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.

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.

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.

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!

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.

Employing ex-offenders can not only give an individual with potential a much needed break and second chance, but it can also benefit workplaces. 

Hiring ex-offenders

This week, for the first time, we proudly exhibited at 

The event, which this year took place from 30 April to 2 May, is the UK's largest gathering of anyone responsible for overseeing a secure and productive workplace environment. With a range of interesting seminars, workshops and exhibitors across the health and safety sector, the show attracted thousands of visitors.

Throughout the week our team engaged with industry leaders and fellow professionals exchanging valuable knowledge and perspectives on emerging trends. 

The stand was busy during the show, with visitors having the opportunity to interact and discuss their training, membership, or consultancy requirements. They were also able to participate in exciting competitions and games, including a spinning wheel and a health and safety quiz, with chances to win prizes.

“We are thrilled to have been part of The Health & Safety Event”, said Adam, Head of Learning at SSG. “It was an exceptional opportunity for us to connect and share with customers and colleagues”.

We look forward to exhibiting again next year!

This week, for the first time, we proudly exhibited at The Health & Safety Event in Birmingham! 

Success at The Health & Safety Event!

How much time and money do you spend on learning and development? How much value do you put on supporting the personal and professional growth of your team?

It’s time to review what developmental activities can do, not only for your people but also for the organisation.

The obvious reason to offer training to your team is to build their skill levels and enable them to undertake their daily duties more competently. Technical training starts from the very second employees join the organisation and we often underestimate the value a thorough induction can add. 

Try not to overload your new starter and always remember that everyone learns at a different pace and in different ways. Educate yourself and your more senior team members on different teaching methods and regularly check in with your new recruit.

This also goes for other technical training that may lead to tickets or qualifications. Don’t assume that everyone is happy and able to sit in a classroom or learn a new skill that’s alien to them. Continuous evaluation and assessment of the process is important.

This is an often overlooked area of professional development, and yet so important when trying to improve the way you work.

Project management, leadership, ISO, the list goes on. Identify what areas will bring the most benefits to the individual and the organisation. Soft skill training shouldn’t be prescribed – it should be agreed upon!

Your team will also benefit from personal skill development, which they are then able to apply at work. Don’t dismiss calls for further education, or additional qualifications in seemingly unrelated areas. Have someone who wants to attend a counselling course? Maybe they can be your new mental health first aider! Someone wants to diversify their career focus? That doesn’t mean they will neglect their day-job or leave. It’s likely they will show appreciation for being supported on a more personal level, which will reflect in their engagement and commitment.

SSG offer a variety of learning and development opportunities you may want to consider for your team. Please contact our customer service team or your consultant for recommendations.

The importance of development

May is mental health awareness month but despite having a better understanding of the dangers of stress in the workplace, we as a nation are still very much affected by stress.

And there is still a misconception of how to identify and deal with stressors at work, with now 78% of workers reporting they would happily throw in the towel if they were exposed to high levels of stress: 

So, considering the impact high employee turnover has on any organisation and its employees, it is more important than ever to have open conversations around stress prevention and take appropriate steps to ensure all team members feel fulfilled, challenged but not pressured to a point of exhaustion.

Discuss with your team what the difference is between stress and pressure. Change the language you use! Being under pressure is not a bad thing and completely normal. It can challenge us in a positive way and make us perform better and lead to better results.

Stress is the negative emotion we feel when pressure is not controlled. The best analogy for this is the Mental Health First Aid England stress container:

Consider sharing this with your team and discussing how we can all take better care of our mental wellbeing and ensure we have a ‘pressure release’ in place.

Rather than having general conversations around how stressful things may be in general, ask your team to be specific and help you risk assess tasks, processes and the working environment. The HSE stress management standard can provide you with the right tools for this process – or simply ask your SSG H&S Consultant!

Don’t forget to keep checking in. Don’t be afraid to mention ‘the S-word’. It’s normal to experience stress and it shouldn’t be taboo to talk about it. Employers are often afraid to open the floodgates by asking. But in this case no news is not good news.