Norse Group Pioneers Hiring Ex-Offenders to Address Industry Recruitment Challenges

In a groundbreaking approach to tackle the persistent recruitment challenges in the highways and civils sector, Norse Group has emerged as a champion for employing ex-offenders. The company’s innovative partnership with HMP Norwich through the Future Horizons initiative has not only helped rehabilitate former prisoners but has also yielded remarkable benefits for the business. Justin Galliford, Norse’s CEO, has been vocal about the success of this program, highlighting how it has resulted in “excellent” hires while simultaneously reducing recruitment costs. This initiative is particularly significant considering that approximately 120 individuals are released from Norfolk prison each month, many of whom struggle to find employment despite having valuable skills. Norse has specifically supported Category D Open Prisoners on day release, providing them with practical training and real-world experience working on public sector civils and utilities contracts through Norse Highways. This approach offers these individuals a crucial bridge between incarceration and full reintegration into society.

The business case for hiring ex-offenders is compelling, according to Galliford. “Most companies and public sector organisations struggle to find good candidates. From our experience, the people placed with us have been excellent,” he explains. What makes this initiative particularly noteworthy is its financial viability. “We’ve invested less in this project than it would have cost us to recruit the excellent employees who have joined us. So, it’s not only good social value, it also makes real commercial sense,” Galliford emphasizes. This revelation challenges the common misconception that corporate social responsibility initiatives necessarily come at the expense of profitability. Instead, Norse’s experience demonstrates that hiring ex-offenders can be a win-win solution, addressing both social challenges and business needs simultaneously. The company’s success story serves as a powerful example for other organizations in the sector facing similar recruitment difficulties.

The impact of employment on reducing reoffending rates cannot be overstated. According to Ministry of Justice data, the general reoffending rate hovers around 40% – a statistic that represents significant social and economic costs. However, Norse reports that this rate has been cut in half for male offenders who secure immediate employment upon release from HMP Norwich. The company emphasizes that “the social value of that reduction to our local communities, to the ex-offender and his family, and to the public purse is massive.” This dramatic reduction in recidivism illustrates the transformative power of employment in breaking the cycle of crime. When former offenders find meaningful work, they gain not just financial stability but also dignity, purpose, and a stake in society, all of which contribute to their successful reintegration and reduced likelihood of returning to criminal activities.

Despite the clear benefits, there remains a significant gap between employer attitudes and actual hiring practices regarding ex-offenders. Research suggests that approximately 70% of employers claim they would be willing to employ an ex-offender, yet only about 17% of firms actively engage in hiring individuals with criminal records. This discrepancy highlights a persistent stigma and hesitation that continues to create barriers for those with criminal backgrounds seeking employment. The reluctance may stem from concerns about risk, reliability, or public perception. However, Norse’s experience suggests these fears are often unfounded, as many ex-offenders prove to be highly motivated, loyal, and capable employees. This disconnect between stated willingness and actual hiring practices represents a missed opportunity for businesses struggling with recruitment challenges while simultaneously perpetuating the cycle of reoffending for those unable to secure employment after release.

The importance of providing meaningful work opportunities for ex-offenders is further underscored by a recent report by HM Chief Inspector of Prisons Charlie Taylor. Titled “‘Just passing time’: A review of work and training provision in adult prisons,” the report argues that many ex-offenders “return to criminality” upon release primarily due to “the failure of prisons to provide education, training and work that could support rehabilitation.” This systemic failure not only affects the individuals directly involved but also has broader implications for public safety and economic productivity. Programs like Norse’s partnership with HMP Norwich help bridge this gap by providing relevant skills and real work experience that prepares inmates for successful employment post-release. This approach addresses both the immediate need for employment and the longer-term goal of reducing recidivism through sustainable rehabilitation.

Ultimately, Norse’s initiative represents a practical approach to a complex social issue. As Galliford puts it, “Some people don’t even have a first opportunity in life. There has to come a point where people can contribute to society. This is not about being soft on offending, it’s about being smart.” His statement cuts to the heart of the matter: employing ex-offenders is not merely an act of charity but a pragmatic business solution with positive social externalities. HMP Norwich Governor Declan Moore reinforces this perspective, noting that “The prospect of employment means most people won’t come back. With this scheme, employers get to see the person they actually are first, not the person they were. They will often get the opportunity to try before they buy!” The success of Norse’s program demonstrates that when businesses are willing to look beyond criminal histories and focus instead on potential and performance, they can discover an untapped talent pool while simultaneously contributing to a more just and rehabilitative criminal justice system. As the highways and civils industry continues to face recruitment challenges, Norse’s experience offers a compelling blueprint for how hiring ex-offenders can be part of the solution.