Raising the Bar: Inclusive Hiring with a Twist

We’re in October! It’s clear that we missed September, apologies for that, I was adjusting to my new role with the Ministry of Justice, which just so happens to be going really well. As a Learning Designer working on Prison learning, I get to influence staff and improve the training they receive, hopefully having a positive impact along the way. As the weather turns colder, spare a thought for those in prison who don’t have fluffy slippers to keep their feet warm, thick duvets or blankets to wrap up in, or even windows that shut properly. In this edition we shine a spotlight on Tap Social, celebrate another prison who is doing great work at providing employment skills to the men in its care, and give a brief explanation of the new sentencing policy which the Government are bringing in. Until next month…

What’s trending in Criminal Justice?

There are new sentencing plans ahead, and to say we have mixed feelings about them is an understatement. Electronic tagging on release has been shown to work well in reducing re-offending, and the Government plan to increase the number of prison leavers who have a tag. On one hand, tagging may offer reassurance that the individual is being supervised and supported. On the other, it risks becoming a visual marker of “otherness”, a barrier to trust, inclusion, and opportunity.

The next change is to introduce tougher community sentences, with part of this including naming and shaming those who are on it. Whilst community sentences have shown to reduce reoffending more than short prison sentences, wearing a high-vis vest for unpaid work, being subject to curfews and restrictions, and being named can reinforce stigma.

The final change is a delicate one to balance because it is to do with protecting victims, in particular those who are survivors of domestic abuse. The Government want to bring in restrictions zones for perpetrators which will limit their movements and areas they can go. This is where the delicate balance comes in of protecting victims but allowing perpetrators to be part of society. How can people gain employment when they are restricted and limited to certain areas…it’s not an easy one to navigate.

To read more on each of these sentencing policies, head to the blog page on our website here

Prison of the month…

HMP Lewes is setting a powerful example in prison industries and employment pathways, which are increasing the employment opportunities for prison leavers in the Sussex area.

Highlights from Lewes include:

• 🌊 Life Jacket Workshop: In partnership with the Home Office and Border Force, prisoners repurpose discarded life jackets, melting foam into reusable blocks and transforming nylon into pencil cases for refugee children. It’s sustainable, skill-building, and socially impactful.

• 📦 Pack & Copy Hub: A multi-purpose workshop handling prison materials, darts accessories (originating from HMP Liverpool), and goody bags designed to reduce debt among new arrivals. Visitors can also purchase these packs for loved ones inside.

• 🎧 Headphones Refurbishment: Prisoners clean, repair, and quality-check donated headphones, earning revenue and building technical skills.

• 🛠️ LAMS Refurbishment Scheme: Prisoners with trade skills refurbish 70% of the prison, with grey paint marking their work. This simple visual cue has significantly reduced property damage and boosted pride.

• 📘 Transferable Skills Booklets: Learners track and showcase their skills across workshops, ready to present to future employers.

• ⚽ Careers Through Sport: Job fairs are paired with football and table tennis tournaments, easing pressure and building rapport between employers and potential hires. Once employers engage, they tend to return, and recruit.

If you have any questions, feedback, or criminal justice items you’d like us to cover, then do get in touch and let us know.

Until next time, don’t delay in increasing your inclusive work practices today