helped at least 51 women with convictions gain work in the last year. Does this make us the top performer in this field?
We caught up with some of our stars from previous years

• Chris the TFL reporting Manager now four years into her career in project management… and climbing to the top

• Naomi our TFL Contract Manager just a year behind

• Annie, our amazing plant technician who has been employed for more than two years now “I am getting great feedback from her manager, colleagues and most importantly customers. Annie is turning out to be one of my best technicians” Ambius.

• Rowena four years as a reporting officer and payroll manager for a multinational construction company

• Dee, Senior account manager within FM. Employed for two and a half years now

• Cassie now a store manager, who started work six years ago, on a 12 hour ROTL contract, with our favourite retailer.

Any employers who would like to find out more about our work, or talk to any of our real women or existing employers, please feel free to contact me.

In response to the number of people in the prison system most of our work is with men and we do very well there too. But sadly jobs for women are low down the agenda. You can read volumes of information, strategies and research papers concerning women in the criminal justice system, with hardly a mention of employment. I still find it hard to access the various CJS women’s forums.

So today we launch our own initiative that we will simply call Women’s Work .

Do get in touch if you would like to find out more.

Maggie CEO

Our Special Achievement!

I haven’t posted for a while. It’s all been full on. I was going to post about our recruitment exercise. Interesting, challenging but ultimately successful and I will be introducing my new apprentice in due course.

Then I wanted to post about the lack of help for women, who want a job on ROTL or on release. That employment for women prisoners is barely mentioned in strategies and funding opportunities. How there is an assumptions, sometimes perpetrated by the “industry” that employment is not important. At A Fairer Chance we have never turned a woman away. We are regularly contacted by women, or their families, desperate for support. Since the beginning of September we have placed another twelve women into work on ROTL or through the gates. I have a further fifteen interviews booked for this week. The women will now have a chance to save towards a rent deposit and have a job on release, thereby preventing them from having to rely on the broken offender housing system.

I am sure our outstanding results will feature in some other organisation’s statistics!

But I have some really exciting news about our work with women. I may not be able to get a seat on any of the “women’s forums” or find a funding opportunity to apply for but another great organisation has seen the worth of what we do. More to follow.

What I really want to write about today is our surprise and delight at receiving a special achievement award from the Violent Crime Prevention Board on Friday night. The VCPB consists of a team of experienced professionals, community influencers, police and practitioners in the area of addressing violent crime; We were selected by the board members, hence our surprise. At A Fairer Chance we believe everyone needs three things if they are going to flourish, something to do, somewhere to live and someone to give a damn. We try really hard to bring these things together.

With our work in men’s and women’s prisons, across the UK, and our work in the community, we have helped people on life licence, IPPs and MAPPA 2 clients move into sustainable employment. We don’t underestimate the consequences of violent crime. But it is a fact that most prisoners will eventually be released. If we are serious about reducing all crime we have to give those people hope that they can access real work.

We are a tiny team packing a big punch and I want to tell me team how much I appreciate their work and commitment.

We are always keen to talk to like-minded individuals and .to build up our network of employers, particularly in London and South East.

We will be celebrating in the office tomorrow…….with cake……and then getting back to doing what we do best. Helping people into work

Maggie Walsh MBE

May 2020 update

A Fairer Chance, like other businesses, has had to adapt to a new way of working now we can no longer access prisons, jobcentres or probation premises. But we like a challenge. For the time being we are accepting self-referrals, from people being released to London .

We are working particularly closely with Waltham Forest and we are piloting a little project with Eva, the amazing DWP Work Coach in HMP Pentonville. We have the first two lads she has referred to us fixed up with personalised CVs and disclosure letters and one has had a telephone interview already. If he passes his medical he will be back on track, rail track that is, next week.

We also continue to work with women due for release this year. So are there any employers out there interested in offering an advanced apprenticeship to a young woman with a Level 3 Electrical engineering qualification and the first year of an aeronautical degree under her belt? Having helped a young woman move from custody to completing a degree level apprenticeship as a Signalling Technician we know we can help industry access these fantastic women, who have a lot to offer, in an area of huge skills shortages.

Since March we have worked tirelessly with our retail partners. We have identified, prepared and risked assessed our jobseekers, for vacancies across the UK. As one of them said to me “I’ve gone from convict to key worker”. Indeed we have hundreds of AFC people working in key roles across environmental services, retail, logistics and even social care.

At A Fairer Chance we don’t expect our jobseekers to “wear a badge”. We only identify individuals, if they say they want to tell their story. We work with our employers to help them navigate the Criminal Justice System and give them the confidence to employ people on licence or in the community. Once our people are in work they are treated like anybody else that works for that organisation be they project managers, butchers, bakers, carpenters or now civil servants.

While you will find the details of some of our employers on our website they don’t all want to shout too loud about what they do for fear of identifying individuals and, I would say, attracting the attention of the wrong kind of media. However, they are all willing to speak to other employers about their work with us.

So if there are any employers who would like to find out more about what we do or talk to existing employers, then do get in touch

Stay safe and in these times think about everyone in prison. Not just the staff, who I know are doing an amazing job, but the prisoners too who are on a very restricted regime and at the mercy of the virus.

