Risky Business? The Value of Employing Offenders and Ex-Offenders: An Interview With James Timpson, Chief Executive of Timpson

Pandeli, Jenna; O’Regan, Nicholas

doi:10.1177/1056492619836167

Cited by 5 publications

(13 citation statements)

References 31 publications

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“…Pandeli and O’Regan (2019) argue, “This tempestuous relationship between offenders and employment underscores the need to develop strategies to encourage and improve offenders’ chances of employment post release in an attempt to help them desist from returning to crime” (p. 5). However, given the current state of the literature, much more is known about why employers do not hire formerly incarcerated persons than why employers do hire formerly incarcerated persons.…”

Section: Existing Research On Employer Hiring and Retention Of The Fomentioning

confidence: 99%

“…And when they end up working for you, they will become more dedicated, more loyal, they will work harder, they will be far more reliable, and if you get that all right, you will actually make more money. (Pandeli & O’Regan, 2019, p. 4)…”

Section: Existing Research On Employer Hiring and Retention Of The Fomentioning

confidence: 99%

“…A recent article published in the Journal of Management Inquiry (Pandeli & O’Regan, 2019) features an interview with James Timpson, CEO of Timpson, a large retailer in the United Kingdom. Timpson has made a proactive and innovative commitment to employing formerly incarcerated persons, training inmates while they are incarcerated, and hiring and retaining many of these individuals when they are released.…”

mentioning

confidence: 99%

“…This article is noteworthy in a number of respects. Pandeli and O’Regan (2019) draw attention to a significant societal challenge that has received limited attention from organizational researchers—the employment and reintegration of the formerly incarcerated. There is significant “social misery” (Margolis & Walsh, 2003) associated with the failure to employ and reintegrate the formerly incarcerated, specifically in the form social and economic costs for individuals (e.g., unemployment), communities (e.g., greater rates of crime), and society (e.g., costs of recidivism and incarceration).…”

mentioning

confidence: 99%

“…There is significant “social misery” (Margolis & Walsh, 2003) associated with the failure to employ and reintegrate the formerly incarcerated, specifically in the form social and economic costs for individuals (e.g., unemployment), communities (e.g., greater rates of crime), and society (e.g., costs of recidivism and incarceration). Pandeli and O’Regan (2019) highlight how employers such as Timpson, through their policies, programs, and practices (or their absence), have the potential to ameliorate or exacerbate this social misery.…”

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confidence: 99%

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Employers and the Reintegration of Formerly Incarcerated Persons

Goodstein

2019

Journal of Management Inquiry

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In this initial submission, I argue for the importance of management researchers pursuing scholarly inquiry and research on the topic of employer reintegration of the formerly incarcerated. Around the world, there is growing political and social interest in criminal justice reform and rising expectations for businesses to respond to these changes. While criminologists have documented significant barriers contributing to employer resistance to hiring the formerly incarcerated, far less attention has been paid to employer hiring and retention of formerly incarcerated individuals. I suggest some possibilities for how understanding the dynamics and implications of employer hiring and retention of formerly incarcerated individuals can generate new conceptual and empirical insights of academic and practical relevance.

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Section: Existing Research On Employer Hiring and Retention Of The Fomentioning

confidence: 99%

Section: Existing Research On Employer Hiring and Retention Of The Fomentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Employers and the Reintegration of Formerly Incarcerated Persons

Goodstein

2019

Journal of Management Inquiry

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Social sustainability: employment of former-offenders by small and medium-sized enterprises (SMEs) in the Czech Republic

Gannon

2024

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Purpose The purpose of this study is to examine the recruitment practice of small and medium-sized enterprises (SMEs) in the Czech Republic to learn whether it encourages or discourages former offenders from attempting to attain work after release. Design/methodology/approach A qualitative approach was taken to understand the perspective of SME company owners and decision-makers within the Czech Republic. In all, 25 semi-structured interviews were conducted which examined the current recruitment practice and individual attitudes towards employing former offenders. Findings Through a change of employer perception, working with support agencies and amending recruitment practice, opportunities can be created for former offenders in the workplace to assist their rehabilitation. This would assist with overcoming employer attitudes which have little sense of responsibility to helping former offenders with reintegration through employment. Recruitment practices focus heavily on past accomplishments and the existence of a criminal record which can disincentivise former offenders from applying for work because of their stigmatised identity. Prior experience with offenders can lead to a change of attitude and offers a vector for changing employer attitudes. In combination with linkage to agencies which work with former offenders, small businesses could amend their recruitment practice and provide support for former offenders on their rehabilitation journey. Research limitations/implications This study is based on a limited sample size, only 25 responses, and the need for translation from English to Czech could have led to a loss of nuance in the responses gathered. With asynchronous interviews also being used, some brief responses limited the insight which could have been gained. Practical implications The findings of this study highlight areas of practice which can be amended to better attract former offenders, being future-focused rather than past-focused. Social implications Enhancing employment opportunities for former offenders would be a major enhancer for their reintegration efforts and lower the associated social costs to society. Originality/value Prior research has been conducted into the offender experience, with recruiter/owner receiving far less attention. Most prior studies have been quantitative in nature, with few using a qualitative approach.

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Changing public attitudes toward the employment of formerly incarcerated people: The role of “human resources social advocacy”

Burns

Sisto

Timming

2023

Human Res Mgmt Journal

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This registered report aims to evaluate the extent to which the human resources function can change public attitudes toward a controversial social issue. Focusing on the employment of formerly incarcerated people, we explore the novel concept of “human resources social advocacy” (HRSA), an interventionist approach through which HR might pro‐actively change and/or shape people's minds on social issues via the communication and conveyance of ideas related to HR matters of public interest. We seek to test the effectiveness of two HRSA interventions in reducing public stigma toward the employment of formerly incarcerated people. One makes a moral case (“Changing Hearts”) and the other makes an instrument case (“Changing Minds”) for including formerly incarcerated people in the labor market. We also explore which of the two interventions is more effective at achieving normative change. This research will have important implications for the “societal effects” of human resource management.

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Risky Business? The Value of Employing Offenders and Ex-Offenders: An Interview With James Timpson, Chief Executive of Timpson

Cited by 5 publications

References 31 publications

Employers and the Reintegration of Formerly Incarcerated Persons

Employers and the Reintegration of Formerly Incarcerated Persons

Social sustainability: employment of former-offenders by small and medium-sized enterprises (SMEs) in the Czech Republic

Changing public attitudes toward the employment of formerly incarcerated people: The role of “human resources social advocacy”

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