Hiring ex-offenders
Published Apr 19, 2024
Did you know that only 17% of ex-offenders get a job within the first year following their release?
And yet, 86% of employers report that the ex-offenders they employed brought positive results in their jobs.
Employing ex-offenders can not only give an individual with potential a much needed break and second chance, but it can also benefit workplaces. It adds diversity, broadens horizons and can add skills that may have been overlooked.
Playing your part in rehabilitating members of your community also sends a message of inclusivity to your team members and can positively contribute towards your vision and values.
And don’t forget: not to discriminate against individuals with spent convictions is the law!
So, what are your legal and ethical responsibilities when it comes to employing ex-offenders?
Only ask for information you have to ask for
If you work with or if your employees are in unsupervised contact with vulnerable adults or children, you have a legal obligation to check for criminal records. Some offences will put a ban on individuals to work in certain professions and/or geographical areas, so you need to identify this at interview stage.
Mentioning in your job advert that an enhanced DBS check will be undertaken is a good idea, to avoid awkward conversations at a later point.
Be clear on expectations
If the individual is required to travel, work night shifts, or partake in any other work that may not be covered in their job description, you must inform them at the earliest opportunity during the recruitment process. Some of their conditions may put a stop to you being able to employ them.
Identify prejudice
Most of us will evaluate the crime that has been committed and judge an individual based on the nature of it. Don’t forget that it is not your place to ‘rate’ the severity of the crime and discriminate against those who have committed an offence that you personally can’t relate to or would describe as unforgivable.
The judiciary system will have made a well-balanced decision on the person’s punishment – and employers mustn’t put themselves above the law.
Agree communication
Ex-offenders are entitled to confidentiality as much as the rest of your workforce. Do not disclose any details of their past to your team without their consent!
Provide support and guidance
Regular check-ins are important, particularly with team members who may be at risk of addiction or substance abuse. Showing them that you are there if they need support and giving positive feedback where it’s due, is important to show that they can re-integrate. Consider assigning workplace mentors or champions who can help on a day-to-day basis.