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CIPD publishes new guide on employing people with convictions

Looking to diversify your workforce and tap into a broader talent pool? The CIPD Guide to recruiting, employing and retaining people with convictions offers practical insights for employers eager to embrace inclusivity. This guide underscores the advantages of welcoming individuals with convictions while furnishing actionable recommendations for organizations. From transparent recruitment practices to comprehensive training for managers, the guide advocates for inclusive policies and supportive environments. With approximately a quarter of the UK population holding convictions, there’s a significant pool of skilled individuals waiting to contribute positively. By providing opportunities for those with convictions, organizations not only enrich their teams but also foster societal integration and reduce recidivism rates.

The CIPD Guide to recruiting, employing and retaining people with convictions provides practical recommendations for employers who want to broaden their talent pool and welcome people with convictions into their workplace.

The new Guide also highlights the benefits of employing people with convictions as well as provides recommendations for organisations, including:

  • Highlight your approach to recruiting people with convictions in job advertisements and career pages on your website. Let people know that you do not discriminate against people with convictions.
  • Train recruiting managers on your policy and any relevant legislation relating to recruiting and managing employees with convictions, as well as fair and inclusive recruitment practices.
  • Seek out suitably qualified mentors or champions where appropriate, to support people with convictions joining the organisation. Allies can play a powerful role in creating an inclusive culture and help to provide valuable support.
  • Communicate your strategy for employing prison leavers both externally and internally, reassuring existing employees about checks in place. External communication is also good for your reputation, your employer brand, and will help to drive candidates to your vacancies.

Around a quarter of the UK population has a conviction. That’s a lot of people with valuable skills, experience and knowledge who can make a positive contribution to society. This comes at the same time as many organisations are struggling to recruit the right people.

By offering opportunities to people with convictions, organisations can empower them to rebuild, thrive, contribute positively to society and reduce the likelihood of reoffending.

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