By Nicole Grainger-Marsh FIEP, CEO, Asuria Australia
Supporting ex‐offenders into sustainable work requires a sophisticated dual approach: providing comprehensive support to participants, while actively guiding employers through inclusive hiring practices. This two‐pronged strategy, when executed effectively, creates transformative outcomes that benefit individuals, employers, and communities alike.
“Employment service providers must recognise that successful placement of ex‐offenders depends equally on participant preparation and employer support,” says Nicole Grainger-Marsh, CEO of Asuria. “Our approach centres on building confidence and capabilities on both sides of the employment equation.”
A Case Study in Transformation
The journey of Anthony, a Workforce Australia participant in Ballarat, Victoria, demonstrates how this dual-support model can create lasting change. Facing the complex challenges of previous incarceration and drug addiction while caring for a child with special needs, Anthony’s path to employment showcases the power of comprehensive support frameworks.
Today, Anthony has moved beyond simply finding a job – he is building a career. No longer reliant on unemployment benefits, he is achieving financial independence while creating a stable environment for his family. “I find the work really satisfying and fulfilling,” Anthony shares. “Every day, I’m helping families during their difficult times, even if they don’t see me directly. Working here has taught me a lot about compassion and the importance of treating everyone with dignity.”
Supporting Employers Through Change
Cory, Manager of HH Webb Funeral Home in Ballarat, Victoria, exemplifies how employers can thrive when supported through inclusive hiring practices. “When you’re willing to look beyond traditional hiring criteria, you often find incredibly loyal and motivated employees,” Cory explains. “An important part of that is having employment services professionals who understand your business needs and provide ongoing support.”
The success of the placement was enhanced by Cory’s progressive approach to management, choosing to focus on Anthony’s attitude and desire to improve his life and move on from his time in and out of prison, rather than a list – or lack of – prior employment. “What impressed me most was Anthony’s commitment to personal growth,” Cory shares. “When an employee shows that level of self-awareness and determination to succeed, it makes taking a chance on them much easier. The support from Asuria gave us confidence that we weren’t alone in this journey.”
Employment service professionals play a vital role in outcomes such as these by implementing a range of strategies designed to support both employers and participants.
Employer Support Strategies
Asuria’s employment consultants begin with thorough consultations to understand each business’s specific needs and concerns, laying the groundwork for strong, trusting partnerships.
This trust makes it easier to present candidates who may face barriers, as the mutual understanding built during these consultations paves the way for successful placements.
Equally important is the preparation of candidates for their new roles and workplaces, which involves highlighting and leveraging their transferable skills. With the candidate’s permission, transparent conversations are initiated to advocate on their behalf.
Risk Mitigation and Ongoing Support
In addition to these initial steps, risk mitigation planning is integral to the process. Asuria is able to offer financial support to participants to facilitate upskilling, ensuring that ex‐offenders are properly equipped to fulfil their roles. Recognising that many ex‐offenders excel in structured environments, Asuria’s employment consultants also work closely with employers to ensure that roles are designed to incorporate routine and clear expectations, as much as possible.
Regular Check-Ins and Development
During the early stages of employment, regular check-ins are conducted to address any challenges that may arise. These meetings provide mediation and support for issues ranging from a lack of self-confidence and difficulties in establishing a routine, to transportation and interpersonal challenges in the workplace.
There is also a focus on overcoming fears of rejection and a lack of acceptance, with the support of Asuria’s in-house Allied Health team to help participants manage these situations.
Alongside this, targeted guidance on training and development opportunities is provided – always ensuring that training is purposeful, building on transferable skills that meet the key requirements of the role.
Participant Support Framework
Pre‐employment preparation involves a two‐fold approach: first, identifying both vocational and non‐vocational barriers; and second, developing a clear understanding of the role and the employer’s expectations.
Detailed walkthroughs of the job are sometimes arranged to ensure that the first day is not met with uncertainty.
In collaboration with employers, pre‐employment programmes are developed to pinpoint the key skills required.
Pre‐employment onboarding and on‐site information sessions, where employers are invited to speak directly to potential candidates, further prepare participants for their new roles.
Asuria’s open hiring events – where candidates are invited to have informal face-to-face conversations with local businesses – have also played an important part in reducing recruitment bias, enabling candidates to focus on the value they add rather than their employment history.
Creating Sustainable Change
The ripple effects of successful employment for former offenders extends far beyond the workplace. For Anthony, stable employment has meant financial independence and family stability, improved self-worth and confidence, positive role modelling for his child, reintegration into the broader community, and ongoing career development and training opportunities.
According to an Australian Institute of Criminology report, employment has a significant impact on reducing recidivism. Studies indicate that finding and retaining a job lowers the risk of ex‐offenders returning to prison. A steady income reduces reliance on welfare and alleviates the financial pressures that might otherwise push individuals back towards criminal activity.
Moreover, employment provides a sense of purpose, responsibility, and structure, reminiscent of the routine experienced during incarceration.
Professional Practice Insights
Building strong employer relationships is fundamental. This begins with developing a deep understanding of each business through activities such as business and site tours, which offer insight into what success looks like for both the company and its employees.
It is not just about understanding the job role – it is also about appreciating the organisational culture and ensuring that candidates fit well within the team dynamics. Asuria’s Employment Consultants also consider the ideal employee profile to ensure that the right candidate is selected.
Concerns are addressed proactively through intensive in-work support, with regular check-ins and the creation of channels for early and frequent feedback. An in-work support plan is established, taking into account potential risks such as transportation challenges or health issues, so that unexpected delays or absences are managed with understanding.
Regular communication is maintained throughout the placement, with successes celebrated and documented. Setbacks are treated as learning opportunities, prompting a review of whether additional support or training might be required to prevent future challenges.
Supporting Participant Success
A focus on participant success is achieved by ensuring that preparation extends beyond job-specific competencies to include strengths-based attributes. Clear accountability frameworks are established, both for the employer and the participant, and necessary support services are coordinated. Long-term career development plans are also put in place to ensure ongoing success.
Managing the Partnership
Effective management of the partnership involves facilitating open communication between all parties, monitoring progress closely, and addressing challenges as they arise.
Supporting ongoing skill development and career progression is key, as is documenting successful practices so that they can be replicated in future placements.
Recognising that no problem is too small, Asuria’s approach ensures that multiple, tailored check-ins occur throughout the initial six-month period.
Initially, these meetings are held at least fortnightly – or more frequently if requested – with the schedule stabilising to fortnightly after about six weeks.
Participants are always free to contact their Employment Consultant for support, and if someone is not fully reaching their employment goals, Asuria remains connected to help increase their hours, offer further training, or source supplementary work based on individual circumstances.
Where a strong ongoing relationship with an employer is established, and there continues to be a regular supply of new team members, this naturally facilitates a longer follow through of support for candidates placed more than six months ago, once again underlining the importance of establishing and maintaining strong employer relationships.
Acknowledging Anthony
Anthony reaching his six-month milestone at HH Webb demonstrates the power of comprehensive employment support services, and the importance of allowing trust to be built and nurtured on all sides of the relationship. His success, supported by understanding employers like Cory and dedicated professionals like Brad, provides a template for effective practice in ex‐offender employment services.
For the Employment Services Sector, such outcomes highlight how professional support can break down barriers and create pathways to meaningful employment while helping employers access untapped talent pools, driving transformative change for individuals, employers, and communities.
