Why reducing reoffending through meaningful employment is more sustainable than building more prisons

In recent years, the debate over the growing prison population and shortage of space has increased. This has come to a head in the news recently as the prison population of England and Wales has hit a record high after rising by nearly 1,000 in four weeks. 

Knee jerk solutions have been implemented to reduce overcrowding by reducing the amount of time inmates must spend in jail before they are automatically released, lowering it from 50% of their sentence to 40%. However, long term and more sustainable solutions are going to be essential if we are to avoid completely running out of space. 

The new Labour government has brought up the possibility of building new prisons, but there is a quicker and more sustainable solution; if we focus on reducing reoffending rates rather than investing in the construction of more prisons, there are several immediate and long-term benefits: 

Securing stable employment is a crucial factor in reducing reoffending rates. Former prisoners that get into employment are significantly less likely to reoffend. Gainful employment provides ex-offenders with a sense of purpose, financial stability, and a structured routine, which are all essential elements for a successful reintegration into society.  

In addition to this, having a job helps to build self-esteem and social connections, further reinforcing positive behaviour.  

Why should employers employ released prisoners? 

Employers who are willing to give ex-offenders a second chance contribute significantly to breaking the cycle of crime, as the opportunity to work can deter individuals from reverting to criminal activities. Therefore, prisons and groups around the UK fostering partnerships with businesses and encouraging inclusive hiring practices are key in the broader effort to minimise reoffending. 

The number of employers getting on board is increasing. The number of former prisoners who have been successfully steered into jobs within 6 months has more than doubling from 14% to 30% between April 2021 to April 2023, with big name companies like Co-op and Greggs involved. 

Vetting and screening is going to be essential, but by creating partnerships with organisations linked to prisons you will be able to work together to find suitable candidates for roles within your organisation and in addition to making a difference to society, you’ll have access a new pool of motivated talent looking for career opportunities.  

Employment strategies in prisons 

Hoa Ngo, Managing Director at Comensura is chair of the EAB for HMP and YOI Drake Hall, a progressive resettlement prison that promotes a culture of hope and aspiration to the women it serves, working with New Futures Network. 

She states: “The work I see going on at Drake Hall is both inspiring and exciting. There are so many former prisoners that want to integrate fulling into society again – reconnect with family and friends, find new interests, and build a life. To do this legitimately and successfully they need to hold down a job, so their motivation levels are high. 

Employers tapping into this underutilised talent pool full of motivated workers can see significant benefits. Partners like Halfords, Veolia, and DHL have found that many women at Drake Hall are supported, trained, and eager to contribute positively to society. With record-low unemployment and many job vacancies, the demand for talent will stay high. Encouraging these women to break from the past offers businesses similar opportunities for growth and rewards.”