The project team on A47 Thickthorn Junction has led a Release on Temporary Licence (ROTL) initiative to create real, fulltime employment opportunities for people in prison who are allowed out during the day to work as part of their resettlement (known as work release). The programme supports people with previous convictions by giving them structured, meaningful work and wraparound care that helps them build stable, long-term careers in construction.
Ten ROTL placements have been created on the scheme, 14 individuals have already moved into full-time employment. Eight others have been supported into workplaces, four on this scheme and four onto other projects. From the outset, candidates were treated as colleagues, not temporary additions. One participant shared how the experience rebuilt his confidence after prison, saying Skanska “treated me like a person, not focusing on my past.”
Trust was central. Supply chain partners and site teams embraced the approach, recognising that treating candidates as future employees transformed motivation, team culture and confidence. As another candidate put it, “This wasn’t just a job, it was a chance to start again.”
Key decisions drove success with proactive engagement with Prison Employment Leads and DWP Prison Work Coaches, early alignment of expectations, and support that extended well beyond recruitment. Candidates received CV and disclosure guidance, interview coaching, mentoring, mental health support and full-time roles from day one. Practical barriers, such as restrictive travel limits were resolved through collaboration with prisons.
Rhys Rawson, Social Value & EDI Manager who leads the programme said: “This has never been about short-term placements or meeting targets, it is about restoring stability, dignity and belonging for individuals facing some of the toughest barriers to employment.”
The site team have seen the benefits. Senior team members describe the ROTL recruits as hardworking, honest and valuable additions, with several expressing they would welcome more candidates in the future.
The impact is tangible. The initiative demonstrated a scalable, human-centred model of inclusive recruitment that strengthens communities, reduces reoffending, and opens pathways to long-term employment. Lessons around communication, transparency, and flexible training are now shaping wider practice across the business.
Looking ahead, the challenge is to embed this approach across other schemes, bringing in more voices, refining support, and ensuring inclusive employment becomes a standard part of how the industry builds.