Prisons are supposed to be both a punishment and a deterrent. We hope that by locking a person up we can encourage them not to offend again. But this clearly isn’t working.

Studies show that almost 50% of people released from prison reoffend within the first year. If we want to stop reoffending, and reduce prison populations, not to mention reducing the impact on victims and society as a whole, this cycle of offend, prison, reoffend needs to stop.

And business leaders can make a real difference.

The power of employment: real-life success stories

The way we think about hiring can change lives and communities while benefiting companies. Employment is a cornerstone of reducing reoffending. Research shows that ex-offenders with stable jobs are up to 9% less likely to return to crime.

There’s a clear win-win potential here: ex-offenders gain dignity, purpose, and income, while businesses benefit from the unique resilience and dedication they often bring. Some businesses are already tapping into this potential.

Several companies have realised that hiring ex-offenders isn’t just a matter of doing good; it’s also good business. UK-based retailer and service provider Timpson has a history of employing ex-offenders; around 10% of Timpson’s workforce are former prisoners. The company reports that many ex-offenders—grateful for the opportunity—demonstrate loyalty and a strong work ethic. Timpson’s hiring model has been successful enough to inspire other businesses to consider similar policies.

Another powerful example is XO Bikes, a social enterprise that trains ex-offenders in bike mechanics. By refurbishing and selling bicycles, participants gain hands-on skills in a field facing labour shortages. This model provides a dual benefit: prisoners acquire practical job skills and employers in sectors like construction and engineering find potential workers who have received certified, industry-relevant training.

Greggs bakery chain is another notable example, having joined the “Ban the Box” campaign, which encourages companies to remove questions about criminal records from job applications. By focusing on applicants’ potential rather than past mistakes, Greggs has expanded its talent pool and given second chances to individuals eager to contribute to society. For Greggs, this has translated to lower turnover rates, increased loyalty, and a richer, more diverse company culture.

Labour shortages and economic imperatives

The UK’s labour market is facing its own challenges, with nearly a million job vacancies waiting to be filled. Many sectors—construction, hospitality, healthcare, and engineering to name a few—are in desperate need of workers. Programs that focus on upskilling ex-offenders could address both the skills gap and reoffending rate. With the UK’s rising labour needs, supporting ex-offenders in transitioning into employment should be a national priority. For businesses, engaging with this talent pool can not only meet staffing demands but also cut training costs. Ex-offenders who receive vocational training while incarcerated or shortly after release bring ready-to-use skills, often making them easier to onboard and faster to upskill.

Neuroplasticity and rehabilitation: a new approach

Our ability to rethink rehabilitation extends beyond job training. Understanding and leveraging neuroplasticity, our brain’s ability to form and reorganise connections, is essential. The brain is capable of “rewiring” itself through new experiences, thoughts, and actions. For ex-offenders, this means that developing new skills, self-beliefs, and habits can fundamentally alter their outlook and behaviours, making them less likely to reoffend.

Neuroplasticity-based programs, which include cognitive behavioural therapy (CBT) and mindfulness, encourage ex-offenders to break old thought patterns and build healthier ones. XO Bikes, for instance, incorporates such approaches alongside job training, recognising that skills alone are not enough. By fostering a growth mindset, businesses and training programs can help ex-offenders reshape their thinking, encouraging them to view themselves as capable and employable. Rehabilitation thus becomes a deeper transformation, aligning with business goals and community safety.

Creating a broader impact

The benefits of employing ex-offenders reach far beyond individual businesses. Studies suggest that people with stable employment are less likely to reoffend. By keeping people out of prison, we reduce the chances of their children becoming part of the criminal justice system. Data shows that children of incarcerated parents are five to six times more likely to end up in prison themselves. By employing an ex-offender, businesses aren’t just hiring a worker; they’re potentially transforming the trajectory of entire families and communities.

A call for change

This issue won’t resolve itself. As communities, businesses, and individuals, we must be ready to rethink our approach. Rehabilitation, employment, and community support are not just essential, they are transformative. Change begins within our communities, but true impact requires a shift in mindset toward compassion, rehabilitation, and shared responsibility.

Real rehabilitation goes beyond job skills; it involves fostering a renewed sense of self-worth and purpose in ex-offenders, and a community that believes in second chances. With collective support and encouragement, ex-offenders have the opportunity to break free from old patterns, rebuild their lives, and replace limiting beliefs with hopeful visions for a brighter future.

ABOUT THE AUTHOR

Sid Madge is the founder of Meee and the creator of the Counting on Confidence programme, designed to inspire the belief that education and learning are essential for a more fulfilling and positive life.

This innovative programme recognises the untapped potential within prison populations, where many individuals demonstrate remarkable creativity, high aptitude, and a strong growth mindset. Counting on Confidence meets prisoners where they are, offering personalised learning paths that help them build foundational qualifications like literacy and numeracy.

By the end of December 2024, Meee will have engaged with over 250 prisoners and 50 staff across three UK prisons. Of these participants, 95% have rated the programme positively, and 86.7% report feeling more optimistic about their future. This approach not only equips individuals with essential skills but also nurtures their inherent talents and resilience, fostering a hopeful path forward.

Sid is also the author of the Meee in a Minute series, offering 60 simple, actionable ways to transform your life, work, or family life in just 60 seconds. Additionally, the My Meee app was developed to support both staff in their roles and prisoners upon release. It carries the Minute Philosophy of improving personal, work, and family life, providing users with tools and insights for lasting positive change.

Sid Madge is founder of Meee, and Author of the ‘Meee In A Minute’ books.