The CIPD Guide to recruiting, employing and retaining people with convictions provides practical recommendations for employers who want to broaden their talent pool and welcome people with convictions into their workplace.
The new Guide also highlights the benefits of employing people with convictions as well as provides recommendations for organisations, including:
- Highlight your approach to recruiting people with convictions in job advertisements and career pages on your website. Let people know that you do not discriminate against people with convictions.
- Train recruiting managers on your policy and any relevant legislation relating to recruiting and managing employees with convictions, as well as fair and inclusive recruitment practices.
- Seek out suitably qualified mentors or champions where appropriate, to support people with convictions joining the organisation. Allies can play a powerful role in creating an inclusive culture and help to provide valuable support.
- Communicate your strategy for employing prison leavers both externally and internally, reassuring existing employees about checks in place. External communication is also good for your reputation, your employer brand, and will help to drive candidates to your vacancies.
Around a quarter of the UK population has a conviction. That’s a lot of people with valuable skills, experience and knowledge who can make a positive contribution to society. This comes at the same time as many organisations are struggling to recruit the right people.
By offering opportunities to people with convictions, organisations can empower them to rebuild, thrive, contribute positively to society and reduce the likelihood of reoffending.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
