How do we balance justice, safety, and second chances?

By introducing tougher community sentences and ending automatic release for rule-breaking prisoners, the government aims to reduce reoffending and restore public confidence.

The UK government’s decision to expand electronic monitoring, tagging up to 22,000 more individuals annually, is a significant development under the Plan for Change.

One of the most powerful themes in the episode is the role of employment in reducing reoffending. Esther explains that work provides more than just income, it offers purpose, stability, and community.

The Inclusive Hiring Model Toolkit is a comprehensive roadmap designed to help organisations of all sizes, start-ups, SMEs, and large enterprises, create fairer, more equitable recruitment processes. It’s not a one-size-fits-all checklist, but a flexible framework that meets businesses where they are and guides them toward meaningful change.

No one expects perfection. But when disclosure mishandling occurs at the hands of a company who advocates for inclusive hiring, it sends mixed signals especially to those already battling stigma and self-doubt.

Employers who rely on DBS checks for low-risk roles may think they’re protecting the business, but they may also be perpetuating discrimination, unintentionally or not.

By bringing prison leavers into your team you’re not just adding another viewpoint, you’re adding someone who can think outside the box, who sees risk differently, and who may ask different and challenging questions.