Reintegration after incarceration: Challenging the workplace stigma against ex-offenders

Author: Georgie Williams

If you were sent to prison, would you know how to rebuild your life? Would you be able to trust in an inclusive, fair and progressive employment system?

Over the last 30 years, the prison population in England and Wales has doubled, although crime rates have fallen significantly. With a trend for longer and more severe sentences for all crimes, an ever-greater percentage of the UK population has served time in prison. For many, this means facing barriers to societal reintegration that may adversely impact them for the rest of their lives. The stigma around formerly incarcerated individuals is undeniable; fewer than 20% of people with convictions secure employment within a year of release.

But this stigma represents an outdated and reductive perspective on carceral experiences - and the reintegration of people who have experienced incarceration is more of a diversity, equity and inclusion (DEI) issue than many may expect.

Incarceration is an intersectional issue. We know that in the UK you are four times more likely to be stopped and searched by police if you are black than if you are white. We also know that black prisoners tend to serve significantly longer sentences than their white counterparts for the same convictions. We know that disabled prisoners do not have the same support in accessing education and programmes within prisons as their non-disabled counterparts.

Research into causes for reoffending (recidivism) has historically been male-oriented and limited in its exploration of women's carceral experiences. However, the inclusion of formerly incarcerated workers in the workplace is a topic that remains overlooked even within the realms of DEI.

In this article, we will consider the first steps employers can take to open their doors to formerly incarcerated workers and be part of the diverse, equitable and inclusive movement towards post-carceral reintegration.

Provide opportunities to upskill

Compared to just 20% in Norway, 58% of short-sentence prisoners in the UK go on to reoffend. One of the reasons behind this low recidivism rate is that Norwegian prisoners are actively encouraged to upskill and prepare for the working world while serving their sentence. In fact, this facet of the rehabilitation process means that, among previously unemployed prisoners, employment rates are around 40% higher after the completion of a prison sentence.

Employment and upskilling can provide us with a sense of achievement, purpose and an ability to contribute to the world around us - essential factors in reintegrating people back into life outside of the prison system. Roles that provide opportunities for upward mobility and career development can be transformative for people looking to move past challenging periods of their lives and commit themselves to meaningful work.

Lean into lived experience

In the DEI world, we often talk about the benefits of employees bringing their lived experience into their role. We celebrate how their worldview and skillset have been informed by the life they have led. Outside of any formal opportunities provided during their time within the prison system, formerly incarcerated employees may bring various interpersonal and problem-solving skills to the table that would be otherwise dismissed.

Prisons can be challenging (and even hostile) environments where skills in conflict de-escalation are essential. Workers with a history of incarceration may have learned self-sufficiency and emotional resolve which make them an asset in their roles. It is the enduring stigma of incarceration that encourages us to sweep people's carceral experiences under the rug. But encouraging employees to bring those skills to the table (where appropriate and suited to the role) can be of benefit to all parties.

Provide employee training

Facilitating reintegration into the workforce after incarceration requires more than individual support: it requires a culture shift. Research has found that 50% of employers would not consider employing people with a criminal history. But according to the Ministry of Justice, more than 80% of employers of "ex-offenders" positively rate their reliability, motivation, attendance and performance. This demonstrates how preconceived notions about employing and working with formerly incarcerated people do not align with the reality of what they bring to the workforce.

People often worry about the risk of bringing potentially violent individuals into workplaces. The reality is that the majority of formerly incarcerated people have been imprisoned for non-violent crimes. In the past, research has shown an increased rate of incarcerations in the US for non-violent crimes such as drugs charges (excluding drug-related violence), particularly among the black community.

Many individuals who have passed through the carceral system have served sentences related to entirely non-violent offences - and many emerge with a strong desire to completely reintegrate into society. As with all DEI training, consider inviting in consultants with lived experience. This not only facilitates formal education around people leaving the carceral system but can also challenge stereotypes about what people who have been to prison "look like". 

Don't know where to start? Turn to charities

If you are interested in diversifying your workplace to include formerly incarcerated people, it may be hard to know where to begin. If you're looking to reduce these barriers to employment, consider reaching out to charities and organisations that can bridge the divide.

Many of these have a specific focus: Working Chance is an employment charity focusing on women leaving the prison system; Breakthrough offers tech and business apprenticeships; Bounce Back primarily focuses on upskilling "ex-offenders" for construction roles. Unlock provide broad support for people with criminal records, but can also deliver training for workplaces hiring people with these records (further information available via our podcast).

Although practices may differ from one organisation to another, charities are generally extremely careful in conducting assessments of the ex-offenders they assist and those with a history of particularly violent crimes will be excluded from their roster. These charities also support (but do not enforce) disclosure of convictions, so that employers can establish an honest and transparent relationship with these prospective employees.

The support of these charities means you can ensure that prospective employees are a good fit for the culture of your organisation. Although much can be done to make your workplace supportive of formerly incarcerated workers, partnering with charities removes the barriers to engagement that may discourage many prospective employees from applying for positions within your organisation, allowing you to tap into a talent pool previously beyond your reach.

Address the discomfort

Societies, communities and organisations thrive on inclusion. But inclusion often means addressing our own discomfort and worldview. In keeping with the way we are encouraged to think about the supposed meritocracy of workplaces, where seemingly the best and brightest ascend the ladder, we may be tempted to imagine that people in prison are fundamentally lacking in skills, morals or compassion.

But much like in our workplaces, we know that issues of economic inequality, educational inequality, racism and classism disproportionately inform who is considered valuable to society and who is considered a "threat". If you are looking to expand the lens of your DEI efforts in 2026, consider how your workplace can become a site of mobility and transformation for those looking to move forward from incarceration.