Festival of Work 2025 – Second chances, lasting impact:
How HR is supporting rehabilitation and representation
The CIPD Trust hosted two thought-provoking sessions at this year’s Festival of Work, each exploring how the People Profession can drive transformative change. The panels, An Inside Job and Representation Matters, offered insights on supporting people with convictions and championing diverse leadership, showing how inclusive practices not only rebuild lives but also strengthen organisations
An Inside Job: Creating life-changing opportunities within the prison estate
Chaired by Sally Eley, Head of the CIPD Trust, this session brought together leading voices from criminal justice and employment: Emma Tomsett (HMPPS Rehabilitation Manager, DHL), David Bone (Chair, Employment Advisory Board, HMP Brixton), and Duncan O’Leary (CEO, New Futures Network). Together, they discussed how employers and HR professionals can play a direct role in rehabilitation.
Understanding the opportunity
With over 85,000 people in UK prisons, there’s a growing need to support their transition into sustainable employment. Duncan O’Leary outlined the work of the New Futures Network (NFN), which collaborates with 93 prisons in England and Wales to connect individuals with work opportunities both during and after their sentences.
Going to prison is hard,” he said, “but being released back into the world is hard too. A job can provide the structure and support that people need to rebuild.”
Duncan O’Leary (CEO, New Futures Network)
Emma Tomsett highlighted DHL Supply Chain’s long-running partnership with the Prison Retail Service. Employing 900 prisoners in 21 workshops to fulfil over 64,000 weekly orders, DHL also offers post-release job opportunities. “People make mistakes. That shouldn’t define the rest of your life,” she said. “We give people hope and a chance and in return, we get loyalty and dedication.”
David Bone, who delivers entrepreneurial training in prisons, explained how his team works backwards from labour market needs to shape relevant skills. “We ask: what do employers want? Then we embed that into prison training,” he said, underlining the need for closer collaboration between employers and prisons.
Making rehabilitation real
Personal stories brought the session to life. Emma shared how one prison leaver remained in a job despite a 40-minute commute, simply because “someone had given them another chance.” Duncan added that even employers unable to offer jobs could still support people through mentoring, advice or advocacy work.
When asked how to get started, panellists recommended registering interest with NFN, speaking to other employers already engaged and visiting a prison to understand the environment firsthand.
Representation Matters: Creating a more representative People Profession
On day two of the Festival, Leah De Silva chaired a session exploring how the People Profession can reflect the diversity of the wider workforce. Panellists included Janet Campbell (Restoration and Renewal Delivery Authority), Asha Musoni (CBI), and Hashim Din (Rotherham Foundation Hospital), who each shared their own experiences of navigating leadership in underrepresented spaces.
Owning the space
Asha Musoni reflected on how her non-traditional background led her to question her place in HR leadership. “I wasn’t ‘HR enough’,” she admitted. “I was opting myself out while the profession was trying to opt people like me in.” Joining the CIPD’s Aspiring HRD programme helped her reframe her self-doubt and step into leadership with clarity and confidence.
Representation means using your position for impact – You have to own your voice and know what you stand for.”
Janet Campbell recalled working without mentors early in her career, often being the only black woman in the room. One formative moment came when a senior colleague told her:
There’s no such thing as a stupid question – only stupid answers. Your job as a leader is to be able to ask and answer the questions.”
That comment, she said, gave her the confidence to lead authentically and support others in seeing their own potential.
Creating inclusive pathways
Hashim Din, whose career began in a small family-run business, recently completed a Level 7 apprenticeship. He spoke about the need for People Professionals to democratise leadership.
An audience member asked how to encourage more diverse leadership. Janet posed the critical question: “Where is the door? And is it open for everyone, or just a few?” promoting a discussion around understanding the starting point in your own organisations. Hashim acknowledged the complexity of building meaningful representation. “You’ll get things wrong,” he said. “But build trust, be intentional and keep going. The long-term goal is worth it.”
Some leaders are driven by power. But good HR is about knowing people’s skills and enabling them,”
We’re here to make managers better and help employees have a great day at work.”
Key takeaways from both sessions:
1. Employment transforms lives: Hiring people with convictions reduces reoffending and creates loyal, motivated employees.
2. Start by learning: Whether through NFN or the Trust’s mentoring programmes and opportunities, there are many ways to get involved.
3. Representation needs intent: Talent is everywhere, but opportunity is not. HR can change that.
4. Support builds confidence: Inclusive programmes like Aspiring HRD empower professionals to lead with impact.
5. Culture starts at the top: HR leaders must widen their lens, question barriers and build workplaces where everyone can thrive.
Leading the change
As both panels showed, People Professionals are uniquely placed to make a difference, whether it’s by unlocking opportunities for people with convictions or breaking down barriers to leadership.
If you’d like to get involved whether through recruitment, mentoring or inclusion initiatives, get in touch.
