Reputation and Social Impact: What Are You Really Known For?

Brand reputation isn’t just earned in boardrooms; it’s built in hiring choices. 

Many organisations pour resources into Corporate Social Responsibility (CSR) reports, Diversity, Equality, and Inclusion (EDI) initiatives, and social impact campaigns. But when these efforts lack substance, they become performative, polished branding with only style to show for it. Inclusive hiring of prison leavers offers something rare: the chance to align values with action, not for applause, but for integrity.

People Are Watching, and Listening

Today’s workforce, especially younger generations , expects transparency. They don’t want corporate language that glosses over uncomfortable realities, they want to know: does this company really walk its talk?

Hiring prison leavers signals courage and says, we believe in rehabilitation, not just diversity tick boxes; we believe people can change and we’re willing to prove it. Clients, stakeholders, and employees notice when organisations take that stance, not just because it’s different, but because it’s real.

Social Impact Shouldn’t Be Sanitised

Reducing reoffending and promoting inclusive hiring are messy, complex, and deeply human efforts. They involve risk, nuance, and emotional labour, but avoiding these challenges doesn’t protect your brand, it can actually reduce your brand's reputation.

This is because there is a unique reputational strength in saying, We hire prison leavers because we believe in justice that doesn’t end at the prison gate.

This isn’t about showing off your moral values; it’s about impact which comes from doing the hard things consistently and visibly.

The Business Case Exists, Now Show the Moral One

Plenty of studies back up the benefits: higher retention rates, strong reliability, unique problem-solving skills. But what does your business stand for beyond metrics?

Hiring prison leavers builds bridges between intention and accountability, it turns internal policies into community outcomes, and it shows other organisations, including competitors, that reputation isn't about avoiding risk; it’s about owning your choices.

When employers support rehabilitation, they don’t just build safer communities, they build stronger reputations. The narrative shifts from fear to responsibility, from silence to leadership. Everyone knows about Timpson who regularly hire people who have a criminal record. In fact, approximately 25% of their workforce is made up of people who have a record. Their reputation is strong, and people think highly of them because of their inclusive hiring practices.

What do you want your legacy to be?

Practical Steps to Build Real Reputation

• Create messaging that reflects action: If you support fair chances, show it in recruitment pages.

• Engage in community partnerships: Align with organisations working directly with prison leavers.

• Offer training and visibility: Let candidates and employees know how inclusive hiring works within your company.

• Be prepared for questions: Transparency builds trust, even when answers are complex.

When clients Google your brand, will they see courage or convenience?

Inclusion matters, especially when it’s uncomfortable. If your social impact stops at the surface, what are you really saying about change?