Use time wisely
December 1st 2006 To tackle the stigma attached to those who try to enter employment from the prison or the probation service, Asset Skills is working with the Learning & Skills Council, National Offenders Managers Service and representatives from the cleaning industry to contribute to the design of cleaning qualifications within these establishments
Statistics show that three men in every 50 under the age of 30 have some form of criminal record; as this information is not always disclosed, companies are likely to have someone in their employ that has at some stage been in the judicial system. So why does there continue to be a stigma attached to those who try to enter employment from the prison or the probation service? To tackle this the Learning & Skills Council (LSC) is running a pilot project to enhance the employability of offenders and Asset Skills is working with the LSC, National Offenders Managers Service and representatives from the cleaning industry to contribute to the design of cleaning qualifications within these establishments.
Due to security restrictions prisons more often than not have to self clean which means offenders have to learn and develop cleaning skills through a combination of NVQs and BICSc qualifications.Given the severe difficulties the cleaning industry has with recruitment, verified by our research, this potentially large pool of qualified and trained individuals could be the answer. Research also shows that if individuals who leave prison or the probation service find stable employment they are less likely to re-offend.
Currently there are three cleaning companies working with Asset Skills and its partners by going into prisons and explaining what the cleaning industry does and what it is like to work in, as well as showing that there are real opportunities and clear routes to progression for those who enter.Asset Skills,Head of Cleaning, Bev Yates comments "We envisage that this kind of approach will help to encourage prisons to offer cleaning qualifications to their inmates and show offenders that undertaking training whilst in prison offers a wide variety of career opportunities available to them when they are released." There will always be concerns about employing those with a criminal record, but consideration needs to be given to the restrictions under the Data Protection Act, meaning individuals employed "off the street" do not have to declare a criminal record.The difference for those leaving prison or the probation service is that you are aware of their past and in most cases they will have the correct qualifications and skills to begin working straight away.Obviously where employees have to enter sensitive environments then an individual's profile and record is easily identifiable through the correct use of Criminal Records Bureau (CRB) checks.
The Pathway Card skills passport will also have a large part to play in ensuring that those who leave prison looking for employment within the cleaning industry have undertaken and completed the correct training.The on-line CV which securely stores an individual's qualification, training and career experience is currently being discussed with the Prison Service to enable them to upload information and provide inmates with a card on completion of appropriate qualifications. Encouraging the take up of NVQ qualifications means that if an individual is unable to complete up to level 2 before being released then they can continue to work towards the qualification under the Train to Gain programme whilst in employment.
The Asset Skills Cleaning Board is working towards identifying the skills and attributes that are desirable in any employee. This information will be used to enable the prisons to deliver a well-trained, motivated individual who will be a credit to the cleaning industry and an example for others It is also important to look at other groups who are able to help stem recruitment and retention difficulties within the industry but who are often over looked.Organisations such as Remploy offer a range of services to develop disabled jobseekers' skills, including preemployment training and a recruitment programme (working with Jobcentre Plus). Other organisations offer schemes such as assisting exservice men and women who have found themselves homeless.
Members of these groups are often keen to work but are generally offered few opportunities and, with the proper training and skills, could provide an excellent solution to the industry's recruitment needs.
For further information on enhancing employability amongst exoffenders and other disadvantaged groups or for further information on the work of Asset Skills please contact Bev Yates on the number below or via email: byates@assetskills.org More articles from Asset Skills: | 
