RMF Fresh Start focuses on lifting any barriers to work.

 

Currently only 26.5% of prisoners enter employment after release with a YouGov survey, commissioned by the Department for Work and Pensions, finding that 50% of employers would not consider employing an ex-offender, regardless of the offence or sentence received.

 

RMF focuses on pinpointing career opportunities within the construction and rail industry by partnering with employers and aligning its training curriculum to provide offenders with real opportunities for individual growth and long-term career options.

 

The aim of the Fresh Start programme is to remove the systematic barriers to employment that disadvantaged groups typically experience by utilizing the existing RMF Training Academy in previously disregarded talent pools such as ex-offenders and colleges.

RMF’s bespoke training packages mean that as well as providing highly skilled candidates, we can also tailor our training to match client and industry demands which allows RMF to ultimately provide a reactive workforce that is ready to complete any job in line with industry requirements.

RMF, through its network of partners, mentors and trainers provides a consistent source of help and support to its candidates and it is this individualised support  that makes the Fresh Start programme so successful.

Major upcoming development projects such as HS2 generate valuable employment and training opportunities for disadvantaged groups because of the scale of the opportunity and the relatively long lead-in times which allow for planned training and development.

 

As a result, Fresh Start have positioned itself as the go-to supplier of socially inclusive labour by continuing to drive its recruitment through innovative partnerships with prisons and colleges which provide a wealth of risk-assessed, quality assured labour.

 

 

‘Employers felt that ex-offender employees show a high level of commitment and loyalty to an organisation … as a result employees are hard working, and have low sickness absence and high retention rates.’
(Institute of Employment Studies Survey, 2005)