HR FOCUS
with the right talent, skills and abilities and potential to fill their vacancies. Over 20% of the working population have a criminal record, yet many employers tend to be overcautious about offering work to ex-offenders; some even operate blanket exclusion policies when recruiting, despite the fact that contrary to popular understanding, many employers' experiences of employing people with offending histories are extremely positive.”
It is not widely known that although there are a significant number of people with a criminal record, approximately 50% of the 1.5 million criminal convictions each year are for motor offences, but nearly 70% of all criminal convictions are dealt with by way of a fine as a sentence. The vast majority of people with criminal records come from varied backgrounds with a wide range of skills and experience.
Despite this, many employers have great and exaggerated concerns about employing people with criminal records. In fact, 75% of employers say they would use the declaration of a criminal record to discriminate against the applicant in favour of a candidate with no convictions.
www.tomorrowsfm.com
Many employers lack the tools to confidently recruit from this vast potential talent pool. Research carried out over the years by the CIPD, Business in the Community (BITC) and Working Links has showed that in order to consider hiring ex-offenders, employers wanted a dedicated employer support service, and practical guidance with navigating the complex changes to legislation that impacts upon the disclosure of criminal records; as support and training with managing and mitigating any potential risks.
“75% OF EMPLOYERS
SAY THEY WOULD USE THE DECLARATION OF A CRIMINAL RECORD TO DISCRIMINATE AGAINST
THE APPLICANT IN FAVOUR OF A CANDIDATE WITH NO CONVICTIONS.”
As a result, Nacro created the guidance: Recruiting safely and fairly: a practical guide to employing ex- offenders with the support of the CIPD and DBS. The guidance
aims to help businesses make informed decisions in relation to applicants or existing staff with criminal records. A year ago, Nacro also launched a dedicated Employer Advice Service that provides organisations with free operational support as well as training and consultancy services, specifically to help employers avoid the pitfalls surrounding this issue.
Nacro hopes the total support that they offer will encourage more employers to learn from the example set by organisations such as leading global law firm Freshfields who have also taken the steps to provide opportunities to people of criminal records with varied skills and experience —including those with serious convictions.
As Global HR Director of Freshfields, Kevin Hogarth says, “With the right governance, we have developed an effective programme for our business that enables us to help some of the most disadvantaged people in our society. It’s changed our business for the better. It’s not as risky as you might believe; and there’s much to be gained from not always looking for the easiest solution.”
www.nacro.org.uk TOMORROW’S FM | 63
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