Launched two decades ago, Singapore’s Yellow Ribbon Project was created in the hopes of supporting ex-offenders in their reintegration into society, particularly in encouraging the wider public to accept them back into the folds of everyday life and work.
Employers have indeed become more accepting — but limits remain.
For many ex-offenders, the path to rebuilding their lives often begins with (and, at times, may even be restricted to) taking up blue-collar jobs. This is occasionally in service industries such as logistics and F&B, but more commonly in construction or janitorial services, the physically demanding, hard labour that “no one else really wants to do”.
While these offer opportunities for a fresh start, it’s hard not to notice how rarely ex-offenders are seen in white-collar environments. Office roles, corporate sales, and professional industries seem like an untouchable dream for people who’ve seen the inside of a jail cell.
I know firsthand what that’s like because I experienced that same struggle trying to get my own life back on track.
As a teenager, I couldn’t have been more removed from the business and sales world that I live in now. I was raised by a single mother who had me when she was just 16, and though she gave everything she had to raise me, I strayed down a frankly irresponsible path. By the time I was in school, I’d already been entrenched in gang life with a lot of unsavoury bits to my name: solitary confinement in Singapore Boys’ Home, 60 cane strokes, and even near-imprisonment when I was caught red-handed in the middle of a serious crime.
That moment, staring down the barrel at the possibility of losing my freedom forever, was the wake-up call I desperately needed, and was maybe even waiting for.
When all I had ever known was this life of violence, though, I was shut out from all kinds of opportunities. Only after a little luck and a lot of persistence did I manage to find a mentor who decided to give me a shot in something unexpected: being a salesman.
I had no experience, no idea what I was doing, and a whole lot to prove. But it was that shot — so precious and hard to come by for an ex-convict fresh out of the trenches — that gave me the determination to learn an entire industry from scratch. I knew I was going to be in this for the long haul, because I saw it as more than a job; it was a chance to challenge the stigma that ex-offenders face when it comes to equal opportunities in professional industries.
Many of us can do the job. We just need the chance to be able to do it.
Supporting the growth of ex-offenders as a valuable pool of talent
Employers are often hesitant to hire ex-convicts due to the perceived risks associated with criminal records. That’s just what it is though: a perception.
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In truth, these individuals represent an often-overlooked talent pool that not only has potential waiting to be tapped, but also can help bring years of rare lived experience to entry and mid-level roles. Many acquire valuable skills either through training programmes during incarceration or through the jobs they held before their convictions, and have a remarkable ability to learn and adapt on-the-go.
Because it is something society rarely extends to them, ex-offenders often deeply recognise and appreciate the trust they’re given. This gratitude often translates to a strong work ethic and lower turnover rates, as many are determined to prove themselves worthy of the chance they’ve been offered — just like how I stuck to my salesperson job, going from total greenhorn to now running a company that has helped more than 1,000 offices streamline their operations.
While the government has taken steps to ease re-integration with training programmes and support networks, I believe employers play an even bigger role in providing the right opportunities for ex-offenders to fully put these qualities to good use.
And for businesses to make this shift, as with all things, change must begin from the top.
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Recruitment leaders, CEOs, and business owners all hold in the palm of their hands the power to reshape hiring practices and foster a more inclusive culture. One that not only welcomes people of different ethnicities and economic backgrounds, but also those who have made mistakes in the past but are eager to try again. Otherwise, we run the risk of missing out on capable individuals that bring a unique, human, and often more empathetic perspective to the table.
Having helmed an office solutions company for more than a decade, I came to realise that the core of the business — and what has helped us win over so many repeat clients — is almost entirely shaped by my experience as an ex-offender looking for my footing in society.
I’ve faced insane challenges that pushed me to my limits, and I bring that same grit to solving problems for my clients and supporting my team. I know firsthand how much a good relationship can determine the outcome of your path, which is why I hold such a strong emphasis on collaboration and understanding.
By turning to people over profit and making an effort to truly understand their character before all else, I believe employers are doing what it really means to employ: not just filling a position, but rather investing in individuals — who, when truly supported, can give back as an invaluable addition to a business, an industry, and even to society as a whole.
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