Equal opportunity employment is a big factor for us with regards to our recruitment – ensuring everyone gets a fair chance to be considered for roles and begin their careers here at HCE, regardless of their background. As part of our commitment to our client Kier and the ongoing work at HMP Millsike, we’ve been involved with the employment of several ROTL (Release on Temporary License) workers to help them settle into new careers.
One of these workers is Kiel Tetley, who initially joined us through the ROTL programme and then was offered employment on his release from prison. Our recruitment manager Ewan Mason and RMF Group director Stuart sat down with Kiel to ask him about his experience with the ROTL process and working with Howard Civil Engineering:
How have you benefited from the ROTL program?
I secured employment post-release, which improved my confidence and mental health. I was also upskilled by HCE which benefited me and my team.
How have you found the support on site?
I’ve had amazing support on site from Kier, RMF and HCE. Great management and I always felt I could raise concerns or issues easily.
What has been the main positive from the ROTL process, and what advice would you give to others thinking about ROTL?
Being employed post-ROTL was the main positive. And I’d jump at the chance! Especially with a company like Howards.
What are your plans for the future?
Stick with Howards, and enjoy family life.
A big thanks to Kiel for taking the time to answer those questions for us, and provide some insight for others who may have the opportunity he did. Stuart also sat down to ask Ewan, as well HCE project manager Steve Dakin, some questions about working with the RMF Group and the ROTL programme:
What was your perception of the ROTL program prior to engaging with the process? What have been the main challenges?
Ewan visited two prisons, Wealstun Prison and Hatfield Prison, interviewing 10-15 ROTL lads. We upskilled the workers on site for a specific role after asking them what they felt comfortable doing, and what they were most interested in completing, then offered the training.
How did you overcome these challenges?
Having open and honest conversations with our site team and the ROTL candidates helped considerably. We trialled the lads in various teams and roles to see what was most successful, and once it stuck we found the guys to be a huge help to our more technical works. ROTL candidates had confidence in traffic marshalling and were more than happy to go through any training to upskill.
What advice would you give to any other clients looking to engage with ROTL?
Just go for it! It has been a really positive experience for us. We have seen it as an extra string to our bow that we wouldn’t have had prior, and it’s always a bonus having the satisfaction of seeing the guys progress and ultimately aid in their transition to working life.
What future plans do you have to engage with the scheme?
We would definitely use the scheme again across our other projects. The stigma has been removed for us, and we have seen huge benefits on and off site.
We hope that all of the above helps more businesses like ourselves engage in ROTL programs to give people fresh starts and better lives, and ultimately get the second chance that everyone deserves. And, to anyone out there that may be considering employment through ROTL, we hope this information helps showcase how effective it can really be!
