The CIPD Trust has urged employers to be open to hiring people with convictions, as it launched a new guide to recruiting and retaining this group.
People with convictions or lived experience with the criminal justice system account for one in four people of working age in the UK, according to figures from the Ministry of Justice (MoJ). But just 17 percent of ex-offenders manage to get a job within a year of release, suggesting this represents a pool of skills and experience that is relatively untapped.
To support employers, the guide to recruiting, employing and retaining people with convictions offers practical recommendations for employers who want to broaden their talent pool. It also offers advice on how employers can communicate their approach internally and externally.
The guide says that business benefits can include reduced recruitment costs and skills gaps, a more diverse workforce and an enhanced employer brand.
Further data from the MoJ shows that 86 percent of employers of people with convictions rate them as good at their job, while these employees often have higher levels of loyalty and retention. MoJ data also shows that 92 percent of employers say diverse recruitment has enhanced their reputation, helping them to win new contracts.
Sally Eley, head of Trust at the CIPD, said: “Around a quarter of working age people in the UK have a conviction. That’s a large number of individuals with vital skills, experience and knowledge who can make an important contribution to society. At the same time, many organisations are struggling to recruit the right people. The CIPD Trust is particularly passionate about supporting and mentoring people facing barriers – including those with a conviction – and we do this through utilising the unique knowledge and skillset of our people professionals.
“Research has shown that people with convictions have high levels of loyalty and retention and by being open to this approach, employers can fill skills gaps, reduce recruitment costs and create sustainable talent pipelines.
“Our new guide will provide practical support to people professionals, leaders and organisations of any size, who are looking to challenge the status quo, transform their own hiring practices and champion real social change.”
Employer J. Murphy & Sons, a specialist engineering and construction company, are part of a national offender employment programme and have offered more than 100 jobs to prison leavers in the past two years. They work directly with prisons to support prison leavers to build the skills they need to transition into the workplace.
Dawn Moore, group people and communications director at the firm, said: “At J. Murphy & Sons, every prison leaver is treated just like any other employee. They are not just starting a new job; they are being given an opportunity to make a fresh start. “Organisations who want to employ people with convictions should have clear communication plans for employees, setting out the business benefits and how it will help to address any current challenges, engage directly with local prisons or support agencies, and take the time to ensure that job requirements are clear.”
Top tips from the CIPD Trust’s guide
- Highlight your approach to recruiting people with convictions in job advertisements and career pages on your website.
- 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.
- 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.
