Ban the Box webinar roundup: How to Ban the Box with Leo Burnett and Veolia

Our How to Ban the Box webinar on 20th January showcased two employer case studies, highlighting how and why they have signed up to Ban the Box; implementing a recruitment process that considers applications’ skills first before assessing the risk and relevance of any criminal convictions.

Our speakers

  • Nicola Inge, Work Inclusion Campaign Manager, Business in the Community
  • Rob Varcoe, HR Director, Leo Burnett
  • Rachel Jones, Resourcing Manager, Veolia

Thinking about Ban the Box? What should you consider?

Nicola Inge opened the webinar with an overview of the Ban the Box campaign, focusing on the business and social case that inspired the campaign.

Nicola provided a summary of the legal and regulatory background and terminology related to employment for ex-offenders. She explained that, for most roles, it’s up to the employer to decide when and how to ask applicants about unspent criminal convictions. She raised a number of key questions that employers should ask themselves to decide on the recruitment process that works for them.

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When there’s a talent war, you can’t afford to reject good potential talent

Rob Varcoe shared how Leo Burnett first became involved with the campaign, creating the award-winning Second Chance film to highlight the impact on jobseekers with convictions when employers reject them before they’ve given the chance to explain why they’re the right fit for the job.

Rob went on to highlight how banning the box was an easy next step for Leo Burnett, as they’re in a ‘talent war’ to attract the most diverse and creative employees and so it doesn’t make business sense to put any barriers in place for candidates.

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“Diversity is our difference”

Veolia, a leading operator in the water, energy, recycling & waste management markets employs over 14,000 people in the UK.  Resourcing Manager Rachel talked through their common sense approach to adopting Ban the Box – starting from the point of asking themselves ‘why wouldn’t we Ban the Box?’

Rachel emphasized the importance of internal communications, particularly in a business with a workforce that isn’t desk-based, and was clear that ‘you can never communicate enough’ about these types of decisions and initiatives.  Ban the Box was a natural development from the work that Veolia is already doing to work with prisons to build skills and experience amongst serving prisoners for employment within the business post-release.

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Want to know more?

Get in touch if you have banned the box, are planning to, or would like support to do so.

Register for the next webinar in the series: How to Ban the Box on 19 May.

For roundups of previous webinars as well as other resources to support you to Ban the Box, visit the Ban the Box resource bank.