March Update

When I planned for the new operational year I thought I had considered all the reasonable challenges and risks we were likely to encounter. Like the rest of the world I had no idea just what was coming.

We are a small business working primarily on employers’ premises, in prisons, jobcentres and one to one with our beneficiaries. Clearly this has come to an abrupt stop. We are working remotely and happy to hear from you as we plan for when the world returns to something we recognise as “normal”.

One thing we have been able to do is to direct people to two of our amazing, supportive employers who are recruiting temp staff in order that we can still keep our homes running.

Needless to say we are incredibly grateful to the NHS staff and all other people involved in the jobs that must be done.

During this time we will be busy bid writing, completing our end of year review and finally, updating this website.

Do all take good care and look out for other people who may need help at this time.

Maggie Walsh MBE

March 2020

2020 and here we go again.

Last year A Fairer Chance helped more than 100 people, with convictions, secure the right job for them. The range of jobs reflects the broad range of skills and experience our people have. Here’s to the butcher, the baker, the furniture maker, the Facilities Manager, the trackman, the brickie, the project manager, the care worker, the horticulturalist, the advice worker, and many more. Additionally, through our advisory service for employers we helped a further 60 people move into retail. Secure that the companies know about their past but have still decided they are the right person for that job, even though some were still in custody.

Last year we worked very closely with Waltham Forest Council and DWP moving local people, with barriers, into work. The employers include Rentokil, HSS, Marks and Spencer’s, Sainsbury’s, Deploy, User Voice and Lovells. We look forward to continuing this fantastic partnership.

The CITB funded Mind The Gap initiative is approaching the end of the three year pilot. This has enabled A Fairer Chance to host Business Challenge Employment days in prisons across the UK. We will be in HMP Hindley this spring before closing the project when we return to HMP Isis in late March. This will be three years after we launched there and will see a number of lads, who we met on that occasion coming back in with their employers. Of course we can only do this work, that has produced jobs on ROTL and release and built lasting relationships between employers and prison, because of the great support from BeOnsite, Bounceback and our other partners, and the amazing staff in the prisons we work in.

We are very excited to announce that we will be managing the jobs brokerage for Build Enfield.
This is a project to help residents of Enfield and surrounding boroughs to secure jobs and apprenticeships in the construction industry. If you would like to find out more or have any questions please email

A Fairer Chance is only limited by funding and often has to turn away people because of where they live. We have enjoyed great support in 2019 in growing out business through Unltd and hope to expand our coverage, and secure other funding models, over the coming twelve months.
Any employers interested in recruiting talented, loyal workers should contact us directly to find out more.

Happy New Year

Maggie Walsh MBE

Making the business case for recruiting people with convictions

HouseofcommonsI was so pleased to welcome many of my supportive employers to the House of Commons last week to celebrate the first year of our CITB, Apprenticeship Levy funded project, ‘Mind the Gap’.

Led by Lendlease we are working with prisons and in the community to identify and recruit, men and women, interested in working in the construction industry. With funding for industry standard training and work tasters, the project can support people on release into employment and beyond.

This initiative has allowed A Fairer Chance to do what we do best, to bring real employers with real jobs into prison. We introduce employers to people who really want to forge a career in construction, be it “muddy boots”, project, and administration or management roles.

The post release support element of the project means A Fairer Chance, and partner , Beonsite and Bounceback, can provide effective post employment support for both the individual and the employer for at least six months.

Most heart warming for me was that I had been able to invite people that I had met in custody, some of them as long as six years ago. They attended not as beneficiaries but as operatives, supervisors and managers working for my great enlightened and supportive employers.

This is a three year project and we will continue to deliver tailored events, in custody and in the community, with our partners, until 2020.

As part of this project NACRO have produced guidance for construction employers wanting to find out more about recruiting people with convictions. It is a practical guide and can be downloaded at

A Fairer Chance works across all sectors and has now placed more than a thousand people into jobs, across a wide range of occupations. Lots of our people have gone on to forge successful careers and given hard work and loyalty to the employers who gave them a break.

This includes more than eighty women working on ROTL (Release on temporary licence). This offers the very best chance of successful resettlement.  “Working out” allows women to save for a rent deposit and, in many cases, keep their job on release.

There are more than 10,000,000 people in the UK with a criminal record. The cost of re-offending is estimated to be up to £13 billion .For example; we have over 86,000 people in custody in the UK.  It costs over £38,000 to keep someone in prison for a year. The only way we get payback for the public purse is if these people are paying tax and national insurance. At this time the UK has huge skills and labour shortages. It only makes sense to start seriously considering people, who have like most of us made mistakes in the past, to fill these gaps.

We cant always shout about the work we do with our, mainly private sector, companies. Nor about the amazing individuals we are able to help move into work. They have been through the criminal justice system and now just want to get on with life, without being identified as being different from the rest of the population.  A Fairer Chance operates a business approach to what we do. Our candidates are well prepared and generally gain their jobs on merit, not as a part of a separate CSR initiative, though we do realise different challenges need different solutions  and there are some great programmes out there offering different approaches.

If you are an employer, looking to gain an edge and make a difference in these very challenging times myself, my team, my employers and my successes are all keen to talk about what you can do to access this rich pool of talent and help you navigate the Criminal Justice system.

June 2018