Sheild Service offer a second chance

Social value is a core part of Shield’s mission, as such we have initiated a “Second Chance” scheme. We have engaged a local prison facility to offer employment opportunities to returning citizens ahead of their release to aid their rehabilitation and provide them with tangible skills and qualifications that can lead to future employment opportunities. 

We wanted this scheme to demonstrate to our colleagues, clients and community that people aren’t unworthy of a second chance to succeed and offers much needed assistance to our nation’s justice system. Our belief in investing in people and their capacity for change is a genuine value at Shield. 
 

We engaged with key personnel within the work experience and probations teams at a local category D prison facility to express our interest in on-boarding returning citizens as the programme aligns to our company culture and ethos. We believed that this could also fulfil a labour shortage at entry level within our own organisation.

What we look for in offering this opportunity is a very specific criteria in the personality and ethic in returning citizens that has to fit well within our family-run business that is comfortable integrating with our workforce. We comprehensively interview candidates to understand their journey and that they express both remorse and a commitment to investing in their future and embark on a new chapter in their life.
 

Since embarking on this initiative in 2022, we now have a consistent cohort of approximately 6-8 operatives joining our workforce under the Second Chance Scheme. We have had over 25 individuals work with us in this time, the vast majority developing skills and experience in the scaffolding industry and returning to society with training, CISRS cards and references for a future in Scaffolding.

Having witnessed our returning citizens develop over the last few years, all of Shield Scaffolding have watched on as our colleagues have shown an unwavering determination to make a change in their lives and embark on a career in Scaffolding at an NASC accredited contractor and the dedication to high standards that comes with it. The progress of many of the ROTL programme candidates that have worker here is something we’re all very proud of.
 

It is commonplace for ROTL programme candidates to maintain their employment with us for a limited time for a variety of reasons. Many come from regions outside of our own operations and look to return upon release, some are moved to alternative facilities across the country and others decide that Scaffolding isn’t for them. This means that there is consistent staff turnover level with average employment tenure lasting approximately 12-18 months.

The conditions imposed by the prison facility are rightly stringent with respect to candidate behaviour. Though uncommon, behavioural or license breaches whilst under ROTL employment do result in the facility removing their right to work or be released for the day which can lead to last-minute absences or termination.

Introducing ROTL colleagues into our workforce has presented a challenge in maintaining the CISRS card requirements necessary for NASC Contractor Membership. Balancing our firm belief in this critical industry requirement and our support for this social value initiative has been a challenge that we’ve had to meet with a sympathetic approach. 

ROTL Colleagues are introduced into Scaffolding in the yard at first instance until HSE Tests and provisional CSCS cards are awarded. Due to the potentially fragile nature of these employment relationships and for the sake of protecting business interests, investment in COTS training for CISRS cards is offered within 3 months for the purposes of upskilling candidates that have demonstrated commitment to their own license conditions to maintain employment.

Our agreement with the prison facility is such that our second chance cohort must remain within a 40 mile radius of HMP Leyhill, which is an important consideration when allocating labour resource to projects. Individuals are also subject curfews and as such their typical working hours are 07:00 to 16:00. 
 

The prison facility do operate a work shuttle to provide transport to and from work, however this delays start times to 08:00am. To meet the needs of our business, we have provided a minibus for ROTL colleagues to use. Not only does this permit higher earning potential that candidates can save for their future but also demonstrates the faith and trust that we have in them as people, not prisoners.

We are committed to robust adherence to the conditions and expectations associated with NASC Contractor Membership. In order to maintain the positive social value impact of this initiative for all individuals and balance the needs of the business, we have developed a robust and evidenced training programme for all ROTL programme candidates to demonstrate or dedication to long term CISRS card scheme maintenance.
 

Many of our returning citizens remarked that working with Shield has made them feel “like a human again” and we’re keen to treat them like any other colleague within the boundaries imposed from the work experience team at HMP Leyhill. In their time here, they have been treated as any other employee, they have their own mentor within the scheme to promote their skills development and have joined in with extra-curricular company initiatives, with prison permission.

This integration into the workforce has had many benefits, there’s been a reinvigorated camaraderie amongst our workforce that has doubtlessly improved the morale of each member of the workforce. 

Additionally, this is employment resource has been critical for filling our own labour shortage with enthusiastic and dedicated team members. Whilst many lack experience in the scaffolding industry, targeted and strategic approaches to skills development coupled with training has quickly seen many of them develop into promising scaffold labourers and yard operatives. 
 

Whilst the nature of this employment can be transient due to the reasons explained above, we have offered full-time opportunities to a number of candidates upon their release. This has also led to one operative relocating from Birmingham to Bristol and enrolling in an Apprenticeship. 

Typically, due to location difficulties, only 20% of ROTL programme candidates have accepted full-time job offers upon their release as many elect to return to their home town and counties. Despite this relatively low number, we are very happy with the outcomes knowing that our financial and knowledge contributions to all individuals under this scheme has helped them gain meaningful employment and reintegrate into society within the wider Scaffolding Industry