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About Us

The purpose of Fresh Start is to remove the systematic barriers to work for the underrepresented and minority groups within our society in order to bring about change in the construction and rail industries approach towards recruitment

Fresh Start’s mission is to play an integral role in linking employers with the systematically underrepresented within our society.

We do this by satisfying our clients workforce requirements through the utilisation of our socially inclusive employee base, including ex-offenders as well as minority workers

Fresh Start organically promotes corporate social responsibility by using its existing business functions to reduce the amount of crime, and subsequent victims of crime, by rehabilitating ex-offenders and disadvantaged groups and providing them with the relevant training, development and qualifications required to find paid work and reintegrate back into society.

  • 90,000 prisoners are released every year
  • Each year over 100,000 people walk through the prison door
  • In August 2015 the prison population was just under 86,000
  • An average annual cost per prison place is £36,237
  • It costs £29,000 per annum to keep someone on benefits
  • Based on the figures above, every person we train and put into employment saves the Government and taxpayer £76,500 per person once we deduct our costs
  • Re-offending by recent ex-prisoners cost the economy between £9.5 billion and £13 billion per annum
  • 6 out of 10 employers automatically exclude those with a criminal record
  • 1 in 10 people in the UK have a criminal conviction for something other than a driving offence
  • During their time at school 7% of children experience their father’s imprisonment

Why Social Inclusion recruitment matters

01

Resolving skills shortages
The CIPD has found well over half of employers struggle to fill vacancies due to skills shortages. Being more open-minded about who you recruit can help you overcome this.

02

Reducing recruitment costs
The CIPD has calculated that filling the average vacancy costs around £2,000. Social Inclusion initiatives, where employers work with specialist organisations to take people on from disadvantaged backgrounds can help reduce overheads.

03

Increasing staff retention
Employees recruited from disadvantaged groups have demonstrated lower turnover rates than the wider workforce. The higher value placed on having a job for such groups often leads to higher levels of loyalty.

04

Reducing staff absence
Evidence suggests employees who have faced barriers to getting employment tend to have a below-average number of days off work.

05

Improving client relationships
Open recruitment policies and running work inclusion programmes can support a company’s commercial relationship by creating competitive advantage. 92% of future private business leaders say that responsible business is key to them as potential investors.

06

Boosting corporate reputation
Providing employment for local people, from all walks of life, enriches the reputation of a company in its local community. It also improves the profile and brand of a company nationally, as it gains public exposure.