Supporting Ex-offenders to Re-integrate into Society

In 2002 James Timpson, the CEO of Timpson’s, visited a local prison where he met a young man named Matt, who was a serving inmate. James was impressed by Matt’s intelligence, diligence and work ethic. James was so impressed with Matt that when he was released from prison, he gave him a job. Afterwards James thought that surely there must be more people in Matt’s situation that have so much potential, yet no opportunity to show society what they had to offer. Matt has since gone on to become one of Timpson’s most successful branch managers.

From this initial encounter Timpson’s has become one of the largest employers of ex-offenders in the UK. Approximately 10% of Timpson’s workforce consists of people with past criminal convictions, which equates to over 650 people. In reality, however this number is likely over 1200 as after a few years the criminal convictions are no longer counted.

Today Timpson’s ex-offender programme has blossomed into multiple programmes in operation in prisons across the UK. There are now four main pathways that ex-offenders can take to gain employment with Timpson’s:

Release on Temporary Licence

Release on Temporary License (ROTL) enables serving prisoners who are coming to end of their sentence to leave prison every day to work in the community. All prisoners who are eligible for ROTL are very carefully risk-assessed and managed to ensure the safety of the public. This provides an essential bridge between custody and release and assists a gradual re-integration back into society. Timpson’s employ many ROTL colleagues who leave prison every morning, complete a day’s work in one of our shops, and return to their cell at the end of their working day.

Training academies

Timpson’s have created several specialist training academies, located within prison premises. Rather than carrying out menial tasks, that bear little to no relationship to, and are unlikely to lead to employment, prisoners can instead, develop practical skills and training designed to assist them prepare for employment upon release. These training academies mimic high street stores and enable prisoners to be trained in the services that Timpson’s provide- with the only exception being key cutting, for obvious reasons! This approach allows individuals to feel a valued part of a team and this can also help restore confidence and self-esteem.

Interviewing ex-offender’s post- release

Timpson’s often interview ex-offenders just prior to release. Candidates are risk assessed and their general suitability to join the business is considered. Successful candidates are then met at the gate upon release, given a travel pass, a uniform and most importantly a job.  

 Ex-offenders directly applying

Many ex-offenders feel confident to apply for work with Timpson’s

James Timpson believes in the business having a big social impact and as such he thinks people deserve a second chance in life. It is estimated that reoffending costs the UK approximately £16 billion a year. On average 61% of prison leavers reoffend within two years of being released, however this figure reduces to only 19% if the prison leavers are in employment. Offering ex—offenders a second chance, then is not only a of ethical value to the individual, helping them break out of the cycle of offending, it is of huge societal value, reducing the harmful consequences of crime to communities- and the UK taxpayers.

Timpson’s have also found that there are also business benefits to employing ex-offenders. Ex-offenders tend to be very hard working and loyal, appreciative of the personal opportunity that they have been given to reintegrate with society and earn an honest living. Ex-offenders and tend to be very resilient, largely due to the challenging life experiences and obstacles that they had had to overcome. Ex-offenders are often straight forward and honest employees and can be cheaper to employ.

The scheme has financially cost Timpson money, establishing training centres within prisons and offering employment even when there isn’t a strict business need for the roles. Timpson’s recognition of the social value of the programme clearly outweighs any financial outlays and stand as a clear example how a family business can lead the way in demonstrating the constructive power of socially conscious business.