Fair recruitment of people with criminal convictions: a practical guide for employers
42 year-old Ian works for Boots as an Inbound Team Leader, based at one of the company’s warehouses in the East Midlands. This November marks three years of Ian’s employment at Boots, and in this short amount of time his job has enabled him to get a mortgage, and start a family with his partner. To many of us, Ian’s situation might not sound like anything particularly remarkable. But just two years before Ian started his job at the warehouse he was serving a prison sentence.
Bristol City Council has become the first local authority to Ban the Box. The Council will no longer ask applicants to disclose any criminal convinctions until after a conditional job offer has been made, allowing applicants the best possible chance to demonstrate their aptitude for a role, and the council to access a greater range of skills and experiences.
This guide outlines the steps businesses can take to support ex-offenders into employment; helping to make a real difference to a challenging and costly social issue.
This guide provides practical guidance in developing a Work Inclusion initiative as a strategic part of talent management, recruitment, staff retention or corporate responsibility.
This step-by-step guide will equip you with the tips and examples you need to create a fair recruitment process.
Read the BITC summary of the breakout session 'Breaking down the barriers: How to develop a fair and open recruitment process' from Business in the Community's Employment Summit 2016.
Read the BITC summary of the breakout session 'Beyond pay: a wider approach to improving low-paid work' from Business in the Community's Employment Summit 2016.
These resources will lead you through the practical steps and information required to help your company to Ban the Box.