When organisations talk about tackling skills shortages, widening talent pools, and creating more inclusive workplaces, has anyone considered people with convictions.
Did you know a quarter of the working-age population has a criminal record?
For many people who have received a conviction, employment is a crucial step towards rebuilding their lives, yet finding work can be one of the biggest barriers they face. At the same time, many employers are struggling to fill vacancies and find the skills they need.
So, it raises an interesting question: are your recruitment processes stopping you from accessing this talent? What holds you back from addressing this? Perhaps it's concerns around risk, uncertainty about criminal record checks, a lack of internal policy, or simply not knowing where to start.
If you have recruited people with unspent convictions, what has your experience been? Has it changed your perspective?
This isn't always a straightforward area to navigate, but it's one that more organisations are beginning to explore as part of their approach to inclusion, social impact, and workforce planning.
Whether you've already taken this step, are actively considering it, or haven't thought about it before, we'd love to hear your perspective.
What would help your organisation feel more confident about taking that first step? Please share your thoughts in the comments!
If this is something you are considering, to support your journey, CIPD have an upcoming free webinar series offering practical guidance on:
Recruiting fairly and consistently
Navigating criminal record checks
Managing risk with confidence
Developing clear policies and processes
Creating a supportive and inclusive workplace
Why not sign up and find out more!
We’ve shared the upcoming webinars, further resources and more on The CIPD Trust and how to get involved in the comments.
